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Article ; Online: Academic leadership during the time of crisis

Saima Hamid / Shaheryar Naveed / Huma Ayub / Shoaib Akhtar

Cogent Social Sciences, Vol 9, Iss

Success story of implementation success from traditional to online mode of education in a low-resource context

2023 Volume 1

Abstract: AbstractThe beginning of 2020 was marked by the spread of the COVID-19 virus, which led to a global response in terms of lockdown measures by several countries and landed academics to offer online settings for teaching, research, and administrative ... ...

Abstract	AbstractThe beginning of 2020 was marked by the spread of the COVID-19 virus, which led to a global response in terms of lockdown measures by several countries and landed academics to offer online settings for teaching, research, and administrative activities. The situation led universities to respond quickly and effectively to address the needs of teachers, staff, students, and society. This study provides an overview of Active Implementation Frameworks (AIFs) adopted by a public-sector women’s university to overcome the hurdles due to the pandemic lockdown. The study provides evidence that AIFs are effective for implementing evidence-based models by promoting the development and deployment of innovations through implementation teams in a resource-constraint setting. The result of AIFs adoption by the university was the closure of the academic year on time along with global recognition of the university’s efforts during the pandemic by World Universities with Real Impact 2020. Fatima Jinnah Women University was ranked in the top 50 in crisis management category. This recognition is a testimony to the application of best practices for transforming higher education to not only survive but thrive in uncertain times and serves as a roadmap for public-sector universities to adapt to their contextual realities.
Keywords	Active Implementation Frameworks ; academic leadership ; implementation team ; crisis management ; Social Sciences ; H
Subject code	306
Language	English
Publishing date	2023-12-01T00:00:00Z
Publisher	Taylor & Francis Group
Document type	Article ; Online
Database	BASE - Bielefeld Academic Search Engine (life sciences selection)

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Article ; Online: Impact of regional cultures on the business performance of women entrepreneurs with special reference to small and medium enterprises in Pakistan

Rida Fatima Akhtar Shamsheri / Sana Mukarram / Shaheryar Naveed / Aleena Mukarram

Liberal Arts and Social Sciences International Journal, Vol 5, Iss

2021 Volume 1

Abstract: Women entrepreneurs’ role is considered crucial for the overall economic development and growth. Entrepreneurship is embedded in the cultural norms and values of the society, and it affects the way individual define their behavior, activities in terms of ...

Abstract	Women entrepreneurs’ role is considered crucial for the overall economic development and growth. Entrepreneurship is embedded in the cultural norms and values of the society, and it affects the way individual define their behavior, activities in terms of risk taking proactiveness, the aim of this study is to investigate the influence of the two cultural dimensions of Hofstede’s model i.e., Masculinity and Individualism on the business performance of women entrepreneurs with special reference to small and medium enterprises. The Masculinity side of this dimension represents a preference in society for achievement while individualism indicates greater importance on attaining personal goals. The study intends to analyze the relationship of women entrepreneurship with cultural dimensions individualism and Masculinity in Pakistan’s two culturally diversified regions, Gilgit-Baltistan and Islamabad, home to large numbers of women entrepreneurs. To capture the diversity of these regions by using the technique of purposive sampling, a sample of 374 was collected, 51% participants from the capital city and 49 % belonged to GB. The findings indicate that regional cultures within the context of Masculinity and Individualism have significant but antagonistic influences on the business performance of women entrepreneurs.
Keywords	Social Sciences ; H ; Political science ; J
Subject code	300
Language	English
Publishing date	2021-05-01T00:00:00Z
Publisher	IDEA PUBLISHERS
Document type	Article ; Online
Database	BASE - Bielefeld Academic Search Engine (life sciences selection)

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Article ; Online: Effectiveness of Performance Management System for Employee Performance Through Engagement

Sajid Hussain Awan / Nazia Habib / Chaudhry Shoaib Akhtar / Shaheryar Naveed

SAGE Open, Vol

2020 Volume 10

Abstract: This article seeks to explore the effectiveness of a comprehensive performance management system in terms of employee performance. Besides, the mediating effect of work engagement was also examined. The performance management system effectiveness (PMSE) ... ...

