A Thesis Submitted To The University Of Sindh, Jamshoro .

5.3 Respondents’ Children Look After by Source . .1395.4: Trends for Hours Spent for Job in a Day by Women .1405.5 Available Physical Facilities to Women in Universities .1435.6 Steps of Decision-Making Process & Required Key Skills & Abilities .1475.7 Years of Experience in Present Job . .1575.8 Statistical Measures for Women Age . .1585.9 Goal Setting Ability of Working Women . . .1595.10 Analytical Skills of Working Women . .1615.11 Model Summary . .1635.12 Variables in the Equation . . .1646.1 Women on Extraversion Personality Trait .1766.2 Women on Agreeableness Personality Trait . . .1796.3 Women on Contentiousness Personality Trait .1826.4 Women on Neuroticism Personality Trait .1856.5 Women on Openness Personality Trait .1886.6 Empirical Analysis of Personality Impact on Research Publications .1946.7 Empirical Analysis of Personality Impact on Number of Classes Taken .1956.8 Empirical Analysis of Personality Impact on Organized Conferences .19615

LIST OF FIGURESFigure no.TitlePage no.1.1 Male-Female Literacy Trends in Pakistan .61.2 Literacy Trends by Province . . . 81.3 Provincial Literacy Rate by Region . .91.4 Male-Female Enrolment Trends at Primary, Middle, High and Tertiary Stage . 111.5 Male-Female Net Primary Enrolment in Pakistan by Province (Aged 5 to 9) . 131.6 Male-Female Net Middle Enrolment in Pakistan by Province (Aged 10 to 12) .151.7 Male-Female Net Metric Enrolment in Pakistan by Province (Aged 13 to 14) . .171.8 Missing Basic Infrastructure Facilities in Education Institutions of Pakistan . .192.1 Male-Female Enrolment at Tertiary Level . .402.2 : Men-Women Teaching Staff at Tertiary Level by Region and Worldwide . .432.3 Women Representation by Degree Level . . .452.4 Heads of HEIs by Country and by Gender . 492.5 Male-Female Enrollment at Tertiary level in Pakistan . 512.6 Male-Female Teaching Staff at Tertiary Level in Pakistan . 532.7 Male-Female Enrollment by Degree Level in Pakistan . . 562.8 Men-Women Research Supervisors by Discipline in HEIs of Pakistan 572.9 Men-Women Representation at Senior Management Positions in 22 Universities of Pakistan 5816

2.10 Separate Professional Colleges for Women in Pakistan .642.11 Funding to Higher Education Sector in Pakistan.663.1 Male-Female Enrolment Trends in University of Sindh, Jamshoro.963.2 Male-Female Participation at Academic Cadre in University of Sindh, Jamshoro . 973.3 Male-Female Participation at Management Cadre in University of Sindh, Jamsho .983.4 Male-Female Enrolment Trends in Liaquat University of Medical & Health Sciences . 1023.5 Male-Female Academic Representation in Liaquat University of Medical & Health Sciences 1033.6 Male-Female Participation at Management Cadre in Liaquat University of Medical & HealthSciences. .1043.7 Male-Female Enrolment Trends in Mehran University of Engineering and Technology .1083.8 Male-Female participation at Academic Cadre in Mehran University of Engineering &Technology 1093.9 Male-Female Participation at Management Cadre in Mehran University of Engineering & Technology(MUET), Jamshoro .1104.1 Male-Female Faculty Participation as Lecturers . 1134.2 Male-Female Faculty Participation as Assistant Professors 1144.3 Male-Female Faculty Participation as Associate Professors .1154.4 Male-Female Faculty Participation as Professors . . 1164.5 Regression Line and Observed Female Faculty Representation in Universities in Pakistan . 1184.6 Women by Academic Responsibilities 1204.7 Women as Post Graduate Research Supervisors . 12117

4.8 National and International Research Publications by Women 1234.9 Attended Workshops at International Level by Women . 1264.10 Papers Presented in Seminars at National and International Level by Women .1274.11 Women Participation in Conferences at National and International Level 1285.1 Maslow’s Hierarchy of Human Needs and Related Aspects at Work . . 1325.2 Trends for Organized Conferences by Women 1365.3 People's Attitudes with Women Respondents in Universities . 1425.4 Male-Female as Legislators, Senior Officials and Managers . .1535.5 Trends for Having Administrative Responsibilities by Women .1545.6 PhD/Specialized Women .1565.7 Observed Groups and Predicted Probabilities .1656.1 Women on their Personality Traits . 1916.2 Comparative Analysis of women’s Personality Traits . . 19218

