Browsing by Author "Dr. Abdus Sattar Abbasi"

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An Investigation of Business Continuity Management Practices in Services Sectors of Pakistan
(Library Information Services COMSATS University Islamabad Lahore Campus, 2015-02-02) Aleena Shuja; FA13-MSMS-003; Dr. Abdus Sattar Abbasi; LHR TP 4476
Businesses need to take certain rational steps to sustain long term continuity under turbulent situations. Business Continuity Management (BCM) is a framework whose systematic execution leads to sustained survival and competitive advantage for business. Both internal and external environmental factors influence accomplishment of BCM framework. The study intends to investigate the impact of strategic planning coupled with top management commitment, training and development for developing competencies, work ethic, resource mobilization and political influence on BCM in services sectors including IT companies and banks operating in Lahore, Pakistan. A structured questionnaire based survey was conducted to collect data from managers from 29 services sectors’ companies including banks and IT companies randomly selected. Findings obtained using structural equation modeling, suggest that strategic planning is insignificant for BCM in services sectors i.e. IT companies and banks but plays consequential role under support of top management commitment. Role of top management commitment in services sectorsis important in reinforcing of strategic plans and decisions in term of successful BCM. Trainings in services sectors are significant predictors of BCM when they contribute to fortifying the best skills and capabilities exhibited for BCM, whereas, competencies of managersin services sectors are appropriate and relevant for implementing BCM practices. Competencies do supportively facilitate the outcome of training and development programs in terms of BCM. Work ethic being an important factor for services sectors contributes to their longstanding continuity. Services sectors efficiently mobilize their resources for successfully achieving the ongoing business continuity. Moreover, political influence has undermining role for BCM and significantly undermines the continuity of services sectors
Examining Relationship Between Emotional Labor, Emotional Exhaustion and Organizational Commitment Through Anxiety, Pride in Work and Cultural Intelligence: Empirical Evidence from Hotel Sector of Pakistan
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2021) Nazia Rafiq; FA15-PMS-004; Dr. Abdus Sattar Abbasi; LHR TP 7748
With theoretical underpinnings in the Conservation of resources theory, the aim of this thesis was to shed light on the mechanism through which emotional labor results in emotional exhaustion and reduced organizational commitment among hotel employees of Pakistan, and the boundary conditions that might play a vital role in reducing the harmful effects of such behavior. Though it is a widely accepted truth that committed employees are source of competitive advantage in any organization and be treated in a pleasantly congenial way. However, regrettably, employees are not provided with the warm, compassionate dealing and have to perform emotional labor during their service encounter that is widely accepted as the display service rule. Such labor has the capacity to harmfully influence individual and organizational outcomes and therefore needs to be studied and comprehended comprehensively for their effective control and management. Emotional labor is a critical phenomenon faced by employees of the service industry. Regardless of previous research conducted over the last three decades on emotional labor in the hospitality industry, further empirical investigation is required to explore its impact on emotional exhaustion, and organizational commitment in the hotel sector. The objective of this study is to investigate the role of emotional labor in triggering emotional exhaustion and distressing the organizational commitment among employees in the hotel sector of Pakistan. It further seeks to examine the mediating role of anxiety through which emotional labor transcends from the workplace and affects employees’ emotional exhaustion and commitment level. This study aims to explore the moderating role of pride in work and cultural intelligence between emotional labor, emotional exhaustion and organizational commitment. For this purpose, the present research has applied the well-known conservation of resource theory (COR) by adding two positive resources—namely, pride in work and cultural intelligence—which may help the employees to avoid negative consequences of emotional labor. The proposed xi hypothesized model is tested empirically with quantitative research approach under the positivistic paradigm. Using a stratified proportionate sampling technique, data has been collected through self-administered surveys from employees of four-star and five-star hotels listed and registered by the Pakistan Hotel Association. Time-lagged data was collected to reduce common method bias. In this research work, 520 self administered questionnaires were distributed, from which 464 complete responses were received, which represented a response rate of 90%. The received quantitative data is analyzed through path analysis using structural equation modeling. Further, a measurement model and a structural model are developed to test the proposed hypotheses in AMOS v23. Supplement analyses are also applied to test the mediation and moderation effects. Findings of the study have strongly supported the hypothesized model and proposed relationships. Results verified that anxiety mediates the relationship between surface acting - emotional exhaustion and deep acting - emotional exhaustion among hotel employees. Furthermore, path analysis proved that anxiety mediates the relationship between surface acting – affective commitment and deep acting – affective commitment among hotel employees. The study confirmed pride in work and cultural intelligence as moderators as proposed. Findings reveal that cultural intelligence can moderate the role of emotional labor affecting the emotional exhaustion and affective commitment. Pride in work is also confirmed as moderator to buffer the detrimental effect of emotional labor on emotional exhaustion and affective commitment. Hotel leaders and managers can take benefits from this research to mitigate the harmful impact of emotional labor on employees. The study has significant implications for service organizations to ponder on the emotional labor and anxiety level through coping mechanism and should take advantage of pride in work and cultural intelligence to reduce the emotional exhaustion and increase the commitment level. Organizations should intervene in improving the mental health and psychological well-being of service employees by enhancing their ability to effectively manage their emotions
