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Article
Publication date: 1 June 2023

Ambreen Sarwar, Muhammad Kashif Imran, Hira Hafeez, Muhammad Zaheer and Tehreem Fatima

The study aims to investigate the impact of workplace ostracism (WO) and fear of the COVID-19 pandemic on the family life of restaurant employees. This research is based on the…

Abstract

Purpose

The study aims to investigate the impact of workplace ostracism (WO) and fear of the COVID-19 pandemic on the family life of restaurant employees. This research is based on the conservation of resources (COR) theory and work–family interface model to understand the theoretical underpinnings of mistreatment in the food sector during the COVID-19 pandemic.

Design/methodology/approach

The study utilized a survey with a structured questionnaire to collect time-lagged data from 238 restaurant employees in the central region of Punjab province in Pakistan. The collected data were analyzed using the SPSS tool with modern-day techniques like bootstrapping, process macro and SmartPLS.

Findings

The study reveals that perceived stress levels of the employees increase due to ostracism, leading to work–family conflict. Furthermore, the study found that employees who fear COVID-19 are less stressed by ostracism.

Originality/value

The study's significant contribution lies in demonstrating that the impact of ostracism in the workplace is quite different from what was expected. The results have shown that ostracism can reduce the perceived stress levels of employees, leading to a decrease in work–family conflict, especially in the presence of fear of COVID-19.

Details

Personnel Review, vol. 53 no. 4
Type: Research Article
ISSN: 0048-3486

Keywords

Open Access
Article
Publication date: 15 July 2022

Ambreen Sarwar, Muhammad Ibrahim Abdullah, Muhammad Kashif Imran and Nazia Rafiq

With theoretical underpinnings in the conservation of resources theory, this research aims at understanding the link between workplace ostracism (WPO) and its effects on…

Abstract

Purpose

With theoretical underpinnings in the conservation of resources theory, this research aims at understanding the link between workplace ostracism (WPO) and its effects on customers' interests in the context of COVID-19, with the mediation of stress and moderation of self-efficacy (SE).

Design/methodology/approach

The study followed a time-lagged design. A sample of 217 frontline employees working in the food sector of southern Punjab, Pakistan, responded to the study questions using the survey method with structured questionnaires. A Statistical Package for the Social Sciences (SPSS) tool was utilized for data analysis with bootstrapping and PROCESS macro.

Findings

The findings show that an important mechanism by which ostracism translates into customer service sabotage (CSS) is the increase in perceived stress levels of the employees. Additionally, SE was found to be an important personal resource that acts as a moderator in the said relationship.

Practical implications

Employees with high SE sense less workplace stress even during a pandemic. Leadership should consider the stress-alleviating effect of SE for lessening the damaging influence of WPO on customers.

Originality/value

The study fills an important empirical gap in the context of the COVID-19 pandemic, by showing that due to resource loss perceived by employees while being targeted by ostracism, they may decide to transfer their frustration towards organizational customers by sabotaging their service experience.

Details

Journal of Asian Business and Economic Studies, vol. 30 no. 3
Type: Research Article
ISSN: 2515-964X

Keywords

Article
Publication date: 25 October 2022

Nazia Rafiq, Ambreen Sarwar and Maria Rasheed

The fear of COVID-19, being an emerging research variable and a parcel of the ongoing pandemic, has not yet been fully studied with respect to leadership and employee family life…

Abstract

Purpose

The fear of COVID-19, being an emerging research variable and a parcel of the ongoing pandemic, has not yet been fully studied with respect to leadership and employee family life. Based on the conservation of resources theory, the current study aims to investigate the relationship between despotic leadership and work-family conflict under the context of fear prevailing due to COVID-19. The paper also highlights the mediating role of emotional exhaustion between the two variables.

Design/methodology/approach

Data were collected in two waves by using a time-lagged design from 225 nurses from hospitals in the Central Punjab region in Pakistan. Analysis was done through process macro in SPSS.

