Journal articles on the topic 'Employees – Pakistan – Attitudes'
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1
Waseem, Maimoona. "Deviant Workplace Behaviors in Organizations in Pakistan." Lahore Journal of Business 4, no. 2 (March 1, 2016): 93–104. http://dx.doi.org/10.35536/ljb.2016.v4.i2.a5.
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While employees bring their own set of values and attitudes to the workplace, companies that adopt a positive approach toward their employees are likely to be more productive. Employee misbehavior and workplace deviance can have a severe impact on overall organizational performance and productivity, with a corresponding increase in costs. The literature indicates that deviant behaviors include stress, violence, sexual harassment, employee hostility and organizational injustice. This study examines the extent of organizational and interpersonal deviance at a private sector firm in Pakistan, in which a sample of 50 employees were asked to rate deviant workplace behaviors. The independent variables include leader mistreatment, employee hostility, organizational sabotage, intention to quit, and political and production deviance. The study finds a significant relationship between workplace deviance and most of these variables.
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Laar, Rizwan Ahmed, Shusheng Shi, Muhammad Azeem Ashraf, Muhammad Naeem Khan, Jannat Bibi, and Yibing Liu. "Impact of Physical Activity on Challenging Obesity in Pakistan: A Knowledge, Attitude, and Practice (KAP) Study." International Journal of Environmental Research and Public Health 17, no. 21 (October 25, 2020): 7802. http://dx.doi.org/10.3390/ijerph17217802.
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Physical activity (PA) refers to any action produced by skeletal muscle that consumes energy. According to the World Health Organization (WHO), PA is the primary element that can improve health at the community level. Obviously, PA plays an important role in the social, physical, and mental development of men and women, as well as in balancing weight. However, the large-scale negative impacts of physical inactivity on health-related issues are also recognized globally, such as obesity, which is the source of many non-communication diseases (NCDs). In Pakistan alone, 46% of deaths occur due to NCD. The majority of NCD deaths are linked to obesity, and Pakistan is the ninth most obese country in the world. Research on obesity caused by sedentary work in Pakistan is lacking, especially among university employees. To fill this gap, the current study mainly focuses on the rising non-communicable disease (NCD) rates among university employees in Pakistan due to a lack of exercise (obesity, in this case), with the help of a self-designed knowledge, attitude, and practice (KAP) questionnaire. Five universities in the Sindh province of Pakistan were surveyed (n = 276), following the concept of Yin–Yang as a theoretical lens. The results of the current study show that the knowledge, behaviors, and attitudes of university employees have a great influence on their body mass index (BMI). The study shows that Pakistani residents’ (especially teaching staff) perceptions and attitudes towards obesity and PA have been instructive, but their practices need to be improved.
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Watto, Waqas Ahmad, Abdul Monium, Qurban Ali, and Ali Ijaz. "The Impact Of Ethical Context On Employees In-Role Performance And Citizenship Behavior In Telecom Sector Of Pakistan: The Mediating Role Of Perceived Organizational Support." International Journal of Environmental, Sustainability, and Social Science 1, no. 1 (March 31, 2020): 25–35. http://dx.doi.org/10.38142/ijesss.v1i1.39.
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The research purpose was to find out the influence of ethical context on certain employees’ behaviors (OCB-I, OCB-O In-role performance) working in the largest telecom companies of Pakistan. The most valuable asset for an organization is its employees, so the management must fix the factors that hinder their performance. In recent years, employees’ attitudes and behaviors in their work settings have remained the admiring topics in the field of organizational behavior. This study aims to investigate the impact of ethical culture and ethical climate on employee in-role performance and citizenship behavior while considering perceived organizational support as a mediating variable. The sample for this research is consisted of 800 employers and employees working in the top four cellular companies of large cities of Punjab, Pakistan. Statistical Package for Social Science version SPSS 16 is used for data analysis. To check the mediating and direct relationship between key variables of the study, correlation and regression analysis is used. Results indicate that both ethical culture and ethical climate have a positive relationship with employees’ outcomes i.e. in-role performance and organizational citizenship behavior. Perceived organizational support partially mediates the relationship between ethical context and employees’ outcomes.
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WATTO, Waqas Ahmad, Abdul MONIUM, Qurban ALI, and Ali IJAZ. "The Impact Of Ethical Context On Employees In-Role Performance And Citizenship Behavior In Telecom Sector Of Pakistan: The Mediating Role Of Perceived Organizational Support." International Journal of Environmental, Sustainability, and Social Science 1, no. 1 (March 31, 2020): 25–35. http://dx.doi.org/10.38142/ijesss.v1i1.13.
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The research purpose was to find out the influence of ethical context on certain employees’ behaviors (OCB-I, OCB-O In-role performance) working in the largest telecom companies of Pakistan. The most valuable asset for an organization is its employees, so the management must fix the factors that hinder their performance. In recent years, employees’ attitudes and behaviors in their work settings have remained the admiring topics in the field of organizational behavior. This study aims to investigate the impact of ethical culture and ethical climate on employee in-role performance and citizenship behavior while considering perceived organizational support as a mediating variable. The sample for this research is consisted of 800 employers and employees working in the top four cellular companies of large cities of Punjab, Pakistan. Statistical Package for Social Science version SPSS 16 is used for data analysis. To check the mediating and direct relationship between key variables of the study, correlation and regression analysis is used. Results indicate that both ethical culture and ethical climate have a positive relationship with employees’ outcomes i.e. in-role performance and organizational citizenship behavior. Perceived organizational support partially mediates the relationship between ethical context and employees’ outcomes.
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Ahmad, Nisar, Muhammad Waqas, and Xiaojuan Zhang. "Public Sector Employee Perspective towards Adoption of E-Government in Pakistan: A Proposed Research Agenda." Data and Information Management 5, no. 1 (November 20, 2020): 119–24. http://dx.doi.org/10.2478/dim-2020-0029.
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AbstractGovernments across the globe are continually working to improve infrastructure for their people. Today, the precise and accurate understanding of the factors that significantly affect public sector employees is one of the utmost crucial challenges for the adoption of e-government services in Pakistan. Without adequate knowledge of these factors, the level of welcome to new services or technology would not be predictable. The study targets employees in the public sector who provide e-government services in Pakistan. On a theoretical basis, Technology Acceptance Model (TAM) examined the effect of ease of use on attitudes, perceived usefulness, and trust and its effect on the public sector employees intent to adopt an e-government system. This research aimed to identify the factors that influence the adoption of e-government services by public sector employees in Pakistan. Data for this survey can be obtained from public sector employees in Pakistan. The results of this study are projected to show that the proposed framework is useful in evaluating the adoption of the e-government system in public sector employees and that the expanding new factor, trust, and attitude in this model are of essential importance.
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Ahmed Iqbal, Zulfiqar, Ghulam Abid, Francoise Contreras, Qandeel Hassan, and Rabbia Zafar. "Ethical Leadership and Innovative Work Behavior: The Mediating Role of Individual Attributes." Journal of Open Innovation: Technology, Market, and Complexity 6, no. 3 (August 24, 2020): 68. http://dx.doi.org/10.3390/joitmc6030068.
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Based on the social exchange theory, the aim of this study is to investigate the direct and indirect influence of ethical leadership on employee innovative work behavior, examining the intervening role of individual variables such as thriving at work and attitudes towards performing well in this relationship. The data was collected using self-reporting survey questionnaires by using a multi-source and cross-sectional study design with service sector employees from two different samples: the U.K. and Pakistan. The findings supported the hypothesized model, where direct and dual mediation were tested. The results extend our understanding as to how positive attitude and psychological states together create positive feelings in employees and enhance their capacity for creative thinking and implementations of new ideas.
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Irfan, Saira, Rizwana Amin, Umbreen Khizar, and Wizra Saeed. "The Relationship between Employee Attitude Toward Change and Organizational Commitment: The Moderating Role of Psychological Defense Mechanisms." Journal of Business and Social Review in Emerging Economies 7, no. 3 (September 30, 2021): 761–72. http://dx.doi.org/10.26710/jbsee.v7i3.1929.
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Purpose: The purpose of this research was to determine which defense mechanisms can help to regulate the link between attitude toward change and organizational commitment. Psychological defenses are characterized as protective processes that help individuals maintain their integrity in the face of threat and danger. Previously, extant research has mainly emphasized organizational issues while individual psychological factors have remained largely ignored. Therefore, this paper seeks to investigate the moderating effects of psychological defense mechanisms on the relationship between employee attitude toward change and organizational commitment.
Design/Methodology/Approach: A total of 499 employees were chosen from the banks of the Southern Punjab, Pakistan, using a purposive sampling methodology. The information was gathered using validated questionnaires. The data was analyzed for descriptive statistics, correlation, and hierarchical multiple regression analysis.
Findings: The findings showed a positive correlation between employee positive attitude toward change and organizational commitment and a negative relationship between employee negative attitude toward change and organizational commitment. The results of the moderation analysis revealed that the association between employee attitude toward change and organizational commitment is negatively moderated by all three defense mechanisms.
