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, 2017-01-29) 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.
The Impact of Employee Psychological Empowerment on Job Satisfaction and Organizational Commitment “Moderating role of Self-Leadership”
(Library Informtion Services, CUI lahore, 2017) Seerat Fatima; CIIT/FA15-RMS-003/ LHR; Dr. Zafar-uz-Zaman Anjum; LHR TP 4863
The purpose of this study is to examine psychological empowerment impact on the employee job satisfaction and organization commitment with the moderating effect of employee self-leadership among employees working in banking sector of Lahore, Pakistan. In this study we have used convenient sampling technique for the purpose of data collection from 250 employees working in different banks of Lahore. Self administered questionnaire were distributed among respondents by using non probability sampling technique. The purpose of this research is to find out the mechanism by which employee’s organization commitment and job satisfaction could be raised among employees working in the banks. In addition to this, it was also aimed to answer various calls for future research present in the previous literature. Findings of this study indicate that psychological empowerment has positive impact on employee organization commitment and job satisfaction. In addition to this, in this study the moderating effect of self-leadership has strengthened the relationship between P.E and outcome variables i.e organization commitment and job satisfaction.