Browse
Recent Submissions
Item The Impact of Ethical Leadership on Employee Loyalty, the Mediating role of Moral Courage(UMT.Lahore, 2018-08) Atif Ijaz KhanThe purpose of this research is to theorize and empirically examine the association between ethical leadership, employee loyalty, and moral courage. This study also measures the impact of moral courage as a mediator between ethical leadership and employee loyalty. This quantitative research study has been conducted using cross-sectional research design and survey method. The sample is comprised of 200 top and middle-level employees which are working in high technology private organizations operating in Lahore. The results have revealed that ethical leadership, and employee loyalty are positively correlated with the moral courage.Item Problems faced by Repatriates during the Adjustment with their Home country HR Practices(UMT.Lahore, 2018) Izah KhalidNow a days repatriates are confronted with adjustment challenges not only related to environment and adjustment with people of the country but also the main challenge that repatriates encountered are related to HR and the organization. This study identify the challenges that repatriates faced during their adjustment related to HR when they return to home country. Study is conducted in the context of Pakistan and researcher conduct the interview of 6 informants by using narrative research technique.Item Expatriates Adjustment in Creative Culture(UMT.Lahore, 2018) Shazina FatimaWith the globalization of businesses which pose challenges for the businesses to expand globally. In the realm of globalization, organizations have no choice but to compete in the emerging marketplace. This demand organization to send their employees on the international assignments as expatriates. Meanwhile, self-initiated expatriates also increase their travel and movement at the global level which are defined as self-initiated expatriates. In this regard, expatriates face challenges to penetrate in the new cultural settings which are different from their home country culture. This study aims to explore the challenges and problems that expatriates face in the creative culture on creativity front when they move from less creative culture, Asian culture, to the high creative culture. This study also aims to highlight the strategies that expatriates adopt to break their rigid mental schemas intentionally. Narrative research design is being used whereby 7 participants are selected for the interview purpose. Purposive sampling technique is used for this study and two phase coding cycle is used to conduct analysis. The results of the study highlights three potential challenges that expatriates confront in the creative cultural settings such as lack of self-confidence, inflexible mental orientation and poor information handling. To overcome these challenges, expatriates adopt some strategies including equanimity, amicability and cognitive adaptability that help them to adjust in the creative culture by minimizing the pain of cross-cultural adjustment. Significance of this study is to add value towards the literature, robustness of the theory and to extend the practical work by providing a framework to the organizations so that they can reduce the rate of repatriation by focusing on these influential challenges and strategies during their adjustment process in the creative culture.Item Rethinking Performance(UMT.Lahore, 2018) Mehar Tahir FaridThe purpose of this study to conceptualize the mediocrity, how mediocre person is survive in the organization and how eradicate that problem. Plethora of research is focused on low and high performance, surprisingly mediocrity in organizations remains largely an overlooked area. Despite lack of due attention of organizational scholars mediocrity remained relevant and pinching problem.Item MANAGING THE VOICES OF SUPERVISORS AND SUPERVISEES FOR SUCCESSFUL DOCTORAL DEGREE COMPLETION AT A PRIVATE UNIVERSITY OF LAHORE(UMT.Lahore, 2018) RABIA AFZALThe number of PhDs in Pakistan is very low as compared to other countries. There are many factors involve in it that leads to create hideous in the process of PhD. The purpose of this study is to explore voices of PhD supervisors and supervisees for successful doctoral degree completion. This study aims to provide useful guidelines by manifesting issues of both PhD supervisors and supervisees. This study has been conducted in a private university of Lahore. Data has been collected from 10 participants, 5 are supervisors and 5 are supervisees. Phonomyography has been used as a research methodology and data has been analyzed through Gioia methodology. Through analysis 25 second order themes have been emerged through which six aggregate dimensions has been deduced. These six dimensions are Knowledge and skills, Structuring roles and responsibilities, Establishment of defined policies, Acquired roles, Supervisor facilitation and Restructuring research practices. Four second order themes lead to deduce ―Knowledge and skills‖ dimension which shows what qualities and skills should supervisor opt. Five second themes emerged to deduce ―Structuring roles and rsponsibilities‖ dimension which represents qualities and roles which supervisee should opt. ―Establishment of defined policies‖ dimension includes five second order themes, this dimension represents rules and policies should be made for PhD program by universities. Four second order themes lead to create ―Acquired roles dimension‖ which discusses roles of a PhD supervisor. ―Supervisor facilitation‖ dimension includes two second order themes which discusses regarding communication from both