Implications/Originality/Value: The findings highlight the significance of psychological factors during the organizational change process and suggests recruiting employees with positive attitudes.
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Qureshi, Muhammad Azeem, Muhammad Sufyan Ramish, Junaid Ansari, and Muhammad Adnan Bashir. "Leader’s Toxicity at Workplace: How Leader’s Decadence Affect Employees? A Pakistani Perspective." SAGE Open 12, no. 2 (April 2022): 215824402210964. http://dx.doi.org/10.1177/21582440221096425.
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Several studies have found adverse effects of abusive leadership on employees and organizations in the recent past. However, the cultural norms in Pakistan demand an abusive leadership approach. Pakistani culture is high in power distance, abuse of power is a norm, and people are accustomed to autocracy. Since most of the studies addressing the negative effects of abusive leadership were conducted in the west, it is necessary to examine whether abusive leadership is an effective leadership approach in the cultures that experience high power distance. There is a paucity of literature addressing the issue in question. In addition, existing literature does not explain how abusive leaders affect employees’ attitudes and behaviors with clarity. This research makes an ontological contribution and discusses the philosophical origins of abusive leadership theory. Furthermore, this research draws the inference using the groundings of conservation of resource theory, leader-member exchange theory, and aggression displaced theory to propose that abusive leaders deteriorate employees’ quality of working life experience. Employees with poor working-life experience are more likely to be involved in counterproductive work behavior, planning to leave the organization, and are less likely to show organizational citizenship behavior. Dyadic data were collected from 474 respondents based on purposive sampling technique from private sector organizations in Pakistan. Results of structural equation modeling using AMOS v23 supported all the proposed hypotheses. Results imply that the moral content of leadership requires special attention, and abusive leadership is not an appropriate leadership approach because of its adverse effects on employees’ attitudes and behaviors.
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Khan, Mavra, Sadia Sarwar, and Hiba Khan. "Impact of Corporate Social Responsibility on Job Attitudes: Job Satisfaction and Organizational Commitment of Banking Sector Employees of Pakistan." SEISENSE Journal of Management 1, no. 3 (June 5, 2018): 28–47. http://dx.doi.org/10.33215/sjom.v1i3.22.
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The study is conducted to highlight the employees’ perspective of CSR in the banking sector of Pakistan and its impact on their job attitudes: job satisfaction and organizational commitment. Primary data were collected from 177 employees working in 22 different banks of Lahore (Pakistan). Stratified random sampling technique was used for sample selection. The population included all the banks in Lahore. Results show the existence of a direct relationship between a) CSR and Organizational Commitment b) CSR and Job Satisfaction.
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Authors, Contributing, Sania Usmani, Muhammad Haris Asif, Muhammad Zaid Mahmood, Muhammad Yousuf Khan, and Mir Burhan. "Generation X and Y: Impact of Work Attitudes and Work Values on Employee Performance." Journal of Management and Research 6, no. 2 (December 24, 2019): 51–84. http://dx.doi.org/10.29145/jmr/62/060203.
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Sustainable competitive advantage lies in the intellectual capital of firms, where it has become important to retain employees and train them for future leadership. Hence, firms must recognize the importance of the work values and attitudes of the employed Generation. Understanding Generational diversity and using the right strategy is crucial for the firm’s success. Theorization of Generational differences have been applied in Western Cultures more often than Eastern Cultures, hence this research expanded the concept of Generational diversity to the banking workforce of Karachi, Pakistan. The relationship between Generation X and Y work values and attitudes on employee performance was examined. Three hundred people from Generation X and Y were taken as a sample from the Commercial Banks in Karachi and responses on different work attitudes and values were taken. It was found that values and attitudes have a significant relationship with employee performance for both Generation X and Y. However, cognitive and social values are important for Generation X while cognitive, instrumental and prestige values are important for Generation Y employees. The study theoretically contributes to work values and attitudes perspective, generational theory and performance perspective and offers implications for creating a suitable combination of tasks and rewards with respect to individual needs.
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Khaleel, Muhammad, Shankar Chelliah, Sana Rauf, and Muhammad Jamil. "Impact of perceived corporate social responsibility on attitudes and behaviors of pharmacists working in MNCs." Humanomics 33, no. 4 (November 13, 2017): 453–69. http://dx.doi.org/10.1108/h-10-2016-0080.
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Purpose This study aims to find out how corporate social responsibility (CSR) initiatives are perceived by pharmacists and how it influences employees’ organizational commitment and organizational citizenship behavior (OCB) and role of perceived supervisor support in the study. Design/methodology/approach Pharmacists of different hierarchical levels from five multinational pharmaceutical industries in Pakistan were selected as study samples. Data were collected from 136 pharmacists working in Punjab Region. PLS-SEM was used to test the hypotheses. Findings The results from this study found that CSR was a predictor of affective organizational commitment (AOC) and OCB. AOC fully mediates the relationship between CSR and OCB. While perceived supervisory support did not moderate the relationship between AOC and OCB. Pharmaceutical firms can promote commitment toward organization and OCBs by initiating CSR activities. Research limitations/implications This research is one of the innovative studies that empirically examine the predicting role of CSR and moderating role of perceived supervisory support on employees’ attitude and behaviors in the pharmaceutical companies’ context. Moreover, this research will also help the management by adopting CSR activities as core element in shaping employees attitudes and behaviors. Originality/value It is a significant study shifting the focus of research into organizational behavior context and further influences employee’s attitudes and behavior because of perceived CSR in the pharmacy industry.
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Naz, Yafra, Sadhna Lohano, and Abeer Khatri. "The Relationship between Perceived Job Satisfaction, Commitment and Loyalty in Banking Sector." International Journal of Experiential Learning & Case Studies 6, no. 1 (September 25, 2021): 27–38. http://dx.doi.org/10.22555/ijelcs.v5i2.278.
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In the current era of highly volatile corporate environment, organizations are facing challenges in the form of optimization of human resources in the banking sector of Pakistan. Human resources are measured as a source of ecological competitive advantage. The success of an organization depends upon several factors but the most decisive factor that effect the organizational performance and its employees. Job satisfaction is one of the most broadly discussed and devotedly studied paradigms in related disciplines such as industrial-organizational psychology, organizational behavior. The job satisfaction is the favorable or un-favorable attitude with which the employee views his and her work. Job satisfaction, thus, is the result of various attitudes possessed by an employee. The current study is in endeavor to observe and explore the impact of human resources practices on job satisfaction, Commitment & loyalty of private and public sector banking employees. In the study the scientific management model, identify that Human resource management practices like training performance appraisal teamwork and compensationhas significant impact on job satisfaction.
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Saleem, Maria, Faisal Qadeer, Faisal Mahmood, Heesup Han, Gabriele Giorgi, and Antonio Ariza-Montes. "Inculcation of Green Behavior in Employees: A Multilevel Moderated Mediation Approach." International Journal of Environmental Research and Public Health 18, no. 1 (January 5, 2021): 331. http://dx.doi.org/10.3390/ijerph18010331.
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In this era of globalization, preventing organizations from undermining and degrading the environment has become a great challenge, especially when considering that organizations are among the major contributors to environmental deterioration. As a result, scholars have recently begun to focus on understanding the key determinants of employee green behavior (EGB), a nascent field within the area of sustainable development and organizational behavior. This study extends the emerging discussion over EGB by investigating how green behavior can be inculcated into employees’ mindsets and under what conditions this can best be accomplished. The present research examines the relationship between ethical leadership and EGB by the mediating mechanisms of green psychological climate, employees’ harmonious environmental passion, and employees’ environmental commitment, through the underpinnings of social learning theory. Further, the study examines the contingency effects of leaders’ pro-environmental attitudes to determine how leaders with ethical attributes and pro-environmental attitudes can create a green psychological climate that ultimately leads to EGB through employees’ harmonious environmental passion and employees’ environmental commitment. The approach to implementing theory development is deductive as the research employed a quantitative research design and survey administration with a time-lagged approach. Multi-level data were collected from 400 respondents working in public and private sector hospitals and universities in Pakistan. The analysis was conducted in MPlus. The results show positive and statistically significant effects of ethical leadership on EGB through the serial mediations of a green psychological climate and employees’ harmonious environmental passion, and a green psychological climate and employees’ environmental commitment. Moreover, the leaders’ pro-environmental attitude contingency strengthens the indirect impact of ethical leadership on EGB. This research provides several managerial implications through which organizations can strategically concentrate on EGB, including saving energy by turning off unused lights, reducing waste, and recycling.
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Majid, Abdul, Muhammad Yasir, and Muhammad Yasir. "Individual and work dynamics affecting the determinants of functional flexibility in SMEs." Journal of Entrepreneurship in Emerging Economies 9, no. 2 (June 5, 2017): 144–60. http://dx.doi.org/10.1108/jeee-03-2016-0008.
