Determinants of perceived university performance among public-sector universities of Pakistan

Universities are the symbol of prestige for nations. The performance of the universities depends upon on the faculty members’ qualification and their potential contribution towards knowledge. Human resource management practices are designed to enhance individuals’ performance; who have different inbuilt personality traits, to achieve organizational goals with organizational justice. Whereas, the employees in any organization are termed as the dynamic asset for contributing towards institutional performance. Therefore, career success of the faculty members was taken in this study as mediating variable. For hauling the research study, academicians were chosen from Pakistan’s public-sector universities. Whereas, to support the conceptual framework, the researcher has applied the Theory of Dynamic Capabilities as the underpinning theory. For sampling purposes, proportionate stratified sampling was adapted; random sampling was used to select the academics within each stratum. The questionnaire was distributed among individuals personally; response rate remained 59 percent. Afterword, data were cleaned for missing values, outliers, aberrant values and tested for normality, reliability and validity. Hypotheses were tested by applying partial least squares - structural equation modelling technique through statistical software SMART PLS registered version 3.2.6. The researcher found statistically significant relationships between (i) personality traits and perceived university performance, (ii) HRM practices with perceived university performance, (iii) organizational justice with perceived university performance, (iv) career success with perceived university performance, (v) personality traits with career success, (vi) HRM practices with career success and (vii) organizational justice with career success. However, the partial mediation of career success was observed between (viii) personality traits and perceived university performance, (ix) HRM practices and perceived university performance, (x) organizational justice and perceived university performance. The construct in the context of Pakistan in amongst the preliminary studies. The findings will be helpful for higher education commission of Pakistan for designing strategies

Career Success and Organizational Justice as the Potential Predictors of Perceived University Performance: A Study from Public Sector Universities of Pakistan

The main aspiration of the study remained to explore and examine the predictors of perceived university performance. While career success for the faculty members of public sector universities in Pakistan is becoming the area of interest for researchers and academicians. Data were collected from 223 faculty members who are currently serving as faculty members in public sector universities of Pakistan. The results supported the significant positive association of career success and organizational justice with perceived university performance. SEM-PLS technique through, Smart PLS 2.0 applied to explore the results. Keywords: Career Success, Organizational Justice, Perceived University Performance, Universities, Pakistan

The Influence of Career Planning and HRM Practices on Career Success of Faculty Members in Public Sector Universities of Pakistan

The main aspiration of the study was to discover and evaluate the predictors of career success for the faculty members of public sector universities in Pakistan. Data was collected from 92 faculty members who are currently either on study leave or on scholarship and enrolled as international doctoral candidates in four different universities of Malaysia. The results supported the significant positive association of planning and HRM practices with career success. The study converses the significance of these conclusions for faculty members’ career success in public sector universities of Pakistan. Keywords: Career Success, Career Planning, Human Resource Management Practices, Public Sector Universities, Pakistan

The Influence of Career Planning and HRM Practices on Career Success of Faculty Members in Public Sector Universities of Pakistan

The main aspiration of the study was to discover and evaluate the predictors of career success for the faculty members of public sector universities in Pakistan. Data was collected from 92 faculty members who are currently either on study leave or on scholarship and enrolled as international doctoral candidates in four different universities of Malaysia. The results supported the significant positive association of planning and HRM practices with career success. The study converses the significance of these conclusions for faculty members’ career success in public sector universities of Pakistan. Keywords: Career Success, Career Planning, Human Resource Management Practices, Public Sector Universities, Pakistan

Effect Of Covid 19 Crises on Entrepreneurship Readiness of University Students of Pakistan

Purpose: Aim of this study is to examine the factors (personality traits, Covid-19 crises) influencing the entrepreneurship readiness among the university students in Pakistan Design/Methodology/Approach: The study used online survey for collection from 396 students of different university of Pakistan. The date was collected during online classes in Covid-19 pandemic. Multiple regression analysis technique was applied for the analysis of the data. Findings: The findings of the study demonstrate that all three personality traits i.e. need for achievement, locus of control and self-efficacy is positively influencing entrepreneurial readiness. But this personality trait alone cannot do favor they need other personality traits and they require to have favorable circumstances. However, covid-19 crises have negative influence on student’s readiness of being entrepreneur. Implications/Originality/Value: The study postulate that hard and uncertain situation do have influence on student’s motivation of being entrepreneur

How Subjective Career Success of Public Sector Universities’ Teachers Is Affected by Protean Career Orientation?

