This research explores how ethical behavior of leaders influence employee engagement by enhancing the moral intensity of the employees. It also explores the impact that transparency of policies that a leader applies and decisions that he takes can have on the organizational citizenship of the employees. Two conceptual models are used to explore the constructs in light of social learning and social exchange theory. Data from 205 faculty members, working in higher education sector of Islamabad and Rawalpindi, was collected through structured questionnaires. Results revealed a considerable positive relation exists among ethical leadership and the organizational citizenship behavior of employees in an organization when mediated by moral intensity. Subsequently, significance is analyzed in ethical leadership and moral intensity when transparency moderated the relationship. The study contributes to the understanding of how perception of faculty members regarding their leaders’ ethical behavior can have an effect on the implementation of policies. It also explains the role of transparency of the ethical conduct in enhancing faculty’s performance and leading to the benefit of higher education institutions.

Drawing on empowerment literature and intrinsic motivation, this study examines the relationship of empowering leadership and employee outcomes (service performance and organizational citizenship behavior; OCB), along with mediating role of employee engagement. Based upon data of 970 officer level employees working in banking industry of Pakistan, hierarchical regression results demonstrated that empowering leadership behavior is positively related to employee service performance and OCB. Further, the results also reveal employee engagement partially mediated the relationships between empowering leadership and employee behavioral outcomes.

The main purpose of the study was to identify TL 's effect on employees' JS Crosssectional research design was selected for the study. Study participants were 177 employees from forty-one (41) private banks of district Swat. The instrument used for the study were Multifactor Leadership Questionnaire (MQL) Form 6 developed by (Avolio and Bass, 1990), TL scale developed by Hartog, De Hoogh, and Kalshoven (2013) and JS scale developed by Spector (1994). A convenience sampling method was applied for data collection. Results of the study revealed a significant positive association between TL 's components (IM, IC, II, IS), and JS IM and IS were the best predictors of JS.

This study investigates the impact of QEC Leaders' intellectual competencies on Quality Enhancement of Higher Education Institutions - HEIs and Universities. Quantitative data from QEC Officials of public and private sector universities in Islamabad is collected. QEC Leaders' intellectual competencies were measured by adapting Leadership Dimension Questionnaire (LDQ) from Dulewicz and Higgs (2005, 2008). Quality Enhancement was measured by using Quality Enhancement Questionnaire (QEQ) developed by HEC QAA (2006). A survey questionnaire based methodology was used to collect data from QEC Leaders of public and private universities of Islamabad. Correlation and regression analyses were used to test research hypotheses. Findings imply that QEC Leaders' strategic perspective significantly contribute towards Quality Enhancement generally and specifically towards Implementation of SA Mechanism. Furthermore, QEC Leaders possessing strong vision and imagination competencies have significant influence on Empowering QEC and high ranked QEC to contribute in the Quality Enhancement. Leadership competencies are the basic elements contributing for betterment of performance of an organization and quality enhancement. A vital role is played by the QEC Leaders for achieving organizational objectives and goals to enhance quality of Institutions and provide conducive working environment which ultimately encourages the attitudes, behaviors and motivates the followers. This study was limited to examine relationship between QEC Leaders' intellectual competencies and Quality Enhancement of HEI's in Islamabad. Further research is suggested to validate this model all QECs of Pakistan. Findings provide implications for academicians and QEC professionals to formulate policies for improving Quality of Education in Pakistan. The study provides directions for future research.

The study's goal is to see how servant leadership and corporate culture affect work engagement. While leadership has been proven to have an impact, the effect and procedure underlying work engagement has attracted scant attention. Despite the fact that servant leadership followers are more inclined to be involved, this is especially relevant of servant leadership. We investigate the role organizational culture plays like a potential mediator in the study below, seeking to discover whether servant leadership builds organizational culture that, as a result, enhances work engagement. Overall,we find strong evidence suggesting servant leadership can forecast organizational culture along with the other extensions related to job engagement which include dedication, absorption and vigor, while organizational culture, undermines the effect of servant leadership style. Lastly,all three components of work engagement are positively related to an organization's culture.

COVID-19 has brought severe impacts on societies for a protracted period of time. The purpose of the current study is to examine the antecedents of societal behavior in employees to enable them to bring positive change to societal well-being through their work. Drawing on the signalling theory, the current study investigated the association between ethical leadership and the desire to have a significant impact through work (DSIW) via the mediating role of perceived organizational support (POS). Data were collected through doctors and nurses delivering their services in the health sector in large cities of Pakistan. The findings of the current study envisaged that ethical leadership style has a direct influence on the DSIW of employees. Moreover, study findings show that POS plays a vital role in ascertaining the association between ethical leadership style and employees' DSIW. Theoretical and practical implications are discussed in light of the study findings.

The study focuses on difficult emotions experienced by the functional heads of two leading textile companies in Pakistan during the peak waves of the COVID-19 pandemic. It explicates the coping strategies developed at individual and group levels and provides a unique indigenous narrative of how leaders manage their emotional journey during the pandemic. The research design was qualitative, and in-depth semi-structured interviews were the primary method for data collection. The findings highlighted that the participants experienced fear, anxiety, loneliness, and frustration due to the COVID-19 pandemic and it also unveiled the measures adopted at organizational and national levels to manage and contain the viral spread. Furthermore, managers who accepted their own and their teammates' emotions were able to develop effective coping strategies to deal with the COVID-19 pandemic. The study contributes towards understanding human emotions in the workplace and how organizational leadership inculcates different coping strategies to process these emotions.

The pursuit of harmony within a state is known as national integration. National integration connects all facets of society regardless of language, racial background, religion, race, or belief. It is a process based on harmony, interdependence, and most importantly, national awareness. National integration is a sentiment that unites a nation's population. The goal of national integration is to foster awareness of, pride in, and respect for the best elements of our national culture, aspirations, traditions, and a desire to advance our nation. The current study concentrates on several methods of national integration. Additionally, using secondary data, this study endeavour also outlines the notion of nation and nation characteristics.

This study examines the correlation between distributed leadership practices of principals, the academic performance of students, and the school climate in government secondary schools in Kohat, Pakistan. It investigates the relationship between the distributed leadership approach of principals and the school atmosphere, as well as its impact on academic achievement. The research involves 30 principals and 198 teachers who completed surveys on distributed leadership practices and school climate. Descriptive statistics, Pearson correlation coefficient, and regression models were used for data analysis. The study found a significant correlation between the adoption of distributed leadership by principals and the overall school climate. Furthermore, a moderate correlation was observed between students' academic achievements and the distributed leadership approach of the principal. The research suggests that a principal's distributed leadership positively affects school climate and leads to improved student achievement, although it also indicates a negative impact on students'
academic performance.

This study examines the reasons why women get involved in politics, concentrating on the National Assembly and provincial assembly members of Pakistan's Khyber Pakhtunkhwa region. The relevance of family connections, which facilitate women's entry into politics, is revealed via thematic analysis of interview data. Important motivators include persistence, character traits, inspirational leaders, alluring party platforms, and a need for accountability. Women can participate in politics if they are financially independent and have free time. The study expands on earlier research by illuminating the intricate interplay of institutional, cultural, and individual factors influencing women's political involvement. It places a focus on the necessity of addressing gender-related barriers and encouraging educational reforms to provide women with more leadership abilities. For societal change and democratic governance, political decision-making needs to be more gender diverse. The results provide useful information for political parties and authorities looking to create a welcoming environment for women in politics.