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Purpose The purpose of this study is to provide an insight into how individual and work factors are related to the attitudes of functional flexibility by using the willingness and ability to be flexible as dimensions of functional flexibility. Design/methodology/approach This study is conducted through a survey of workers and administrative staff of small- and medium-sized enterprises (SMEs) in Pakistan. Correlation and hierarchical regression techniques were used to find out the association of the dimensions of functional flexibility with the individual and work factors. Individual factors include demographic characteristics, work perception and personality traits, whereas work factors include trust in management, task formalization and autonomy. Findings Individual factors (i.e. general self-efficacy and initiative) and one of the work factors (i.e. trust in management) showed a positive relation, whereas task formalization was negatively related with the willingness to be flexible. General self-efficacy of workers and administrative staff was positively correlated with the ability to be flexible dimension of functional flexibility. It was concluded from the findings that the two dimensions of functional flexibility, willingness to be flexible and ability to be flexible, of employees depend on fair treatment and freedom provided by their organization. Research limitations/implications The current study was conducted on the employees of SMEs in Pakistan. A similar study on employees of multi-national corporations (MNCs) and service sectors may be useful for comparison. Practical implications Management should improve the attitudes of employees toward functional flexibility in SMEs in Pakistan by creating a climate of trust, using lower degree of laid down and prescribed procedures and giving them opportunities for doing new tasks. Furthermore, providing them feedback on the performance and achievement of these new tasks would also help in this regard. Originality/value The SMEs of Pakistan are in the process of transformational change. This study highlights the key factors that would be helpful to enhance the functional flexibility of employees working in the SME sector in Pakistan.
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Qazi, Qurrat-ul-Ain, Nighat G. Ansari, and Amani Moazzam. "Women’s Reaction to the Gender Pay Gap: A Study of the Pakistan Telecommunication Sector." Pakistan Journal of Women's Studies: Alam-e-Niswan 25, no. 2 (December 19, 2018): 133–49. http://dx.doi.org/10.46521/pjws.025.02.0050.
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The Gender wage gap has attracted the attention of a wide range of theoretical and empirical frameworks derived from a multitude of disciplines including, psychology, sociology, and economics. Human Resource Management, considering the gender wage gap's reported influences on employees‟ attitudes and behaviours in the work places, is now studying a variety of its aspects. This qualitative research study, conducted in the telecommunication sector of Pakistan, investigates women employees' perceptions regarding discriminatory pay practices and explores their attitudinal factors that might be responsible for the perpetuation of prevalent gender wage disparity in terms of acceptance / challenge to. Empirical data generated through purposive sampling, and by applying semi-structured interviews of women working in the private telecom sector, revealed that only a handful of women raised their voices or supported other women who stood up for their rights; a majority preferred to remain silent or accept the discrimination, even justifying it on account of various excuses. This accepting attitude of women serves to perpetuate discriminatory pay practices in the workplace.
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Khan, Mayen, Zainab Bibi, and Ammarah Ahmed. "PRO-ENVIRONMENTAL BEHAVIOR OF FRONTLINE EMPLOYEES IN TOURISM INDUSTRY OF PAKISTAN." Journal of Social Research Development 3, no. 02 (December 25, 2022): 143–59. http://dx.doi.org/10.53664/jsrd/03-02-2022-03-143-159.
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The organizational and institutional influence on environmental well-being depends largely on its employee’s potential to act in the pro-environmental manner. The addition of sustainable environmentally concerned polices in the organization’s policies is essential. Green or environmentally concerned policies are rapidly emerging and compelling organizations to participate in green activities. Pro-environmental behavior can help the organizations to adapt to and makes it able mitigate prevailing climate problems. This study seeks to thoroughly investigate role of following variables, which includes environmental attitudes, environmental knowledge, and pro-environmental psychological climate (PEPC) in fostering Pro-environmental behavior. The sample of study comprised tour operators and tourist guides. The survey’s responses (n=232) were collected from a population (N) of 409. Data were collated via an online questionnaire and analyzed using SPSS and PROCESS macro. The results showed that EA, EK, and PEPC positively influenced PEB of tour operators and tourist guides. Further, PEPC positively moderated the EA-PEB and EK-PEEB relationships. The study offers several theoretical and practical insights.
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Hassan, Masoodul, Ammara Akram, and Sana Naz. "The Relationship between Person Organization Fit, Person-Job-Fit and Turnover Intention in Banking Sector of Pakistan: The Mediating Role of Psychological Climate." International Journal of Human Resource Studies 2, no. 3 (September 29, 2012): 172. http://dx.doi.org/10.5296/ijhrs.v2i3.2286.
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In last few decades, employees’ job related attitudes and behaviors have remained topics of considerable interest in the fields of organizational behavior and human resource management. This study aims to explore the impact of person-organization-fit and person-job-fit on employee turnover intention while considering psychological climate as a mediating variable. Sample for this research is consisted of 260 employees from top five commercial banks of large cities of Pakistan. SPSS 17 is used for analyzing the data. Correlation and regression analysis is used to test the direct and mediating relationship between key variables. Results indicate that both person-organization-fit and person-job-fit have negative relationship with turnover intention. Psychological climate partially mediates the relationship between person-organization-fit and turnover intention while fully mediates the relationship between person-job-fit and turnover intention.
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Shariq, Syed Muhammad, Umer Mukhtar, and Suleman Anwar. "Mediating and moderating impact of goal orientation and emotional intelligence on the relationship of knowledge oriented leadership and knowledge sharing." Journal of Knowledge Management 23, no. 2 (March 11, 2019): 332–50. http://dx.doi.org/10.1108/jkm-01-2018-0033.
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PurposeThis paper aims to examine the underlying mechanism through which knowledge-oriented leadership (KOL) encourages knowledge sharing (KS) among the employees. It investigates KOL as an antecedent of KS. Furthermore, it also examines the mediation of employee goal orientation in the relationship of KOL and KS. Moderating role of emotional intelligence is also examined.Design/methodology/approachMultilayer data were collected from 223 employees of pharmaceutical industry in Pakistan. Structural equation modelling (SEM) is applied to analyse the model and hypothesis.FindingsThe result supports the direct positive effect of KOL on KS. Indirect effect of KOL on KS through the mediation of employee learning goal orientation is also supported by the result.Practical implicationsOrganizations or managers should engage their learning-oriented employees newly hired employee and front line manager in KS process. Leader should give different task to such an employee who did not perform earlier because in doing so, such employee will explore or exploit their own tacit knowledge and that of their colleagues.Originality/valueThis study contributes to the existing body of knowledge by establishing unexplored indirect effect of KOL on KS through the mediation of employee goal orientation. By discussing goal orientation as an outcome of KOL, this study extends the literature of the outcomes of KOL, which are currently limited to KM, work attitudes and innovative performance.
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Rauf, Sana. "Effects of red tape in public sector organizations: a study of government departments in Pakistan." Public Administration and Policy 23, no. 3 (November 5, 2020): 327–38. http://dx.doi.org/10.1108/pap-06-2019-0013.
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PurposeThe purpose of this paper is to explore the emergence and integration of red tape and how its negative effects on public sector organizations' performance have weakened the economies of developing countries such as Pakistan.Design/methodology/approachA structured questionnaire survey was completed by 121 respondents working in 35 government departments in Punjab, a province of Pakistan.FindingsThe findings revealed a link between red-tapism and employees' motivation and work. When there is excessiveness of rules and regulations, employees are prevented from completing assigned tasks, ultimately resulting in decreased work commitment. This indicates that the integration of red tape into public organizations not only affects employees' behavior and attitudes but also impacts the overall performance of public sector organizations.Originality/valueThis paper provides recommendations for the Pakistani government. For example, conducting training and motivational workshops for public sector employees can help them stay engaged with their work. Government departments should also review the steps and procedures involved so as to eliminate unnecessary steps and reduce red-tapism.
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Nisar, Sundas, Naveed R. Khan, and Mustafa Rehman Khan. "Determinant analysis of employee attitudes toward pro-environmental behavior in textile firms of Pakistan: a serial mediation approach." Management of Environmental Quality: An International Journal 32, no. 5 (May 31, 2021): 1064–94. http://dx.doi.org/10.1108/meq-11-2020-0270.
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PurposeThe purpose of this study was to determine how environmentally specific transformational leadership (ETFL), green training (GT) and psychological green climate (PGC) affect environmental passion (EP) of employees which leads to pro-environmental behaviors (PEBs).Design/methodology/approachThe context of the study was set in textile industry of Pakistan which holds a promising future in the international markets as an emerging export-based industry. Using purposive sampling technique, cross-sectional self-report data were collected from the employees of textile exporting firms (n = 239) of Pakistan. Hypotheses were tested using PLS-SEM.FindingsThe findings revealed that ETFL and PGC act as important predictors of EP, whereas GT plays no role in influencing EP. EP predicts green behavioral intention (GBI) of employees, in turn, GBI predicts employees' PEBs. Further, mediation analyses revealed that EP and GBI sequentially mediated the link between PGC and PEBs.Research limitations/implicationsThe present study is not free from its limitations. First, the study adopted cross-sectional design that prevents the causal inferences which the researcher can make from the population. Second, the present study adopted purposive sampling technique which is a non-probability sampling technique. Third, the constructs of this study were assessed with self-report measures which are associated with social desirability bias (Podsakoff and Organ, 1986) or common-method variance (Podsakoff et al., 2003). Hence, this research suggests on the future direction of research based on these limitations.Practical implicationsAs per the results of this study, it is also suggested that managers may focus more on the overall organizational and psychological climate rather than on leadership styles alone. While conducting training, the leaders must pay close attention to training objectives to ensure that they do not lead to counterproductive behaviors.Originality/valueThis research adds to the literature in the area of PEBs at micro-level by focusing on how and why employees engage in PEBs.
