Browsing by Author "Dr. Ahmad Qammar"

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Affinity to Technology Interaction (ATI) of Employees and Effects on Innovative Work Behaviour (IWB)
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2023) Tehreen Bint Ilyas; SP21-RMS-008; LHR TP 8133; Dr. Ahmad Qammar
This study will examine the relationship of Affinity to Technology Interaction (ATI) with Knowledge Sharing (KS) along with the direct constructive effect on Innovative Work Behaviour (IWB) of employees. Although there is much research on human-computer interaction and its relationship with cognition. This research will add significance that how the employee’s willingness towards technology helps the employees to achieve the knowledge sharing and innovative ideas of an organization and capabilities of employees using digital technologies. Meantime the innovative climate (IC) of an organization is effective for innovative or creative ideas toward decisions. To analyze the relationship between variables ATI, KS, IWB, and IC sample data of approximately 161 employees will be defined from IT companies in Lahore, Pakistan. The questionnaire is based on 38 items and each item would be measured by using a 5- Likert Scale ranging from “Strongly Agree to Strongly Disagree” Structured modeling questionnaire is adaptive, and a non-probability sampling technique is considered to be best to measure data and for the analysis of data the SPSS software would be considered effective
Excluded at Work and Problem at Home: How Workplace Ostracism Prompts Work-Family Conflict? The Perspective of Mindfulness-Based Interventions
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2024) Maida; CIIT/SP23-RBA-011/LHR; Dr. Ahmad Qammar; LHR TP 9603
The study was focused on seeing the effect of workplace ostracism on work-family conflicts by mediator as emotional exhaustion and moderator as mindfulness-based interventions. Conservation of Resource theory was used to develop hypothesis. Survey was conducted in the banking sector and all the data was gathered from 170 employees from different areas of Pakistan. Data was analyzed by using Wrap PLS 8.0. Results of this study showed that mindfulness-based interventions impact the life of employees and reduce emotional exhaustion and work-family conflicts.
High Performance Work System, Service Climate and Service Performance: The Role of Job Stress
(Library Information Services COMSATS University Islamaabad Lahore Campus, 2020) Asma Khan; FA18-RMS-014; Dr. Ahmad Qammar; LHR TP 6056
This study examines the relationship betweenHPWS (High performance work system) and service performance along with the mediating effects of service climate and the moderating role of job stress. Even though, researchers have confirmed the positive connection between HPWS and firm performance but previous studies were criticized by scholarsfor being management-centric.This research adds significant value in the literature by studying employee perspective of HPWS, how it shapes the attitudes of the employees and generates the service climate which acts as a mediating role between HPWS and in achieving Service Performance of the organization. For the purpose of this study, data was collected through 21 different public and private banks of 50 branches of selected cities of Punjab i.e. Multan, Bahawalpur, Lahore, Islamabad and Dera Nawab. Study results revealed that HPWS was significantly related to service performance. Further,the service climatepartially mediated the direct relationships between HPWS and service performance. Empirical findings of this study implied that positively perceived HPWS by front line employees can influence the service-related behaviors and produce service climate in the organization and its positive impact on service performance. This researchalso contributes by studying job stress as a moderator and the risk of the negative influence of HPWS associated with it.
HRM Practices and Employee Engagement: Role of Organizational Politics
(Library Information Services COMSATS University Islamabad Lahore Campus, 2019) Wajahat Hussain (FA17-RBA-008); Dr. Ahmad Qammar; LHR TP 5679
Purpose. The purpose of this study was to examine the moderating effect of organizational politics between the relationship of HRM practices (job security, training and development and employee participation in decision making) and employee engagement in education sector among teaching and management faculty in public and private colleges in Pakistan. Design/methodology/approach. The survey includes data from 160 employees among public and private colleges. Six hypothesis were tested on base on the constructed model. SPSS and Warp PLS software was used to analyze the hypothesis and to run different statistical tests. Findings. This study finds that HRM practices such as training and development and employee Participation in decision making are the significant predictors of employee engagement. Results also identifies that job security is not a significant predictor of employee engagement. And organizational politics does not play the role of moderator.
Impact of Corruption and Favoritism on Employee Stress: Moderating Role of Positive Organizational Climate
(Library Information Services COMSATS University Islamabad Lahore Campus, 2019) Syed Ahsan Ali (FA16-RMS-007); Dr. Ahmad Qammar; LHR TP 5689
This study aims to explore the relationship of favouritism and corruption with job stress along with the moderating effect of organizational climate such as positive organizational climate reduces job stress and negative organizational climates increase job stress. For this study, data was collected from public sector (Cooperative department Lahore, Govt. of Punjab) through survey questionnaire.The descriptive statistics was calculated using SPSS. The confirmatory factor analysis was run in the AMOS. The scale items that meet the minimum criteria was used for calculating the reliability of the scales. The structural equation modelling (SEM) was used to test CFA for factor analysis. This research is contribute to the field of study by posing the setback in the system and suggesting practical ideas to overcome them.
