Final Year Projects (FYPs)

Now showing 1 - 3 of 3

Impact of Leadership on Project Success in software and information technology industry of Pakistan
(Library Informtion Services, CUI Lahore, 2017) Ume Ammara; CIIT/SP14-MSPM-031/LHR; Dr. Abdus Sattar Abbasi; LHR TP 4858
Pakistan is a developing country, which is witnessing growth in its IT sector and there is huge potential in this industry. But there are certain problems related to the inefficient utilization of the human resource in this sector which has resulted in high project failure rates. This study was conducted on the premise that appropriateness of leadership style could address this issue and improve project success in IT industry of the country. Further, there is also indication that there is lack of theoretical and empirical development on leadership in the field of project management. This study thus, assessed the impact of leadership style on the project success in IT industry of Pakistan, whereby team readiness was taken as moderating variable. Using survey methodology, data was collected from 252 respondents and analysis of the data revealed interesting indications. It was found that transformational leadership, transactional leadership and laissez-faire leadership yielded a positive impact on the project success. Further, team readiness was found to have moderated the impact of leadership on the project success. Most important leadership style in IT industry remained transactional leadership in context of team readiness, while transformational leadership become negative after inclusion of the team readiness and laissez-faire leadership became insignificant. These findings are sector specific and are related to the specific dynamics of IT industry of Pakistan, which is characterized by human resource exploitation, high stress, excessive demand for innovation and semi-skilled nature of the human resource.
Impact of Organizational Climate on Intention to Leave, moderating role of Career Commitment: An evidence from retail chains in Pakistan
(Library Informtion services, CUI Lahore, 2017) Tehseen Ul Mushtaq; CIIT/FA14-MSMS-014/LHR; Dr. Abdus Sattar Abbasi; LHR TP 4853
Retail chain industry in Pakistan is growing fast. This footwear retail chains industry facing a problem of turnover in frontline employees. Individuals enter a company with their own career plans. Organizational climate plays a vital role in employee intention to leave. This study investigates the moderating role of career commitment on the relationship between organizational climate and employee intention to leave. Sample was collected from frontline employees of footwear retail industry. A total of 206 front-line employees participated in the study. Descriptive statistics and regression analysis are used in this study to examine and analyze the data. The results of the study showed that reward, responsibility and career commitment had a negative significant association with intention to leave while structure has positive significant association with intention to leave and support proved insignificant. Employee career commitment was an efficient moderator in relationship of organization climate and employee intention to leave. Career commitment moderates the relationship between organizational structure and intention to leave negatively while career commitment moderates the relationship between responsibility and intention to leave positively. In presence of career commitment support and reward proved insignificant. The results highlight the bad working environment was associated with the intention to leave in footwear retail chains. The study suggests positive organizational climate and career commitment enhances and exerts frontline employees‘ satisfaction and therefore it is less likely to look for another job at any organization.
iii Impact of employee voice on organizational value: A study of telecom sector of Pakistan
(Library Informtion Services, CUI Lahore, 2015) Samara Munir; FA12-MSMS-017; Dr. Abdus Sattar Abbasi; LHR TP 4340
In today’s dynamic environment, employees are becoming the most valuable asset to the organizations, because they are the main source who can add value to their organization by their commitment, creativity and high performance. But this all depends on how the employees are being treated by their organizations. The present study focuses on positive side of employee voice and investigates that how employee voice can lead to a better performance, creativity in job and organizational commitment. It was assumed that the status of employee voice depends on the manager/team lead/ supervisor of that employee as how the raised voice has been perceived and resultantly it can affect the performance, creativity and commitment of that employee. Employees usually depict two types of voice behavior i.e. supportive and challengeable type. Both are perceived differently by the organization and therefore, yield different outcomes. In a sample of 300 employees of telecom sector of Pakistan, as hypothesized, employees who frequently raised supportive type of voice were being considered as loyal to the organization and eventually they performed with creativity and commitment. On the other hand, employees who tend to raise challengeable voice were considered as threat by their respective manager/team lead/supervisor and hence it hindered their performance, creativity and commitment towards their organizations. The validity of the instrument has been tested through Confirmatory Factor Analysis (CFA) in AMOS 19 and hypotheses were being tested by applying regression analysis on SPSS 19 and Structural Equation Modeling SEM in AMOS 19. The results show that employees at telecom sector do perform with creativity and commitment if perceived as loyal because of their frequently shown supportive type of voice behavior. Likewise, if employees are perceived as threat based on their challengeable voice behavior, it will hinder their performance and creativity and they will be less committed towards their organizations.

Final Year Projects (FYPs) - Undergraduates

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