Purpose-The purpose of this study was to investigate the relationship between various facets of job satisfaction among university academicians in Punjab Province, Pakistan, and how these differences affect overall job satisfaction of academicians in selected universities of Province Punjab.Design/ methodology/approach-The Population for this study comprised of academicians working in universities chartered by Higher Education Commission (HEC) of Pakistan. A total of 150 questionnaires were sent to potential respondents chosen from 4 universities. A total of 108 usable questionnaires were returned giving a response rate of 72 percent.Findings-Results of this study indicate that a pay differential does exist between private and public universities in Pakistan. Academicians in private sector universities were more satisfied with their pay, supervision, and promotional opportunities than the academicians of public university. On the other hand, academicians in public sector universities were found more satisfied with co-worker's behavior and job security.Research Limitations-This research is limited to the educational sector. Thus, the results cannot be generalized to other industrial sector of the economy. This study needs to be replicated in other industries using the same method.Practical implications-The study offers practical suggestions to the educational institutions and human resource manager on how to pay, promote, retain and maintain equity in the organizations.

Drawing on social exchange theory, the objectives of the study were to examine how succession planning relates to employee performance and assess whether career development and performance appraisal mediate this relationship. Using survey methodology, data were collected from permanent employees at several commercial banks (N = 239; 62% male). Structural equation modeling tested the proposed model. The results suggested that succession planning had a significant, positive relationship with employee performance, and both career development and performance appraisal mediated the relationship. The current study extends the social exchange theory by identifying the relationship between succession planning and employee performance in the context of the banking sector. The study suggests that if bank management builds a pool of skilled employees through succession planning and performance management, it can ameliorate inappropriate appointments in response to sudden vacancies and retirement of employees.

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The purpose of this paper is to evaluate the customer satisfaction of banking industry in Pakistan general, and Faisalabad particular, based on various levels of customer perception regarding service quality. This is an empirical study based mainly on primary data collected through a well-structured questionnaire. The questionnaire has been personally administrated on the a sample size of 132, chosen respondents on a convenient basis from four Pakistani banks, i.e. Alfalah Bank Limited, Faysal Bank Limited, National Bank Limited, and The Bank of Punjab. This paper makes a useful contribution as there are only few studies dealing with the assessment of service quality in conventional banking sector of Pakistan .The result indicates that customer perceive highest satisfaction in the responsiveness area and lowest in the tangibles area. In order to achieve higher levels of service quality, the bank managers should redesign their strategies about customer satisfaction with respect to service quality.