Abstract	This article seeks to explore the effectiveness of a comprehensive performance management system in terms of employee performance. Besides, the mediating effect of work engagement was also examined. The performance management system effectiveness (PMSE) was determined by the extent of its accuracy and fairness, as recommended by previous researchers. A sample of 285 employees was selected from various branches of private banks located across Pakistan. A structured questionnaire was used, which was validated through confirmatory factor analysis (CFA) in the Pakistani context. The results indicated a significant impact of PMSE and work engagement on task and contextual performance of employees. Also, complementary mediation of employee work engagement in the relationship between PMSE and employee performance (in terms of task and contextual performances) was also supported. The findings of the research are helpful for the development of HR and PMSE strategy in the private banks of Pakistan. The study also suggests that a comprehensive PMSE model including the perception of fairness as a mandatory part, may be introduced for employees’ enhanced work engagement and task/contextual performance. The mediating relationship of work engagement has established the process of PMSE for the task and contextual performances of employees, which is a valuable contribution of the study.
Keywords	History of scholarship and learning. The humanities ; AZ20-999 ; Social Sciences ; H
Subject code	650
Language	English
Publishing date	2020-10-01T00:00:00Z
Publisher	SAGE Publishing
Document type	Article ; Online
Database	BASE - Bielefeld Academic Search Engine (life sciences selection)

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Article ; Online: Effectiveness of Interpersonal Leadership for Engagement and Task Performance of Nurses

Nazia Habib / Sajid Hussain Awan / Shaheryar Naveed / Chaudhry Shoaib Akhtar

SAGE Open, Vol

2020 Volume 10

Abstract: Transformational leadership has been studied as an essential trait for nurse leaders in the past; however, there is a dearth of studies on interpersonal leadership which is a combined construct of transformational leadership and interactional justice. ... ...

Abstract	Transformational leadership has been studied as an essential trait for nurse leaders in the past; however, there is a dearth of studies on interpersonal leadership which is a combined construct of transformational leadership and interactional justice. The main objective of this article was to examine the relationship between interpersonal leadership and task performance. A cross-sectional research design was adopted for this study. 700 questionnaires were circulated among nurses from 14 major hospitals across the country. Out of these, 336 nurses replied. The final usable sample size was 283 full-time nurses, out of which 91.8% were female. The online and paper-based instruments were floated twice, at different timings with different cover letters to avoid common method bias. Nurses perceive that interpersonal leadership can significantly enhance their task performance. Similarly the study also found significant mediation of work engagement in the positive relationship between interpersonal leadership and task performance. Moreover, there was no significant difference between public and private sector nurses about interpersonal leadership and its relationship with work engagement and task performance. Interpersonal leadership has been found as significantly and positively effective toward work engagement and task performance of nurses working both in public and private sector hospitals. The results establish that by adopting the interpersonal leadership style, a nurse leader can enhance the work engagement of her followers. The study suggests that interpersonal leadership should be adopted as a total concept in nurse management to achieve better results in terms of work engagement and task performance.
Keywords	History of scholarship and learning. The humanities ; AZ20-999 ; Social Sciences ; H
Subject code	650
Language	English
Publishing date	2020-05-01T00:00:00Z
Publisher	SAGE Publishing
Document type	Article ; Online
Database	BASE - Bielefeld Academic Search Engine (life sciences selection)

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Article ; Online: Assessment of hepatitis-related knowledge, attitudes, and practices on quality of life with the moderating role of internalized stigma among hepatitis B-positive patients in Pakistan

Saba Ahmed / Rosario Yslado Méndez / Shaheryar Naveed / Shoaib Akhter / Iqra Mushtaque / Mareen A. Malik / Waqar Ahmad / Roger Norabuena Figueroa / Ammar Younas

Health Psychology and Behavioral Medicine, Vol 11, Iss

2023 Volume 1

Abstract: ABSTRACTAim This study aimed to assess the Pakistani hepatitis B patients’ knowledge, attitudes, and practices towards hepatitis management and the impact of self-management on the quality of life of hepatitis B patients as well as the moderating role of ...