ACRONYMS AND ABBREVIATIONSACCCAfghan-Canadian Community CenterB. ArchBachelor of ArchitectureB.CRPBachelor of City and Regional PlanningBDSBachelor of Dental SurgeryB.EBachelor of EngineeringBPSBasic Pay ScaleC.ECommon EraCEDAWConvention of the Elimination of All Forms of DiscriminationAgainst WomenCEOChief Executive OfficerCHECouncil on Higher EducationDAIsDegree Awarding InstitutionsD.C.HDiploma in Child HealthD.C.PDiploma in Clinical PathologyDDIDevelopment Dimensions InternationalD.G.ODiploma in Obstetrics and GynecologyD.M.R.TDiploma in Medical Radio TherapyECFMGEducational Commission for Foreign Medical GraduatesENTEar Nose ThroatFATAFederally Administered Tribal AreasFCPSFellowship of College of Physician and SurgeonFRCSFellowship of Royal College of SurgeonGCUGovernment College UniversityGDPGross Domestic ProductGERGross Enrollment RatesHECHigher Education CommissionHEIsHigher Education InstitutionsILOInternational Labour OfficeILOInternational Labour Organization19

ISOInternational Organization for StandardizationIUBInter University BoardJPMCJinnah Postgraduate Medical CollegeKAUSTKing Abdullah University of Science and TechnologyLAMECLiteracy and Mass Education CommissionLUMHSLiquat University of Medical and Health SciencesMBBSMedicine and Bachelor of SurgeryMCPSMember of College of Physicians & SurgeonsM.DDoctor of MedicineMDGMillennium Declaration and Millennium Development GoalsM.EMaster of EngineeringM.P.HMaster of Physical HealthM.PhilMaster of PhilosophyM.ScMaster of ScienceMUETMehran University of Engineering & TechnologyNCEENational Center on Education and the EconomyNERNet Enrolment RatesNPANational Plan of ActionP.G.DPostgraduate DiplomaPhDDoctor of PhilosophyP.V.CPro-Vice ChancellorSAPSocial Action ProgrammeSPDCSocial Policy and Development CentreTTSTenure Track SystemUGCUniversity Grant CommissionUNESCOUnited Nations Educational, Scientific and Cultural OrganizationUOSUniversity of SindhV.CVice-ChancellorWMOWomen Medical Officers20

ABSTRACTEducation gives huge economic and non economic benefits to men as well as to women. Theactive participation of highly educated women, in any income generating activity, plays animportant role to help raising their status in society. In a developing country Pakistan, the shareof women population is quite close to that of men. Pakistan can achieve fast and stable economicadvancement through proper utilization of educated women. The Government of Pakistanrealizes the importance of women education and has taken many positive initiatives. However,the assessment of various education indicators, including literacy rates and net and grossenrolment trends, point out that access to education is still a major problem in Pakistan. Themajor reasons, being weakened education status that comes from many directions: such ascustoms/traditions, political instability, insecurity, lawlessness and lack of appropriategovernment attention. Sindh is the province of Pakistan and the status of women education inthis province is not different from other provinces in the country.Higher Education Institutions (HEIs) can play a significant part to provide better and equitableemployment opportunities to women and can help removing the inequality in authority and statusamong men and women. It has been mentioned that, in the world, female students’ ratio hasbecome more, or equal, to male students; but female student’s ratio is not encouraging in nontraditional disciplines (i.e. commerce, engineering, finance etc). This trend has also beenobserved in Higher Education Institutions (HEIs) of Pakistan. Across the world women haveimproved their relative positions at academic and management cadres in Higher EducationInstitutions (HEIs) but women representation still remains unequal to that of men.The Study is focused to find out male-female imbalance in employment, in public highereducation sector, moreover, it aims to address and asses all major issues concerned tounderutilization of educated women in Higher Education Institutions (HEIs) of Pakistan. TheStudy is intensive to quantify women’s potential and their participation in public highereducation sector. It also explores direct and indirect factors impinging women’s participationratio. The research is based on qualitative and quantitative data. For collection of data onparameters, such as education, training, research publications, self-motivation, decision making21

