Ammad Zafar

_This paper examines the relationship between socioeconomic status (SES), gender, and healthcare service access to address healthcare inequalities in Karachi, Pakistan. Despite notable advancements in expanding healthcare services, disparities persist in the city. The study aims to understand how SES and gender influence healthcare utilization, with the goal of recommending targeted interventions for improving equity and effectiveness. The research employed a mixed-methods approach. A quantitative survey was conducted with 80 respondents using a closed-ended questionnaire based on a Likert scale distributed via social media platforms. Additionally, qualitative insights were gathered through six focus group discussions with participants selected through convenience sampling. Statistical analyses, including chi-square tests and logistic regression, revealed SES as a significant predictor of access to healthcare services in Karachi. Interestingly, the study found no significant differences in SES-based healthcare access by gender, indicating that gender was not a determining factor in this context. The findings underscore the need to address broader socioeconomic barriers to ensure equitable healthcare access. The study has recommended increasing investments in healthcare infrastructure, expanding services for low-income populations, enhancing health literacy programs, improving telemedicine delivery, and fostering multi-sectoral collaboration in health policy development and implementation._.

_This study investigates the relationship between employee job satisfaction, work environment, and intention to leave a company. It delves into the impact of two leadership styles, transformational and participative, aiming to address employee satisfaction and retention issues. Data was collected from 300 individuals using a quantitative research approach. The findings of the study reveal a strong connection between transformational and participative leadership styles, job satisfaction, and the inclination to leave one's current job. Statistical analysis, specifically chi-square tests, demonstrates significant associations between leadership with transformational qualities, employee job satisfaction, and the desire to leave the organization. Participative leadership approaches also correlate highly with job satisfaction and intentions to leave. Binary logistic regression analysis further supports the role of leadership styles in influencing turnover intentions. The research establishes a significant relationship between leadership styles and job satisfaction, as well as leadership styles and employee turnover intentions. Moreover, it underscores that a one-time shift in leadership style can result in a 15-fold change in job satisfaction and a 7-fold change in employee turnover intentions._.

In the last six years, more than 3.7 million people have migrated from Pakistan to seek employment, mostly in the Middle East. Approximately, 1 million people migrated from Pakistan in 2015 in contrast to 0.75 million in 2014, an increase of about 20.84%. People from all the cities of Pakistan are migrating, especially from Karachi, which is the seventh most populous city of the world and largest in Pakistan. More than 30% of Karachi’s population is youth with 54.9% male and 45.1% female. This study finds that 48.7% of the youth in Karachi want to leave Pakistan for various reasons, including unemployment, insecurity, economic problems, lack of social support, lack of career opportunities. This high rate of outward migration from Pakistan is creating brain drain conditions, especially in the health and education sectors, where there is a shortage of skilled workforce. This paper explores and analyzes factors that are contributing to youth emigration from Pakistan’s largest city, Karachi.

In today’s modern world, globalization has increased competition among the organizations. In order to meet competition every organization require high skilled work force. Organizations are becoming more dependent on skilled work force. Increase in competition has also been increasing the stress on employees that is causing hi gh turnover in organization. Increase in employee turnover and unavailability of skilled work force has an indispensable question on the future growth of organizations. Every organization has two ways to tackle this situation either to hire person for the vacant key position from outside or to promote employee within the organization. The Study aims to analyze the impact of succession planning on organizational growth and association of gender variation with growth of organization. A survey of 300 persons doing an official task under the management, were interviewed through questionnaire based on five points Likert scale and developed through pilot study. Convenience sampling was used to draw the sample including 150 males and 150 females. Logistic regression was used to calculate impact of succession planning on organizational growth. Result of the study reveals effective succession plan can help the organization to meet desire objectives. It has significant positive impact of 2.5 times on growth of organization by increasing number employees through accurate hiring and by retaining key personnel on key position. Study also concludes, gender variation has no association with growth of organization.

Globalization and technological advancement has made market competitive. To survive in market every organization needs to maintain high performance. It can only be possible when the employees working in organization perform more efficiently than competitors. Increase in competition of market has made employee performance a big question to organization for its survival in global competition. Study reveals performance of employee is affected by various component of human resource management i.e. Job satisfaction, leadership, training &development and work stress. HRM is managing people effectively and efficiently to achieve strategic aims of organization. This study focuses on analyzing the impact of HR components on performance of employee. It also compares impact of HR component respect to public and private organizations. The study finds HR components have significant positive relationship with employee performance except work stress. Study also interprets findings irrespective of organization type.

Pakistan and China are friends from very long time. They have trading relations through the Ancient Silk Road. Now both the countries want to increase the volume of their trade. China decided to make large investment in Pakistan under its One Belt One Road vision through CPEC project. The CPEC is a combination of infrastructure development, power generation and research and development project. China and Pakistan are equally going to benefit from the project thus they both are interested in doing the project in time and hence are putting their all efforts to complete the project. Some of the countries are working to stop the project by strong opposition but China and Pakistan are standing erect to complete the project. The study addresses the historical relations between Pakistan and China moreover pointed out the benefits that Pakistan and China are expecting from the project. The study also discusses the external and internal challenges to Pakistan that are creating hindrance in the completion of CPEC.