Browsing by Author "Dr. Tariq Hameed Alvi"

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    Impact of Perceived Overqualification on Work Alienation through Psychological Contract: Moderating Role of Empowering Leadership
    (Library Information Services, COMSATS University Islamabad, Lahore Campus, 2022) Hafiz M. Siddaq Ilyas; FA19-RPM-023; Dr. Tariq Hameed Alvi; LHR TP 7958
    The study's objective was to examine the nature of the relationship between work alienation and perceived overqualification. Specifically, it examined two dimensions of psychological contracts, i.e., relational and transactional, as potential mediators between perceived overqualification and work alienation. Additionally, the moderating impact of empowered leadership on the two mediating effects mentioned above was also examined in this study. Employees of government-run projects were given a self-administered questionnaire as part of a survey (N=232). To determine the validity of the measurement scales, Cronbach's alpha was used. Regression analysis was performed using two models: model 8 of the Process macro for moderated mediation and, linear regression without any moderators or mediators. The analyses produced mixed findings, suggesting that the relational psychological contract mediates the association between work alienation and perceived overqualification to some extent; while no mediation was found for the transactional psychological contract. Positive results were reported for the direct correlation between perceived overqualification and work alienation. Empowering leadership moderated this relationship such that when leaders empower the overqualified employees, work alienation mitigates. Moderated mediation was found for one indirect path via relational psychological contract and non-existent for the transactional psychological contract. These findings highlight the significance of recruiting empowered leaders in order to minimize the undesirable effects of overqualification among employees and imply that the negative effects of perceived overqualification on work alienation are avoidable by promoting long-term commitments. In order to keep a skilled workforce, managers and organizations should enable the workers to develop a stronger attachment to their profession. Potential tactics include (i) leaders empowering their subordinates, (ii) developing high-quality relationships, viii and (iii) providing peace of mind by fostering relational psychological contracts, e.g., by offering them long-term contracts.
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    THE BRIGHT AND DARK SIDE OF EXTRINSIC RELIGIOSITY AND HOW TO MANAGE IT
    (Library Information Services, COMSATS University Islamabad, Lahore Campus, 2023) Muhammad Furqan Khan; FA19-RPM-007; Dr. Tariq Hameed Alvi; LHR TP 8572
    Organizations need that their employee's work effectively and proficiently and may assist to increase the organizational performance by avoiding unproductive behaviours in organizations. The present study aims to explore the relationship between extrinsic religiosity and counterproductive work behaviour. Different dimensions of Counterproductive Work Behaviour were identified in previous researches but they lack discussion on extrinsic religiosity and (Counterproductive work behaviour) CPWB in organizations in Pakistan. Moreover, this study focuses on identifying the mediating role of relativism and well-being, and moderating role of Ethical work climate and moral identity between extrinsic religiosity and Counterproductive Work Behaviour. 226 employees were selected as a sample through convenience sampling technique from Electro-Mechanical engineering companies located in Lahore. Data was collected through close-ended questionnaires that was administered by the researcher personally and also by sending questionnaires through emails. The data was analyzed by using quantitative statistics through SPSS. The relationship between extrinsic religiosity and Counterproductive Work Behaviours are presented. The research resulted in mixed findings that well-being do not mediate the extrinsic religiosity and counterproductive work behaviour, while partial mediation was found through relativism. The direct relationship between the extrinsic religiosity and counterproductive work behaviour was also found significant and moderated by moral identity and ethical work climate. Moderated mediation of well-being was found insignificant, whereas, in case of relativism it was significant. These findings highlight the significance of moral values and ethical culture in order to reduce the pessimistic effects of counterproductive work behaviour among employees and entails that the negative effects of extrinsic religiosity and relativism are preventable by promoting ethical work climate in organizations and moral identity of individuals.