Browsing by Author "Dr. Basharat Naeem"

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Analyzing Social Entrepreneurship in Microfinance Banks: Connecting Entrepreneurial Orientation and Firm Performance
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2019) Fahmal Arshad; SP17-RPM-006; Dr. Basharat Naeem; LHR TP 5693
The purpose of this study is to provide a better perceptive of the relationship between entrepreneurial orientation and firm performance in microfinance banks located in Pakistan by evaluating the mediating impact of social entrepreneurship between entrepreneurial orientation and firm performance. This study contributes in entrepreneurial orientation and firm performance link and proves to be the first attempt to address the need of SE as an underlying mechanism. Data was collected from the senior management of microfinance banks in Pakistan. A total of 53 respondents ware collected from 10 MFBs. This study uses SPSS as statistical software and adopts Multiple Linear Regression to test the mediated relationship. The result shows that the direct effect of entrepreneurial orientation and firm performance is significant while indirect effect is insignificant which needs further investigation. The study is limited with primarily low sample size and the deficient measure of time accessible to examine the issue and accumulate information.
Analyzing Social Entrepreneurship in Microfinance Banks: Connecting Entrepreneurial Orientation and Firm Performance
(Library Information Services COMSATS University Islamabad Lahore Campus, 2019-01-30) Fahmal Arshad; SP17-RMS-001; Dr. Basharat Naeem; LHR TP 5693
The purpose of this study is to provide a better perceptive of the relationship between entrepreneurial orientation and firm performance in microfinance banks located in Pakistan by evaluating the mediating impact of social entrepreneurship between entrepreneurial orientation and firm performance. This study contributes in entrepreneurial orientation and firm performance link and proves to be the first attempt to address the need of SE as an underlying mechanism. Data was collected from the senior management of microfinance banks in Pakistan. A total of 53 respondents ware collected from 10 MFBs. This study uses SPSS as statistical software and adopts Multiple Linear Regression to test the mediated relationship. The result shows that the direct effect of entrepreneurial orientation and firm performance is significant while indirect effect is insignificant which needs further investigation. The study is limited with primarily low sample size and the deficient measure of time accessible to examine the issue and accumulate information.
Driving sales team initiative, through team level initiative Enhancing HR system- Exploring mediating mechanism of team level HR Attribution
(Library Informtion Services, CUI Lahore, 2017) Iqra Arshad; CIIT/SP15-MBO-011/LHR; Dr. Basharat Naeem; LHR TP 4857
Researches on initiative are mostly divided in a way that they either focus on organizational contextual factors such as leadership, organizational climate etc. or individual antecedents of initiative like proactive personality, change orientation. Hong et al. (2016) presented model for enhancing initiative using HR practices but that model ignores the generally supported notion that HR practices to exert effect, they firstly must be perceived by employees. Nishii, Lepak, & Schneider (2008); Bowen & Ostroff (2004) have recently suggested that the causal chain through which HR practices effect performance, may be more complex than previously thought, there is black-box between them which needs to be explored. Nishii et al., (2008) presented that employees attribution can be an important link between HR system and performance. Different people perceive realties differently. So, not all employees will assign same cause to these practices and according to social exchange theory employees will reciprocate in positive way if the perceive that HR practices are for well-being. But this may not be the case all the time. Mostly studies on attribution are done on individual level of analysis, many researches call for study on attribution at work unit level. So, this study will present new model for enhancing initiative by examining the effect of Initiative enhancing HR practices on sales team initiative by taking into consideration HR attribution as mediator. Data was collected from sales teams of 3 sectors (Pharmaceuticals, Insurance and FMCG’s). Data collected using questionnaire from multiple respondents in calendar year 2017. Multiple regression and Parches and Hayes (2008) test was used to test hypotheses, mediation analysis was done using bootstrapping. The study was conducted at team level of analysis. Results show that collectivistic HR attribution about team initiative enhancing HR attribution partiality mediates between team level initiative enhancing HR system and Collective initiative of sales team. Results shows that mediation mostly work through Commitment focus attribution and initiative enhancing HR system are positively related with both collectivistic commitment focus attribution and collectivistic control focus attribution. Results proved thatx collectivistic commitment focus attribution is positively related to collective initiative, while results for collectivistic control focus attribution was found insignificant
Group Friendship and Group Performance Linkage: Why and How
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2018) Samana Mohsin; SP15-MBO-019; Dr. Basharat Naeem; LHR TP 4859
The importance of friendship is often well understood by organizations and researchers. The effect of friendship has been seen by researcher on various group outcomes and interpersonal. Through workplace friendship employee’s work performance, morale and organizational commitment can be effected. Within team member and as well as in colleagues with different working relationship there exist work place friendship. Many researchers come up with the both positive and negative effect of group friendship on group performance. But still, the literature lack the detail and clear explanation of friendship effect on group performance and it different outcomes. This study has added on in friendship literature and has answer how and why group friendship effect group performance. This study explores the relationship between Group friendship, Group coordination and Group performance (GOCB & group task performance). When individual is engaged with his work group, with the passage of time he/she develops affection it leads to friendship and this Group friendship is being strengthen by coordination commitment and communication means group coordination mediate the group friendship and group performance To study these relationships, 307 group members data were collected and aggregated to 95 and 95 group Leader data were collected. From different public and private hospitals located in Punjab. Data is collected from doctors/nurses/ paramedic’s staff, I chose hospital settings because it has high task interdependence and it’s a service sector which includes social capital in large amount. Maximum time of staff is spending on work place. The results revealed that group coordination had mediation effect on relationship of Group friendship and GOCB as well as partial mediation of group coordination is also observed between relationship of group task performance and group friendship. This research is contribution in literature and taking laboratory experiment on organizational setting. This study will add up in knowledge into invention that will promote the group performance improvement Key words: Group Friendship; Group Coordination; Group performance; Group organizational citizenship behavior and Group task performance.
