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 inb...

Full description

Saved in:

Bibliographic Details
Main Author:	Khan, Quaisar Ijaz
Format:	Thesis
Language:	eng eng
Published:	2019
Subjects:	LB2300 Higher Education
Online Access:	https://etd.uum.edu.my/8082/1/s95446_01.pdf https://etd.uum.edu.my/8082/2/s95446_02.pdf
Tags:	Add Tag No Tags, Be the first to tag this record!

id	my-uum-etd.8082
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Shamsudin, Abdul Shukor Syed Ismail, Syed Soffian
topic	LB2300 Higher Education
spellingShingle	LB2300 Higher Education Khan, Quaisar Ijaz Determinants of perceived university performance among public-sector universities of Pakistan
description	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.
format	Thesis
qualification_name	Doctor of Philosophy (PhD.)
qualification_level	Doctorate
author	Khan, Quaisar Ijaz
author_facet	Khan, Quaisar Ijaz
author_sort	Khan, Quaisar Ijaz
title	Determinants of perceived university performance among public-sector universities of Pakistan
title_short	Determinants of perceived university performance among public-sector universities of Pakistan
title_full	Determinants of perceived university performance among public-sector universities of Pakistan
title_fullStr	Determinants of perceived university performance among public-sector universities of Pakistan
title_full_unstemmed	Determinants of perceived university performance among public-sector universities of Pakistan
title_sort	determinants of perceived university performance among public-sector universities of pakistan
granting_institution	Universiti Utara Malaysia
granting_department	School of Business Management
publishDate	2019
url	https://etd.uum.edu.my/8082/1/s95446_01.pdf https://etd.uum.edu.my/8082/2/s95446_02.pdf
_version_	1747828319299043328
spelling	my-uum-etd.80822022-02-16T02:22:16Z Determinants of perceived university performance among public-sector universities of Pakistan 2019 Khan, Quaisar Ijaz Shamsudin, Abdul Shukor Syed Ismail, Syed Soffian School of Business Management School of Business Management LB2300 Higher Education 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. 2019 Thesis https://etd.uum.edu.my/8082/ https://etd.uum.edu.my/8082/1/s95446_01.pdf text eng public https://etd.uum.edu.my/8082/2/s95446_02.pdf text eng public phd doctoral Universiti Utara Malaysia Abdullah, F. (2006). Measuring service quality in higher education: HEdPERF versus SERVPERF. Marketing intelligence & planning, 24(1), 31-47. https://doi.org/10.1108/02634500610641543. Abele, A. E., & Spurk, D. (2009). The longitudinal impact of self-efficacy and career goals on objective and subjective career success. Journal of vocational behavior, 74(1), 53–62. https://doi.org/10.1016/j.jvb.2008.10.005. Abida, E., Rabia, M., & Bashir, M. K. (2013). Multi Campus investigation of academic dishonesty in higher education of Pakistan. International journal of education management, 27(6), 655–668. Abu Elanain, H. M. (2010). Testing the direct and indirect relationship between organizational justice and work outcomes in a non-Western context of the UAE. Journal of management development, 29(1), 5-27. https://doi.org/10.1108/02621711011009045. Adams, C. A. (2013). Sustainability reporting and performance management in universities challenges and benefits. Sustainability accounting management and policy journal, 4(3), 384–392. Aghababaei, N. (2013). Between you and God, where is the general factor of personality? Exploring personality-religion relationships in a Muslim context. Personality and individual differences, 55(2), 196–198. https://doi.org/10.1016/j.paid.2013.02.021. Ahadi, B., & Narimani, M. (2010). Study of relationships between personality traits and education. Trakia journal of sciences, 8(3), 53-60. Ahmad, F. (2013). The effect of oil prices on unemployment: Evidence from Pakistan. Business and economics research journal, 4(1), 43-58. Ahmad, H., Ahmad, K., & Shah, I. A. (2010). Relationship between job satisfaction, job performance attitude towards work and organizational commitment. European Journal of Social Sciences, 18(2), 257-267. Ahmad, I. (2014). Critical analysis of the problems of education in Pakistan: Possible solutions. International journal of evaluation and research in education, 3(2), 79-84. Ahmad, P. D. M., & Shamshad, M. S. (2006). The system of education in Pakistan. Islamabad - Pakistan. Retrieved from http://www.cia.gov/cia/publications/ factbook/geos/pk.html. Ahmad, S., & Aleemi, A. R. (2015). Meritocracy in education: A major cause of social unrest in Pakistan. In 7th South Asia International Conference (pp. 1–12). Islamabad - Pakistan: COMSAT. https://doi.org/10.1017/CBO97811074 15324.004. Ahmed, R. (2010). Direct and interactive effects of organizational justice and perceptions of politics on personal and organizational outcomes (Doctoral dissertation, International Islamic University, Islamabad). Ahmed, R., & Ali, S. I. (2016). Implementing TQM practices in Pakistani higher education institutions. Pakistan journal of engineering, technology & science, 2(1), 1-26. Akhtar, M. M. S., Rafi, M. S., Ahmed, S., & Rauf, M. (2011). Quality in higher education: Issues and current practices. Journal of elementary education, 21(1), 43-51. Akram, B., & Ghazanfar, L. (2014). Self efficacy and academic performance of the students of Gujrat University, Pakistan. Academic research international, 5(1), 283-290. Alegre, J., & Chiva, R. L. and R. (2006). A measurement scale for product innovation performance. European journal of innovation management, 9(4), 333–346. Ali, I., Ali, J. F., & Raza, S. H. (2011). Determinants of public sector employee’s performance in Pakistan. Far East journal of psychology and business, 5(2), 23-29. Ali, R., Khan, M. S., Ghazi, S. R., Shahzad, S., & Khan, I. (2010). Teachers’ training-a grey area in higher education. Asian social science, 6(7), 43-48. Ali, R., Khan, M. S., Ghazi, S. R., Shahzad, S., & Khan, I. (2010). Teachers’ training-a grey area in higher education. Asian social science, 6(7), 43-49. Ali, S., Haider, Z., Munir, F., Khan, H., & Ahmed, A. (2013). Factors contributing to the students academic performance: A case study of Islamia University Sub-Campus. American journal of educational research, 1(8), 283-289. Al-Shuaibi, A. S. I. (2013). The influence of human resource practices and leadership style on job satisfaction and cyberdeviance amongst administrative employees in Jordanian universities (Doctoral dissertation, Universiti Utara Malaysia). Al-Shuaibi, I., Sai'd, A., & Subramaniam, C. (2014). The mediating influence of job satisfaction on the relationship between HR Practices and cyberdeviance. Journal of marketing & management, 5(1), 105–119. Amin, A., & Naqvi, I. H. (2014). The impact of institutional structure on organizational effectiveness: considering organizational justice as a mediator. Elixir organizational behaviour, 72(2014), 25544–25547. Amin, M., Khairuzzaman Wan Ismail, W., Zaleha Abdul Rasid, S., & Daverson Andrew Selemani, R. (2014). The impact of human resource management practices on performance: Evidence from a Public University. The TQM Journal, 26(2), 125-142. https://doi.org/10.1108/TQM-10-2011-0062. Anwar, K., Rosman, B. M. Y., & Kamran, A. (2014). Factors of job stress among university teachers in Pakistan a conceptual review. Journal of management info., 2(1), 62–67. Arif, I. M., & Hasan, A. (2013). HRM practices in public and private universities of Pakistan. In Proceedings of 3rd International conference on business management, university of management and technology, Lahore, Pakistan. Retrieved from http://cgr. umt. edu. pk/icobm2013/papers/Papers/IC3-Dec-2012-069. pdf. Asghar, R. J., Qayyum, A., Zaheer, A., Mughal, A., & Khalid, S. (2011). Implementation of HR practices in University Teachers of Pakistan. Information management and business review, 3(3), 148-157. Asif, M., Awan, M. U., Khan, M. K., & Ahmad, N. (2013). A model for total quality management in higher education. Quality & quantity, 47(4), 1883-1904. Aslam, H. D. (2011). Analyzing professional development practices for teachers in public universities of Pakistan. Mediterranean journal of social sciences, 2(4), 97-106. Aslam, H. D. (2011). Performance evaluation of teachers in universities: Contemporary issues and challenges. Journal of educational and social research, 1(2), 