supervisor and supervisee. Last dimension is ―Restructuring research practices‖ which includes two second order themes, this dimension discusses the importance of research. These dimensions have been briefly discussed. Roles and functions for both PhD supervisors and supervisees have been proposed. By opting those roles numerous issues can be tackle, which can hence leads to successful doctoral degree completion.Item Impact Of Transformational Leadership on Change-Oriented Organizational Citizenship Behavior With the Moderating Effect of Power Distance in Multinational Organization of Pakistan(UMT.Lahore, 2018) Wajeeha AminThis study aims to investigate the impact of transformational leadership on change-oriented organizational citizenship behavior in multinational organization of Pakistan. It also examined the moderating role of power distance among transformational leadership and change-oriented organizational citizenship behavior. The data was collected from 186 employees working in multinational organization of Pakistan. To test moderation, PROCESS macro developed by Hayes (2009) has been used. Results show that there is positive relation among TL and CH-OCB. Moreover, the results also found partial support for moderating effect of power distance. In low power distance orientation, high transformational leadership results in higher change-oriented organizational citizenship behavior. However, this relationship is weaker at high power distance orientation. This study implies that there should be low power distance among leader and their sub-ordinates for increasing CH-OCB of employees.Item Explaining relationship between Workplace Mistreatment and employee’s Workplace Intention(UMT.Lahore, 2017-09) Mariam FarooqThis study examined the relationship between workplace mistreatment and employee’s workplace intention while keeping frustration as a mediator. Study was conducted in the call center industry of Lahore, Pakistan and the findings of the study supported the proposed arguments and confirmed that workplace mistreatment of bullying and incivility leads to turnover intention and desire for revenge. Empirical findings partially supported the mediating role of frustration in case of mistreatment experienced due to co-workers. After analyzing the collected data theoretical and managerial implications were presented to be added to the body of knowledge in the field of research.Item Impact of Perceived Leadership Styles on Employee Engagement and Psychological Wellbeing(UMT.Lahore, 2018-07) MARYAM MANZOOR WATTOOThe aim of this study is to empirically investigate the relationship among employee’s perception of their supervisors authentic and transformational leadership style and employee’s engagement and psychological wellbeing. Also investigate the mediating role of trust in leadership among leadership styles and employee engagement and employee psychological wellbeing. Now a day’s, leadership, employee engagement and their psychological wellbeing are considered to be essential for the sustainability and growth of the organization. The data was collected from upper level and middle level general employees and sample size of this study was 300 employees of private telecom sector. Results show that authentic and transformational leadership have an impact on employee engagement, but authentic and transformational leadership does not impact on employee psychological wellbeing. Trust in leadership partially mediates between the authentic leadership and employee engagement; transformational leadership and employee engagement. While trust in leadership does not mediates between the authentic leadership and psychological wellbeing; transformational leadership and psychological wellbeing. A cultural gap is found between the western context and Asian context. Practical and theoretical implications, limitations and future directions are also discussed.Item Moderating Effects of Passive Leadership and Perceived Organizational Support on the Relationship between Workplace Incivility and Counterproductive Work Behavior(UMT.Lahore, 2018) Fatima AzamThis research is conducted with the purpose of identifying the effect of workplace incivility on counterproductive work behavior and investigating the moderating effects of passive leadership and perceived organizational support on this relationship. Self – administered questionnaires were disseminated to seize the responses from the employees working in diverse service organizations of Lahore, Pakistan. With response rate of 66%, regression and moderation analysis were used to analyze the data and derive the conclusions. It was concluded that workplace incivility has a positive association with counterproductive work behavior while this relationship is moderated by passive leadership and perceived organizational support. It was suggested that a leader being a role model for the employees should consider norms and encourage and motivate the employees to accomplish the targets rather than acting passively and the top management must lend some beneficial acknowledgements to employees to channelize their work efforts in the proper direction.Item Moderating effect of Spirituality on the relationship between Workplace incivility and Knowledge hiding behavior(UMT.Lahore, 2018-03) NAJAM SEHAR SIDDIQICreative ideas wouldn’t be developed where knowledge hiding prevails and prevents colleagues to share their ideas with each and other. In accordance with social exchange theory, to be good in case of doing good and vice versa. By applying social exchange theory, it has been observed employees hide their knowledge when they have uncivilized environment in which