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Bencsik, Andrea, Ali Shujahat, and Tímea Juhász. "Y–Z IN THE LABOUR MARKET: EMPLOYEE PERCEPTIONS IN DIFFERENT CULTURES (HUNGARY–PAKISTAN)." Business: Theory and Practice 22, no. 2 (November 29, 2021): 453–61. http://dx.doi.org/10.3846/btp.2021.13819.
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Research on generations examine and analyse the similarities and differences between various age groups, and their opportunities for cooperation in the labour market, from various perspectives. According to the research, the behaviour and preparedness of each generation are different, the coordination and proper management of which poses challenges for all organisations. This is especially true when staff from national cultures with very distant values work together. The recognition of this problem was the pretext to the present research. The aim of the research is to examine the perception of the under 30 age group socialised and employed in two largely different cultures (Hungarian–Pakistani). Contrary to our assumption, the results of the quantitative research based on an online questionnaire confirm that the respondents do not perceive differently the behaviour, attitudes, expectations regarding work, workplace and employers of Pakistani and Hungarian young people at work. Employers’ perceptions of this age group play a significant role in choosing the tools that affect their retention in the workplace. In this respect, the employees of the studied cultures find similar solutions expedient.
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Arslan, Muhammad, and Jamal Roudaki. "Examining the role of employee engagement in the relationship between organisational cynicism and employee performance." International Journal of Sociology and Social Policy 39, no. 1/2 (March 11, 2019): 118–37. http://dx.doi.org/10.1108/ijssp-06-2018-0087.
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PurposeOrganisational cynicism (OC) is a growing trend in contemporary organisations. However, its impact on employee performance (EP) remains understudied. The purpose of this paper is to address this gap by investigating its effect on EP. The study also investigates the moderating effect of employee engagement (EE) on the relationship between OC and EP.Design/methodology/approachPrimary data are collected through questionnaire from employees (N=200) of various health organisations in Pakistan by employing a convenient sampling technique. Hierarchical multiple regression is employed by using SPSS.FindingsThe findings of correlation and regression analyses reveal that OC has significant negative relationship with EP. Hence, the patient care is compromised in sampled organisations due to poorer performance of employees. Moreover, findings also reveal that EE has a moderating effect on relationship between OC and EP. Therefore, hospital management needs to increase EE to reduce the cynicism and improve performance. In addition, organisations and managers need to consider their role and actions creating the conditions that lead to cynicism among employees and should take trustworthy steps to increase employee retention and engagement and, ultimately, their performance. Moreover, the findings of the study indicate that the majority of respondents are not happy with their organisations. They also feel that the organisation is not fulfilling its promises and betraying them in several ways. This breach of contract becomes the reason for OC among employees and badly affects their performance. Most of respondents give importance to their career development and the findings reveal that organisations are not focussing on career development of their employees.Research limitations/implicationsThe study has some limitations and implications. The organisational culture can mitigate the negative effect of OC and enhance performance by promoting EE. It is recommended that employee cynicism can be reduced by providing a supportive environment, EE and fairness. Nevertheless, the findings of this study still help supervisors to inhibit this harmful effect by reducing the level of psychological contract violation and organisational politics that will reduce the level of cynicism among employees and improve their performance.Practical implicationsIt is found that OC has a major impact on the behaviour and attitude of employees, supervisors and representatives on the one hand and, ultimately, the organisation, on the other hand. These effects have specific susceptibilities due to the vicinity of the employees. It is recommended that employee cynicism can be reduced by providing a supportive environment.Social implicationsThe study also helps psychologists to understand employees’ attitudes and improve personnel selection to ensure they recruit the right people. Leaders need to communicate honestly, effectively and frequently to address cynicism in order to ensure ample staffing and resource levels that result in good patient care and positive work attitudes at hospitals.Originality/valueAccording to the researchers’ best knowledge, only few studies tried to investigate the relationship between organisational cynicism and EP by employing the moderating effect of EE. Therefore, it will be a good contribution in existing literature to understand consequences of cynicisms.
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Arslan, Muhammad. "Organizational cynicism and employee performance." Journal of Global Responsibility 9, no. 4 (October 8, 2018): 415–31. http://dx.doi.org/10.1108/jgr-05-2018-0014.
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Purpose Organizational cynicism is a growing trend in contemporary organizations. However, its impact on employee performance remains understudied. The purpose of this study is to address this gap by investigating the effect of three dimensions of organizational cynicism (cognitive, affective and behavioral cynicisms) on employee performance. The study also investigates the moderating effect of employee engagement on the relationship between three types of organizational cynicism and employee performance. Design/methodology/approach Primary data are collected through questionnaire from employees (N = 200) of various health organizations in Pakistan by using a convenient sampling technique. Hierarchal multiple regression models are used by using SPSS. Findings The findings reveal that all three types of organizational cynicism (i.e. cognitive cynicism, affective cynicism and behavioral cynicism) have a significant negative relationship with employee performance, while employee engagement moderates this relationship. Moreover, the findings indicate that the majority of respondents are not happy with their organizations. They have the feeling that their organizations are not fulfilling their promises, in fact, are betraying them in different ways. This breach of contract becomes the reason for organizational cynicism among employees and negatively affects their performance at work. Research limitations/implications The study has a large population size and it is quite difficult to address the whole population and collect data from a large sample because of time and limited budget. Practical/implications The organizational culture can mitigate the negative effect of organizational cynicism and enhance performance by promoting employee engagement. The study helps psychologists to understand employees’ attitudes and improve personnel selection to ensure they recruit the right people. Openness, honesty and early communication can increase predictability and controllability of future events. Social implications The job insecurity and lack of adequate compensation are assertive factors towards low productivity and negative attitude toward organization. Originality/value According to the researchers’ best knowledge, only few studies tried to investigate the relationship between organizational cynicism and employee performance by using the moderating effect of employee engagement. Therefore, it will be a good contribution in existing literature to understand consequences of cynicisms.
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Arif, Sadia, Ozair Kundi, and Muhammad Suleman Khan. "What is the effect of Organizational Justice and Perceived Organizational and Supervisor Support on Employee’s Level of Trust?" SEISENSE Journal of Management 3, no. 1 (January 20, 2020): 47–63. http://dx.doi.org/10.33215/sjom.v3i1.263.
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Aim - Past studies support the importance of organizational justice and its impact on employees' work attitudes. There are many factors that affect the employees’ work attitude but their perceptions about organizational justice and support are significant factors. Many studies have been conducted to investigate the relationship between Organizational justice and trust but there is a lack of research to measure the mediating role of perceived support. This study examines the role of perceived support as a mediator between organizational justice and trust.
Methodology - The sample of the study is 170 faculty members of public and private sector universities of Pakistan. A cross-sectional design with a standardized questionnaire is used.
Findings - Results indicate that distributive, procedural and interactional justice is direct antecedents of organizational and supervisory trust with the demonstration perceived organizational support as a partial mediator between procedural justice and organizational trust. Distributive justice is related to organizational trust both directly and indirectly through perceived organizational support and supervisory trust. Finally, interactional justice is a direct and indirect predictor of supervisory trust through perceived supervisor support.
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Dr. Shazia Faiz, Um-e-Rubbab, and Um-e-Rubbab. "Impact of work-family conflict on deviant workplace behavior through stress and burnout A sequential mediation model." Journal of Business & Tourism 6, no. 1 (November 8, 2021): 289–302. http://dx.doi.org/10.34260/jbt.v6i1.195.
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Even though growing importance has been given to work-family conflict and deviant workplace behavior, the link between employees’ feelings of work-family conflict and deviant workplace behavior is still missing. To explain this mechanism the study examines sequential mediation through stress and burnout.It’sa time lag study; data were collected through self- reported questionnaires. For a sample of 147nurses at government hospitals in Pakistan structural equation modeling was conducted.The results revealed strong support for the hypothesized relationships. The findings indicate work-family conflict indirectly but positively associated with deviant workplace behavior, sequentially mediated first through stress and then burnout.The study connects the dots, four main workplace attitudes as variables of action, reaction, outcome, and consequence,and figures out how this mechanism works and WFC leads to burnout.Limitations of the study along with the future research directions are also discussed.
