Purpose This systematic review comprehensively examines how the COVID-19 pandemic influenced recruitment and selection practices in organizations, particularly in relation to digitalization and network-oriented approaches. Methodology A systematic search of peer-reviewed literature was conducted through electronic databases, such as PubMed and Scopus, since January 2020. The search terms combined "COVID-19" or "pandemic" with "recruitment," "hiring," "selection," and "digitalization. Two independent reviewers have screened titles, abstracts, and full texts against pre-defined inclusion criteria. Bias was assessed, and findings have been synthesized narratively, identifying common themes, benefits, and challenges across diverse global contexts. Findings This review revealed rapid and widespread acceleration in the digitalization of recruitment and selection processes, including the mandatory shift to virtual interviewing, online assessments, and digital onboarding. It increased reliance on network-oriented recruitment methods, such as professional social media platforms and enhanced employee referral programs, driven by talent shortages and remote work imperatives. The synthesis likely identifies benefits such as expanded talent pools and increased efficiency, alongside significant challenges, including digital stress, the complexity of maintaining organizational culture and candidate experience in virtual settings, and navigating governmental or cultural barriers in global hiring. Conclusion This systematic review offers robust synthesis of the literature on how the COVID-19 pandemic reshaped recruitment and selection practices through accelerated digitalization and network-oriented approaches. The findings provide crucial insights for HR professionals adapting to the new methods of talent acquisition and long-term innovations in HRM

Purpose: This study attempts to empirically investigate the pair trading performance of financial and non-financial firms in Pakistan. Methodology: Daily data from 2008 to 2017 was collected for nine years. Cointegration and the distance approach were the two major analytical techniques used to evaluate the profitability of pair trading. The financial and non-financial sectors of the Pakistan Stock Exchange were used to build the pairs. Findings: Results showed that the top 5 pairs of portfolios exhibited the highest average excess returns of 0.0698, and Jensen's alpha is 0.0947 for the top 5 pairs. All pairs of firms showed significant and positive risk-adjusted performance. In the non-financial sector, the Top 10 pairs of portfolios had the highest average excess returns of 0.0789, and Jensen's alpha under the co-integration method for non-financial firms for all pairs 5, 10, 15, and 20 of the portfolios is also substantial and positive for risk-adjusted performance, with 0.0046, 0.0618, 0.0577, and 0.0493, respectively. Finally, pair trading under both techniques showed profitability. However, the co-integration technique exhibited better performance than the distance method. Conclusion: The study concluded that both pair trading techniques, particularly the co-integration technique, exhibited profitable pair trading performance that can assist investors and fund managers to earn positive returns on their investments regardless of market direction.

Purpose: This article configures the determinants of social and commercial entrepreneurs by applying comparative content analysis and individual interview methods. Methodology: Comparative content analysis qualitative techniques are used to analyze the data. The analysis highlights determinants through the Venn diagram cluster analysis, and word cloud methods to analyze qualitative techniques in Nvivo. Researchers reviewed 170 articles, 35 case studies, and 16 reports comparing social and commercial ventures in this study Findings: The analyses confined findings in three layers firstly, distinguish components of commercial entrepreneurs, and second distinguish components of commercial entrepreneurs. Thirdly, this article clarifies the similar overlapping components. The distinct components of social entrepreneurs are having a social mission, addressing a social problem, bringing social innovation and social awareness, and creating social value. Conclusions: The current study has contributed while opening up some exploratory avenues for developing a piece of literature by offering theoretical comparative content to describe applicability towards social aspects. This study generate theory that support the social context in all business. Every business should have the social in nature that identify the societal needs, and solve the social problems and enhance the well-being of individual’s life. Every business owner would have the social soul for the well-being of society

