Browsing by Author "LHR TP 8572"

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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.