11-31. Aslam, H. D., & Sarwar, S. (2010). Improving performance management practices in IT firms of Pakistan. Journal of management research, 2(2), 1-15. Aslam, H. D., Javad, T., Nokandeh, M. H. M., Sharifi, H., Jalalian, M., & Lodhi, M. A. (2012). A Review of Teachers’ Professional Development Initiatives and Associated Issues and Challenges in Higher Education Institutes of Pakistan. Journal of American science, 8(1), 54-60. Austin, R. D. (2002). Business performance measurement: theory and practice. Cambridge University Press. Azanee, O. (2011). Service quality in universiti kebangsaan Malaysia (UKM) (Doctoral dissertation, Universiti Utara Malaysia). Azeem, M., Paracha, A. T., & Paracha, A. (2013). Connecting training and development with employee engagement: How does it matter. Wolrd applied sciences journal, 28(5), 696-703. Aziz, F., & Akhtar, M. M. S. (2014). Impact of training on teachers competencies at higher education level in Pakistan. Researchers World, 5(1), 121-128. Baer, A. K. (2014). The Effect of Career and University Preparation Resources on Cambodian Students' Post-Secondary Academic and Career Goals and Expectations. (Doctoral dissertation, Lehigh University). Barrick, M. R., & Mount, M. K. (1993). Autonomy as a moderator of the relationships between the Big Five personality dimensions and job performance. Journal of applied Psychology, 78(1), 111-118. Baykal, P. D. N., Akkaya, P. D. A., Cillingir, P. D. C., Cakir, M. P., Acartuk, C., Alkan, S., … Tasci, C. (2014). University Ranking by Academic Performance ( URAP ) Press Release November 12 , 2014. Australia. Becker, B., & Gerhart, B. (1996). The impact of human resource management on organizational performance: Progress and prospects. Academy of management journal, 39(4), 779-801. Bilal, M., & Khan, I. (2012). Issues and prospects behind the depressed higher education in Pakistan. Interdisciplinary journal of contemporary research in business, 4(7), 157-173. Bjurberg, H. (2014). Academic achievement and personality traits : an empirical and neurobiological investigation (Dissertation). Retrieved from http://urn.kb.se/resolve? urn=urn:nbn:se:his:diva-9540. Brown, D. (Ed.). (2002). Career choice and development. John Wiley & Sons. Buttner, S., Pijl, S. J., Bijstra, J., & Van den Bosch, E. (2016). Personality traits of expert teachers of students with EBD: clarifying a teacher's X-factor. International journal of inclusive education, 20(6), 569-587. Caruana, S., Lefeuvre, R., & Mollaret, P. (2014). Looking for performance in personality inventories: The primacy of evaluative information over descriptive traits. European journal of social psychology, 44(6), 622-635. Chamorro-Premuzic, T., & Furnham, A. (2003). Personality predicts academic performance: Evidence from two longitudinal university samples. Journal of research in personality, 37(4), 319-338. Chang, C. H., Ferris, D. L., Johnson, R. E., Rosen, C. C., & Tan, J. A. (2012). Core self-evaluations: A review and evaluation of the literature. Journal of management, 38(1), 81-128. Chaudhry, M. S., Sohail, F., & Riaz, N. (2013). Impact of employee relation on employee performance in hospitality industry of Pakistan. Entrepreneurship and innovation management journal, 1(1), 60-72. McCain, C. S. L., Tsai, H., & Bellino, N. (2010). Organizational justice, employees' ethical behavior, and job satisfaction in the casino industry. International journal of contemporary hospitality management, 22(7), 992-1009. Chen, G., Huang, W., & Tang, Y. (2013). Predicting managerial coaching behaviors by the Big-Five personality traits. Journal of human resource and sustainability studies, 1(04), 76-84. Chen, S. H., Wang, H. H., & Yang, K. J. (2009). Establishment and application of performance measure indicators for universities. The TQM journal, 21(3), 220-235. Chen, Y. N. K. (2011). Social capital, human capital, and career success in public relations in Taiwan. Chinese journal of communication, 4(4), 430-449. https://doi.org/10.1080/17544750.2011.616290. Chêne, M. (2008). Overview of corruption in Pakistan. Transparency International. Retrieved https://www.incpak.com/wp-content/uploads/2012/12/expert-helpdesk-174.pdf. Chiang, H. T., & Lin, M. C. (2013). Management team characteristics: Evidence from University governance and school performance. Global journal of business research, 7(2), 29–47. Cho, S., Woods, R. H., Jang, S. S., & Erdem, M. (2006). Measuring the impact of human resource management practices on hospitality firms’ performances. International journal of hospitality management, 25(2), 262-277. https://doi.org/10.1016/j.ijhm.2005.04.001. Choi, S. (2011). Organizational justice and employee work attitudes: The federal case. The American review of public administration, 41(2), 185-204. https://doi.org/10.1177/0275074010373275. Choudhary, P., & Kumar, R. (2011). Impact of organizational justice on organizational effectiveness. Industrial engineering letters, 1(3), 18-25. Colquitt, J. a. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of applied psychology, 86(3), 386–400. https://doi.org/10.1037//0021-9010.86.3.386. Creswell, J. W. (2003). Chapter one: Framework for design. In research design qualitative, quantative and mixed methods approaches. Cropanzano, R., Bowen, D. E., & Gilliland, S. W. (2007). The management of organizational justice. Academy of management perspectives, 21(4), 34-48. Retrieved from http://www.jstor.org/stable/10.2307/27747410. Dai, G., De Meuse, K. P., & Tang, K. Y. (2013). The role of learning agility in executive career success: The results of two field studies. Journal of managerial issues, 108-131. Danish, R. Q., Munir, Y., Ishaq, M. I., & Arshad, A. (2014). Role of organizational learning, climate and justice on teachers’ extra-role performance. Journal of basic and applied scientific research, 4(1), 9-14. Day, D. V., & Silverman, S. B. (1989). Personality and job performance: Evidence of incremental validity. Personnel psychology, 42(1), 25-36. https://doi.org/10.1111/j.1744-6570.1989.tb01549.x. De Feyter, T., Caers, R., Vigna, C., & Berings, D. (2012). Unraveling the impact of the Big Five personality traits on academic performance: The moderating and mediating effects of self-efficacy and academic motivation. Learning and individual differences, 22(4), 439-448. https://doi.org/10.1016/j.lindif.2012.03.013. Delaney, J. T., & Huselid, M. A. (1996). The impact of human resource management practices on perceptions of organizational performance. Academy of management journal, 39(4), 949-969. https://doi.org/10.2307/256718. Delery, J. E. (1998). Issues of fit in strategic human resource management: Implications for research. Human resource management review, 8(3), 289–309. https://doi.org/10.1016/s1053-4822(98)90006-7. Delery, J. E., & Doty, D. H. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of management Journal, 39(4), 802-835. https://doi.org/10.2307/256713. Den Hartog, D. N., Boon, C., Verburg, R. M., & Croon, M. A. (2013). HRM, communication, satisfaction, and perceived performance: A cross-level test. Journal of management, 39(6), 1637-1665. https://doi.org/10.1177/0149206312440118. Devasagayam, H. C., & Rao, M. (2014). The human aspects of globally distributed work teams in the Indian information technology industry: Effect of justice perception on team performance. Global journal of management and business research. 14 (1), 9-21. Devonish, D., & Greenidge, D. (2010). The effect of organizational justice on contextual performance, counterproductive work behaviors, and task performance: Investigating the moderating role of ability-based emotional intelligence. International journal of selection and assessment, 18 (1), 75–86. https://doi.org/10.1111/j.1468-2389.2010.00490.x. Dilshad, R. M., Yousef, M. Y. H., & Ashraf, M. M. (2012). Higher education in Pakistan : Towards developing a quality culture in universities. International journal of academic research, 4(1), 102–107. Dries, N., Pepermans, R., Hofmans, J., & Rypens, L. (2009). Development and validation of an objective intra-organizational career success measure for managers. Journal of organizational behaviour, 30(4), 543–560. https://doi.org/10.1002/job.564. Dundar, T., & Tabancali, E. (2012). The relationship between organizational justice perceptions and job satisfaction levels. Procedia-social and behavioral sciences, 46, 5777-5781. https://doi.org/10.1016/j.sbspro.2012.06.513. Durkheim, E. (1964). The division of labour in society. Wiley (Oritional). London, United Kingdom: Free press of Glencoe. Retrieved from https://www.jstor.org/stable/pdf/2796343.pdf?