Browsing by Author "Dr. Zafar-Uz-Zaman Anjum"

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Alternative Pathways through Which Employee's CSR Perceptions Influence Turnover Intention
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2018) Soorat Fatima; FA15-RmS-020; Dr. Zafar-Uz-Zaman Anjum; LHR TP 4872
CSR literature, examining how employees’ organizational identification is influenced by organization’s CSR activities, have less considered different types of CSR and alternative mediation mechanisms of identification process . This study was aimed to investigate how perceived external CSR (initiatives for the welfare of external stakeholders) and perceived internal CSR (initiatives for the betterment of internal stakeholders i.e. workforce) affect employees’ organizational identification and how organizational identification rooted from these different pathways eventually affects employee’s turnover intention. We have considered social identity theory for analyzing these two different mechanisms by which external and internal CSR affect employee organizational identification. Our sample size was 300 and we received 211 useable responses from employees of banking sector. Data was analyzed using AMOS software. Hypotheses were tested using SEM. We found that CSR activities that are aimed for the welfare of external stakeholders (community and environment sub-facet of external CSR) boost perceived external prestige while CSR activities for employee well-being were found to have significant effect on perceived internal respect, both of which ,consequently, affected employees’ organizational identification. We further found that Organizational Identification from these two different roots have negative indirect effect on employee’s turnover intention.
Compulsory Citizenship Behavior as a Predictor of Employee’s Burnout: Buffering Role of Transformational Leadership
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2018) Muhammad Omer Bashir; FA14-MSMS-016; Dr. Zafar-Uz-Zaman Anjum; LHR TP 4765
Organization citizenship behaviors are beneficial for organizations but have some personal cost for employees. Specifically, we argue that compulsory citizenship behavior contributes positively to employee’s strain especially with burnout. To study the buffering role of transformational leadership, we collected data from 218 teachersof Punjab Colleges in Lahore division. The results supported our research questions. Compulsory citizenship behaviors have significant positive relationship with employee’s burnout. We also found that transformational leadership buffers the relationship between compulsory citizenship behavior and employee’s burnout, such that the relationship is weaker under high level of transformational leadership.
Effect of Innovative Culture and Person Organization Fit on Innovative Work Behavior: Mediating Role of Person Job Fit
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2018) Abdul Rehman; FA15-RMS-015; Dr. Zafar-Uz-Zaman Anjum; LHR TP 5203
Due to advanced technology and competitive working conditions, innovation is considered to be a key for each organization. The association among person job fit, person organization has been well researched. . The current study aims to contribute in the literature by examining the effect of innovative culture and person organization fit on innovative work behavior and the mediating role of person job fit. While using convenient sampling, the data was collected from 5 organizations of beverage industry in Lahore division. We have collected the data from 300 employees of 5 organizations out of which 250 responded up to the mark and the remaining 50 were not fit for analysis. Results express that innovative culture positively affect the innovative work behavior and there is insignificant or no relationship exist between person organization fit and innovative work behavior according to data and these relationships positively mediated by person job fit. We discussed the implications of these findings for innovation theory and research, as well as for management practice.
Impact of Employee Engagement on Employee Performance: Moderating Role of Internal Communication in Software Firms of Punjab Pakistan
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2021) Syed Zaman Haider; SP19-RPM-005; Dr. Zafar-Uz-Zaman Anjum; LHR TP 7217
The aim of this study is to examine the relationship between Employee Engagement and Employee Performance through using the one mechanism such as Internal Communication and used three additional antecedents of internal communication. Employee Performance is a desirable choice for company growth and productivity. Previous study primarily discussed the internal communication as a main predictor to enhance the employee engagement but factors of internal communication not tested separately with employee engagement and employee performance as a moderation. Drawing on the social exchange theory, we propose that Employee Engagement (EE) is an important tool that helps to increase the Employee Performance by enhancing Internal Communication (IC) among the employees in the workplace ambience. The data were collected through online questionnaire. Approximately, 550 questionnaires were distributed to the different Software Firms Punjab, Pakistan and 280 questionnaires was finalized for results analysis. The results divulge that a positive significant connection between the Employee Engagement and Employee Performance. In addition, the outcomes of the study reveal that the antecedents of internal communication positively moderated the association among Employee Engagement and Employee Performance. In the last, conclusion, implication, recommendation, and future study are also presented at the end of the study.