Impact of Customer Abuse and Job boredom on Job Burnout: Moderating Role of Self-Efficacy.
(Library Information Services COMSATS University Islamabad Lahore Campus, 2019) Hummara Abbas; FA16-RMS-005; Dr. Ahmad Qammar
The purpose of this research is to observe the relationship between customer abuse and job boredom with the dependent variable job burnout. Here self-efficacy is used as moderator variable. For this research data is collected from call centres. Reason is that these four variables strongly lie in call centres organization. Where employees face abusive language from customers side which create stress and pressure for employees .and after this due to call center environment and customers behavior reduces the confidence level of employees which leads to job burnout. Where employees expectation are totally opposite to the job requirements. They feel helpless in the organization. At the same time it becomes some difficult to follow the rules of organization and treated with customer in a good way. So here the moderator self-efficacy is used to overcome this issue. Where employees use their inner skills and capabilities to deal the customers. For data analysis Lahore city is selected with the sample of 291 employees. and data has been gathered through close ended questionnaire. In data analysis SPSS and confirmatory analysis through SEM are used to test hypothesis. This software is used to test the relationships of variables.
Impact of Supportive Culture on Innovative Work Behaviours of Employees
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2022) Aleena Ghazal; CIIT/SP21-RMS-004/LHR; Dr. Ahmad Qammar; LHR TP 8131
This study will examine the outcome of the Supportive Culture (SC) on the Innovative Work Behaviours (IWB) through Affective Commitment (AC) and moderation of Supervisory Support (SS). Although there is much research on the organizations’ cultures and employees’ behaviours involved with it. This research will add the significance that how Supportive Culture helps to achieve IWB for employees. To analyse relationship of the different variables SC, AC , IWB and Supervisory Support sample data will be approximately 230 employees will be defined from the IT companies in Lahore, Pakistan. The questionnaire is based on the 32 items and every item is measured by using 5 Likert scale reaching from “Strongly Agree to Strongly Disagree” and for IWB the Likert scale is a frequency scale from “Never, Rarely, Sometimes, Frequently, Very Frequently” Structured modeling questionnaire is adopted, and the non-probability sampling technique is best to measure data and SPSS software will use to analyze the data.
Impact of supportive work Environment on Employee Retention: Moderation Effect of Perceived Organizational Politics
(Library Informtion Services, CUI Lahore, 2019) Saba Munir; CIIT/FA16-RMS-008/LHR; Dr. Ahmad Qammar; LHR TP 5690
The purpose of this research is to study the impact of Supportive Work Environment on Employee Retention. Supportive Work Environment is presented through three of its components; Perceived Organizational support, Supervisory Support and Perceived Climate. Furthermore, the effect is tested through moderation of Perceived Organizational Politics in banks, specifically in Lahore. This study is based on quantitate data approach. Survey questionnaires were used to collect data from 250 banks in Lahore. Using SPSS and PLS, this research elaborated the relationship between Supportive Work Environment and Employee Retention. Cronbach's alpha was used to test the reliability of the questionnaire. The current study makes a valuable addition by examining the moderating effects of organizational politics in a relationship between supportive work environment and employee retention. The results show that there is positive relationshiopo between some variables i.e. relationship of Perceived Climate anad Supervisory Relationship with Retention. The results also revealed that moderation exists between Perceived Organizational Support and Retention. The findings of this study have theoretical implications of Supportive Work environment in relation with Employee Retention as it covers the scope of different retention factors. It is supposed that this research will contribute towards literature positively, extending scope to banking sector, and will provide ways for further studies on this topic. Thus, findings of this research will be helpful for the organizations and policy ma
Linking Organizational Politics and Intention to Leave; the Mediating role of Job Satisfaction and Moderating Role of Emotional Intelligence
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2020) Muhammad Naveed Shahzad; FA18-RBA-008; Dr. Ahmad Qammar; LHR TP 6042
Purpose The purpose of this study was to examine the relationship between organizational politics and intention to leave and also examine the mediating role of job satisfaction and moderating role of emotional intelligence between the relationship of organizational politics and intention to leave among employees (workers and supervisors) of cement factories of Pakistan. Methodology In this study, cross-sectional study was conducted. The 280 questionnaires were distributed among employees and 215 employees filled complete questionnaires with required demographic data. In this study, five hypotheses were tested based on the theoretical research model.Short Urdu version scales are used for this study.Regression analysis is tested to check the correlation between the variables. CFA is also used in the study to check the validity of the scales. Findings. This study found the strong relationship b/w organizational politics and intention to leave, moreover, it is also found that job satisfaction has astrong relationship between the organizational politics and intention to leave.It is also investigated that emotional intelligence strongly moderates the relationship between organizational politics and intention to leave.
