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Item Market Orientation and Usage of Strategic Planning Tools in Public Sector Organizations(UMT, Lahore, 2012) Mudassir FarooqiItem Job Satisfaction and Organizational Commitment as Antecedents of Organizational Citizenship Behavior (OCB) in Banking sector in Gujranwala Punjab(UMT, Lahore, 2012) Kashif IqbalOrganizational Citizenship Behavior is important phenomenon in the present era where everyone thinks that he should be treated fairly and there should be an environment of mutual cooperation and help. Organizations are expecting more from their employees and personnel are expecting a lot from their organization. There are several studies witnessed the impact OCB on organizational effectiveness and efficacy. The focus of this research is to investigate some antecedents of OCB by determining the impact of job satisfaction and organizational commitment on organizational citizenship behavior in banking sector of Gujranwala a famous city of Punjab province in Pakistan. Constructs defined by Williams and Anderson (1991), Brayfield and Rothe (1951) and Balfour and Wechsler (1996) has been used in this study. Data is collected from public & private sector banks by using survey method. 400 self administered questionnaires were distributed among employees of different banks in Gujranwala, the 5 th largest city of Pakistan (TDCP), out of which 200 useable questionnaires were received at a response rate of 50%. All the variables in instrument score high on reliability tests. It is found that Job satisfaction and organizational commitment have strong and positive relationship with organizational citizenship behavior. Individuals who are satisfied and commitment to their jobs are more likely to involve in organizational citizenship behavior. It is recommended to repeat this study with more antecedents so that more clear picture of OCB could be seen. The study is limited to the antecedents of OCB only however, a separate study is recommended to include consequences of OCB. This research is limited to one division of Punjab and in banking sector. The results may be dissimilar in different business sectors in different places.Item How Autonomous Are State-Companies in Pakistan(UMT, Lahore, 2012-07) Maryam QureshiAutonomous organizations are structurally disaggregated enterprises that operate at an arm’s length from government. The level of autonomy determines the performance of these agencies. This research was conducted to determine the level of autonomy of state enterprise and special case of electric distribution companies was studied. Eight electric distribution companies were taken and data was collected from all key decision makers of these organizations through surveys to compare them with ideal agency type proposed by Pollitt. The results confirmed that the eight electric distribution companies are enjoying moderate level of autonomy when compared to ideal type agency model. It is finally recommended that more strategic level autonomy must be granted to these agencies to perform better.Item Measuring Organizational Performance(UMT, Lahore, 2012-07-19) Mubashar Majeed QadriItem A study of relationship between Knowledge Management Enablers, Process and Organization Performance(UMT, Lahore, 2012) Ahmer NaveedThe concept of knowledge management hasbeenthe buzzwordfromlast two decades in the academic literature. Manyleading practitioners and researchers have written about the enabling factors and processes of Knowledge management. There is need to understand in such a dynamic business environmentthe relationship between knowledge management enablers, processes and their effect on organizational performance. In this thesis relationship between knowledge management enablers, processes and organizational performance is investigated in the context of banking sector in Pakistan. Because due to difference in conditions such as demographics, the effects of relationship of different components of knowledge management may be altered and might not be as significant as it is encountered in some other parts of the world. Knowledge management enablers are the spirit of Knowledge management. Knowledge management enablers are the persuading factors or mechanism through which knowledge foster inside the company. While knowledge processes are meant for assembling, sharing and extending of knowledge within the company. It was found that culture of learning; trust and formalized structure have a significance relation with knowledge process. Similarly it was also found that externalization; combination and internalization conversion modes of knowledge process have significant relation with organization creativity. However collaborative culture and centralized structure hypothesis were not supported in this particular population. Also socialization conversion mode of knowledge process was found to behaving a negative relation with organization creativity in the banking environment of Pakistan.Item Measuring Customer Based Brand Equity (CBBE) for Extended Brands(UMT, Lahore, 2012-09) Manqoosh ur RehmanCustomer Based Brand Equity (CBBE) is a widely used concept in marketing literature in the recent past. Measurement of CBBE has become critical for the