Department of Management

Permanent URI for this collection

https://escholar.umt.edu.pk/handle/123456789/206

Browse

Now showing 1 - 20 of 94

Antecedents and Consequences of Dynamic Supply Chain Design and Learning Capabilities
(University of Management & Technology, 2018) Haris Aslam
This study applies Dynamic Capabilities View (DCV) to the study of supply chain capabilities. While the literature in the area of dynamic capabilities (DCs) from supply chain perspective or Dynamic Supply Chain Capabilities (DSCCs) has grown steadily, few important questions have remained unanswered. Specifically, this study seeks to find out the antecedents and consequences of DSC Cs. In this study, DSCCs are operationalized based on the framework presented by Teece (2007), as a second-order factor consisting of sensing, seizing, and transforming capabilities. Entrepreneurial Orientation (EO) and Supply Chain Leaming (SCL) are proposed as antecedents of DSCCs. The role of Environmental Dynamism (ED) in the process of capability formation is also considered. Finally, direct and indirect relationship between DSCCs and Supply Chain Performance (SCP) is considered. Indirect relationship is studied using the Operational Flexibility (OFL), Operational Improvement (OIM), and Operational Innovation (OIN) as mediating operational capabilities. Survey research was used to test the hypothesized model. Data were collected from 275 managers working in supply chain and related functions in manufacturing sector of Pakistan. Structural equation modelling (SEM) was used to validate the measurement model and test hypotheses. Results of the study showed that the research model was generally supported. Sensing, seizing (supply chain agility), and transforming (supply chain adaptability) provide a parsimonious framework for measuring DSCCs as indicated by fit indices in CF A. Results of the hypotheses tests showed that EO and SCL have a positive impact on DSCCs. Furthermore, DSCCs had a stronger direct impact on SCP compared to the indirect impact. This research contributes to the literature by providing a framework for measuring DSCCs. It provides a better understanding of capability levels by empirically showing that capabilities operate at different levels and capabilities at each higher level modify the next level capabilities. It helps develop an understanding about DC-performance relationship in a better way. The study also showed that environmental dynamism does not play a significant role in the relationship between higher-order and lower-order dynamic capabilities. Finally, for executives and managers who are concerned about better managing their supply chains, this study provides insights for how firms can develop competitive advantage through DSCCs.
The Impact of Ethical Leadership on Employee Loyalty, the Mediating role of Moral Courage
(University of Management & Technology, 2018) Atif Ijaz Khan
The 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. Furthermore, the results have affirmed partial mediation of moral courage between ethical leadership and employee loyalty. This study highlighted the importance of moral courage and provides useful insights to the HR professionals to review their strategies and policies to practice ethical leadership and employee loyalty in order to enhance the employee moral courage.
Moderating Effects of Passive Leadership and Perceived Organizational Support on the Relationship between Workplace Incivility and Counterproductive Work Behavior
(University of Management & Technology, 2018) Azam, Fatima
This 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. Originality: This is the one of the first empirical studies that uncovers double moderating effects in the workplace incivility and CWB relationship in non – Western (Pakistani) context.
The Effect of HRM Practices on Employee Engagement & Mediating Role of Psychological Conditions: An Empirical Evidence from the Manufacturing Sector of Pakistan
(2018) Aimun Khawaja
Engaged employees are cognitively vigilant, emotionally connected, and physically involved in their jobs. Research has shown that the extent to which employees demonstrate engagement with jobs varies depending upon the organizational context in which employee's work. The importance of organizational context is evident in a recent Towers Watson's Global Workforce Study 2014, which shows that more than half of the employees feel unsupported at work and are disconnected with their organizations' goals. The study further reveals that salary, opportunities for career advancement and job security are fundamental to attracting and retaining all employees. Although a handful of research has found significant relationship between HRM practices and employee engagement, the mediating and moderating conditions of this relationship are not fully known as yet. Thus, the purpose of this study is to focus on the relationship between HRM practices and employee engagement in greater depth, with the mediating role of psychological conditions. Drawing from theory of the social exchange the study propose that HR practices positively impact employee engagement by enhancing psychological conditions among employees. Thus, this research will develop a model that represents psychological conditions as a mediating mechanism in the relationship between HRM practices and employee engagement. This study proposes a model of psychological conditions as a mediator in Human Resource Practices employee engagement relationship.
