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Item Coal resources supply, handling and management of power projects in salt range area, punjab(UMT, Lahore, 2019) Ayesha UmberThe objective of the study and the research work is to understand a conceptual methodology and practical case study for the five major areas of Coal i.e. resource availability, mine ability, transportation, consumption and environmental effects & mitigation options in establishment of coal-fired power projects. The purpose is to convert the indigenous coal resources/potential particularly in the Salt Range, Punjab to the form that can be used for power generation through a scientific and professional slant of coal resource supply handling and management. Having gone through the existing coal resources authentic estimations, on-going traditional mining and the need of a structured sustainable demand/supply market, there appears to be no hitch in establishing a 50 MW coal power plant near Find Dadan Khan, District Jhelum (taken as a case study). The grey areas are mainly the mechanism of establishing the workable coal supplies through buying agreements and sale to the power producer. The role of a capable and viable entity in the form of a company is introduced which shall play a pivotal coordinated bridge role between the coal miners and power plant investor. A slight focus is also invited on the environmental impacts of coal transportation, consumption and emissions with mitigation proposals.Item Design for Construction Safety(umt,Lahore, 2019) IMRAN MURTAZAConstruction Industries are the most significant contributors to the Gross Domestic Product of a country, and it has imperative impacts on the safety of population working there.Item Impact Of Work Overload and Social Overload on Turnover Intention(UMT.Lahore, 2019-09-24) Khadija MujahidIn today’s work environment within the banking sector, employees face high levels of stress, exhaustion due to work fatigue, depression, work overload, and long working hours. This has been found to enhance turnover rates as employees have greater levels of intention to seek out new employment. Practitioners and researchers have begun to examine the impact of stress factors and predictors related to higher turnover intention (TI). The main purpose of this research is to empirically test and depict the effects of Work Overload (WO) and Social Overload (SO) on Turnover intention (TI) in the workplace and to explore the relationship of the mediating role of Emotional Exhaustion (EE) on employees in the banking sector of Pakistan. The aim of this research was to illuminate and analyze the role of stress factors in turnover intention (TI) and to determine how these stress factors can be mitigated in the work environment to reduce turnover intention among employees. The primary contribution of this research was to show the impact of stress through social overload on employee turnover intention which has not been previously explored in the current literature, through the context of Pakistan’s banking sector. The mediating role of EE adds further value to the relationships between WO, SO, and TI. This qualitative, cross-sectional study included a sample size of 155 participants employed by banks in Lahore, Pakistan. Data was collected through surveys administered to the participants. The results of this analysis were theoretically explored, empirically tested, and supported through a review of the current literature. The findings of the data analysis were that all four variable (WO, SO, EE, & TI) were correlated and that there was significant relationship between all four, which led to higher levels of turnover intention among participants. The hypothesis was supported, as the results showed partial mediation impact of emotional exhaustion on work overload, social overload and turnover intention among employees in the banking sector of Pakistan.Item Impact of workplace incivility on Group Cohesion; Mediating role of interpersonal conflict(UMT.Lahore, 2019) M. Waleed IrfanThe purpose of this study is to investigate the impact of perceived workplace incivility on intra-group cohesion. Mediating role of interpersonal conflict has been tested in the current study. Cohesion within group members has been focused throughout the study. Theoretical support has been provided to the framework through self-categorization theory which would be definitely a contribution towards theory in the current context. Pakistan’s Apparel (Retail) sector has been chosen as a target population, assessing its significant role in country’s economy and its increasing progress in Retail sector. Sample size of 200 respondents has been taken from Lahore, Apparel market working in leading brands. Questionnaire survey has been conducted using convenience sampling technique. 172 respondents filled the questionnaires which are being used to analyze results. Unit of analysis are the individual employees working in head offices of Retail brands. Results have shown that perceived workplace incivility negatively affect intragroup cohesion of group members. Interpersonal conflict has direct relationship with both independent and dependent variables but it does not play significant role as a mediator in the current study. The theoretical and practical implications have been discussed in detail.Item Gender Crisis in Mentoring Theory:(UMT.Lahore, 2019) Muhammad AbbasThis study offers novel contribution to mentoring theory by discussing the overlooked dimension of cross-gender infatuation among mentor and mentee. According to relational perspective, Personal Identification is integral to mentoring process. Personal identification is referred to the feelings of attachment, of belonging, of strongly wanting to be part of someone. Drawing on Psychoanalytical perspective, this study posits that during Personal Identification gender difference of mentor and mentee remains a critical issue, and in case of infatuation (sexual instinct) by either one or both for each other, their gender identity (socially defined roles) forces them to suppress desires of intimacy. This suppression and avoidance cause sexual repression, which leads to disruptive behavior and breaking personal identification and hence mentoring process. The study implied phenomenology methodology, and in-depth interviews of 13 respondents (including 03 male mentors, 03 male mentees, 03 female mentors and 04 female mentees) were conducted. Data was analyzed through first and 2nd cycle coding, and final result has been shown in the form of process model.Item Examining the Impact of Psychological Capital on Student’s Academic Performance While Gender as Moderator(UMT.Lahore, 2019) Zara FarooqThis study aims to examining the impact