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The factor that motivated the researcher to examine the HRM interventions and its influence on the performance of paramedical staff in particular is that the consequences of poor performance are horrible and human being are at a high risk of adversity with respect to the health and life. This study examines the relationship between HRM interventions and employee performance. The study focuses on four specific HRM interventions; Training and Development, Career Management, Compensation Management and Organizational Support and their impact on employee performance. The population selected for the research purposes is paramedical staff working in the hospitals of Karachi. The study work presents an integrated conceptual framework of five HRM dimensions. Survey was conducted and a questionnaire comprised of 30 items based on 5 Liker-Scale approach administered among 250paramedical staff which include O.T Technicians, Nurses, Ward Attendants, Supervisors and other staff falls under the category of paramedics. The convenience sampling method was used to gather the information. Questions were adapted from the past researches and made some changes. Out of 250 sample size, 217 useful responses were retrieved which is 86.8 % of the total sample size. These responses were analyzed through Smart PLS. The data analysis was conducted through descriptive statistics, correlation and regression analysis. Then, the hypothesized research model was validated by using statistical tools such as PLS-SEM. This study advocates that well-designed and rigorously implemented HRM interventions are crucial aspect that can be equally beneficial for the medical service providing organization and their employee, and more importantly for the patients who, in fact, are one of the key stakeholders. The findings reveal that there is a positive relationship between HRM interventions and employee performance except career management. It further reveals that all of the three independent variables except career management have a significant effect on employee performance. Future researchers are encouraged to investigate the satisfaction level of patients from the performance of paramedical staff or impact of other interventions of HRM on the performance of paramedics. Research can also be conducted to analyze causes of insignificant effect of career management on employee performance in the Pakistani context. [ABSTRACT FROM AUTHOR]

This research study was conducted to investigate the role of 'respectable femininity' norms in the work lives of professional women and investigate the extent to which they impact on female career advancement (or lack thereof) by way of creating a clash with the traditional career management techniques. This qualitative research study, conducted on the public service organizations in Pakistan has found that the working women in Pakistan feeling guilty of violating the norm of 'confinement to private spheres' appeared obliged to abide by the respectable femininity principles of 'domesticity', 'restrained networking', and 'toning down their femininity', in order to maintain an 'honorable' reputation / image in the society, however, these norms, in turn, created a significant hurdle in their career advancement by way of constraining their capacity to exploiting the career management techniques of accumulating 'social capital' and employing 'impression management' tactics. The study showcases the female's enigmatic struggle of becoming a 'good woman' and a 'successful careerist' at the same time which culminates in to a series of subtle barriers in their professional careers mounting ultimately to become a significant panel of 'glass ceiling' in their progression. [ABSTRACT FROM AUTHOR]