Effect of abusive supervision on employee engagement among house officers and medical officers
(University of Management and Technology, 2017)
Employee engagement is a positive outcome attribute after experiencing three psychological conditions which are interconnected to self in role. It refers to the complete contribution of one's intellectual (cognitive), emotive, and physical vitalities in the performance of work-role. Employees are considered as engaged when they are cognitively attentive, fervently (emotionally) connected, and physically involved while carrying out their work roles. Recent research has shown that employees tend to withdraw their investment of energies in their work roles when they perceive their supervisors to be abusive towards them. Considering the importance of supervision and employees' engagement for the effective function of organizations, the purpose of this study is to focus on the association between abusive supervision and employee engagement in greater depth. Drawing from theory of self-in-role engagement by Kahn, this study proposed that abusive supervision negatively impacts employee engagement by reducing psychological safety (mediator) among house officers and medical officers. This study used cross-sectional design, data were obtained from 221 healthcare professionals including house officers and medical officers only, employed in three public hospitals of Lahore. Results disclosed that abusive supervision is negatively associated with engagement of healthcare professionals, and psychological safety significantly mediated this relationship.
Spiritual Leadership impact on Corporate Social Responsibility mediating by Spiritual Wellbeing
(University of Management and Technology, 2017) Muhammad Usman Siddqiue
This thesis main object is to increase the generalizability of spiritual leadership theory as Fry explain many outcomes of spiritual leadership and one of the outcome he predicted is CSR using this theoretical gap we conducted empirical research.In this study we use quantitative methods in which cross sectional study was done and data was collecting through questionnaire. The place of the study is Lahore Pakistanand evidence is taken from the hospitality industry working in Lahore Pakistan. Questionnaire were filled by the employees working in the hospitality industry and our sample size is 226.Seven hypothesis were proposed and all the hypothesis were accepted in this study. The result expand the spiritual leadership generalizability in term of CSR because this gap is not tested yet by the researcher and out study contributes in the body of knowledge while filling this gap. For future researcher and academicians this research will also help them to understand the spiritual leadership theory and its outcomes and its generalizability.
Relationship of organizational climate, trust, culture and organizational commitment: A case of public sector organizations in Pakistan
(University of Management and Technology, 2016) Arshad, Attique
Focus was to develop a framework for public employees to keep watch on degree of commitment shown by the employees towards public organizations. Also to look into the association among“ organizational climate”, trust and culture and their correlation with “organizational commitment” including their effect size respectively. Empirical studies on “organizational climate” in public sector in developing countries are limited, that is why public sector was selected purposively to undertake this study and to fill the existing research gap. The study selected positivism as research paradigm with quantitative approach to carry out research inquiry. Data was collected from 300 public employees and analyzed by SPSS 20.0 software program setting interpretation in line of the study objectives. The proposed framework offered empirical results with sound implications for “organizational commitment” in public organizations. The analysis led to conclude that there is a sheer lack of trust among public employees and showed negative results to build “organizational commitment”. “Organizational climate” and culture however showed remarkable association with “organizational commitment”. Delimitations of the research were the restriction of this research to public employees to get their perceptions. Future research studies ought to conduct a comparative study between public and private sectors of Pakistan in broader perspective of “organizational commitment”.
