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Article
Publication date: 1 April 2024

Muhammad Naveed and Muhammad Qamar Zia

This study aims to discuss relationship between job resources and employees adaptive job performance. Using the job demands-resource (JD-R) theory, the paper examines the…

Abstract

Purpose

This study aims to discuss relationship between job resources and employees adaptive job performance. Using the job demands-resource (JD-R) theory, the paper examines the mediating role of work engagement in the relationship between job resources and adaptive job performance. The study also explores the moderating role of psychological contract fulfillment.

Design/methodology/approach

The study is based on data gathered from 254 employees of hospitality sector in Pakistan through a Web-based survey. The statistical verification conducted through using partial least squares structural equation modeling.

Findings

Findings has confirmed that job resources positively related to employees’ adaptive job performance. Furthermore, the mediation effect is explained by employees’ work engagement. Interestingly, employee psychological contract fulfillment moderated the positive relationship between job resources and employees’ work engagement.

Originality/value

The present study expands the previous research that validates the assumptions of job demand-resources theory into hospitality employees to harness job resources with employees’ engagement and performance as well as highlight the role of psychological contract fulfillment.

Details

Journal of Asia Business Studies, vol. 18 no. 3
Type: Research Article
ISSN: 1558-7894

Keywords

Article
Publication date: 13 June 2022

Muhammad Naveed, Muhammad Qamar Zia and Nicola Cangialosi

Employees turnover is considered a prevailing worldwide problem (Vasquez,2014). This study aims to test the impact of job resources on employees’ work engagement and turnover…

Abstract

Purpose

Employees turnover is considered a prevailing worldwide problem (Vasquez,2014). This study aims to test the impact of job resources on employees’ work engagement and turnover intentions of different ages, gender and organizational hierarchy.

Design/methodology/approach

This study used an online survey method using the job demands-resources (JD-R) theory. Data were collected from 408 hotel employees. The analysis was conducted through structural equation modeling.

Findings

This study finds that job resources positively impact work engagement. Moreover, work engagement negatively influences employees’ turnover intention. In addition, work engagement is found as an underlying psychological mechanism between job resources and turnover intentions. Further, age, gender and organizational hierarchy play a significant role in moderating the relationship between work engagement and turnover intentions.

Originality/value

This study suggests that job resources can overcome turnover intentions among employees concerning diverse age, gender and organizational hierarchy for reciprocal relationships. Based on JD-R theory, this study empirically tests the neglected role of ages, gender and the organizational hierarchy on employees’ work engagement and turnover intentions in the hospitality sector in a developing country context.

Details

Consumer Behavior in Tourism and Hospitality, vol. 17 no. 3
Type: Research Article
ISSN: 2752-6666

Keywords

Article
Publication date: 31 January 2022

Muhammad Qamar Zia, Julian Decius, Muhammad Naveed and Adnan Anwar

The aim of this study is to investigate the relationships between transformational leadership (TL), informal learning and job involvement. The study delineates two pathways from…

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Abstract

Purpose

The aim of this study is to investigate the relationships between transformational leadership (TL), informal learning and job involvement. The study delineates two pathways from TL to job involvement. The first is an indirect link through informal learning on job involvement, while the second pathway focuses on the moderating role of self-efficacy on the relationship between TL and informal learning.

Design/methodology/approach

Survey data were gathered from 596 employees of small services firms in Pakistan. The proposed hypotheses were examined using structural equation modeling.

Findings

The results reveal that TL is indirectly related to job involvement through informal learning. The study also shows that self-efficacy strengthens the relationship between TL and informal learning.

Originality/value

Previous studies have overlooked the potential influence of TL on job involvement through the mechanism of informal learning. The current study addresses this gap by examining informal learning as a mediator between TL and job involvement. Furthermore, the study provides several theoretical and managerial implications for research and practice.

Details

Leadership & Organization Development Journal, vol. 43 no. 3
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 19 June 2024

Muhammad Qamar Zia, Muhammad Sufyan Ramish, Iram Mushtaq, Syeda Tayyaba Fasih and Muhammad Naveed

This study aims to theoretically discuss and empirically test the mediating mechanism of psychological distress and the moderating effects of Islamic work ethics (IWE) in the…

Abstract

Purpose

This study aims to theoretically discuss and empirically test the mediating mechanism of psychological distress and the moderating effects of Islamic work ethics (IWE) in the relationship between despotic leadership and adaptive performance.

Design/methodology/approach

A three-wave survey was used to gather the data from middle managers and their supervisors of construction firms in Pakistan. The final sample consisted of 304 respondents and data analysis was performed through SEM analysis.

Findings

Despotic leadership enhances employees’ psychological distress which results in a negative impact on adaptive performance. In addition, IWE played a buffering role in mitigating the harmful impacts of despotic leadership on adaptive performance.

Originality/value

The study is among the pioneers that have investigated how despotic leadership impacts employees’ adaptive performance via the underlying mechanism of psychological distress through the conservation of resources and social exchange theory lens.