iii Impact of employee voice on organizational value: A study of telecom sector of Pakistan
(Library Informtion Services, CUI Lahore, 2015) Samara Munir; FA12-MSMS-017; Dr. Abdus Sattar Abbasi; LHR TP 4340
In today’s dynamic environment, employees are becoming the most valuable asset to the organizations, because they are the main source who can add value to their organization by their commitment, creativity and high performance. But this all depends on how the employees are being treated by their organizations. The present study focuses on positive side of employee voice and investigates that how employee voice can lead to a better performance, creativity in job and organizational commitment. It was assumed that the status of employee voice depends on the manager/team lead/ supervisor of that employee as how the raised voice has been perceived and resultantly it can affect the performance, creativity and commitment of that employee. Employees usually depict two types of voice behavior i.e. supportive and challengeable type. Both are perceived differently by the organization and therefore, yield different outcomes. In a sample of 300 employees of telecom sector of Pakistan, as hypothesized, employees who frequently raised supportive type of voice were being considered as loyal to the organization and eventually they performed with creativity and commitment. On the other hand, employees who tend to raise challengeable voice were considered as threat by their respective manager/team lead/supervisor and hence it hindered their performance, creativity and commitment towards their organizations. The validity of the instrument has been tested through Confirmatory Factor Analysis (CFA) in AMOS 19 and hypotheses were being tested by applying regression analysis on SPSS 19 and Structural Equation Modeling SEM in AMOS 19. The results show that employees at telecom sector do perform with creativity and commitment if perceived as loyal because of their frequently shown supportive type of voice behavior. Likewise, if employees are perceived as threat based on their challengeable voice behavior, it will hinder their performance and creativity and they will be less committed towards their organizations.
Impact of Leadership on Project Success in software and information technology industry of Pakistan
(Library Informtion Services, CUI Lahore, 2017) Ume Ammara; CIIT/SP14-MSPM-031/LHR; Dr. Abdus Sattar Abbasi; LHR TP 4858
Pakistan is a developing country, which is witnessing growth in its IT sector and there is huge potential in this industry. But there are certain problems related to the inefficient utilization of the human resource in this sector which has resulted in high project failure rates. This study was conducted on the premise that appropriateness of leadership style could address this issue and improve project success in IT industry of the country. Further, there is also indication that there is lack of theoretical and empirical development on leadership in the field of project management. This study thus, assessed the impact of leadership style on the project success in IT industry of Pakistan, whereby team readiness was taken as moderating variable. Using survey methodology, data was collected from 252 respondents and analysis of the data revealed interesting indications. It was found that transformational leadership, transactional leadership and laissez-faire leadership yielded a positive impact on the project success. Further, team readiness was found to have moderated the impact of leadership on the project success. Most important leadership style in IT industry remained transactional leadership in context of team readiness, while transformational leadership become negative after inclusion of the team readiness and laissez-faire leadership became insignificant. These findings are sector specific and are related to the specific dynamics of IT industry of Pakistan, which is characterized by human resource exploitation, high stress, excessive demand for innovation and semi-skilled nature of the human resource.
Impact of Leadership on Project Success in software and information technology industry of Pakistan
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2018) Ume Ammara; SP14-MSPM-031; Dr. Abdus Sattar Abbasi; LHR TP 4858
Pakistan is a developing country, which is witnessing growth in its IT sector and there is huge potential in this industry. But there are certain problems related to the inefficient utilization of the human resource in this sector which has resulted in high project failure rates. This study was conducted on the premise that appropriateness of leadership style could address this issue and improve project success in IT industry of the country. Further, there is also indication that there is lack of theoretical and empirical development on leadership in the field of project management. This study thus, assessed the impact of leadership style on the project success in IT industry of Pakistan, whereby team readiness was taken as moderating variable. Using survey methodology, data was collected from 252 respondents and analysis of the data revealed interesting indications. It was found that transformational leadership, transactional leadership and laissez-faire leadership yielded a positive impact on the project success. Further, team readiness was found to have moderated the impact of leadership on the project success. Most important leadership style in IT industry remained transactional leadership in context of team readiness, while transformational leadership become negative after inclusion of the team readiness and laissez-faire leadership became insignificant. These findings are sector specific and are related to the specific dynamics of IT industry of Pakistan, which is characterized by human resource exploitation, high stress, excessive demand for innovation and semi-skilled nature of the human resource.
