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Article
Publication date: 26 July 2021

Talat Islam, Muhammad Ali, Saqib Jamil and Hafiz Fawad Ali

This study aims to investigate individual-related consequences of workplace bullying among the health-care section. Specifically, this study examined the mediating role of…

Abstract

Purpose

This study aims to investigate individual-related consequences of workplace bullying among the health-care section. Specifically, this study examined the mediating role of burnout between workplace bullying and nurses’ well-being. Moreover, passive avoidant leadership is examined as a conditional variable between workplace bullying and burnout.

Design/methodology/approach

This study collected data from 314 nurses working in various hospitals through a questionnaire-based survey using Google Form in two waves.

Findings

Structural equation modeling confirmed the negative effect of workplace bullying on nurses’ well-being, whereas burnout mediates this relationship. In addition, passive avoidant leadership was identified as a conditional variable that strengthens the positive association between workplace bullying and burnout.

Research limitations/implications

Although data for the study were collected in two waves, still cross-sectional design limits causality.

Practical implications

This study suggests management to focus on developing and implementing counter-bullying rules to avoid the adverse consequences of workplace bullying (e.g. capital loss, recruitment costs, burnout, well-being, etc.). In addition, leaders/supervisors must be trained to fulfill their responsibilities to reduce negative consequences.

Originality/value

Studies on workplace bullying in high-power distance cultures are scant. Therefore, drawing upon conservation of resource theory, to the best of the authors’ knowledge, this is the first study that has investigated the moderating role of passive avoidant leadership on the association between workplace bullying and burnout.

Details

International Journal of Human Rights in Healthcare, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2056-4902

Keywords

Article
Publication date: 24 February 2021

Muhammad Ali, Talat Islam, Fouzia Hadi Ali, Basharat Raza and Golam Kabir

Workplace well-being has emerged as an important aspect in the field of health care. Therefore, this paper aims to investigate the role of managerial coaching on nurses…

Abstract

Purpose

Workplace well-being has emerged as an important aspect in the field of health care. Therefore, this paper aims to investigate the role of managerial coaching on nurses’ well-being through psychological ownership and organizational identity.

Design/methodology/approach

The authors approached 284 nurses working in both public and private hospitals (between December 2019 and February 2020) on convenience basis, and data were collected through an online questionnaire-based survey.

Findings

The data were analyzed using AMOS version 24 and structural equation modeling confirmed psychological ownership and organizational identity as explanatory variables between managerial coaching and well-being.

Research limitations/implications

The study used self-reported data using convenience sampling which may raise a question on causality. The findings suggest the management to consider the importance of managerial coaching in shaping positive workplace behaviors of employees.

Originality/value

Drawings on social exchange theory, this study extends past studies to examine the mediating roles of psychological ownership and organizational identification between managerial coaching and workplace well-being among nurses. The study has theoretical and practical implications.

Details

International Journal of Human Rights in Healthcare, vol. 14 no. 2
Type: Research Article
ISSN: 2056-4902

Keywords

Article
Publication date: 12 March 2018

Talat Islam, Ghulam Ali and Ishfaq Ahmed

Nursing profession is facing the problem of turnover across the globe. The purpose of this paper is to identify the mechanism through which organizational support helps…

Abstract

Purpose

Nursing profession is facing the problem of turnover across the globe. The purpose of this paper is to identify the mechanism through which organizational support helps nurses to reduce their turnover intention (TI).

Design/methodology/approach

Data from 324 nurses were collected using a questionnaire-based survey on the basis of a convenience sampling technique.

Findings

The results generated using structural equation modeling have confirmed the mediating role of organizational commitment and citizenship behavior between perceived organizational support (POS) and TI. In addition, psychological contract (PC) breach was found to weaken the positive association between POS and citizenship behavior.

Originality/value

This study adds to the previous studies by incorporating organizational citizenship behavior as a mediator between POS and TI and PC breach as a moderator between POS and citizenship behavior using social exchange and job-demand-resource theories.

Article
Publication date: 8 May 2017

Talat Islam, Mubbsher Munawar Khan, Fauzia Naheed Khawaja and Zulfqar Ahmad

The nursing profession demands emotional and psychological attachment to perform well. Nurses should not only engage in their work thoroughly, but also be willing to…

Abstract

Purpose

The nursing profession demands emotional and psychological attachment to perform well. Nurses should not only engage in their work thoroughly, but also be willing to perform beyond their normal job descriptions. Therefore, the purpose of this paper is to examine the role of perceived organizational support (POS) in enhancing nurses work engagement (WE) and extra-role behavior (i.e. OCB).

Design/methodology/approach

This study used a questionnaire-based survey to collect data from 389 nurses.

Findings

The study found that the relationships among POS, WE, and citizenship behavior may further be explained through affective commitment (AC); whereas the association between POS and AC is moderated by the psychological contract breach.

Research limitations/implications

The data for this study was collected through self-reported questionnaires at one point of time. The implications for the policy makers are also discussed.