of psychological capital (PsyCap) and (its components and resources “Hope, Optimism, Self-efficacy and Resilience”) on students’ academic performance. It also examine the moderating role of gender between students PsyCap and their academic performance. The data was collected from students who were pursuing 16 or above year of education in business and engineering disciplines studying in private sector universities (LUMS, UMT, UCP and UOL) located in Lahore. Sample size comprised of 200 students. Finding revealed the significant relationship between psychological capital and students’ academic performance. Results also proved that there is no significant moderation of gender between psychological capital and students’ academic performance. The sub hypotheses related to dimensions of PsyCap self-efficacy and resilience having impact on students’ academic performance got the support. However the sub hypotheses related to dimensions of PsyCap as hope and optimism having impact on students’ academic performance did not get the support. Future research limitations and recommendations are also been discussed in research.Item Organizational Cronyism and Employee Silence:(UMT.Lahore, 2019) Farheen RizviEmployee silence is an organizational reality that poses significant challenges for most organizations. However, despite such prevailing issues, in comparison to voice, employee silence has yet to receive its due attention in extant literature. In light of such gaps, this objective of this study was to examine the relationship between organizational cronyism and employees’ (acquiescent and quiescent) silence behaviors from the perspective of COR theory. From the target population of employees working in Lahore, Pakistan in various organizational sectors, data for research was obtained through a time-lagged survey comprising 226 respondents. The findings revealed that organizational cronyism via felt violation plays a significant role in developing employee silence. In addition, results also demonstrated that the effects of this relationship were further moderated by employees’ level of continuance commitment, leading to greater engagement in silence behaviours. Given such results, the contribution for theory and practice are accordingly discussed.Item Psychological Ownership and Goal Achievement:(UMT.Lahore, 2019) Syed Naeem Ali ShahThis study is about the relationship between Psychological Ownership, Employee Engagement, and Goal Achievement. Sample are from the SME of the FMCG sector in Lahore, Pakistan and empirically examine the relationship between them. The study results break the myth of psychological ownership which is considered as the predictor of positive outcomes. Employee engagement is considered as a mediator among psychological ownership and goal achievement in this study. The data was collected using two different questionnaires about supervisory rated & self-rated responses. The finding of the study will help us to understand the direct relationship between psychological ownership and goal achievement and will also help us to focuses on other factors which directly or indirectly affect goal achievement. The study also refers to psychological ownership as a double edge sword which benefits during suitable times and has the ability to produce negative outcomes at the time of change.Item “Impact of Authentic leadership on affective commitment to change with the moderating effect of leader’s commitment to change—A study on Pakistan’s private sector”(UMT.Lahore, 2019) Fatima HafeezPurpose- The study aims to make contribution to existing Leadership literature, by providing an insight about Authentic Leadership components (self-awareness, relational transparency, moral perspective and balanced processing) encourages follower’s affective commitment to change and the role of leader’s own affective commitment to change as a moderator between the relationships. Design/methodology/approach- The study is based on cross-sectional research design, in which the unit of data sourcing includes employees from (bottom and middle management level), a sample size of 148 members from private sector organizations is used for analysis. The data assessed ratings about Authentic Leadership, Follower’s affective commitment to change and Leader’s affective commitment to change. A quantitative approach is used in this study. Findings- Results for direct effect of authentic leadership behaviors finds support for significant constructive effect of self-awareness, internalized moral perspective and balanced processing on follower’s affective commitment to change moreover, except for self-awareness, results significantly supported the moderation effect of Leaders affective commitment i.e. the impact of these authentic leadership behaviors will be high if leaders affective commitment to change is high. Research limitations/implications- With relatively small sample size of 148 respondents results cannot be generalized, future researchers should go for a longitudinal research design with more sample size. Future researchers can add cultural dimensions in the model as cultural difference can influence commitment to change, a comparison between affective and normative commitment to change with cultural context can also be deployed in future research models by future researchers. Practical Implications- the study suggests the importance of authentic leadership behaviors (self-awareness, moral perspective and balanced processing) for managers in order to develop high level affective commitment to change amongst the followers and also that leaders own affective commitment can assist and generate profound results hence managers should look for new methodologies through which their own commitment to change can be elevated.Item Role of employee’s intentions in KM process towards organizational performance. An empirical study on Pakistan’s Pharmaceutical sector.