_=1463525819682. Eden, J. (2007). How individuals' definitions of career success influence their decisions about whether to seek a promotion. (Masters Thesis, Ottawa, Ontario: Carleton University). Retrieved from https://curve.carleton.ca/system/files/theses/30218.pdf. Fabio, Di. A., & Palazzeschi, L. (2012). Organizational justice: personality traits or emotional intelligence? An empirical study in an Italian hospital context. Journal of employment counseling, 49(1), 31-42. Frazier, P. A., Tix, A. P., & Barron, K. E. (2004). Testing moderator and mediator effects in counseling psychology research. Journal of counseling psychology, 51(1), 115-134. https://doi.org/10.1037/0022-0167.51.1.115. Fu, Y., & Lihua, Z. (2012). Organizational justice and perceived organizational support: The moderating role of conscientiousness in China. Nankai business review international, 3(2), 145-166. https://doi.org/10.1108/20408741211244398. Ghosh, P., Rai, A., & Sinha, A. (2014). Organizational justice and employee engagement: Exploring the linkage in public sector banks in India. Personnel review, 43(4), 628-652. https://doi.org/10.1108/PR-08-2013-0148. Giauque, D., Resenterra, F., & Siggen, M. (2010). The relationship between HRM practices and organizational commitment of knowledge workers. Facts obtained from Swiss SMEs. Human Resource Development International, 13(2), 185–205. https://doi.org/10.1080/13678861003703716. Gieter, S. De, Hofmans, J., & Pepermans, R. (2011). Revisiting the impact of job satisfaction and organizational commitment on nurse turnover intention: An individual differences analysis. International journal of nursing studies, 48(12), 1562–1569. https://doi.org/10.1016/j.ijnurstu.2011.06.007. Gladies, J. J., & Kennedy, D. V. (2015). Impact of institutional environment on career success of faculty in higher education institutions. International journal of management, 6(1), 129-138. Gonzalez-Mulé, E., DeGeest, D. S., Kiersch, C. E., & Mount, M. K. (2013). Gender differences in personality predictors of counterproductive behavior. Journal of managerial psychology, 28(4), 333–353. https://doi.org/10.1108/JMP-12-2012-0397. Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of race on organizational experiences, job performance evaluations, and career outcomes. Academy of management journal, 33(1), 64-86. https://doi.org/10.2307/256352. Gunz, H. P., & Peiperl, M. (2007). Handbook of career studies. SAGE publications. Gyambrah, M., Sesay, R. M., & Amponsah, M. O. (2017). Stress levels and management strategies among distance education students. International review of social sciences and humanities, 12(2), 33-51. Haider, S. Z. (2008). Challenges in higher education: Special reference to Pakistan and South Asian developing countries. Nonpartisan education review, 4(2), 1-12. Halai, N. (2013). Quality of private universities in Pakistan: An analysis of higher education commission rankings 2012. International journal of educational management, 27(7), 775-786. Hanna, A. L. (2014). The global youth unemployment crisis. Duke University. Duke University, Durham, NC. Hasnain, Z., Manning, N., & Pierskalla, J. H. (2012). Performance-related pay in the public sector: a review of theory and evidence. The World Bank. Hassan, A., & Hashim, J. (2011). Role of organizational justice in determining work outcomes of national and expatriate academic staff in Malaysia. International journal of commerce and management, 21(1), 82-93. Hassan, M., Ul. (2008). An analytical study of human resource developement through inservice teachers training and developement (Doctoral dissertation, National University of Modern Languages, Islamabad). HEC Statistical information. (2015). Retrieved May 9, 2016, from http://hec.gov.pk/OurInstitutes/Pages/Default.aspx. Helfat, C. E. (2011). Dynamic Capabilities and Strategic Management: Organizing for Innovation and Growth. By David J. Teece. R&D Management, 41(2), 217-218. Helfat, C. E., Finkelstein, S., Mitchell, W., Peteraf, M., Singh, H., Teece, D., & Winter, S. G. (2009). Dynamic capabilities: Understanding strategic change in organizations. John Wiley & Sons. https://doi.org/10.1017/CBO9781107415324.004. Heponiemi, T., Kuusio, H., Sinervo, T., & Elovainio, M. (2010). Job attitudes and well-being among public vs. private physicians: organizational justice and job control as mediators. The European journal of public health, 21(4), 520-525. https://doi.org/10.1093/eurpub/ckq107. Heslin, P. A. (2003). Self-and other-referent criteria of career success. Journal of career assessment, 11(3), 262-286. Heslin, P. A. (2005). Conceptualizing and evaluating career success. Journal of organizational behavior, 26(2), 113-136. https://doi.org/10.1002/job.270. Hogan, R., Chamorro-Premuzic, T., & Kaiser, R. B. (2013). Employability and career success: Bridging the gap between theory and reality. Industrial and organizational psychology, 6(1), 3-16. https://doi.org/10.1111/iops.12001. Holmes, C., Kirwan, J. R., Bova, M., & Belcher, T. (2015). An investigation of personality traits in relation to job performance of online instructors. Online journal of distance learning administration, 18(1), 1-9. Hoodbhoy, P. (2009). Pakistan's higher education system-what went wrong and how to fix it. The Pakistan development review, 48(4), 581-594. Hsieh, H. H., & Huang, J. T. (2014). The effects of socioeconomic status and proactive personality on career decision self‐efficacy. The career development quarterly, 62(1), 29-43. https://doi.org/10.1002/j.2161-0045.2014.00068.x. Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of management journal, 38(3), 635-672. https://doi.org/10.2307/256741. Husin, S., Chelladurai, P., & Musa, G. (2012). HRM practices, organizational citizenship behaviors, and perceived service quality in golf courses. Journal of sport management, 26(2), 143-158. Igbaekemen, G. O., Charles, A. T., & Odivwri, J. E. (2014). Analysis of training and development management practices: a case study of zenith bank Nigeria PLC. Higher education of social science, 6(3), 170-175. https://doi.org/10.3968/4928. Ijaz, A., Irfan, S. M., Shahbaz, S., Awan, M., & Sabir, M. (2011). An empirical model of student satisfaction: Case of Pakistani public sector business schools. Journal of quality and technology management, 7(2), 91-114. Ikram, A. (2014). News & views govt ensures support for higher education. Ilie, A., Penney, L. M., Ispas, D., & Iliescu, D. (2012). The role of trait anger in the relationship between stressors and counterproductive work behaviors: Convergent findings from multiple studies and methodologies. Applied psychology, 61(3), 415-436. https://doi.org/10.1111/j.1464-0597.2011.00476.x. Ilies, R., Fulmer, I. S., Spitzmuller, M., & Johnson, M. D. (2009). Personality and citizenship behavior: The mediating role of job satisfaction. Journal of applied psychology, 94(4), 945-959. https://doi.org/10.1037/a0013329. Iqbal, M. Z., Arif, M. I., & Abbas, F. (2011). HRM practices in public and private universities of Pakistan: A comparative study. International education studies, 4(4), 215-222. https://doi.org/10.5539/ies.v4n4p215. Ishtiaq, A. K. (2015). Pakistan mae science aor technology ka enqalab kesay burpa ho sakta hae. Retrieved from: http:// m.hamariweb.com /articles/ detail.aspx?id=4808. Ituma, A., Simpson, R., Ovadje, F., Cornelius, N., & Mordi, C. (2011). Four ‘domains’ of career success: how managers in Nigeria evaluate career outcomes. The International journal of human resource management, 22(17), 3638-3660. Jacobs, G., Belschak, F. D., & Den Hartog, D. N. (2014). (Un) ethical behavior and performance appraisal: the role of affect, support, and organizational justice. Journal of business ethics, 121(1), 63-76. https://doi.org/10.1007/s10551-013-1687-1. Javaid, U. (2010). Corruption and its deep impact on good governance in Pakistan. Pakistan economic and social review, 123-134. Jia, H., Jia, R., & Karau, S. (2013). Cyberloafing and personality: The impact of the Big Five traits and workplace situational factors. Journal of Leadership & organizational studies, 20(3), 358-365. Jiang, K., Lepak, D. P., Han, K., Hong, Y., Kim, A., & Winkler, A. L. (2012). Clarifying