The main objective of the study was to analyze the association of mathematics achievement and cognitive engagement at the school level. The research was followed by a quantitative research method following a survey by administering a questionnaire on sampled 300 students for data collection. Half of them were male students and the other half were female students in District Lahore. Data were analyzed using inferential and descriptive statistics. The researcher has used two instruments first one mathematics achievement test and second students cognitive engagement in mathematic. The sample was selected by convenient sampling technique. The study revealed that students level of association of engagement and achievement was high. The study also revealed that gender difference exists in students mathematics achievement and students cognitive engagement. The study was also found a positive and strong relationship between students deep level strategies used in mathematics with achievement. This study recommends that the gender difference in mathematics achievement needs attention.

Drawing from Conservation of Resources Theory (COR), the current research examined the direct and indirect relationship (PsyCap, work engagement) of perceived supervisor communication styles and cyberloafing. Data from 367 full-time employees working in 64 different firms were collected through a standardized scale. The findings revealed that assertive communication style has a negative relation with cyberloafing while passive and aggressive communication styles have positive associations with cyberloafing. Moreover, PsyCap partially mediates the relationship of supervisor communication styles (assertive, passive and aggressive) and cyberloafing. Additionally, employee work engagement partially mediates the relationship of supervisor communication styles (assertive, passive and aggressive) and cyberloafing. The study suggests that leaders can reduce employee involvement in cyberloafing through effective supervisor communication and intrinsic motivation factors such as PsyCap and work engagement. Limitations, future directions, theoretical contributions and managerial implications are also highlighted.

Human capital is the backbone of any business and its behavior reflects how the company would achieve its goals and objectives in its business. This study examines the relationship between psychological capital (PC) and employees’ engagement (EE) with the moderating role of conflict management (CM) in the financial sector of Pakistan. A questionnaire composed of established scales were administered to 278 employees in the financial sector, including various banks, investment companies, real estate companies, insurance companies, and brokerage firms at Islamabad. After determining the reliability, the model was analyzed with the help of correlation and regression. Research indicates that PC positively influences EE. This relationship improves further positively when conflicts are handled effectively. Overall, this effort contributes to the existing literature on the history of worker’s involvement by examining the direct impact of PC and CM on EE and moderation of CM.

Pakistans banking sector shows a key role in its economic growth. Employee behavior in this sector is greatly affected by job-related factors. The drive of the study was to assess the impact of trust, rewards, and training on WE in the banking sector. Data were collected from a random sample of 150 correspondences through the survey questionnaire. The model of correlation and regression was used to scan the connection between the variables. Results based on the model of correlation and statistical regression revealed that all three factors, including trust, reward, and training, have a positive influence on the WE of the employees. This research is a distinct study of trust, rewards and training consequences on the employees WE from a banking perspective. The outcomes of the study, therefore, have a number of suggestions in the field of human resource for researchers and practitioners.

Based on social identity approach, present research intends to investigate the impact of identity-based leadership on employee engagement, through the mediating role of employee core-self evaluations. Confirmatory factor analysis (CFA) was employed to demonstrate the validity and reliability of the measurement model. Structural equation modeling (SEM) was employed to test the hypothesized model. The proposed model was supported empirically by data collected from 327 employees who work in the telecom sector of Pakistan. The result indicated that employees Core selfevaluations act as a mediator between four dimensions of identity leadership and employee engagement. Identity-based leadership also showed a direct positive relationship with employee engagement.

This experimental study explored the effect of the 4WsHs active learning model on learning engagement in mathematics classes. The research design used for conducting this study was true experimental research design (pre-test post-test equivalent group design). A sample comprising 190 students selected from two public sector schools was divided into experimental and control groups using a matched random sampling technique. The newly developed active learning model was used as treatment for an experimental group while the same contents of mathematics were taught to the control group using a traditional method. After practice of three months, learning engagement of both groups was measured using a classroom observation checklist. The analyzed data revealed a significant superiority of students belonging to the experimental group over their counterparts in learning engagement. Hence, the newly developed active learning model proved to be effective for developing learning engagement among students.

The main objective of this study was to investigate not only the relationship between Psychological Capital and Work Engagement but also to test the mediating role of Organizational Commitment. A cross-sectional design was used. Data was collected from 226 nurses of the threelarge hospitals of Peshawar, Pakistan. The PCQ, UWES-9 and Meyer and Allen (1991) scales were used as measuring instruments. The results of the study reveal a significant relationship between 1) Psychological Capital and Work Engagement, 2) Psychological Capital and Organizational Commitment, 3) Organizational Commitment and Work Engagement. It was also found that Organizational Commitment partially mediated the relationship between Psychological Capital and Work Engagement. The study will further contribute to the existing literature on positive organizational behavior.

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.

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 current study aims to examine the influence of bundles of development and maintenance HR practices on employee's behavior of work engagement through learning goal orientation. The sample size of the study was 370. Data were collected from different Pakistan oil refineries through a self-administered questionnaire and were analyzed through covariance-based SEM by using AMOS. Findings of the study confirmed the proposed study associations and revealed that both development and maintenance HR practices are positively and significantly associated with employee's behavior of work engagement and learning goal orientation partially mediates between the association of bundles of HR practices (development and maintenance) and work engagement. The authors contribute to the stream of knowledge by explicating the overall additive impact of segregated bundles of the development and maintenance of HR practices on work engagement through mediating effect of learning goal orientation between HR bundles and work engagement. Present study forwards implications for both theory and practice