Findings

Results showed that despotic leadership is positively related to work-family conflict directly and through emotional exhaustion indirectly. Furthermore, the moderation of fear of COVID-19 has also been noted such that its increase strengthened the direct as well as the indirect relationship between despotic leadership and work-family conflict.

Originality/value

During the days of COVID-19, the pandemic posed a strong threat to employees' family lives, especially in the presence of despotic leaders at the workplace. Amidst the widespread fear and harmful effects of COVID-19 on economies and organizations, this study provides novel implications for policymakers, researchers and practitioners for mitigating the impact of despotic leadership on employees' family lives.

Details

Kybernetes, vol. 52 no. 7
Type: Research Article
ISSN: 0368-492X

Keywords

Article
Publication date: 8 February 2022

Ambreen Sarwar, Muhammad Kashif Imran, Nadeem Akhtar and Tehreem Fatima

This paper draws on the affordance perspective, to explore the social media (SM) usage experiences that might render valuable for academic women professionals, for knowledge…

Abstract

Purpose

This paper draws on the affordance perspective, to explore the social media (SM) usage experiences that might render valuable for academic women professionals, for knowledge exchange, networking and success. Owing to the increased SM usage during COVID-19 pandemic, this paper tries to find out that in what ways do SM affordances facilitate the underprivileged group of women professionals to grow in their careers in a masculine, conservative society through knowledge exchange.

Design/methodology/approach

By utilizing qualitative study design, the authors collected data from 31 women employed in Pakistani universities, through unstructured questionnaires. The responses were analyzed through Nvivo.

Findings

The generated themes suggested that women in Pakistan are aware of SM's potential for knowledge exchange among fellow professionals. They use it to aid them in communication, collaboration and networking. Additionally, they utilize it to share knowledge and build networks that are vital for career progression and success.

Research limitations/implications

The paper concludes with the implications for practitioners that would aid them in boosting career prospects for women academicians through SM usage in a developing country Pakistan; where women's career outlooks are not as promising as for men; or as bright as for women working in the developed economies.

Originality/value

This a unique attempt to explore knowledge exchange dimensions with the help of SM in the context of working women by the deploying the phenomenological approach.

Details

Kybernetes, vol. 52 no. 6
Type: Research Article
ISSN: 0368-492X

Keywords

Article
Publication date: 17 January 2023

Muhammad Kashif Imran, Ambreen Sarwar, Tehreem Fatima and Syed Muhammad Javed Iqbal

In the current dynamic world, organizations required rapid changes to meet the increasing demands of their customers. On the other hand, the practice side claims that the majority…

Abstract

Purpose

In the current dynamic world, organizations required rapid changes to meet the increasing demands of their customers. On the other hand, the practice side claims that the majority of the organizational change attempts fail due to resistance from the employee side. Based on the behavioral theory of leadership, the authors examined the relationship between ethical leadership and organizational change with moderated mediation effect of behavioral resistance to change and commitment to change on the stated relationship.

Design/methodology/approach

Data were obtained from 333 employees, selected at random, in three waves (i.e. pre-change, during change and post-change) using survey methods from services sector organizations operating in Pakistan.

Findings

The authors found that ethical leadership was positively linked to organizational change and this relation was partially mediated by the commitment to change. Further, behavioral resistance to change weakened the relationship between ethical leadership and commitment to change.

Practical implications

The current study illuminates the importance of ethical leaders in the organizational change process, and empirical findings also gave an important direction to build change commitment in employees to reach positive results. Further, change leaders should use ethical practices in the workplace during organizational change initiatives to deal with behavioral resistance to change.

