Knowledge-based society and emerging disciplines: a correlation of academic performance

Khusro

2022

ITAL

Library and information science has been at an infant stage in Pakistan, primarily in resource management, description, discovery, and access. The reasons are many, including the lack of interest and use of modern tools, techniques, and best practices by librarians in Pakistan. Finding a solution to these challenges requires a comprehensive study that identifies the current state of libraries in Pakistan. This paper fills this gap in the literature by reviewing the relevant literature published between 2015 and 2021 and selected through a rigorous search and selection methodology. It also analyzes the websites of 82 libraries in Pakistan through a theoretical framework based on various aspects. The findings of this study include: Libraries in Pakistan need a transition from traditional and limited solutions to more advanced information and communication technology (ICT)-enabled, user-friendly, and state-of-the-art systems to produce dynamic, consumable, and sharable knowledge space. They must adopt social semantic cataloging to bring all the stakeholders on a single platform. A libraries consortium should be developed to link users to local, multilingual, and multicultural collections for improved knowledge production, recording, sharing, acquisition, and dissemination. These findings benefit Pakistani libraries, librarians, information science professionals, and researchers in other developing countries. To the best of our knowledge, this is the first study of its kind providing insights into the current state of libraries in Pakistan through the study of their websites using a rigorous theoretical framework and in the light of the latest relevant literature.

Section: Resource Description Discovery and Accessmentioning

confidence: 99%

Library Management Practices in the Libraries of Pakistan

Khusro

2022

ITAL

“…While analyzing this in Pakistani scenario, Khuram et al (2017) have reviewed the current HEC's policies and their impact on motivation of faculty members and concluded that the existing HEC's faculty appointment criteria has increased the motivation amongst the faculty members to perform better. The performance measurement mechanism in current criteria is based solely on the research outcomes that is also only on the number of research publications (Rafi, Ahmad, Naeem, Khan, & JianMing, 2020). Hence, this study did not include any other factor to be associated with performance of faculty members.…”

Section: 1mentioning

confidence: 99%

University Teachers’ perspective on HEC’s Faculty Appointment Criteria: An Interpretive Phenomenological Analysis

Irshad

Kashif

2021

JAEBS

System devised by the Higher Education Commission (HEC) for Higher Education Institutions (HEI) aims to promote innovation and develop human capital. The efficiency of the system is ascertained if it could help in recruitment and retention of faculty members. Therefore, the study of faculty members' perspective on HEC’s Faculty Appointment Criteria (FAC) is needed to determine whether it motivates and facilitates them. This study reports the faculty’s perspectives on FAC. This qualitative interpretive phenomenological study gathers data using a semi-structured questionnaire for interviewing. The analysis reveals that the criteria do not cover the overall performance of faculty members and is only based upon minimum qualification, duration of service and number of publications. There is a dire need of reviewing the current appointment criteria and for that the involvement of all stakeholders is suggested to devise a profound scheme for better human resource development at HEIs of Pakistan.

“…This is also valid for the educational sector where the success of educational institutions typically hinges on teaching quality, i.e. faculty performance and organizational management practices (Rafi et al, 2020). In this context, academic managerialism nowadays has infiltrated university management, encouraging them to embrace management techniques that accentuate employee productivity (Niyazova, 2021).…”

Section: Introductionmentioning

confidence: 99%

Longitudinal effects of high-performance work practices on job performance via person–job fit

Kaur

2023

Purpose This present three-wave longitudinal study aims to elucidate underlying mechanism in high-performance work practices (HPWPs) and job performance relationship by examining the role of person–job as a potential mediator. Design/methodology/approach Data were collected from 357 faculty members of universities in Punjab (India) using a well-structured questionnaire for four consecutive months. Hypotheses were tested using PLS-SEM software. Findings This study results substantiated HPWPs have a direct favorable impact on the person–job fit because their extensive engagement policies, such as employee empowerment and rewards, help employees to perceive their jobs as being a good fit. Furthermore, these practices fulfil employment expectations for employees, resulting in job fit and boosting the employee’s performance; highlighting person–job fit as potential mediator. Research limitations/implications Grounding on the person–environment congruence theory, this study shed light on the relationship between HPWPs and job performance via person–job fit in the Indian higher education sector. This develops a unique management philosophy and strategies for long-term sustainable growth of organizations to give proper concrete evidence for the significance of human resource management (HRM). Practical implications This study findings persuade HR professionals in higher education institutions to actively engage in reconsidering and implementing their current HPWPs efficaciously to ensure that the employees are well-suited to their roles, i.e. increased person–job fit and perform at a higher level. Furthermore, considering the favorable impact of HPWPs on job fit and performance, it is pertinent to extensively use these practices in organizations all over the world especially across developing nations as a successful HRM solution. Originality/value This longitudinal study provides first-hand information on person–job fit intervening as a mediator in HPWPs and job performance relationship thereby contributing to the current corpus of HPWPs work. This fills the gap in HPWPs and job performance literature by identifying a novel concept of person–job fit that is mostly unexplored in developing countries like India.