A Comparative Study On Selection Effectiveness Of Employees In Public Sector Organizations Of China And Pakistan: A Study Based On Organizational And Social Factors

Since the beginning of the human civilization on this smart planet, the issue of survival and success has always remained pivotal across the various changing patterns in all walks of life. This struggle of survival and success has been particularly been remained main focus in all of the organizations in private and public sector as well. The central and key stimulus of this struggle in all these times remained acquisition and development of resources among which the most vital resource is the human resource. In the present era of research grown environment, the term human resource is known as human capital which has become the key resources that decides the success and failure of the organizations in the private and public sector. Thus the most significant aspect of the human capital is the acquisition of KASOs through different methods mainly known as recruitment and selection. According to the researches in the field of human and resource management, recruitment and selection of employee is known as primary and key function among all other functions that decides the success and failure of the organization.This was the focus of this study, the comprehensive analysis of the employees’ selection in the public sector organizations of Peoples Republic of China and Islamic Republic of Pakistan. The study is probing the issue of selection effectiveness from two major perspectives, the one is from the general and other one is gender equality perspectives. Two types of objectives have been set for this study, the first one are the objectives which are general by nature and the other are specifically related to the outcome of this study. Along with many other various objectives the main objectives was to investigate various key factors that have been identified through a comprehensive literature review and are closely associated with the effective selection of public sector government and university employees. This study is very significant because of multiple reasons among which the most important is that its base has been developed from the multidisciplinary perspectives related to this subject and are linked with the findings of existing study. Second key aspect of the significance is that it is addressing the key areas of the public sector organizations working for government and universities of a two most important countries. This study will be helpful for the researchers in advancing in their studies and authorities to have an insight about the existing mechanism of the selection procedures for enhancement of its effectiveness.In order to design this study, a comprehensive literature survey was conducted to identify various research questions that may lead this existing study. Quantative methods have been adopted to compile this research. This research has used convenience sampling method to collect the relevant data from the sample. Proper care was adopted to identify and approach the government and university employees for data collection. A sample size of 200 was decided to select from the government employees working in different ministries of the central and provincial governments. On the other hand, in the public sector universities, the researcher selected 100 university employees from the public sector universities. In order to collect data from the sample a research questionnaire also known as survey questionnaire based on 5 points liker scale was developed. This research has used convenience sampling method to collect data from a sample of 300 in China and Pakistan with an overall aggregate of 600 sample size. The response rate in Pakistan among the government employees were 230 out of 300 (76.7%) respondents while as it was 140 out of 200 (70%) from the university employees. However, in China the response rate for government employees was 250/300 (83%) and for university employees it was 170/200 (85%) respectively from government and university employees. Overall the respondents demographics ration of females in PR Pakistan were 33.7 percent while as this ratio in PR China were 50 percent. The average experience of the respondents in Pakistan was 14.2 years and this ratio in China was 8.5 years which is a considerable experience to be valued for this study.In the first phase the data collection was started in Pakistan during June to August 2015 during summer vacation while as this phase tool place in China from October, 2015 to January 2016. The researchers has developed a research questionnaire based on liker scale format which has been translated in Chinese language as well to be used in the china for getting effective response from the Chinese respondents. While as in Pakistan English version of this questionnaire were used to record the responses from respondents. This questionnaire is comprised on 5 point likert scale ranging from strongly agree to strongly disagree. The questionnaire consists of 57 items covering various possible dimensions related to this study. In order to collect data from China a translated version of original survey was translated into Chinese Language. The Alpha Coefficient of this research was calculated with the help of latest version of SPSS. Based on the factor analysis the total samples size of 600 respondents of 57 items was recorded.85. Independent Sampling t-test was applied to see the difference in perception between the two categories of populations. Finally to test the mediations and moderation SPSS were used. For mediation along with the regression analysis Sobel test were applied to test the significance.As the focus of this study was to analyze the selection effectiveness from the various angles, therefore various findings have been driven from the study. In the first finding, it has been identified that there is an issue of gender representation for the selection of female employees in the different stages of selection. There is an issue of not having enough females available at the initial stage of initial screening through written or qualifying test in Pakistan as compare to China. At this stage in the context of China, there seems almost equal representation of female candidates but is worse from the Pakistani scenario which is just 19 percent as compare to the male candidates. In another finding, it has been found that the main reason of being female lesser available at written or screening stage is happening due to the social constraints. This study has proved that by bringing more females in the selection committees will not help the female employees to be selected for the jobs in public sector organizations and universities controlled by the government. The selection effectiveness is partially mediated by the interaction between traditional factors and gender equality in both Peoples Republic of China and Pakistan. One of a most important finding of this study is in the context of pre-recruitment factors role in the effective selection is that a partial mediation does exist between the pre-recruitment factors and selection effectiveness in presence of the gender equality.The issue of merit has been noted a main matter of concern in the public and university employees’ selection. The selection system in PR Pakistan is facing lack of meritocracy which is a serious issue for the healthy and smooth running of organizational function. On the other hand with reference to the Chinese public sector organizations it has been noted that a miner level of transparency issues are occurring while making selection of employees in the public sector officials and university employees. In comparison of traditional and other factors associated with effective selection, the procedural justice of the selection procedures has comparatively more impact on the effectiveness of the selection effectiveness. Face validity has been identified that it is the only factors on which the there is similar view or consensus between the public sector employees in China and Pakistan. Regarding the moderating of information technological tools in moderating the relationship between the traditional factors with selection effectiveness, it was noted that IT technological tools can moderate the relationship between the traditional factors and selection effectiveness. There are various findings that support that organizational size and image does have an impact of applicants’ trend to apply more and more for the public sector jobs but it has not been the case in present study where it is the job security that attracts the larger number of application.On the basis of key findings of this study, a set of recommendations have been put forward for the effective selection of public sector employees from the two angles, the one is general and other gender perspective. It has been suggested that there is a need of conducting research on the content, concurrent and other validities of the selection tools in the public sector employee selection. More researches are needed to conduct in depth analysis to identify more dimensions of pre-recruitment factors to understand the phenomena more accurately. In the context of converting traditional selection mechanism into digital ization needs comprehensive research to respond the issues of digital immigrants and natives. Overall, this study has supported various earlier findings but could not agree with many of them as well mainly. By summarizing this study in a one sentence, it has been observed on the basis of comprehensive analysis that regardless of the geographical are or nature of the governments, the gender equality and procedural justice is the common issue for all sorts of public sector selection mechanism.