E-governance has become a well-celebrated trend in developed countries for the last three decades. It is considered an effective instrument to ensure good governance practices in any state. According to the digital state survey, the USA ranked highly in e-governance delivery, Europe ranked second, and Asia ranked third in e-governance among all other regional entities. However, this survey ranked countries on social measures such as e-democracy, e-commerce, e-revenue, e-taxation, etc. Information and communication technology (ICT) has brought a revolutionary change in the performance of governments all over the world. Governments are using ICT for multiple purposes, i.e., they use Government to Employee technology (G2E) to make their communication and correspondence efficient with their employees; they use Government to Government technology (G2G) to make their record-keeping procedures smooth and efficient; and they use Government to Business (G2B) and Business to Government (B2G) technology to create ease in doing business and attract local and foreign investors for economic development. Governments use government-to-citizen technology (G2C) to make service delivery more efficient, responsive, and end-user-friendly. However, for a long time, governments remained reactive to e-governance strategies, but this trend has changed. Now, they are proactive in adopting the e-governance model to ensure better social indicators and a corruption-free society. This study used the descriptive approach to describe the various initiatives undertaken by the current government to enhance the service delivery of the public sector. Therefore, this study has several implications for policymakers wishing to analyze the output of technological initiatives undertaken for good governance.
The purpose of this study is to investigate whether the intelligence quotient (IQ) of employees is associated with their job satisfaction and performance. The moderating effect of personality type has also been explored. Drawing on trait theory, a conceptual model has been developed, which links personality dimensions to job performance through satisfaction. Primary data were collected from 378 respondents from 10 Universities situated in Lahore, Pakistan, for empirically testing our model. Findings reveal that IQ is a predictor of employee's job performance and job satisfaction. Moreover, this relationship is also moderated by the personality type (A/B) of the respondents. The study outcomes will be helpful for the management of the institutions to frame policy guidelines for hiring employees and have more informed decisions in terms of personality types and IQ of employees.
The purpose of this study is to examine the influence of information technology competencies on financial performance, followed by organizational performance. The primary data collection technique was used to collect the data from 165 IT officers and top managers from Pakistan. Structural equation modelling was applied using Smart PLS 3 to examine the hypothesized model. The direct findings reveal that all three components of IT competencies are statistically significant in organizational performance. Among the three components, information technology infrastructure is the strongest predictor of organizational performance. Further, organizational performance is statistically significant in determining financial performance. There are no direct significant influences of IT competencies toward financial performance. Indirect results show that all three components of IT competencies are statistically significant. IT infrastructure is the strongest predictor of financial performance through organizational performance. Moreover, this study reveals that IT competencies are not merely sufficient to maintain financial performance. Additionally, the firm is also required to focus on complementary indicators such as innovation, quality, customer satisfaction, customer retention, and reduction of operating cost—which are generated by proper utilization of IT competencies.
Given the continuous population growth and climate change, water resources are becoming increasingly scarce. With the escalation of this water crisis, water management and governance have become essential concerns across policy agendas. Every country has a different regulatory system, policy framework, specific management requirements, institutional challenges, and capacity gaps concerning the administration of its water resources. The present study focuses on the policy frameworks and institutions for managing water resources in Pakistan at both provincial and federal levels. The paper analyzes water governance challenges and major hurdles regarding effective water management and the development of water resources in the country. A descriptive analysis of the country’s water management and water distribution between the federation and federating units is based on secondary data sources with a qualitative approach through a desk research method. While describing the underpinning issues and challenges of water governance and management in Pakistan, the study findings reveal that the country needs to adopt a collaborative approach towards water governance and management and capacitate the relevant institutions and stakeholders to perform their mandated tasks effectively to ensure a water-secure future for Pakistan. The study recommends launching mass awareness campaigns concerning efficient usage of water, adopting intelligent agriculture techniques, and fast-tracking the completion of new reservoirs while discouraging build-neglect-rebuild policies for the existing water infrastructure. The study also presents limitations and recommendations for future research.
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