M.Phil / MS
Permanent URI for this collectionhttps://repository.cuilahore.edu.pk/handle/123456789/48
This collection archives the complete set of theses produced by students of the COMSATS University Islamabad, Lahore Campus.
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Item Excluded at Work and Problem at Home: How Workplace Ostracism Prompts Work-Family Conflict? The Perspective of Mindfulness-Based Interventions(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2024) Maida; CIIT/SP23-RBA-011/LHR; Dr. Ahmad Qammar; LHR TP 9603The study was focused on seeing the effect of workplace ostracism on work-family conflicts by mediator as emotional exhaustion and moderator as mindfulness-based interventions. Conservation of Resource theory was used to develop hypothesis. Survey was conducted in the banking sector and all the data was gathered from 170 employees from different areas of Pakistan. Data was analyzed by using Wrap PLS 8.0. Results of this study showed that mindfulness-based interventions impact the life of employees and reduce emotional exhaustion and work-family conflicts.Item The Impact of Family Incivility on Remote Work Engagement: Examining the roles of Psychological Well-Being and Supervisory Support(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2024) Wadood Malika; CIIT/SP22-RBA-015/LHR; Dr. Ahmad Qammar; LHR TP 9450Remote working is a new trend accelerated by Covid-19 pandemic that blurred the personal and professional spheres. Working from home is challenging task, as minor disruptions within home environment happen due to family incivility. Based on the foundation of Job Demand-Resource (JD-R) theory, this study aims to investigate the relationship between family incivility, psychological well-being, and remote work engagement, with the moderating effect of supervisory support in remote work setting in Pakistan. This research uses quantitative research method. The data were collected from 251 employees working remotely from Pakistan. The participants were sent an online survey form created on Google Forms. Convenience sampling was employed in this research. The data were analyzed by using WarpPLS 8.0. The results of the study indicate that family incivility has a negative relationship with remote work engagement and also psychological well-being is negatively related to the family incivility. In addition to this, it is indicated that psychological well-being completely mediates the relationship between family incivility and remote work engagement. The findings of the research also suggest that supervisory support does not moderate relationship between psychological well-being and remote work engagement. This study offers useful insights for both managers and the current body of literature on human resource management. The study suggests that managers should acknowledge the significance of family incivility in remote work setting as it lowers psychological well-being that ultimately reduces remote work engagement. They should consider implementing flexible working hours and arrangements, training opportunities, and company policies that support in family-related issues in order to improve organizational effectiveness and work engagement.Item Impact of Supportive Culture on Innovative Work Behaviours of Employees(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2022) Aleena Ghazal; CIIT/SP21-RMS-004/LHR; Dr. Ahmad Qammar; LHR TP 8131This study will examine the outcome of the Supportive Culture (SC) on the Innovative Work Behaviours (IWB) through Affective Commitment (AC) and moderation of Supervisory Support (SS). Although there is much research on the organizations’ cultures and employees’ behaviours involved with it. This research will add the significance that how Supportive Culture helps to achieve IWB for employees. To analyse relationship of the different variables SC, AC , IWB and Supervisory Support sample data will be approximately 230 employees will be defined from the IT companies in Lahore, Pakistan. The questionnaire is based on the 32 items and every item is measured by using 5 Likert scale reaching from “Strongly Agree to Strongly Disagree” and for IWB the Likert scale is a frequency scale from “Never, Rarely, Sometimes, Frequently, Very Frequently” Structured modeling questionnaire is adopted, and the non-probability sampling technique is best to measure data and SPSS software will use to analyze the data.Item Relationships between Workload, Work-Family Conflict and Employee Performance in Software Industry in Pakistan(Library Information Services COMSATS University Islamabad Lahore Campus, 2023-02-09) Minahal Ali; SP22-RBA-004; Dr. Ahmad Qammar; LHR TP 8744An employee's performance is a significant indicator of organizational success. In Pakistan’s thriving software sector, handling the workload along with reducing conflict between work-family becomes crucial issues for employee performance. Based on the foundation of inter-role conflict, this study aims to investigate the relationship between workload, work-family balance, and employee performance, with the moderating effect of supervisor support in the software houses of Pakistan. This research uses quantitative research