Purpose-The purpose of this paper is to examine the social capital factors of career advancement of female academic staff in Nigerian universities. Design/methodology/approach-A measurement and structural analysis were conducted for the three independent variables and a dependent variable on 20 public universities. Data were collected using a structured self-administered questionnaire. The dependent variable was female academic staff career advancement and the independent variables were mentoring, networking and government machinery. Using stratified random sampling, 532 academic staff were selected as the study respondents. They represented sampling criteria such as federal and state universities. Findings-Structural modeling analysis showed that social capital variables, specifically mentoring, networking and government machinery variables, were significant contributors to the career advancement of the female academic staff in Nigerian universities. Practical implications-This study creates an insight into the knowledge of career advancement among female academic staff in public universities. These institutions dominate the university system in Nigeria and serve as the main avenue for university education in the country. At the level of higher institution, HRD is significant, particularly in creating awareness among academic staff about their career planning and aspirations, the role that the perceived environmental factors play in their advancement to higher positions in the university and how they should further utilize those factors. Originality/value-The paper examines social capital factors (limited to mentoring, networking and government machinery) that are of concern to managing the career advancement of female academic staff in public universities.
Women empowerment is a global key concern in terms of development. It has various shapes over the time and space but closely connected to the economic, socio-cultural, familial or interpersonal, legal, political, and psychological domains. Pakistan like many other countries have signatory of several international declarations till now to empower the women, but at the same time Pakistani women experience high level of discriminations and economic dependency is one of them. A variety of academic literature is available regarding women economic empowerment around the globe and in Pakistan. This article aims to describe a descriptive review of socio-cultural factors affecting women economic empowerment in Pakistan. The major socio-cultural factors are educational barriers, decent work and access to property. All these socio-cultural factors are potential barriers and create hurdles for women to become empowered. Further the state has failed to promulgate the policies in true letter and spirit. It seems that documenting a women empowerment policy has a state concern but has failed to bring out the oppressed and marginalized group out of oppression
Succession planning can be defined as identifying critical roles in a company and the core skills associated with those roles and then identifying possible internal candidates to assume those jobs when the incumbents leave, so the research aimed to analyze the relations between succession planning , organizational competitiveness and employee well-being in the UAE. This study will also contribute to determining decision-making. The current research will play an essential role in providing more detail regarding employee engagement in improving compliance. It will provide insights into influencing the performance of the talented employees and enable organizations to develop, retain, and encourage talent to meet their future and current needs in the Emirati public sector. so The context of the study is divided as follows: Part I involves the review of previous literature. Part II reviews the theoretical and conceptual framework.
The quality of government service delivery has been questioned lately. Issues regarding bureaucratic red tape, inefficiency, delay, unresponsive, lack of empathy, and arrogance are some of the complaints received by the Public Complaint Bureau. Based upon this background, this paper attempts to examine the quality of service delivery in some selected local governments in Perak. The study utilizes a quantitative approach in which questionnaire surveys were distributed to local government staff and clients. A total of 500 customers and 150 staff participated in the survey. Using descriptive analysis, the findings demonstrate that the overall quality service delivery is satisfactory. Both citizens and staff feel that the local government involved in the study are able to deliver their services based on the needs of the clients. However, respondents also raise some serious concerns regarding certain issues such as lack of facilities (park and cleanliness ofpublic toilet), improper maintenance (drainage are clogged, recreational facilities are not maintained), and the availability of facilities and program for disable (OKU) group. The study postulates that the different level of satisfaction among the five selected local governments is due to the demographic characteristics of the government. To be specific, the more urban the government, the more it can generate the revenues, thus giving it more flexibility to provide quality service delivery to the customers. On the other hand, with adequate staff training and greater citizen empowerment, local government can always strive to ensure that services delivered are always effective and efficient.
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