The effect of pay equity on organizational commitment in higher education institutions in Bangladesh

Public and private education can unlock different doors and help to flood the country with a rising power, sunlight and sustainable development. Hence, this paper argued that there is a need to sustain both public and private higher education. Financial difficulties restrict private higher education from balancing their budget and maintain a balance between a quality education and maximization of shareholders wealth. This paper outlines and analyzes a critical business model for higher education institutions, Dhofar University and Majan College, both of which are publicly traded in Muscat Securities Market. Both the educational institutions are critically examined from profitability, liquidity, long term solvency and asset management perspective using appropriate financial ratios. Five year forecasts of financial statements up to 2021 are estimated to evaluate the financial stability of the two educational institutions. The paper uses Monte Carlo simulation technique to examine the issue of financial sustainability. Overall the finding shows positive financial results for Majan College compared to Dhofar University. The key take away from the analysis is that educational institutions should be funded primarily by equity and not by debt to survive, sustain and provide high quality education.

In the context of organizational change, employees can have different reactions, where some of them accept and engage with it, and others completely refuse and resist it. Hence, companies should permanently settle for the best and introduce a fruitful leadership style along with a good change management strategy to ensure the company’s prolonged survival and prosperity.
This investigation aims to examine the influence of transformational leadership on employees’ affective commitment and intention to support change. Both were chosen to constitute the main dimensions of employees’ reactions toward organizational change and highlight the importance of organizational trust as a mediator in that correlation.
To confirm the hypotheses subtracted from the literature review, a quantitative study was managed by a survey devoted to 428 employees working for diverse service companies in Hungary and going through different change cases.
Structural equation modeling (SEM) was then applied to hold out the favorable findings, which reveal that transformational leadership is a booster for employees’ intention to support change but not for affective commitment. It was also found that organizational trust firmly mediates the relationship between transformational leadership and employees’ reaction to change.
This statement justifies that both transformational leadership and organizational trust are able to reduce change complexity and lead to its acceptance, openness, and support.

This study aims to highlight the resilience and innovation of Taras Shevchenko National University of Kyiv (KNU) in the face of internal and external risks, particularly during times of war and political instability. KNU’s commitment to advancing knowledge is evident through its successful maintenance of educational, scientific, and economic activities and its proactive measures to counter propaganda and misinformation. The university has prioritized the psychological and emotional support of its students and staff and has minimized student losses by implementing flexible forms of education and individual counseling. KNU has also strengthened its international partnerships and grant initiatives. Despite significant losses, the university has maintained its material and technical infrastructure by leveraging various funding sources and developing a strategic trajectory toward an entrepreneurial model. KNU’s strategic objectives include transforming the university into the core of innovation clusters, establishing a risk management system, and monitoring the labor market. KNU’s experience could provide valuable insights for other universities facing similar challenges, emphasizing the importance of effective risk management, crisis communication, and psychological support for the academic community.

Acknowledgment
The authors express their gratitude to the Armed Forces of Ukraine for their bravery and resilience in the fight for the country’s freedom and independence against new threats in the 21st century. They also thank the Taras Shevchenko National University of Kyiv staff for their unwavering commitment, selflessness, and psychological fortitude, enabling maintaining and expanding the university’s resources despite challenging circumstances. Overall, the authors are optimistic about the future and confident in the prospect of victory.