تمھارے تیرِ نظر نے ہی مجھ کو مارا ہے
طنابیں کھینچ لے قاتل مجھے گوارا ہے
میں رازدارِ محبت ہوں آزمائو مجھے
کہ اب انگاروں پہ چلنا مجھے گوارا ہے
ہمیں جو بھولنا چاہو تو بھول سکتے ہو
ہماری یاد کہاں آخری سہارا ہے
تم اس کے صبر کی حد کیسے آزمائو گی
کہ جس کو تیرے بنا موت بھی خسارہ ہے
تمھاری جھیل سی آنکھوں میں رہنے آئی ہوں
اک ایسی جھیل نہ جس کا کوئی کنارہ ہے
حریمِ گل ہو ، محبت ہو یا فلک ہو فضاؔ
ترے سخن کے بنا کس کا اب گزارا ہے
The travel and tours enterprise were badly affected due to pandemics. In the aftermath of high restrictions on human movement, travel-based entrepreneurs were highly impacted due to lockdown. Due to pandemic, highly impacted into earning-saving, lack of supportive working conditions, lower self-capacity, and lack of recovery budget and policies, the travel and tours-based entrepreneurs were highly impacted. The study reflected the impact of pandemics on travel and tours, major constraints, and a possible way forward to sustaining. The research explores what are the major existing practices of sustaining travel and tours entrepreneurs during pandemics, what factors can contribute to building bounce-back capacities of travel and tours entrepreneurs’ sustainability. Above forty-four, snowball-based sampling was done from major travel and tours entrepreneurs, Pokhara-Nepal. A structure-based open-ended questionnaire, key informant interviews, and in-person-based discussion were applied in the method of study. Used the content analysis along with a recap of the research question, undertake bracketing to identify biases, operationalize variables with develop a coding, and code the data with undertaking analysis while qualitative analysis, and multiple regression facilitated on quantitative analysis to finalize the discussion. The study reflects that self-saving, social support, state and financial institutions recovery support, social behavior and change communication, full vaccination practices, and self-accountable tourist behavior are highly expectable conditions to the sustainability of travel and torus entrepreneurship in the learning area. The study concludes that self-saving capacity can contribute to bounce-back capacity for every entrepreneur. Social support and socioeconomic recovery packages were also contributing to sustaining travel and tours in the study area. Self-saving condition and capacity is higher bounce back capacity compared to non-saved entrepreneurs in the study area. Social support, socioeconomic recovery practices, and recovery packages from state and financial institutions were not at the higher level as expected.
Organizational justice has been preferred for its instrumental, relational and deontic approaches. It is a lens through which employees gather important information about the allocation of resources, interpersonal treatment, organizational procedures and eventually frame cognitive as well as emotional reactions. However, the existing literature is more focused on the distal attitudinal and behavioral outcomes but less attentive to underlying proximal motivations. On basis of extant literature review and arguments grounded in the Social information Processing theory, Social Identity Theory and Conservation of Resources Theory, this study identifies that Self-Concepts (Individual, Relational and Collective) and Psychological Capital act as explanatory mechanism for the influence of organizational justice on job satisfaction, job performance, turnover intentions, OCBI and OCBO. This research model expands the scope of organizational justice research and views it as a social context between organization and employees that leads him/her to feel satisfied with their jobs, deliver good performance, stay with their organizations and display discretionary behaviors. But the influence of organizational justice on job Performance, job satisfaction, OCBO, OCBI, Turnover Intentions is not direct: in this process the employee takes cue from the fairness conditions and formulates his/her relational self-concept as well as Psychological Capital capabilities. Thus relational self-concept fully mediates between interactional justice and job performance, OCBI while partially mediates between Interactional justice and Job Satisfaction as well as OCBO. Furthermore, Psychological Capital partially mediates between Interactional Justice and Turnover Intentions, OCBO while it fully mediates between Interactional Justice and Job Performance, OCBI. Main objective of this study was to test a theoretical and structural model that hypothesizes mediation of tripartite self-concepts and Psychological Capital in the influence of Organizational justice on job satisfaction, job performance, OCBO, OCBI and Turnover Intentions. In addition, this study also identified direct relations between the study variables; of these the influence of interactional justice on both Psychological Capital and Relational self-concepts are important hypotheses, because there is almost no literature available in this context. A survey based methodology was used to test the model; standardized scales were used as measures for the twelve study variables. A pilot study was conducted to test the scale properties. viii A sample of 518 employees was drawn from the education, Telecommunication sector, oil and gas sectors. The model was tested by following the steps of Structural Equation Modelling. The findings of this study advance available knowledge on the selected job outcomes and provide impetus to research in this domain by identifying relational self-concept and Psychological Capital as intervening variables. The study thus extends the application of both relational self-concept and Psychological Capital as organizational variables capable of translating the effects of interactional justice on these five job outcomes. Key words: Interactional Justice, Psychological Capital, Self-Concepts, Job Satisfaction, OCBO, Organizational Justice.