FACULTY PRODUCTIVITY AS A PATHWAY TO CAREER DEVELOPMENT: EVIDENCE FROM PUBLIC UNIVERSITIES IN KHYBER PAKHTUNKHWA, PAKISTAN

Abstract

This study investigates faculty productivity as the mediating pathway through which human resource practices (HRPs) influence career development in public universities of Khyber Pakhtunkhwa, Pakistan. Drawing upon the Resource-Based View (RBV), Social Exchange Theory (SET), and the Job Demands Resources (JD-R) model, the research examines how Learning and Development (L&D) and Performance Appraisal Satisfaction (PAS) contribute to Career Development (CD), both directly and indirectly through Employee Productivity (EP), with Perceived Organizational Support (POS) as a moderator. Data were collected from 312 faculty members using a structured survey and analyzed with Structural Equation Modeling (SEM) in SmartPLS. Results reveal that L&D and PAS significantly enhance EP, which in turn strongly predicts CD. Learning and Development (L&D) has no clear direct impact on Career Development (CD). Performance Appraisal Satisfaction (PAS) shows only a weak direct impact. Mediation tests confirm that Employee Productivity (EP) is the main determinant. Moderation analysis shows that Perceived Organizational Support (POS) strengthens the EP–CD relationship. The results make a theoretical contribution. They place productivity at the center as the transformation core between HR practices and career outcomes. They also make a practical contribution. They stress the need for transparent appraisal systems, strategically linked training, and supportive climates in higher education.

Keywords: Faculty Productivity, Career Development, Performance Appraisal Satisfaction, Learning and Development, Perceived Organizational Support, Higher Education, Pakistan

https://doi.org/10.5281/zenodo.17343055