roles and management skills etc.), three leading public sector universities in Sindh were selected.Respondents were categorized according to their responsibilities in selected universities. Formalstatistical approaches were used to analyze and present the data.The women faculty representation has increased in Pakistan, but survey data confirmed thatwomen faculty representation ratio have curved down from junior to senior teaching categories.Mehran University of Engineering & Technology (MUET) is a male dominating professionaluniversity, therefore, these trends are higher up in this university. Sample women activelyparticipated in professional skills development activities, but due to burden of personal life- roleslarge proportion of sample women could not energetically participate in research activitiesparticularly at international level and are found with weak research record, thus, stuck at lowerteaching position.Logistic regression model confirmed that qualifications, experience and self-motivation are thesignificant predictors for predicting women representation, at management cadre, in HigherEducation Institutions (HEIs). However, sample women were deficient of these requiredmanagement qualities, therefore, could not participate equally at management cadre, inuniversities in Sindh. Healthy work environment encourages women to contributeenthusiastically with their role in Higher Education Institutions (HEIs); but Study results showthat sample women are not fully satisfied with available physical facilities and people’s attitudesin Higher Education Institutions (HEIs).On Big Five personality trait model women are found as introverts, closed, extremely agreeableand neurotic personalities (i.e. 36 percent, 12 percent, 38 percent and 28 percent respectively).These women failed to respond on having required management qualities, such ascommunication initiatives and confidence. In contrast particular proportion of sample womenreported as extroverts, open and conscientious personalities (i.e. 57 percent, 76 percent and 87percent respectively) these women were found with having effective leadership qualities.Logistic and multiple regressions also confirmed that personality traits have significant impacton job performance, which in turn affects their participation at academic and management cadrein Higher Education Institutions (HEIs) of Pakistan.22

In the context of Study results it is concluded that due to weakened education status, women donot have much access to better employment positions in higher education sector. In HigherEducation Institutions (HEIs) other than, progress in relative positions, women’s participation atacademic and management cadre remains unequal. Women have skills and abilities toparticipate, equally, with men; but due to the dual burden of personal/domestic and professionalroles have not been able to devote additional time and energy for research and managementactivities, hence stuck at junior teaching positions and poorly appeared at management cadre. Onthe flip side, women, due to their personal characteristics, like to do teaching rather thanmanagement activities. There is need to upgrade education policy to enhance female enrolmentproportions in all disciplines and at all education levels.It is suggested to take positiveinitiatives, to enhance women’s self-motivation towards research and to upgrade workenvironment. Various programs should be organized for upgrading of women’s managementpotentials, and to develop awareness among them to properly utilize their skills, abilities andavailable opportunities, to uplift their professional status at national and international levels.23

REFERENCES1. Administrative Units of Pakistan. From Wikipedia the Free Encyclopediaupdated:Jun 2012, cited: 3 July 2012. ve units of Pakistan2. Age from the Free Dictionary by Farlex. From Google. Cited: 20 Oct lable at:3. Ahmed Anis. (1982). Muslim Women & Higher Education: A Case for SeparateInstitutions & a Work Plan for Women’s University. InstituteofPolicy Studies. Islamabad.4. Al-Zawahreh Abdelghafour & Al-Madi Faisal (2012). The Utility of Equity Theory inEnhancing Organizational Effectiveness. European Journal ofEconomics Finance and Administrative Sciences. 46:158-170.5. Amina H. & Shehla A. (2009). Impact of Office Design on Employees Productivity: A Casestudy of Banking Organizations of Abbottabad, Pakistan. Journalof Public Affairs. 3(1):1-13.6. Analytical Skill. From Wikipedia Free Encyclopedia Updated: 19 Mar 2011, Cited: 24Mar 2011. Available at:http://en.wikipedia.org/wiki/Analytical skill7. Anderson D.R, D.J. Sweeny and T.A. Williams. (1993). Statistics for Business and EconomicsWest Publication Company. USA.8. Annual Status of Education Report. (2013).ASER Pakistan. South Asian

Prof. Dr. Pervez Ahmed Pathan Sindh Development Studies Centre University of Sindh, Jamshoro Co-Supervisor Prof. Dr. Parveen Shah Vice-Chancellor Shah Abdul Latif University, Khairpur A Thesis Submitted to the University of Sindh, Jamshoro for fulfillment of the requirement of the award of the Degree of Doctor of Philosophy In Economics