Search results

1 – 10 of 24
To view the access options for this content please click here
Article
Publication date: 14 June 2021

Zahid Hameed, Rana Muhammad Naeem, Marria Hassan, Muhammad Naeem, Muhammad Nazim and Adnan Maqbool

This study aims to examine the relationship between green human resource management (GHRM) practices and green transformational leadership toward inducing employees' green…

Abstract

Purpose

This study aims to examine the relationship between green human resource management (GHRM) practices and green transformational leadership toward inducing employees' green creativity. Specifically, drawing upon the ability, motivation and opportunity theory, the authors tested how green perceived organizational support (green POS) mediates the link between GHRM practices and employees' green creativity. Furthermore, based on the firm's resource-based view, the authors examine the moderating role of green transformational leadership on the relationship between GHRM practice and green POS.

Design/methodology/approach

Using a survey questionnaire, this research was conducted with a multi-source sample of 201 supervisors and their 428 subordinates from organizations working in grocery, food and personal care products in Pakistan.

Findings

The findings of structural equation modeling revealed that green POS plays a mediating role between GHRM and employees' green creativity. The study findings also highlighted that green transformational leadership moderates the positive relationship between GHRM practices and green POS.

Practical implications

Organizations need to implement GHRM practices to achieve environmental performance. Individuals are likely to recognize themselves with organizations that are engaged in green practices, and therefore, organizations can get benefits from implementing GHRM practices.

Originality/value

This research explores green POS and green transformational leadership as novel mechanisms through which GHRM practices influence employees' green creativity in organizations. In addition, the authors empirically examined our theorized relationships in the South Asian context.

Details

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

Keywords

To view the access options for this content please click here
Article
Publication date: 16 April 2018

Tahir Islam, Zaryab Sheikh, Zahid Hameed, Ikram Ullah Khan and Rauf I. Azam

The purpose of this paper is to provide the overview of factors responsible for materialism and compulsive buying among adolescents and young adults. In today’s world…

Abstract

Purpose

The purpose of this paper is to provide the overview of factors responsible for materialism and compulsive buying among adolescents and young adults. In today’s world, materialism is a crucial phenomenon of the modern age. According to social comparison theory, comparisons are a significant factor affecting the behavioral intentions of adolescents and young adults. Thus, this study develops a framework based on the stimulus–organism–response model and uses the framework to examine the impact of interpersonal communication and marketing factors on social comparison, materialism and compulsive buying, with social media acting as a moderator.

Design/methodology/approach

Using a survey method, data were collected in Study 1 from adolescents (n = 298) and in Study 2 from young adults (n = 345). Structural equation modeling analysis using partial least squares technique was used to analyze the data.

Findings

The results show that social comparison plays a significant role in developing materialistic values and compulsive buying among adolescents and young adults. Through these two studies, it was found that young adults are more socially comparative, materialistic and compulsive in buying as compared to adolescents. Moreover, social media use moderated the relationship between social comparison with peers and media celebrities, which means that rapid increase of social media use leads adolescents and young adults to create high social comparison and materialistic values.

Research limitations/implications

This research is based on the cross-sectional method, which limits the research findings.

Practical implications

This research helps corporate managers understand the interpersonal communication role in creating social comparison among individuals. The study found that peer communication plays a more important role in enhancing the social comparative values among young adults than among adolescents, which provides clear implications for the practitioner.

Originality/value

This study makes a significant contribution to extant literature by discussing the above issue and presenting quantitative data. The study extends the literature by examining and validating a theoretical model of how interpersonal communication among socializing agents affects social comparison among young adults and adolescents. This research examines outcomes of the social comparison with parents, peers and social media, based on the stimulus–organism–response (SOR) model.

Details

Young Consumers, vol. 19 no. 1
Type: Research Article
ISSN: 1747-3616

Keywords

To view the access options for this content please click here
Article
Publication date: 8 January 2019

Zaryab Sheikh, Liu Yezheng, Tahir Islam, Zahid Hameed and Ikram Ullah Khan

The purpose of this paper is to investigate the influence of social commerce constructs (SCCs), social support and relationship quality on social commerce intentions…

Abstract

Purpose

The purpose of this paper is to investigate the influence of social commerce constructs (SCCs), social support and relationship quality on social commerce intentions, which lead to use behaviour of social networking sites for social commerce.

Design/methodology/approach

Data were collected from 343 users of social networking sites in Pakistan. The data analysis was conducted using PLS-SEM.

