The need for strategic alignment within HR management increased managers' concern about individual behavior and how this behavior was related to the achievement of goals. In public management, effectively managing employees' performance has been necessary since Weber's bureaucratic administration. The individual performance appraisal is the right tool to assess employees' competencies. Thus, we proposed the following research question: Which factors, as pointed out by theory, have the most significant influence on the individual performance appraisal process? The quantitative method was applied to answer this question, developing and testing a scale via EFA and a hypothetical model via SEM-CB. The results indicated a scale with 25 items able to access the main points of the IPA process and a hypothetical model with 7 constructs that indicate the influence on employee engagement. The main finding is the significant influence of feedback on the whole process. The main theoretical contribution was the construction of the MIPAS scale, and the practical contribution was to identify the points where managers should focus on improving the IPA process with their subordinates.

This research aims to investigate the impact of knowledge-based human resource management (KBHRM) practices on organizational performance through the mediating role of quality and quantity of knowledge worker productivity (QQKWP). The data were collected from 325 employees working in different private universities of Pakistan by using convenience and purposive sampling techniques. The quantitative research technique was used to perform analysis on WarpPLS software. The result revealed that only knowledge-based recruiting practices have a positive and significant direct effect on organizational performance. While knowledge-based performance appraisal practices, training and development practices and compensation practices all were insignificant in this regard. However, through mediator QQKWP, the knowledge-based recruiting practices (KBRP), knowledge-based training and development (KBTD), and knowledge-based compensation practices (KBCP) all were positively and significantly influencing organizational performance but only knowledge-based performance appraisal (KBPA) was insignificant in this mediating relationship. Lastly, the current study provides useful insights into the knowledge management (KM) literature in the context of private higher educational institutes of developing countries like Pakistan. The future studies should consider the impact of KBHRM practices on knowledge workers’ productivity and firms’ performances in the context of public universities.

The efficiencies and performance of gas turbine cycles are highly dependent on parameters such as the turbine inlet temperature (TIT), compressor inlet temperature (T1), and pressure ratio (Rc). This study analyzed the effects of these parameters on the energy efficiency, exergy efficiency, and specific fuel consumption (SFC) of a simple gas turbine cycle. The analysis found that increasing the TIT leads to higher efficiencies and lower SFC, while increasing the To or Rc results in lower efficiencies and higher SFC. For a TIT of 1400 ℃, T1 of 20 ℃, and Rc of 8, the energy and exergy efficiencies were 32.75% and 30.9%, respectively, with an SFC of 187.9 g/kWh. However, for a TIT of 900 ℃, T1 of 30 ℃, and Rc of 30, the energy and exergy efficiencies dropped to 13.18% and 12.44%, respectively, while the SFC increased to 570.3 g/kWh. The results show that there are optimal combinations of TIT, To, and Rc that maximize performance for a given application. Designers must consider trade-offs between efficiency, emissions, cost, and other factors to optimize gas turbine cycles. Overall, this study provides data and insights to improve the design and operation of simple gas turbine cycles.