The development of multiple university ranking systems at national and global levels has been driven by increasing interest in improving efficiency in the national educational sector without compromising the demand for international standards. Global university ranking systems play an important role by providing the foundation for competing in this global era. One approach could be developing and evaluating criteria to reduce the unnecessary use of standard, less productive indicators. This study aims to systematically exploit national and global university ranking systems in terms of their indicators and relevance to national educational needs. This study uses two online qualitative focus groups with 10 participants each. The participants were purposively sampled, and the transcribed data from the focus group were thematically analyzed. Findings indicate that university ranking should include indicators like governance and digital presence, as these are missing in global ranking indicators. These findings will guide the development of a university ranking framework that policymakers and universities can implement to improve institutional performance.

The success of an organization in achieving its goals depends on the quality and motivation of its employees. The relevant skills, experience, and behavioral traits of the applicants need to be scrutinized and assessed carefully. To attract top level talent one has to be intentional. There are many things which need to be considered and done in the hiring process. If not given attention at this stage they cannot be repaired later on. In hyper competitive business environments, employees are source of competitive advantage. The casual approach to recruitment and selection would be a big mistake. The problems in recruitment and selection need to be considered and addressed carefully. In this article an effort has been made to highlight some important problems in recruitment and some suggested measures to attract the applicants with high skills, right knowledge and attributes at the right time and for the right job.

Purpose: Based on the principles of the social capital theory (SCT), this study aimed to generate hypotheses and evaluate a mediated moderated model that examined the impact of social capital on online brand community happiness (OBCH).Design/methodology/approach: Using 215 online questionnaires from users of private online brand communities (OBCs) , researchers examined the hypothesized connections between variables. The SPSS 21.0 and AMOS 26.0 were applied to fulfill the purpose.Findings: For the goodness of model fit, the authors have applied cut off criteria for fit indexes given by Hu and Bentler (1999) and model-fit measures indicators, i.e. CMIN/DF 1.397, CFI 0.958, SRMR 0.045, RMSEA 0.043 and PCLOSE 0.866, which meet the minimum acceptable criteria. Based on the results, social capital significantly affects psychological well-being (PWB), which, consequently, leads toward increased happiness among OBCs. Furthermore, membership duration moderates the relationship between PWB and OBCs.Research limitations/implications: The authors have utilized a cross-sectional research design, and it limits the researcher’s ability to generalize the findings. These findings imply how social capital leverages PWB and OBCH. Moreover, the presence of membership duration helps to understand that members who spend more time in the community are happier in the OBCs.Practical implications: In this age of social media, it provides valuable guidance to the administrators of private Facebook groups dedicated to specific brands, enhancing the definition and development of OBC operations and community interactions.Originality/value: This research takes a broader look at social capital’s impact on happiness among private OBCs. The current research contributes to the existing body of work by emphasizing the role of PWB in generating happiness. The study is novel in examining the mediating moderating model of PWB and membership duration to explore deep insights for social media platforms.