THE EFFECTS OF A PRAGMATIC SET OF INTERVENTIONS ON THE SHOULDER RANGE OF MOTION IN MALES AND FEMALES WITH SHOULDER PAIN: A CLINICAL TRIAL

Background and Aim: The effects of novel set of interventions are known but their effects with respect to gender are not known. This study aim to determine the effects of novel set of interventions on shoulder range of motion in males and females with shoulder pathology. Methodology: This study was of quasive experimental design. Thirty subjects of mean age (±SD) of 43. 23±10 years with shoulder pathology and restricted ROM were recruited. The major criteria for recruitment were 18-60 years of age. The general contraindications of manual therapy were the exclusion criteria. Shoulder functional movement and range of motion were the outcome measures.  Results: The mean % (SD) change for RUBB was 15.04±11.57for males and  14.49±10.44 for males. The change for RDBN was also significant (<0.00) from baseline and the % change in mean was 14.93±11.0 for males and 12.60±9.06 for females. The changes were well above the highly clinical meaningful difference (>0.8). It is further observed that the differences in gender were non-significant (P>0.05). Conclusion: The pragmatic set of interventions affect both the genders equally and improve shoulder range of motion and functional movements.  However, the results must be interpreted cautiously because of the inadequate sample size.

The Relationship of Attitudinal and Behavioural Outcomes With Employee Development in the Context of Performance Appraisal in Public Universities of Khyber Pakhtunkhwa

This study examines the impact of performance appraisal on employees'' development perceptions and the effects of those perceptions on employees'' work-related attitudes and behavior in the public universities of Khyber Pakhtunkhwa. The study looks into the mediating role of development in linking performance appraisal and organizational commitment, job satisfaction, employees‘ trust, and turnover intentions. The model is evaluated through Confirmatory Factor Analysis using Structural Equation Modeling (SEM). In Pakistan, efforts to link this HR activity with employee attitudinal and behavioural outcomes are equal to naught. The present study is an effort to addresses this gap. Results of the research indicate that employee development perceptions have a direct positive influence on organizational commitment, job satisfaction and employees‘ trust and negatively affect turnover intentions. Besides, these variables have interdependence as well. The findings support the mediating role of development perceptions in the relationships among performance appraisal and these attitudinal and behavioural outcomes. The results provide guidelines and significant implications to help policy makers to better understand and critically look into the current performance appraisal process critically for positive improvements in this crucial HR intervention to promote positive employee attitude and behaviour while considering their career development. Furthermore, the study helps in enriching the current body of knowledge on performance appraisal in developing countries. Future studies should examine other antecedents like fairness perception, organizational citizenship behaviour and perceived organizational support to have a holistic approach to the intervention. Replication of the study in other settings is also recommended.