2020
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Item An employee’s perception of fairness and extra-role job behaviors while understanding the role of embeddedness(UMT,Lahore, 2020) Rana Ali HamidUsing conservation of resource (COR) theory ambit, this study argue that organizational justice impacts employee extra-role job behaviors by embedding an employee in the organization. In order to study the aforementioned relationships, we have used a sample of 195 individuals working in various industries in Pakistan. Our results shows that organizational embeddedness intervenes the relationship among dimensions of organization justice and employee extra-role job behaviors. Furthermore, practical implication, suggestions and some areas for future researchers are also discussed.Item Does turnover intention of telecom professionals are intervened by Workplace whining behavior? A social exchange perspective.(UMT.Lahore, 2020-08) KHIZRA TANVEERThe study was aimed to examine the sequential mediation of felt violation and workplace whining behavior in the relationship between psychological contract breach and intentions to leave. The questions regarding employee’s whining upon being breached were aimed to be answered by the research. Data was collected from 260 telecom employees in an organizational setting. Whereas data was collected through time lagged design where at time 1 employees’ responded about their psychological breach, felt violation and intentions to leave while at time 2 their respected supervisors’ rated their whining behavior. Process Hayes model 4 and 6 were used for statistical analysis. The results depicted full sequential mediation while revealing the fact that whining always needs a notion to happen it cannot mediate alone. Additionally it explained the fact that employees in telecom sector of Pakistan are not directly indulged in intentions to leave in fact they vent their frustrations and felt violations by whining in order to see the “what if” scenario as they are aware of job saturation in market. Results highlight the importance of complaint registration systems and smart HR systems that can investigate the trueness of breach. Additional results, implications, limitations, and future research are also discussed.Item Effects of Family Motivation, Anxiety, and Economic Scarcity on Workplace Deviance(UMT,Lahore, 2020) Kashif MehmoodFamily motivation is a strong and positive emotion. It is known to stimulate the workers for facing the workplace hardships, without any loss of enthusiasm. It also works as a substitute for other forms of motivations like good working conditions, meaningfulness at work, autonomy, and other features of a good job design. However, recently, the focus has also shifted towards any negative effects of family motivation: lack of voice due to fear of losing of the job, dishonest practices to meet the needs of their families, and lack of focus at work due to attention being occupied by some personal life problemItem Examining the link between perceived service quality, customer satisfaction, and patriotism(UMT.Lahore, 2020-08-27) Mehreen MaryamThe quality of services in airline industry plays a significant role to promote customer’s satisfaction. However, contextual factors may affect this relationship which needs to be investigated. The core purpose of this study is to investigate the effect of perceived service quality on customers’ satisfaction among the passengers of the Pakistan International Airline (PIA). The study also explores, by using social exchange theory, how customers’ patriotic feelings affect their perceptions of quality, and the way quality perceptions determine their satisfaction level. Data was collected from 167 PIA customers by using a structured, self-administered online questionnaire.The results suggest a substantial difference among the customers’ perceptions regarding service quality due to their level of patriotism (i.e. love for Pakistan). Service quality has a statistically significant effect on customer’s satisfaction level, and patriotism moderates the relationship between service quality perception and satisfaction of PIA customers. Specifically, the finding suggests that the presence of higher level of patriotism among PIA customers helps to further enhance the impact of service quality on customers’ satisfaction. This study contributes to theory and practice of customer satisfaction and service quality by using offering patriotism as a potential boundary condition.Item High Involvement Work Practices and Change-Oriented OCB(UMT,Lahore, 2020-06) Maheen AzizThis research thesis aims to investigate the impact of high-involvement work practices on change_oriented OCB, as well as the mediation of felt responsibility for constructive change and the moderation of innovative climate. This paper contributes towards focusing on the under-explored field of the effect of high-involvement work practices on change_oriented OCB.Item Impact of Abusive supervision on employees’ Turnover intentions(UMT.Lahore, 2020-07-10) Muhammad Zeshan NaseemTurnover is considered as a major challenge for management in all trades and industries. Organizations that are unable to cope and address employee turnover, have to tolerate accruing cost and consequences. Setting premise of social exchange theory, aim of this research is to investigate whether turnover intentions of employees are impacted by Abusive supervision, besides that in this present research work perceptions of organizational politics (POPS) was tested performing mediating role. This is a cross sectional research based on deductive approach. 300 employees working in the footwear manufacturing sector were requested to provide feedback on questionnaire using the convenience sampling technique. 