Abstract	ABSTRACTAim This study aimed to assess the Pakistani hepatitis B patients’ knowledge, attitudes, and practices towards hepatitis management and the impact of self-management on the quality of life of hepatitis B patients as well as the moderating role of stigmatization.Methods A cross-sectional study design was used, and the data was collected from a total of 432 hepatitis B positive patients through a self-designed questionnaire. The studied subjects consisted of men (n = 205, 47%), women (n = 165, 38%), and transgender (n = 62, 14%). The obtained data were statistically analyzed using SPSS software version 26.0 for Windows.Results The mean age of the study participants was 48. Knowledge has a significant positive relationship with hepatitis self-management and quality of life, whereas knowledge has a negative relationship with stigmatization. Furthermore, multivariate analysis revealed that men were more knowledgeable about the disease than women and transgender people (6.14 ± 2.08 vs. 3.23 ± 1.61 vs. 1.03 ± 0.73, F = 8.2, p = .000). On the scale of attitude and practice, significant gender differences were found. Women had more experience with hepatitis self-management than men or transgender (4.21 ± 13.0 vs. 2.17 ± 6.02 vs. 0.37 ± 0.31, F = 6.21, p = .000). The regression analysis showed that self-management has a positive association with quality of life (B = 0.36, p = .001). The moderation analysis revealed that stigmatization negatively moderates the relationship between self-management and quality of life (B = −0.53, p = .001).Conclusion Generally, patients had good knowledge about the disease and its self-management. However, a societal and community-level awareness campaign should be organized on the quality of life and stigmatization of people with chronic illness regarding their human rights, dignity, and physical, mental, and social well-being.
Keywords	Hepatitis ; knowledge ; management ; quality of life ; stigmatization ; Medicine ; R ; Psychology ; BF1-990
Subject code	300
Language	English
Publishing date	2023-12-01T00:00:00Z
Publisher	Taylor & Francis Group
Document type	Article ; Online
Database	BASE - Bielefeld Academic Search Engine (life sciences selection)

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Article ; Online: The Impact of Human Resource Practices on Employee Retention in the Telecom Sector

Maqsood Haider / Amran Rasli / Ch. Shoaib Akhtar / Rosman Bin MD. Yusoff / Omair Mujahid Malik / Alamzeb Aamir / Ahmed Arif / Shaheryar Naveed / Fariha Tariq

International Journal of Economics and Financial Issues, Vol 5, Iss 1S (2015)

2015

Abstract: This study examines the human resource practices that promote employee retention. Effective human resource practices can reduce employee turnover and increase retention within an organization. Key employees are the instrument for overall growth and ... ...

Abstract	This study examines the human resource practices that promote employee retention. Effective human resource practices can reduce employee turnover and increase retention within an organization. Key employees are the instrument for overall growth and development of an organization. This study focuses on telecom sector of Pakistan. The most important human resource practices have been identified with the help of literature. These practices are training and development, compensation and culture. A questionnaire was developed in this study with the help of literature to measure the identified human resource practices and employee retention. The sample size of this study was 250. Regression analysis was performed to analyse the data. The results of multiple regressions revealed a significant impact of human resource practices on employee retention. Compensation and culture has a positive relationship with employee retention whereas training and development has a negative one. This study guides the management to devise the effective strategies to improve the employee retention. Keywords: HR practices; Employee retention; Training and development; Organizational culture; Compensation JEL Classifications: M00
Keywords	Business ; HF5001-6182 ; Economics as a science ; HB71-74
Subject code	650
Language	English
Publishing date	2015-07-01T00:00:00Z
Publisher	EconJournals
Document type	Article ; Online
Database	BASE - Bielefeld Academic Search Engine (life sciences selection)

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Article ; Online: The Impact of Human Resource Practices on Employee Retention in the Telecom Sector

Maqsood Haider / Amran Rasli / Ch. Shoaib Akhtar / Rosman Bin MD. Yusoff / Omair Mujahid Malik / Alamzeb Aamir / Ahmed Arif / Shaheryar Naveed / Fariha Tariq

International Journal of Economics and Financial Issues, Vol 5, Iss 1S (2015)

