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Article
Publication date: 13 November 2017

Usman Talat, Kirk Chang and Bang Nguyen

The purpose of this paper is to review intuition in the context of organizational change. The authors argue that intuition as a concept requires attention and its…

Abstract

Purpose

The purpose of this paper is to review intuition in the context of organizational change. The authors argue that intuition as a concept requires attention and its formulation is necessary prior to its application in organizations. The paper provides a critique of dual process theory and highlights shortcomings in organization theorizing of intuition.

Design/methodology/approach

The paper is conceptual and provides in-depth theoretical discussions by drawing from the literature on decision and intuition in the context of organizational change.

Findings

Investigating whether dual process theory is sufficiently clear, the authors found ambiguity. Specifically, the current definition provided by Dane and Pratt is not clear in terms of its four sections: the consciousness of non-conscious processing, involving holistic associations, that are produced rapidly, which result in affectively charged judgments. Finally, the authors note that the evolutionary perspective is missing and they provide foundational concepts for such a perspective, including the discussion of information templates, memes and genes, as argued by research, condition intuition.

Originality/value

The paper finds that an evolutionary perspective develops a picture of intuition as an adaptive resource. This evolutionary perspective is currently absent in research and the authors provide foundational concepts for such a perspective. They propose specific arguments to highlight the evolutionary perspective.

Details

The Bottom Line, vol. 30 no. 3
Type: Research Article
ISSN: 0888-045X

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Article
Publication date: 16 January 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…

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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: 9 October 2017

Usman Talat and Kirk Chang

The purpose of this study is to examine employee imagination and implications for entrepreneurs of China. In 2015, the European Group of Organization Studies released a…

Abstract

Purpose

The purpose of this study is to examine employee imagination and implications for entrepreneurs of China. In 2015, the European Group of Organization Studies released a call for papers highlighting poor knowledge of employee imagination in organizations. To address this need, the current study hypothesizes employee imagination consisting of seven conditions common to the organizational experience of Chinese Entrepreneurs.

Design/methodology/approach

The current paper reviews the Chinese enterprising context. Cases from China are used to illustrate the effects of proposed conditions and their value for entrepreneurs and innovators in businesses undergoing change.

Findings

Employee imagination underpins and conditions how Chinese employees make sense of their organizations and better understand the process of organizational change. From the viewpoint of human resource management, emphasis on coaching and developing imagination enables businesses to stay competitive and adapt to environmental demands such as lack of information, too much information or the need for new information.

Research limitations/implications

The proposed conditions apply to the Chinese context; however, their application to wider contexts is suggested and requires attention.

Practical implications

Employee imagination was found to be a powerful tool, which facilitates the process of organizational change management.

Originality/value

Theoretically, the research adds new insights to knowledge of a poorly understood organizational behavior topic – employee imagination. Practically, the research findings provide mangers with knowledge of conditions, which could be adopted as powerful tools in facilitating organizational change management.

Details

Journal of Chinese Human Resource Management, vol. 8 no. 2
Type: Research Article
ISSN: 2040-8005

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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

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Article
Publication date: 19 August 2021

Talat Islam, Ishfaq Ahmed, Ahmad Usman and Muhammad Ali

Abusive supervision is found to influence the workplace negatively but how it predicts knowledge hiding behavior is an area that has not gained due attention in the…

Abstract

Purpose

Abusive supervision is found to influence the workplace negatively but how it predicts knowledge hiding behavior is an area that has not gained due attention in the literature. To this backdrop, this study aims to investigate the effect of abusive supervision on knowledge hiding behavior considering future orientation and Islamic work ethics (IWE) as moderators.

Design/methodology/approach

The data from 396 employees, working in both manufacturing and service sectors, is collected through a questionnaire-based survey in two-lags between November 2019 and January 2020.

Findings

Structural equation modeling highlighted that a positive relationship exists between abusive supervision and knowledge hiding behavior. Moreover, higher levels of IWE and future orientation are found to weaken the said relationship.

Practical implications

This paper provides practical understandings into extenuating the destructive effects of the dark side of leadership (abusive supervision), a prevalent issue in Asian societies, through the lens of personality (future orientation) and belief (IWE).

Originality/value

This study adds value by investigating the relationship between abusive supervision and knowledge hiding by demonstrating the moderating effects of IWE and future orientation in the context of Pakistan.