Group Friendship and Group Performance Linkage: Why and How
(Library Information Services COMSATS University Islamabad Lahore Campus, 2017-01-29) Samana Mohsin; SP15-MBO-019; Dr. Basharat Naeem; LHR TP 4859
The importance of friendship is often well understood by organizations and researchers. The effect of friendship has been seen by researcher on various group outcomes and interpersonal. Through workplace friendship employee’s work performance, morale and organizational commitment can be effected. Within team member and as well as in colleagues with different working relationship there exist work place friendship. Many researchers come up with the both positive and negative effect of group friendship on group performance. But still, the literature lack the detail and clear explanation of friendship effect on group performance and it different outcomes. This study has added on in friendship literature and has answer how and why group friendship effect group performance. This study explores the relationship between Group friendship, Group coordination and Group performance (GOCB & group task performance). When individual is engaged with his work group, with the passage of time he/she develops affection it leads to friendship and this Group friendship is being strengthen by coordination commitment and communication means group coordination mediate the group friendship and group performance To study these relationships, 307 group members data were collected and aggregated to 95 and 95 group Leader data were collected. From different public and private hospitals located in Punjab. Data is collected from doctors/nurses/ paramedic’s staff, I chose hospital settings because it has high task interdependence and it’s a service sector which includes social capital in large amount. Maximum time of staff is spending on work place. The results revealed that group coordination had mediation effect on relationship of Group friendship and GOCB as well as partial mediation of group coordination is also observed between relationship of group task performance and group friendship. This research is contribution in literature and taking laboratory experiment on organizational setting. This study will add up in knowledge into invention that will promote the group performance improvement
Role of Green Human Resource Management Practices in Environmental Performance
(Library Informtion Servicies, CUI Lahore, 2017) Sahar Shoukat; CIIT/SP15-MBO-015/LHR; Dr. Basharat Naeem; LHR TP 4867
Green human resource practices are reported to have potential to drive not only employee environment centric behaviors but also organizational environmental performance. Therefore, this empirical research study examines relationship amongst green human resource management practices and environmental performance by engaging employees in voluntary behaviors towards environment as organizational citizenship behavior towards environment in manufacturing context in Pakistan. A multisource data is collected from 54 companies within premises of Punjab-Pakistan manufacturing sector. The results revealed that organizational citizenship behavior towards environment has no mediating effect amongst the relationship of GHRM and environmental performance. This examination will contribute to undergo into the roles that GHRM and OCBE play in attaining environmental performance. Additionally, it will give more knowledge that can enhance the improvement of environmental performance at work.
The Mediating effect of Safety Self-efficacy on Servant Leadership and Safety Compliance and Participation.
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2022) Saba Ihsas; SP19-RPM-010; Dr. Basharat Naeem; LHR TP 7956
The main purpose of this study is to investigate the relationship between servant leadership, safety compliance and safety participation through the mediating role of safety self-efficacy. Through an online survy, data collected from 125 managers, engineers, junior engineers, and labor supervisors residing in Rawalpindi Islamabad and Jhang, Pakistan. The current study uses a convenience sampling technique. The hypothesized model is tested through Partial least squares structural equation modeling (PLS-SEM). In the light of social exchange and social learning theory, this study investigates the antecedent involved in safety leadership. This investigation examines the role of servant leadership in workplace safety with mediating role of safety self-efficacy. The finding shows that this study can help practitioners and researchers to understand the power of leadership traits in how they can connect with employees’ self-efficacy and project safety and give the biggest boost to their businesses. Because it includes voluntary safety-related behaviors. The research also carries useful practical implications for managers that can help them to curb safety-related issues at work.
UNDERSTANDING HRM- PERFORMANCE RELATIONSHIP: MODERATING ROLE OF HRM SYSTEM STRENGTH
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2019) Aazram Naeem; FA16-RMS-009; Dr. Basharat Naeem; LHR TP 5691
In the last three decades or so, a considerable body of research has been dedicated to investigate the linkage between human resource practices and organizational performance. Though empirical research proposes that the relationship between human resource management (HRM) and organizational performance is positive (e.g., Boselie et al., 2005; Combs et al, 2006), but studies show that this relationship is weak (Paauwe, 2009), and the explicit methods are not clearly mention through which HRM impacts organizational performance (Buller & McEvoy, 2012). All of this happen because the empirical research varies regarding definitions, measures related to HR practices and performance, levels of analysis, and theoretical foundations (Guest, 2011; Paauwe, 2009)
What is the Magnitude of Project’s Quality’s Impact on Project Risks in Health Care Department of the Punjab, Pakistan?
(Library Information Services COMSATS University Islamaabad Lahore Campus, 2019) Ghulam Abbas; SP16-RPM-004; LHR TP 5457; Dr. Basharat Naeem
Quality, risk and successful development projects are three concepts which appear to be indisputably intertwined with one another. The purpose of the present study is to investigate the magnitude of project quality impact on project risks and relationship between people quality, process quality and risks in the context of healthcare projects of primary and secondary department of Punjab Pakistan. Project team members, project managers and project consultants with different characteristics were used as key respondents. The final sample consisted of 113 respondents. Empirical data were analyzed using the structural equation modelling technique. The main results indicate a negative effect of people quality on project risks to reduce the risks. Specifically planning and control risk and project complexity risk have negative relationship with people quality. On the contrary, process quality appears to have also negative effect on project risks, more precisely that users risk, planning and control risk, project complexity risk and organizational risk have needed to work. The results contribute in the existing literature underlining the importance of quality on the reduction of the project risk level, thus, creating the necessary background for new similar research attempts in the future.