Non-entrepreneur refers to a person who is non-actor and absent from entrepreneurial actions and not making intention towards entrepreneurship. An exploratory case study method (Yin, 2014) was used to carry out the research. Unstructured interviews were conducted with four non-entrepreneurs and field notes were written down on the notebook with the pencil to save the data. Thematic analysis was applied to the text to reach the important themes deducted from views and perceptions of the participants. Finding of the study depicted that lack of personal intention and will, lack of knowledge and information about entrepreneurship, lack of understanding the entrepreneurship, no familial association with business, family involvement in the selection of career and education were major impediments. In the end, important implications were drawn i.e. seminars and conferences must be conducted to overcome the hurdles of lacking the understanding of entrepreneurship.

The contemporary investigation was conducted with aimed to investigate the relationship of proactive personality and careerism. The said relationship was not tested in isolation rather it has been tested with the inclusion of career self-efficacy as a mediator and two moderators (openness to experience, extroversion). It was basically an attempt to build/ analyze the relationship of proactive personality with careerism which was not fully captured in the previous literature. In addition, the current study conducted a comparative analysis for male and female to identify the proactive behaviors in handling their careers. The population for the current was study selected from different private FMCG related firms. The analysis revealed that proactive personality has a significant relationship with careerism. Female respondents report lower proactive behavior than male. Overall the results supported three hypotheses and the one related to moderation was rejected.

This case study has been conducted to explore the significance of employee development and employee engagement in private banking sector in Pakistan. An investigative method has been opted to perform this study in order to scrutinize the effect that employee development has on the engagement of employees. This has been done selecting various branches and business units of a private sector bank as sampling units. A carefully designed questionnaire to particularly measure a number of relevant factors is provided to the employees. The factors include Self-Directed Learning, Empowerment, Employee Education, Participation and Skill Growth. Data has been collected from a sample size of 2128 employees. Analysis was done through the application of descriptive and rational statistic in SPSS version 23.0. Major findings state that employee development is associated with employee engagement through empowerment and participation. Hence, Employee Development is positively influencing engagement of employees in the given context.

The study aims to explore Organizational attributes and their relation to career development. The career development of females was necessary for the country's economic progress. The data was collected through questionnaires from universities and two college female academic staff. The sample size was determined through a multi-stage sampling technique. The total sample size of the study was 301. The data were analyzed by applying simple linear regression. The findings of the study show that there are many issues related to the career development of females in organizational, but some have great influence such as Organizational/institutional behavior towards female employment, recognition of their work, standers of success, workplace harassment, biased attitude, glass ceiling, and transportation problems. Further researches must explore this problem at a broad level and include other sector female employees to identify their problems in career development. The government must formulate female-friendly policies to make it easier for females to work outside the home

This study is to find out an attempt to verify the mentoring role of trust between mentoring function received and work attitude. For this purpose, national and international level NGOs working in multisectorial of Khyber Pakhtunkhwa have been selected through stratified sampling techniques. 273 questionnaires were distributed among various employees in selected Districts. Out of which, 246 questionnaires were included for research analysis purposes. The responses of the respondents were measured through a structured questionnaire having a five-point Likert scale. Mentoring function has been found as a dependent variable, while work attitude has been termed as the independent variable. Mentoring function has been further categorized into two subclasses, i.e. career development and psychological support and work attitude have further elaborated into job satisfaction. It can be included that career support and psychological support are significant with job satisfaction, and there is a positive relationship between dependent and independent variables.

The career selection process is a very important decisionin every student’s life. Many factors are affecting before thetaking a decision on their future career. In this study, the researcher wants toinvestigate the influence of respondents’ parental cultural capital of selectedareas. Some other factors like; the profession of their parents, their residenceand the income of their family on the career selection process of 320students of tertiary level education from the government sector graduatecolleges of District Layyah. In this study, the researcher also investigatedthose students who are studying in the B.S. program; either they are in theirown will, or they faced some external forces with selecting this field of study.For this proposal, the data was collected through a questionnaire. The resultsshow the parents influence as most significant in the career selection processof the students at the higher education level. It is recommended that parentsequally mobilize their resources, such as social and cultural capital, to theirchildren. This will help them make wise career decisions.

This paper examines the role of social connections on the career trajectory of Pakistani employees in local organisations. Scholarship (Syed,2016; Saher & Mayrhofer, 2014; Mangi et al., 2012; Saher, 2010;Chatterjee, 2007; Khilji, 2003; Budhwar, 2001; Lyon, 2000; Sparrow & Budhwar, 1997; Mendonca & Kanungo,1994) has already highlighted the significant impact of social connections on the professional growth of individuals in India and Pakistan. However, in response to the calls for contextualising HRM practices and research, this paper is developing a culturally specific framework to reveal pervasive practices of career progression in Pakistan. Qualitative research has been conducted to get in-depth data on the issue at hand. This paper will extend a rare insider's view and future research directions.

The study was designed to compare science motivation and science achievement (Physics, Chemistry, and Biology) based on student gender and school location in Okara district. Using the cluster random sampling technique, 1000 students of 10th grade were selected as a sample of this study. An Urdu version of the Science Motivation Questionnaire was developed by the authors and used to collect data about student motivation towards science subjects, i.e., Physics, Chemistry, and Biology. The student achievement data were collected from their respective schools. The scale, which included five factors: self-efficacy, intrinsic motivation, self-determination, grade motivation, and career motivation demonstrated overall high-level reliability (α=.88) with factor-wise reliability ranging from .77 to .82. The study revealed that male students were significantly better than female students in Physics and Chemistry motivation, while female students were better in biology motivation. The recommendations have also been given in the study.