Research plays a significant role in the development of a country. A country cannot progress without establishing a sound research system in its higher education institutions. It is a national dilemma that a conducive research environment could not flourish in Pakistani universities. However, Higher Education Commission (HEC) has been striving hard to promote international level research culture in the country since its establishment. Even though, researchers face so many barriers in conducting research at postgraduate level programs at higher education institutions especially in the provinces which need to be identified and addressed. The purpose of this study was to identify the main barriers and analyze the opinions of supervisors and scholars about various barriers in conducting research at postgraduate level at public and private sector universities of Khyber Pakhtunkhwa. For this purpose eight (08) universities (four each in public and private sector) were randomly selected by the researcher as a sample. The sample consisted of 640 respondents including four each from the disciplines of natural and social sciences. The scholar received 521 responses out of 640. A questionnaire comprising of 50 items and one open ended question was designed. Data was analyzed using mean, percentage, standard deviation and t–test, while open-ended questions were analyzed using content analysis method. The findings of the study revealed that majority of the respondents (supervisors and scholars) were on the same page regarding the barriers (supervisory, financial, social, personal, and administrative) in conducting research at postgraduate level programs in both the sectors. A significant difference of opinions was observed among the views of the respondents about the role of supervisors in public and private universities which may be due to the number of available supervisors and students’ strength. The nature of program did not prove to be a strong variable in producing significant change in the opinions about the barriers except a disagreement was noticed about social barriers among the respondents of public sector universities. There was no difference in the opinion of male and female respondents about barriers in the research process. The discipline of the respondents showed similar responses about the barriers except the data revealed difference of opinions about supervisory barriers in private sector universities. Content analysis revealed that supervisors had reservations about the scholars (passive attitude, lack of academic skills) and administration (lack of HEC approved supervisors, less remuneration, lack of resources) while the scholars too had concerns regarding supervisors (part-time availability, lack of research expertise, paucity of time due to academic and administrative responsibilities) and administration (non-availability of research grant, lengthy topic approval procedure, non-availability of resources, imbalanced supervisor-supervisee ratio). The study concludes by identifying and comparing views of the respondents about the barriers that are creating hurdles in postgraduate research at public and private sector universities of Khyber Pakhtunkhwa as well as suggesting areas where future work might build on the findings of the study.
"کیا تو بھر چکی اور وہ کہے گی کیا کچھ اور بھی ہے۔ "
اس کے دو مطلب ہو سکتے ہیں ۔ایک یہ کہ " میرے اندر اب مزید آدمیوں کی گنجائش نہیں ہے۔ " دوسرے یہ کہ " اور جتنے مجرم بھی ہیں انہیں لے آیئے " پہلا مطلب لیا جائے تو اس ارشاد سے تصور یہ سامنے آتا ہے کہ مجرموں کو جہنم میں اس طرح ٹھونس ٹھونس کر بھر دیا گیا ہے اس میں ایک سوئی کی بھی گنجائش نہیں رہی، حتیٰ کہ جب اس سے پوچھا گیا کی کیا تو بھر گئی تو وہ گھبرا کر چیخ اٹھی کہ کیا ابھی اور آدمی بھی آنے باقی ہیں؟
یہاں یہ سوال پیدا ہوتا ہے کہ جہنم سے اللہ تعالیٰ کے اس خطاب اور اس کے جواب کی نوعیت کیا ہے؟ کیا یہ محض مجازی کلام ہے؟ یا فی الواقع جہنم کوئی ذی روح اور ناطق چیز ہے جسے مخاطب کیا جا سکتا ہو اور وہ بات کا جواب دے سکتی ہو؟ اس معاملہ میں قطعیت کے ساتھ کچھ نہیں کہا جا سکتا ممکن کہ یہ مجازی کلام ہو اور محض صورت حال کا نقشہ کھینچنے کے لیے جہنم کی کیفیت کو سوال و جواب کی شکل میں بیان کیا گیا ہو، لیکن یہ بات بھی بالکل ممکن ہے کہ یہ کلام مبنی بر حقیقت ہو ۔ اس لیے کہ دنیا کی جو چیزیں ہمارے لیے جامد و صامت ہیں ان کے متعلق ہمارا یہ گمان کرنا درست نہیں ہو سکتا کہ وہ...
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 nature of jobs, across the globe, is becoming more complex and demanding since last few decades. Today, the technological innovations, growing competition, and pressure of performance at the workplace are inducing the organizations to take necessary steps to make their workforce more productive. Scholars suggest that organizations under such circumstances exert pressure to perform better that results in negative consequences for both the organizations and the individuals. The purpose of the current study was to examine the effects of two important workplace stressors such as time pressure and workload on desirable job behaviors (i.e. in-role job performance, OCB and creative performance). The study also examined the effects of big five personality traits (Emotional Stability, Extraversion, Agreeableness, Conscientiousness, and Openness to Experience) on these job outcomes. In addition, the study examined the role of personality traits as buffering agents against the harmful effects of workplace stressors on these job outcomes. Data was collected from 230 full time employees working in different organizations in Pakistan in two stages whereby data on independent and moderating variables were collected in Time 1 and data on dependent variables were collected in one month later in Time 2. The results revealed that time pressure had a negative effect on job performance and OCB. Workload was found to have no significant effect on job performance, OCB, and creative performance. The results suggested that conscientious individuals were less likely to demonstrate creative performance. The findings also suggested that extravert and conscientious individuals were less likely to demonstrate citizenship behaviors at the workplace. Further, agreeableness and openness to experience had a positive effect on both OCB and creative performance. The results for moderation suggested that time pressure had a significant negative effect on job performance for high conscientiousness. Similarly, time pressure had a significant negative effect on job performance for low extraversion. The findings also revealed that the negative 2 relationship between time pressure-OCB was stronger when extraversion was high. In addition, time pressures had a significant negative relationship with OCB for low agreeableness. Further, the negative relationship between time pressure and creative performance was significant for those low on agreeableness The results further demonstrated that the workload-OCB relationship was positive when emotional stability was low whereas this relationship was negative when extraversion was high. Findings also suggest that the workload-OCB relationship was positive when extraversion was high whereas this relationship was negative when extraversion was low. Moreover, the workload-OCB relationship was positive when agreeableness was high whereas this relationship was negative when agreeableness was low. Furthermore, workload had a negative relationship with creative performance for high extraversion. Finally, workload had a negative effect on creative performance for low agreeableness.