216 questionnaires were up to the mark and used in SPSS for statistical testing. The results obtained from SPSS 21 indicates; Abusive supervision holds positive association with turnover intentions and POPS. POPS holds positive association with turnover intentions of employees. Moreover, finding revealed that POPS partially mediated the positive relationship of abusive supervision and employee turnover intentions. Results may be utilized as a milestone for drafting training and development programs aimed to educating and supporting supervisors and their subordinates to formulate conducive working environment for everyone. This study is among few empirical studies to probe and report the negative influence of Abusive supervision on turnover intentions with an insight of POPS.Item Impact of High Performance Work System on Emotional Exhaustion(UMT.Lahore, 2020) Khadija QayyumThis study investigates the effect of a High-performance work system on emotional exhaustion mediating role of job demand and moderating role of perceived organizational support in SMEs. Prior studies has been discussed the positive side of the High performance work system, but in this research the researcher highlight the negative side of the High performance work system. Literature shows that, and empirically tested High performance work system enhance emotional exhaustion as well as job demand but the lack of studies of perceived organizational support as a moderate or mitigate the relation of High performance of work syste. JD-R model used as a theoretical foundation in this research. Our result showed that the High performance work system directly positive and significant impact on emotional exhaustion but indirectly negatively correlated, and perceived organization support significant but negatively moderate in this mechnism. Results shows that perceived organization support buffering the relationship between variables this is significant sign of this research. JD-R model also explain when job demand high some resources are positively role play in the behaviour of the employees and employees motivated rather than frustrated. Second Direct relationship is significant but Indirect relation is insignificacnt it means high through high performance work system through job demand its not the actual cause of emotional exhaustion, employee take high performance work system as positive oriented. Our findings extend the research on the Negative side of the high-performance work system as well as those organization that adopts a high performance work system understand one of the key elements for high performance. The cross-sectional approach used in this research. Through convenience sampling technique collects data from 211 employees of a service sector and manufacturing sector. Regression analysis revealed a direct effect of a High-performance work system and on employee emotional exhaustion, and use the macro process for indirect relation and investigating the effect of Perceived organization support.Item Impact of Job Involvement on Work Family Conflict and Moderating Role of Job Stress(UMT.Lahore, 2020-10-19) Samina HussainThe purpose of this thesis is to analyze the influence of job involvement on work family conflict employee in banking sector under the moderating effects of job stress. The data (n= 129) was collected from employee of different banks of Lahore which include OG-I, OG-II, middle level manager and working staff. By using Pearson correlation test the relationship between variables is established. Whereas data was collected through cross sectional design. Process Hayes model 1 was used to test for moderation in statistical analysis. The findings confirm that existence of significant positive relationship between the variables. Results revealed that there is a significant positive moderation of job stress between the relationship of job involvement and work family conflict. At the end theoretical contributions, practical implications and limitations are discussed. Finally, we conclude with discussion, future directions and conclusion.Item Impact of Role Clarity on Job Performance(UMT.Lahore, 2020-09) SANIA IFTIKHARThe research was directed to examine the research gap which highlights the importance of role clarity and work overload in aviation sector. Similarly, this study has explained one of the solutions (Role clarity) to mitigate and two tools (Quality of work life, creative problem solving capacity) to fight with work overload. The supported theory is COR which defined that individuals strive to retain, protect and build resource and the things, which threaten them, are probably or actually loss of their valued resources. Importance of role clarity and role of moderators (QWL, CPSC) are the questions that are answered in the research. Data was collected from 500 aviation employees in an organizational setting. Whereas data was collected through longitudinal design where at time 1 employees’ responded about their role clarity, work overload, quality of work life and creative problem solving capacity while at time 2 their respected supervisors’ rate their job performance. Process Hayes model 4, 2 and 16 were used for statistical analysis. The results depicted full mediated double moderation while explaining the fact that clarity of roles does reduce work overload of employees or in other words, role clarity has an inverse relationship with work overload. Whereas quality of work life and creative problem solving capacity act as life savers for job performance in case of being overloaded with work. The results explained the need of trainings at organizational levels