Browsing by Author "FA18-RMS-001"

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    Impact of Servant Leadership on Employees’ Innovative Work Behaviors; A Moderated Mediation Analysis.
    (Library Information Services COMSATS University Islamaabad Lahore Campus, 2020) Saira Altaf; FA18-RMS-001; Dr. Imran Shafique; LHR TP 6049
    The “purpose of this study is to examine the relationship between SL and IWB of employees via PsyEmp and to check whether psychological capital enhance PsyEmp amongst faculty members of universities in higher education sector of Punjab, Pakistan. Previous studies have ignored the relationship among these variables in higher education sector context. The Conservation of self-determination theory states that Inherent traits are their psychological capital which recognize that how much they are optimistic, hopeful, resilient and has efficacy. Unit of analysis are individual faculty members. The data has been gathered from various universities of Lahore and Faisalabad including both public and private sectors through self administered questionnaires of 200 faculty members of sample size via convenience sampling technique”. Basic descriptive statistics, “PLS Regression is executed to estimate the relationship between Servant Leadership, psychological capital, psychological empowerment and innovative work behaviors under current research. The study contributes to the extant literature, as the findings Suggest that, being a dispositional boundary condition, PsyCap plays a contingent role in explaining PsyEmp and the role of SL in fostering IWB. Moreover, the results also confirm previous findings, which suggested that servant leaders promote IWB”. The “findings imply that SL and PsyEmp are important for promoting innovative work behaviors. Given that innovative work behaviors is a complex product of an individual’s behavior, high psychological capital employees feel more empowered and utilize them to elicit innovative work behaviors. Managers are recommended to proactively develop and PsyEmp as well as positive psychological resources among employees to achieve IWB”.
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    Impact of Servant Leadership on Employees’ Innovative Work Behaviors; A Moderated Mediation Analysis.
    (Library Information Services, COMSATS University Islamabad, Lahore Campus, 2020) Saira Altaf; FA18-RMS-001; Dr. Imran Shafique; LHR TP 6049
    The “purpose of this study is to examine the relationship between SL and IWB of employees via PsyEmp and to check whether psychological capital enhance PsyEmp amongst faculty members of universities in higher education sector of Punjab, Pakistan. Previous studies have ignored the relationship among these variables in higher education sector context. The Conservation of self-determination theory states that Inherent traits are their psychological capital which recognize that how much they are optimistic, hopeful, resilient and has efficacy. Unit of analysis are individual faculty members. The data has been gathered from various universities of Lahore and Faisalabad including both public and private sectors through self administered questionnaires of 200 faculty members of sample size via convenience sampling technique”. Basic descriptive statistics, “PLS Regression is executed to estimate the relationship between Servant Leadership, psychological capital, psychological empowerment and innovative work behaviors under current research. The study contributes to the extant literature, as the findings Suggest that, being a dispositional boundary condition, PsyCap plays a contingent role in explaining PsyEmp and the role of SL in fostering IWB. Moreover, the results also confirm previous findings, which suggested that servant leaders promote IWB”. The “findings imply that SL and PsyEmp are important for promoting innovative work behaviors. Given that innovative work behaviors is a complex product of an individual’s behavior, high psychological capital employees feel more empowered and utilize them to elicit innovative work behaviors. Managers are recommended to proactively develop and PsyEmp as well as positive psychological resources among employees to achieve IWB”.