The study explored the mediating effect of Perceived Employability (PE) on faculty members’ protean career orientation (PCO) and Career Success (CS). The study is exploratory in nature which aimed to ascertain the mediating relationship of perceived employability between protean career orientation and career success of faculty members working in public sector institutions of higher learning. The researchers tried to test protean career theory by developing a conceptual framework. Data were gained through self-administrated questionnaires from the faculty members working in Punjab’s Public Sector Universities. For the purpose of sampling: stratified sampling technique was applied for data collection. Data were obtained from 269 respondents’ for testing the theoretical model. Measurement model was analyzed by applying Structural Equation Modeling (SEM) for testing the hypothesis. For this purposed we used SMART-PLS Licensed version 3. The researchers detected a statistically significant mediating role of perceived employability between protean career orientation and subjective career success. Due to the scarcity of financial and time constraints we have collected data from only 12 universities of Punjab, Pakistan. However, the results can be generalized as all the public sector universities are governed by same governing body; named Higher Education Commission of Pakistan (HEC)

What Factors Drive the Banks Systemic Risk among South Asian Countries?

Purpose: This study designs to examine the determinants (size, liquidity ratio, leverage ratio, deposit ratio, asset growth, net interest income ratio and return on asset ratio) of bank’s systemic risk. We use the data of listed commercial banks of the South Asian countries (Pakistan, Bangladesh, and India). Design/Methodology/Approach: The sample consists 30 banks from Bangladesh, 87 banks from India and 22 banks from Pakistan. This study covers the period from 2006 to 2018. The data is collected from the published annual reports of banks and stock exchanges of respective country. The panel data analysis is performed for the estimation of research models. Findings: The findings demonstrate that larger banks contribute lower in the systemic risk of banks. Additionally, highly liquid banks enhance the systemic risk of the banking system. Moreover, the banks with greater reliance on the deposits, net interest income and with high return on asset reduce the systemic risk contribution of the banks. Implications/Originality/Value: This study provides the justification to devise the banking policies like enhance the proportion of liquidity among assets, reliance on net interest income and promote the financing needs through deposits to limit the systemic risk contribution of the banking system.                                                           &nbsp

Proactive Personality as Mediating variable between Career Skills, Servant Leadership and Subjective Career Success of Working Women: A Study from Private Sector Universities of Pakistan

Purpose: To examine the effect of career skills and servant-leadership on intrinsic career success with surrogating effect of proactive personality traits. Design/method/approach: Structural equation modeling has been applied to extract the statistical finding by applying MPlus Software. Findings: Proactive personality traits mediates between the relationship of career skills, servant-leadership, and intrinsic career success. Research implications: The model have a look at providing the suggestion for policy makers to hire and train highly educated faculty to participate in servant-leadership for the betterment of career skills and intrinsic career success, which improves institutional performance. Originality: The research study examined the P-E fit theory and the model in this particular context of Pakistan is unique and constructed to suggest policy makers the techniques for advancing the career success of working women in academia

How Do Organizational Commitment and Work Engagement Mediate Between Human Resource Management Practices and Job Performance?

The main goal of this study is to empirically determine the mediating roles of organizational commitment and work engagement between the relationship of human resource management practices and job performance of the faculty members working in public sector universities of Pakistan. Data were obtained by self-administrated questionnaire. This study used stratified random sampling. Structural Equation Modeling (SEM) has been applied by using SMART PLS registered version 3; to test the statistical model. The study found that work engagement and affective organizational commitment has partially mediating relationship with human resource management practices and job performance. Social Exchange Theory used as under pinning theory to develop theoretical model. Data were collected from 247 faculty member working in public sector universities of Pakistan

Antecedents of Intrapreneurship with Mediating Effect of Career Adaptability: A Study from Pakistan

Purpose: The study emphasized on exploring the antecedes of intrapreneurship by testing the career construction theory and perceived personality study from the context of Pakistan’s private sector universities. Design/Methodology/Approach: A Total of 270 male and female academicians working in private sector universities had participated in this cross-sectional research study. The survey questionnaire was adopted from different authentic sources and evaluated for validity and reliability. MPlus software has been used for statistical findings. Findings: It has been estimated statistically that career adaptability overall mediates between the relationship of perceived personality traits and Intrapreneurship. Implications/Originality/Value: It might be established that all the public/private sector universities might follow almost the same policies and laws but there are some differences like payment of salaries / remuneration of the faculty members working in government sector universities and private sector universities of Punjab, Pakistan. The study highlighted such issues of personality directly and indirectly with career adaptability and intrapreneurship