Details

Leadership & Organization Development Journal, vol. 45 no. 7
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 19 November 2021

Muhammad Qamar Zia, Tobias M. Huning, Aamir Feroz Shamsi, Muhammad Naveed and Riaz Ahmed Mangi

The goal of this study was to examine the mediating mechanism of informal learning between dimensions of learning climate and organizational citizenship behavior (OCB). In…

Abstract

Purpose

The goal of this study was to examine the mediating mechanism of informal learning between dimensions of learning climate and organizational citizenship behavior (OCB). In addition, the study also aimed to investigate the learning climate, in the dimensions of learning facilitation, learning appreciation and error avoidance as antecedents of informal learning.

Design/methodology/approach

The data were gathered from sports items manufacturing small and medium enterprises (SMEs) in Sialkot, Pakistan. Sialkot is home to manufacturing businesses that export their products worldwide. Survey data of 318 middle managers collected at 2 different times were used for testing the research model using structural equation modeling (SEM).

Findings

The results demonstrate that facilitation and appreciation learning climate have a positive relationship with informal learning and error-avoidance has a negative relationship with informal learning. The analysis also revealed that informal learning mediated the linkage between learning climate dimensions and OCB. Moreover, informal learning is significantly related to OCB.

Practical implications

HR practitioners and organizational leaders of SMEs can use, encourage and promote informal learning to improve the skills and knowledge of employees at low cost. For instance, management should strategically implement informal learning at the workplace by providing a supportive learning climate.

Originality/value

Previous studies have overlooked the impact of informal learning on OCB and its mediating effect. The present study addresses this gap by examining the mediating mechanism of informal learning between learning climate and OCB.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 10 no. 2
Type: Research Article
ISSN: 2049-3983

Keywords

Article
Publication date: 11 February 2022

Muhammad Qamar Zia, Muhammad Naveed, Syeda Tayyaba Fasih, Muhammad Usman Aleem and Muhammad Sufyan Ramish

Drawing upon conservation of theory, this study aims to extend the scant literature on the effect of leader-member exchange (LMX) on workplace deviance behaviour (WDB) and…

Abstract

Purpose

Drawing upon conservation of theory, this study aims to extend the scant literature on the effect of leader-member exchange (LMX) on workplace deviance behaviour (WDB) and adaptive performance by investigating the role of Islamic work ethics as moderators.

Design/methodology/approach

A time-lagged and multi-source data of (269 paired responses) of employees working in Islamic banks were used for hypotheses testing.

Findings

Taken together, the findings revealed that Leader Member Exchange (LMX) has a positive and significant impact on adaptive performance and is negatively related to employees’ WDB. The results of the moderation effect showed the positive relationship of LMX with adaptive performance and the negative relationship with WDB is stronger for high Islamic work ethics (IWE).

Practical implications

This study provides practical insight that Islamic business ethics plays a significant role in fostering adaptive performance and reducing the deviance behaviour of employees.

Originality/value

To the best of the authors’ knowledge, this is the first study that examined the moderating role of IWE between LMX-adaptive performance and LMX-WDB. This study has also filled the gap of scant literature about the impact of LMX on adaptive performance and WDB.

Details

International Journal of Ethics and Systems, vol. 38 no. 3
Type: Research Article
ISSN: 2514-9369

Keywords

Article
Publication date: 30 April 2021

Muhammad Qamar Zia, Muhammad Naveed, Muhammad Adnan Bashir and Asif Iqbal

Drawing from social exchange theory, the purpose of this study is to investigate the influence of servant leadership on organizational citizenship behavior, turnover intentions…

1329

Abstract

Purpose

Drawing from social exchange theory, the purpose of this study is to investigate the influence of servant leadership on organizational citizenship behavior, turnover intentions and work performance through mediating role of job embeddedness.

Design/methodology/approach

The data were gathered from 252 frontline employees of Pakistan's hotel industry in two-time lags with an interval of two months by using purposive sampling. PLS-SEM was applied for the analysis of data and hypothesis testing.

Findings

The study ascertained that job embeddedness is a potent mediator between the nexus of servant leadership and aforementioned work outcomes. The study results portray that servant leadership promotes job embeddedness, OCB, work performance and reduces turnover intentions.

Research limitations/implications

Hotel management can use job embeddedness to boost servant leadership and reduce turnover intentions. In addition, management should also increase servant leadership by organizing training and workshops for their managers, which ultimately improves followers' organizational citizenship behavior and work performance.

Practical implications

Hotel management can use job embeddedness to boost OCB, work performance and reduce turnover intentions. In addition, management should also increase servant leadership by organizing training and workshops for their managers, which ultimately improves followers' citizenship behavior and work performance.

Originality/value

There are numerous calls for research to ascertain as well as sparse literature available whether job embeddedness act as a mediator in the nexus of servant leadership and work outcomes or not. The current study fills these voids and contributes to the literature by empirically examining the mechanism of job embeddedness between servant leadership and the work outcomes.