evaluation of brands worth in the minds of the consumers. There are various studies that have discussed the importance of measuring the CBBE in the process of brand management. Literature discusses four major models of CBBE (D. A. Aaker, 1991; Agarwal & Rao, 1996; K. L. Keller, 2003; Lassar, Mittal, & Sharma, 1995). Companies adopt different strategies for their growth. Extensions made by different companies are among those strategies adopted by the companies. Extensions are differentiated as line extension, brand extension, horizontal extension, vertical extension, upscale extension, and downscale extension (Pitta & Katsanis, 1995). This study mainly focuses on the measurement of CBBE for extended brands. The focused study area has got enough attention of the researchers in the recent past. The study mainly focuses on different cellular brands operating in Pakistan’s market and their CBBE is measured. Model suggested by Lassar et al. (1995) is adopted to measure CBBE of different brands. The model suggests five different constructs of CBBE namely Performance, Social Image, Value, Trustworthiness, and Attachment. Extension intensity and price level of different brands following any of the extension strategy are also determined using Quartile technique. Population for the current study is the students of different HEC recognized Universities / HEIs in Karachi and Lahore as the teledensity is highest for these two cities (PTA, 2011). Ten universities / HEIs served as clusters to draw 500 respondents from which 41 were disqualified and analysis on the data of a final sample of 459 is performed. Analysis revealed a significant difference in CBBE of different extended brands. The difference between CBBE of different extended brands is also found significant for different cities which leads to the conclusion that varying culture of different cities has a moderating impact on the measurement of CBBE of different extended brands. However, gender indifference is found in CBBE scores of different extended brands as the CBBE score differential for male and female respondents is found insignificant. Extension intensity appeared to have no significant impact on CBBE scores. Whereas, price level has a significant impact on CBBE scores of different extended brands. A longitudinal study is recommended to measure the impact of different extension strategies on CBBE of different brands involving the varying impact of different moderators. Focus group should be conducted to identify different brands following different extension strategies. The recommended study should involve brands from different sectors and industries.Item DIRECT AND MODERATED EFFECTS OF JUSTICE DIMENSIONALITY ON ORGANIZATIONAL OUTCOMES A STUDY OF TELECOM SECTOR, PAKISTANShahida Jahangir Niazi(UMT, Lahore, 2012) Shahida Jahangir NiaziNo one can refuse or deny the importance of justice whether it is experienced in societies or in organizational systems. The term Justice has been of great interest and discussed in philosophy, theology and political science throughout the history but its ultimate goal is to keep harmony and peace by maximizing of welfare across all interrelated individuals. Researchers have argued that organizational justice always affect in stimulating or shaping employees’ behaviors or attitudes towards organizations and their immediate supervisors. This can either be positive or negative depending upon the experiences of the employees in absence or presence of justice perceptions. The primary focus of the current study is to investigate the direct relationship of justice dimensions with different employees’ behaviors and attitudes at workplaces in the Pakistani context. This study has included one employees’ behavior and two attitudes (OCBI, job satisfaction, & affective commitment respectively) as moderators based on their correlation with specific justice dimensions (distributive justice, procedural justice, and interactional justice) as found in two recent Meta analytic studies conducted in the area of organizational justice. Each moderator has strong correlation with one specific justice dimension than other two dimensions. The second purpose of the study is to find out how employees’ attitudes and behavior (job satisfaction, affective commitment and OCBI) moderate the relationship between organizational justice dimensions and workplace outcomes (performance and turnover intentions). Data was gathered from 350 employees of Telecom sector of Pakistan by administering self-reported questionnaires. Total eight hypotheses were proposed in the current study. Five hypotheses were regarding exploring main affects on the outcomes and three were regarding to explore the moderated ii effects of justice dimensions on outcomes. All hypotheses got empirical support from the data except first hypothesis which got partial support. The findings showed that job satisfaction, affective commitment and OCBI moderated the relationship between justice dimensions and workplace outcomes. This study explored the importance of fairness perceptions in understanding the development of employees’ behaviors and attitudes and how these behaviors and attitudes affect employees’ job performance and turnover intentions at workplace ultimately.