Impact of Ethical Leadership on Employee Creativity: A Mediating Role of Affective Commitment
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2021) Zaeema Javed; FA19-RMS-023; Dr. Zafar-Uz-Zaman Anjum; LHR TP 7228
The purpose of this research is to examine the relationship between ethical leadership and employee creativity via affective commitment and to check weather affective commitment impact on employee creativity amongst worker in telecom sector of Punjab. Previous studies have ignored the relationship among these variables in telecom sector context. The social exchange theory indicates that this theory assists in examining the factors that permit leaders and workers to set up a strong social exchange relationship. Unit of analysis are individual employees of marketing, sales and customer service department. Data has been gathered from different telecom companies of Lahore and Gujranwala through self-administrated questionnaire of 170 employees via convenience sampling technique is used. Basics descriptive statistics, PLS regression is executed to estimate the association between Ethical leadership, affective commitment and employee creativity under current research. This study contributes to the extent literature, as the finding suggest that, affective commitment mediates the relationship between ethical leadership and employee creativity. Affective commitment plays a vital role to fostering employee creativity and the role of ethical leadership in fostering employee creativity. Moreover, the results also confirm previous findings, which suggest that ethical leadership promote creativity. The findings imply that EL and AC are important for promoting EC. Employees who have strong affective commitment are come up with high creative behavior. Managers are recommended to act ethically to develop a strong affective commitment bond among employees to achieve the employee creativity.
Impact of Perceived Organizational Support and Perceived Supervisor Support on In-Role and Extra Role Performance through Mediating Effect of Employee Engagement
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2017) Mehvish Rafiq; SP15-MBO-012; Dr. Zafar-Uz-Zaman Anjum; LHR TP 6829
In general, it is believed that employee is a main part of any organization. Employees are the one who run, the activities of the organization. For this reason, it is important to pay special attention to matters related to employees. In this study, we examine the role of organizational and supervisory support in examining the mediating effect of employee engagement and how they perceive the effect of an employee in-role and extra-role performance. The data were collected using simple random sampling and statistical software was analyzed using SPSS. For analysis, Correlation and regression were used to test the research hypothesis. For this Research, a study is conduct in banking sector of employees in Pakistan. In the study, it appears that there is a meaningful relationship between perceived organizational that is positive, supervisor support on performance, using a sample of 200 banking employees. Furthermore, the results show that support from organization and perceived supervisor supports has a positive meaningful relationship with involvement of employee who are positively associated with that of employee task and contextual performance. Moreover, engagement of employee mediates that of the link between perceived organizational support, supervisor support and in-role and extra-role performance. The effects of these findings on the banking sector are discuss in detail in the study
Knowledge Sharing and Project Portfolio Success; a mediating role of Innovation Management and moderating effect of Project Interdependency.
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2021) Syed Muhammad Ameer Muslim; SP18-RPM-016; Dr. Zafar-Uz-Zaman Anjum; LHR TP 7219
“The purpose of this research is to find the impact of knowledge sharing on project portfolio success among construction firms in Pakistan and to further explore the mediating as well as moderating role of innovation management and project interdependency. Previous studies conducted have been conducted with respect to Chinese construction firms and on the one belt one region agendas. However the aspect of harboring employees from all over the world have been ignored as Chinese firms have Chinese Management. Data has been gathered from various construction firms in Pakistan, including both public and private sectors through online and self-administered questionnaires from construction firms via convenience sampling technique. Basic descriptive statistics, PLS Regression is executed to associate the relationship between knowledge sharing on project portfolio success in the current research.”
