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Item Explaining the relationship between High Commitment HR Practices, Job Engagement & Innovative Work Behavior(UMT.Lahore, 2017) Ansa MukhtarEmployee Engagement and Employee’s Innovative Work Behavior is an extreme need for all the organizations in this technological era of time. Organizational development and competency depends upon the employee’s innovation and productive behavior.Item Beneficiary Assessment Based Evaluation of SME Policy of Pakistan(UMT.Lahore, 2017) Ali SadiqThe study undertook first ever evaluation of SME Policy of Pakistan. The objective of study was to evaluate policy, with perspective of its beneficiaries, and draw lessons for further improvements. SME sector is bedrock of Pakistan’s economy. They contribute 40% to GDP and provide 78% non-agriculture jobs in far flung areas of the country. In 2007, first ever SME Policy was launched by the Government of Pakistan. The Policy furnished SME development vision, scope, objectives, thematic areas and principals for SME lead growth of Pakistan. Policy guidelines for thematic areas, including Access of Finance, SME Definition, Business Environment, Supporting HRD, Technology Up-Gradation and Marketing, and Entrepreneurship Development were laid down. The Policy also underscored importance of regular Monitoring and Evaluation, yet neither monitoring mechanism of policy has been established nor has any policy evaluation exercise been conducted so far. In this background, the present study undertook beneficiary based evaluation of SME Policy of Pakistan. It has been observed that often voices of beneficiaries are overlooked by bureaucracy and powerful institutions of state, such as State Bank of Pakistan. Beneficiary based evaluation is therefore considered one of the most important approaches for policy evaluation. For the present study, qualitative data were collected through in-depth interviews of representatives of 09 associations of high growth SME sectors. Data analysis was done through NVivo software for coding data, developing mind maps and project maps. The results include perspectives of beneficiaries about the relevance of policy content, achievement of its intended outcomes, impact of policy on SME growth and recommendations for improvements.Item Influence of Financial Stress & Economic Hardship on Workplace Deviance activities(UMT.Lahore, 2017) Muhammad AnasDeviant workplace behavior is an expensive occurrence in the organizations. It comprises an extensive variety of negative actions accompanied by employees to damage the organization and its participants. A model has been developed that suggests the connection of financial stress and economic hardship with workplace deviance. The study has been conducted using the sample size of 401 respondents. Respondents are working as middle staff, management, top management and executive management in corporate manufacturing sector. The data has been analyzed using the Factor Analysis, Pearson Correlation, Spearmen Correlation and Regression to determine the relationship between financial stress, economic hardship and workplace deviance behavior. Results of the current study showed that, financial stress and economic hardship endured by an employee influences the interpersonal and organizational workplace deviance activities. Demographic variables have been patterned as control variables and investigated the influence of financial stress and economic hardship under the umbrella of control variables i.e. age, gender, experience, education, no. of dependents, designation, income, credit cards, advance salary and company provides medical. From these all control variables age, experience, credit cards, designation and company provides medical have been observed as significant with workplace deviance activities.Item Influence of Transformational leadership on Proactive work behavior(UMT.Lahore, 2017) Ali JavedIn this competitive era, organizational leaders extremely required to have Proactive behaviors among their followers at their workplaces. Therefore, this study is an attempt to examine the relationship between transformational leadership and proactive work behavior through the mediating role of psychological empowerment. Based on Theoretical and empirically supported arguments and theories, this hypothesized study builds upon 16 hypothesis including main hypothesis, sub hypothesis and mediation hypothesis. To test these hypotheses, data was collected from 278 followers working in the service sector of Lahore, Pakistan through the disproportionate quota sampling. Findings of the study supported the proposed hypothesis and based on these finding lot of valuable implications have been discussed which can be used by the organizational leaders to enhance proactivity among their followers. Study also provided limitations and research directions for the future researchers.Item The Roles of Collective Organizational Engagement and Entrepreneurial Orientation in the relationship between HRM Practices and Organizational Innovation in Pakistani SMEs(UMT.Lahore, 2017) Muhammad Athar RasheedThis study is designed to examine the effect of human resource management (HRM) practices on organizational innovation in Small and Medium Enterprises (SMEs) operating in Pakistan. This study examined the roles of collective organizational engagement and entrepreneurial orientation in the relationship between HRM practices and organizational innovation. By using the