This research endeavor aims to investigate the impact of network centrality (degree, closeness and betweenness) on academic performance (CGPA) of female students in an academic advice network. Where degree centrality refers to the number of direct links that an actor has with other actors, betweenness centrality refers to the degree to which an actor lies on the geodesic paths between other actors and closeness centrality focuses on how close a member is to all other members in network. Data was collected from 182 female students enrolled in various programs at a public sector University in Baluchistan through name generators for egocentric network by Burt. Techniques of correlation and standard multiple regression analysis are employed to test the hypotheses. The results of statistical analysis revealed that high degree and betweenness centrality leads to increase academic performance of students whereas higher closeness centrality leads to decrease academic performance. The result of the study has practical implications for students' academic life: it will aid the female students to discover structural pattern of social ties of their advice network and enhance their tendency for forming more ties related with academic advices for the achievement of excellent academic performance.
Measurement of stress has been a subject of interest for many researchers and an extensive amount of literature has been devoted to this topic however despite the popularity of "stress" as a research topic, researchers still do not agree on a common definition of this controversial subject (Rees & Redfern, 2000). According to Person-Environment fit (PE-Fit) theory (French & Kahn, 1962;French et al., 1974), stress and strain at job comes into action from the interaction of individual with environment and particularly when job challenges pose a threat to individual which ends up in incompatible PE-Fit, leading to stress related physical and psychological strains (Edwards & Cooper, 1990, French, Caplan, & Harrison, 1982. PE-Fit and Demand-Control (Karasek, 1979) models developed to explain the job stress and strain have guided the construction of most measures of occupational stress (Vagg & Spielberger, 1998). This article in particular aims to discuss few of the most important stress and burnout measurement instruments designed so far and intend to offer recommendations regarding instrument selection. Furthermore this article shall also discuss the pros and cons of stress assessment approaches in general, with few suggestions for improvement.
Le métier d’enseignant universitaire n’est plus considéré comme une profession peu stressante comme il l’a été souvent jusqu’à présent [Winelfield et al., 2003] dans les pays occidentaux, mais aussi dans des pays en voie de développement comme le Pakistan où cette étude a été réalisée. Au Pakistan, le secteur de l’enseignement supérieur s’est fortement développé depuis l’année 2000 et la concurrence s’est accrue du fait de l’arrivée de plusieurs universités privées, avec pour conséquences de lourdes responsabilités et des exigences difficiles à satisfaire. À la suite de ces défis récents rencontrés par les institutions d’enseignement supérieur, qui se sont traduits par des pressions en termes de performance et par une charge de travail accrue, la gestion du stress est devenue une question de recherche importante dans le contexte académique. Cette étude porte sur un échantillon de 80 personnes (61 hommes et 19 femmes) travaillant dans une université publique au Pakistan. Elle est centrée sur l’effet modérateur des capacités d’adaptation (coping) sur le stress. La première partie de notre recherche analyse l’impact de la surcharge sur le stress, y compris le niveau extrême que constitue l’épuisement professionnel (burnout). Les capacités d’adaptation sont alors considérées comme des modérateurs de cette relation. Deux échelles classiques ont été utilisées, l’une développée par Pareek [2002], l’ORS (Organizational Role Stressors), et l’autre par Maslach & Jackson [1986], le MBI-ES (Maslach Burnout Inventory - Educators Survey). Les autres échelles mesurant le stress (général ou lié à l’emploi) et les ressources d’adaptation (la planification anticipée, le soutien social, l’acceptation, l’évitement et l’appel à Dieu) ont été construites à partir d’échelles existantes et fondées sur les résultats d’une étude exploratoire préliminaire par entretiens. Les résultats montrent que le soutien social a un effet modérateur significatif sur la relation entre la surcharge et le stress. Les comportements d’évitement augmentent de façon significative le stress. Des interventions pour gérer le stress au premier, deuxième ou troisième niveau sont recommandées afin d’aider les universités à gérer au mieux les effets négatifs du stress.
Knowledge based industries where human capital is very important are increasingly concerned about retaining human talent. We use a social network perspective to determine the effect of negative ties on an employee's turnover intentions. Interpersonal dislike ties and conflicting ties are hypothesized to be positively related to turnover intentions, keeping job fit and sacrifice as control variables. Collecting socio-metric and conventional data from 100 employees in an organization related to security and information of Pakistani individuals, OLS regression reveled that an employee's number of dislike ties has a positive and significant impact of employee's turnover intentions. Whereas an employee's number of conflicting ties does not significantly impact turnover intentions.
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