This research work empirically assesses the relationship between the Quality Culture (QC) practices and core practices of Quality Management System (QMS) and investigates their direct and indirect influences on organizational performance. Data for this research work is collected from 80 Technical Services Organizations of Pakistan through mail survey and the proposed framework and hypotheses have been examined through Structural Equation Modelling. The results of hypotheses show that synergies among QCPractices have a positive impact on QMS-Core practices as well as organizational performance. Moreover, QMSCore practices mediate the relationship between QC-Practices and organizational performance. This empirically validated model can be used as a benchmark by future researchers for further examinations in other industries sectors, especially in manufacturing.

The Servant Leader Model is a theory that advances administration, supports trust, coordinates effort, future-arranges and utilizes moral capacity to engage others, focusing on good ethical practices. This study inspects the faculty of public and private universities in Peshawar for elements of servant leader behavior (wisdom, emotional healing and persuasive mapping) and effect on performance. Drawing on information from 95 teaching faculty members from different universities, we discovered help for the immediate impact of the all elements of servant leader behavior administration on universities performance. The findings add to servant leadership practices, in like manner to values-based administration, which conceivably may include novel literature regarding the relationship between servant leadership and performance of universities teachers. Implications form the last part of the paper.

This review expects to analyze the effect of human assets, the executives' arrangements on hierarchical responsibility, and the exhibition of the representatives. The review encased the strategies factor as an autonomous variable and the representative's exhibition as a reliant factor. This concentrate additionally plans to explore the job of association, the job of "hierarchical responsibility," as a middle person variable between the arrangements if (HRM) and the exhibition of the worker and to accomplish these points. The specialist has utilized the expressive scientific strategy, which addressed utilizing to check the construction reality of the review factors coming to utilize. The review has closed many outcomes, and quite possibly, the main result is that there is a positive association between human resources, the leaders, and the worker's presentation. The concentrate likewise tracked down an aberrant constructive outcome to the executives' human asset through the association responsibility with the rate higher than the immediate effect; the exploration progressed that all police creators of HRM and result in growing the representative's presentation.

This study investigated the role of dynamic capability as a mediator between knowledge management practices(KMPs) and organizational performance. Smart-Pls was used to test the proposed hypotheses through structural equation modeling on gathered data of 400 SME organizations of Pakistan. The findings show that knowledge sharing behavior and absorptive capacity has a positive impact on dynamic capabilities and organizational performance. Innovative capacity has an insignificant impact on organizational performance, and knowledge-sharing behavior has an insignificant impact on organizational performance through dynamic capabilities. This study will be prospectively helpful for academics,policymakers, economists, and managers. This study enlightens the performance.

The study assessed Human Resource Management's (HRM) impact on Pakistan International Airlines' (PIA) performance, exploring its contribution to financial success and the role of employee engagement. 371 valid responses were collected from 400 distributed questionnaires, achieving an 86% response rate, with 35% female and 65% male respondents. Data analysis employed SPSS for descriptive analysis and Cronbach's Alpha for reliability. The study's main goals were to evaluate PIA's HRM practices, revealing a positive HRM effect on performance through SPSS regression analysis. Governance and HRM practices were identified as root challenges. Recommendations included VIP protocol elimination, increased employee development investment, monitored flights by senior staff, and strong HRM implementation to promote efficiency, productivity, and growth. The study stresses a dedicated HR department's importance for competitive advantage, providing insights for PIA's strategic decisions and performance enhancement.