the construct of human resource systems: Relating human resource management to employee performance. Human resource management review, 22(2), 73-85. Judge, T. A., & Bono, J. E. (2001). Relationship of core self-evaluations traits-self-esteem, generalized self-efficacy, locus of control, and emotional stability with job satisfaction and job performance: A meta-analysis. Journal of applied psychology, 86(1), 80-92. https://doi.org/10.1037//0021-9010.86.1.80. Judge, T. A., Bono, J. E., Erez, A., & Locke, E. A. (2005). Core self-evaluations and job and life satisfaction: the role of self-concordance and goal attainment. Journal of applied psychology, 90(2), 257-268. https://doi.org/10.1037/0021-9010.90.2.257. Judge, T. A., Cable, D. M., Boudreau, J. W., & Bretz Jr, R. D. (1995). An empirical investigation of the predictors of executive career success. Personnel psychology, 48(3), 485-519. Judge, T. A., Heller, D., & Mount, M. K. (2002). Five-factor model of personality and job satisfaction: A meta-analysis. Journal of applied psychology, 87(3), 530-541. https://doi.org/10.1037//0021-9010.87.3.530. Judge, T. A., Higgins, C. A., Thoresen, C. J., & Barrick, M. R. (1999). The big five personality traits, general mental ability, and career success across the life span. Personnel psychology, 52(3), 621-652. https://doi.org/10.1111/j.1744-6570.1999.tb00174.x. Judge, T. A., Klinger, R., Simon, L. S., & Yang, I. W. F. (2008). The contributions of personality to organizational behavior and psychology: Findings, criticisms, and future research directions. Social and personality psychology compass, 2(5), 1982-2000. https://doi.org/10.1111/j.1751-9004.2008.00136.x. Kadri, A.H. (2015). Higher education accountability performance in Padang state university. Journal of Education and Practice, 6(2), 77-86. Kaifi, B. A., Khanfar, N. M., Nafei, W. A., & Kaifi, M. M. (2013). The Need for Human Resource Managers to Understand and Prepare for Future Employees: A Study on the Perceptions of Business Students on Job Performance. Journal of Management and Sustainability, 3(4), 103–109. Karapinar, P. B., Camgöz, S. M., & Ergeneli̇, A. (2013). Organizational Justice-Job Satisfaction Relationship: The Moderating Effects of Big-Five Personality Traits in Banking Employees. Iktisat Isletme ve Finans, 28(322), 35-60. Karriker, J. H., & Williams, M. L. (2009). Organizational justice and organizational citizenship behavior: A mediated multifoci model. Journal of management, 35(1), 112-135. Kelly, B., & Morse, R. (2014). Quaid-i-Azam University ranked among 500 Best Global Universities. Qatar. Khalid, M., Rehman, C., & Ilyas, D. (2014). HRM practices and employee performance in public sector organizations in Pakistan: An empirical study. International journal of management sciences and business research, 3(2), 69–77. Khalid, S., Irshad, M. Z., & Mahmood, B. (2012). Job satisfaction among academic staff: A comparative analysis between public and private sector universities of Punjab, Pakistan. International journal of business and management, 7(1), 126-136. Khalid, S., Irshad, M. Z., & Mahmood, B. (2012). Job satisfaction among academic staff: A comparative analysis between public and private sector universities of Punjab, Pakistan. International journal of business and management, 7(1), 126.-136. Khan, A. K., Quratulain, S., & Crawshaw, J. R. (2013). The mediating role of discrete emotions in the relationship between injustice and counterproductive work behaviors: A study in Pakistan. Journal of business and psychology, 28(1), 49-61. https://doi.org/10.1007/s10869-012-9269-2. Khan, I., Ghauri, T. A., & Akram, K. (2012). Relationship between job satisfaction and HR practices, an empirical research of different sectors of university teachers in Pakistan. International journal of learning and development, 2(3), 25-33. https://doi.org/10.5296/ijld.v2i3.1756. Khan, M. A., & Afzal, H. (2011). High level of education builds up strong relationship between organizational culture and organization performance in Pakistan. The international journal of human resource management, 22(7), 1387-1400. https://doi.org/10.1080/09585192.2011.561955. Khan, M. M. (2010). Issues of access in public and private Higher Education institutions in Islamabad Pakistan. Open Access Dissertations, 186. https://scholarworks.umass.edu/open_access_dissertations/186?utm_source=scholarworks.umass.edu%2Fopen_access_dissertations%2F186&utm_medium=PDF&utm_campaign=PDFCoverPages. Khan, Q. I., Shamsudin, A. S., & Ismail, M. S. S. S. (2015). The influence of career planning and hrm practices on career success of faculty members in public sector universities of Pakistan. Journal of resources development and management, 9, 68-75. Khan, Q. I., Shamsudin, A. S., & Ismail, M. S. S. S. (2016a). Career Success and Organizational Justice as the Potential Predictors of Perceived University Performance : A Study from Public Sector Universities of Pakistan. European Journal of Business and Management, 8(16), 131–139. Khan, Q. I., Shamsudin, A. S., & Ismail, M. S. S. S. (2016b). The mediatingeEffect of career success on HRM practices and university Performance : A study from public sector universities of Pakistan. Current Economics and Management Research, 2(1), 1–8. Khan, Q. I., Yahya. K.K., & Yean, T. F. (2014). The effect of human capital, reward system and career commitment on career success: Mediating role of counterproductive work behaviour in higher education sector of Pakistan. In 7th national human resource management conference (pp. 14–19). Kiran, A., Noor, A., & Khan, M. A. (2014). Downsizing effects on survivors. Journal of basic and applied scientific research, 4(5), 105–115. Klassen, R. M., & Tze, V. M. C. (2014). Teachers’ self-efficacy, personality, and teaching effectiveness: A meta-analysis. Educational research review, 12, 59–76. https://doi.org/10.1016/j.edurev.2014.06.001. Kottke, J. L., & Agars, M. D. (2005). Understanding the processes that facilitate and hinder efforts to advance women in organizations. Career development international, 10(3), 190–202. https://doi.org/10.1108/13620430510598319. Kovačević, I., Zunić, P., & Mihailović, D. (2013). Concept of Organizational Justice in the Context of Academic Achievement. Management journal for theory and practice management, 18 (69), 37-46. https://doi.org/10.7595/management.fon.2013.0024. Kozako, I. N. A. M. F., Safin, S. Z., & Rahim, A. R. A. (2013). The relationship of big five personality traits on counterproductive work behaviour among hotel employees: An exploratory study. Procedia economics and finance, 7, 181-187. https://doi.org/10.1016/S2212-5671(13)00233-5. Krishnakumar, S., & Robinson, M. D. (2015). Maintaining an even keel: An affect-mediated model of mindfulness and hostile work behavior. Emotion, 15(5), 579-589. http://psycnet.apa.org/doi/10.1037/emo0000060. Kumar, M., Talib, S. A., & Ramayah, T. (2012). Business research methods. Kualalampore, Malaysia: Oxford university press. Retrieved from http://www.oxfordfajar.com.my/higher-education/business-research-methods/529. Kura, K. M. (2014). Organisational formal controls, group norms and workplace deviance: The moderating role of self-regulatory efficacy (Doctoral dissertation, Universiti Utara Malaysia). Laila, Z., & Md. Sajjad, H. (2012). A comparative analysis of human resource management practices between a local and foreign banks of Malaysia. Far east journal of psychology and business, 9(1), 58–73. Le, H., Oh, I.-S., Robbins, S. B., Ilies, R., Holland, E., & Westrick, P. (2011). Too much of a good thing: curvilinear relationships between personality traits and job performance. The journal of applied psychology, 96(1), 113–133. https://doi.org/10.1037/a0021016 Lee, S., & Ohtake, F. (2012). The effect of personality traits and behavioral characteristics on schooling, earnings and career promotion. Journal of behavioral economics and finance, 5 (1), 231-238. Lee, S.