they are working. Imbalanced environment in term of attitude causes knowledge hiding. This negativity also creates a gap in their personal and professional life. Factor of spirituality is being used as a moderator for the reduction of positive relationship between knowledge hiding & workplace incivility. Attachment theory has been used to support spirituality as a moderator. Those who are near to spirituality, are found, lesser in knowledge hiding. This study is being conducted for the explicit understanding the role of spirituality in the workplace by taking it as a moderator between workplace incivility & knowledge hiding in textile companies of Lahore, Pakistan. Additionally, it has been examined that how spirituality reduces the relationship among these variables. By collecting the data from 223 employees after excluding the outliers, which consist on senior managers, middle managers and officers from the six different textile companies of Lahore, results of this study reveals that spirituality has positive outcomes when knowledge is hidden by employees in shape of playing dumb, evasive & rationalize hiding. The finding showed that spirituality significantly affects the relationship between incivility at workplace & knowledge hiding behavior between employees.Item Visionary Leadership and Organizational Change(UMT,Lahore, 2018) Asma SaherThe purpose of this thesis is to empirically examine and explore the impact of visionary leadership (VL) on organizational change (OC), and the mediating role of trust in leader in the relationship. Now a day’s organizational change is deliberated as an essential factor to gain competitive advantage and meet rapid economic changes for the organizations. The key contribution of this study is; it attempts to explicate and test the key role of visionary leadership in bringing and implementing change in the organizations. All the established relationships are empirically tested, theoretically explained and supported through literature review. The Population of this study is the managerial level employees of selected banks operating in Lahore. Sample size of this study consists of 180 employees. It is a cross sectional study and data was collected through survey questionnaires. Results revealed that the variables (VL, OC) of the study exhibit positive relationship and are correlated but trust in leader and organizational change is negatively correlated. Three established hypothesis are accepted while one is rejected. And it is found that trust in leader partially mediates the relationship of visionary leadership and organizational change.Item The Impact of Autocratic Leadership on Disruptive Political Behavior, Moderating the Relationship of Abusive Supervisory Behavior and Mediating the Relationship of Employee’s Perception of Job Insecurity(UMT,Lahore, 2018) Ayesha KamalThis study investigate the impact of Autocratic leadership on Disruptive Political Behavior with moderating effect of Abusive Supervisory Behavior and mediating effect of Employee Perception of Job Insecurity. It examines the employee perception of job insecurity while working in an autocratic culture and the political strategies which an employee choose to cope up with such insecurities.Item Relationship between Organizational Climate for Innovation and Innovative Work Behavior:(UMT.Lahore, 2018) ASIF ALIThe purpose of this study is to empirically investigate the mediating result of employee engagement between organizational climate for innovation and innovative work behavior. This study will have positive contribution towards theory. For practical implication it will be useful for HR specialists who are concerned in increasing successful intercession that encourage employees to engage in innovative work behavior. The tool used for data collection was closed-ended questionnaire. Results indicated that organizational climate for innovation and innovative work behavior has a direct and indirect impact on innovative work behaviors. In this study employee engagement has partial mediation impact between the organizational climate for innovation and innovative work behavior. HR practitioners can develop useful medium to `built up their workers’ innovative behavior by devoting hard work to formed a climate for innovation and employees engagement. 210 respondents participated in this study. Unit of analysis used in this study was employees and supervisors.Item Impact of Organizational Culture on Workplace Deviant Behavior:(UMT.Lahore, 2018) Muhammad Ahsan KhalidIn this fast paced global market, workplace deviant behavior is a cancerous issue for the organizations. The purpose of this study is to investigate the moderating impact of job insecurity between workplace deviant behavior and organizational culture. Employee involved in constructive or destructive activities is whether being controllable or uncontrollable it only depends on organizational culture. Employee will intentionally or unintentionally practice deviant activates according to their working environment except their personal abilities. Researcher use the Organizational cultural Assessment Instrument (OCAI) to measure different types of culture. Also cross sectional method was used to measure the variable in two different time spans. Tests and analysis was used to get the means, standard deviations, correlations, and descriptive statistics. Regression analysis was used to measure impact of moderation effect. Total sample size for this study is 235 but received questionnaire response was 166 and respondents for this study was individual employees. Results indicated that organizational culture has negative and direct