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Article
Publication date: 4 March 2014

Aneela Qadeer, Humera Anwer, Talat Mahmood and Muhammad Abbas Bhutto

Nutritional and medicinal properties of black sesame seeds (Sesamum indicum) make it very valuable in traditional system of food. Minerals in Sesamum indicum play an…

Abstract

Purpose

Nutritional and medicinal properties of black sesame seeds (Sesamum indicum) make it very valuable in traditional system of food. Minerals in Sesamum indicum play an important role to enhance its nutritional value. The present research comprises on proximate and chemical analysis of Sesamum indicum. This study is also based on the development of ashing methods for extraction of metals in black sesame seeds. The paper aims to discuss these issues.

Design/methodology/approach

Black sesame seeds were taken from local market at Karachi-Pakistan. Proximate analysis of seeds comprises of moisture content, ash content and total metal content by EDTA titration. Digestion of this herb was done in different medium, i.e. HNO3, HCl, H2SO4 and simple ash (ash was prepared without using any acid). Atomic absorption spectroscopy was used for the analysis of metals, i.e. Fe, Zn, Cu and Mg in all these ashes.

Findings

From the results it is concluded that best medium for ashing is H2SO4, by which maximum ash (5.39±0.0021 per cent) produced. Qualitative analysis (based on Ksp values) also confirmed the presence of maximum number of metals in H2SO4 medium. Complexometric titration also revealed that maximum metal content was found to be in HCl and H2SO4 ash. Results from atomic absorption spectroscopy revealed that H2SO4 is the best method for copper (0.399±0.0001 mg/g) and iron (0.3993±0.0015 mg/g), while simple ash can extract zinc and magnesium at their maximum level.

Originality/value

This research demonstrates the best ashing method for the extraction of micronutrients, present in Sesamum indicum. These micronutrients are very beneficial for human health.

Details

Nutrition & Food Science, vol. 44 no. 2
Type: Research Article
ISSN: 0034-6659

Keywords

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Article
Publication date: 1 April 2019

Arshad Mahmood, Muhammad Naseer Akhtar, Usman Talat, Chuanmin Shuai and James C. Hyatt

The purpose of this paper is to increase understanding of the influence mechanisms of specific HR practices variables – salary, job stability and job enrichment – upon…

Abstract

Purpose

The purpose of this paper is to increase understanding of the influence mechanisms of specific HR practices variables – salary, job stability and job enrichment – upon employee commitment, through the mediating role of job satisfaction, in a developing country context. Crucially, these indicate employee commitment.

Design/methodology/approach

The study analyzed three specific HR practices with a sample of 263 employees in the banking industry of Pakistan. A structural equation modeling methodology is adopted.

Findings

The findings indicate that remuneration strategies were positively related to job satisfaction and employee commitment. Regarding the intervening impact of job satisfaction, this study found that it mediates only for non-monetary strategies between job satisfaction and employee commitment.

Research limitations/implications

A key limitation is that this is a cross-sectional study, perhaps not generalizable over longitudinal approaches. Another limit is posed by the developing country context of this study, perhaps not applicable to some developed countries.

Practical implications

From an HR perspective, managing salary structure is an ongoing issue. The proposed model suggests the use of specific practices about satisfaction and commitment as intermediate steps to manage employee commitment.

Originality/value

The research offers a unique understanding from the developing country context of Pakistan. This provides a novel study conducted to examine employee commitment using the high-performance work practices model.

Details

Employee Relations: The International Journal, vol. 41 no. 3
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 3 June 2020

Talat Islam, Saima Ahmad, Ahmad Kaleem and Khalid Mahmood

The purpose of this paper is to extend the scant literature on the effect of abusive supervision on knowledge sharing by examining the roles of Islamic work ethic and…

Abstract

Purpose

The purpose of this paper is to extend the scant literature on the effect of abusive supervision on knowledge sharing by examining the roles of Islamic work ethic and learning goal orientation in moderating the effect.

Design/methodology/approach

This paper utilizes a cross-lagged survey research design to collect data from 735 employees working in the services and manufacturing sectors of Pakistan.

Findings

The data analysis revealed that abusive supervision has a damaging effect on knowledge sharing in the workplace. However, employee learning goal orientation and the Islamic work ethic help in mitigating this detrimental effect.

Research limitations/implications

The main theoretical implication is to advance knowledge on the boundary conditions that help in mitigating the undesirable effect of abusive supervision on sharing of knowledge in organizational settings.

Practical implications

This paper provides practical insights into mitigating the damaging effects of abusive supervision, a prevalent issue in Asian societies, through the lenses of Islamic business ethics and learning goal orientation.

Originality/value

This is the first study that examines the boundary conditions placed by the Islamic work ethic and learning goal orientation around the relationship between abusive supervision and knowledge sharing in the context of Pakistan.