-H. (2010). Using fuzzy AHP to develop intellectual capital evaluation model for assessing their performance contribution in a university. Expert systems with applications, 37(7), 4941–4947. https://doi.org/10.1016/j.eswa.2009.12.020. Lent, R. W., & Brown, S. D. (2008). Social cognitive career theory and subjective well-being in the context of work. Journal of career assessment, 16(1), 6-21. Lent, R. W., Brown, S. D., & Hackett, G. (1994). Toward a unifying social cognitive theory of career and academic interest, choice, and performance. Journal of vocational behavior, 45(1), 79-122. Lent, R. W., Lopez Jr, A. M., Lopez, F. G., & Sheu, H. B. (2008). Social cognitive career theory and the prediction of interests and choice goals in the computing disciplines. Journal of vocational behavior, 73(1), 52-62. https://doi.org/10.1016/j.jvb.2008.01.002. Lin, C. P., Tsai, Y. H., Joe, S. W., & Chiu, C. K. (2012). Modeling the relationship among perceived corporate citizenship, firms’ attractiveness, and career success expectation. Journal of business ethics, 105(1), 83-93. https://doi.org/10.1007/s10551-011-0949-z. Liu, N. C., & Cheng, Y. (2005). The academic ranking of world universities. Higher education in Europe, 30(2), 127-136. https://doi.org/10.1080/03797720500260116. Locke, E. A., & Latham, G. P. (2006). New directions in goal-setting theory. Current directions in psychological science, 15(5), 265-268. https://doi.org/10.1111/j.1467-8721.2006.00449.x. Lucas, C. T. (2013). Development of a preliminary scale of counterproductive experiences in supervision: Attitudes of clinical psychology internship directors of training. (Doctoral dissertation: Pepperdine University). Maanen, V. J. (1977). Organizational careers: Some new perspectives. John Wiley & Sons. Mafini, C. (2014). The relationship between job satisfaction and life satisfaction: Empirical evidence from logistics practitioners in a South African steel-making company. The international business & economics research journal (Online), 13(3), 453-462. https://doi.org/10.19030/iber.v13i3.8585. Malik, A. A. (2015). Identification of the factors of quality teacher training and development of a model program in Pakistan. VFAST transactions on education and social sciences, 5(2), 1-15. Malik, M. E., Nawab, S., Naeem, B., & Danish, R. Q. (2010). Job satisfaction and organizational commitment of university teachers in public sector of Pakistan. International journal of business and management, 5(6), 17-26. Mangi, R. A., Soomro, H. J., & Ghumro, I. A. (2011). Strategic analysis of public sector universities in Pakistan. Interdisciplinary journal of contemporary research in business, 3 (5), 656-668. Maples, J. L., Guan, L., Carter, N. T., & Miller, J. D. (2014). A test of the International Personality Item Pool representation of the Revised NEO Personality Inventory and development of a 120-item IPIP-based measure of the five-factor model. Psychological assessment, 26(4), 1070-1084. Marachi, V. J., & Wario, W. G. (2013). Effects of human resources management practices on talent development in public organizations: A case study of Kenya Power. International journal of social sciences and entrepreneurship, 1(7), 639-653. Martínez-Tur, V., Moliner, C., Ramos, J., Luque, O., & Gracia, E. (2014). Quality and well-being in service organizations: the role of service climate and organizational justice. Papeles del psicólogo, 35(2), 99-106. Martinson, B. C., Crain, A. L., De Vries, R., & Anderson, M. S. (2010). The importance of organizational justice in ensuring research integrity. Journal of empirical research on human research ethics, 5(3), 67-83. https://doi.org/10.1525/jer.2010.5.3.67. McCrae, R. R., & Costa, P. T. (1987). Validation of the five-factor model of personality across instruments and observers. Journal of personality and social psychology, 52(1), 81. Meier, K. J., & O'Toole, L. J. (2010). Organizational performance: Measurement theory and an application: Or, common source bias, the Achilles heel of public management research. Cardiff University. https://ssrn.com/abstract=1642740. Memon, G. R. (2007). Education in Pakistan: The key issues, problems and the new challenges. Journal of management and social sciences, 3(1), 47-55. Mendolia, S., & Walker, I. (2014). The effect of personality traits on subject choice and performance in high school: Evidence from an English cohort. Economics of education review, 43, 47-65. https://doi.org/10.1016/j.econedurev.2014.09.004. Meng, Z., Li, G., Wang, B. P., & Hao, P. (2015). A hybrid chaos control approach of the performance measure functions for reliability-based design optimization. Computers & structures, 146, 32-43. https://doi.org/10.1016/j.compstruc.2014.08.011. Metzer, S. A., De Bruin, G. P., & Adams, B. G. (2014). Examining the construct validity of the basic traits inventory and the ten-item personality inventory in the South African context. SA Journal of industrial psychology, 40(1), 1-9. https://doi.org/http://dx.doi.org.10.4102/sajip.v40i1.1005. Modell, S. (2003). Goals versus institutions: the development of performance measurement in the Swedish university sector. Management accounting research, 14(4), 333-359. https://doi.org/10.1016/j.mar.2003.09.002. Mohamed, S. A. (2014). The relationship between organizational justice and quality performance among healthcare workers: a pilot study. The scientific world journal, 1-8. http://dx.doi.org/10.1155/2014/757425. Moideenkutty, U., Al-Lamki, A., & Sree Rama Murthy, Y. (2011). HRM practices and organizational performance in Oman. Personnel review, 40(2), 239-251. https://doi.org/10.1108/00483481111106101. Mokhtar, Z.S.B.A. (2012). Influence of rewards system to career planning and success of employee (Doctoral dissertation, Universiti Utara Malaysia). Mukhtar, U., Islam, Z., & Siengthai, S. (2011). Conflicts in higher education and perceived quality of education: Empirical evidence from Pakistan. Research in higher education journal, 13 (1), 1-12. Mumtaz, A., Khan, I., Aslam, H. D., & Ahmad, B. (2012). Impact of HR practices on job satisfaction of university teacher: evidence from universities in Pakistan. Industrial Engineering Letters, 1 (1), 10-17. Murtaza, G., Shad, I., & Malik, W. S. (2011). Impact of Organizational Justice on Employees' Job Satisfaction: Evidence from Pakistan. In International Conference on Management (ICM 2011) Proceedin, pp. 1123-1135. Nabi, G. R. (1999). An investigation into the differential profile of predictors of objective and subjective career success. Career development international, 4(4), 212-225. Nabi, G. R. (2001). The relationship between HRM, social support and subjective career success among men and women. International journal of manpower, 22(5), 457-474. https://doi.org/10.1108/EUM0000000005850. Naeen, A., & Mirza, M. S. (2012). Faculty training and development in the public sector universities of Punjab. International journal of business and social science, 3(3), 233–240. Naqvi, S. (2008). Overview of higher education commission (HEC) support for academia in Pakistan. In CBM-CI International Workshop, Karachi, Pakistan, 37-48. Naseer, M., Mahmood, A., & Kanwal, S. (2015). Impact of career success on organizational performance: a study of health care sector. Pakistan Journal of Commerce and Social Sciences, 9(3), 742-760. Nasir, J. A., & Tahir, M. H. (2012). A literature based critical analysis on the report population stabilization: The case for Pakistan. Pakistan journal of commerce and social sciences, 6(2), 325-331. Nasurdin, A. M., Hazlina Ahmad, N., & Arwani Razalli, A. (2014). Politics, justice, stress, and deviant behaviour in organizations: An empirical analysis. International journal of business & society, 15(2), 235-254. Newman, D., Moncarz, E., Kay, C., & DeVeau, L. T. (2010). Management philosophies and lodging success : An exploratory study. Retrieved from http://scholarworks.umass.edu/refereed/CHRIE_2010/Wednesday/1. Ng, T. W. H., & Feldman, D. C. (2013). Employee age and health. Journal of vocational behavior, 83(3), 336–345. https://doi.org/10.1016/j.jvb.2013.06.004. Ng, T. W. H., & Feldman, D. C. (2014b). Subjective career success: A meta-analytic review. Journal of vocational behavior, 85(2), 169–179. https://doi.org/10.1016/j.jvb.2014.06.001. Ng, T. W. H., Eby, L. T., Sorensen, K. L., & Feldman, D. C. (2005). Predictors of objective and subjective career success: A meta-analysis. Personnel psychology, 58(2), 367–408. https://doi.org/10.1111/j.1744-6570.2005.00515.x. Ng, T. W., & Feldman, D. C. (2014a). A conservation of resources perspective on career hurdles and salary attainment. Journal of vocational behavior, 85(1), 156-168. https://doi.org/10.1016/j.jvb.2014.05.008. Niazi, M. M. K. (2014). Impact of human resource practices on job satisfaction: A study of textile industry