Training and Financial Rewards as Predictors for “Employee- Engagement” in Private Sector Universities of Developing Countries

Acquiring and retaining the required human resource is the present day challenge for the modern organizations in the highly sophisticated organizational environments. Employee engagement is one of the emerging human resource management concepts and issues. Considerable attention has been given to the identification of key determinants of employees’ engagement and its linkage with the organizational outcomes and performance of the employees. Few research studies have been conducted to date in Pakistani private universities’ to find out the significance and impact of varied aspects that influence the “employee-engagement”. The outcomes of this study will surely add more to the literature and help the policy makers to shape-up their policies in such a manner that would enhance employees’ engagement in private sector especially the education sector. The present study is an attempt to examine and analyze the impact of training and the financial rewards on employees’ engagement in private sector universities of Khyber Pakhtunkhwa province of Pakistan. Key Words: Training, Financial Rewards, Employee Engagement and Employee Performance.

Impact of Performance Appraisal on Job Performance of Employees in Private Sector Universities of Developing Countries

Achieving effective performance of human resources is primary goal of every organization. In this regard performance appraisal practice of human resource provides the basis of evaluating and developing employee performance for achieving more enhanced organizational success. Similar to any organization, universities or higher education institutions evaluates its employees/teachers performance for effective human resource management. Although, both teaching and non-teaching (administrative) staff in universities play an vital role in improving and maintain the organization’s performance, however teachers are considered to be crucial human resource of higher education institutions. Performance evaluation of teachers in terms of their teaching and research outcome is the main area of concern for any university in developing countries like Pakistan. The aim of this study is to investigate the impact of performance appraisal on job performance of teachers in private universities of Khyber Pakhtunkhwa province of Pakistan. Keywords: Performance Appraisal and Employees’ Performance, Universities, developing countrie

Impact of Training and Development and Supervision Support on Organizational Effectiveness

The current study explores the effect of training and development and supervisor support on organizational effectiveness. The main focus of the study is to clarify that how effectively telecom sector of Pakistan can achieve it intended outcomes, through training and development and supervisor support. A survey structure was used to gather data from 2017 employees working at the Telecom Center. Both descriptive and inferential statistical methods were the basis for the results. A positive relationship between training and development and organisational support is determined by the results of the study, although similar positive relationships have also been identified between supervisory support and organisational support

Pragmatic Impact of Loyalty on Deviant Workplace Behavior among Banking Sector Employees

The aim of this research is to present findings of an integrative literature review related to employee loyalty and Deviant Workplace Behavior. The data was collected by a questionnaire called Swat Loyalty Scale and adapted scale of Deviant Workplace Behavior. The population of the study was all the employees working in commercial banks situated in Mingaora, district Swat. The data was randomly collected from a sample of 129 employees working at different level of Management. The data was analyzed through correlation and regression analysis. The result reveals widespread support of negative relationship between Loyalty and Deviant Workplace Behavior (r = .595, β = -.772, t = -17.67, p < 0.005). This study suggests that organization should device the policies to nurture the loyalty of employees in order to eradicated Deviant Workplace Behavior

The Empirical Investigation of Knowledge Hiding and In-role Behavior

This research was intended to investigate the connection between Knowledge Hiding and In-role Behavior. The relationship between independent and dependent variables was calculated by the Pearson correlation and simple regression analysis. The data was randomly collected through a self-administered questionnaire from 129 staff working in private sector universities.  This was a cross-sectional analysis and the findings showed that Knowledge Hiding negatively affect the in-role behavior of employees (r = 41.6, β = -.645, t = 9.51, p < 0.005). The results of this study suggested that universities need to focus on the Knowledge Hiding Behavior of employees in order to achieve their objectives and improve quality

Improving Organizational Performance Through HRM-line Partnership: A Case of Higher Education Sector of Pakistan

In todays’ knowledge economy, the organizations focus on creating value through their most valuable resources i.e. human resource. For an effective management of human capital, a healthy partnership between HRM function and the line managers (heads of other departments/sections) is essential. Such type of partnership can augment the strategic success at different levels of organization. The main focus of this study is to evaluate how the partnership of line managers and HR managers in managing different HRM activities help a firm to achieve competitive advantage. The data was collected through the departments/section heads of public sector universities of Pakistan. The results indicate that when line managers actively participate in managing the HRM function of an organization, it yielded improved organizational outcomes. Therefore, the results of this study have an important implication for the managers of higher education institutes to devise mechanism to involve the line managers in managing HRM activities and thereby achieve higher performance outcomes in higher education sector of Pakistan