(UMT.Lahore, 2019) Hira RiazCompanies are putting efforts in upgrading the intellectual capital and leveraging them to develop and sustain competitive advantage in the business. The relation between Knowledge Management process and organizational performance is undoubtedly very important in today’s fierce competition. The minds (employees) behind using this system is having a key role in the success of the process and the lack of willingness of employees towards creating, sharing, storing and using the knowledge create hindrance in the success of the system. Due to less focus on employee’s perspective in recent literature, this paper extends the literature by examines the impact of Knowledge management process (Creation, Storage, Transfer, Usage) from user perspective and study the process with the intention of employees involving to create new products/services to improve organizational performance in the context of Pakistani region. Quantitative research strategy was used and data collected from respondents via Survey technique from Pharmaceutical organizations with a sample size of 203 employees. SEM was used to check the causal relationship. Moreover, Haye’s process was used to test the mediation and result shows that there is mediating role of organizational creativity exists between KM process intention of employees and Organizational performance. This study implies that intentions and willingness of employees play significant role in the success of KM system and the overall performance of the organization.Item Socialization, Psychological Capital and Engagement Among Banking Sector Employees(UMT.Lahore, 2019) Muhammad Ahsan IjazOrganizational socialization in the context of newcomer socialization and engagement as traditional socialization outcomes has largely caught attention in the literature. Moreover, psychological capital has been considered valuable in the process of organizational socialization. Drawing from JD-R Model, this study examined the relationship of newcomer socialization, psychological capital and engagement among banking sector employees of Pakistan, especially the mediating role of psychological capital between the relationship of newcomer socialization and engagement, which was the understudied area. Data was collected using self-reporting questionnaire from employees working in banks of Lahore, Pakistan. A total of 292 complete responses were received. Results of the study supported the model. Newcomer socialization was directly related to psychological capital and engagement. Furthermore, psychological capital mediated the relationship between newcomer socialization and engagement. This research study provides empirical evidence that newcomer socialization combined with psychological capital leads to engagement. The study results are useful for the banking industry operating in Pakistan. Theoretical contribution and practical implications are discussed.Item THE IMPACT OF IMPOSTER PERSONALITY ON CAREER ADVANCEMENT: MODERATING ROLE OF LMX(UMT.Lahore, 2019) Maria AfzalPurpose: Imposter phenomenon and career advancement are important emerging topics in the organizational behavior studies. The aim of the current study is to analyze the relationship between employee’s imposter phenomenon (IP) and career advancement. Furthermore, role of LMX as moderator was also analyzed in the aforesaid relationship Design/methodology/approach: The study population consists of the faculty members of the universities as well as manufacturing employees of different companies in Lahore, Pakistan. Through convenience sample technique total of 273 questionnaire were distributed to employees working in various manufacturing and educational institutions in Lahore. Data was analyzed through correlation, regression analysis, and moderation analysis. Findings: The finding indicate that imposter phenomenon influence career advancement, and LMX moderates this relationship between imposter phenomenon and career advancement. In this study also found that career advancement is the only major predictor of faculty members of the university. Research limitations/implications: This study contributes knowledge to career advancement among faculty staff and employees of manufacturing companies. Future recommendation, and limitations have also been discussed.Item The effect of “BA” on turnover intention Mediating role of Employees Learning and Performance(UMT.Lahore, 2019) Zafar SaeedThe purpose of this study was to ascertain the association between ‘Ba’, individual learning, employee’s performance and turnover intentions in private sector manufacturing firms of Pakistan. The study was therefore aimed at exploring how employee learning, through ‘Ba’, can help organizations to reduce higher turnover intentions of employees. The research also highlighted role of employees learning in enhancing their performance. This research is explanatory in nature as it describes the relationship of variables by answering the questions of ‘how’. Data was collected from all full-time employees, working in private sector manufacturing firms. Sample size was determined as per guidelines given by Hair et al., (2010). Data were taken from 212 respondents because there are 32 research questions in the questionnaire. Statistical analysis was run on the collected data in pursuance of the objectives of this research. The tests included descriptive analysis, exploratory factor analysis, regression through SPSS, and mediation through Macro Process. Results of the research show that turnover intentions of employees can be reduced by introducing the culture of sharing knowledge ‘Ba’ within the organization. The research also revealed that turnover intensions of the employees are dependent upon the availability of resources and the environment that organization is providing to its employees. There are two kinds of people - one that learning oriented who continuously try to enhance their abilities and master the tasks they perform at work while second are performance oriented who try to achieve positive results from the abilities they are already performing.Item An Analysis of Customer Loyalty, Customer Satisfaction with Service Quality and Advertising in the Telecom Sector of Pakistan.(UMT.Lahore, 2019) Bisma AsifThis study aimed at analyzing the effect of service quality and advertising on customer loyalty through customer satisfaction in mobile telecom sector of Pakistan. Customer satisfaction is the factor which is considered as an upshot of better service quality and as a result it urges the customers to continue to use the services which create greater loyalty towards of same service provider. So customer satisfaction is taken as mediating variable in this study. Together with service quality, advertising is considered as another variable that influences the customer to use the services of specific service provider. 215 questionnaires were collected from current mobile users in Lahore, for this research study. Correlation and regression analysis were used to scrutinize the data. The result of the hypotheses testing signified that service quality and advertising has a positive impact on customer loyalty which is mediated by customer satisfaction. The findings of this research study is not only adding knowledge to expand the understanding of service quality and advertising in the field of mobile telecom sector, but also yielding a number of practical implications for mobile users. This study addresses some suggestions that can help mobile service providers in Pakistan to create loyalty in the customers.