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Yasir, Muhammad, and Abdul Majid. "Impact of knowledge management enablers on knowledge sharing." World Journal of Entrepreneurship, Management and Sustainable Development 13, no. 1 (March 13, 2017): 16–33. http://dx.doi.org/10.1108/wjemsd-02-2016-0010.
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Purpose The purpose of this paper is to examine the mediating role of trust in the relationship between knowledge management enablers (i.e. top management support, organizational culture, knowledge management system quality, and openness in communication) on knowledge sharing in small and medium enterprises (SMEs) in Pakistan. Design/methodology/approach The study was conducted through self-administered survey of employees of SMEs in Pakistan. Correlation, Baron and Kenny approach (causal steps approach) and PROCESS Macro (normal test theory) developed by Hayes were used to find out the direct and indirect effects of trust among knowledge management enablers and knowledge sharing. Findings The results have shown that trust of employees at SMEs was developed through knowledge management enablers which promote knowledge sharing. Therefore, the relationship between knowledge management enablers, trust, and knowledge sharing is positive. Research limitations/implications The current study only considered the single aspect of knowledge management system, i.e. knowledge sharing; some other aspects of knowledge management system such as knowledge creation and knowledge utilization can be used for future studies at SMEs sector. Practical implications The mediation of trust between top management support, culture, openness in communication, and knowledge sharing provided that trustworthy relationships between the members of an organization would lead to enhance the knowledge sharing activities. In order to promote the knowledge sharing attitudes within the organization, the managers should consider knowledge management enablers (top management support, organizational culture, and openness in communication) along with trustworthy environment as an energetic force for the development of knowledge management systems. Originality/value The study confirmed the mediating effect of trust between the relationships of top management support, organizational culture, openness in communication, and knowledge sharing, while there is a partial mediating role of trust between knowledge management system quality and knowledge sharing.
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Akhtar, Andleeb, Sadaf Ahsan, Syeda Naila Andleeb, Saira Bano, and Rimsha Kainat. "MODERATING ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT BETWEEN ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND ORGANIZATIONAL PERFORMANCE AMONG INDUSTRIAL EMPLOYEES." Humanities & Social Sciences Reviews 9, no. 3 (May 1, 2021): 72–80. http://dx.doi.org/10.18510/hssr.2021.938.
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Purpose of the study: The present research paper investigated the moderating role of perceived organizational support on the relationship between organizational citizenship behavior and organizational performance.
Methodology: The sample consisted of 205 employees from different organizations in Hattar Industrial State and Haripur, Pakistan. The Perceived Organizational Support (Eisenberger et al., 1986), the Organizational Citizenship Behavior (Podsakoff et al., 2009), and the Organizational Performance (Kuo, 2011) scales were used to attain the desired results. A purposive sampling technique was used with a cross-sectional survey research design. The employees from Hattar Industrial State were taken as the target sample. The statistical analysis was done using SPSS 21. The alpha reliability, Pearson correlation, t-test, ANOVA, linear and multiple regressions were calculated along with demographic analysis to meet the objectives of the study.
Main Findings: Results indicated a highly significant positive correlation between OCB, POS, and OP. The results also showed that OCB and POS are significant predictors of OP. The gender differences are non-significant. The differences are significant between groups at upper, middle, lower, senior, and other management levels. The results showed significant differences between age groups with late age adults (46-60 years age) having high mean scores in organizational citizenship behavior and organizational performance. Among the demographic variables: age, average salary, and organizational size are significantly impacting organizational citizenship behavior, perceived organizational support, and organizational performance. The results indicated that perceived organizational support moderated the relation between organizational citizenship behavior and organizational performance significantly.
Applications of the study: The study findings are important for organizations, officials, and managers to further develop work attitudes and work behaviors and enhance their performance and productivity.
Novelty: Very few researchers have studied the employees in industrial settings. People spend a major part of their life in the workplace. Their work is affected by several organizational factors as well as their subjective factors. The impact of demographic variables has also been studied. Thus, this study provided insights into factors that affect employee performance.
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Rafique, Muhammad, Shafqat Hameed, and Mujtaba Hassan Agha. "Impact of knowledge sharing, learning adaptability and organizational commitment on absorptive capacity in pharmaceutical firms based in Pakistan." Journal of Knowledge Management 22, no. 1 (January 8, 2018): 44–56. http://dx.doi.org/10.1108/jkm-04-2017-0132.
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Purpose Absorptive capacity being an emerging field of research has been studied in different perspectives both in technological aspects and soft issues. Although an original study of absorptive capacity placed employees as playing pivoting role in the development of absorptive capacity (Cohen and Levinthal, 1990), unfortunately, there are limited studies on behavior of employees toward this emerging construct. This study aims to explore the impact of employees’ behavior in the development of absorptive capacity. Specifically, impact of knowledge sharing, learning adaptability and organizational commitment on absorptive capacity has been evaluated in this study. Design/methodology/approach This cross-sectional study was conducted at the pharmaceutical firms of Pakistan. The data were collected through random sampling from middle managers as a unit of analysis of this study. The rationale of the unit of analysis is that the maximum information is handled/accessed by the middle managers in the perspective of Pakistan. The data were collected from 170 respondents on a five-point Likert scale with the response rate of 66.7 per cent. Data were collected from different genders and different age groups with different qualification levels. Findings All independent variables showed significant positive correlations with overall absorptive capacity (ACAP). At the same time, different relationships of all independent variables were found in different ways with different significant levels. The results showed that different strategies may be adopted to manage the external knowledge for competition in turbulent environment. For example, organizational commitment may be incorporated at strategy formulation only, whereas the Adaptability at both routine and strategy formulation stage. As all independent variables showed no correlation with Acquisition it is concluded that Acquisition is purely a routine function, and instead of coordination, the routine processes must be emphasized. Research limitations/implications This study focused on the data from the middle managers of the pharmaceutical firms only. The results may not be generalized to the sectors. Another limitation is that the respondents of the study were middle managers. It was made intentional to see the impact of management aspects other than organizational mechanisms, as discussed by Cohen and Levinthal (1990) and Jansen et al. (2005) in their studies. The results on the basis of the data collected from other entities of the organization may differ. This is a cross-sectional study, and a longitudinal study may give different results. Practical implications Absorptive capacity has the capability to absorb new knowledge and plays an important role in the development of organizational processes to compete in the turbulent environment. It is dependent not only on technological infrastructure but also on the employees’ behaviors and attitudes. This study gives insights about the knowledge process activities and employment of human resource at each phase of absorptive capacity in relation to their behaviors toward knowledge process. Social implications Development of organizational process with knowledge management plays an important role in the capacity building, which ultimately enhances social paradigm of activities. Originality/value Pharmaceutical companies in Pakistan acquire technologies from foreign countries and have very limited research and development of their own. As technology is upgraded by the foreign companies as a continuous improvement process, local firms of Pakistan are required to absorb the new knowledge with the same pace. The study highlights importance of human capital in the development of this capability.
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Ullah, Zia, Esra AlDhaen, Rana Tahir Naveed, Naveed Ahmad, Miklas Scholz, Tasawar Abdul Hamid, and Heesup Han. "Towards Making an Invisible Diversity Visible: A Study of Socially Structured Barriers for Purple Collar Employees in the Workplace." Sustainability 13, no. 16 (August 19, 2021): 9322. http://dx.doi.org/10.3390/su13169322.
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Eunuchs and members of the transgender community are yet to be recognized as an effective human resource and this diversity in the workforce is still invisible. A tiny portion of the transgender community is employed, and they are tagged as purple collar employees. It is generally claimed that coworkers do not accept members of the transgender community in the workplace and are not willing to work with them due to their different personal, social, and work-related characteristics. This study aimed to investigate coworkers’ attitudes towards transgender colleagues and their willingness to work with them in the workplace. We selected the Punjab province of Pakistan as the context for the study where more than five hundred thousand members of the transgender community live. We collected data from 363 randomly selected respondents working in an organization where transgender people also worked. We applied Structural Equation Modeling (SEM) to analyze the data. Our findings revealed that coworkers do not hesitate to work with transgender people merely based on their biological differences. Coworkers’ willingness was more influenced by social attributes (trust and support) and work attributes (knowledge, ability, and motivation) irrespective of gender differences. The study strongly suggests tapping this invisible human resource and mainstreaming this resource to emancipate transgender people from poverty and to bring a productive diversity in the workforce. Government should frame policies to provide all human rights including national identity, health and educational facilities, and organizations should provide transgender people with jobs to properly utilize this untapped human resource.
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Bakari, Haroon, Ahmed Imran Hunjra, and Stephen Jaros. "Commitment to Change Among Health Care Workers in Pakistan." Journal of Health Management 22, no. 3 (July 20, 2020): 330–47. http://dx.doi.org/10.1177/0972063420938540.
