IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON SUSTAINABLE SCHOOL PERFORMANCE: EXPLORING MODERATION AND MEDIATION EFFECTS IN THE POST-PANDEMIC CONTEXT
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Abstract
This study investigates how HR Practices affects Faculty Satisfaction by comparing public and private universities in Karachi. Using a quantitative approach, data were gathered from 250 faculty members via a structured questionnaire. The multiple regression analysis showed that Training & Development (B = 0.37, p = 0.000) and Compensation Benefit System (B = 0.42, p = 0.000) are key predictors of Faculty Satisfaction, explaining 64% of the variance in the model (R² = 0.64). Moderated regression analysis found that the interaction between Post-Pandemic Status Quo and HRM Practices significantly impacts performance (B = 0.22, p = 0.002). Mediation analysis revealed a strong mediation. The results emphasize the importance of HRM Practices, especially in the context of post-pandemic conditions. Additionally, the study found that Faculty Satisfaction (indirect effect = 0.12, z-value = 2.40, p < 0.05) and Student Satisfaction (indirect effect = 0.15, z-value = 2.14, p < 0.05) both significantly mediate the effects of HRM Practices on satisfaction outcomes. The study concludes that EI plays a crucial role in faculty and student satisfaction, with significant differences observed between public and private universities, thereby offering valuable insights for university management and policymakers.
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