An Enhanced Source Location Privacy based on Data Dissemination in Wireless Sensor Networks (DeLP)

open access articleWireless Sensor Network is a network of large number of nodes with limited power and computational capabilities. It has the potential of event monitoring in unattended locations where there is a chance of unauthorized access. The work that is presented here identifies and addresses the problem of eavesdropping in the exposed environment of the sensor network, which makes it easy for the adversary to trace the packets to find the originator source node, hence compromising the contextual privacy. Our scheme provides an enhanced three-level security system for source location privacy. The base station is at the center of square grid of four quadrants and it is surrounded by a ring of flooding nodes, which act as a first step in confusing the adversary. The fake node is deployed in the opposite quadrant of actual source and start reporting base station. The selection of phantom node using our algorithm in another quadrant provides the third level of confusion. The results show that Dissemination in Wireless Sensor Networks (DeLP) has reduced the energy utilization by 50% percent, increased the safety period by 26%, while providing a six times more packet delivery ratio along with a further 15% decrease in the packet delivery delay as compared to the tree-based scheme. It also provides 334% more safety period than the phantom routing, while it lags behind in other parameters due to the simplicity of phantom scheme. This work illustrates the privacy protection of the source node and the designed procedure may be useful in designing more robust algorithms for location privac

Library Leaders’ Attitude towards User Care in University Libraries of Khyber Pakhtunkhwa and Islamabad

The goal of this research was to look at the attitudes of library leaders’ towards user care in university libraries of Khyber Pakhtunkhwa and Islamabad. This study was conducted utilizing a quantitative research methodology that included a survey approach and a questionnaire. The data were collected from all library leaders’ working in the universities/ degree awarding institutions of Khyber Pakhtunkhwa and Islamabad recognized by Higher Education Commission of Pakistan. Both descriptive as wells as inferential statistics were applied to analyze data using SPSS. The results revealed that the library leaders had an overall positive attitude towards user care. There were no statistically significant differences in the library leaders’ attitude based on types of university, number of employees in libraries, year of establishment of university, library working days in a week, and library timing respectively. Conversely, there were statistically significant mean differences in library leaders’ attitude towards user care based on geographical locations of university and gender of the respondents. The results provided a pragmatic insight into the user-centred approaches for managing customer (user) relationship for marketing of library resources and services. This research also had an important contribution to the existing literature on relationship marketing in general and user relationship management in particular as only a few such studies appeared so far

ORGANIZATIONAL ROLE STRESSORS AND OUTCOMES: MODERATING ROLE OF ORGANIZATIONAL SOCIAL SUPPORT

Employees in the health sector perform their roles in highly stressful conditions. Multiple stressors at job influence their personal and professional life. The present research examined the moderating effect of social support between role stressors and outcomes. Sample consisted of 300 paramedics from 20 districts of Khyber Puhktoonkhwa (KPK) collected through stratified random sampling design. Organizational Role Stressor Scale Social Support Scale, Maslach Burnout Inventory, Job Satisfaction Scale and Organizational Commitment Questionnaire were used. Moderating Regression analysis revealed significant effect of organization stressors on outcomes among paramedics. The current investigation has applied value for the paramedics working in health institutions

The Impact of Demography upon the Employees’ Self-Esteem

The present study is primarily concentrated on the demography and professional self-esteem of the employees in the higher educational institution which is an effort to produce a new sense in each employee who is attached with any occupation particularly the teaching profession. In the field of education, there are numerous studies on self-esteem but no adequate work is found to explore the level of professional self-esteem of the employees in the higher educational institution of Pakistan. The current research study offers a new orientation and dimension to the higher educational system. The present work aimed at exploring the factors like confidence, performance, empowerment and the demographics in defining the self-esteem of the academicians in the higher educational institutions. Keywords: Demographics, Self-esteem, Self-confidence, Performance, Empowerment, HEIs

The Self-Esteem: A Review of Literature

The development and progress of a country can be done by some professionals, among others economists, technocrats and statesmen. Through teachers, these various specialists get knowledge. It is the teachers who do well in generating professionals who develop their knowledge in their fields. Therefore, teachers should own self-confidence and self-esteem to do their jobs. The empowerment of teacher is considered frequently on the assertion that the teachers who work closely with the students are in the best position to make sympathetic decisions. The institutional management should create environment for the work value by confirming the teacher’s access to the information, resources and support necessary to achieve the tasks and that they are provided constant opportunities for development. In the university context, this is mainly important, with new professional and innovative requirements for both teaching and non-teaching employees. Keywords: Self-esteem, Self-confidence, Performance, Empowerment, Academicians, HEI

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

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

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