Findings

The results show that SCCs have empowered consumers through the existence of virtual groups, ratings and reviews and recommendations and referrals, thereby having a significant impact on social commerce intentions. The relationship quality with social networking sites, measured through commitment, satisfaction and trust, also proved to be a leading forecaster of social commerce intentions. The impact of social support could not positively influence the relationship quality with the social networking site. However, social support influences the social commerce intentions significantly.

Research limitations/implications

Future research should enrich model with some moderating variables and data may be collected from actual online shoppers only.

Practical implications

This study provides valuable insights to retailers to formulate their social commerce strategies as per decision factors results to have maximum engagement of consumers in social commerce.

Originality/value

The study proposes the unique model for finding the social commerce intentions and use behaviour using social support theory, relationship marketing theory and information systems literature.

Details

Information Technology & People, vol. 32 no. 1
Type: Research Article
ISSN: 0959-3845

Keywords

To view the access options for this content please click here
Article
Publication date: 24 February 2020

Zahid Hameed, Ikram Ullah Khan, Tahir Islam, Zaryab Sheikh and Rana Muhammad Naeem

Recent research has demonstrated an increasing awareness among business communities about the importance of environmental concerns. Green human resource management (GHRM…

Abstract

Purpose

Recent research has demonstrated an increasing awareness among business communities about the importance of environmental concerns. Green human resource management (GHRM) has become a crucial business strategy for organizations because the human resource department can play a key role in going “green.” This study tests an integrative model incorporating the indirect effects of GHRM practices on employee organizational citizenship behavior toward environment (OCBE), through green employee empowerment. Moreover, this study investigates the moderating effect of individual green values on OCBE.

Design/methodology/approach

Using a paper–pencil survey, we collected multisource data from 365 employees and their immediate supervisors from Pakistan.

Findings

The results of structural regression revealed that GHRM has a significant indirect effect on OCBE through green employee empowerment. The results also indicated that individual green values moderated the positive relationship between green employee empowerment and OCBE.

Practical implications

Organizations should appropriately appraise workers’ green behavior and align their behavior to pay and promotion. Organizations should also encourage and motivate employees to be engaged in green activities and contribute to environmental management.

Originality/value

This study suggests that green employee empowerment and individual green values are important factors that influence the relationship between GHRM and employees' OCBE, and it empirically analyzes these proposed relationships in a developing country context.

Details

International Journal of Manpower, vol. 41 no. 7
Type: Research Article
ISSN: 0143-7720

Keywords

To view the access options for this content please click here
Article
Publication date: 2 May 2020

Rana Muhammad Naeem, Khalil Ahmed Channa, Zahid Hameed, Ghulam Ali Arain and Zia Ul Islam

In this study, the authors aim to explain the mechanism between transformational leadership and job crafting. They predict that job-based psychological ownership…

Abstract

Purpose

In this study, the authors aim to explain the mechanism between transformational leadership and job crafting. They predict that job-based psychological ownership (job-based PO) mediates the relationship between transformational leadership and job crafting. Furthermore, job-based PO is more effective when employees have a high level of affective organizational commitment.

Design/methodology/approach

The authors collected time-lagged data through a paper–pencil survey from the sales department of large pharmaceutical companies in Pakistan.

Findings

The findings of this study suggest that job-based PO mediates the positive relationship between transformational leadership and job crafting. Moreover, the relationship of job-based PO with job crafting is moderated by affective organizational commitment such that the relationship was stronger at the high levels of affective organizational commitment than that of the low levels of affective organizational commitment.

Practical implications

On practical grounds, job crafting can be useful for individuals and organizations. On individuals’ side, it helps them to balance their job demands and resource; on organizations’ side, it provides a solution to the ongoing problem of disengaged employees and suggests managers identify new ways to support employees with their job redesign.

Originality/value

This study suggests that job-based PO and affective organizational commitment are important factors that influence the relationship between transformational leadership and job crafting.

Details

Personnel Review, vol. 50 no. 1
Type: Research Article
ISSN: 0048-3486

Keywords

To view the access options for this content please click here
Article
Publication date: 2 July 2020

Muhammad Burhan, Stephen Swailes, Zahid Hameed and Imran Ali

Guided by institutional theory, this empirical paper examines variations in the adoption of HRM practices among SMEs in three different business sectors (services…

Abstract

Purpose

Guided by institutional theory, this empirical paper examines variations in the adoption of HRM practices among SMEs in three different business sectors (services, manufacturing and trade).