effect on workplace deviant behavior. Also job insecurity has negative and significant impact on workplace deviant behavior. But moderation analysis between organizational culture and job insecurity was rejected. Keeping in mind, in this dynamic environment and organizations are facing tough competitions because of that they can’t completely remove the factor of job insecurity among employees. But our finding suggest other actions can be taken through which organizations might be able to minimize the disastrous effect of job insecurity, by making their employees realize that they are great assets to their company and giving them freedom of making decision. This study will be of great value to HR specialists who are interested in developing strong culture through which deviant behavior can be minimized.Item Combined Effect of Justice Perceptions and Gender on Employees’ Job Satisfaction and Performance(UMT.Lahore, 2018-08) Syeda Anam ImranThe purpose of this research to see the relationship among justice, gender, job performance and job satisfaction in the different industries of Pakistan. Heterogeneous data was collected to generalize the results. This study also sought to observe the moderating effect of gender on the relationship between justice and job performance and job satisfaction. Relationships have checked with three dimensions of justice. Research design was explanatory. Study was cross sectional followed a sample of 200 using convenience based sampling. Findings showed that distributive, procedural and interaction justice positively predicts employee job satisfaction but no association was found among distributive and procedural justice with job performance. Results also revealed that moderation of gender has partially accepted with perception of procedural justice and job performance. This study highlights the importance of perception of justice for both the genders and helpful for the management while making policies regarding procedural justice.Item Impact of Enterprise Risk Management on Firm Value(UMT.Lahore, 2018-12) Amina ShahbazThe objective of this study is to investigate the relationship between ERM (crediting) ratings and firm’s value and to examine whether the implementation of ERM increases financial performance. Enterprise risk management has been studied indigenously as well as internationally which is also evident from literature but no researches have been found that is based on south Asian countries directing the ERM’s implications in firm’s value. Therefore, this scholarly work will help to study the implementation and effects of ERM firm value of commercial banks of south Asian countries. This study uses available credit rating as an alternative for each country because south Asian countries do not have S&P credit rating. The investigation utilized STATA 12 programming to complete the measurable examination. The examination uses dynamic panel estimator. The investigation uses a GMM estimator, which empowers us to deal with the endogeneity issue inside the setting of dynamic board information models. The theories are tried by utilizing Framework Summed up Technique for Development (SGMM). The value of Q is the highest in China followed by Sri Lankan firms. Similarly, the ERM-score have the highest mean score for Chinese firms followed by India, Bangladesh, Sri Lankan and Pakistan. The Pearson coefficients between the explanatory and dependent variables are used to check multicollinearity among components in exact models. From the results, it might be seen that among the elements no high relationship is found. The examination first relapse Tobin's Q on ERM-score for all of the sub-test, included alone in free relapses. The proof loans support to the speculations that expansion in FICO score appraisal is connected with augmentation in firm an incentive in Pakistan, Sri Lanka and China. In any case, the outcome is insignificant in India and Bangladesh. For the ROE, the indications of the assessed coefficients are positively significant in all samples. This proof recommends that ROE is considered to be more vital; thus ROE upgrades their valuation. Further, the examination looks at the effect of credit rating and other firm control variables on ROA. The ERM-score and ROA is found to have positive and measurably noteworthy affiliation. The peripheral impacts displayed uncover that an ascent of one score in rating score results in a normal increment of 0.34 in Pakistan, 0.02 in India, 0.0083 in Bangladesh, and 0.0087 in Sri Lanka and 0.0209 in Chinese firms.Item Muslim Personality Impact on Emotional Labor(UMT,Lahore, 2018) Hunain Ahmed MianOrganizations need their employees to keep their emotions in control while interacting with the internal and external customers. Personality plays an important role in managing emotional labour at workplace due to which different aspects of management are influenced at large. Based on Muslim personality, different religious factors are interlinked with the concept of emotional labour. It is believed that Muslim personality is critical in terms of understanding its impact on emotional labour due to its specific areas. However, limited literature is available with respect to studying the impact of Muslim personality on emotional labour. The purpose of proposing the study is to critically examine the role of spirituality, intellectuality, and other social factors in establishing cohesive emotional labour strategy with respect to Muslim personality. For the following study, quantitative research method is used in order to collect relevant and precise data for investigating the variables in-depth. Cronbach’s Alpha test is