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Article
Publication date: 1 November 2019

Bilal Ahmad, Shahid Latif, Ahmad Raza Bilal and Mahnoor Hai

The purpose of this paper is to empirically investigate the relationships between career competency, career resilience and career success. The study further examines the…

Abstract

Purpose

The purpose of this paper is to empirically investigate the relationships between career competency, career resilience and career success. The study further examines the mediating role of career resilience on the relationship between career competency and career success.

Design/methodology/approach

Data were collected from 284 Islamic bank employees across Pakistan through a cross-sectional, self-reporting, online questionnaire. Partial least squares structural equation modeling was used to test the proposed hypotheses using Smart PLS version 3.0.

Findings

The study’s results indicate that career competency is a significant predictor of career resilience, and that career resilience is subsequently a significant predictor of career success. Further, the results of the structural equation model analyses supported the proposition that career resilience mediates the relationship between career competency and career success.

Practical implications

Human resource practitioners and managers can increase the likelihood of their employees’ career resilience by focusing on developing career-related competencies – an antecedent of career success.

Originality/value

The study clarifies prevailing misconceptions that assume a direct linear relationship between career competency and career success by establishing, through empirical evidence, that success is not an ultimate outcome of competence. In addition, it proposes an oversimplified model of the competence–resilience–success relationship.

Details

Asia-Pacific Journal of Business Administration, vol. 11 no. 3
Type: Research Article
ISSN: 1757-4323

Keywords

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Article
Publication date: 26 November 2019

Bilal Ahmad, Ahmad Raza Bilal and Mahnoor Hai

The past decade has witnessed a surge in research focused on universal career development needs. In contrast, the purpose of this paper is to offer a contingency…

Abstract

Purpose

The past decade has witnessed a surge in research focused on universal career development needs. In contrast, the purpose of this paper is to offer a contingency perspective based on self-efficacy theory by examining the relationship between the employees’ perceived mode of employment and expectations of career development opportunities attached to the employer. The authors hypothesized that perceived mode of employment determines employees’ expectations about receiving career development opportunities offered by the employer.

Design/methodology/approach

Responses from 203 banking employees were obtained through a structured questionnaire. Perceived employment mode was identified through Ward’s method of cluster analysis. The proposed hypothesis was tested by using one-way analysis of variance.

Findings

Employees across all modes of employment (knowledge-based, job-based, contract-based and alliance-based) were found to be similar with respect to their need for career development programs. However, employees positioned in knowledge-based and alliance-based modes were also interested in career appraisal and career training.

Originality/value

The study contributes to the existing body of knowledge on career management by imparting preliminary insights into the way employees’ expectations of organizational career management opportunities vary according to their perceived mode of employment based on self-efficacy theory.

Details

Asia-Pacific Journal of Business Administration, vol. 11 no. 4
Type: Research Article
ISSN: 1757-4323

Keywords

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Article
Publication date: 19 July 2021

Bilal Ahmad, Sajid Iqbal, Mahnoor Hai and Shahid Latif

This paper aims to examine the mediating role of relational mobile usage on the relationship between personal values (individualism, collectivism and academic…

Abstract

Purpose

This paper aims to examine the mediating role of relational mobile usage on the relationship between personal values (individualism, collectivism and academic self-efficacy) and organizational citizenship behavior (OCB) among the faculty members of higher education/degree-awarding institutes (DAIs) in Pakistan. The paper also examines the moderating role of gender on the relationship between relational mobile usage and OCB.

Design/methodology/approach

Cross-sectional data from 217 faculty members of higher education/DAIs in Pakistan were collected through an online questionnaire. Structural equation modeling technique using SmartPLS was used to assess the measurement and structural model. Statistical Package for the Social Sciences (SPSS) version 21 was used for data normality analysis, missing value analysis and variable calculation. Response and non-response bias were also examined.

Findings

The findings confirmed that individualism was not significantly related to relational mobile usage; however, collectivism and academic self-efficacy were significantly related to relational mobile usage. The relationship of relational mobile usage and OCB was also significant. The mediating role of relational mobile usage on the relationship between individualism and OCB was not significant; however, the mediating role of relational mobile usage between collectivism and OCB, and academic self-efficacy and OCB was significant. The moderating role of gender on the relationship between relational mobile usage and OCB was also significant.

Practical implications

DAIs’ administration should strive to encourage individuals to value group priorities over the individualistic interests. Valuing group interest over the individualistic interest would promote the usage of mobile technology for relational purpose. This relational perspective of mobile usage will ultimately develop OCB among individuals. Also, academic self-efficacy through relational mobile usage can lead to OCB; therefore, another important policy implication for the administration of DAIs is to develop academic self-efficacy among the stakeholders of the institutions.

Originality/value

Although OCB has become a theoretically mature concept, the framework proposed for this study has rarely been discussed in previous scholarships, particularly from the perspective of relational mobile usage. Arguably, this study is the first in testing the mediating role of relational mobile usage between the personal values and OCB within the context of academia in Pakistan.

Details

Interactive Technology and Smart Education, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1741-5659

Keywords

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Article
Publication date: 4 November 2020

Mahnoor Hai, Shahid Latif, Ahmad Raza Bilal and Bilal Ahmad

The purpose of this study is to advance the prevalent leadership–creativity perspective by examining respectful engagement as a missing link between transformational…

Abstract

Purpose

The purpose of this study is to advance the prevalent leadership–creativity perspective by examining respectful engagement as a missing link between transformational leadership and employees creativity in the tourism and hospitality industry of Pakistan.

Design/methodology/approach

Data were collected from 288 supervisor–subordinate dyads of hotel and tourism industry in Pakistan. Partial least square structural equation modeling (PLS-SEM) technique was used to validate the measurement model and to test the proposed hypotheses using SmartPLS 3.0.

Findings

The results suggest that transformational leadership and respectful engagement are significantly related and that respectful engagement fosters employee creativity. The study further confirmed that respectful engagement mediates the relationship between transformational leadership and employee creativity.

Practical implications

Besides theoretical contribution, the study has several managerial implications for the tourism and hospitality industry. Globally, in the tourism and hospitality industry, the service selling proposition is largely based on creativity. Hence, the study suggests the managers of tourism and hospitality industry should adopt a transformational leadership style to achieve a sustainable competitive advantage of creativity. The study further recommends the managers capitalize on their transformational leadership style to observe respectful engagement in the workplace, which in turn can encourage employees to behave creatively.

Originality/value

Theoretically, this paper contributes to the existing body of knowledge in a couple of ways. Firstly, while several empirical studies have discussed the impact of transformational leadership on employee creativity, and various mediating models have also been tested in this regard, little effort has been made to study the links between transformational leadership and employee creativity despite existing awareness about the importance of respectful engagement for employee creativity. Thus, the current study examines employee creativity with the lens of transformational leadership and respectful engagement. Secondly, the study integrates the theories of transformational leadership, employee engagement and employee creativity.

Details

International Journal of Emerging Markets, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1746-8809

Keywords

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