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Item THE IMPACT OF RELATIONSHIP-ORIENTED LEADERSHIP STYLE ON EMPLOYEE JOB PERFORMANCE(UMT,Lahore, 2023) Tayyeba AlamiAs the competitiveness of the global business environment increases, the manager's leadership style is becoming more crucial in order to increase the staff productivity and efficiency. The main forces behind the organization are its employees, therefore managers must exhibit excellent leadership qualities that can improve employee productivity and motivate them to achieve the organizational goals. The aim of this study is to identify the degree of influence of relationship oriented leadership on employees’ job performances through trust and self-efficacy. A conceptual framework has been developed to examine the impact of a relationship-oriented leadership style on employees’ job performance with the mediating role of trust and self-efficacyItem THE IMPACT OF HIGH INVOLVEMENT WORK SYSTEMS ON ORGANIZATIONAL RESILIENCE(UMT,Lahore, 2023) Saima HanifIn the 21st century, Organizations are facing more challenges because of the dynamic nature of internal and external uncertainties, which puts pressure on firms to portray resilience-based characteristics. Organizational resilience is a complex and multidimensional concept that refers to a firm’s capability of coping successfully in a turbulent environment. What is largely missing from prior studies is the examination of the organizational level resilience, the impact of participatory work systems in building resilience and the intervening role of organizational learning capability. Drawing on AMO, RBV, and JD-R theoretical framework, this study proposed four hypotheses to analyze the relationship between High Involvement Work Systems, organizational resilience and Organizational Learning Capability. This study empirically tests the relationship between High-Involvement Work Systems, organizational resilience and organizational learning capabilityItem The Impact of High-Performance Work System on Job Performance(UMT,Lahore, 2023) Surraya NawazThis study examines the elaborate relationships between high-performance work systems (HPWS), employee engagement, and the moderating influence of a growth mindset within organizational contexts. Guided by the Job Demands-Resources (JD-R) model, Social Exchange theory (SET) and Self-Determination Theory (SDT). In order to achieve the objective, individuals employed in software companies located in Lahore were invited to participate in a self-administered survey. The survey was participated in by a total of 217 employees. The data was evaluated using several statistical techniques, including confirmatory factor analysis (CFA), correlation analysis, regression analysis, moderation analysis, and mediation analysis, in order to examine the nature of the relationships between the variables. The results obtained in this study offer empirical evidence for the proposed hypothesis. The findings of this study affirm the positive association between HPWS and employee engagement, underscoring the importance of organizational investment in resources that foster employee growth and autonomy. Furthermore, this study identifies employee engagement as a mediator, highlighting its pivotal role in translating HPWS benefits into enhanced job performance. Notably, this study unveils the moderating role of a growth mindset, demonstrating that individuals with a growth-oriented outlook tend to amplify the positive effects of HPWS on engagement. This insight emphasizes the relevance of individual attributes in shaping responses to organizational practices, suggesting that cultivating growth mindsets can enhance the impact of HPWS initiatives.Item EMOTIONAL INTELLIGENCE AND ORGANIZATION CITIZENSHIP BEHAVIOUR(UMT,Lahore, 2023-10-09) Zainab AbbasThis study examines the relationship between emotional intelligence (EI), Big Five personality traits, and organizational citizenship behavior (OCB). The study was conducted among the teaching faculty of various private universities in Pakistan, employing a stratified random sampling technique. 233 responses were collected through the administration of an online questionnaire. Structural Equation Modeling (SEM) analysis was used to rigorously investigate the suggested hypotheses, contributing to the robustness and reliability of the study's findings. The results of this research reveal a non-significant relationship between emotional intelligence and extraversion, emphasizing the distinctive nature of these constructsItem IMPACT OF GREEN HUMAN RESOURCE MANAGEMENT AND GREEN SERVANT LEADERSHIP ON GREEN VOICE BEHAVIOR(UMT,Lahore, 2023-08) Sohail AhmadToday, the implementation of Sustainable Development Goals (SDG) is required more than ever to address the ongoing global challenges including climate change, security, and pandemic crisis. Thus, organizations are mainly focused on environmental protection and comply with environmental concerns facing the pressure of stakeholders and environmentally aware consumers. This study intends to examine the antecedent and underlying mechanisms that shape and produce green voice behaviors such as; green HRM (GHRM), green servant leadership (GSL), and individual environmental concern (IEC). Drawing on the social exchange theory (SET), this study explored the direct effect of GHM and GSL on green voice behavior (GVB) and the indirect effect through individual environmental concerns.Item HUMAN CAPITAL AND ORGANIZATIONAL CITIZENSHIP BEHAVIOUR(UMT,Lahore, 2023) Mudassar ZeeshanIn the mid-20th century, production was driven by physical capital, land, labour, and their management. However, explaining the manufacturing sector growth using these factors became challenging. In the 21st century, the concept of capital expended to include financial, organizational, intellectual, and human capital. What is largely missing in the prior studies is the importance of human capital, the impact of leader secure-base support in building psychological empowerment and organizational citizenship behaviour of employees. Drawing on HC and PE theoretical framework, this study proposed five hypotheses to analyse the relationship between human capital, leader secure-base support, psychological empowerment, and organizational citizenship behaviour. This study empirically tests the relationship among the stated variables. Utilizing an administrative survey questionnaire, data has been collected from employees across top-level, mid-level, and lower-level management comprising 275 respondents. Collected