Impact of job security, job autonomy and supervisor support on employee psychological wellbeing
(University of Management and Technology, 2017) Namra Rehman
The purpose of this research is to theorize and empirically examine the association between job security, job autonomy, supervisor support, presenteeism, and the psychological wellbeing of the employees of hospitality industry. This study also measures the impact of presenteeism as a mediator between job security and psychological well being; job autonomy and psychological well being; supervisor support and psychological well being of employees. This is a quantitative research study, using cross sectional research design via survey method. The sample is comprised of N=205 employees from top and middle level management of three, four and five star hotels in Lahore. The results have revealed that job security, job autonomy and supervisor support are positively correlated with the psychological wellbeing of employees. Job security, job autonomy and supervisor support are found negatively correlated with the presenteeism in employees of hospitality industry. Presenteeism was found to have significant negative relationship with the psychological wellbeing of employees. Furthermore, the results have affirmed partial mediation of presenteeism between job security and psychological wellbeing; job autonomy and psychological wellbeing; supervisor support and psychological wellbeing of employees of hospitality industry. This study highlighted the importance of presenteeism instead of traditional HR research concern on absenteeism and provides insights to the HR professionals of hospitality industry of Pakistanto review their strategies as well policies to enhance job security, job autonomy and supervisor support in order to reduce presenteeism and improve employee's psychological wellbeing.
Spiritual leadership impact on corporate social responsibility mediating by spiritual wellbeing
(University of Management and Technology, 2017) Muhammad Usman Siddqiue
This thesis main object is to increase the generalizability of spiritual leadership theory as Fry explain many outcomes of spiritual leadership and one of the outcome he predicted is CSR using this theoretical gap we conducted empirical research. In this study we use quantitative methods in which cross sectional study was done and data was collecting through questionnaire. The place of the study is Lahore Pakistanand evidence is taken from the hospitality industry working in Lahore Pakistan. Questionnaire were filled by the employees working in the hospitality industry and our sample size is 226.Seven hypothesis were proposed and all the hypothesis were accepted in this study. The result expand the spiritual leadership generalizability in term of CSR because this gap is not tested yet by the researcher and out study contributes in the body of knowledge while filling this gap. For future researcher and academicians this research will also help them to understand the spiritual leadership theory and its outcomes and its generalizability.
Explaining the relationship between High Commitment HR Practices, Job Engagement & Innovative Work Behavior
(University of Management and Technology, 2017) Mukhtar, Ansa
Employee Engagement and Employee’s Innovative Work Behavior is an extreme need for all the organizations in this technological era of time. Organizational development and competency depends upon the employee’s innovation and productive behavior. A model has been developed that suggests the connection of High Commitment HR Practices and affective commitment with Employee Engagement and Innovative Work Behavior where Perceived Organizational Support has the moderating effect between the relationship of HCHRPs and Affective Commitment. The study has been conducted using the sample size of 209 respondents. Respondents are working as middle staff, management, top management and executive management in corporate sectors. Results of the current study showed that, High Commitment HR Practices influences the Employee Engagement and Innovative Work Behavior; also these relationships are mediated by employee’s Affective Commitment. Perceived Organizational Support (POS) has good moderating effect between the HCHRPs and Affective Commitment. Moreover, the current study has some limitations i.e.; time constraint and limited sources. But the future research would do well to include it in studies and should also include the several other methods and measures of employee engagement and employee innovativeness.
Moderating effect of Spirituality on the relationship between Workplace incivility and Knowledge hiding behavior
(University of Management and Technology, 2018) SEHAR SIDDIQI, NAJAM
Creative 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.
The Effect of HRM Practices on Employee Engagement & Mediating Role of Psychological Conditions: An Empirical Evidence from the Manufacturing Sector of Pakistan
(University and Management and Technology, 2018) Aimun Khawaja
Engaged employees are cognitively vigilant, emotionally connected, and physically involved in their jobs. Research has shown that the extent to which employees demonstrate engagement with jobs varies depending upon the organizational context in which employee's work. The importance of organizational context is evident in a recent Towers Watson's Global Workforce Study 2014, which shows that more than half of the employees feel unsupported at work and are disconnected with their organizations' goals. The study further reveals that salary, opportunities for career advancement and job security are fundamental to attracting and retaining all employees. Although a handful of research has found significant relationship between HRM practices and employee engagement, the mediating and moderating conditions of this relationship are not fully known as yet. Thus, the purpose of this study is to focus on the relationship between HRM practices and employee engagement in greater depth, with the mediating role of psychological conditions. Drawing from theory of the social exchange the study propose that HR practices positively impact employee engagement by enhancing psychological conditions among employees. Thus, this research will develop a model that represents psychological conditions as a mediating mechanism in the relationship between HRM practices and employee engagement. This study proposes a model of psychological conditions as a mediator in Human Resource Practices employee engagement relationship.
