In a knowledge-based environment, the employee's performance has remained a popular demand in all sectors. All types of organizations have realized that workplace value makes businesses flourish. The aim of this paper is to examine the role of organizational culture on an employee's performance within the context of public sector organizations. Data were collected from 250 employees using a questionnaire based on a well-known and extensively used measurement tool developed by Wallach. From the result, two out of the three cultural dimensions identified in this study are found to have a significant positive influence on an employee's performance. This paper contributes to the understanding of organizational culture by providing empirical evidence from a public sector organization in Oman. As a future research direction, we highlight the need for studies on cultural research to examine other types of culture applicable within the public sector domain using a larger sample.

Extant research primarily focuses on the driving factors of human resource (HR) professionals’ effectiveness in Telco firms of Pakistan. That is due to the need for HR professionals to be effective has risen in the 21st century for gaining sustainable competitive advantage. This research paper aims to examine the level of HR professionals’ effectiveness in Telco firms of Pakistan and explores the strategic functions and their elements, owing to which HR professionals can be effective in fulfilling their tasks and duties. Ten HR executives from five Telco firms were interviewed. The study finds nine key strategic functions along with their forty elements, which indicate the effectiveness of HR professionals. Successful implementation of these strategic functions and their elements offers Telco firms to sustain competitive advantage. Hence, it extends the resource-based view (RBV) theory by accumulating the additional determinants in the context of Pakistan. The research provides the insights for policy makers and practitioners, which explain the key strategic functions and substantial variables through which HR professionals can augment their effectiveness in sustaining competitive advantage.

English language fluency among graduates is becoming an important capability that graduates need for employment. The industry has noted the declining level of English among Malaysian graduates thus strategies and policies need to be implemented. This paper gives an overview on three areas of literature that is pertinent to this topic: competencies and future employment, language learning strategies and supplier learning. This paper suggest that a model for capability development from the area of supply chain management could be extrapolated as a framework for future research on analyzing the strategies that graduates employ on their own to improve their capability of English language fluency.

A principal concern among organizational researchers is to understand why some organizations irrespective of size and location outperform others. High performance work system (HPWS) offers an explanation for this phenomenon. HPWS gives organizations the competitive advantage over others. While it has been established that HPWS affect the performance of organizations within a large and complex organizations, less have been empirically established if it also create benefit for public organizations. This has generated concerns among organizational researchers. Following this argument, this study examines this theoretical gap with a survey data collected from employees in the public sector organization. Overall, three dimensions of HPWS were identified by the researchers and the level of awareness was assessed on a seven point Likert scale. We found that two out of the three identified dimensions of HPWS has a positive relationship with organizational performance.

This research aims to examine the development of vocational training issues faced in the public sector extent in Bahrain. Training implication should not be overlooked in delivering the required capabilities and knowledge in performing a certain task. The proposed research framework is established with a reference to the training evaluation model of Kirkpatrick, however, the study analyzes one of four levels for evaluating training effectiveness, those are reaction, learning, behavior, and the level of interests; result. A quantitative research design is applied. The survey instrument comprised of 29 items that tested two hypotheses. It was distributed to 382 respondents according to their interests using the purposive sampling technique adopted across 4 different public sector organizations in Bahrain. However, 128 were the usable ones from the returned 155 questionnaires. It is discovered that the contextual factor namely trainer has a positive influence on the training programmes implemented in this sector. Also, surprisingly this study unlocks an interesting and challenging area in the training environment for scholars in exploring and improving the quality of training programmes. The study essentially contributes to the paucity in training antecedents and training effectiveness in the public sector literature-related research. Hence, enhancing training effectiveness requires the management and practitioners to enhance the training antecedents to ensure the achievement of training/organization objectives. Understanding the importance of these certain types of factors will help the management to enhance the trainees’ gaining and therefore their performance. Thus, training antecedents should play an important role before trainee’s training. Managers should as well be involved with sponsoring reliable factors and drawing up a comprehensive vision.