PROJECT SELF-EFFICACY AND EMPLOYEES‟ TURNOVER INTENTIONS: MODERATING ROLE OF JOB SECURITY
(Library Information Services COMSATS University Islamabad Lahore Campus, 2020-02-03) SALIHA SHAHID; SP17-RPM-015; Dr. Ahmad Qammar; LHR TP 6542
For the smooth functioning of the operations of any organization, employees are now considered as a life blood and organizations are striving for creating a competitive advantage through people. Since the concept of project self efficacy was introduced in the recent literature, the current study makes a valuable contribution by studying association between self-efficacy and turnover intention in the perspective of projects. Compared with conventional process-based organizations, the project-based organizations constantly pose new challenges to their employees that may trigger intentions to leave. Further, job security is used as boundary condition that adds valuable contribution by study job security in relationship between project self efficacy and turnover intentions. Using a cross sectional survey research design, the study collects data from 104 respondents using an online survey. The results indicate that Project self efficacy negatively influence turnover intentions. Job security as a moderator was found to strengthen the relationship between the two. The research recommends that managers should pay attention to project based self efficacy thus training programmes should be introduced to build project self efficacy among employees. At last, while acknowledging the study constraints, prospective research areas are identified.
Relationships between Workload, Work-Family Conflict and Employee Performance in Software Industry in Pakistan
(Library Information Services COMSATS University Islamabad Lahore Campus, 2023-02-09) Minahal Ali; SP22-RBA-004; Dr. Ahmad Qammar; LHR TP 8744
An employee's performance is a significant indicator of organizational success. In Pakistan’s thriving software sector, handling the workload along with reducing conflict between work-family becomes crucial issues for employee performance. Based on the foundation of inter-role conflict, this study aims to investigate the relationship between workload, work-family balance, and employee performance, with the moderating effect of supervisor support in the software houses of Pakistan. This research uses quantitative research method. The data was collected from 180 employees working in different software houses located in Pakistan. The participants were sent an online survey form created on Google Forms. Convenience sampling was employed in this research. The data was analyzed by using WarpPLS 7.0. The results of the study indicate that workload has a positive relationship with employee performance and also work-family conflict is positively related to the workload. In addition to this, it is indicated that work-family completely mediates the relationship between workload employee performance. The findings of the research also suggest that supervisor support is insignificantly related to workload and work–family conflict. This study offers useful insights for both managers and the current body of literature on human resource management. The study suggests that managers should acknowledge the importance of work-family conflict and consider implementing flexible working hours and arrangements, training opportunities, and company policies that support a family-friendly work environment in order to improve organisational effectiveness and performance.
The Impact of Family Incivility on Remote Work Engagement: Examining the roles of Psychological Well-Being and Supervisory Support
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2024) Wadood Malika; CIIT/SP22-RBA-015/LHR; Dr. Ahmad Qammar; LHR TP 9450
Remote working is a new trend accelerated by Covid-19 pandemic that blurred the personal and professional spheres. Working from home is challenging task, as minor disruptions within home environment happen due to family incivility. Based on the foundation of Job Demand-Resource (JD-R) theory, this study aims to investigate the relationship between family incivility, psychological well-being, and remote work engagement, with the moderating effect of supervisory support in remote work setting in Pakistan. This research uses quantitative research method. The data were collected from 251 employees working remotely from Pakistan. The participants were sent an online survey form created on Google Forms. Convenience sampling was employed in this research. The data were analyzed by using WarpPLS 8.0. The results of the study indicate that family incivility has a negative relationship with remote work engagement and also psychological well-being is negatively related to the family incivility. In addition to this, it is indicated that psychological well-being completely mediates the relationship between family incivility and remote work engagement. The findings of the research also suggest that supervisory support does not moderate relationship between psychological well-being and remote work engagement. This study offers useful insights for both managers and the current body of literature on human resource management. The study suggests that managers should acknowledge the significance of family incivility in remote work setting as it lowers psychological well-being that ultimately reduces remote work engagement. They should consider implementing flexible working hours and arrangements, training opportunities, and company policies that support in family-related issues in order to improve organizational effectiveness and work engagement.