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Commitment to organizational change as an important focus of commitment has received greater attention in the literature of action commitments. Research indicates that this construct represents employee attitude towards change initiative and may be a greater predictor of support for change. This is of particular import in health care systems, globally, and in developing nations, in particular, which are constantly seeking to change and adapt to new medical and administrative advances. However, commitment to change (C2C) has received very little research attention from Asian health care systems. Therefore, this study answers the call for validation, by validating a culture-specific translated version of the C2C scale in a sample drawn from the privatization context of public sector hospitals in Pakistan. The goals are to: (a) examine some psychometric properties of the major Western-derived measures of C2C in Pakistan to see if they are valid and reliable there; and (b) draw implications from our results for the management of change efforts in Pakistani health care systems. Thus, exploratory factor analysis and confirmatory factor analysis (CFA) were conducted using SPSS and analysis of moment structures (AMOS) to provide evidence of reliability, construct validity and predictive validity of C2C among Pakistani health care workers. Results found evidence of the measure’s cross-cultural validity and revealed a positive correlation between C2C and three dimensions of behavioural support for change. This study is a significant contribution to the literature, being the first to provide comprehensive evidence of validity of the C2C scale in Pakistan, a developing country. An important implication for leaders of organizational change in Pakistan is that they may use this construct to unearth employee level of understanding and attitude towards change initiative to envisage mechanisms to foster employee support for change. Researchers may also use this construct in Pakistan’s context to assess employee C2C.
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Latif, Badar, Tze San Ong, Abdelrhman Meero, Abdul Aziz Abdul Rahman, and Mohsin Ali. "Employee-Perceived Corporate Social Responsibility (CSR) and Employee Pro-Environmental Behavior (PEB): The Moderating Role of CSR Skepticism and CSR Authenticity." Sustainability 14, no. 3 (January 26, 2022): 1380. http://dx.doi.org/10.3390/su14031380.
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Despite the substantial attention given to pro-environmental behavior (PEB) by academicians, practitioners, and policymakers, few studies have investigated how employee-perceived corporate social responsibility (CSR) affects employees’ PEB. Moreover, though the concept of PEB has been found to elicit a wide range of positive benefits for employee behaviors and attitudes, it has rarely been applied to the context of the manufacturing sector. Underpinned by the social identity theory (SIT) and the attitude-behavior-context (ABC) theory, the present study investigates the impact of employee-perceived CSR on employees’ PEB through the moderating roles of employee–CSR skepticism and employee–CSR authenticity. The convenience sampling technique was used to select employees from Pakistani manufacturing firms to participate in the study’s survey. Analysis results of data from 235 respondents across 115 manufacturing firms suggest that employee-perceived CSR positively drives employees’ PEB. In addition, the findings offer valuable insights on employee–CSR skepticism and employee–CSR authenticity. Specifically, CSR skepticism weakens the link between perceived CSR and PEB, while CSR authenticity strengthens this link. By providing implications and limitations, the present study discusses that organizations can convey the message of their credible, genuine, and authentic CSR efforts to their employees for social, economic, and environmental wellbeing. The study’s discussions and conclusions are presented.
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Hussain, Munir, and Shakil Ahmed. "Capturing imperative inevitability of spiritual values in Pakistani organisations." Jinnah Business Review 01, no. 01 (January 1, 2013): 01–07. http://dx.doi.org/10.53369/acbo7818.
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This study is an attempt to understand and analyze the attitudes and behaviors of Pakistani employees and workers towards adoption of spiritual values for enhancing their productivity and in order to become an effective employee for the organization. The spiritual values are hypothesized in terms of individual betterment, collective betterment and organizational betterment to determine the organizational behavior. The Z-test has been employed which validates most of our developed hypothesis and shows that most of Pakistani employees believe that spiritual values can affect positively their individual, collective and organizational betterment.
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Mazhar, Rabia, Muhammad Adnan Sarwar, Muhammad Yousaf Malik, Muhammad Nazam, and Saman Mazhar. "Impact of High Performance Work Systems on Organizational Performance." International Journal of Asian Business and Information Management 11, no. 4 (October 2020): 16–28. http://dx.doi.org/10.4018/ijabim.2020100102.
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Today's business organizations require increased effectiveness and competitive advantage that can be achieved through High Performance Work Systems (HPWS). This study is proved the same effect in commercial banking sector of Pakistan through a quantitative research design using random sampling technique. A valid and reliable questionnaire tool was used to analyse the data through various statistical techniques. Employees' attitude concerning organizational performance influenced via various practiced HPWS measured in organizational commitment, job satisfaction, and employee turnover intention. The study revealed that reward system and selective staff are not aligned to employee attitude. Overall the study depicts that conventional banks are incapable to adopt HPWS practices in adequate, satisfactory, worthwhile, dynamic, and advantageous way. Additionally, short courses on career planning and development could spur colossal organizational growth among conventional banks in Faisalabad, Pakistan.
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Ahmed, Shiraz, and Junaid Ansari. "What leads to Employee Engagement in Pharmaceutical Sector of Pakistan?" Jinnah Business Review 8, no. 2 (July 1, 2020): 1–14. http://dx.doi.org/10.53369/fvkk5557.
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Managers and HR professionals are always concerned with the engagement of employees at workplace. Using attitude theory this study aims to examine the connection between employee engagement with job fit, psychological climate, leadership style and affective commitment. A sample of 284 employees out of 365 participants was chosen from two pharmaceutical companies based in Karachi. SPSS was used to analyze the data and different statistical tool were applied. The results of the study showed that the independent variables, i.e. job fit, psychological climate, leadership style and affective commitment have a significant and positive influence on employee engagement. All the hypotheses were failed to reject. This study can help HR professionals in designing the strategy for retention and engagement. The results which are presented in this study can help organizations to identify the potential reasons for engagement which leads to high productivity and profitability
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Baloch, Qadar Bakhsh, Sourath Maher, Nadeem Iqbal, Syed Naseeb Shah, Muhammad Sheeraz, Faryal Raheem, and Kanwal Iqbal Khan. "Role of organizational environment in sustained organizational economic performance." Business Process Management Journal 28, no. 1 (November 1, 2021): 131–49. http://dx.doi.org/10.1108/bpmj-02-2021-0084.
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PurposeTherefore, this research study investigates the impact of business environment on the performance of the business organizations. (1) To understand the importance the environment in the success of the business entrepreneurship. (2) To explore the environmental factors that can affect the success of business entrepreneurship in Pakistan. (3) To establish relationship between the environmental factors and the sustained organizational performance of business entrepreneurships in Pakistan.Design/methodology/approachDrawing from the person–environment fit (PE fit) and the self-determination theory literature, this survey research study seeks to determine the impact of organizational environment upon sustained organizational economic performance. The main independent variable of the study encompasses its main three dimensions, i.e. leadership capacity, organizational culture and organizational politics. The dependent variable comprises the sustained economic performance of the organization. The research study hypothesized and tested a model in which the organizational environment (organizational culture, organizational politics and leadership) interplays with the organizational sustained performance.FindingsKeeping in view the outcomes of this research work the following implications can be drawn. A leader can yield maximum productivity of employees, if he/she has leadership capacity to provide directions, skilled to minimize the stress level of the employees and able to motivate them in achieving organizational goals. Therefore, capacity of leader to handle difficult situations and develop PE fit is the key to organizational success in current scenario. The study also revealed a positive effect of organizational culture on organizational performance. The culture of the organizations provides an environment of openness to think, share and contribute toward goals of the organization. It enables employees to express themselves, develop person-organization common goals with self-determination. The PE fit provides a platform to feel free, express their feelings and opinions, and contribute in the decision-making process of organizations. The involvement in organizational activities provide a sense of responsibility, ownership and motivation to produce better results for the organizations.Originality/valuePE fit perspective postulates that matching individual psychological needs and environmental supplies (provided by organization and society) generates positive attitudes and behaviors (Tepper et al., 2018). The effect between individuals and their environment is inherently reciprocal rather than a one-way effect (Goetz et al., 2021). The fundamental postulation support that the fit certainly improves performance, commitment and satisfaction of individuals in the context of organizations (De Cooman et al., 2019; Rau vola et al., 2020). Moreover, self-determination theory (SDT) is another perspective that emphasizes the attainment of autonomy, competence and relatedness in employees to outperform (Deci and Ryan, (2010). The self-determination theory revolves around the social-contextual conditions that support or obstruct the integral courses of self-motivation and psychological development, which will contribute toward organizational performance (Nazir et al., 2021).
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Ahmed, Aqeel, Maria Farzeen, and Naveed Anwar. "Relationship among Job Satisfaction, Attitude towards work And Organizational Commitment." Journal of Management Info 4, no. 3 (October 1, 2017): 1–4. http://dx.doi.org/10.31580/jmi.v5i1.35.
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This study examines the relationship of job satisfaction (JS) and attitude towards work (ATW) with organization commitment (OC) of Islamic bank of Pakistan. The Impact of JS and ATW OC is measured. It is hypothesized that JS and ATW are equally and strongly related to OC. The finding shows that there is a relationship between JS and ATW with OC. It is concluded that ATW is higher correlation with OC than the JS. It is also concluded that overall model is significant. The finding of the descriptive statistics shows that employees are just satisfied with their job and attitude towards is also above the moderate level and OC is little bit lacking in large Islamic bank of Pakistan. The researchers can conclude that performance of the employee is very much related with JS and ATW.