which cultivate creative problem solving capacity in employees. Similarly, the implementation and prudence of quality in working life and clarity of roles was also highlighted in the research. However, detailed results, limitations, future research directions, theoretical and practical implication are also discussed.Item Poison to Performance: a moderated mediation model of Family Incivility, emotional intelligence and emotional exhaustion(UMT,Lahore, 2020) Hina KhairatDrawing upon the Conservation of Resources theory, this study extends the incivility literature by hypothesizing that family incivility affects job performance via the full mediation of emotional exhaustion. At the same time, emotional intelligence is a moderator in the development of emotional exhaustion. A survey on 191 employees from the services sector was conducted for empirical testing. Test results reveal that emotional exhaustion fully mediates the relationship between family incivility and job performance. Emotional intelligence moderates the effect of family incivility on emotional exhaustion. Hence, the findings suggest that family incivility is linked to poor performance at work, and emotional exhaustion and emotional intelligence are key mechanisms in the relationship. Theoretical and practical implications are discussed based on the empirical findingsItem Sense in nonsense(UMT,Lahore, 2020) Shazia AnayatWhile existing literature has studied and defined the key determinant of humor in multiple ways that leader’s humor affects employees’ behavior but it offered scarce insights into the empirical evidences regarding the fundamental mechanisms that describe how the leader’s practice of using positive humor affects job stress (see, e.g., Yam, Christian, Wei, Liao, & Nai, 2018), a serious threat for employees and organizations (Oktug, 2017). So drawing from the notion of effective event theory and cognitive appraisal theory the current study has attempted to examine the effects of leader’s positive humor on job stress of employee, with mechanism of psychological resilience and boundary effects of power distance orientation of employees.Item The Effect of Perceived Organizational Support on Championing Behavior of IT Professionals(UMT.Lahore, 2020-09) Akifa TahiraThe goal of the study was to examine the mediation of Psychological empowerment in the relationship between Perceived Organizational Support and Championing Behavior of Information Technology (IT) Professionals. The questions regarding the effect of Perceived Organizational Support on Championing Behavior of Information technology (IT) Professionals with the indirect mediation of Psychological Empowerment were aimed to be answered by the research. Data was collected from 220 Information technology (IT) professionals in an organizational setting. Whereas data was collected through cross sectional design. Process Hayes model 4 was used for statistical analysis. The results depicted full positive mediation while revealing the fact that Perceived organizational support increases when there is a mediation of Psychological empowerment in it. Additionally it also explains the fact that championing behavior is not only effected by the organizational behavior but also by the psychological factors. Result highlight the importance of HR systems to provide organizational support and empowerment to their employees. Additional results, implications, limitations and future research are also discussed.Item THE EFFECT OF SUPERVISOR’S INCIVILITY ON EMPLOYEE INSUBORDINATION AT WORK(UMT,Lahore, 2020) ARFAN AHMEDThe service and private sectors are acknowledged to be greatly contributing to the economic growth of any country. Human capital has been recognized as one of the significantly vital resource for organizational sustainability and efficiency. Over time, concerns for supervisor incivility have been rising; making it, a serious issue as uncivil behaviors and their consequences are known to be creating negative effects on employee mental health and to be costly to the organizational effectiveness & continuity. Using a purposive sampling method, this study developed a sample size of 444 respondents from 18 organizations in the health, education, and banking sectors, in Lahore, Pakistan. The study investigated three variables, concerning supervisor incivility, which include; employee insubordinate behavior, emotional exhaustion, and perceived negative gossips. This research focused on examining supervisor incivility and employee insubordination through the mediating role of employee emotional exhaustion and the moderating role of perceived negative gossips. The collected data is statistically analyzed through SPSS to examine the hypothesized relationships between selected variables. The research results show that supervisor incivility is positively related to employee insubordination as well as emotional exhaustion. Similarly, emotional exhaustion is positively related to employee insubordination, while it mediates between supervisor incivility and insubordination. The research also found that perceived negative gossips moderate the relationship between supervisor incivility and employee emotional exhaustion.Item The impact of Corporate Social Responsibility on employees helping behavior(UMT.Lahore, 2020-10-19) AQSA ASHRAFThe purpose of the study was to investigate the relationship between corporate social responsibility (CSR), passion for work and helping behavior. Based on social exchange theory, four hypotheses were proposed to study the relationship between CSR and helping behavior, CSR and passion for work, passion for work and helping behavior and the mediating role of passion for work in the relationship