Journal of Education and Social Sciences

31-55

Authors: S. Nazneen Waseem, Reema Frooghi, Sahar Afshan

The purpose of this paper is to measure the impact of HRM on teachers’ performance in the context of Pakistan. Impact of HRM practices on teacher's performance has been an under-researched area in Pakistan. For the human development of any society the major share of responsibility lies with the teachers of that society, so in this study, we had investigated how HR practices affect the teachers’ performance. We proposed a mediation model in which monitoring act as mediating mechanisms that transmits the positive effects of HR practices to teachers’ performance. Therefore teacher's performance is an issue that if addressed adequately, it can speed up the process of eliminating illiteracy from the country. This study examines the impact of HR practices i.e. training & development and performance management on performance of teachers of private schools, Karachi. Cross sectional data were collected from 135 private schools teachers of Karachi through structured questionnaire containing a five point Likert scale. Exploratory and confirmatory factor Analysis was performed to verify the reliability and validity of the measurement model. The findings of the research confirm that all HR practices included in the model except evaluation in our study are significant predictors of teacher’s performance. Thus, the contribution of this study for academics and practitioners is that HRM practices in educational sector will affect teachers’ performance through HRM outcomes to increase the excellence of teachers as well as quality of education.

1-19

Authors: M. Shahnawaz Adil, Neelam Fatima

This study investigates the impact of five determinants of the rewards system on employee motivation in the context of private schools. A sample of 310 respondents is drawn from the private school teachers of Karachi. The rewards system was measured through five independent variables including salary offered, recognition, promotion, working content, and working conditions. By using exploratory factor and regression analyses, the results show that except salary offer, rests of the four variables have been found statistically significant to predict teacher's motivation. However, the recognition of efforts followed by working conditions have revealed the greatest impact on teacher's motivation. Thus, the management of the private schools should not only recognize the efforts of their teaching staff but also concentrate on revising and enriching their working conditions to increase their level of motivation. A major contribution of this paper from the theoretical point-of-view is that it is possible to observe a negative effect of 'salary offer' towards teacher's motivation particularly in the context of a developing country such as Pakistan. Another valuable finding is that 'salary offer', an important antecedent of employees motivation, although not significantly related to teacher's motivation in this study, is a provider of a very strong motivating factor for predicting teacher's motivation at both primary and secondary level of education. Areas for future research are also discussed.