Visionary leadership and organizational change
(University of Management and Technology, 2018) Saher, Asma
The 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.
Rethinking the Black-Box Relationship between High Performance Work System and Job Performance with the Moderating Role of Employee Age, Gender and Job Tenure
(University of Management and Technology, 2018) Sajid Nadeem
This study explored the relationship between high performance work system (HPWS) and its impact on job performance with the moderating role of three socio-demographic variables, i.e. employee age, gender and job tenure, in the context of the Pakistani airline industry. These moderations were proposed in response to recent strategic HRM literature calling for the examination of new intermediary variables in an attempt to unlock the “black box” of the HPWS and performance relationship. Seven high performance work practices (HPWPs) i.e. selective staffing, job security, training, empowerment, rewards, teamwork, and career opportunities were used to compute HPWS. Survey data was collected from 319 flight attendants working in three Pakistani public and private sector airlines. The proposed moderations of age and gender were supported, and a significant positive relationship was found between HPWS and job performance. Implications of study findings and future research directions are discussed.
Spiritual Leadership impact on Corporate Social Responsibility mediating by Spiritual Wellbeing
(University of Management and Technolog, 2017) Muhammad Usman Siddqiue
This thesis main object is to increase the generalizability of spiritual leadership theory as Fry explain many outcomes of spiritual leadership and one of the outcome he predicted is CSR using this theoretical gap we conducted empirical research.In this study we use quantitative methods in which cross sectional study was done and data was collecting through questionnaire. The place of the study is Lahore Pakistanand evidence is taken from the hospitality industry working in Lahore Pakistan. Questionnaire were filled by the employees working in the hospitality industry and our sample size is 226.Seven hypothesis were proposed and all the hypothesis were accepted in this study. The result expand the spiritual leadership generalizability in term of CSR because this gap is not tested yet by the researcher and out study contributes in the body of knowledge while filling this gap. For future researcher and academicians this research will also help them to understand the spiritual leadership theory and its outcomes and its generalizability
Combined effects of Shared Leadership and firm’s Dynamic Capabilities on Team Performance and Team Innovative Behavior
(University of Management and Technolog, 2018) Hassan Askari, Syed
The research investigated the main effects of shared leadership model and firm’s dynamic capabilities in improving the possible team outcomes (e.g. team performance and team innovative behavior). Survey was conducted in textile and IT sector of Lahore, Pakistan and findings supported the proposed arguments and confirmed that shared leadership is an effective approach to improve team performance and team innovative behavior. Firm’s dynamic capabilities also found to have significant impact on team performance and team innovative behavior. Additionally, the study examined whether firm’s Dynamic capabilities play moderating role in improving the impact of shared leadership on team performance and team innovative behavior. Empirical findings confirmed moderating role of dynamic capabilities in the relationship of shared leadership and team performance. However, the study couldn’t find the moderating role of dynamic capabilities in relationship of shared leadership and team innovative behavior. After empirical findings and analysis, theoretical and practical implications are provided for academia and corporate sectors at the end.
Influence of Financial Stress & Economic Hardship on Workplace Deviance activities
(University of Management and Technolog, 2017) Anas, Muhammad
Deviant workplace behavior is an expensive occurrence in the organizations. It comprises an extensive variety of negative actions accompanied by employees to damage the organization and its participants. A model has been developed that suggests the connection of financial stress and economic hardship with workplace deviance. The study has been conducted using the sample size of 401 respondents. Respondents are working as middle staff, management, top management and executive management in corporate manufacturing sector. The data has been analyzed using the Factor Analysis, Pearson Correlation, Spearmen Correlation and Regression to determine the relationship between financial stress, economic hardship and workplace deviance behavior. Results of the current study showed that, financial stress and economic hardship endured by an employee influences the interpersonal and organizational workplace deviance activities. Demographic variables have been patterned as control variables and investigated the influence of financial stress and economic hardship under the umbrella of control variables i.e. age, gender, experience, education, no. of dependents, designation, income, credit cards, advance salary and company provides medical. From these all control variables age, experience, credit cards, designation and company provides medical have been observed as significant with workplace deviance activities.