data is analyzed by using the latest version of the statistical tool SPSS, Sobel Test and Process Macros by Hayes. The results of the study provide insights how leader support enhances the connection between human capital and organizational citizenship behavior, while also highlighting the mediating role of psychological empowerment as a mechanism through which human capital influences OCB. The study outcomes also offer several practical and theoretical implications for the manufacturing sector of Lahore region, by using which companies not only can achieve their business goals effectively but may also provide a better work environment for employees.Item HR Flexibility and Organizational Innovation Capability(UMT,Lahore, 2023) Iqra ShoukatThe concept of HRM is empirically tested to bring innovation in the available literature. Thus, HR Flexibility as a predictor of innovation capability got less attention in management research. Bringing flexibility in this era is vital as the external and internal environment is changing rapidly which forces the organizations to bring changes in their employee’s skills and behaviours, structures and patterns of handling the problems. Drawing on a Resource-based view, this study proposed five hypotheses to analyse the relationship among human resource flexibility, environmental uncertainty, readiness for change, and organizational innovation capability. This study empirically assesses the relationship among the stated variables. Using a survey questionnaire, data has been collected from employees across top-level, mid-level, and lower-level management comprising 210 respondents. Collected data is analysed by using the latest version of the statistical tool SPSS, Sobel Test and Process Macros by Hayes. The results of the study provide directions that how HR flexibility helps in achieving innovation capability through the mediating role of readiness for change. The study outcomes also offer several practical and theoretical implications for the service sector of the Lahore region, which can help companies achieve their business goals.Item EFFECT OF GREEN HUMAN RESOURCE MANAGEMENT (GHRM) ON ORGANIZATIONAL ENVIRONMENT PERFORMANCE (OEP) THROUGH IN-ROLE GREEN BEHAVIOR (IGB) AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR FOR THE ENVIRONMENT (OCBE)(UMT,Lahore, 2023-07-13) Atiqa AhmedThe research aimed to study the effect of Green Human Resource Management (GHRM) on Organizational Environment Performance (OEP) and the mediating role of in-role green behavior (IGB) and Organizational Citizenship Behavior for the Environment (OCBE) in the Pakistani textile sector. The central research question was related to investigating the effect of GHRM and OEP and analysis of the mediating role of IGB and OCBE. The study used survey method and questionnaires pertaining to the variables of the study were distributed to people working in the textile sector, yielding a sample of 221 responses. The analysis of the data indicates that GHRM has a positive effect on OEP as the p-value was .000, while the variables of IGB and OCBE mediate the relationship between GHRM and OEP, with the p-value of .000 as well. However, the sequential mediation effect of IGB and OCBE was found to be not significant as the BootULCI value for indirect effect was -.0025. The research carries implications for management in the textile segment to understand the role GHRM, IGB and OCBE can play in improving environment performance. Furthermore, limitations of the study and future research directions are elaborated.Item The Impact of employee advocacy on creativity through the mediation of job embeddedness and the moderation of cognitive styles and intrinsic motivation.(UMT,Lahore, 2023-11-07) NADIA ZAFARDue to the evolution of time, the business environment has become very dynamic which needs to be transformed to knowledge-based society so the organizations are in quest of innovation to react to the environmental changes and creativity is the first step required for innovation. The importance of creativity has also been highlighted by United Nations which shows that creative industries are very vital for the economic development. Previous researches have also reported that not much importance has been given to the process of how creativity can be developed especially in IT and software industry. So, a question exist as to how this creative industry could survive in this dynamic environment. This study uses a sample of 250 employees from IT and software industry and the hypotheses are tested by using structure equation modelling. A close-ended survey question in the Google form was delivered through e-mails to the managers, and the subordinates of selected software companies in PakistanItem Adjusting to the new normal, post-pandemic recovery challenges & its management through contemporary remedies in the air cargo industry of Pakistan(UMT,Lahore, 2023-12-05) Syed Muhammad Ali RazaThis MS-level research project explores the complex terrain of air cargo management, aiming to comprehend and devise strategies through a dynamic capability framework for its adaptation in the face of the diverse problems presented by the worldwide pandemic and other influencing variables. The research used a qualitative approach, which entailed conducting in depth interviews with 10 top senior airline professionals managing over 16 airlines operating to and from 07 international airports in Pakistan. These industry experts were recommended to us by the PIFFA (Pakistan International Freight Forwarding Association). The interviews were transcribed with great attention to detail and then analyzed using NVIVO 14Item EFFECT OF INCLUSIVE HR PRACTICES ON OSTRACISM(UMT,Lahore, 2023-03-04) Hamna NaeemGlobalization demands diversity, but the presence of a different group of individuals at the workplace may create a hostile work environment. In this situation, vulnerable groups of employees are ostracized unintentionally or sometimes intentionally, consequently harming employees' physical and mental wellbeing. The purpose of this study was to unveil the paradox of inclusive human resource practices and ostracism in different organizations. This study examines how inclusive HR practices reduce ostracism, as well as increase psychological capital. It also considers how psychological capital mediates the relationship between inclusive HR practices and ostracism. The argument was supported by social cognitive theory that shed light on the learning abilities of individuals under a different state of affairs.