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This study aims to investigate the impact of three determinants of organizational identification (OID) on employee performance (EP) in the context of private business institutions.

A sample of 175 permanent faculty members from four top universities in Karachi, Pakistan, was interviewed using a five-point Likert scale questionnaire. The data were inserted in SPSS 22 and SmartPLS v 3.2 for performing the analysis.

Results of the study showed a significant effect in perceived supervisor support on OID; OID; job satisfaction and EP; and mediating relationship. Conversely, an insignificant effect was observed in workplace incivility.

It is highly recommended that organizations work on the areas that lead to enhancing their employees’ performance. Also, human resource should create a healthy culture that promotes initiatives, open-door policies and discourages power distance. Lastly, one of the key responsibilities of management is to strengthen their OID because employees are more likely to identify with their supervisors if they invest in the organizations they work for.

This study will help strengthen the relationship between supervisors and university employees. It will guide the supervisors to acknowledge and appreciate the efforts of their subordinates and develop recreational policies and employee engagement activities. In addition, it will help develop a conducive environment and enhance the quality of education in the university and the society.

Understanding the determinants of OID on EP in the educational context is very important as it enhances the quality of EP and the overall quality of education of the institution.

This paper aims to examine the ways in which discourses of talent management (TM) reinforce and perpetuate structural barriers of exclusion and discrimination. The argument is made that dominant TM discourses must be interrogated if authentic talent development (ATD) practices are to succeed. This interrogation will require a shift from an organizational emphasis on talent identification towards ATD’s focus on talent cultivation.

A conceptual approach is used to critically analyse TM discourses to assess the degree to which they are inclusive. Building upon the work of Debebe (2017), an alternative ATD approach is suggested that, together with the novel concept of authentic otherness, may enable scholars and practitioners to reflect upon current organizational practices and devise new approaches that encourage talent cultivation in diverse employees. This, in turn, may foster a greater sense of organizational belonging.

Findings identify a number of ways in which organizational norms and structures are maintained and perpetuated through dominant, mainstream TM practices. This hinders ATD for many due to social ascription processes. By exploring the concept of “authentic otherness” (Gardiner, 2017), alongside Debebe’s (2017) approach to ATD, the argument is made that systemic inequities in the workplace may be addressed when we create conditions to support the cultivation of talent for all employees.

This paper builds on recent arguments in the critical TM literature concerning the exclusionary nature of mainstream TM practices in organizations. The concept of authentic otherness is clarified and defined with a view to using this new term as a heuristic device to encourage a reflective understanding of how ATD practices can be developed.

The purpose of this paper is to explore how BS first-year students of the computer science department at a private university in Karachi perceive project-based learning (PjBL) implemented in the English composition course. The more specific objectives were to bring to light the benefits and challenges associated with PjBL from the students’ standpoint. Research works on students’ perceptions of project-based learning particularly in English language teaching remains an underresearched area in Pakistan and this makes this study useful and essential.

Adopting the lens of constructionism, this study used the qualitative approach for investigation. Thus, to achieve an in-depth insight into students’ perceptions, they were provided an opportunity to reflect and freely report their views regarding the project approach. The participants in this study formulate perceptions about a given phenomenon based on a thoughtful analysis of their experiences with that phenomenon. The qualitative researcher aims to get a deep understanding of these views of the participants, and so this study employed accounts and drawings as data collection tools. The data were then content analyzed.

Upon data analysis, two major themes emerged being the benefits and challenges associated with PjBL. The benefits can be further divided into academic and non-academic benefits. The major academic benefit was that the project approach allowed students to achieve a deeper and more meaningful understanding of the subject matter whereas the non-academic benefits include enhanced communication and negotiation skills, time management, creative and critical thinking skills. The major challenges faced by the students were related to time management and getting along with each other in groups.

The research problem is a scarcely explored area in Pakistani English language teaching in higher education. Moreover, the use of student drawings as a data collection method is an unusual method for this research problem.

The purpose of this study was to explore the perceptions of undergraduate students toward plagiarism and its change (if any) during their four-year study at a Pakistani university.

The students who participated were majoring in electrical engineering; there were 106 first-year students and 127 final-year students. The students were asked to complete a plagiarism attitude scale (Harris, 2011) survey and reveal their attitudes toward plagiarism.

Rasch analysis was conducted on the scale to optimize its measurement qualities. Analysis indicated no significant changes in the attitude of the students, which remained very lenient and soft toward plagiarism despite the strict policy of the higher education commission of Pakistan and the university. These results indicate that the students lacked an understanding of what constitutes as plagiarism. Therefore, more awareness toward the ethical aspects of plagiarism is needed to reduce academic misconduct.

Plagiarism is an academic offense yet very few studies have been conducted to understand the perceptions of the students in order to minimize it.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Researchers showed how discourses of talent management (TM) perpetuate structural barriers of exclusion and discrimination. Traditional TM discourses have to be questioned if authentic talent development (ATD) practices are to flourish. This requires a change from the focus on talent identification to ATD’s focus on talent cultivation.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.