Design/methodology/approach

Data from 300 owners/managers representing three business sectors were collected through a survey method.

Findings

The results suggest that service SMEs use more formal HRM practices than manufacturing and trade SMEs. Manufacturing SMEs are more formal than trade firms. Results are not affected by firm age.

Research limitations/implications

Social desirability bias may have influenced respondents into portraying a positive image of the organization by inflating HRM sophistication. A further limitation is that the performance of the firms was not measured. As such, it is not possible to judge whether greater HRM formality correlated with improved organizational performance.

Practical implications

This study shows how the business sector shapes HRM practices in Pakistani SMEs. Findings help to inform Pakistan's Small and Medium Enterprise Development Authority (SMEDA) in dealings with manufacturing and trade firms in terms of improving HRM practices.

Originality/value

Given the important role of SMEs in economic development, comparative research on HRM in SME contexts is scarce. Since SMEs are vital for Pakistan's economy, an improved understanding of the sector's approach to human resource development is important. The findings extend the boundaries of prior comparative HRM literature in SMEs by addressing sector influences while controlling for contextual factors.

Details

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

Keywords

To view the access options for this content please click here
Article
Publication date: 12 May 2020

Safeer Ullah Khan, Xiang-dong Liu, Cheng Liu, Ikram Ullah Khan and Zahid Hameed

This paper investigates the effects of different uncertainties on Internet stock trading (IST) adoption intentions of individual investors in China and aims to determine…

Abstract

Purpose

This paper investigates the effects of different uncertainties on Internet stock trading (IST) adoption intentions of individual investors in China and aims to determine the interaction effects of trust and perceived benefits in the relationship between uncertainty dimensions and IST adoption intentions.

Design/methodology/approach

Using a structured questionnaire, a survey of 353 experienced stock traders was conducted in China. The proposed uncertainty-trust-perceived benefits framework was examined through structural equation modelling using Smart PLS 3.0.

Findings

The study found significant negative effects of perceived technology uncertainty, perceived regulatory uncertainty and perceived information asymmetry on the IST adoption intentions of individual investors. Perceived service intangibility was found to have only insignificant effects on IST adoption intentions. In terms of interaction results, trust significantly moderates the relationship between IST adoption intentions and, respectively, perceived technology uncertainty and perceived information asymmetry. Similarly, perceived benefits significantly moderate the relationship between intentions to adopt IST and both perceived technology uncertainty and perceived regulatory uncertainty.

Practical implications

The regulators for IST development in China could utilise the results of this study as guidelines for strategies to increase the use of IST among existing and potential investors.

Originality/value

Using social cognitive theory, this research investigates the effects of various uncertainties on IST adoption intentions of individual investors in China; these effects have not been explored by previous literature. Furthermore, few studies other than this one have investigated the interaction effects of factors which counteract the negative effect of other factors.

Details

Information Technology & People, vol. 34 no. 2
Type: Research Article
ISSN: 0959-3845

Keywords

To view the access options for this content please click here
Article
Publication date: 1 November 2019

Muhammad Naeem, Qingxiong (Derek) Weng, Ahmed Ali and Zahid Hameed

Drawing upon affective events theory, the authors propose that the subordinates’ negative gossip acts as a targeting affective event which leads to supervisor negative…

Abstract

Purpose

Drawing upon affective events theory, the authors propose that the subordinates’ negative gossip acts as a targeting affective event which leads to supervisor negative emotions. In turn, such negative emotions provoke supervisors to exhibit abusive behavior toward their subordinates. Additionally, the authors propose that an affective dispositional factor, namely, supervisor emotional regulation, moderates the hypothesized relationships. Using multisource data and a moderated-mediation model, the authors find that the supervisor’s perception of the subordinates’ negative workplace gossip is associated with abusive supervision through the supervisor’s negative emotions. Moreover, the supervisor’s emotional regulation mitigates the relationship between such negative gossip and the supervisor’s negative emotions. The paper aims to discuss this issue.

Design/methodology/approach

Data were collected from employees (e.g. subordinates) and their immediate supervisors in organizations representing a variety of industries (e.g. finance, health care, information technology, public safety and human services) located in three cities in China. Respondents were recruited from different professional online forums with the offer of free movie tickets in return for participation.

