Human and Social Capital Development for Self Efficacy of University Graduates: Bases for Development of Society

Abstract

The study investigated perceptions of students and employers about the development of human and social capital in terms of intellectual development skills, personal development skills, professional development skills, and social development skills for self efficacy of university graduates. How students and employers were viewing the development of human and social capital for self efficacy of university graduates; which areas of development skills were relatively stronger; and which sectors of industry or discipline of study were more satisfied or worried about were the questions answered in the study. Students of 4 public and 4 private universities and managers of 65 companies from 12 sectors of industry listed with Lahore Stock Exchange constituted the sample. Data were collected through an adopted, 30-item survey scale which was found reliable at 0.930 Cronbach's alpha. Mean scores and correlations were calculated for the four sub-scales. One-Sample t-test, Independent samples t-test, and one-way ANOA were employed for significance and variance analysis. The study concluded that students and employers were not fully satisfied with the development of human and social capital for self efficacy of university graduates. Intellectual development skills got the highest position whereas personal development skills were found at the lowest position. Professional and social development skills were found in the middle. This situation reflects performance of universities below standards and speaks of under utilization of their potential for contributing to the development of society. Serious initiative for the development of human and social capital for self efficacy of university graduates was the major recommendation

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“…Meanwhile, selfefficacy can also be enhanced through specific training to increase their confidence on their ability and capability to succeed. Participating in such related training to enhanced self-efficacy could help increases firm ability to react on the challenges ahead in order to meet firms objective [16], [31].…”

“…Human capital and self-efficacy should be developed together to improves firm performance. Supported by [16], knowledge and skills is not the element in selfefficacy but the seeds that could help enhanced self-efficacy. Hence, this study suggest that firm need to intensify their internal sources such as human capital and self-efficacy in order to sustain.…”

“…Human capital is important to generate a lot of useful ideas, but to ensure the realization of these ideas is far more important to achieve firm goal [7]. This is because self-efficacy help to ensure the continuous effort of the firm even they face with the difficult situation [16]. Therefore, it can be conclude that best path to achieve goof firm performance is by having both human capital and self-efficacy.…”

“…There are a growing numbers of studies which pertaining to self-efficacy and its significant contribution the firm performance. [16] define selfefficacy as a positive psychological capital (confidence, hope and optimism). Self-efficacy helps to increase a person effort even in a difficult task because of the belief in their self that tailored with their capabilities.…”

Faculty Development Needs as Perceived by Departmental Heads, Teachers, and Students of Pakistani Universities

“…These skills enable faculty to produce graduates capable of satisfying the demands of employers [15] [16]. Penetration of such graduates in the job market leads to social and economic development of society [17] to realize the national higher education objectives [16]. Keeping in view the importance of faculty development, this study explored the degree of need for faculty development at Pakistani universities as perceived by departmental heads, teachers, and students.…”