Originality/value

This study links ethical leadership with organizational change using the behavioral theory of leadership, an unexplored area in the existing literature that gives a new insight to academia and practice side officials to successfully implement any organizational change initiative.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 11 no. 4
Type: Research Article
ISSN: 2049-3983

Keywords

Article
Publication date: 27 July 2021

Muhammad Kashif Imran, Tehreem Fatima, Ambreen Sarwar and Shahid Amin

The purpose of this systematic review is to summarize the possible organizational outcomes related to knowledge management capabilities (KMCs). It aims at offering the modern-day…

Abstract

Purpose

The purpose of this systematic review is to summarize the possible organizational outcomes related to knowledge management capabilities (KMCs). It aims at offering the modern-day dynamic organizations a path, through which they can utilize KMC at hand for gaining competitive advantage and positive organizational outcomes. The review is based on previous studies in the field of knowledge management and explains how KMCs are associated with various organizational outcomes.

Design/methodology/approach

A systematic approach was utilized to collect, examine, interpret and synthesize researches regarding KMCs and their usefulness for various organizational outcomes. The meta-synthesis method was adopted to review 106 research papers after careful selection.

Findings

It was evident from this integrated review that KMCs help in promoting organizational effectiveness, innovative ability, organizational change, value creation, competitive advantage, organizational learning and performance. Furthermore, the current review suggests research avenues and knowledge gaps in current literature to provide future researchers unique research opportunities.

Originality/value

The review revealed a profound opinion that organizations have to develop an optimal mix of KMCs to achieve better organizational outcomes. The study identified how KMCs set a basis and build positive support to enhance the key organizational outcomes such as organizational effectiveness, innovative ability, organizational change, value creation, competitive advantage, organizational learning and performance. However, cooperation bias is one of the most considerable limitations in research studies included in this systematic literature review.

Open Access
Article
Publication date: 4 September 2020

Ambreen Sarwar, Muhammad Kashif Imran, Zafar-Uz-Zaman Anjum and Umer Zahid

In modern times, innovation is considered as a vital component of sustainable competitive advantage. The purpose of this paper is to identify how innovation at the individual…

3996

Abstract

Purpose

In modern times, innovation is considered as a vital component of sustainable competitive advantage. The purpose of this paper is to identify how innovation at the individual level [innovative work behavior (IWB)] and at the organizational level [innovative organizational climate (IOC)] affects the chances of success of a particular project. Additionally, the moderating effect of gender and work culture on the relation between innovative climate and behavior is tested in the study.

Design/methodology/approach

Survey technique was used to collect data from 425 employees working in project departments at the executive, middle level and senior level management in the paint manufacturing industry of Pakistan. Multiple regression, as well as Preacher and Hayes (2004) tests, were applied to test the hypotheses.

Findings

The result of the data analysis showed that IWB acts as a mediator between IOC and project success (PS), thereby supporting the hypothesized model of innovation and PS. Work culture was supported as a moderator; however, no moderating effect of gender was validated by the results.

Research limitations/implications

The management must make sure that to maximize the rate of success of projects, innovative work climate within the organizations and departments be given due importance. In addition to this, personnel’s individual innovation capabilities must also be enhanced by taking steps toward improvement through training and development.

Originality/value

Though attention has been given to research in innovation in light of other related variables, its relation to PS remains yet to be studied. The effect of gender and work culture on innovation in Pakistani paint industry was long over-due which has been addressed by this study.

Details

Innovation & Management Review, vol. 17 no. 4
Type: Research Article
ISSN: 2515-8961

Keywords

Article
Publication date: 9 September 2021

Hira Hafeez, Qurratulain Ahsan  and Ambreen Sarwar

Career choices and selections are amongst the most important predictors of a person’s perception of life satisfaction. Pursuing entrepreneurship as a career may arise as a result…

Abstract

Purpose

Career choices and selections are amongst the most important predictors of a person’s perception of life satisfaction. Pursuing entrepreneurship as a career may arise as a result of psychological adaptation of career choices in addition to societal role specifications. Therefor, this study aims to provide an in-depth understanding of potential predictors which can intervene in the entrepreneurial intentions and its progression for an important group of the society.

Design/methodology/approach

Using semi-structured interviews, this qualitative study attempts to illuminate existing and emerging trends, barriers and future orientation of women entrepreneurs in Pakistan. Nvivo 12 was used for thematic analysis to drive specific themes of entrepreneurial regret in Pakistani women entrepreneurs.