Originality/value

This study integrates job demand resource and social exchange theories in the healthcare sector to explain the nurses’ response to POS.

Article
Publication date: 20 April 2022

Talat Islam, Aiman Asif, Saqib Jamil and Hafiz Fawad Ali

This study aims to investigate how abusive supervisor affects knowledge hiding (KH). Specifically, this study investigates employee silence as a mediating mechanism…

Abstract

Purpose

This study aims to investigate how abusive supervisor affects knowledge hiding (KH). Specifically, this study investigates employee silence as a mediating mechanism between abusive supervision and employees’ KH. Further, psychological ownership is examined as a buffer between abusive supervision and employee silence.

Design/methodology/approach

KH has become a major issue for both manufacturing and service sectors. Therefore, this study collected data from 322 employees working in manufacturing and service sectors through “Google Forms” during COVID-19. The respondents were contacted through LinkedIn platform between January and July 2021.

Findings

This study noted that when employees working in high-power distance cultures perceive their leaders/supervisors as abusive, they avoid confrontation and engage in silent behavior, which positively affects their KH behavior. However, employees with a high level of psychological ownership are less likely to respond to their abusive supervisors through silence because such employees feel a greater sense of belongingness and prefer to benefit their organization.

Research limitations/implications

This study used a cross-sectional design that restricts causality. However, the findings of this study suggest management to focus on leadership style to minimize KH at the workplace.

Originality/value

To the best of the authors’ knowledge, this study is the first to explore the underlying mechanism (employee silence) and boundary condition (psychological ownership) to explain the association between abusive supervision and KH.

Details

VINE Journal of Information and Knowledge Management Systems, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2059-5891

Keywords

Article
Publication date: 10 February 2022

Talat Islam and Mawra Hussain

Country of origin is a well-studied topic for developed countries that have a favourable image. However, how country of origin image affects the consumers of an emerging…

Abstract

Purpose

Country of origin is a well-studied topic for developed countries that have a favourable image. However, how country of origin image affects the consumers of an emerging country on a frontier market with high uncertainty avoidance still needs to be shed light. Therefore, this study investigated the relationship of country of origin image with consumer purchase intention through consumer uncertainty. The study further explored the conditional effect of brand image between country of origin and consumer uncertainty.

Design/methodology/approach

The data for this study was collected from 400 Pakistani consumers. As this study assessed purchase intentions and consumer uncertainty related to high technology products of China, therefore, the consumers of the Huawei brand were selected.

Findings

The findings revealed a negative influence of country of origin image on consumer purchase intentions both directly and indirectly through consumer uncertainty. Furthermore, the positive brand image of high tech products was found to moderate the effect of country of origin image on consumer uncertainty.

Originality/value

This study is the first of its kind that explores the intervening role of consumer uncertainty between country of origin image and consumer purchase intention in an emerging market. In addition, the study highlights the importance of strong brand image as it buffers consumer uncertainty because of stereotypes.

Details

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

Keywords

Article
Publication date: 6 June 2016

Talat Islam, Ishfaq Ahmed, Ghulam Ali and Tahreem Sadiq

Although the concept of corporate social responsibility (CSR) has become an inspiring catch all in the eyes of researchers and practitioners, little from its psychological…

1175

Abstract

Purpose

Although the concept of corporate social responsibility (CSR) has become an inspiring catch all in the eyes of researchers and practitioners, little from its psychological and behavioural consequences has been focused. This study aims to examine the relationship between CSR and organizational citizenship behaviour and the underlying mechanism between this relation using organizational identification and organizational commitment as mediating variables.

Design/methodology/approach

A questionnaire-based survey was given to 486 Malaysian employees of the hotel industry.

Findings

First, instruments were checked regarding its unidimensionality by applying confirmatory factor analysis (CFA), and then, structural equation modelling (SEM) was applied to test the model. SEM confirms that organizational commitment (OC) mediate the relationship between CSR and organizational citizenship behaviour (OCB), while organizational identification (OI) mediate the relationship between CSR and OC.

Research limitations/implications

The study selected sample from Malaysia hotel industry, the results might be different if samples are taken from a geographically different area.

Practical implications

The study has theoretical and practical implications for hotel managers to enhance employees’ identification, commitment and extra-role behaviour.

Originality/value

The study revealed underlying mechanism between CSR and OCB by incorporating OC and OI as mediating variables.

Article
Publication date: 11 March 2020

Ishfaq Ahmed, Talat Islam and Ahmad Usman

Entrepreneurial activities are the outcome of various individual dispositional and environmental factors. Taking both internal and external factors as the basic premise of…

Abstract

Purpose

Entrepreneurial activities are the outcome of various individual dispositional and environmental factors. Taking both internal and external factors as the basic premise of venturing, this study aims to investigate the impact of entrepreneurial self-efficacy on intentions through the mediating role of regret and moderation of family support.

Design/methodology/approach

Data was collected through a questionnaire from 435 students of three large public sector universities at two points of time with an interval of four months.