of Pakistan. Studies, 3(1), 27-31. Nye, J. V., Orel, E., & Kochergina, E. (2013). Big five personality traits and academic performance in Russian universities. Higher school of economics research paper no. WP BRP 10/PSY/2013. Available at https://ssrn.com/abstract=2265395. Obschonka, M., Schmitt-Rodermund, E., & Terracciano, A. (2014). Personality and the gender gap in self-employment: A multi-nation study. PloS one, 9(8), 1-11. https://doi.org/10.1371/journal.pone.0103805. Oh, I. S., Wang, G., & Mount, M. K. (2011). Validity of observer ratings of the five-factor model of personality traits: a meta-analysis. Journal of applied psychology, 96(4), 762-773. https://doi.org/10.1037/a0021832. Oh, J. R. (2013). The impact of organizational justice on career satisfaction of employees in the public sector of South Korea. Retrieved from the university of Minnesota digital conservancy, http://hdl.handle.net/11299/154067. Ohana, M. (2014). A multilevel study of the relationship between organizational justice and affective commitment. Personnel review, 43(5), 654-671. https://doi.org/10.1108/PR-05-2013-0073. Olsson, L. E., Gärling, T., Ettema, D., Friman, M., & Fujii, S. (2013). Happiness and satisfaction with work commute. Social indicators research, 111(1), 255-263. https://doi.org/10.1007/s11205-012-0003-2. Oshagbemi, T. (2004). Age influences on the leadership styles and behaviour of managers. Employee relations, 26(1), 14-29. Pachulicz, S., Schmitt, N., & Kuljanin, G. (2008). A model of career success: A longitudinal study of emergency physicians. Journal of vocational behavior, 73(2), 242-253. https://doi.org/10.1016/j.jvb.2008.05.003. Pakistan has world’s weakest higher education system, QS rankings. (2016). Retrieved May 20, 2016, from http://tribune.com.pk/story/1106840/pakistan-worlds-weakest-higher-education-system-say-qs-rankings/. Pakistan-Education. (2015). Retrieved January 14, 2015, from http://countrystudies.us/pakistan/42.htm. Parasuraman, A., Zeithaml, V. A., & Berry, L. L. (1988). Servqual: A multiple-item scale for measuring consumer perceptions of services. Journal of retailing, 64(1), 12-40. Parveen, A., Rashid, K., Iqbal, M. Z., & Khan, S. (2011). System and reforms of higher education in Pakistan. International journal of business and social science, 2(20), 260-267. Patrick, C. L. (2011). Student evaluations of teaching: effects of the big five personality traits, grades and the validity hypothesis. Assessment & evaluation in higher education, 36(2), 239-249. https://doi.org/10.1080/02602930903308258. Peng, Y.-P. (2014). Job satisfaction and job performance of university librarians: A disaggregated examination. Library & information science research, 36(1), 74–82. https://doi.org/10.1016/j.lisr.2013.02.006. Pol, H. Van Der. (2014). Higher education in Asia : Expanding out, expanding up. UNESCO Institute for Statistics. Retrieved from http://www.uis.unesco.org. Praskova, A., Creed, P. A., & Hood, M. (2015). Career identity and the complex mediating relationships between career preparatory actions and career progress markers. Journal of vocational behavior, 87, 145–153. https://doi.org/10.1016/j.jvb.2015.01.001. Praskova, A., Hood, M., & Creed, P. A. (2014). Testing a calling model of psychological career success in Australian young adults: A longitudinal study. Journal of vocational behavior, 85(1), 125-135.https://doi.org/10.1016/j.jvb.2014.04.004. Preacher, K. J., & Hayes, A. F. (2008). Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior research methods, 40(3), 879-891. https://doi.org/10.3758/BRM.40.3.879. Qayyum, W., & Siddiqui, R. (2007). Causes of youth unemployment in Pakistan. The Pakistan development review, 46 (4), 611-621. Quality and Research Based Ranking of Pakistani HEIs 2013 Ranking , Methodology , Criteria & Weights. (2013). Islamabad. Raan, V. A. F. (2005). Fatal attraction: Conceptual and methodological problems in the ranking of universities by bibliometric methods. Scientometrics, 62(1), 133-143. Radiah, O., & Othman, R. (2014). Higher education institutions and social performance : evidence from public and private institution. International juournal of business and society, 15(1), 1–18. Raemah, A. H. (2010). Perceived leadership styles and commitment to service quality among academic staff: The mediating influence of job satisfaction (Doctoral dissertation, Universiti Utara Malaysia). Rahman, M. M. (2013). Career development services (CDS) at the university level: A study on two private universities in Bangladesh. Journal of business and technology (Dhaka), 8(1-2), 95-113. Rahman, W., & Shah, B. (2012). The mediating effects of perceived employee development on the relationships between performance appraisal and job performance in public universities of Khyber Pakhtunkhwa, Pakistan. Business and management review, 2(1), 11-26. http://www.businessjournalz.org/articlepdf/BMR_2108u1.pdf. Raihan, J. M. H. (2012). Mediating effects of organizational commitment and perceived organizational support on HRM practices and turnover intention: A study of private universities in Bangladesh (Doctoral dissertation, Universiti Utara Malaysia). Rasdi, R. M., Garavan, T. N., & Ismail, M. (2012). Networking and managers’ career success in the Malaysian public sector: The moderating effect of managerial level. European journal of training and development, 36(2/3), 195–212. Rast, S., & Tourani, A. (2012). Evaluation of employees' job satisfaction and role of gender difference: An empirical study at airline industry in Iran. International journal of business and social science, 3(7), 91-100. Rawashdeh, A. E. T. (2013). Organizational justice and its impact upon job performance in the Jordanian customs department. International management review, 9(2), 29-36. Rehman, D. A. U. (2016). Progress in knowledge based economy. Daily Jang, p. 01. Retrieved from http://e.jang.com.pk/12-12 2016/lahore/pic.asp?picname =09_09.gif. Rehman, S. U. (2016). Measuring service quality in public and private sector university libraries of Pakistan. Pakistan journal of information management & libraries, 13 (1), 1-11. Rehman, S., Gujjar, A. A., Khan, S. A., & Iqbal, J. (2009). Quality of teaching faculty in public sector universities of Pakistan as viewed by teachers themselves. International online journal of educational sciences, 1(1), 48-63. Rhee, J., Zhao, X., & Kim, C. (2014). Effects of HRM practices on Chinese firms’ organizational performance: the moderating effect of CEO support. Asian social science, 10(13), 210-221. https://doi.org/10.5539/ass.v10n13p210. Robbins, S. P. (2005). Organizational Behavior (Eleventh edition). Upper Saddle River: New Jersey, Pearson Prentice Hall. Robbins, S. P., & Judge, T. A. (2013). Organizational Behavior (Fifteenth). Singapore: Prentice Hall. Robins, S. P., & Judge, T. A. (2013). Organizational Behaviour. (S. Yagan, Ed.) (15th ed.). Boston: Pearson Education, Inc. publishing as Prentice Hall. Robinson, S. L., & Bennett, R. J. (1995). A typology of deviant workplace behaviors: A multidimensional scaling study. Academy of management journal, 38(2), 555-572. Russo, M., Guo, L., & Baruch, Y. (2014). Work attitudes, career success and health: Evidence from China. Journal of vocational behavior, 84(3), 248-258. https://doi.org/10.1016/j.jvb.2014.01.009. Sabir, K., Khan, J., Siddiqui, A. Z., & Dad, K. (2012). HRM practices a way for improving skills and commitment of the employees in organization (A case study of banking sector in Pakistan). International journal of asian social science, 2(10), 1735-1741. Sabzwari, S., Kauser, S., & Khuwaja, A. K. (2009). Experiences, attitudes and barriers towards research amongst junior faculty of Pakistani medical universities. BMC medical education, 9(1), 68. https://doi.org/10.1186/1472-6920-9-68. Saeed, R. D., Mizna, Lodhi, R. N., Gill, A. A., Anam, A., Simra, & Amber, Iqbal. (2014). impact of human resource practices on deviant workplace behavior a study on banking sector employees. Journal of basic and applied scientific rerearch, 4(2), 81–86. Safdar, R. (2012). Performance measurement and civil services reforms in Pakistan: a study of public sector organizations. Far East journal of psychology and business, 6(5), 56-68. Saginova, O., Zavyalova, N., Skorobogatykh, I., Grishina, O., & Musatova, Z. (2015). Faculty rankings and management of human capital of a university. Mediterranean