Impact of Organizational Climate on Intention to Leave, moderating role of Career Commitment: An evidence from retail chains in Pakistan
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2018) Tehseen Ul Mushtaq; FA14-MSMS-014; Dr. Abdus Sattar Abbasi; LHR TP 4853
Retail chain industry in Pakistan is growing fast. This footwear retail chains industry facing a problem of turnover in frontline employees. Individuals enter a company with their own career plans. Organizational climate plays a vital role in employee intention to leave. This study investigates the moderating role of career commitment on the relationship between organizational climate and employee intention to leave. Sample was collected from frontline employees of footwear retail industry. A total of 206 front-line employees participated in the study. Descriptive statistics and regression analysis are used in this study to examine and analyze the data. The results of the study showed that reward, responsibility and career commitment had a negative significant association with intention to leave while structure has positive significant association with intention to leave and support proved insignificant. Employee career commitment was an efficient moderator in relationship of organization climate and employee intention to leave. Career commitment moderates the relationship between organizational structure and intention to leave negatively while career commitment moderates the relationship between responsibility and intention to leave positively. In presence of career commitment support and reward proved insignificant. The results highlight the bad working environment was associated with the intention to leave in footwear retail chains. The study suggests positive organizational climate and career commitment enhances and exerts frontline employees‘ satisfaction and therefore it is less likely to look for another job at any organization.
Impact of Organizational Climate on Intention to Leave, moderating role of Career Commitment: An evidence from retail chains in Pakistan
(Library Informtion services, CUI Lahore, 2017) Tehseen Ul Mushtaq; CIIT/FA14-MSMS-014/LHR; Dr. Abdus Sattar Abbasi; LHR TP 4853
Retail chain industry in Pakistan is growing fast. This footwear retail chains industry facing a problem of turnover in frontline employees. Individuals enter a company with their own career plans. Organizational climate plays a vital role in employee intention to leave. This study investigates the moderating role of career commitment on the relationship between organizational climate and employee intention to leave. Sample was collected from frontline employees of footwear retail industry. A total of 206 front-line employees participated in the study. Descriptive statistics and regression analysis are used in this study to examine and analyze the data. The results of the study showed that reward, responsibility and career commitment had a negative significant association with intention to leave while structure has positive significant association with intention to leave and support proved insignificant. Employee career commitment was an efficient moderator in relationship of organization climate and employee intention to leave. Career commitment moderates the relationship between organizational structure and intention to leave negatively while career commitment moderates the relationship between responsibility and intention to leave positively. In presence of career commitment support and reward proved insignificant. The results highlight the bad working environment was associated with the intention to leave in footwear retail chains. The study suggests positive organizational climate and career commitment enhances and exerts frontline employees‘ satisfaction and therefore it is less likely to look for another job at any organization.
Resilience of Non-Profit Organizations: An Assessment from Pakistan
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2016) Aleena Shuja; FA13-MSMS-002; Dr. Abdus Sattar Abbasi; LHR TP 4476
Non-governmental organizations (NGOs) operating in an open environment, depend upon external sources for funds and resources to perform robustly. Changes in external environment and internal deficiencies lead to face adverse impacts and collapse of organizations. Very few organizations manage to recover from losses, take advantage from situations and evolve stronger than before. Resilience provides strength to NGOs and help obtain positive future prospects under crisis situations. Resilient NGOs manage disruptions and support communities by delivering services efficiently. The study aims to enhance understanding of dynamics and nature of resilience of NGOs. Using quantitative and primary data collection method through structured questionnaire, the study empirically investigates effect of factors including transformational leadership that promotes organizational learning, management development, ethics training, systems thinking and social capital and political instability, as an external factor, on resilience of NGOs. Data have been collected from sample of 200 managerial level employees working in NGOs of Lahore, Pakistan. The research findings conclude that transformational leadership has a significant positive effect on organizational resilience, whereas, the indirect effect of transformational leadership in the presence of organizational learning as mediator is insignificant, thus, exhibit insignificant mediation. Moreover, organizational learning has an insignificant effect on NGOs’ resilience. Management development significantly and positively affects development of resilience of NGOs, whereas, ethics training has been found to have insignificant contribution towards sustainability of non-profit sector. Systems thinking and social capital having positive impact, increase organizational adaptability, competitiveness and growth of NGOs. However, political instability being an external factor has a significant negative effect on organizational resilience thereby, deteriorate the ability of NGOs to build capacity and recover from failures.