Linking Personal Demands and Personal Resources with Job Performance: Mediating Role of Basic Need Satisfaction and Work Engagement and Burnout
(Library Information Services COMSATS University Islamaabad Lahore Campus, 2019) Muhammad Waqas; FA12-PMS-005; Dr. Zafar-Uz-Zaman Anjum; LHR TP 5938
Purpose- This study aims to examine the function of personal demands and personal resources on job performance through the mediating effects of basic need satisfaction (BNS), work engagement, and burnout by integrating the self determination theory. This study postulates that personal demands and personal resources impact work engagement and burnout through basic need satisfaction (BNS) which further help to impact employee performance. Design/methodology/approach – By using judgmental sampling data was collected from sales employees and their supervisors of 8 insurance companies operating in Pakistan. These companies are listed on the security and exchange commission of Pakistan (SECP). Structural equation modeling technique was used to test the model of this study. Investigator used the phantom modeling technique to test the mediating effects. Findings – This study explains the indirect effects in two steps in order to handle the issues of parsimony. In the first step study reveals that personal demands and personal resources have an indirect effect on work engagement and burnout. Personal demands-resources have positive effect on the work engagement through basic need satisfaction but negative on the burnout through basic need satisfaction. In the second step serial mediation analysis suggests that BNS, and work engagement fully mediated the relationship of personal demands- resources and employees in-role performance. However, no mediation exists between personal demands-resources and employees’ in-role performance via BNS and burnout. Originality/value – This research is unique in a way that it has explored the effect of personal demands and personal resources on employees’ work engagement and burnout through BNS. Moreover, this research has found the serial mediation between personal demands-resources and employees’ in-role performance through BNS and work engagement and burnout.
Linking Personal Demands and Personal Resources with Job Performance: Mediating Role of Basic Need Satisfaction and Work Engagement and Burnout
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2020) Muhammad Waqas; FA12-PMS-005; Dr. Zafar-Uz-Zaman Anjum; LHR TP 5938
Purpose- This study aims to examine the function of personal demands and personal resources on job performance through the mediating effects of basic need satisfaction (BNS), work engagement, and burnout by integrating the self determination theory. This study postulates that personal demands and personal resources impact work engagement and burnout through basic need satisfaction (BNS) which further help to impact employee performance. Design/methodology/approach – By using judgmental sampling data was collected from sales employees and their supervisors of 8 insurance companies operating in Pakistan. These companies are listed on the security and exchange commission of Pakistan (SECP). Structural equation modeling technique was used to test the model of this study. Investigator used the phantom modeling technique to test the mediating effects. Findings – This study explains the indirect effects in two steps in order to handle the issues of parsimony. In the first step study reveals that personal demands and personal resources have an indirect effect on work engagement and burnout. Personal demands-resources have positive effect on the work engagement through basic need satisfaction but negative on the burnout through basic need satisfaction. In the second step serial mediation analysis suggests that BNS, and work engagement fully mediated the relationship of personal demands- resources and employees in-role performance. However, no mediation exists between personal demands-resources and employees’ in-role performance via BNS and burnout. Originality/value – This research is unique in a way that it has explored the effect of personal demands and personal resources on employees’ work engagement and burnout through BNS. Moreover, this research has found the serial mediation between personal demands-resources and employees’ in-role performance through BNS and work engagement and burnout.
The Project to Improve Financial Reporting and Auditing (PIFRA): Top Management Support, ERP Consultant Expertise and ERP System Success in Post Implementation Phase of ERP in the Public sector of Pakistan
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2021) Raza Ullah; SP19-RPM-017; Dr. Zafar-Uz-Zaman Anjum; LHR TP 7215
This study investigates the Effect of Top Management Support, ERP Consultant Support on ERP System Sucess in the post-implementation stage of ERP system in the public sector of Pakistan. A research model was developed and related hypotheses formulated. An online questionnaire was developed and data were collected from government offices where the ERP system was implemented under PIFRA.and a regression analyses technique was used to test the theory. It is claimed that ERP systems are unlike other IT implementations; due to that, it is important to probe how the aforesaid factors affect ERP system success in the post-implementation stage in the public sector. As was projected, the results revealed that the two contingency factors positively affect ERP system success. More essentially, the ERP Consultants Support plays mediating role and contributes more to ERP System Success. Keywords: ERP system in the public sector, ERP consultant, ERP success, top management support, ERP Post-implementation phase