method. The data was collected from 180 employees working in different software houses located in Pakistan. The participants were sent an online survey form created on Google Forms. Convenience sampling was employed in this research. The data was analyzed by using WarpPLS 7.0. The results of the study indicate that workload has a positive relationship with employee performance and also work-family conflict is positively related to the workload. In addition to this, it is indicated that work-family completely mediates the relationship between workload employee performance. The findings of the research also suggest that supervisor support is insignificantly related to workload and work–family conflict. This study offers useful insights for both managers and the current body of literature on human resource management. The study suggests that managers should acknowledge the importance of work-family conflict and consider implementing flexible working hours and arrangements, training opportunities, and company policies that support a family-friendly work environment in order to improve organisational effectiveness and performance.Item Affinity to Technology Interaction (ATI) of Employees and Effects on Innovative Work Behaviour (IWB)(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2023) Tehreen Bint Ilyas; SP21-RMS-008; LHR TP 8133; Dr. Ahmad QammarThis study will examine the relationship of Affinity to Technology Interaction (ATI) with Knowledge Sharing (KS) along with the direct constructive effect on Innovative Work Behaviour (IWB) of employees. Although there is much research on human-computer interaction and its relationship with cognition. This research will add significance that how the employee’s willingness towards technology helps the employees to achieve the knowledge sharing and innovative ideas of an organization and capabilities of employees using digital technologies. Meantime the innovative climate (IC) of an organization is effective for innovative or creative ideas toward decisions. To analyze the relationship between variables ATI, KS, IWB, and IC sample data of approximately 161 employees will be defined from IT companies in Lahore, Pakistan. The questionnaire is based on 38 items and each item would be measured by using a 5- Likert Scale ranging from “Strongly Agree to Strongly Disagree” Structured modeling questionnaire is adaptive, and a non-probability sampling technique is considered to be best to measure data and for the analysis of data the SPSS software would be considered effectiveItem PROJECT SELF-EFFICACY AND EMPLOYEES‟ TURNOVER INTENTIONS: MODERATING ROLE OF JOB SECURITY(Library Information Services COMSATS University Islamabad Lahore Campus, 2020-02-03) SALIHA SHAHID; SP17-RPM-015; Dr. Ahmad Qammar; LHR TP 6542For the smooth functioning of the operations of any organization, employees are now considered as a life blood and organizations are striving for creating a competitive advantage through people. Since the concept of project self efficacy was introduced in the recent literature, the current study makes a valuable contribution by studying association between self-efficacy and turnover intention in the perspective of projects. Compared with conventional process-based organizations, the project-based organizations constantly pose new challenges to their employees that may trigger intentions to leave. Further, job security is used as boundary condition that adds valuable contribution by study job security in relationship between project self efficacy and turnover intentions. Using a cross sectional survey research design, the study collects data from 104 respondents using an online survey. The results indicate that Project self efficacy negatively influence turnover intentions. Job security as a moderator was found to strengthen the relationship between the two. The research recommends that managers should pay attention to project based self efficacy thus training programmes should be introduced to build project self efficacy among employees. At last, while acknowledging the study constraints, prospective research areas are identified.Item The impact of Project management self-efficacy on Turnover intentions, with mediating role Job Engagement in IT and Construction Sector of Pakistan.(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2022) Muhammad Ehsan Ullah; FA19-RPM-012; Dr. Ahmad Qammar; LHR TP 7663This study was carried out to examine the relationship between Project management self efficacy and turnover intentions among employees of the project-based organisations working in Punjab. Although self-efficacy was studied in the literature concerning the turnover intentions, the literature generally ignored the project-based organization having a unique context with defined project time and tight deadlines. Thus, to address the gap, the current study examined the impact of project management self-efficacy on turnover intentions with the mediating role of job engagement in project-based organizations. A survey was conducted for data collection and the data were analysed using SPSS. Using the non-probability sampling technique a sample size of 200 employees working on projects was selected