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Ahmad, Ashfaq, Hazrat Bilal, Palwasha Bibi, and Jawad Hassain. "Empirically Investigating the Moderating Impact of Special Peer Support on the Relationship of Management Support and Employee Work Attitude." Review of Education, Administration & LAW 3, no. 3 (December 31, 2020): 411–19. http://dx.doi.org/10.47067/real.v3i3.86.
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This study aim was to examine the moderating impact of Special Peer Support (SPS) on the relationship of Management Support (MS) and an important employee work attitude called Employee Commitment (EC) of individuals working in administrative positions at public sector universities of Khyber Pakhtunkhwa, Pakistan. A diverse sample of 175 employees was drawn from different universities. Data was collected through a survey technique and was analyzed by Structure Equation Model (SEM). Conclusively, this study has forwarded notable framework, outlining the potential role of management support towards employee work attitude, followed by the moderating effect of SPS to boost this relationship. In other words, this study confirmed the significant impact of MS on EC and also found a significant moderating impact of SPS on the MS and EC relationship.
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Yousaf, Amna, Huadong Yang, and Karin Sanders. "Effects of intrinsic and extrinsic motivation on task and contextual performance of Pakistani professionals." Journal of Managerial Psychology 30, no. 2 (March 9, 2015): 133–50. http://dx.doi.org/10.1108/jmp-09-2012-0277.
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Purpose – The purpose of this paper is to examine underlying linkages between employees’ intrinsic/extrinsic motivation and their task/contextual performance in a Pakistani health care and educational context. Employees’ affective occupational and organizational commitments were proposed as mediators to explain these relationships. Design/methodology/approach – Data were collected from 181 doctors from a Pakistani hospital and 135 academics from a Pakistani university and analyzed using Baron and Kenney (1986) approach and Preacher and Hayes (2008) bootstrapping approach for testing multiple mediators simultaneously. Findings – As expected, intrinsic motivation is related to task performance (TP) and this relationship is mediated by affective occupational commitment. Extrinsic motivation is related both to TP and contextual performance (CP) and these relationships are mediated by affective organizational commitment. Research limitations/implications – Research has implications both for practitioners and academicians. The results highlight how different motivational orientations can produce different results and managers need to understand the different needs of employees while devising their human resource strategies. Employees can differ in their motivational orientations depending on their level of need, and can accordingly differ in their subsequent attitudes, performance and behaviors. Employees also need to choose jobs carefully after evaluating their motivational orientations. Originality/value – The current study recognizes the multi-dimensional nature of motivation and differentiates the effects of intrinsic and extrinsic motivational orientations of employees by establishing the unique linkages between these orientations and employee task and CP. The study also examines differential role of two foci of employee commitment in analyzing the main effects.
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Waheed, Junaid, Wen Jun, Zahid Yousaf, Magdalena Radulescu, and Hadi Hussain. "Towards Employee Creativity in the Healthcare Sector: Investigating the Role of Polychronicity, Job Engagement, and Functional Flexibility." Healthcare 9, no. 7 (July 1, 2021): 837. http://dx.doi.org/10.3390/healthcare9070837.
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Given the importance of individual level creativity, this paper investigates the influence of employee polychronicity on employee creativity among nurses in the healthcare sector. The current research also tests how job engagement acts as a mediator between employees’ polychronicity and creativity. Finally, thepaper analyzes the role of functional flexibility as a moderator that enhances the influence of polychronicity on employee creativity. The current paper presents empirical research, and cross-sectional data were gathered from 457 nurses (Subordinate Staff) and 127 doctors (Supervisors) working in 37DHQ (District Head Quarters) hospitals in Pakistan. Descriptive statistics, correlation, and multiple-regression techniques were applied for analyzing the collected data. The findings proved that the nurses’ polychronic attitude increases their creativity. Findings revealed that job commitment plays a mediating role between polychronicity and employee creativity. The findings proved that functional flexibility enhances the link between polychronicity and creativity. This research has contributed to both theory and managerial practice about the interplay of polychronicity, creativity, job engagement, and functional flexibility among nurses. The management in practice should focus on employee attitude, i.e., polychronicity, for improving their creativeness.
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Yasmin, Prof Dr Ghazala. "EXPLORING THE LEADERSHIP TRAITS TO IMPROVE JOB PERFORMANCE OF EMPLOYEES AND ACHIEVE JOB SATISFACTION (CASE STUDY: PRIVATE SCHOOLS IN PESHAWAR)." Pakistan Journal of Humanities and Social Sciences Research 1, no. 2 (December 30, 2018): 33–44. http://dx.doi.org/10.37605/pjhssr.1.2.3.
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This research explores the leadership traits that are important to improve job performance of employees in the private education sector of Peshawar Khyber Pakhtunkhwa (KP). Numerous aspects of a leader’s traits were investigated including motivational support, acknowledgement, appreciation, guidance and optimistic attitude from employees’ perspective. A self constructed questionnaire was designed and administered on teachers of reputable private schools of Peshawar, Khyber Pakhtunkhwa, Pakistan. The instrument’s validity and reliability was checked with Cronbach’s Alpha. This research uses Chi Square test in order to analyze the relationship between the multiple variables that are mentioned above and job satisfaction that in turn affects and improves the Employees’ Performance. The obtained results showed that there is a high significance between leadership traits and employees’ job satisfaction. Furthermore, the study recommends adapting an acceptable leadership style with positive traits in order to enhance the employee performance and achieve personnel job satisfaction.
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Quratulain, Samina, Abdul Karim Khan, and Meghna Sabharwal. "Procedural Fairness, Public Service Motives, and Employee Work Outcomes: Evidence From Pakistani Public Service Organizations." Review of Public Personnel Administration 39, no. 2 (July 5, 2017): 276–99. http://dx.doi.org/10.1177/0734371x17718029.
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Studies in public administration hypothesize the direct effect of public service motivation (PSM) on employee attitudes and behavior. We examine the relationship between public employees’ perceptions of procedural fairness on job satisfaction and organizational commitment, and propose the moderating effect of PSM dimensions on the aforementioned relationships. Using a sample of 232 respondents drawn from multiple public service organizations, our findings indicate a positive relationship between procedural fairness perceptions and employee work outcomes (job satisfaction and organizational commitment). PSM dimensions of attraction to policy making (rational motive) and public interest (normative motive) moderate the relationship between procedural fairness and employee outcomes. However, their effect was significant only for individuals who experienced low levels of these motivations. The moderating effect of compassion (affective motive) was significant for individuals possessing high level of compassion. The implications and future research directions are discussed.
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WAQAS AHMAD, HAJI MUHAMMAD ZUBAIR, and SAYYAM. "The Effect of Hostile Environment and Harassment on Employees' Turnover Intentions, Absenteeism and Employees' Performance: A Case Study of Tertiary Hospitals of Khyber Pakhtunkhwa, Pakistan." Journal of Business & Tourism 5, no. 1 (November 6, 2021): 103–16. http://dx.doi.org/10.34260/jbt.v5i1.117.
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The hostile environment and harassment in the workplace are a major problem in hospitals and have enormous negative consequences. The motive for this study is to look at the impacts of the hostile environment and, particularly, workplace harassment on performance, absenteeism and employee turnover intentions. The target population of the study was employees who worked in different KPK hospitals. The non-random snowball techniqueused to gather information from 255 respondents utilizing the questionnaire. The findings of this study show a clear picture about the relationships between study variables that the hostile environment and harassment in the workplace has a positive impact on employee turnover, absenteeism and negative impact on the performance of employees. Employees who work in hospitals need a safe and healthy environment for their commitment to duties and responsibilities. The numbers, facts and findings of this study prove that if hospitals do not provide a safe and healthy environment for employees, there must be negative consequences on the attitude or level of performance. As employees’ working in hospitals directly related to patients, if they are harassed and tense and environment is not supporting them that would leads to the general failure of hospitals.Hospital management must take serious action on such a hostile environment and whatever the circumstances, they must provide the safe and healthy environment for their employees as their basic requirement to work more positively and effectively.
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Shaikh, Madiha, Mohsin Diwan, and Ramesh Kumar. "Role of HRIS and Knowledge Sharing Behaviour towards Innovation Capability: Moderating role of Organizational Citizenship Behaviour." Journal of Entrepreneurship, Management, and Innovation 3, no. 2 (July 20, 2021): 237–61. http://dx.doi.org/10.52633/jemi.v3i2.75.
