Browsing by Author "Ayesha Jamil"

Now showing 1 - 2 of 2
  • Thumbnail Image
    Item
    Personality traits
    (UMT.Lahore, 2018) Ayesha Jamil; Noor u lain; Sunbal Mir
    This Research Project investigated the difference of Personality Traits, Time Management Assessment and strength of Motivation between Working (in the afternoon) and Non-Working or Full-Time Students. The objective of the study was to study an ever increasing strength of working students on university campuses in pursuit of education. We formulated three Hypotheses for our research project; 1 Working Students are more self-motivated as compared to Non-Working Students. 2, Time Management Self-Assessment is more likely to poor in Non-Working Students as compared to Working Students. 3, Personality Traits of Conscientiousness and Openness to Experience is stronger among Working and Non-Working Students. The sample size of our study consisted of 140 participants; 70 working and 70 non working students who were currently enrolled in 7th or 8th semesters in the Private Universities; UMT, BNU & UCP. The participants were selected by Purposive sampling on the basis of their availability and consent to participate in the study. Participants were given questionnaires which included Demographic questions, scales of Personality Traits, Time Management Self Assessment and Motivation Inventory. Relevant measures were used to tap these variables after taking permission from the authors. We used Independent Sample T test for our research and correlation regression. Analysis of results revealed that working students had significantly higher degree of motivation than their counterparts. They were also higher on time management than non-working students; however, the difference was not statistically significant. Bothe the groups were compared on personality traits as well but they were found to be scoring more or less the same and so no difference was observed in the result of personality attributes of both groups (working and non-working students). To sum up, self-motivation defined the two groups clearly as distinct from each other clearly and convincingly. The findings are discussed along with implications for students, educators and college administrators.
  • Thumbnail Image
    Item
    Workplace ostracism, organizational cynicism, hardiness and counterproductive work behavior among bankers
    (UMT Lahore, 2020) Ayesha Jamil
    This study aimed to find out the relationship of workplace ostracism, counterproductive work behavior and mediating role of organizational cynicism and the moderating role of hardiness among bankers. This study used cross-sectional research design. Data consisted of N=372 bankers of private and government banks from men (N = 186) and women (N =186) for this study. Workplace ostracism scale (Ferris et al., 2008); organizational cynicism scale (Wilerson, Evans & Davis, 2008); hardiness scale (Sinclair & Oliver, 2004); & self-serving counterproductive work behavior (Fariha, 2019) were used. Pearson product moment correlation analysis was carried out and the result showed that workplace ostracism was found to be significantly positively correlated with organizational cynicism, hardiness and counterproductive work behavior whereas, organizational cynicism and hardiness were also found to be significantly positively associated with counterproductive work behavior. The mediation analysis showed that workplace ostracism and organizational cynicism were found to be significantly positively predicted counterproductive work behavior. Moderation analysis showed that the main effect of workplace ostracism and hardiness were found to be a significant positive predictor of counterproductive work behavior. The finding indicates that ostracized worker indulged in negative behavior so high authority should arrange some workshop on hardiness so their worker will work in healthy environment more effectively. Limitations and recommendations are discussed.