Findings

Self-efficacy influences entrepreneurial intentions through regret, while the absence of family support increases regret. As the family support is often perceived to be absent in the Pakistani entrepreneurial culture, the outcomes are distinctive.

Originality/value

These findings add value in the existing literature by linking family support, self-efficacy and regret association, and their ultimate influence on entrepreneurial intentions.

Details

Journal of Entrepreneurship in Emerging Economies, vol. 13 no. 1
Type: Research Article
ISSN: 2053-4604

Keywords

Article
Publication date: 22 June 2022

Talat Islam, Iram Zahra, Saif Ur Rehman and Saqib Jamil

Innovation has become a necessity for the information technology (IT) sector, especially during COVID-19 pandemic. Therefore, this study aims to investigate how knowledge…

Abstract

Purpose

Innovation has become a necessity for the information technology (IT) sector, especially during COVID-19 pandemic. Therefore, this study aims to investigate how knowledge sharing affects employees’ innovative work behavior (IWB). Specifically, the study examined occupational self-efficacy (as mediating mechanism) and entrepreneurial leadership (as boundary condition) to encourage IWB.

Design/methodology/approach

The study used social media platforms to collect data from 270 employees working in the IT sector through “google forms” on convenience basis between March and August, 2021. The study applied structural equation modeling in two stages to examine the measurement model (for uni-dimensionality) and the structural model (for hypotheses testing).

Findings

The study noted that knowledge sharing positively affects employees’ IWB and occupational self-efficacy positively explains this association. In addition, employees’ perception of entrepreneurial leadership strengthens the association between knowledge sharing and IWB.

Research limitations/implications

The study collected data from a developing country during COVID-19 by using a cross-sectional design that may restrict causality. However, the findings suggest the management not only encourages knowledge sharing environment but also engages employees in various training that motivate them to experiment with new ideas and techniques.

Originality/value

This study extends the existing literature on knowledge sharing and IWB by exploring occupational self-efficacy as mediating mechanism and entrepreneurial leadership as a boundary condition.

Details

Global Knowledge, Memory and Communication, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2514-9342

Keywords

Open Access
Article
Publication date: 24 May 2022

Talat Islam, Saleha Sharif, Hafiz Fawad Ali and Saqib Jamil

Nurses' turnover intention has become a major issue in developing countries with high power distance cultures. Therefore, the authors attempt to investigate how turnover…

Abstract

Purpose

Nurses' turnover intention has become a major issue in developing countries with high power distance cultures. Therefore, the authors attempt to investigate how turnover intention among nurses' can be reduced through paternalistic leadership (PL). The authors further investigate the mediating role of job satisfaction between the associations of benevolent, moral and authoritarian dimensions of PL with turnover intention. Finally, the authors examined perceived organizational support (POS) as a conditional variable between job satisfaction and turnover intention.

Design/methodology/approach

The authors collected data from 374 nurses working in public and private hospitals of high power distance culture using a questionnaire-based survey on convenience basis.

Findings

Structural equation modeling confirms that benevolent and moral dimensions of PL positively affect nurses' job satisfaction which helps them reduce their turnover intention. While the authoritarian dimension of PL negatively affects job satisfaction to further enhance their turnover intention. In addition, the authors noted POS as a conditional variable to trigger the negative effect of job satisfaction on turnover intention.

Research limitations/implications

The authors used a cross-sectional design to collect responses and ensured the absence of common method variance through Harman's Single factor test.

Originality/value

This study identified the mechanism (job satisfaction and POS) through which benevolent, moral and authoritative dimensions of PL predict turnover intention among nurses working in high power distance culture.

研究目的

護士有離職意向,在擁有高權力距離文化的發展中國家,已成為一個重大的問題。因此,我們擬探討如何可以透過採用家長式領導、把護士離職的意欲減低,繼而研究工作滿足感,在離職意向與家長式領導中仁慈、道德和獨裁這三個層面的關係中所起的中介作用。最後,我們就組織支持感,作為是工作滿足感與離職意向之間的一個條件變數,進行了研究。

研究設計/方法/理念

本研究透過採用在便利的基礎上進行的問卷調查,從374名在高權力距離文化的公營和私營醫院內工作的護士取得數據,進行分析。

研究結果

結構方程模型證實了家長式領導中的仁慈和道德這兩個層面,會對可減低護士離職意欲的工作滿足感,產生積極的影響。家長式領導中的獨裁層面、則會對護士的工作滿足程度產生負面的影響,繼而增強其離職意欲。而且,我們確認了組織支持感是一個會增強工作滿足感與離職意向之間負相聯的條件變數。

研究的局限/啟示

我們以橫斷面的設計法來收集回應,並透過採用哈曼 (Harman) 的單因素檢定法,來確保共同方法變異不會存在。

研究的原創性/價值

本研究確定了一個 (工作滿足感與組織支持感) 機制,透過這機制,家長式領導中的仁慈、道德和獨裁這三個層面可預測於高權力距離文化工作的護士的離職意向。

Details

European Journal of Management and Business Economics, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2444-8451

Keywords

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