http://hdl.handle.net/123456789/6188 2026-04-18T05:23:52Z 2026-04-18T05:23:52Z Natasha Moeen http://hdl.handle.net/123456789/14748 2016-08-15T05:50:47Z 2015-01-01T00:00:00Z

Human and Social Capital Complementarities in the Presence of Credit Market Imperfections Natasha Moeen This paper focuses on the individual level social capital in easing the credit market constraint which facilitates the accumulation of costly human capital. Human capital in turn affects individual income and the level of bequest, which reduces income inequality. It is shown that investment in social capital has a negative relationship with the interest rate and so the initial inherited bequest of every individual affects the output and investment in the short-run as well as in the long-run. Also, the paper shows that cross-country differences in such macroeconomic activities are due to the non-monetary cost of social exclusion from mobility which affects the long-run equilibrium. PP.73; ill

2015-01-01T00:00:00Z Najam uz Zehra Gardezi http://hdl.handle.net/123456789/6365 2015-10-26T08:00:42Z 2012-01-01T00:00:00Z

Labor Pooling As a Determinant of Industrial Agglomeration Najam uz Zehra Gardezi This paper analyses agglomeration behavior exhibited by the manufacturing firms in Punjab. It employs a unique data set to construct a distance based measure of agglomeration to test the existence of localization economies. The M function which is the industry level measure of concentration is regressed on a number of industry characteristics that measure the presence of positive externalities. In particular, a measure of each industry’s potential for labour pooling is used to examine whether firms that experience greater fluctuations in employment are likely to be more concentrated. The results provide evidence as to the importance of labour pooling working through the stated mechanism in explaining the high level of concentration within industries. PP.40; ill

2012-01-01T00:00:00Z Mehrukh Jawaid http://hdl.handle.net/123456789/6364 2015-10-26T08:01:23Z 2013-01-01T00:00:00Z

A Study on Volatility Dynamics And Inter-Sectoral Spillovers Originating From Banking Sector: The Case Of Karachi Stock Exchange Mehrukh Jawaid PP.214; ill

2013-01-01T00:00:00Z Feryal Khan http://hdl.handle.net/123456789/6189 2015-10-26T10:18:42Z 2012-01-01T00:00:00Z

THE INFLUENCE OF ORGANIZATIONAL CULTURAL FACTORS ON EMPLOYEES‘ COMMITMENT LEVELS: A STUDY OF THE BANKING SECTOR Feryal Khan Although a lot of international research studies have highlighted organizational culture to be an important determinant of employees‘ commitment to their organizations, little attempt has been made to explore the relationship of these two concepts by researchers in Pakistan. The purpose of this study was to provide an insight into how Organizational Commitment and its three subscales namely Affective, Continuance and Normative Commitment can be influenced and enhanced by organizational cultural factors. Organizational culture was studied as a multi - dimensional construct consisting of teamwork, rewards, training and communication. This study also examines the association of demographic variables with Organizational Commitment and its subscales. Data were collected from a random sample of 200 commercial bank employees in Lahore through a survey questionnaire. Correlational, multiple and stepwise regression analysis were conducted to study the association between the dependant and independent variables. ANOVA tests were also run to examine if levels of Organizational Commitment and its subscales varied across demographic groups. Results revealed that on the whole, organizational cultural factors were important determinants of employees‘ commitment levels, while demographic factors had a relatively less significant association with the organizational commitment and its forms (dependant variables). Continuance form of commitment also showed weaker association with cultural factors as compared to Affective and Normative Commitments. Implications and recommendations have been presented as to enhance employees‘ commitment levels by utilizing the organizational cultural factors. PP.150; ill

2012-01-01T00:00:00Z