Details

Management Decision, vol. 59 no. 2
Type: Research Article
ISSN: 0025-1747

Keywords

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Article
Publication date: 30 December 2020

Talat Islam, Mubbsher Munawar Khan, Ishfaq Ahmed and Khalid Mahmood

Human misbehaviors are responsible for climate change as they waste resources and pollute water and air that dilapidate the environment. Considering the fact and…

Abstract

Purpose

Human misbehaviors are responsible for climate change as they waste resources and pollute water and air that dilapidate the environment. Considering the fact and contributing to the United Nations sustainable development goals of 2019, organizations started focusing their green HRM practices to develop employees' green attitudes and behaviors. This study is an attempt in this direction. It examines the impact of ethical leadership on individuals' green in-role and extra-role behaviors with the mediating role of green HRM practices and the moderating role of individual green values.

Design/methodology/approach

The study collected data from 645 MBA executive students working in various manufacturing industries with at least one year of experience. The data were collected using a questionnaire-based survey in two-time lags.

Findings

Hypothesized relationships are tested through structural equation modeling. Findings reflected a significant impact of ethical leadership on green HRM practices, in-role, and extra-role green behaviors. Besides, green HRM practices mediated the relationship between ethical leadership and both types of green behaviors. Furthermore, it was observed that the individual green values strengthened the association between green HRM practices and both types of green behaviors.

Research limitations/implications

A cross-sectional design with time lags was used to avoid common method bias. The findings of the study contribute to supply-value-fit theory and validate the scale of individual green value.

Practical implications

This study guides management that employees only perceive their organizational practices as green when they find their leaders are ethical. Further, considering individual green values in the recruitment process can help organizations accomplishing their green goals.

Originality/value

This study is novel in examining the mediating role of green HRM practices between ethical leadership and green behaviors. Further, the analysis not only validates the scale of individual green values but also noted its moderating role between green HRM and green behaviors.

Details

International Journal of Manpower, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0143-7720

Keywords

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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. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2056-4902

Keywords

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Article
Publication date: 8 July 2019

Faiza Syed, Malik Shah Zaman Latif, Iftikhar Ahmed, Sadia Bibi, Saif Ullah and Nauman Khalid

The purpose of this paper is to access the present situation of the Pakistani population that suffers from vitamin D deficiency.

Abstract

Purpose

The purpose of this paper is to access the present situation of the Pakistani population that suffers from vitamin D deficiency.

Design/methodology/approach

A review-based study was conducted based on publications from Pakistan between the years 2008 and 2018. The publications were archived from Pub Med and Google Scholar databases. A total of 18 publications were shortlisted, based on the cutoff values of vitamin D sufficiency, insufficiency and deficiency.

Findings

As per the data, 38.5 per cent of the participants were males, 48.7 per cent were females and 12.8 per cent of the studies have not mentioned the genders of the participants. The cumulative results show that 58.17 per cent (95 per cent CI: 52.17, 64.16) of the population is vitamin D-deficient and 26.65 per cent (95 per cent CI: 21.63, 31.66) is insufficient in vitamin D. The highest level of vitamin D deficiency was reported from Sindh (62.15 per cent), followed by Khyber Pakhtunkhwa (60.57 per cent), Punjab (51.75 per cent) and the Federal Capital (49.25 per cent). Moreover, Cochran’s Q test indicated considerable heterogeneity (p = >0.001) with regard to Vitamin D deficiency (VDD) prevalence found among samples from the selected studies.

Originality/value

The present analysis suggests that more than half of the Pakistani population suffers from VDD, which, thus, should be considered as an epidemic and treated likewise.

Details

Nutrition & Food Science , vol. 50 no. 1
Type: Research Article
ISSN: 0034-6659

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Article
Publication date: 17 February 2021

Saima Ahmad, Talat Islam, Misbah Sadiq and Ahmad Kaleem

This paper aims to investigate the influence of supervisor's ethical leadership style on subordinates' green or pro-environmental work behavior in the presence of green…

Abstract

Purpose

This paper aims to investigate the influence of supervisor's ethical leadership style on subordinates' green or pro-environmental work behavior in the presence of green human resource management (GHRM) as a mediator and environmental knowledge as a moderator.

Design/methodology/approach

A questionnaire-based was distributed to 427 supervisor–subordinate dyads working in various Pakistani organizations. Structural equation modeling was used to determine the mechanisms and boundary conditions in the relationship between supervisor's ethical leadership style and subordinates' green behavior.

Findings

Structural equation modeling supported a partial mediating role of GHRM in the influence of ethical leadership on green work behavior. Further, the findings revealed that employee's environmental knowledge can magnify the indirect impact of ethical leadership, via GHRM, on green behavior.

Research limitations/implications

Cross-sectional survey data are typically associated with common method bias. To counter this bias, we collected data from dual sources, namely, supervisors and their subordinates. The research findings have implications in deepening the understanding of the impact of ethical leadership in improving environmental performance of the organization.

Originality/value

This is the first study that utilizes multi-sourced data to examine the mediating role of GHRM and the moderating role of environmental knowledge in the relationship between ethical leadership and green behavior at work.

