Topic#1- Faculty Retention in Higher Education Institutions of Karachi
Problem Statement:
In higher education institutions of Karachi, which are considered as the main source of the
higher education and knowledge hub, the retention of knowledge-workers (faculty members)
commonly has become a crucial issue. Basically this research will be conducted to find out the
factors having impact of on faculty retention in private and public higher education institutions
of Karachi. The study will quantitative in nature. Primary data will be collected from 150-200
fulltime faculty members of the higher education institutions of Karachi.
Variables:
1. Job satisfaction
2. Job stress
3. Training needs
4. Opportunities of learning
5. Opportunities of growth
6. Pay satisfaction
7. Extrinsic Rewards
8. Intrinsic rewards
9. Performance appraisal
10. Working environment
11. Organizational culture
12. Organizational reputation
13. organizational commitment
14. Autonomy
15. Communication openness
16. Distributive justice
17. Procedural justice
18. Role conflict
19. Workload
Theories:
1.
2.
3.
4.
5.
Maslow’s Need Hierarchy Theory
McClelland’s Need Theory
Equity Theory
Expectancy Theory
The Motivator-Hygiene Theory
Topic#2- Turnover Intent in Higher Educational institutes of Karachi.
Problem Statement:
The issues of employee turnover have received substantial attention from many human
resource managers and organizational theorists. Turnover is a curse for any institutions For
example, employee turnover can decrease organizational productivity and simultaneously
increase hiring, training, “socialization investments, and disruption and replacement” costs.
Moreover, turnover may bring other hidden costs to the organization such as skill drain and
poor morale among the remaining employees. However, turnover is not always bad for
institutions. It can create “promotion opportunities, reorganization and restructuring of
reporting lines and decision making, and the infusion of new people with new ideas”.
In this research we will be investigate the characteristics of internal and external variables that
influence faculty turnover intentions in private universities of Karachi. This study will
quantitative in nature. Primary data will be collected from 150-200 fulltime faculty members of
the higher education institutions of Karachi.
Variables:
1. Autonomy
2. communication openness
3. distributive justice
4. procedural justice
5. role conflict
6. workload
7. Job satisfaction
8. organizational commitment
9. Job opportunity
10. Gender
11. marital status
12. Race/Ethnicity
13. Age
14. Salary
15. tenure status
16. rank
17. years in organization
18. work life balance
19. compensation
20. perks
Theories:
1.
2.
3.
4.
5.
Daly and Dee’s model for intent to stay
Expectancy theory
Equity Theory
Expectancy Theory
The Motivator-Hygiene Theory
Topic#3- Job Satisfaction and Motivation of Teachers/fulltime
professors of Private Higher Educational Institutions
Problem Statement:
Human resources are the corner stone of any working place. The effectiveness of an institution
to maintain a quality team of employees links to its ability to manage the staff as well as
recognize the contributions of each individual.
In this study we will find out the major factors for the job satisfaction of employees and it tells
the relationship among reward and recognition, satisfaction with supervision and the work
itself with the job satisfaction and as an outcome of the intrinsic motivation of employees while
working within an educational institution. The objectives of research will be
• To analyze impact of rewards and recognition, satisfaction with supervision and the work
itself on job satisfaction.
• The relationship or outcome of the job satisfaction in the shape of intrinsic motivation.
• To explore the above mentioned variables in public educational institutions.
This research will be conducted to know the impact of reward and recognition, satisfaction with
supervision and work itself on job satisfaction. Moreover, the relationship between job
satisfaction and work motivation will be explored with the help of data collection from
employees working in private educational institutions in Karachi.
Variables:
1.
2.
3.
4.
5.
6.
7.
Reward and Recognition
Satisfaction with Supervision
Work itself
Job Satisfaction
Autonomy
communication openness
distributive justice
8. procedural justice
9. Communication openness
10. Distributive justice
11. Procedural justice
12. Role conflict
13. Workload
Theories:
1.
2.
3.
4.
5.
Maslow’s Need Hierarchy Theory
McClelland’s Need Theory
Equity Theory
Expectancy Theory
The Motivator-Hygiene Theory
Topic#4- Effects of Work Motivation and Leadership toward Work
Satisfaction and Employee Performance
Problem Statement:
The research purpose of this study will be to determine the effect of work motivation and leadership on
job satisfaction and its implications on employee performance in the private organizations in Karachi.
Variables:
1. Work Motivation
2. Leadership
3. Job Satisfaction
4. Job Performance
5. Empowerment
6. Appreciation
7. Delegation
8. Pay/salary
9. Bonus
10. Challenging work
11. Creativity at work
12. Autonomy
13. Variety of task
Theories:
1. Needs Theory
2. Achievement Theory
3.
4.
5.
6.
Two-Factor Theory
Justice Theory
Expectation Theory
Job satisfaction and organizational commitment