Findings

Using multisource data and a moderated-mediation model, the authors find that the supervisor’s perception of the subordinates’ negative workplace gossip is associated with abusive supervision through the supervisor’s negative emotions. Moreover, the supervisor’s emotional regulation mitigates the relationship between such negative gossip and the supervisor’s negative emotions, but not the relationship between the supervisor’s negative emotions and abusive supervision.

Research limitations/implications

Like all studies, the current one is not without limitations. First, the data were collected using a cross-sectional research design, which limits the interference of causality among the hypothesized relationships in the model. Future research work should apply alternative research designs such as a daily diary or longitudinal data collection (Shadish et al., 2002), in order to support the validity of the study.

Practical implications

In practical terms, abusive supervision is recognized as a destructive workplace behavior that is costly to organizations (Mackey et al., 2017; Martinko et al., 2013). Thus, it is important for organizational management and practitioners to understand the reasons why supervisors exhibit abusive behavior toward subordinates.

Social implications

Through this study, higher management must understand harmful effects of subordinates’ workplace negative gossip, it must be recognized as other types of workplace mistreatment (rudeness and incivility), establishment and enforcement of the code of conduct can prevent negative workplace gossip prevalence in the workplace.

Originality/value

This study has contributed to the organizational behavior literature in several aspects. First, most studies have examined the consequences of abusive supervisor through subordinates victimization, current study contributes in the ongoing stream of research by examining antecedents of abusive supervision through subordinates’ social victimization (e.g. negative workplace gossip) of supervisors.

Details

Personnel Review, vol. 49 no. 1
Type: Research Article
ISSN: 0048-3486

Keywords

To view the access options for this content please click here
Article
Publication date: 19 September 2019

Zahid Hameed, Ikram Ullah Khan, Tahir Islam, Zaryab Sheikh and Safeer Ullah Khan

The purpose of this paper is to extend the corporate social responsibility (CSR) literature by examining the influence of a firm’s external CSR activities (efforts…

Abstract

Purpose

The purpose of this paper is to extend the corporate social responsibility (CSR) literature by examining the influence of a firm’s external CSR activities (efforts directed toward external stakeholders of the firm) and internal CSR activities (efforts directed toward employees) on employees’ organizational citizenship behaviors toward the environment (OCBE) via organizational pride. The authors also examine the moderating role of perceived organizational support (POS) between CSR and organizational pride.

Design/methodology/approach

A total of 324 questionnaires were collected from the hospitality industry of Pakistan.

Findings

The results of this research revealed that dimensions of CSR (external and internal) have a positive influence on organizational pride. Also, organizational pride is found as an underlying mediating mechanism between the relationship of CSR and OCBE. The results also indicated that a higher level of POS strengthens the relationship between CSR and organizational pride.

Practical implications

The findings are limited to only hospitality industry. Organizations can enhance employees’ sense of pride through CSR activities, which subsequently enhance employees OCBE. The findings also suggested that organizational pride contains intrinsic motivation that can help employees to enhance their OCBE.

Originality/value

This research suggests that organizational pride and POS are important factors which influence the relationship between CSR and OCBE. Further, it also empirically tests this model in a developing country context.

Details

South Asian Journal of Business Studies, vol. 8 no. 3
Type: Research Article
ISSN: 2398-628X

Keywords

To view the access options for this content please click here
Article
Publication date: 18 October 2019

Saira Yousaf, Muhammad Imran Rasheed, Zahid Hameed and Adeel Luqman

The purpose of this paper is to apply conservation of resource (COR) theory and the buffering hypothesis of social support to explore occupational stress and its negative…

Abstract

Purpose

The purpose of this paper is to apply conservation of resource (COR) theory and the buffering hypothesis of social support to explore occupational stress and its negative outcomes such as job engagement and turnover intentions for front-line hospitality industry employees in the People’s Republic of China.

Design/methodology/approach

Primary data were collected in two waves from 318 front-line employees in a chain of restaurants located in the eastern region of the People’s Republic of China.

Findings

Integrating COR theory and the buffering hypothesis of social support, job satisfaction is found to be a mediating mechanism in the relationships between occupational stress and job engagement and occupational stress and employee turnover intentions for front-line hospitality industry workers. Moreover, the authors found the boundary condition role of work-social support. The relationships between stress and its negative outcomes are weak for the employees receiving high social support at work.

Originality/value

This study calls for researchers’ attention towards the issues of occupational stress focussing on the implications of work-social support for front-line hospitality industry employees.

Details

Personnel Review, vol. 49 no. 3
Type: Research Article
ISSN: 0048-3486

Keywords

1 – 10 of 24