journal of social sciences, 6(5), 465-472. https://doi.org/10.5901/mjss.2015.v6n5s4p465. Saher, N., Bibi, S., Farmanullah, S., & Abbas, S. (2014). Career success in pakistan : human capital and social networking. Middle East journal of scientific research, 19(2), 163–171. https://doi.org/10.5829/idosi.mejsr.2014.19.2.2203. Sajid N. M., & Shakeel A. M. (2010). Academic dishonesty and perceptions of Pakistani students. International journal of educational management, 24(7), 655-668. https://doi.org/10.1108/09513541011080020. Sarania, H., Safania, A. M., & Razavi, M. H. (2013). Influence of career satisfaction and justice organization on organizational citizenship behavior in Iranian futsal professional league. Global journal of science, engineering and technology, (14), 18–24. Sardar, S., Rehman, A., Yousaf, U., & Aijaz, A. (2011). Impact of HR practices on employee engagement in banking sector of Pakistan. Interdisciplinary journal of contemporary research in business, 2(9), 378-389. Sarwar, S., Aslam, H. D., & Rasheed, M. I. (2012). Hindering factors of beginning teachers’ high performance in higher education Pakistan: Case study of IUB. International journal of educational management, 26(1), 27–38. https://doi.org/10.1108/09513541211194365. Saunders, M., Lewis, P., & Thornhill, A. (2009). Research methods for business students. Pearson education. Seibert, S. E., & Kraimer, M. L. (2001). The five-factor model of personality and career success. Journal of vocational behavior, 58(1), 1-21. https://doi.org/10.1006/jvbe.2000.1757. Sekaran, U. (1983). Methodological and theoretical issues and advancements in cross-cultural. Journal of international business studies, 14(2), 1–14. Sekaran, U., & Bougie, R. (2016). Research methods for business: A skill building approach. John Wiley & Sons. Retrieved from http://as.wiley.com/WileyCDA/WileyTitle/productCd-1118527860.html. Seldin, P. (1980). Successful faculty evaluation programs: A practical to improve faculty performance and promotion tenuredecisions,. Conventry press, Curgers. Shabbir, M., Khalid, M. I., Dogar, A. H., Amin, M., Saleem, K., Masood, S., & Tatlah, I. A. (2014). Problems and issues in relation to quality assurance practices in higher education : views of students , teachers and heads of quality enhancement cells (QECs). International journal of AYER, 4, 116–122. Retrieved from http://www.ayeronline.com. Shabnam, S., Habib, E., & Mohammad, H. (2013). Investigating the relationship between organizational justice and withdrawal behaviour among the employees of Ardabil technical & vocational training organization. International journal of management and social sciences research, 2(3), 93–99. Shahzad, A. (2013). The Influence of the Macroeconomic Variables and Business Environment on the Foreign Direct Investment Inflows in Pakistan: The Moderating Role of Political Stability (Doctoral dissertation, Universiti Utara Malaysia). Shahzad, K., Bashir, S., & Ramay, M. I. (2008). Impact of HR practices on perceived performance of university teachers in Pakistan. International review of business research papers, 4(2), 302-315. https://doi.org/10.1177/1038411104048170. Shahzad, K., Rehman, K. U., & Abbas, M. (2010). HR practices and leadership styles as predictors of employee attitude and behavior: Evidence from Pakistan. European journal of social sciences, 14(3), 417-426. Shahzad, K., Rehman, U., Shad, I., Gul, A., & Khan, M. A. (2011). Work-life policies and job stress as determinants of turnover intentions of customer service representatives in Pakistan. European journal of social sciences, 19(3), 403-411. Shamsuri, N. A. (2004). Organizational justice as a determinant of job satisfaction and organizational commitment: A study among lecturers and assistant registrars in Universiti Utara Malaysia. Unpublished Master Thesis, Universiti Utara Malaysia. Shan, S., Ishaq, H. M., & Shaheen, M. A. (2015). Impact of organizational justice on job performance in libraries: Mediating role of leader-member exchange relationship. Library management, 36(1/2), 70-85. Shen, Y., Demel, B., Unite, J., Briscoe, J. P., Hall, D. T., Chudzikowski, K., ... & Fei, Z. (2015). Career success across 11 countries: Implications for international human resource management. The international journal of human resource management, 26(13), 1753-1778. Siddique, U., & Farooqi, Y. A. (2014). Investigating the relationship between occupational stress, motivation and job satisfaction among university teachers (A case of university of gujrat). International journal of academic research in progressive education and development, 3(4), 36-46. https://doi.org/10.6007/IJARPED/v3-i4/965. Simo, P., Enache, M., Sallan, J., & Fernandez, V. (2010). Analysis of the relation between subjective career success, organizational commitment and the intention to leave the organization. Transylvanian review of administrative sciences, 29, 144-158. Available at SSRN: https://ssrn.com/abstract=2392790. Singh, S., Darwish, T. K., Costa, A. C., & Anderson, N. (2012). Measuring HRM and organisational performance: concepts, issues, and framework. Management decision, 50(4), 651-667. https://doi.org/10.1108/00251741211220282. Sitta, M. S. (2007). Towards universal primary education. UN Chronicle, 44(4), 23-24. Smeenk, S. G., Eisinga, R. N., Teelken, J. C., & Doorewaard, J. A. C. M. (2006). The effects of HRM practices and antecedents on organizational commitment among university employees. The international journal of human resource management, 17(12), 2035-2054. https://doi.org/10.1080/09585190600965449. Spagnoli, P., & Caetano, A. (2012). Personality and organisational commitment: The mediating role of job satisfaction during socialisation. Career development international, 17(3), 255-275. https://doi.org/10.1108/13620431211241081. Sparrow, P. R., & Budhwar, P. S. (1996). HRM in the new economic environment: an empirical Study of India. Management research news, 19(4/5), 30-34. https://doi.org/10.1108/eb028454. Spector, P. E., & Fox, S. (2010). Theorizing about the deviant citizen: An attributional explanation of the interplay of organizational citizenship and counterproductive work behavior. Human resource management review, 20(2), 132-143. https://doi.org/10.1016/j.hrmr.2009.06.002. Spurk, D., Abele, A. E., & Volmer, J. (2015). The career satisfaction scale in context: A test for measurement invariance across four occupational groups. Journal of career assessment, 23(2), 191-209. https://doi.org/10.1177/1069072714535019. Srikanth, P. B., & Israel, D. (2012). Career commitment & career success: mediating role of career satisfaction. Indian journal of industrial relations, 137-149. Steiner, D. D., & Bertolino, M. (2006). The contributions of organizational justice theory to combating discrimination. Cahiers de l’Urmis, 10-11. Strom, D. L., Sears, K. L., & Kelly, K. M. (2014). Work engagement: The roles of organizational justice and leadership style in predicting engagement among employees. Journal of leadership & organizational studies, 21(1), 71-82. Stumpf, S. A., Doh, J. P., & Tymon Jr, W. G. (2010). The strength of HR practices in India and their effects on employee career success, performance, and potential. Human resource management: Published in Cooperation with the school of business administration, the university of Michigan and in alliance with the society of human resources management, 49(3), 353-375. Supaad, M., Wahat, N. W. A., Fakhruddin, F. M., & Suandi, T. (2013). Factors contributing to the subjective career success among Islamic educators in primary schools. International journal of education and literacy studies, 1(1), 55-60. https://doi.org/10.7575/aiac.ijels.v.1n.1p.55. Sur, S., & Ng, E. S. (2014). Extending theory on job stress: The interaction between the “other 3” and “big 5” personality traits on job stress. Human resource development review, 13(1), 79-101.https://doi.org/10.1177/1534484313492332. Syed, S. (2010). Impact of organizational restructuring on psychological contract breach and attitudes of employees working in private commercial banks of Pakistan (Master's thesis, University of Twente). Talib, N., & Sansgiry, S. S. (2012). Determinants of academic performance of university students. Pakistan journal of psychological research, 27(2), 265-278. Teece, D. J. (2007). Explicating dynamic capabilities: the nature and micro foundations of (sustainable) enterprise performance. Strategic management journal, 28(13), 1319-1350. https://doi.org/10.1002/smj. Teece, D. J. (2009). Dynamic capabilities and strategic management: Organizing for innovation and growth. Oxford university press on demand. Teece, D. J., Pisano, G., & Shuen, A. (1997). Dynamic capabilities and strategic management. Strategic management journal, 18(7), 509-533. Tessema, M. T., & Soeters, J. L. (2006). Challenges and prospects of HRM in developing countries: Testing the HRM–performance link in the Eritrean civil service. The international journal of human resource management, 17(1), 86-105. https://doi.org/10.1080/09585190500366532. Tessema, M. T., Tsegai, G., Ready, K., Embaye, A., & Windrow, B. (2014). Effect of employee background on perceived organizational justice: managerial implications. International review of administrative sciences, 80(2), 443-463. https://doi.org/10.1177/0020852313514516. Tharenou, P. (1997). Managerial career advancement. International review of industrial and organizational psychology, 12, 39–93. Thau, S., Bennett, R. J., Mitchell, M. S., & Marrs, M. B. (2009). How management style moderates the relationship between abusive supervision and workplace deviance: An uncertainty management theory perspective. Organizational behavior and human decision processes, 108(1), 79-92. https://doi.org/10.1016/j.obhdp.2008.06.003. Till, R. E., & Karren, R. (2011). Organizational justice perceptions and pay level satisfaction. Journal of managerial psychology, 26(1), 42-57. https://doi.org/10.1108/02683941111099619. Todd, S. Y., Harris, K. J., Harris, R. B., & Wheeler, A. R. (2009). Career success implications of political skill. The journal of social psychology, 149(3), 279-304. https://doi.org/10.3200/SOCP.149.3.279-304. Top 500 Best Universities. (2014). Daily Dawn, p. 1. Retrieved from http://www.dawn.com/news/1146188. Training, P. S. (2012). Public Sector Training in Pakistan. Conference of Public Sector Training in Pakistan. United States Agency for International Developement (USAID). Tremblay, M., Cloutier, J., Simard, G., Chênevert, D., & Vandenberghe, C. (2010). The role of HRM practices, procedural justice, organizational support and trust in organizational commitment and in-role and extra-role performance. The international journal of human resource management, 21(3), 405-433. https://doi.org/10.1080/09585190903549056. Tremblay, M., Dahan, J., & Gianecchini, M. (2014). The mediating influence of career success in relationship between career mobility criteria, career anchors and satisfaction with organization. Personnel review, 43(6), 818-844. https://doi.org/10.1108/PR-08-2012-0138. Trivellas, P., & Santouridis, I. (2016). Job satisfaction as a mediator of the relationship between service quality and organisational commitment in higher education. An empirical study of faculty and administration staff. Total quality management & business excellence, 27(1-2), 169-183. Turban, D. B., & Dougherty, T. W. (1994). Role of protégé personality in receipt of mentoring and career success. Academy of management journal, 37(3), 688-702. Ullah, M. H., Ajmal, M., & Rahman, F. (2011). Analysis of quality indicators of higher education in Pakistan. Canadian Journal of Social Sciences, 1(1), 1-5. Usman, S. (2014). Governance and higher education in Pakistan: What roles do boards of governors play in ensuring the academic quality maintenance in public universities versus private universities in Pakistan?. International journal of higher education, 3(2), 38-52. https://doi.org/10.5430/ijhe.v3n2p38. Van De Voorde, K., Paauwe, J., & Van Veldhoven, M. (2012). Employee well‐being and the HRM–organizational performance relationship: a review of quantitative studies. International journal of management reviews, 14(4), 391-407. https://doi.org/10.1111/j.1468-2370.2011.00322.x. Vermeeren, B., Kuipers, B., & Steijn, B. (2014). Does leadership style make a difference? Linking HRM, job satisfaction, and organizational performance. Review of public personnel administration, 34(2), 174-195. Vermeeren, B., Kuipers, B., & Steijn, B. (2014). Does leadership style make a difference? linking HRM, job satisfaction, and organizational performance. Review of public personnel administration, 34(2), 174-195. https://doi.org/10.1177/0734371X13510853. Wahab, A. (2016). Factors determining perceived job performance of University leaders in Pakistan (Doctoral dissertation, Universiti Utara Malaysia). Wang, X., Liao, J., Xis, D., & Chang, T. (2010). The impact of organizational justice on work performance: Mediating effect of organizational commitment and leader-me. International journal of manpower, 31(06), 1–9. https://doi.org/http:// dx.doi.org/10.11080/01437721011073364. Watty-Benjamin, W., & Udechukwu, I. (2014). The relationship between HRM practices and turnover intentions: A study of government and employee organizational citizenship behavior in the Virgin Islands. Public personnel management, 43(1), 58-82. https://doi.org/10.1177/0091026013508546. Wikipedia. (2017). Administrative Units of Pakistan. Wood, R., & Bandura, A. (1989). Social cognitive theory of organizational management. Academy of management review, 14(3), 361-384. World University Rankings Methodology for the year 2013-2014. (2015). Retrieved March 15, 2015, from http://www.timeshighereducation.co.uk/world-university-rankings/2013-14/world-ranking/methodology. Xing, Y., Liu, Y., Tarba, S. Y., & Cooper, C. L. (2016). Intercultural influences on managing African employees of Chinese firms in Africa: Chinese managers’ HRM practices. International business review, 25(1), 28-41. Yasir, S., Rizwan, M. K., Fiza, S., & Javed, I. (2013). Career development an imperative of job satisfaction and career commitment : Empirical evidence from Pakistani employees in banking sector. European Journal of business and management, 05(21), 108–119. Yean, T. F. (2010). Career planning, individual's personality traits, HRM practices as determinants to individual career success: The role of career strategies as mediator (Doctoral dissertation, Universiti Utara Malaysia). Yean, T. F., & Yahya, K. K. & Idris, A. (2014). Career success : Its relationship with career values and perceived organizational support. In 7th National human resource management conference, 6–13. Sintok Kedah D.A. Malaysia: Universiti Utara Malaysia. Yean, T. F., & Yahya, K. K. (2011). Personality traits and career strategies as determinants of career satisfaction. Jurnal pengurusan (UKM journal of management), 33, 53-59. Yean, T. F., & Yahya, K. K. (2013). The influence of human resource management practices and career strategy on career satisfaction of insurance agents. International journal of business and society, 14(2), 193-206. Yean, T. F., & Yahya, K. K. (2013). The influence of Malaysian insurance agents" career planning on their career strategies. International journal of e-education, e-business, e-management and e-learning, 3(1), 24-28. https://doi.org/10.7763/IJEEEE.2013.V3.187. Yu, C. (2012). Career success and its predictors: Comparing between Canadian and Chinese. International journal of business and management, 7(14), 88–95. https://doi.org/10.5539/ijbm.v7n14p88 Zabed, A. S. M., & Shoeb, M. Z. H. (2009). Measuring service quality of a public university library in Bangladesh using SERVQUAL. Performance measurement and metrics, 10(01), 17–32. Zacher, H. (2014). Career adaptability predicts subjective career success above and beyond personality traits and core self-evaluations. Journal of vocational behavior, 84(1), 21–30. https://doi.org/10.1016/j.jvb.2013.10.002. Zafar, J. (2015). The mediating effect of perceived employability on the relationship between protean career orientation, affective commitment and subjective career success among academics in Pakistan (Doctoral dissertation, Universiti Utara Malaysia). Zafar, J., Farooq, M., & Quddoos, M. U. (2017). The Relationship between protean career orientation and perceived employability: A study of private sector academics of Pakistan. Journal of management sciences, 4(2), 133-145. https://doi.org/10.20547/jms.2014.1704201. Zainalipour, H., Fini, A. A. S., & Mirkamali, S. M. (2010). A study of relationship between organizational justice and job satisfaction among teachers in Bandar Abbas middle school. P

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

Similar Items