and Structure Equation Modelling was used for Model analysis and interpretations. the results indicate that project management self-efficacy does influence the turnover intentions among the employees directly. Rather, the impact of project management self-efficacy on turnover intention is mediated through job engagement. So, organisations can work on self-efficacy and job engagement of the employees to retain them, instead of focusing directly on turnover, cause self-efficacy will bring in job engagement and job engagement will ultimately eliminate turnover. The results we found in this study were consistent with the past literature. This area is not as such explored so far, many other models and areas could be explored in this domain of research. With the help of this study, practitioners can design their strategies to tackle turnover in temporary teams.Item High Performance Work System, Service Climate and Service Performance: The Role of Job Stress(Library Information Services COMSATS University Islamaabad Lahore Campus, 2020) Asma Khan; FA18-RMS-014; Dr. Ahmad Qammar; LHR TP 6056This study examines the relationship betweenHPWS (High performance work system) and service performance along with the mediating effects of service climate and the moderating role of job stress. Even though, researchers have confirmed the positive connection between HPWS and firm performance but previous studies were criticized by scholarsfor being management-centric.This research adds significant value in the literature by studying employee perspective of HPWS, how it shapes the attitudes of the employees and generates the service climate which acts as a mediating role between HPWS and in achieving Service Performance of the organization. For the purpose of this study, data was collected through 21 different public and private banks of 50 branches of selected cities of Punjab i.e. Multan, Bahawalpur, Lahore, Islamabad and Dera Nawab. Study results revealed that HPWS was significantly related to service performance. Further,the service climatepartially mediated the direct relationships between HPWS and service performance. Empirical findings of this study implied that positively perceived HPWS by front line employees can influence the service-related behaviors and produce service climate in the organization and its positive impact on service performance. This researchalso contributes by studying job stress as a moderator and the risk of the negative influence of HPWS associated with it.Item The Impact of Workload and Job Stress on Performance in Software Industry of Pakistan: The Moderating Role of Co-Workers Support(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2021) Sundas Afzal; FA19-RPM-024; Dr. Ahmad Qammar; LHR TP 7210Abstract Impact of Workload and Job Stress on Performance in Software Industry of Pakistan: The Moderating Role of Co-Workers Support The 21st-century era is all about Globalization and Information technology. The world has shifted to AI and Software technologies rapidly in the previous decade. People are using IT in almost every sphere of life. In these times of rapid software development, it is essential to measure factors that affect the performance of the employee. Job Stress, workload, and Coworkers’ support are the variables that may impact the performance of the employee in one way or the other. Therefore this study is aimed at examining the relationship between workload and employees’ performance, The mediating effect of job stress and to check whether coworkers’' support moderates the job stress among employees of software houses in Pakistan. There is a deficiency in the current literature that explains the mechanism of how workload negatively affects the employees’ performance especially in the Software Industry of Pakistan. Software houses operating in Lahore are treated as a target population. Data were collected from employees working in these software houses through survey questionnaires using convenience sampling. Almost 201 employees responded to the questionnaire. Statistical software WARP PLS is used for data analysis and testing the hypothesis. The results showed that there is a significant impact of job stress as a mediator between workload and employees’ performance. It was also found that coworkers’ support plays a positively moderating role between job stress which improves the employees’ performance. No significant relationship was found directly between workload and employees’ performance rather the effect of workload on performance was fully mediated by job stress. The study offers theoretical and managerial implications. The findings can be a hallmark for the Software industry of Pakistan as they can give a blueprint to the management of Software houses about the factors that should be kept in mind while managing resources. If the workload and job stress are regulated and a friendly working environment is promoted, then the performance of the employees can be surely increased which will benefit the Software industry of Pakistan. And as Software industries are contributing significantly to the revenue of the country by increasing foreign reserves, the impact of this study can go a long way.