An Empirical Analysis of Work Overload, Organizational Commitment and Turnover Intentions among Employees of Banking Sector

The work overload is often considered as the most critical factor which effects the employees’ commitment and turnover intention toward organization, therefore, the current study aims to evaluate effects of Work Overload (WO) on Organizational Commitment (OC) and Turnover Intentions (TOI) of employees. The data was collected from 296 employees of selected banks.  The data was assessed through Pearson Correlation and Regression equation. It was found that work overload negatively influenced organizational commitment while positively affects employees’ turnover intentions. The findings of this study can help the decision makers to effectively manage employees’ workload and to improve organizational commitment and reduce employees’ turnover intentions. Such type of behavioral outcomes has the potential to augment organizational performance

Corporate Governance and Return on Equity Evidence from Pakistan Stock Exchange

The main purpose of this paper is to study whether corporate governance aspects like board size, audit committee and board composition affect the return on equity (performance) of companies listed on Pakistan Stock Exchange. The data were gathered by purposive sampling techniques from the Balance Sheet Analysis report available on the State Bank of Pakistan website and relevant companies’ websites. A regression model was incorporated to measure the available data for a sample of 50 firms, with a total of 150 years of observations for a period of 2013 -2015. The empirical results indicate that board size, audit committee and board composition are positively associated to return on equity. The result of this study suggests that each organization needs to develop good corporate practices to significantly improve the shareholder wealth in the form of return on equity.  The selected sample is taken from non-financial firms with a small sample size, therefore, in future for more generalizability of the results a study may be undertaken to consider financial and non- financial firms with a large sample size

Knowledge Sharing Culture Influences on Organizational Commitment: The Mediating Role of Pay Satisfaction

Public sector universities are preliminary knowledge intensive and to stunt their information effective knowledge sharing among faculty is required. We focus on the faculty of public sector universities that share or limit knowledge sharing. Determining which factors promote, influence or impede sharing of knowledge in institutions constitute important avenues for exploration. This paper has focused on three such influences; “knowledge sharing” “organizational commitment” and “pay satisfaction”. In this regard, a conceptual model is developed in which pay satisfaction serves as mediator between knowledge sharing (KS) and organizational commitment (OC) among faculty members. Data determining the above mentioned variables is collected from 309 faculty members through standardized questionnaires. Data analysis reveals that KS has positive impact on OC and on Pay Satisfaction (PS). Furthermore, pay satisfaction mediates the relationship between KS and OC. This study recommends a KS culture and pay satisfaction of faculty to maintain and enhance level of commitment among faculty. As KS enable better and faster decision making, reduces the loss of know-how, enhances level of commitment and stimulate innovation and growth

High Involvement Management Practices and Employees’ OCBs in Banking Sector of Pakistan

This study was designed to evaluate the impact of high involvement HRM practices (HIHRP) on employees’ organizational citizenship behaviors (OCBs) in the context of banking sector of Pakistan. OCBs is considered as an important construct to evaluate the contextual performance of employees. In case of banking sector professionals, it is a highly desired behavior and top management has a greater interest in evaluating contextual performance in addition to the task performance of employees. This study differentiates itself from previous studies by focusing on HIHRP rather than traditional HRM practices. The data was collected from 396 officers working in top six private sector commercial banks of Pakistan. A structured questionnaire was used to collect the data and all responses were recorded on Likert scale. The data was analyzed through correlation and regression analysis and demographic characteristics of the employees were also presented through descriptive statistical techniques. The results show that different types of HIHRP positively influences employees’ OCBs. This study has both theoretical and managerial contributions by empirically examining the relationship between high involvement HRM practices and OCBs in the context of banking sector of Pakistan. The results of this study will help the researchers to better understand the relationship between HRM practices employees’ positive behavioral outcomes like OCBs. In addition, it will also guide the decision makers in adjusting HRM practices to achieve desired behaviors