theoretical lens of resource management process model and engagement theory; this study conceptualizes how HRM practices can enhance organizational innovation of SMEs through collective organizational engagement. Moreover, the study also investigates the effect of entrepreneurial orientation in the relationship between HRM practices organizational innovation. Specifically, the purpose of this paper is to empirically test the moderation role of entrepreneurial orientation and mediation role of collective organizational engagement in the relationship between HRM practices and organizational innovation.Item Exploring Perspectives on Role of Human Resource Department in Managing Unethical Issues in Supervision Process of PhD Programs in Business Schools of Pakistan(UMT.Lahore, 2017) Sidra RafiquePhD, despite being most prestigious academic degree program, is faced by serious challenging issues, especially at dissertation phase, leading to 50-70% failure worldwide. Among these, effective and fair supervision is a major and frequently reported challenge. Either the supervisor or the supervisee crosses the limit of ethical boundaries, do injustice with his/her position and try to take selfish advantage during degree research work that exploits its successful completion. Three dynamics of effective supervisor-student association: personality, knowledge and skills, and communication with professional behavior from both sides have been proved essential which are missed in such cases. To eliminate this issue, institutes develop a committee comprised of responsible members for understanding and resolving reported issues. Unfortunately, the members of committee for PhD program concerns are either supervisors themselves or have close linkages with their fellow members or supervisors. In such challenging scenario, most ethical issues are either not reported or justified fairly. This critically calls for an external third party to intervene into the matter and answer it principally. Higher education institutions are also organizations, with HR department having evident and enhanced contributions for its development and progressive growth. The evolutionary role of HR department as ‘Strategic partner’ for an organization has offered it to play twofold role. Besides its traditional roles, HR department in educational institutes also facilitates effective educational program delivery. Therefore, the impact of HR unit in managing unethical issues in PhD supervision process is prominent and yet understudied area, especially in the context of Pakistan. The objective of this study was to fill in the conceptual and practical gap related to HRM functioning in higher education institutions. It also contributes towards this research agenda by outlining the perspectives of its key stakeholders related to the means and ways through which HR can adopt for this purpose. The current study has used phenomenology method and qualitative data was collected from four leading universities of Pakistan, offering doctoral degree program in business studies. The respondents of this study were supervisors, supervisees, PhD committee members and HR practioners, considered as its stakeholders. The information was gathered through in-depth 14 interviews and analyzed though NVivo 11 software for coding themes and sub-themes, and developing project and mind-maps. The outcomes of this research have incorporated in offering the bottom line for practically managing this issue at administrative level of academic institutions. It demands for new and unique HRM with specially designed procedures and policies for managing unethical PhD supervision issues of higher education institutions of Pakistan.Item Spiritual Leadership impact on Corporate Social Responsibility mediating by Spiritual Wellbeing Evidence from the hospitality industry of Lahore Pakistan(UMT.Lahore, 2017) Muhammad Usman SiddqiueThis thesis main object is to increase the generalizability of spiritual leadership theory as Fry explain many outcomes of spiritual leadership and one of the outcome he predicted is CSR using this theoretical gap we conducted empirical research. In this study we use quantitative methods in which cross sectional study was done and data was collecting through questionnaire. The place of the study is Lahore Pakistan and evidence is taken from the hospitality industry working in Lahore Pakistan. Questionnaire were filled by the employees working in the hospitality industry and our sample size is 226.Seven hypothesis were proposed and all the hypothesis were accepted in this study. The result expand the spiritual leadership generalizability in term of CSR because this gap is not tested yet by the researcher and out study contributes in the body of knowledge while filling this gap. For future researcher and academicians this research will also help them to understand the spiritual leadership theory and its outcomes and its generalizability.Item IMPACT OF JOB SECURITY, JOB AUTONOMY AND SUPERVISOR SUPPORT ON EMPLOYEE PSYCHOLOGICAL WELLBEING(UMT.Lahore, 2017) NAMRA REHMANThe purpose of this research is to theorize and empirically examine the association between job security, job autonomy, supervisor support, presenteeism, and the psychological wellbeing of the employees of hospitality industry. This study also measures the impact of presenteeism as a mediator between job security and psychological well being; job autonomy and psychological well being; supervisor support and psychological well