The impact of Project management self-efficacy on Turnover intentions, with mediating role Job Engagement in IT and Construction Sector of Pakistan.
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2022) Muhammad Ehsan Ullah; FA19-RPM-012; Dr. Ahmad Qammar; LHR TP 7663
This study was carried out to examine the relationship between Project management self efficacy and turnover intentions among employees of the project-based organisations working in Punjab. Although self-efficacy was studied in the literature concerning the turnover intentions, the literature generally ignored the project-based organization having a unique context with defined project time and tight deadlines. Thus, to address the gap, the current study examined the impact of project management self-efficacy on turnover intentions with the mediating role of job engagement in project-based organizations. A survey was conducted for data collection and the data were analysed using SPSS. Using the non-probability sampling technique a sample size of 200 employees working on projects was selected and Structure Equation Modelling was used for Model analysis and interpretations. the results indicate that project management self-efficacy does influence the turnover intentions among the employees directly. Rather, the impact of project management self-efficacy on turnover intention is mediated through job engagement. So, organisations can work on self-efficacy and job engagement of the employees to retain them, instead of focusing directly on turnover, cause self-efficacy will bring in job engagement and job engagement will ultimately eliminate turnover. The results we found in this study were consistent with the past literature. This area is not as such explored so far, many other models and areas could be explored in this domain of research. With the help of this study, practitioners can design their strategies to tackle turnover in temporary teams.
The Impact of Psychological Capital on Work Engagement, Affective Organizational Commitment and Burnout
(Library Information Services COMSATS University Islamaabad Lahore Campus, 2019) Aniqa Butt; SP16-RMS-007; Dr. Ahmad Qammar; LHR TP 5456
The purpose of this research is to examine the relationship of a Psychological Capital (PsyCap) which is comprised of four positive psychological dimensions including hope, resilience, self-efficacy and optimism on work engagement, affective organizational commitment and burnout and check whether work engagement plays the mediating role between the other three variables (psychological capital, affective organizational commitment, burnout) amongst bank employees of Lahore, Pakistan. There is a research gap in validating and qualifying the positive capacities in such a demanding surrounding i.e banking sectors. Globally, this concept (psychological capital) is captivating a considerable amount of interest to get restrained from burnout, escalating employees work engagement and affective organizational commitment. Work engagement and burnout play a significant role in today’s organizations as they result in positive and negative outcomes. Whether work engagement is high activation and identification and burnout is low activation and high turnover. Affective organization commitment is the affection of an employee with organization. Data has been gathered from four banks including two government and two private sectors through structured questionnaires of 300 sample size. Basic descriptive statistics, partial least square regression analysis and factor based PLS-TYPE CFM1 (common factor model) executed to associate the relationship between the given variables under current study.
The Impact of Workload and Job Stress on Performance in Software Industry of Pakistan: The Moderating Role of Co-Workers Support
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2021) Sundas Afzal; FA19-RPM-024; Dr. Ahmad Qammar; LHR TP 7210
Abstract Impact of Workload and Job Stress on Performance in Software Industry of Pakistan: The Moderating Role of Co-Workers Support The 21st-century era is all about Globalization and Information technology. The world has shifted to AI and Software technologies rapidly in the previous decade. People are using IT in almost every sphere of life. In these times of rapid software development, it is essential to measure factors that affect the performance of the employee. Job Stress, workload, and Coworkers’ support are the variables that may impact the performance of the employee in one way or the other. Therefore this study is aimed at examining the relationship between workload and employees’ performance, The mediating effect of job stress and to check whether coworkers’' support moderates the job stress among employees of software houses in Pakistan. There is a deficiency in the current literature that explains the mechanism of how workload negatively affects the employees’ performance especially in the Software Industry of Pakistan. Software houses operating in Lahore are treated as a target population. Data were collected from employees working in these software houses through survey questionnaires using convenience sampling. Almost 201 employees responded to the questionnaire. Statistical software WARP PLS is used for data analysis and testing the hypothesis. The results showed that there is a significant impact of job stress as a mediator between workload and employees’ performance. It was also found that coworkers’ support plays a positively moderating role between job stress which improves the employees’ performance. No significant relationship was found directly between workload and employees’ performance rather the effect of workload on performance was fully mediated by job stress. The study offers theoretical and managerial implications. The findings can be a hallmark for the Software industry of Pakistan as they can give a blueprint to the management of Software houses about the factors that should be kept in mind while managing resources. If the workload and job stress are regulated and a friendly working environment is promoted, then the performance of the employees can be surely increased which will benefit the Software industry of Pakistan. And as Software industries are contributing significantly to the revenue of the country by increasing foreign reserves, the impact of this study can go a long way.