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The objective of the study was to examine the impact of HRIS usage and knowledge sharing behaviour on the innovation capability of banking sector employees. The study also investigated the moderating role of organizational citizenship behaviour in the effect of HRIS usage and knowledge sharing behaviour on innovation capability. Resource-Based View and Organizational Citizenship Behaviour theories are applied in this research. This study is based on a quantitative approach for data collection and the data was examined using a correlational research design. The target population of this study is based on the employees of private banks of Karachi, Pakistan. The sample size was 187 responses which were analyzed using linear regression. The results showed that human resource information system usage has a positive and significant effect on employee’s innovation capacity. Similarly, knowledge-sharing behaviour was also found positive but had an insignificant effect on employee’s innovation capacity. The results also demonstrated that organizational citizenship behaviour has a positive and significant moderated effect on the relationship of human resource information systems and employee’s innovation capacity and in the relationship between knowledge-sharing behaviour and employee’s innovation capacity. This study provides a model to management leaders and practitioners who can look into employees’ creative capabilities and leverage them. The study suggests that certain actions need to be implemented by top management to foster a positive attitude towards employees' innovation capacity through proper HRIS usage and knowledge-sharing behaviour over the span of time. Lastly, implications and avenues for future research are also suggested at the end of the paper.
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Ahmad, Mansoor, and Matthew Allen. "High performance HRM and establishment performance in Pakistan: an empirical analysis." Employee Relations 37, no. 5 (August 3, 2015): 506–24. http://dx.doi.org/10.1108/er-05-2014-0044.
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Purpose – Despite a growing literature on human resource management (HRM) in emerging economies, evidence from Pakistan is limited. There is scant information on both the human resource (HR) practices that indigenous workplaces adopt and their associations with HR-related outcomes. The purpose of this paper is to fill that gap by examining whether universalistic assumptions about the applicability of “high-performance” HR practices are valid in Pakistan, a country with religious values and organizational traditions that differ to those in the west. Design/methodology/approach – This study draws on the, to date, most comprehensive survey of indigenous establishments in Pakistan. The authors use logistic regressions to analyze the data. Findings – Workplaces, in general, adopt several “high-performance” HR practices, such as extensive training, career breaks, rigorous pre-employment candidate assessment, and the sharing of strategic information with employees. Attitude surveys and the provision of training in a variety of jobs to non-managerial employees are consistently associated with better HR-related outcomes (absenteeism, quit rates, and labour productivity). Overall, the paper finds some limited support for the applicability and efficacy of high-performance HRM practices in Pakistan. Such practices conform to Islamic principles. The results also indicate, however, that cultural traits play a role in how those practices are implemented. Social implications – Increased adoption of certain HR practices by establishments in Pakistan may help to improve the working conditions and employment prospects of employees and may also ameliorate the country’s sluggish economic growth rates. Originality/value – HRM in Pakistani establishments has received relatively scant attention. Existing research either focuses on a relatively small number of firms, assesses HR in MNC subsidiaries, or examines a limited range of HR practices. Understanding the HR practices that are (and are not) adopted and their associations with performance outcomes will not just enhance the knowledge of HR in emerging economies, but will also provide insights into how to improve establishment performance and economic growth rates.
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Muhammad Ali, Qazi. "Impact of Moral Disengagement on Counterproductive work behaviours in IT Sector, Pakistan." European Conference on Cyber Warfare and Security 21, no. 1 (June 8, 2022): 25–36. http://dx.doi.org/10.34190/eccws.21.1.198.
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This research examines the role of moral disengagement towards counterproductive work behaviour in the information technology sector of Pakistan. Furthermore, research is also focused on the mediating effect of information security awareness (Attitude & knowledge) and information security awareness behaviours. The target population consisted of public sector I.T. departments of Punjab, Pakistan. A convenience sampling technique is utilized. Data collection has been done through a survey questionnaire from technical and non-technical staff currently employed in the Public sector I.T. departments of province Punjab. Statistical software PLS-SEM is used for analysis. This study highlights the role of the information technology sector staffing level of engagement that affects the employee’s counterproductive work behaviour and information security awareness behaviour. Moreover, the study proposes that management should take the initiative for the implementation of strategies that may be helpful to get awareness about information security amongst employees.
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Authors, Contributing, Maqsood Ahmad, Iram Mushtaq, and Rana Muhammad Umar. "Knowledge Sharing and Affective Commitment:Mediating Role of Trust Between Knowledge Sender and Receiver." Journal of Management and Research 6, no. 2 (December 24, 2019): 1–17. http://dx.doi.org/10.29145/jmr/62/060201.
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The main determination of the current study is to explore the antecedents of knowledge sharing. Hence; affective commitment is an antecedent that shows how knowledge can be shared among the knowledge participants by using an employee’s emotional attachment and recognition with the organization. Similarly, the mediating role of trust was checked between employee’s knowledge sharing attitude and affective commitment. Data was collected from the hi-tech information technology (IT) industry from Pakistan with a sample of 143 as valid responses. Regression, correlation, factor loading, and path coefficients were used to check the reliability, validity, and model fit of the research framework. The findings suggested that employees’ recognition and emotional attachment with the organization are positively related to knowledge sharing. In addition, the mediating role of trust between affective commitment and knowledge sharing is significant and positive.
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Hussain, Muhammad Sajjad, Muhammad Arif Talha, Maryyam Karamat, and Waseem Yousaf. "The Mediating Role of Green Human Resource among the Relationship of Employees' Eco-friendly Attitude, Commitment, and Environmental Presentation." iRASD Journal of Management 1, no. 1 (June 30, 2019): 1–11. http://dx.doi.org/10.52131/jom.2019.0101.0001.
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The goal associated with this article is to explore the mediating role of green human resource management (GHRM) among the nexus of employees’ eco-friendly attitude, governmental commitment and environmental presentation in the textile industry of Pakistan. The employees that are related to the human resource department are the respondents who provide data with the help of questionnaires and analyzed this data with the help of PLS-SEM. The output of the existing literature shows that GHRM has positive mediation among the links of employees’ eco-friendly attitude, governmental commitment and environmental presentation in the textile industry of Pakistan. The upcoming studies along with the regulators will be the foremost users of the current study, and this study guides them while investigating this area in the future along with the development of the policies related to GHRM and environmental presentation.
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Kumar, Ramesh, Waqar Akbar, and Naveed R. Khan. "Moderating Role of Person Job-Fit Facet between Hierarchical Plateau and Turnover Intention." South Asian Journal of Management Sciences 15, no. 2 (2021): 176–90. http://dx.doi.org/10.21621/sajms.2021152.04.
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This study aims to examine the impact of hierarchical plateau on turnover intention with moderating role of person job-fit facet. Hierarchical plateau is a point of an individual's career life where the probability of being promoted further is low. The theory of work adjustment (TWA) is applied in this research study which measures that satisfaction level of an employee and leaving a company when needs and desired system of the person and the organization system mismatched at the workplace. Overall 260 employees participated by filling the self-administrated questionnaires from three different industrial sectors of Karachi, Pakistan including banking sector, pharmaceutical and insurance employees but result of completely and accurately filled questionnaires of 223 employees were tested. The results are generated through using Structural Equation Modeling (PLS-SEM) technique. The results show that hierarchical plateau has positive impact on turnover intention. However, moderating role of person job fit facet (neither demand abilities nor need supplies) moderates' relationship between independent and dependent variable. This study provides a model to management leaders and practitioners who can extremely look into this growing issue not only in Pakistan but worldwide. Certain actions need to be implemented by management to foster a positive attitude towards turnover intention through proper recruitments, development strategies and career training programs over the span of time. Furthermore, the study also provides the guidelines to HR departments to design the policies to resolve hierarchical plateau issues in their organization.
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Naveed, Azeem Khattak, Khashif Ur Rehman, Ullah Wasim, and Ullah Majeed. "Risk management practices and attitude of Pakistani Islamic banking system employees." African Journal of Business Management 7, no. 33 (September 7, 2013): 3202–11. http://dx.doi.org/10.5897/ajbm10.523.
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Mumtaz, Roohi, Syed Shabib ul Hasan, Afsheen Nizam, and Saima Akhter. "Rapunzel In Developing Economy: A Study About Relationship Between Globalization And Women Workforce Issues In Pakistan." Pakistan Journal of Gender Studies 10, no. 1 (March 8, 2015): 225–38. http://dx.doi.org/10.46568/pjgs.v10i1.236.
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As the globalization is bringing change in the business scenarios, there is a need to bring change in the mindset, beliefs, attitude and performance to bring change in the lives of the people. By definition globalization is the multifaceted financial, supporting, civilizing and the geographical development through which the flow of money, companies, innovative approach, talks and the employees have taken a transitional change. Women in third world economies are generally confined under social, cultural, religious and economic boundaries where they are not be allowed to utilize their true potentials and prosper. Under such suppression, businesses mostly prefer female labour, as they remain cheaper and obedient. The paper focuses on the relationship between globalization and the women work force issues in Pakistan. The study also highlights the impact of discriminatory acts like gender discrimination, gender employment segregation and financial biasness in Pakistani society. The findings reveal that discrimination and double standards in the society for women is very common and prevail, more obviously in Pakistan. There is a need to eliminate all the discriminatory elements from the mindset by taking visionary steps in the right direction.