being of employees. This is a quantitative research study, using cross sectional research design via survey method. The sample is comprised of N=205 employees from top and middle level management of three, four and five star hotels in Lahore. The results have revealed that job security, job autonomy and supervisor support are positively correlated with the psychological wellbeing of employees. Job security, job autonomy and supervisor support are found negatively correlated with the presenteeism in employees of hospitality industry. Presenteeism was found to have significant negative relationship with the psychological wellbeing of employees. Furthermore, the results have affirmed partial mediation of presenteeism between job security and psychological wellbeing; job autonomy and psychological wellbeing; supervisor support and psychological wellbeing of employees of hospitality industry. This study highlighted the importance of presenteeism instead of traditional HR research concern on absenteeism and provides insights to the HR professionals of hospitality industry of Pakistan to review their strategies as well policies to enhance job security, job autonomy and supervisor support in order to reduce presenteeism and improve employee’s psychological wellbeing.Item EFFECT OF HIGH PERFORMANCE WORK SYSTEM ON EMPLOYEES’ INTENT TO STAY(UMT.Lahore, 2017) Arooba ShafiThe purpose of this research was to study the relationship among high performance work system, work engagement and employees’ intent to stay in the banks of Sargodha, Pakistan. This study also sought to observe the mediating effect of work engagement on the relationship between high performance work system and employees’ intent to stay. The measure for HPWS included six dimensions; staffing, training, compensation (incentive based), performance appraisal, work design and participation of employees. Work engagement, was gauged through its three facets namely, vigor, dedication and absorption. While intent to stay was assessed using positive intention related questions. Explanatory cross-sectional study design was followed and a sample of 300 was drawn using convenience sampling from twenty-one out of twenty-six banks in Sargodha. Descriptive and inferential statistics were applied using SPSS version 21 to analyze the data. The findings revealed that a relationship among HPWS, work engagement and employees’ intent to stay holds in the banking industry of Sargodha. Moreover, work engagement acted as a mediator between HPWS and employees’ intent to stay in banks. This study highlights the importance of HPWS and work engagement in influencing the intent to stay of the bank officers; providing significant guidelines for the top and middle-level management to adopt such practices, to save huge costs incurred when their competent human capital leave.Item Islamic Human Resource Management (IHRM) Practices Impact on Employee’s Work Engagement(UMT.Lahore, 2017) Muhammad Sufyan LatifEmployee Work Engagement has become a vital indicator for individuals and organizational productivity. Globally, problem of employee’s disengagement affects organizational performance and efficiency. The aim of this study was to examine the association among Islamic Human Resource Management practices and Employee’s Work Engagement in the social service sector of Pakistan. The Islamic HRM practices that were investigated were; Recruitment/ Selection, Training and Development, Performance Appraisal and Compensation on Employee’s Work Engagement. The study implemented an explanatory design of research which is appropriate for studies that pursue to define associations among variables. The study population constituted all the educational as well as health institutes in Lahore, where a survey method was utilized for data collection. Factor analysis was conducted to diminish correlated outlines so that more significant items would represent the variables. Regression analysis was utilized to test the associations among the variables. The findings showed that the Islamic HRM practices such as, Recruitment/ Selection and Training & Development have a significant and positive effect on Employee’s Work Engagement and on its components.Item Leader’s Islamic Spirituality and Social Responsibilities Impact on Employees Work Engagement(UMT.Lahore, 2017) Sehar AzharEmployee’s Work Engagement has become an important concern in organizations for accomplishing long run viable competitive advantages. The aim of current study was to examine the linkage among Islamic spirituality and Islamic leadership responsibility, with the employee work engagement. Using a purposive sampling technique, the survey data utilized for this empirical research was drawn from 380 respondents from Small and Micro level organizations in Lahore. Regression analysis has been used through SPSS software; the study tests several hypotheses that the components of leader’s Islamic Spirituality and social responsibility will exert statistically significant impacts on employee work engagement. The study found support for both main hypotheses.Item Impact of Social and Economic Leader- Member Exchange on Employee Behavior through the Moderating Role of Supervisor Organizational Embodiment(UMT.Lahore, 2017) Fareeha CheemaThe main purpose of this study was to investigate two dimensions social and economic member exchange of leader-member exchange and their effect on employee behavior, and to what extent SOE moderates between these relations. The data