Browsing by Author "Dr. Asma Imran"

Filter results by typing the first few letters
Now showing 1 - 3 of 3
  • No Thumbnail Available
    Item
    Destructive Leadership and Emotional Exhaustion: Intervening Effect of Job Stress on Employees’ Job Satisfaction and Turnover Intention
    (Library Information Services COMSATS University Islamabad Lahore Campus, 2015-01-30) Nadia Zubair Ahmed Khan; FA13-MSMS-015; Dr. Asma Imran; LHR TP 4323
    The conducted study aimed at investigating relationship between destructive leadership, emotional exhaustion, job satisfaction, turnover intention and job stress in telecommunication call centers sector in Pakistan. In addition, the study examined the relationship between destructive leadership and emotional exhaustion as an independent variables and dependent variables as job satisfaction and turnover intention moreover it has examined the impact of destructive leadership and emotional exhaustion on job satisfaction and turnover intention further this explored the intervening role of job stress between destructive leadership, emotional exhaustion, job satisfaction and turnover intention. The main study was conducted through systematic randomly selected sample of 365 employees working at low level frontline in call centers of ages between 25 and 56 and above belonging to the city of Lahore. Survey method was used to collect data comprising of five sections including the demographic sheet, Destructive leadership behaviors Scale, Singh, Goolsby & Rhoads’ Emotional Exhaustion scale, job stress scale based on anxiety and time pressure during the working hours, general satisfaction scale and turnover intention scale. Correlation analysis exposed the significance and strength of relationships between variables i.e. destructive leadership and job satisfaction (r = -.333, p<0.05), emotional exhaustion and turnover intention (r =.167, p<0.05), job stress and destructive leadership (r =.388, p<0.05). More over multiple regression analysis for Baron & Kenny (1986) steps for mediation analysis was performed. The results showed that job stress fully mediated between emotional exhaustion and turnover intention; partially mediated between destructive leadership and turnover intention. Practical implications, study limitations were discussed and research directions were recommended for future research.
  • No Thumbnail Available
    Item
    Destructive Leadership and Emotional Exhaustion: Intervening Effect of Job Stress on Employees’ Job Satisfaction and Turnover Intention
    (Library Information Services, CUI Lahore, 2015) Nadia Zubair Ahmed Khan; FA13-MSMS-015; LHR TP 4323; Dr. Asma Imran
    The conducted study aimed at investigating relationship between destructive leadership, emotional exhaustion, job satisfaction, turnover intention and job stress in telecommunication call centers sector in Pakistan. In addition, the study examined the relationship between destructive leadership and emotional exhaustion as an independent variables and dependent variables as job satisfaction and turnover intention moreover it has examined the impact of destructive leadership and emotional exhaustion on job satisfaction and turnover intention further this explored the intervening role of job stress between destructive leadership, emotional exhaustion, job satisfaction and turnover intention. The main study was conducted through systematic randomly selected sample of 365 employees working at low level frontline in call centers of ages between 25 and 56 and above belonging to the city of Lahore. Survey method was used to collect data comprising of five sections including the demographic sheet, Destructive leadership behaviors Scale, Singh, Goolsby & Rhoads’ Emotional Exhaustion scale, job stress scale based on anxiety and time pressure during the working hours, general satisfaction scale and turnover intention scale. Correlation analysis exposed the significance and strength of relationships between variables i.e. destructive leadership and job satisfaction (r = -.333, p<0.05), emotional exhaustion and turnover intention (r =.167, p<0.05), job stress and destructive leadership (r =.388, p<0.05). More over multiple regression analysis for Baron & Kenny (1986) steps for mediation analysis was performed. The results showed that job stress fully mediated between emotional exhaustion and turnover intention; partially mediated between destructive leadership and turnover intention. Practical implications, study limitations were discussed and research directions were recommended for future research
  • No Thumbnail Available
    Item
    Mediating Effect of Perceived Organizational Support on the Relationship between Leader-Member Exchange and the Innovation Work Behavior of Nursing Employees: A Social Exchange Perspective
    (Library Information Services COMSATS University Islamabad Lahore Campus, 2016-02-03) QamarZaman; FA12-MSMS-015; LHR TP 4706; Dr. Asma Imran
    The present study aimed at investigating relationship between Leader-Member Exchange and Innovative work Behavior in Pakistani nursing sector. Additionally the study examined the relationship between Leader-Member Exchange as an independent variable and dependent variable Innovative Work Behavior moreover it has examined the impact of Leader-Member Exchange and Innovative Work Behavior further this explored mediating role of Perceived Organization Support between Leader-Member Exchange and Innovative work Behavior. The main study was conducted through systematic randomly selected sample of 400 nurses of ages between 24 and 60 belonging to public and private sector hospitals at Lahore. Survey method was used to collect data. Correlation analysis exposed the significance and strength of relationships between variables i.e. Innovative Behaviour, Perceived Organizational Support (POS) and Leader Member Exchange (LMX). More over regression analysis was performed for direct relationships. Baron and Kenny (1986) method is used for mediation analysis. The results showed that Perceived Organizational Support (POS) partially mediate between Leader Member Exchange (LMX) and Innovative Behaviour. Practical implications, study limitations were discussed and future research directions were recommended