between CSR and helping behavior. In order to test these hypotheses, cross sectional data were collected through self-administration questionnaires using a sample of 217 employees of telecom and banking sectors located in Lahore, Pakistan. Results of the study confirmed hypothesized model and showed that passion for work fully mediated the association between CSR and helping behavior. The study concluded that CSR acts as a job resource and helps in enhancing passion for work to further promote helping behavior of employees. The practical and theoretical inferences of the study are also discussed.Item THE IMPACT OF REALISTIC JOB PREVIEW ON AFFECTIVE COMMITMENT(UMT,Lahore, 2020) Adil RazaThe study aims to explore how Realistic Job Preview improves employee‘s affective commitment. The modern workplace is an environment characterized by extreme competition for talented employees. As more skilled employees are entering the workplace, they are expected to adopt an appropriate recruitment method. One of the biggest challenge‘s organizations are facing today is the retention of key employees. The continuous struggle is required to recruit and retain key employees for organizational effectiveness. Limited research had been conducted in the 21st century on the appropriateness of RJP from an employee perspective, and this research will help modern organizations in attracting and retaining key employees of the organizations. A quantitative research strategy comprising of survey was conducted using structured questionnaires from white-collar employees working in the manufacturing organization of Pakistan, a total of 214 feedbacks were received.Item The Influence of Ummatic Personality and Whistle blowing Intention(UMT,Lahore, 2020) Arhum HabibThe purpose of this study was to analyze the influence of ummatic personality (amanah, ibadah and ilm) on whistle blowing intention of employees against wrongdoings occurring in organizations under the moderating effects of justice perceptions. The data (n=144) was collected from employees of different organizations using a time-lagged survey. Results of analysis using Macros PROCESS indicated that spirituality partially encourages whistleblowing intention in employees, as ibadah and ilm showed significant positive relation with whistleblowing intention but the relationship with amanah was nonsignificant. In addition, justice was not found to moderate any of the direct relationships. These findings were further discussed in light of extant theory and research, and implications and future research suggestions accordingly proposed.Item THE MODERATING ROLE OF BIG FIVE PERSONALITY TRAITS IN THE RELATIONSHIP BETWEEN HIGH PERFORMANCE WORK SYSTEM AND EMPLOYEE RETENTION(UMT,Lahore, 2020) MARIA SADARThe present study aims to identify the moderating role of big five personality traits in the relationship between high performance work system and employee retention. It includes the strong theoretical foundation of trait theory approach which argues about personality differences between individuals, its propensity to remain consistent over situations, and its tendency to influence behavior. Data was collected from 225 employees of different banks working in both public and private sectors and the respondents were selected through simple random sampling technique. The data collection was analyzed by using regression, process by Hayes and Germy Dowson moderation tools through SPSS 22.0. The overall findings indicate that HPWS has a positive and highly significant impact on employee retention. Out of five, agreeableness and conscientiousness are two personality traits that moderate the relationship between High performance work system and Employee retention. Whereas, Simple Moderation illustrates that extraversion, openness to experience and neuroticism has no significant relationship with HPWS and ER. Managers need to establish new Human resource policies in the banks that comprise high performance work system practices. Also, these policies consisted of elements that develop the trait of agreeableness and conscientiousness among employees.Item The Relationship between Role Conflict and Organization Citizenship Behavior(UMT.Lahore, 2020-09-09) Ahtasham ZameerDrawing from role and trait theory, this study unpacks the relationship between employees' role conflict and organizational citizenship behavior, considering the mediating effect of relational conflict and the moderating effect of Machiavellianism. Primary source, Cross-sectional data from employees in Pakistani organizations show that perceiving high levels of conflict between their work roles and relationship would exhibit reduced levels of organizational citizenship behaviors. This mediating role of relational conflict is particularly salient to the extent that existence of role conflict is associated with relational tension and instability moreover found that role conflict and Machiavellianism have a joint eff ect on relational conflict and one’s performance behaviors The study informs organizations that higher management should comprehensively analyze and clearly define jobs role so that supervisors will have a less negative social influence on subordinate work role perceptionsItem Understanding the employees engagement through perceived interactional justice(UMT.Lahore, 2020-06) Arifa Umer HayatSupervisor ostracism had been considered as a different construct from workplace ostracism. Through practicing the interactional injustice against the workers or the staff, supervisor ostracism had impacted negatively on employee’s job engagement. Though it is different from workplace ostracism, it is correspondingly damaging when it comes to the job atmosphere.