was collected from 219 employees of manufacturing industry. The whole research takes more than 10 months. The hypotheses were tested through correlation and regression analysis. The results provide significant support for some of the hypotheses and for some insignificant support were found. Significant results were found for social leader member exchange is positively related with organizational citizenship behavior and supervisor organizational embodiment moderates between them. From analysis it is concluded that supervisor organizational embodiment does not moderate between social leader member exchange and prosocial behavior. Contradictory to previous research and our expectations insignificant results were found, analysis proved that supervisor organizational embodiment does not moderate between economic leader member exchange and organizational citizenship behavior and prosocial behavior respectively. The possible reasons behind these results, recommendations and future research discussed.Item Impact of Emotional Labor on Job Satisfaction; using Perceived Organization Support as a moderator in the Higher education Institutes of Punjab, Pakistan(UMT.Lahore, 2017) Sana ShahidEmotional labor has gained significant importance nowadays. Emotioanl labor has a direct impact on the job outcomes. This study aims to determine the impact of perceived organization support on the relationship between emotional labor and job satisafaction. Target respondents are the teachers and the sample of 320 has been taken to conduct this study. Perceived organization support may prove to be helpful in allievating the negative impact that occurs due to the consequences of emotional acting. Negative consequences of emotional labor includes job dissatisfaction, job burnout thus results negatively in terms of lower performance of the organization. Result suggests that perceived organization support strengthens the relationship of emotional labor strategies and job satisfaction and perceived organization support can be one of the variables that helps the company to improve the overall morale of the employees.Item LINKING RESPECTFUL ENGAGEMENT TO JOB ENGAGEMENT THE MEDIATING ROLE OF ORGANIZATIONAL-BASED SELF-ESTEEM(UMT.Lahore, 2017) Sadia NoureenThis study has examined the influence of the respectful engagement (RE) on Job engagement (JE). This study has also analyzed the role of organizational-based self-esteem (OBSE) as a mediator to the above relationship. Most of the studies have examined the relationship between respectful engagement and work engagement but the mediating effect of organizational-based self-esteem between respectful engagement and work engagement has not been examined. Data have been obtained from three private intermediate educational institutions of Lahore, Pakistan. The regression analysis has shown the influence of the respectful engagement and organizational-based self-esteem on the job engagement of employees. The analysis has been carried out to confirm the role of organizational-based self-esteem as a mediator in the relationship between respectful engagement and job engagement. It has been found that organizational-based self-esteem has a full mediation in respectful engagement and job engagement. From the theoretical implications, this study has explained the role of organizational-based self-esteem as an intervening mechanism in linking the respectful engagement and job engagement. The practical implications suggested the importance of enhancing and developing the respectful working environment among employees to invoke the organizational-based self-esteem in the effort to increase the job engagement in the employees.Item Impact of Supervisor’s Emotional Intelligence and Political Skills on Employee’s Engagement(UMT.Lahore, 2017) Qurat ul ainThe main aim of this research is to find out the relationship between the emotional intelligence and political skills of supervisor with the level of employee engagement in Pharmaceutical sector of Lahore. The data were collected from 170 supervisors and employees that are working in pharmaceutical industry in Lahore. 200 questionnaires were sent out of which 170 usable responses were received totaling to a response percentage of 85%. The data were analyzed using multiple regressions in SPSS 20 and it is revealed that political skills and emotional intelligence of supervisors have an impact on increasing the level of engagement of employees but emotional intelligence is more effective in this regard. This thesis has contributed to the extant knowledge on the political abilities, emotional intelligence and its results. Thesis supports the argument that factors of emotional intelligence and mentor’s political abilities are perceived by workers in favorable manners. Furthermore, it will guide the supervisors in pharmaceutical industry to use their political skills and emotional intelligence to engage employees.Item EFFECT OF ABUSIVE SUPERVISION ON EMPLOYEE TURNOVER INTENTION(UMT.Lahore, 2017-07-03) Heejab AbidRetention of skilled healthcare professionals has turned into a task for organizations in Pakistan. Particularly, employees who undergo oppressive supervisory style tend to react with negative workplace attitudes and behaviors. Delving in to past record bears out that abusive supervision is related to turnover intention. However, the mechanisms that can explain this relationship must be known in order to understand this phenomenon. Drawing on the theory of psychological