Details

Leadership & Organization Development Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0143-7739

Keywords

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Article
Publication date: 24 September 2019

Farman Afzal, Shao Yunfei, Mubasher Nazir and Saad Mahmood Bhatti

In the past decades, artificial intelligence (AI)-based hybrid methods have been increasingly applied in construction risk management practices. The purpose of this paper…

Abstract

Purpose

In the past decades, artificial intelligence (AI)-based hybrid methods have been increasingly applied in construction risk management practices. The purpose of this paper is to review and compile the current AI methods used for cost-risk assessment in the construction management domain in order to capture complexity and risk interdependencies under high uncertainty.

Design/methodology/approach

This paper makes a content analysis, based on a comprehensive literature review of articles published in high-quality journals from the years 2008 to 2018. Fuzzy hybrid methods, such as fuzzy-analytical network processing, fuzzy-artificial neural network and fuzzy-simulation, have been widely used and dominated in the literature due to their ability to measure the complexity and uncertainty of the system.

Findings

The findings of this review article suggest that due to the limitation of subjective risk data and complex computation, the applications of these AI methods are limited in order to address cost overrun issues under high uncertainty. It is suggested that a hybrid approach of fuzzy logic and extended form of Bayesian belief network (BBN) can be applied in cost-risk assessment to better capture complexity-risk interdependencies under uncertainty.

Research limitations/implications

This study only focuses on the subjective risk assessment methods applied in construction management to overcome cost overrun problem. Therefore, future research can be extended to interpret the input data required to deal with uncertainties, rather than relying solely on subjective judgments in risk assessment analysis.

Practical implications

These results may assist in the management of cost overrun while addressing complexity and uncertainty to avoid chaos in a project. In addition, project managers, experts and practitioners should address the interrelationship between key complexity and risk factors in order to plan risk impact on project cost. The proposed hybrid method of fuzzy logic and BBN can better support the management implications in recent construction risk management practice.

Originality/value

This study addresses the applications of AI-based methods in complex construction projects. A proposed hybrid approach could better address the complexity-risk interdependencies which increase cost uncertainty in project.

Details

International Journal of Managing Projects in Business, vol. 14 no. 2
Type: Research Article
ISSN: 1753-8378

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Article
Publication date: 2 May 2020

Taiwo Temitope Lasisi, Ali Ozturen, Kayode Kolawole Eluwole and Turgay Avci

This study aims to build and test an empirical model that investigates the mechanism with which innovation-based human resource management (HRM) impacts employee…

Abstract

Purpose

This study aims to build and test an empirical model that investigates the mechanism with which innovation-based human resource management (HRM) impacts employee satisfaction and performance in Nigerian international airports.

Design/methodology/approach

A time-lagged approach that involved three-waves was used to collect data from passenger-contact employees and their immediate managers for three-month period starting from January to March 2019. A total of 247 dyads of passenger-contact employees and managers were used for the data analysis.

Findings

Results from data analysis showed that coworker support and absorptive capacity mediate the impact of innovation-based HRM on employee satisfaction and performance. Innovation-based human resource effort is best applied when coworker support is evident in the workplace.

Originality/value

The development and application of innovation-driven human resources in the Nigerian aviation context encourage satisfaction with assigned task roles, leading to employee performance. Theory-based implications for managing passenger-contact employees were also given. A significant strength of this study is that it is among the forerunners of scholars that investigated innovation-based HRM as a continuum rather than different aspects of broader management issues.

Details

Employee Relations: The International Journal, vol. 42 no. 6
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 1 April 2020

DuckJung Shin, Alaine Garmendia, Muhammad Ali, Alison M. Konrad and Damian Madinabeitia-Olabarria

Despite decades of studies on high-involvement human resource management (HRM) systems, questions remain of whether high-involvement HRM systems can increase the…

Abstract

Purpose

Despite decades of studies on high-involvement human resource management (HRM) systems, questions remain of whether high-involvement HRM systems can increase the commitment of women. This study aims to contribute to the growing body of research on the cross-level effect of HRM systems and practices on employee affective commitment by considering the moderating role of gender.

Design/methodology/approach

Integrating social exchange theory with gender role theory, this paper proposes that gender responses to HRM practices can be different. The hypotheses were tested using data from 104 small- and medium-sized retail enterprises and 6,320 employees from Spain.

Findings

The findings generally support the study’s hypotheses, with women’s affective commitment responding more strongly and positively to employees’ aggregated perceptions of a shop-level high-involvement HRM system. The findings imply that a high-involvement HRM system can promote the affective commitment of women.

Originality/value

This study investigates the impact of both an overall HRM system and function-specific HRM sub-systems (e.g. training, information, participation and autonomy). By showing that women can be more positively affected by high-involvement HRM systems, this paper suggests that high-involvement HRM systems can be used to encourage the involvement and participation of women.

Details

Gender in Management: An International Journal , vol. 35 no. 2
Type: Research Article
ISSN: 1754-2413

Keywords

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