The Impacts of Job Burnout and Absenteeism on Employees Performance in HEIs

Education is the only means which can lead social and economic development of any society. Higher Educational Institutions (HEIs) play a pivotal and prominent role to support and uplift the educational standards. Unfortunately, number of experienced and qualified teachers is not proportionate to the requirement of HEIs. The established yardstick by the corresponding establishment in order to measure such criterion is also very strict and difficult to be followed. The existing deficiency of qualified teachers gets further exaggerated due to observable fact of burnout and absenteeism. It is observed that due to the job burnout and absenteeism, the downward trends induces the employees’ performance. Resultantly the institutions face the outcome of this trouble. Therefore, the factors leading to burnout and absenteeism needs to be sorted out at priority followed by in depth analysis in order to raise the performance level amongst faculty members

The Impact of Distributive, Procedural and Interactive Justices on Job Turnover

Organization is a group of individuals, work together to achieve pre-defined objectives. It is a deliberately organized social unit, made out of two or more individuals those capacities on a generally continuous basis to accomplish typical objectives. Also, justice is the moral choice criteria and is forcing and authorizing rules correctly and unbiased so that there is an impartial dispersion of advantages and costs. Organizational justice indicates to a degree to which individuals realize their working environment procedure, influences and results to be reasonable in nature. The reason for this study is to recognize the parts of procedural, distributive and interactional justice toward employee turnover expectation in the services sector. The present study analyzed the relationship between distributive, procedural, interactional justice and job turnover

The Interpersonal Conflicts and its impact on the Employees’ Morale in the HEIs: A correlative study

The interpersonal conflicts are significant enough to reshape rather redefine the course of academic and administrative pursuits of the higher educational institutions. In every sphere of life, an interpersonal conflict is an antithesis to the phenomenon of co-existence. It cast a highly negative impact upon the institutional standards and eventually hampers the employees’ credibility in all respects. Eventually, the graph of the employees’ morale dips to its minima which are an alarming phenomenon to be analyzed and impeded. The academic institutions, as a seat knowledge and learning cannot afford to sustain the overdose of interpersonal conflict as these conflicts lessen the level of efficiency and output as a whole. The need arises to categorically elaborate, analyze and comprehensively devise the most appropriate approaches to resolve these disputes prevailing within the institutional domains. Keywords: Interpersonal conflict, Employees’ morale and Institutional performanc

The Impacts of Burnout, Absenteeism and Commitment on Intention to Leave

It is an accredited fact that only the education can provide a solid foundation for the social and economic development. In the same line, the Higher Educational Institutions (HEIs) can play a very prominent role in the uplift of the educational standards. The number of highly qualified and experienced teachers is not proportional to the needs of the HEIs. In every country, the criterion as furnished by the corresponding authorities is also too strict to be followed in its true format. The problem of the short fall in the qualified teachers is further aggravated by the phenomenon of intention to leave (ITL). It is observed that due to the job burnout and absenteeism, the downward trends in the commitment level induce the ITL. Consequently, the concerned institution has to carry the administrative, academic and economic burdens. Therefore, the factors behind the ITL should be sorted and analyzed on priority basis to bring down the rate of switchover among the faculty members. Keywords: Burnout, Absenteeism, Commitment, Intention to Leav

The Academician’s commitment inthe Higher Education Institutions of the Developing Countries like Pakistan: Its Perspectives

Presently, the Higher Education Institutions (HEIs) are facing with a core issue of organizational commitment (OC) among the academicians. It is quite embarrassing for the institutional high ups when the faculty members, due to low commitment level, leave the institutions thus casting a huge financial and academic burden. In the HEIs, the OC holds a prime importance to maintain academic and administrative consistency. In many respect, the longer stay of the academicians in an institution manifests his/her commitment to the institution. In the contemporary scenario, the phenomenon of OC is directly related with the institutional credibility as the competition at every level is high enough. In the developing countries, due to theirweak economies, the HEIs cannot afford to hire the faculty on some high packages and other benefits. Resultantly, the faculty members start losing his/her commitment and look for certain other opportunities more lucrative in many respects. In Pakistan, the HEIs are facing an acute problem of lack of commitment level among the academicians due to various socio-economic reasons. Keywords: Organizational commitment (Affective, Continuance, Normative), HEIs, Pakista

