In the higher education sector, academic and service quality are the main factors that need to be focused on. Academic quality is mainly focused on learning abilities and knowledge outcomes, while service quality is focused on administrative services. The research bases its theoretical background on the service quality model (SQM) and expectancy disconfirmation model (EDM). The research follows a quantitative approach where the data was collected using a survey questionnaire based on semi-structured questions. The research reviewed female student satisfaction at business schools based on several factors derived from two underpinning theories. The variables derived from the theories and literature were Information quality, the efficiency of service, teaching quality, overall quality, student satisfaction, disconfirmation and word of mouth. The findings suggested that the university should focus more on teachers' satisfaction which would result in a positive attitude towards their students and that would result in better satisfaction. In addition, the course syllabus and quality deliverance can be better regulated by providing teachers training and workshops to help them improve their teaching style and course syllabus if needed.

Purpose: The main objective of this research was to examine the importance of training and development in the workplace. Methodology: Several dimensions of employee performance were analyzed, including productivity, job satisfaction, employee satisfaction, employee commitment, and decision-making. An adopted five Likert scale questionnaire was adopted for the online data collection from 100 respondents from the telecommunication industry. Convenience sampling was used for sampling and the PLS-SEM was the main technique for data analysis using smart PLS software. Findings: The results suggest that organizational performance and employee performance in the telecommunication sector in Pakistan increase if there is a significant relationship between employees and decision-making. Similarly, employees with a high level of job satisfaction and affective commitment will ultimately have a higher potential for productivity and career satisfaction. Conclusions: The study concluded that employee performance improves as teamwork increases. Teamwork within the company is very valuable; it directly affects the performance of employees. When an employee gets enough teamwork possibilities, his performance will automatically develop.

The study investigates the impact of perceived diversity and organizational justice on employee well-being, mediating the role of inclusion from the perspective of the Board of Revenue Sindh. The data is gathered from 213 respondents, which are employees working in the public sector in Pakistan. Purposive random sampling was employed for data collection. The data is collected by floating the questionnaires. Four hypotheses were drawn from the literature. The SPSS software is used to test the hypotheses. The finding suggests that perceived diversity has an insignificant negative impact on employee well-being. However, organizational justice has a significant positive impact on employee well-being. Inclusion is mediating the relationship between the dependent and independent variables. It is recommended that several other factors can affect employee well-being in the public sector; further research can be conducted by considering the same. The practical implication is that the current study helps the management of the public sector to make effective decision-making in favor of employee well-being. The employee performance will be improved, and the public will be served at best in the end.