International Journal of Emerging Business and Economic Trends

Unveiling the Unseen: Harnessing Research Gaps as Inspiration to Illuminate Grey Areas

Dr Muhammad Siddique — 2025-06-20

Purpose: This article aims to motivate new researchers to start research based on the research gaps in existing literature.

Design/methodology/approach: The study focused on the significance of research gaps and highlighted the research methods for identifying them and conducting further research in a specific field or on a particular topic. The data was gathered from the existing literature by studying and analysing sixty-four papers on the well-known Science Direct and Google Scholar databases.

Findings: The study provides a proper guideline for new researchers to conduct their research confidently. This study may act as a benchmark for researchers, policymakers, and learners.

Originality: This research provides guidelines and motivates new researchers to do further research after finding the research gaps in the existing literature.

Research limitations/implications: In the case of a review study, the required data may not be available. Sometimes, data is available, but due to the lack of use of the required methodology and analysis, it does not fulfil the researcher’s needs.

Practical implications: The study's outcomes may be practically applicable to researchers, policymakers, academicians, and students.

Social implications: The study is an addition to the knowledge and awareness of the general public for the benefit of the scientific and scholarly community, investigators to fill the significant knowledge gap, and leading to societal support for research efforts provided by the society.

Examining the Role of Reward Systems on Job Satisfaction and Employee Retention: Evidence of Islamic Banks of Sukkur City

Kifayat Ali Larik — 2025-06-20

This examines the Role of the Rewards System on Job Satisfaction and Employee Retention: Evidence of Islamic Banks of Sukkur City. Grounded in Herzberg’s Two-Factor Theory and Social Exchange Theory, the research explores how rewards shape employee behaviour and motivation. A quantitative methodology is adopted, with responses collected from 216 employees across various Islamic banking institutions. Statistical techniques, including correlation, regression, and ANOVA, are applied to assess the relationships among the variables.

The findings reveal that the reward system has a significant and positive impact on both job satisfaction and employee retention. While its influence on employee retention is strong, the effect on job satisfaction is moderate but meaningful. This suggests that a well-designed reward system not only encourages employees to stay but also plays a vital role in enhancing their satisfaction at work. The study concludes that improving the reward structure is crucial for reducing turnover and fostering a motivated workforce. It recommends that Islamic banks implement transparent, fair, and comprehensive reward programs alongside initiatives focused on improving job satisfaction. These findings contribute to the literature by offering sector-specific insights and providing practical guidance for HR professionals and policymakers aiming to boost workforce stability in Islamic financial institutions.

Empowering Women Through Bhittai's Legacy: Fostering Peace and Prosperity through Green Entrepreneurship

Dr. Muhammad Nawaz Tunio — 2025-06-20

This study explores the empowering narratives within the poetry of Shah Abdul Latif Bhittai and their relevance to contemporary women’s empowerment and green entrepreneurship. Through documentary and content analysis of Bhittai’s female characters like Marvi, Sassui, Noori, Sohni, and others, this research uncovers symbolic representations of courage, resilience, and moral integrity. These narratives provide a culturally resonant framework that aligns with modern sustainable development goals, particularly in promoting women’s leadership in environmentally conscious economic activities. The study links Bhittai’s philosophical ideals of justice, equality, and spiritual strength with the principles of peacebuilding and inclusive growth. By integrating indigenous literary heritage with current discourses on gender and sustainability, the research highlights how traditional cultural assets can inform and inspire women’s active participation in green entrepreneurship. This interdisciplinary approach offers implications for policy, education, and social development, emphasizing the transformative power of culture in shaping a more equitable and sustainable future.

Gender Diversity in Leadership: Effects on Organizational Success

Shakeel Ahmed — 2025-06-20

This study uses a qualitative research approach to study the impact of gender diversity in leadership on overall organizational success. The research uses semi-structured interviews with twelve respondents to ascertain how gender-inclusive leadership is related to enhanced decision-making and greater innovation, leading to superior financial performance. The results illustrate that organizations tend to build a better corporate reputation and stakeholders‘ trust and diminish the chances of groupthink if they have diverse leadership teams. And while these barriers are there for men too, they keep many of us from reaching parity in these executive-led roles. The research emphasizes that the organization should promote gender diversity through mentorship programs and flexible work arrangements. Several theories that support the importance of gender-inclusive leadership were used as a theoretical foundation to drive programming. These theories include Social Role Theory and Transformational Leadership Theory, which are consistent with the findings presented here. Finally, practical implications and future study recommendations are discussed, including industry-specific and cross-cultural analysis as aspects related to gender diversity in leadership.

