The Factors Affecting Teachers’ Self-esteem in the Higher Educational Institutions:

Lack of investment in the human resources, in the developing countries is the core issue which has hit the socio-economic sectors to an extent. Consequently, there is dearth of the competent and high profile human capital in the education sector. The empowerment is like a tonic which empowers the employees’ psychologically, socially and financially. It promotes a kind of contentment, job satisfaction and self-esteem among them. It results in personal growth, elated feelings, confidence and self-control which lead to a soft relationship between employer and the employee. Moreover, it makes the employees utilize their knowledge and skills, professional autonomy, potentials and capabilities thus enabling them to withstand their decisions, assume risks and taking appropriate actions. The empowerment not only benefits the institution but it is also followed by the high self-esteem on the part of the employees. It will yield not only high output rather there will be a significant improvement in the academic standard as well. Keywords: Self-esteem, Self-confidence, Performance, Empowerment, Academicians, HEI

The Academicians’ Self-Esteem in the Higher Educational Institutions

The standards of education in every country are directly related with the academic, economic and social status of the teachers those who are teaching especially in the Higher Educational Institutions (HEIs). The ultimate credibility of the qualified faculty members further depends upon his/her self-esteem which is based upon the self-confidence, performance and the empowerment. In classifying and calculating the analysis which circles around the role of diverse contextual and individual factors on the self-esteem of academicians/teachers in Gomal University, D. I. Khan. From the existing literature, all these variables were extracted and then converted into a research model/theoretical framework. On the theoretical framework, extracted from the relevant literature, all the experimental portion of the study was chained. The ‘field work/study’ has come about with amazing outcomes about the role of the predictors (self-confidence, performance and empowerment). The dependent variable (self-esteem) is significantly associated with the independent variables (self-confidence, performance & empowerment). The correlations are coming as self-confidence (p-value=0.000, r=0.481), performance (p-value=0.003, r=0.254) and empowerment (p-value=0.000, r=0.416).  In the regression process, only self-confidence has appeared as significant with R2 of 0.27 and p-value of 0.000. Though, in the stepwise regression, self-confidence has been combined by empowerment with significance of 0.031 and 0.000. Keywords: Self-esteem, Self-confidence, Performance, Empowerment, Academicians, HEI

The Attributes of Employee’s Self-Esteem in the Higher Educational Institutions

The standards of education in every country are directly related with the academic, economic and social status of the teachers those who are teaching especially in the Higher Educational Institutions (HEIs). The ultimate credibility of the qualified faculty members further depends upon his/her self-esteem which is based upon the self-confidence, performance and the empowerment. As a teacher, the overall output is directly related with his/her self-esteem minus which he/she losses their confidence while executing their professional duties. The teachers must possess high profile not only by the virtue of their academic achievements rather they should be enriched in their social and economic status as well. The cumulative effect of social and financial contentment of a teacher culminates at his/her self-esteem which is being induced as a parallel phenomenon. On the part of the teacher the state of contentment leads to his/her self-confidence which empowers him/her to perform with utmost vigor and moral strength. All these phenomenon yields in dedication and commitment to the concerned faculty member against whom the attributes like self-confidence, performance and empowerment can be tagged. Keywords: Self-esteem, Self-confidence, Performance, Empowerment, Academicians, HEI

Case Study: Role of Media in Policy Making: Special Reference to Afghanistan

Mass media (Radio, TV, print…) plays a crucial and vital role in information distribution and thus in the political market and public policy making. Theory predicts that information provided by mass media reflects the media’s incentives to provide news to different types of groups in society, and affects these groups’ influence in policy-making. The study emphasize on the role of mass media in political markets and its effect on public policy-making. It attempts to develop a theoretical relationship between mass media and public policy. The empirical studies have tried to assess the effect of media on policy outcomes. Analysing various cases in Afghanistan, media influences policy makers and higher authorities to act in accordance of the suggestion and recommendations of media workers and institutions. In recent decades, policy makers have considered on media’s soft and proper demands based on their suggestions and recommendations, even many articles in Afghanistan’s constitution would be amended. According to our findings, ‘Access to Information Law’, passed by president Ashraf Ghani, was a combine demand of policy makers, lawyers and media workers, who believed that legal information except the information that can harm national security should be accessible by locals and media workers through law. Similarly, Afghan Journalist safety committee developed a comprehensive policy against women Sexual harassment that will be discussed in the paper as a ‘Case Study’. Hence, the policy has been accepted by Government of Afghanistan and is implemented since then

Network Visualization of a Retracted Article: Repeated Proliferation of Error through Citation Networks