Details

Journal of Hospitality and Tourism Insights, vol. 5 no. 3
Type: Research Article
ISSN: 2514-9792

Keywords

Article
Publication date: 27 February 2020

Muhammad Qamar Zia, Muhammad Naveed, Muhammad Adnan Bashir and Aamir Feroz Shamsi

Organizations are facing pressure to reduce costs of training and enhancing the role of self-development that is self-driven and contextual in nature as a means to supplement…

1071

Abstract

Purpose

Organizations are facing pressure to reduce costs of training and enhancing the role of self-development that is self-driven and contextual in nature as a means to supplement employee development. The purpose of this study is to investigate the influence of individual and situational factors on self-development as well as the moderating role of situational factors. Individual factors are referred to personal characteristics, i.e. learning goal orientation and proactive personality, while situational factors are environmental conditions, including job autonomy and empowering environment.

Design/methodology/approach

Data were gathered from 280 middle managers of the banking sector. Partial least squares structural equation modeling was conducted to validate the model.

Findings

The study findings revealed a significant direct relationship of individual (learning goal orientation and proactive personality) and situational (empowering environment and job autonomy) factors with self-development. The study also found only a significant moderating effect of empowering environment in relation to learning goal orientation and self-development, correspondingly job autonomy moderates the relationship of proactive personality and self-development.

Practical implications

The study concludes with offering some implication for organization to focus on self-development activities by providing an empowering environment and job autonomy to its employees, which will result to minimize the overall cost of training. Organizations should also identify the individual factors that lead to self-development like proactive personality and learning goal orientation.

Originality/value

This study gives new insight on the predictors of self-development and their interaction. This study may be a pioneer to empirically validate a theoretical model about the interaction of situational factors between individual factors and self-development. Furthermore, it contributes and advances our knowledge by demonstrating how individual and situational factors are influencing middle mangers’ self-development in workplace.

Details

European Journal of Training and Development, vol. 44 no. 4/5
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 24 February 2021

Muhammad Qamar Zia, Muhammad Adnan Bashir, Riaz Ahmed Mangi and Aamir Feroz Shamsi

Based on trait activation theory, the purpose of the present study is to explore the relationship between the antecedents and outcomes of informal learning with the moderating…

1091

Abstract

Purpose

Based on trait activation theory, the purpose of the present study is to explore the relationship between the antecedents and outcomes of informal learning with the moderating effect of supervisor feedback environment (SFE) in small- and medium-sized enterprises (SMEs).

Design/methodology/approach

Data (n =388) were gathered from middle managers of Pakistan’s SME sector by following the purposive sampling technique. The proposed model was examined by means of structural equation modeling analysis with AMOS 24.

Findings

The study results delineate that middle managers with high-level self-efficacy and motivation to learn more actively participate in informal learning activities. The study also found that the SFE is a strong contextual moderator between the nexus of personal factors and informal learning. In addition, informal learning also has significant and positive effect on work engagement.

Practical implications

Human resource practitioners and organizational leaders of small businesses can use informal learning to improve employees’ skills and knowledge with less cost. For instance, management should use different strategies to enhance the effectiveness of informal learning by providing SFE.

Originality/value

There are numerous recent calls for research to ascertain the interaction of individual, contextual factors and outcomes of informal learning. The study addresses these voids by empirically examining antecedents and outcomes of informal learning simultaneously through the person–situation interaction perspective. It demonstrates that informal learning at the workplace becomes more effective in SFE.

Details

European Journal of Training and Development, vol. 46 no. 1/2
Type: Research Article
ISSN: 2046-9012

Keywords

Open Access
Article
Publication date: 17 May 2021

Muhammad Naveed, Muhammad Qamar Zia, Sobia Younis and Zubair A. Shah

The purpose of the study is to probe the influence of individual social entrepreneurship orientations (ISEO) and SE education (SEE) which could affect social entrepreneurial…

3632

Abstract

Purpose

The purpose of the study is to probe the influence of individual social entrepreneurship orientations (ISEO) and SE education (SEE) which could affect social entrepreneurial intentions (SEI) among students.

Design/methodology/approach

The data were gathered from 241 entrepreneurship discipline university students. The data were analyzed with structural equation modeling.

Findings

Findings suggest that ISEO plays a vital role in stimulating SEI; moreover, SEE further moderates ISEO and SEI's relationship among students.

Practical implications

Based on the results, academia should focus on SEE and the government should devise policies to encourage social entrepreneurial ventures to aid in social problems solution.

Originality/value

This study validates the relationship of different factors (orientations and intentions) of the theory of planned behavior in the SE domain and confirms the significance of SEE.

Details

Asia Pacific Journal of Innovation and Entrepreneurship, vol. 15 no. 1
Type: Research Article
ISSN: 2071-1395

Keywords

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