Findings

The findings revealed multilevel themes influencing women’s choices of entrepreneurship as a career, including intrinsic, extrinsic and interpersonal factors. All of these factors shared the feature of social segregation and socially developed role categorisation. The findings revealed that gender roles and segregation in societies play a significant role in influencing women’s career choices.

Originality/value

Though similar narratives have been presented in previous studies in the context of career selection. This study, on the other hand, makes a unique contribution by identifying relative factors as determinants of regret and counterfactual thinking in Pakistan’s socially constrained culture.

Details

Gender in Management: An International Journal , vol. 37 no. 1
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 2 June 2021

Tehreem Fatima, Ahmad Raza Bilal, Muhammad Kashif Imran and Ambreen Sarwar

Ostracism is a subjective and relative concept that renders itself to multiple manifestations and context-specific outcomes. Therefore, this study identified specific behaviours…

Abstract

Purpose

Ostracism is a subjective and relative concept that renders itself to multiple manifestations and context-specific outcomes. Therefore, this study identified specific behaviours that are perceived as workplace ostracism by teaching faculty of Pakistani Higher Educational Institutions (HEIs). Building on belongingness theory, the ramifications of ostracism on psychological well-being are outlined along with the context-specific factors that shape these outcomes.

Design/methodology/approach

A phenomenological approach was adopted, and 30 semi-structured interviews from the teaching faculty of HEIs in Lahore, Pakistan, were conducted. The transcribed interviews were coded, and an inductive thematic analysis via NVivo 12 Plus software was used to generate themes and sub-themes.

Findings

Five behaviours, i.e. biased treatment, exclusion from formal and informal interactions, interpersonal alienation, delayed sharing or hiding of knowledge, lack of work-related, social and emotional support constituted the acts of ostracism in studied HEIs. The psychological well-being of faculty suffered in terms of negative emotions, reduced job, career and life satisfaction in their work and family life. The contextual factors deciding the intensity of outcomes resulting from workplace encompassed head of department (HOD) support, pay, friendly relations, fear of confrontation, alternative job options and designation of faculty members.

Originality/value

This research is a pioneer in using an in-depth phenomenological approach to define a behavioural typology of ostracism in academia. Moreover, a much needed holistic outcome of psychological well-being is explored in work and non-work domains and further elucidated in light of context-specific factors.

Details

South Asian Journal of Business Studies, vol. 12 no. 1
Type: Research Article
ISSN: 2398-628X

Keywords

Article
Publication date: 29 April 2024

Tehreem Fatima, Ahmad Raza Bilal, Muhammad Kashif Imran and Ambreen Sarwar

The combination of action and process has remained the attention of the psychology of entrepreneurship research. Moreover, special attention has also been paid to the whens and…

Abstract

Purpose

The combination of action and process has remained the attention of the psychology of entrepreneurship research. Moreover, special attention has also been paid to the whens and hows of entrepreneurial psychological training. Keeping this in view the current study has tested the impact of individual entrepreneurial orientation (IEO) training on small business entrepreneurial career resilience. Using action regulation theory (ART), a serial mediation model of IEO behaviour and entrepreneurial career adaptability is hypothesised.

Design/methodology/approach

This study used a longitudinal randomised controlled field experiment in which the data were collected at four points. A total of 546 small business owners from Lahore, Pakistan, participated in this research (training group = 265, control group = 281). The data were analysed using ANCOVAs and PROCESS Model 6.

Findings

The research has found that IEO training impacts the entrepreneurial career resilience of small business owners through the development of IEO behaviour and career adaptability.

Originality/value

This experimental inquiry is a novel attempt to extend the career-related outcomes of IEO training (career resilience) based on ART through the mediating role of IEO behaviour and career adaptability. In addition, it has tested the IEO training in the developing country of Pakistan, which is a relevant context for enhancing its socio-economic growth.

Details

Journal of Organizational Change Management, vol. 37 no. 3
Type: Research Article
ISSN: 0953-4814

Keywords

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