Deconstructing the impact of gender, culture and society on public speaking anxiety: Perspectives of psychologists and business studies students

Lubna Farhan Ali — 2025-06-20

Most people, across the globe, fear the prospect of standing and speaking in front of an audience. This study elucidates the process by which preconceived gender roles, societal expectations, and cultural dynamics contribute to public speaking anxiety (PSA) amongst male and female undergraduate Business Administration students in Karachi, Pakistan. Through a qualitative approach, this research highlights distinct gendered experiences of public speaking anxiety (PSA), with female students reporting higher anxiety levels driven by societal pressures and unwanted scrutiny. However, in the same context, male students also suffer from public speaking anxiety, but for various different reasons, including hegemonic masculinity and societal expectations that discourage vulnerability and display of emotion. As a coping mechanism, female students mostly report a reliance on social support, while male students report a preference to avoid any situations that would lead to a speech in front of an audience. This study provides significant insights into the intricate interplay of societal norms, cultural dynamics, and gender stereotypes in shaping individuals' experiences with public speaking anxiety (PSA). The findings hold critical implications for educators, counsellors, and policymakers, informing their efforts to establish inclusive and supportive environments conducive to developing strong communicative competencies.

Empowering Voices in Tech: The Role of Humility and Support in Sparking Employee Expression in the IT Sector

Samina Qasim — 2025-06-20

This study investigates the impact of Perceived Organizational Support (POS), Leader-Expressed Humility (LEH), and Organizational Culture (OC) on Employee Voice Behaviour (EVB) in the Information Technology (IT) sector of Karachi, Pakistan. POS and LEH were examined as independent variables, while OC was analyzed as a mediator. A structured survey was used to gather self-reported data from 350 full-time employees in the IT industry using validated instruments: 25 items for POS, 18 items for LEH, 22 items for OC, and 16 items for EVB. Partial Least Squares Structural Equation Modelling (PLS-SEM) was employed for data analysis. The results revealed that both POS and LEH significantly enhance EVB, with OC playing a mediating role. The study underscores the importance of supportive leadership and culture in promoting employee engagement and communication. Limitations include a correlational design and an industry-specific scope. Future research may explore longitudinal and cross-sectoral studies. This research contributes to organizational behaviour theory and offers practical insights for fostering EVB in hierarchical and culturally diverse contexts.

Language as Dual Capital: Linguistic Predictors of Inclusion in Pakistani Business Context

Wajiha Arif — 2025-06-20

In Pakistan’s business sector, the push for workplace diversity has yet to create many jobs for people with disabilities. Person-first disability terminology (PFDT) is increasingly recognized in corporate style guides as a marker of inclusive communication. Guided by the Theory of Planned Behaviour, this study therefore examines the consistent use of person-first disability terminology (PFDT language) as a predictor of hiring intention. Survey data drawn from seventy-two middle and senior-level managers were analyzed through correlation and hierarchical multiple regression. Measures captured PFDT language, attitudes, perceived behavioural control, subjective norms, and hiring intention, while demographic and organizational characteristics served as controls. Analysis revealed that the controls contributed little to explain hiring intention. When PFDT language was added, the model accounted for more variance, and the inclusion of attitudes, perceived behavioural control, and subjective norms further strengthened the predictive power of the model. In the final step, positive attitudes towards inclusive hiring and a sense of control over the recruitment process were the most influential factors, yet PFDT language still made an independent contribution, whereas normative pressures did not. Managers who habitually have respectful attitudes towards people with disability, therefore, appear more inclined to recruit people with disabilities, even after accounting for key psychological drivers. These findings highlight inclusive language as an attainable lever for improving disability-friendly recruitment and suggest that interventions aimed at enhancing managerial attitudes and efficacy beliefs could help close the gap between diversity rhetoric and real-world hiring practices.