Purpose: The research on intergenerational work environment has attracted researchers in past decades variously and seems valuable in the present time era. The purpose of the present research is to examine the effect of positive stereotyping on intergenerational retention while organizational commitment plays mediating role in this relationship. Methodology: The sample consisted of 206 nurses from hospitals operating under the Punjab health department and the convenience sampling technique was used based on the cross-sectional design. The quantitative survey was conducted to assess the role of organizational commitment between positive stereotypes and workplace inter-generational retention. Findings: The results of the current study were analyzed on SMART PLS 3.2.2 software to predict reliability, assess the structural model, and hypothesized relationships between variables. Obtained results show that positive stereotyping has a significant direct effect on intergenerational retentions. Further organizational commitment significant positively mediates this relationship. Conclusion: Drawing upon generational cohort theory the research highlights the positive role of stereotyping among various generations at the workplace and recommends to the retention of educators is more positive stereotyping among various age group employees

Purpose: Workplace loneliness is not something we often hear in organizations. Being a pervasive issue and having adverse effects, little attention has been devoted to understanding its relationships. To address the gap, the present study was employed to investigate perceived organization support as antecedent and creativity as a consequence outcome of workplace loneliness among managerial level employees. Proactive personality was used as a moderator to test workplace loneliness relationships with antecedent and outcome for significance. Methodology: The research was conducted by adopting a cross-sectional design, where data was collected in dyads by using two separate questionnaires for manager-subordinate relationships. The sample population (N=348) were individuals in a dyadic relationship working at managerial and subordination levels from the banking, education, manufacturing, and pharmaceutical sectors. By using CFA measurement model was accessed and hierarchical regression analysis was adopted to test the curvilinear relationship between perceived organizational support and workplace loneliness. Hays process macros were used for testing moderating effects. Finding& Conclusion: Results revealed a negative (-) relationship of workplace loneliness with its antecedent and outcome. This study also indicated that high proactive individuals are less likely to exhibit workplace loneliness when support is high. It also indicated that highly proactive individuals in the presence of workplace loneliness represent creative behavior as compared to low proactive individuals.

Purpose: The motivated strategies for learning questionnaire (MSLQ) are extensively used by researchers and educators to measure self-regulated learning skills. The survey originally published in English has also been translated into multiple languages. However, a gap in the literature is found for its reliability and validity studies in the Pakistani context, specifically in the higher education sector. Therefore, this study was designed to establish the local norms and appraise the scale factors in specific samples and cultures. Methodology: Path analysis was used to examine the latent factor structures to determine whether MSLQ is appropriately reliable and valid to be used on our normative sample. All 15 subscales of the MSLQ were administered to a sample of 272 (n: 272) students enrolled in the undergraduate program of a private university located in Karachi, Pakistan. Findings: Results from the administration of MSLQ on a sample from the local population suggest that the scale is reliable and valid. Subscales (the exogenous variables) were loaded onto their respective factors with high regression weights. Statistically significant correlations were found among eleven subscales and the academic performances of students. The gender difference was found in eight subscales with significant Cohen’s D. However, the model fit indices on SEM show a relative fit and poor fit on some of the indices. Conclusion: This study concludes that students’ learning strategies and motivation have an impact on academic outcomes and considerable gender difference prevails in terms of motivation and learning strategies in Pakistani students.

Purpose:
 This research seeks to explain the association between Job Satisfaction facets and Employee Performance in the banking sector of Istanbul.
 
 Methodology:
 To measure job satisfaction, we used 6 variables, these include Compensation, Coworkers’ Attitude, Nature of Work, Supervisor’s Support, Promotional Opportunities, and Communication. Whereas, Employee Performance has been used as the dependent variable in this research study. Two separate instruments were used for measuring the variables used in the study. In this regard, 350 sets of questionnaires were distributed to the employees of Istanbul’s banking sector and their supervisors. 306 useable sets of questionnaires were received and were used for the study. The statistical techniques that were used are the Confirmatory Factor Analysis and Multiple Regression Analysis.
 