Retraction is used as an optimum tool to uphold and safe-guide the integrity of scholarly literature. However, knowingly or unknowingly the authors build the work on these false claims by citing the retracted articles. Such dependencies on retracted articles may become implicit and indirect causing profound and long-lasting threat to the credibility of the literature. Consequently, it is important to detect and analyze such threats. The article aims to demonstrate dependency of citing articles on retracted article with reference to the rest of the literature. A case study of highly cited (as reported by retraction watch) retracted article ”Spontaneous human adult stem cell transformation” published in Cancer Research in 2005 by Rubio, D as lead author is visualized in terms of bibliographic coupling of citing journals and network and density visualizations of co-citations of authors. The study concludes that there is high-order citation dependency of scientific literature on retracted article

The Teachers’ Loyalty and its Attributes: A Comprehensive Review

In the socio-economic development of every country, the education plays a significant role. In this regard, the higher education institutions (HEIs) are centers of academics where the people acquire skills in the various spheres of life. The HEIs are the main providers of educated and skilled personnel those who pursue their corresponding professions in the different sectors of economy. The nursery of these people must be nurtured by certain capable and highly experienced faculty which is the backbone of every higher education institution. In this regard, the teachers’ loyalty is the only factor behind the success of these academic institutions. The loyalty is the multi-dimensional phenomenon which originates from the employee’s empowerment, participation and socialization. All these three factors accumulatively makes a person loyal towards his/her institution which is a burning issue being discussed and analyzed by the both the employers and the employees. Keywords: Loyalty, Empowerment, Participation, Socialization, Teachers,

The Contributing Factors towards Employees’ Loyalty

The commitment and loyalty occupy considerable of the similar theoretical concepts. However, loyalty spread out further than the basic philosophies of commitment in two ways, first, the personal choice paradigm adopts the literature of commitment and an employee considers rational analysis alternatives to commit or not to commit to an institution. On the other hand, loyalty brings together a normative component into the association as it is generally described as a responsibility. Researchers concern themselves with measuring the extent to which employees feels commitment toward their institutions. Loyalty, however, suggests mutuality, while commitment is generally conceptually situated inside the individual, loyalty exist in further at the connection of a relationship. Individuals must accept a fluid approach, in the workplace, to evaluating the demands of loyalty as background and associations alteration. It is difficult if not impossible, without addressing this fluidity, to predict attitudinal or behavioral outcomes of individuals’ perceptions that others have been disloyal or loyal. The loyalty has received considerable attention from philosophers; it is, of course, not simply a philosophical abstraction. It is also a cognition held by a person to characterize his or her relationship with another person. Keywords: Loyalty, Empowerment, Participation, Socialization, Employee

The Determinants of Employee’s Loyalty in the Higher Educational Institutions

In the socio-economic development of every country, the education plays a significant role. In this regard, the higher education institutions (HEIs) are centers of academics where the people acquire skills in the various spheres of life. The HEIs are the main providers of educated and skilled personnel those who pursue their corresponding professions in the different sectors of economy. The nursery of these people must be nurtured by certain capable and highly experienced faculty which is the backbone of every higher education institution. In this regard, the teachers’ loyalty is the only factor behind the success of these academic institutions. The experimental part of the study was anchored on the theoretical framework derived from the literature. About the role of independent variables (empowerment, participation, socialization & demographic attributes), the empirical/field study has come up with surprising results. The loyalty (dependent variable) is significantly associated with the independent variables (empowerment, participation and socialization). In the current study, the correlations are coming as empowerment (p-value=0.000, r=0.481), participation (p-value=0.003, r=0.254) and socialization (p-value=0.000, r=0.416). In the process of regression, only empowerment has appeared as significant with R2 of 0.27 and p-value of 0.000. But, in process of stepwise regression, empowerment has been joined by socialization with significance of 0.031 and 0.000. Keywords: Loyalty, Empowerment, Participation, Socialization, Academicians, HEI

Impact of Employees’ Empowerment, Participation & Socialization on Organizational Success

The success of organizations demands various contributing factors/elements from the employees among which the Empowerment, Participation and Socialization come at the helm. In the literature, the theoretical foundations of the employee’s empowerment were examined thus providing a sound framework about the subject. The related literature on the empowerment has been primarily through the relational or motivational approach. The relational approach, based on management practices, focuses on the decision making authority and delegation of power. The cognizance of the employees’ participation advantages in refining working environment is so strong among the circles and institutions recognized to support the work quality that is suggested as a crucial part of a professional health and safety. For the newcomer, new employment is a challenge, because they faces new situations and is in need of obtaining skills and knowledge. For the organization, new employment is also a challenge as there is a liability headed for the improved mobility among the employees. The organizational socialization is critical in facilitating the new employees to get up to speed and to contribute. Keywords: Empowerment, Participation, Socialization, Employee