contract, the function of psychological contract breach as a mediating mechanism in the association of abusive supervisory leadership style and turnover intention has been examined.Item The Effect of Organizational Socialization on Corporate Image(UMT.Lahore, 2017) Saadia AslamCorporate image management with the stakeholders is of prime importance to the organizations, especially when internal stakeholders – the employees, are concerned. It is important to achieve the right image in the minds of the newly hired employees as they have yet to gain the relevant image of the organization they just joined which is – in turn – essential for their assimilation as effective organizational members. We propose that corporate identity has an important role to play in the process when organizational socialization is performed in the organization through which corporate image of the organization in the mind of the newly hired employee is developed. The purpose of the current study is to evaluate the role of corporate identity in mediating the relationship between organizational socialization and corporate image of the organization. Our sample consisted of 302 newly hired employees in different local and multinational organizations of Pakistan in various sectors such as FMCG, Information Technology, banking and construction and engineering sectors. It was found that corporate identity mediated the relationship between organizational socialization and corporate image and results supported our hypothesis. The study reveals how an HR department can effectively influence on corporate identity and corporate image development with the newly hired employees via the organizational socialization plans and activities.Item Effect of Abusive Supervision on Employee Engagement among House Officers and Medical Officers(UMT.Lahore, 2017) Mamoona MushtaqEmployee engagement is a positive outcome attribute after experiencing three psychological conditions which are interconnected to self in role. It refers to the complete contribution of one’s intellectual (cognitive), emotive, and physical vitalities in the performance of work-role. Employees are considered as engaged when they are cognitively attentive, fervently (emotionally) connected, and physically involved while carrying out their work roles. Recent research has shown that employees tend to withdraw their investment of energies in their work roles when they perceive their supervisors to be abusive towards them. Considering the importance of supervision and employees’ engagement for the effective function of organizations, the purpose of this study is to focus on the association between abusive supervision and employee engagement in greater depth. Drawing from theory of self-in-role engagement by Kahn, this study proposed that abusive supervision negatively impacts employee engagement by reducing psychological safety (mediator) among house officers and medical officers. This study used cross-sectional design, data were obtained from 221 healthcare professionals including house officers and medical officers only, employed in three public hospitals of Lahore. Results disclosed that abusive supervision is negatively associated with engagement of healthcare professionals, and psychological safety significantly mediated this relationship.Item Transgender and Intersexual Facing Workplace Discrimination (A Case of Pakistan)(UMT.Lahore, 2017) Mouna KoserTransgender and Intersexual are subject to the workplace discrimination in Pakistan. This phenomenon is increasing day by day. The efforts of state and society are all going in vain to make them save from workplace victimization due to their sexual-orientation. It is considered the tabooistic topic and nobody talks about transgenderism and intersexualism in the sophisticate circle of society. This topic is least studied and remains swept under the carpet. This qualitative study is exploratory in nature and recruitment of participant was possible by using the purposive sampling. The targeted population was employed in different organizations. Six respondents were interviewed. The study concluded that this sexual-minority is human capital and facing workplace victimization.Item Combined effects of Shared Leadership and firm’s Dynamic Capabilities on Team Performance and Team Innovative Behavior(UMT.Lahore, 2017) Syed Hassan AskariThe research investigated the main effects of shared leadership model and firm’s dynamic capabilities in improving the possible team outcomes (e.g. team performance and team innovative behavior). Survey was conducted in textile and IT sector of Lahore, Pakistan and findings supported the proposed arguments and confirmed that shared leadership is an effective approach to improve team performance and team innovative behavior. Firm’s dynamic capabilities also found to have significant impact on team performance and team innovative behavior. Additionally, the study examined whether firm’s Dynamic capabilities play moderating role in improving the impact of shared leadership on team performance and team innovative behavior. Empirical findings confirmed moderating role of dynamic capabilities in the relationship of shared leadership and team performance. However, the study couldn’t find the moderating role of dynamic capabilities in relationship of shared leadership and team innovative behavior. After empirical findings and analysis, theoretical and practical implications are provided for academia and corporate sectors at the end.