 Findings: 
 Results indicate that job satisfaction facets namely promotional opportunities, nature of work, co-workers’ attitude, compensation, supervisor’s support, and communication have a significant association with employee performance.
 
 Conclusion:
 This study concludes that job satisfaction is a multi-facet construct. Furthermore, these facets are found to be related to employee performance. Hence, managers in the banking sector of Istanbul should focus on enhancing the level of job satisfaction for increasing employee performance.

Purpose: The aim of this research study is to examine the possible impact of social networking sites on the academic performance of university students. The rationale behind the study is to find out whether the daily exposure of the students to social networking sites has an effect on their academic performance. The researcher tries to find out the answers to research questions. 1. Most used social networking sites by students and purpose of using social networking sites, 2. How much time students spend on their studies? 3. How much time students spend on social networking sites? The research study also tests a hypothesis that social networking site usage has a significant impact on the academic performance of students. Methodology: The researcher uses a quantitative study design to conduct the research. A sample comprised of hundred students has been selected by means of convenience sampling from a private sector university of Karachi to study the phenomenon. Data has been collected through a detailed structured questionnaire and analyzed by using Statistical Packages for Social Sciences (SPSS V 17.0). Findings: Findings also show that exposure to social media has an effect on the students as they found to be more engaged in social networking instead of spending time on studies. Conclusion: This paper recommends that students should pay more attention to studies, limit their use of social networking and use it more for educational purposes.

Purpose: This study is designed to investigate the negative impact of abusive supervision on employees' personal and professional life; a case study at Aga Khan University Hospital (AKUH). The study also examines the effect of Abusive supervision on organizational performance. Methodology: Abusive supervision is harmful to an individual’s personal and professional life. Negative consequences like job dissatisfaction and high turnover are related to abusive supervision, which is harmful for an organization. The study is exploratory and quantitative in nature and will help organizations and human resource departments to understand the adverse impact of negative supervision and after critical analysis, they may take some positive measures to improve organizational performance. Data is collected from different departments of AKUH with the help of a questionnaire. The sample size was 126. The correlation and regression models are applied with the help of SPSS software to find out the relationship between abusive supervision and employees' personal and professional life. Findings: Overall the findings support the assumption that abusive supervision has an adverse impact on employee’s organizational performance. The major findings of the study are that there is a positive and significant relationship between Abusive Supervision and Employees Personal and Professional Life. Conclusion: Supervisors/managers need to develop strategies to motivate their team so that productivity is at its premium. A longitudinal study may provide a better insight into this complex area at the workplace. The study will provide assistance to the management of AKUH, and other similar organizations, with information and suggestions on how to reduce abusive supervision and its impact on employee’s personal and professional life, increase the level of organizational performance, employee’s satisfaction, and reduce turnover intention among employees.

Purpose:
 The purpose of this study is to examine the influencing factors of job satisfaction on the employees working in their respective organizations within Karachi Pakistan. The study is to extend the theory of “Self-Discrepancy Theory” in explaining Job satisfaction. Furthermore, the study also intends to analyze the effects of “Working hours”, “Relationship with co-workers” and “Job safety and security” on the employees’ satisfaction related to their jobs. .
 Methodology:
 This study is quantitative in nature and a questionnaire was used as a research tool to gather data and SPSS is used for data analysis. The sampling technique that was used for this research was non-probability convenience sampling. Research primary data was gathered by adopting a survey method in the form of a questionnaire that was designed using Google Docs. It was then used to administer 400 respondents. The survey consisted of 31 structured questions that were based on 5 points Likert scale.
 Findings: 
 The outcome of the study finds that Job Safety and Security and relationships with co-workers have a positive impact and relation with employees' Jobs. However, the working hours have no impact and relationship with Job satisfaction.
 Conclusion:
 It is concluded that Job Safety and Security and Relationship with co-workers have a positive impact and relation with employees' Jobs. However, the working hours have no impact and relationship with Job satisfaction