Effect of Abusive Supervision on Employee Engagement among House Officers and Medical Officers
(University of Management and Technolog, 2017) Mamoona Mushtaq
Employee engagement is a positive outcome attribute after experiencing three psychological conditions which are interconnected to self in role.It refers to the complete contribution of one's intellectual (cognitive), emotive, and physical vitalities in the performance of work-role. Employees are considered as engaged when they are cognitively attentive, fervently (emotionally) connected, and physically involved while carrying out their work roles. Recent research has shown that employees tend to withdraw their investment of energies in their work roles when they perceive their supervisors to be abusive towards them. Considering the importance of supervision and employees' engagement for the effective function of organizations, the purpose of this study is to focus on the association between abusive supervision and employee engagement in greater depth. Drawing from theory of self-in-role engagement by Kahn, this study proposed that abusive supervision negatively impacts employee engagement by reducing psychological safety (mediator) among house officers and medical officers. This study used cross-sectional design, data were obtained from 221 healthcare professionals including house officers and medical officers only, employed in three public hospitals of Lahore. Results disclosed that abusive supervision is negatively associated with engagement of healthcare professionals, and psychological safety significantly mediated this relationship.
The Roles of Collective Organizational Engagement and Entrepreneurial Orientation in the relationship between HRM Practices and Organizational Innovation in Pakistani SMEs
(University of Management and Technolog, 2017) Muhammad Athar Rasheed
This study is designed to examine the effect of human resource management (HRM) practices on organizational innovation in Small and Medium Enterprises (SMEs) operating in Pakistan. This study examined the roles of collective organizational engagement and entrepreneurial orientation in the relationship between HRM practices and organizational innovation. By using the theoretical lens of resource management process model and engagement theory; this study conceptualizes how HRM practices can enhance organizational innovation of SMEsthrough collective organizational engagement. Moreover, the study also investigates the effect of entrepreneurial orientation in the relationship between HRM practices organizational innovation. Specifically, the purpose of this paper is to empirically test the moderation role of entrepreneurial orientation and mediation role of collective organizational engagementin the relationship between HRM practices and organizational innovation. A multisource cross-sectional research method is used to conduct this research study including collection of data from Pakistani SMEs. The data was collected from 170 SMEs operating in Pakistanrandomly selected from the consolidated list by using structured questionnaire. The findings revealed that the HRM practices significantly andpositively related to collective organizational engagement and organizational innovation. Collective organizational engagement was found as a significantpredictor of organizational innovation and mediating factor in the relationship between HRM practices and organizational innovation.Moreover, the result confirmed that entrepreneurial orientation significantly and positively moderates the relationship between HRM practices and organizational innovation. But didn't show any significant moderating effect on the relationship between HRM practices and collective organizational engagement. This study is completed with some limitations including cross-sectional research design. Although, the researcher used multisource cross-sectional research design but future studies may use longitudinal research design to investigate the impact of predictors over time.
Impact of Emotional Labor on Job Satisfaction
(University of Management and Technolog, 2017) Sana Shahid
Emotional labor has gained significant importance nowadays. Emotioanl labor has a direct impact on the job outcomes. This study aims to determine the impact of perceived organization support on the relationship between emotional labor and job satisafaction. Target respondents are the teachers and the sample of 320 has been taken to conduct this study. Perceived organization support may prove to be helpful in allievating the negative impact that occurs due to the consequences of emotional acting. Negative consequences of emotional labor includes job dissatisfaction, job burnout thus results negatively in terms of lower performance of the organization. Result suggests that perceived organization support strengthens the relationship of emotional labor strategies and job satisfaction and perceived organization support can be one of the variables that helps the company to improve the overall morale of the employees

Browse

Recent Submissions