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Item Sources & Level of Work Stress(UMT.Lahore, 2011) Khuram ShahzadThis thesis aims to provide an insight of the sources and level of work stress present in the business organizations operating in Lahore, a metropolitan city of Pakistan. Differences among demographic groups in work stress experiences are also investigated. Individuals from management positions participated in this study. Data is collected from private sector organizations by using survey method. Six factors namely role ambiguity, role conflict, quantitative role overload, qualitative role overload, career development, and responsibility for others as identified by literature as potential sources of work stress are taken for this study. Gender, age, experience, and education are taken as demographic variables to identify the differences among individuals in level and sources of works stress. All the variables in instrument score high on reliability tests. Results reveal that 87% of the employees have experienced moderate to high level of work stress because of the mentioned stressors. In general, all the factors used in this study cause employees above average level of work stress. However, events related to responsibility for others and career development, are found as the most stressful factors. Whereas role ambiguity is found to cause the least amount of work stress. Significant differences in level of work stress against different sources of work stress are also found across gender, length of experience, and age.Item TOWARDS AN INDIGENOUS PERSPECTIVE ON HRM(UMT.Lahore, 2011-11) QAMAR ALIThe purpose of this study was to identify external and internal forces shaping HRM practices in textile industry of Pakistan. The study aimed to describe the context specific HRM practices in textile industry.Item Effects of Leadership Behavior on Learning Environment and Moderating Effect of Gender-mix, Level of Qualification and Experience(UMT,Lahore, 2011) Ahmad ZakariyaItem The Impact of Human Capital on Organizational Innovative Capability in a Private Commercial Bank of Pakistan(UMT,Lahore, 2011) Malik Umer AyubOrganizational collective knowledge plays an important role in innovation and also provides a competitive advantage. Human Capital (HC) is the sum total of intelligence found in individual human beings and consists of individual’s learning and education, experience and expertise, and personal creativity and innovation. Many researchers believe that only knowledgeable and innovative organizations are going to survive in future in the knowledge based economy. The present study is focused on a Pakistani private commercial bank and is aimed to study the impact of its HC on its Innovative Capability (IC). In this survey based research, four hypotheses were empirically tested. The survey instrument comprised of a 25-item Human Capital Construct, and 27-item Innovative Capability Construct. Using a systematic random sampling design of probability sampling technique, 170 participants from a Pakistani private commercial bank completed this survey. Multivariate data analysis techniques like exploratory factor analysis, multiple regression, and simple regression were used to analyze the data. All four hypotheses for the present study were supported. Findings from the present study reveals that (a) Human Capital (HC) is influenced by bank officers skills/competence, bank officers transformational leadership role, bank officers knowledge, bank officers ability, and bank officers personal mastery; (b) Innovative Capability (IC) of the bank was found influenced by support for innovation available to bank officers, bank officers innovative behavior, and tolerance for difference available to bank officers; (c) bank officers leadership role, bank officers personal mastery, and bank officers ability were significant and positively related to bank’s Innovative Capability, whereas, bank officers knowledge was significant and negatively related to bank’s Innovative Capability for the present research; and finally (d) bank’s collective Human Capital was found to have positive relationship with bank’s Innovative Capability. The research limitations of the present study regarding generalization, along with recommendations for future academic research are included as well.Item ORGANIZATIONAL EXISTENTIALISM AS A PARADIGM FOR STUDYING ORGANIZATIONS(UMT,Lahore, 2011) RANA ZAMIN ABBASThe corresponding study has been undertaken in order to understand and explore the most significant, prime and important area of discussion in the perspective of prevailing corporate world as the corporate greed and sense of profit maximization has damaged and tarnished the integrity of human essence and man is being dealt as nothing more than a machine in an organization. In the wake of recent financial crisis, it has become necessary to explore ways and means reinforcing ethical consciousness as a deterrent to the intrinsic drivers such as interplay of greed damaging the interest of stakeholders and even threatening the very existence of the company as well jeopardizing the careers of executives and employees. Organizational Existentialism (OE) draws upon the philosophy of existentialism and is currently used by management researchers (O’Toole, 1993; James G. March, 1988; Mintzberg, 1987; Pauchant and Mitroff, 1992) to understand the complexity of facts and emerging dynamics of organizational life. This research study seeks to explain the relevance and usefulness of OE in reinforcing ethical awareness and moral foundations of decision-making in organizations in an attempt to develop internal mechanism for moderation and control of actions based on pure greed. The core objectives of this research study are the determination of the ethical behavior of entrepreneurs and managers in an organization. The applied methodology of research is based upon the epistemology of constructionism and theoretical perspective of interpretivism. The major conclusion derived in the viewpoint of the specific research is that the study of organizational ethics is fairly probable via utilization of existentialism as a comprehensive and concrete tool that paves the way towards comprehending the customary issues in an organization and provides relevant solution to these.