done to measure specific analysis of the results. From the findings, it is explored that the results are reliable and hence, all the data were accurate as well. The implication of the study recommends involving spiritual and religious linkages in order to improve Muslim personality towards addressing specific emotional labour strategies. It is clear from the research that for building a Muslim character, it is important to stress on the attributes of religion and ethical values that plays significant role in introducing productive workforce. The study implies principles of originality as limited researches were done previously while the area of research was not effectively focused in past yearsItem THE CHALLENGES WORKING WOMEN FACE AFTER RETURNING TO THE ORGANIZATION FROM THEIR FIRST MATERNITY LEAVE(UMT,Lahore, 2018) SAMEEN BUTTGradually, the number of working women and mothers is increasing globally in all fields of life. Women are participating more actively in work force and they can be seen as employees in every organization these days. The topic of this thesis is The challenges working women face and the organizational support they get after returning to the organization from their first maternity leave. The main purpose of conducting this study was to see as to what kind of difficulties working women face after they return to organization from their first maternity leave. Also the agenda of this study was to investigate if working mothers get any kind of organizational support after their first maternity leave. To explore it, six (6) working women, from different organizations and professions, who have had their first maternity leaves, were in-depth interviewed in Lahore, Pakistan. Resultantly, with respect to the challenges which working women face, the main themes gauged out of the research include work-family balance, family issues, emotional attachment of working mothers to their children and work-life conflict which produces stress in working mothers’ life and routine. Then, there were leg-pulling by colleagues, absence of day care centers at the workplaces, behavioral changes of colleagues also in the list of some difficulties they (participants) faced. Therefore, considering this fact; there is some certain kind of organizational support which working women get from their employers, seniors and colleagues in their respective organizations. With respect to the support received from the organization include sudden and early leaves, flexible working hours and breaks during the day, transport facilities in the organization. Since, some of them were employed in private organizations and some were in governmental organizations, the support they received was varied. The recommendation, limitations and future implications have also been discussed.Item Mediating Effect of Collaborative Climate in the Impact of Social Capital on Innovation(UMT, Lahore, 2018) Maliha AminThe positive effect of Social Capital on innovation has been the subject of many researches during the last couple of decades. Nevertheless, the objective of the research was to obtain deeper understanding of the subject by studying the role of Collaborative Climate in this relationship. For the purpose, four hypotheses were developed, the first three predicting positive relationships between Social Capital, Innovation and Collaborative Climate and the last one suggesting the mediating role of Collaborative Climate in the effect of Social Capital on Innovation. SPSS 21 statistical software was used to perform statistical analysis in this study. Various statistical techniques were used for conducting data analysis and arriving at results such as descriptive statistics Cronbach’s Alpha, correlation, regression, etc. For testing of the first three hypotheses, simple regression was used. However, for testing of the last and fourth hypothesis regarding the mediating role of collaborative climate, Baron and Kenny mediation test (1986) along with Sobel test (Sobel, 1986) was employed by using the PROCESS Macro (Hayes, 2013). In order to cross check the mediating effect of collaborative climate and to establish mediation in the relationship, the indirect effect was also calculated on the basis of the methods proposed by (MacKinnon, Lockwood, Hoffman, West, and Sheets, 2002) as well as (MacKinnon, Lockwood, and Williams, 2004). The results of the study established the role of Collaborative Climate as a mediator in the positive impact of Social Capital on Innovation. The implication of this research is that merely positive relationship between Social Capital and Innovation may not automatically lead an organization to innovate and succeed in the market and the recipe for success lies in fostering a Collaborative Climate through a suitable set of Social Capital and preparing the employees for knowledge sharing and knowledge transfer, thus embedding creativity in the whole organization which ultimately leads to innovation in products and processes and ensures long term success in the business world through sustained competitive advantage. The focal recommendation of the study is the replication of the research with a greater and more diversified sample size so as to enhance understanding of the mediating role of collaborative climate in the relationship between social capital and innovation. The study also recommends that organizations must invest in a mix of product and process innovation to multiply their gains and they must consider how to create collaborative climate through social capital so as to achieve better performance, because social capital prepares the organizational members to collaborate for innovation.