2015

Abstract	This study examines the human resource practices that promote employee retention. Effective human resource practices can reduce employee turnover and increase retention within an organization. Key employees are the instrument for overall growth and development of an organization. This study focuses on telecom sector of Pakistan. The most important human resource practices have been identified with the help of literature. These practices are training and development, compensation and culture. A questionnaire was developed in this study with the help of literature to measure the identified human resource practices and employee retention. The sample size of this study was 250. Regression analysis was performed to analyse the data. The results of multiple regressions revealed a significant impact of human resource practices on employee retention. Compensation and culture has a positive relationship with employee retention whereas training and development has a negative one. This study guides the management to devise the effective strategies to improve the employee retention. Keywords: HR practices; Employee retention; Training and development; Organizational culture; Compensation JEL Classifications: M00
Keywords	Business ; HF5001-6182 ; Economics as a science ; HB71-74
Subject code	650
Language	English
Publishing date	2015-07-01T00:00:00Z
Publisher	EconJournals
Document type	Article ; Online
Database	BASE - Bielefeld Academic Search Engine (life sciences selection)

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Article ; Online: The Impact of Human Resource Practices on Employee Retention in the Telecom Sector

Maqsood Haider / Amran Rasli / Chaudhry Shoaib Akhtar / Rosman Bin Mohammesd Yusoff / Omair Mujahid Malik / Alamzeb Aamir / Ahmed Arif / Shaheryar Naveed / Fariha Tariq

International Journal of Economics and Financial Issues, Vol 5, Iss 1, Pp 63-

2015 Volume 69

Abstract	This study examines the human resource practices that promote employee retention. Effective human resource practices can reduce employee turnover and increase retention within an organization. Key employees are the instrument for overall growth and development of an organization. This study focuses on telecom sector of Pakistan. The most important human resource practices have been identified with the help of literature. These practices are training and development, compensation and culture. A questionnaire was developed in this study with the help of literature to measure the identified human resource practices and employee retention. The sample size of this study was 250. Regression analysis was performed to analyse the data. The results of multiple regressions revealed a significant impact of human resource practices on employee retention. Compensation and culture has a positive relationship with employee retention whereas training and development has a negative one. This study guides the management to devise the effective strategies to improve the employee retention.
Keywords	human resource practices ; employee retention ; training and development ; organizational culture ; compensation ; Business ; HF5001-6182 ; Economics as a science ; HB71-74
Subject code	650
Language	English
Publishing date	2015-03-01T00:00:00Z
Publisher	EconJournals
Document type	Article ; Online
Database	BASE - Bielefeld Academic Search Engine (life sciences selection)

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Article ; Online: The Impact of Human Resource Practices on Employee Retention in the Telecom Sector

Maqsood Haider / Amran Rasli / Ch. Shoaib Akhtar / Rosman Bin MD. Yusoff / Omair Mujahid Malik / Alamzeb Aamir / Ahmed Arif / Shaheryar Naveed / Fariha Tariq

International Journal of Economics and Financial Issues, Vol 5, Iss 1S (2015)

2015

Abstract	This study examines the human resource practices that promote employee retention. Effective human resource practices can reduce employee turnover and increase retention within an organization. Key employees are the instrument for overall growth and development of an organization. This study focuses on telecom sector of Pakistan. The most important human resource practices have been identified with the help of literature. These practices are training and development, compensation and culture. A questionnaire was developed in this study with the help of literature to measure the identified human resource practices and employee retention. The sample size of this study was 250. Regression analysis was performed to analyse the data. The results of multiple regressions revealed a significant impact of human resource practices on employee retention. Compensation and culture has a positive relationship with employee retention whereas training and development has a negative one. This study guides the management to devise the effective strategies to improve the employee retention. Keywords: HR practices; Employee retention; Training and development; Organizational culture; Compensation JEL Classifications: M00
Keywords	Business ; HF5001-6182 ; Economics as a science ; HB71-74
Subject code	650
Language	English
Publishing date	2015-07-01T00:00:00Z
Publisher	EconJournals
Document type	Article ; Online
Database	BASE - Bielefeld Academic Search Engine (life sciences selection)

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