Details

Management Research Review, vol. 44 no. 12
Type: Research Article
ISSN: 2040-8269

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Article
Publication date: 3 April 2020

Talat Islam, Mubbsher Munawar Khan, Ishfaq Ahmed, Ahmad Usman and Muhammad Ali

This study investigates the mechanism between work-family conflict (WFC) and job dissatisfaction by considering threat to family role as a mediator and role segment…

Abstract

Purpose

This study investigates the mechanism between work-family conflict (WFC) and job dissatisfaction by considering threat to family role as a mediator and role segment enhancement as a moderator.

Design/methodology/approach

The data were collected from 245 male and 245 female police officers using a questionnaire-based survey method through convenience sampling.

Findings

Results revealed that threat to family role partially mediates the association between WFC and job dissatisfaction. Role segment enhancement was also noted to weaken the association between WFC and job dissatisfaction. Moreover, the study revealed that male employees are more likely to draw a boundary between their work and family domain, which was not found in their female counterparts.

Research limitations/implications

The survey for this study was conducted in a male-dominant developing country, so results may be different in developed countries. The study has theoretical and managerial implications.

Originality/value

This study adds value to the existing literature on work-family conflicts in the perspective of source attribution and boundary management. Further, to the best of researchers' knowledge, none of the previous studies have examined role segment enhancement and threat to family role among the police workforce.

Details

Policing: An International Journal, vol. 43 no. 2
Type: Research Article
ISSN: 1363-951X

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Article
Publication date: 7 November 2018

Talat Islam, Jawad Tariq and Bushra Usman

The purpose of this paper is to investigate the mechanism between transformational leadership (TL) and organizational commitment (OC) using job characteristics as a…

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2615

Abstract

Purpose

The purpose of this paper is to investigate the mechanism between transformational leadership (TL) and organizational commitment (OC) using job characteristics as a mediator and participative and directive leadership (DL) as moderator.

Design/methodology/approach

The authors used a questionnaire-based survey to collect data from 563 employees working in the banking industry.

Findings

The data were analyzed using structural equation modeling. The findings confirmed the mediating role of job characteristics and moderating role of both participative and DL styles between TL and OC.

Research limitations/implications

The data for this study were collected at one point of time and it has implications for the policymakers and bankers.

Originality/value

The study is novel as it highlights the importance of job characteristics, participative and DL styles in understanding the relationship between TL and OC.

Details

Journal of Management Development, vol. 37 no. 9/10
Type: Research Article
ISSN: 0262-1711

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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

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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. 14 no. 2
Type: Research Article
ISSN: 2056-4902

Keywords

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Article
Publication date: 7 June 2021

Talat Islam, Arooba Chaudhary and Muhammad Faisal Aziz

This study aims to examine the effect of knowledge hiding (KH) on organizational citizenship behavior toward individuals (OCBI) through the mediation of self-conscious…

Abstract

Purpose

This study aims to examine the effect of knowledge hiding (KH) on organizational citizenship behavior toward individuals (OCBI) through the mediation of self-conscious emotions (SCE), namely, shame and guilt. This paper further considers the supervisor’s Islamic work ethics (IWE) as a conditional variable.

Design/methodology/approach

In this quantity-based research, this paper collected data from 473 employees working in various service and manufacturing organizations through Google form at two-lags.

Findings

The study applied structural equation modeling and identified that employees experience SCE due to KH. More specifically, rationalized hiding was found to have a negative effect, whereas playing dumb and evasive hiding was found to have a positive effect on shame and guilt. The results also revealed SCE (shame and guilt) as mediators between KH and OCBI. Further, the supervisor’s IWE was found to be a conditional variable to strengthen the association between KH and SCE.

Research limitations/implications

The study collected data from a single source. However, the issue of common method variance was tackled through time-lags.

Practical implications

The study suggests that supervisors must communicate with employees about the negative outcomes of KH. They must create such an environment that discourages the engagement of employees in KH and encourages the employees to engage themselves in helping behaviors to maintain a productive and creative work environment.

Originality/value

This study adds to the limited literature on the emotional consequences of KH from knowledge hiders’ perspective and unfolds the behavior-emotion-behavior sequence through the emotional pathway. More specifically, this study examined the negative emotional effect of hiding the knowledge that leads to compensatory strategy (organizational citizenship behavior) through SCE (shame and guilt). Finally, zooming into SCE, this study elucidates the supervisor’s IWE as a conditional variable.

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