Global Journal for Management and Administrative Sciences 2022-10-04T17:40:19+05:00 Editor Open Journal Systems <p>The GJMAS is an interdisciplinary open-access double-blind peer-reviewed refereed journal published by the <a href="">Department of Public Administration, the University of Karachi</a> that publishes significant contributory researches in different fields of social sciences, business and education management. GJMAS publishes two issues per year. It has both version of ISSN. Print ISSN 2788-4821 and Online ISSN 2788-483X. GJMAS publishes original research articles related to Business Management, Human Resource Management, Leadership, Marketing Management, Psychology, Sociology, Education Management, Teacher’s Training, Education Training, MIS (Management Information System), Business Law, Marketing theory and Marketing applications, Business investment, Business finance, Public ethics, Operations management, business research, Organizational behaviour, Business and economics education, Case studies, statistics, Industrial relations, Econometric, Personnel relations, management &amp; public policy, Management organization and Innovation &amp; technology.<br />By providing easy access to the insights of Social Sciences &amp; Business Information, case studies and researches, GJMAS aims to extend and supplement the knowledge of the scholarly world.</p> YOUNG ADULTS' SWITCHING BEHAVIOUR IN THE CELLULAR SERVICE INDUSTRY OF PAKISTAN 2022-06-12T01:17:50+05:00 Dr Malik Mamoon Munir Muhammad Ahsan Javed Dr Sana Arz <p>This study aims to understand the factors affecting the switching behaviour of young consumers in the cellular service industry of Pakistan. The present study has identified the significant (price and social influence) and insignificant (network coverage and promotion) factors that provoke consumers to switch their cellular service provider. This research used a quantitative research design, and data were collected using the questionnaire technique. Through random sampling, undergraduate students of private universities of engineering, computer science, and management sciences departments in Karachi, Pakistan, were selected and administered 270 questionnaires. However, 184 respondents provided their useful feedback with a response rate of 68%. The present study has identified that price and social factors play a significant role in influencing consumers switching behaviour. In contrast, promotion and network coverage do not impact young adults switching behaviour in the cellular service sector of Pakistan. Since the research has targeted the telecom industry of Pakistan, it contributes to the literature on marketing and consumer behaviour by identifying and comprehending the theoretical framework and dimensions associated with consumer switching behaviour.</p> 2022-06-30T00:00:00+05:00 Copyright (c) 2022 Dr Malik Mamoon Munir, Muhammad Ahsan Javed, Dr Sana Arz Bhutto IMPACT OF SUPERVISOR SUPPORT, WORK-HEALTH BALANCE, AND CAREER COMMITMENT ON EMPLOYEES’ WORK-LIFE BALANCE IN MANUFACTURING FIRMS OF PAKISTAN: MEDIATING ROLE OF JOB STRESS 2022-07-17T04:32:56+05:00 Kehkashan Nizam <p>Work-life balance is very essential to maintain daily life. This study's objective is to examine the influence of supervisor support, work-health balance, and career commitment on work-life balance in the manufacturing industry in Pakistan. The study's second objective is to examine the role of job stress as a mediator between supervisor support, work-health balance, career commitment, and work-life balance. A total of 255 questionnaires were distributed among the employees working in the manufacturing industry of Karachi. The employees returned 247 questionnaires that were filled by the participant in which 243 questionnaires were identified as useful. The percentage of the valid questionnaire was 95.29%. The gathered data was analyzed and delivered statistical outcomes by developed hypotheses. Tests were performed by using SPSS and PLS-SEM, statistical techniques. The results show that supervisor support, career commitment, and work-health balance have a positive relationship with work-life balance. The supervisor support, career commitment, and work-health balance have a negative relationship with job stress. Job stress mediates the relationship between supervisor support, career commitment, work-health balance, and work-life balance.</p> 2022-06-30T00:00:00+05:00 Copyright (c) 2022 Kehkashan Nizam EFFECT OF SUCCESSION PLANNING ON EMPLOYEE RETENTION (A CASE STUDY OF CUSTOMER SERVICE INDUSTRY IN KARACHI) 2022-10-04T17:40:19+05:00 Ammad Zafar Abdul Rehman Zaki <p>Employee retention is an important factor that affects the performance of the company. The day when an organization started operation to the present day. It remains a question to the organization. How do retain productive employees? Globally, 56.5% of employees are intending to change their job due to several reasons. In Pakistan, 23% employees working in the customer service industry have intention to leave their current organization. Succession planning can be an effective tool for employee retention. It is the process of preparing employees for the attainment of the future objectives of organization by enhancing their abilities and skills. The study has focused on analyzing the impact of succession planning on employee retention specifically for the customer service industry in Pakistan. A survey of 300 respondents was conducted through a close-ended questionnaire to collect primary data and the secondary data were collected from published articles. The data were analyzed through SPSS. The respondents for the survey were selected for an interview through a multistage sample using mix approach based on Probability and non-probability sampling. The Study performed Cross tab Analysis, a Chi-Square test, an independent t-test, ANOVA, and binary logistics to analyze variables. The result of the study showed that succession planning has a positive significant impact of 2.1 times on employee retention which is independent of gender variation. A one-time increase in the effectiveness of a succession plan can increase employee retention by 2.1 times. </p> 2022-06-30T00:00:00+05:00 Copyright (c) 2022 Dr Ammad Zafar, Dr Abdul Rehman Zaki