Public Sector Innovation: Case Study of e-government Projects in Pakistan

This study analyses and examines in detail the impact of public sector innovation to improve public satisfaction level, it is about changing the traditional government into a more integrated and efficient one. Innovation is actually the engine of economic growth. Innovation in the public sector is an under-researched area. It deals with governance, political and human issues which are very difficult to solve. Since much of the topic and studies on innovation are focusing on the private sector, it is the aim of this study to analyse the process of innovation, mainly in Information and Communication Technology (ICT) in the public sector. This study will eventually be able to give e-government model/ guidelines that encapsulates the reality of innovation by the government. Innovation in government is not only about bringing a new breakthrough product to the people, but also to bring in changes to the culture in the organisation, the way a decision is made, and perhaps more importantly, how it can use technology to strengthen its role as the provider of social and economic welfare to the people. This study has also compared the findings of the e-government case study to the literature of innovation mainly in the area of process innovation. There is SWOT analysis with weight rating to judge the e-governance challenges, which Pakistan is facing as a developing nation. The study concludes that the public sector needs to overcome its traditional characteristics of poor agenda setting, unclear objectives, lack of transparency, and bureaucratic layers of decision-making processes. Keywords: Citizens, e-government Projects, ICT, Public Satisfaction, Public Sector Innovatio

The Leadership and Innovation: Prospects and Challenges

The contemporary competitive landscape is being driven by globalization, hyper-competition, technological revolution, price and customer satisfaction and extra-ordinary focus on quality, demanding an increased emphasis and recognition on innovation, being a strategic competence. A majority of scholars have opined that these two constructs are tightly intertwined. Numerous researchers recommended the positive relationship between the leadership and innovation. Innovation management is a cumbersome process entailing consistent support and involvement. Evaluation of the leadership, innovation relationship is very vital in a developing countries context since organizations often confront intense competition, institutional flux and macroeconomic volatility. The hierarchal leadership resulted in toxic organizational cultures that influenced innovation implementation and thus quality

The Challenges Concerning the HealthCare Leadership towards Innovation in Developing Countries like Pakistan

In the developing countries like Pakistan, the health sector has been persistently ignored rather neglected in all respects hitherto. Poor governance, maladministration, praetorians, militancy and extremism, stagflation and poverty, institutional dilapidation, social degeneration, plummeting growth indicators, population explosion, illiteracy and incompetence, political instability, incoherent and short sighted policies, limited availability of funds and inadequate budgetary allocation for education, health and water and sanitation, are a few factor meriting consideration by all. Cultural dimension also plays a role in Pakistan case as epitomized by the prevailing apprehensions of the populace belonging to rural areas particularly FATA and Khyber Pakhtunkhwa towards international and national initiatives on eradication of various diseases

The Employees’ Self-Esteem: A comprehensive Review

In the available literature, diverse terms such as self-efficacy, self-concept, self-confidence and self-esteem are often used inconsistently and interchangeably as they may denote to dissimilar ideas about how individual think about themselves. This requires the emotion, attitude and psychomotor measurements of human personality. In the society, employees as human beings “live where their sense of self-worth evolves from the frequent” exchanges with others. Negatively or positively, this sense of self-worth, affects their entire life and certainly their professional life too. The self-esteem can be defined as the degree to which the individual believes himself to be successful, worthy and capable. The literature reveals that the self-esteem is significant to an employees’ identity, responsiveness and that low and high self- esteem would influence behavior in negative and positive ways. Keywords: Self-esteem, Self-confidence, Performance, Empowerment, Academicians, HEI

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