• The Effect of Ethical Leadership on Manager’s Employee Silence: The Mediating Role of Organizational Trust and Moderating Role of Psychological Safety 

  Muhammad Uzair khan, 01-322241-019 (HR and Management, 2026)

  The present study examines the impact of ethical leadership on employee silence of the mid-level management in the banking sector of Pakistan. When employees forgo expressing ideas, concerns, or significant information to ...
• The impact of Sustainable Leadership on Environmental Social Governance (ESG) with the Mediating role of Environmental Performance, A study of Manufacturing Sector of Pakistan 

  Inshall Mushtaq, 01-321251-009 (HR and Management, 2026)

  In addition, the growing importance of sustainability and the ESG performance of companies has inspired firms to practice leadership behaviors that promote environmental responsibility and sustainability. This is especially ...
• The Impact of AI-Enabled Green HRM on Organizational Sustainability: The Moderating Role of HR Professionals 

  Zarish Ejaz, 01-322242-021 (HR and Management, 2026)

  The rapid integration of artificial intelligence (AI) into human resource management has opened new possibilities for advancing organizational sustainability. This study investigates the impact of AI-enabled Green Human ...
• Creative Performance as an Outcome of Organizational Culture: The Mediating Role of Psychological Safety and the Moderating Role of Inclusive Leadership 

  Maria Aziz, 01-322242-009 (HR and Management, 2026)

  The current study aimed at investigating the relationship between organizational culture and employee creative performance, mediated and moderated by psychological safety and inclusive leadership, respectively, amongst the ...
• How Flexible Work Arrangements Enhance Creativity in IT Employees: A Study of Psychological Empowerment and Leader-Member Exchange 

  Midha Humayun, 01-322242-011 (HR and Management, 2026)

  This study proposes to investigate the mechanism and boundary conditions linking Flexible Work Arrangements (FWAs) to employee creativity within Pakistan's critical Information Technology (IT) sector. Grounded in ...
• Impact of Inclusive Leadership on Employee Turnover Intention: Mediating Role of Green HRM Implementation and Psychological Safety in Private Banking Sector of Pakistan 

  Bushra Bilal, 01-322241-002 (HR and Management, 2026)

  Employee retention remains a persistent challenge in Pakistan’s competitive private banking sector. This study examines the impact of inclusive leadership on employee turnover intention, with Green HRM implementation and ...
• Bridging the Skills Gap: Role of Human Resource Management in Aligning University Education with Industry Requirements in Pakistan 

  M. Mohtasham Abid, 01-221251-007 (HR and Management, 2026)

  Pakistan’s growing Information Technology sector requires graduates who can combine technical knowledge with practical, communicative, cognitive, and professional capabilities. However, many graduates enter employment with ...
• The Impact of Organizational Culture on Employee Performance: The Moderating Role of Abusive Supervision in the Banking Sector of Rawalpindi and Islamabad 

  Irma Waqar Abbasi, 01-322241-005 (HR and Management, 2026)

  Organizational culture has been acknowledged as a significant factor in employee performance in service-oriented organizations, and can be systematically undermined by negative supervisory behaviors. The present study aims ...
• The Impact of Remote and Hybrid Work Models on Employee Performance: Evidence from Pakistan's IT Industry 

  Muhammad Awais, 01-221251-004 (HR and Management, 2026)

  The increasing adoption of remote and hybrid work arrangements has significantly changed how employees perform, communicate, and collaborate within knowledge-based organizations. This study examined the impact of on-site, ...
• When Employees Feel Dehumanized: Exploring Psychological Contract Breach and Counter Productive Behaviour in Call Centers 

  Maheen Sharif, 01-321251-047 (HR and Management, 2026)

  Pakistan's call center industry, despite its remarkable economic growth, conceals a deeply troubled human reality in which chronic organizational promise violation, dehumanizing work conditions, and retaliatory employee ...
• Impact of AI-Based Recruitment Tools on Job Acceptance Intentions in the Banking Sector of Islamabad: Moderating Role of Ethical Concerns 

  Iqra Rasheed, 01-322242-007 (HR and Management, 2026)

  The rapid digitalization of human resource management has led to the widespread adoption of AI-based recruitment tools in Pakistan's banking sector, particularly in Islamabad. This study investigates the impact of AI-based ...
• The Effect of Flexible Working Schedules on Employee Work Life Balance with Mediating Role of Job Satisfaction and Moderating Role of Organizational Support 

  Behram khan, 01-221251-019 (HR and Management, 2026)

  Modern workplaces are being reshaped by the growing implementation of a flexible approach to working, which allows organizations to enhance employees' wellbeing and organizational performance. The current study attempted ...
• Impact of Job Stress on Employee Performance in Banking Sector with Moderating Role of Organizational Politics 

  Saba Hafiz, 01-221251-010 (HR and Management, 2026)

  This study is aimed at analyzing the impact of job stress on employee performance and also at evaluating the extent to which perceived organizational politics enhances or undermines the relationship between job stress and ...
• The role of Transformational Leadership in Driving AI Adoption and Digital Innovation 

  Mubarrah Farooq, 01-221251-018 (HR and Management, 2026)

  In this thesis, it is explained how transformational leadership affects digital innovation in the Pakistani telecom industry, which is the mediator as AI adoption and as the moderator as organization culture. A quantitative ...
• Impact of Pay Satisfaction on Employee Well-Being: Moderating Role of Belief in Meritocracy in the Telecom Sector of the Twin Cities (Islamabad–Rawalpindi) 

  Zubaria Hoor, 01-222242-012 (HR and Management, 2026)

  The objective of this study is to explore the relationship between pay satisfaction and employees' overall well-being in the telecommunications industry in Islamabad and Rawalpindi, with an emphasis on how belief in ...
• When Caregivers Feel Dehumanized: Exploring Political Behavior through Perceived Injustice in Pakistani Healthcare Settings 

  Muhammad Ali, 01-321251-017 (HR and Management, 2026)

  Pakistan’s healthcare sector operates under persistent structural and managerial pressures, including resource scarcity, workload intensity, professional hierarchy, limited employee voice, and unequal decision-making power. ...
• The Role of Employer Branding in Attracting Talent with Mediating Role of Job Seeker Perception and Moderating Role of Industry Competitiveness in IT Industry of Pakistan 

  Fatima Azam, 01-321251-006 (HR and Management, 2026)

  The purpose of this study is to examine the impact of employer branding on talent attraction and engagement in the IT industry of Pakistan, with a focus on job seeker perception as a mediating variable and industry ...
• Impact of Remote Work on Employee Retention. Use Technology as a Mediator 

  Malaika Shoaib, 01-321251-048 (HR and Management, 2026)

  This research analyzes the effect of remote work on employee retention while considering technology as the mediator in the post-COVID-19 work scenario of Pakistan. Especially post-COVID, the ability to work remotely or in ...
• Major: Human Resource Management Climate-Risk in Green HRAnalytics 

  Syed Muhammad Usman Hussain, 01-321251-026 (HR and Management, 2026)

  This study investigates the strategic integration of climate risk within human capital frameworks, focusing on climate risk in green human asset analytics within the vulnerable textile industry of Pakistan. Operating under ...
• Determinants of HR Analytics Adoption: Examining the Roles of Performance Expectancy, Effort Expectancy, Facilitating Conditions and Social Influence with the Mediation of Behavioral Intention 

  Ammar Sarwar, 01-221251-015 (HR and Management, 2026)

  The concept of Human Resource Analytics has become one of the strategic solutions that can allow organizations to enhance workforce planning, talent management, and evidence-based decision-making by leveraging the utilization ...

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