EFFECTS OF PHYSICAL THERAPY-BASED MANAGEMENT APPROACHES FOR TENSION TYPE HEADACHE

Background of the Study: Multiple Physical Therapy approaches have recently been developed and reported in the literature for providing better results in the treatment regimens of tension-type headaches. The advancement in the field of Physical therapy towards the treatment approaches of tension-type headaches has become the driving force for writing this article. Methodology: Studies comparing the effects of physical therapy management with conventional treatment approaches are included in the meta-analysis. PRISMA guidelines were used for performing the qualitative analysis and assessment of risk of biases. Results: According to the findings of nine randomized controlled trials, the analysis of the results had revealed that physical therapy intervention demonstrated a significant improvement in reducing headache severity. In a random effect model, the pool effects of physical therapy strategies in terms of Standardized Mean Difference had an impact of 1.41, which according to a Cohen rule of thumb displays a larger effect of physical therapy management in significant decrease in pain intensity among tension-type headache patients Conclusion: The study has concluded that physical therapy-based management strategies as provided in several RCTs analyzed in this review article revealed a pool effect of moderate size in managing the frequency of pain and a larger effect size in managing pain intensity and duration. Further, it was concluded that tension-type headaches can be effectively managed through physical therapy-based approaches.

Antecedents and Consequences of Employees Engagement Model: An Empirical Study of Teaching and Faculty of Higher Education Institutes of Pakistan

This study aims to find out antecedents and consequences of Employees Engagement. The notion engagement has not been empirically tested at academic level. Therefore, the concept requires theoretical elaboration and empirical testing in different work settings. Despite many years of academic enquiry to determine factors influencing Employees Engagement, yet the gap exists in academic literature. However, fewer evidences have been found in theory and practice to test the intensity and mechanism of Employees Engagement. The concept is still new and needs a practical approach to analyse psychological disposition of individuals influencing Employees Engagement. The study is grounded in Post-positivism paradigm with quantitative approach, a cross-sectional and survey strategy has been used to collect primary data. The population of the study is both public and private sector universities and higher education institutes recognized by Higher Education Commission (HEC) of Pakistan. The estimated population is 33,000 approximately and, a sample of 1420 is taken on the basis of 5% margin of error to infer the population response. The study data has been collected through a multidimensional questionnaire taken from various studies and modified by using Exploratory Factor Analysis (EFA) to fit to the study context. The survey tool consists 154 items under nine constructs of the study model. The study results revealed that employees are personally engaged and have psychological connectivity to work. The study findings also revealed that out of five independent variables Job Characteristics, Job Involvement, and Motivation, are contributing factors to Employees Engagement. However, other two factors Organizational Justice, and Organizational Support remained insignificant to Employees Engagement. Furthermore, Employees Engagement has significant influence upon Discretionary Efforts and has mediating power for all loaded predictors. However, Leadership as mediator remained insignificant between all exogenous and endogenous latent variables. This study advances the existing literature in several ways: (1) Employees Engagement concept is a personal engagement concept; (2) study model provides a framework to analyse and understand association, strength and direction of the factors; (3) the study contributed empirical utility of Employees’ Engagement concept in higher educational institutions ;(4) the study clearly demonstrates the Motivational cloud (factors) to create psychological connectivity of individuals and work; (5) the model differs from previous models as it provides dimensions of engagement grounded by Motivational factors, that proves theoretical linkage of the concept to its roots (6) Importantly, the study has attended to the gaps in the literature to find out the antecedents of Employees’ Engagement in relation to its conceptual roots (7) this study proves that Discretionary Efforts are not only the outcome but also mediator between engagement and performance(8) This study has provided methodological contribution related to using PLS path modelling to assess the psychometric properties of each latent variable by convergent and discriminant validity. This research has practical significance: it contributes to strategic HR policies of higher educational universities specifically to increase Employees Engagement, Discretionary Efforts and Employees’ Performance. The model is applicable to both public universities as no variance has been found in relation to determinants of Employees Engagement.