Sarah Azhar’s scientific contributions

In recent years academic faculty jobs have undergone significant changes from being low demanding and highly satisfying to stressful and challenging. The ongoing challenge of COVID-19 has intensified the teaching and research challenge of placing academicians' well-being at stake. The current study explores a personality antecedent (self-efficacy) and a contextual antecedent (job social support) of academic faculty subjective well-being measured as job satisfaction and overall satisfaction with life. Data collected from 326 public and private sector faculty was subjected to measurement and structural model analysis using SMART-PLS 3. Hypothesis testing for direct effect revealed that self-efficacy and supervisor social support are significantly related to life satisfaction. Coworker support and supervisor social support are significantly associated with job satisfaction. The moderation analysis revealed that supervisor support positively moderates the relationship between self-efficacy and subjective evaluation of well-being. In contrast, coworker support negatively moderates the relationship between self-efficacy and subjective well-being. The results revealed that although supervisor support is an important determinant of how self-efficacy leads to higher well-being among academicians, a high level of coworker support may negatively affect individuals with high self-efficacy. The study highlights the importance of matching personality with the job's situational factors to improve faculty's well-being.

This study describes and expounds link between motivation-enhancing HR practices (M-HRM) and customer satisfaction (CS). Motivation-enhancing HR practices include compensation & incentive (CI) and performance management (PM).The mediation of emotional intelligence (EI) is verified between the M-HRM and CS. The research was directed on 126 bank branches operational in Punjab (Pakistan) with 467 banking employees and 934 customers. The process of statistical analysis was performed by Structural equation modeling (SEM). A substantial relationship amongst all the variables of study (i.e. M-HRM, EI and CS) was established. It was clinched resultantly, that M-HRM exert impact on CS, through EI in direct as well as indirect ways.