PhD

Permanent URI for this collectionhttps://repository.cuilahore.edu.pk/handle/123456789/47

This collection archives the complete set of theses produced by students of the COMSATS University Islamabad, Lahore Campus.

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Antecedents and Consequences of Cost of Quality in Human Resource Practices of Small and Medium Enterprises in Punjab, Pakistan
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2017) Hafiza Sadia Mansoor; FA11-MSMS-014; Dr. Faisal Tehseen Shah; LHR TP 4722
The study is focused on the analysis of the impact of the Human Resource practices (HR Planning, Communication, training and development and performance evaluation and feedback) in the Small and Medium Enterprises of Pakistan on the Costs of Quality like lack of commitment, cynicism, intention to quit and absenteeism, considering it as an expense. The study will also evaluate the ultimate impact of these costs on the performance of the organization. The mediating role of the Costs of Quality on the relationship of the HR Practices and the Organizational Performance is also evaluated during the study. The salary based employees of the organizations having 5 – 250 employees have been selected on the basis of stratified sampling technique for the data collection purposes. Out of 600 questionnaires distributed, 290 were returned and 278 were used for the study. The relationship of HR Practices and organization performance has been found to be significantly mediated by the Costs of Quality. The study will be highly significant for the practitioners in the SMEs, shifting their focus towards the increased quality HR practices.
Antecedents and Consequences of Sales Force Intrinsic Motivation: An Integrated Model
(Library Information Services COMSATS University Islamaabad Lahore Campus, 2015) Basharat Naeem; SP09-PMS-001; LHR TP 5291; Dr. Mahmood Ahmad Bodla
How can sales force be motivated for superior sales productivity? This question has consistently been asked by sales management since long. While sales quota based compensation are frequently used to improve performance, critics highlight potential dark side of such schemes resulting into extrinsic motivation of poor quality as it would not be sustainable and bring counter-productive work behaviors. Numerous practicing managers and academics recite now-familiar motivational mantra that motivation comes from the self, not from desire for money. Although intrinsic motivation has long been theorized as strong predictor of performance particularly for the jobs requiring creativity, yet empirical evidence does not seem to converge. Moreover, knowledge is strikingly limited of how informal controls intrinsically motivate sales force to perform their job in creative fashion to be star performers. It provides strong stimulus to address the research question of how sales force intrinsic motivation is influenced by largely ignored informal sales force controls (antecedents) such as optimistic sub cultural control (workgroup level context) and spirit at work based control (job level context) which, in turn, drive sales performance directly and indirectly by sales force creativity (consequences). Moreover, it is advocated that if indeed different selling situations exist, then there will be high likelihood that each type of sales force, for example trade (Fast Moving Consumer Goods; hereinafter FMCG) and missionary (Pharmaceutical) sales force of this study, may respond differently to contextual factors, such as informal sales force controls of this study, resulting into differential influence on motivation, behavior and performance. Surprisingly, knowledge regarding the effect of the type of sales force selling situations for critical sales force outcomes is limited at best. This issue provided thrust for this study to address important research question of whether or not effectiveness of newly introduced informal sales force controls is contingent upon selling situations of trade (FMCG) and missionary (Pharmaceutical) sales force. An integrated conceptual model is proposed by uniquely merging complementary insights from conceptual logic of informal controls, componential theory of creativity and self-determination theory. Mixed method sequential explanatory research design is used to empirically test the proposed model by employing structural equation model. In focal quantitative phase, data is collected by structured survey questionnaire from 1065 frontline field sales force, both sales persons and sales managers, of 60 sales organizations of FMCG and Pharmaceutical industries in Pakistan. In follow-up qualitative phase, eleven semi-structured interviews of the survey respondents are used to interpret and corroborate key quantitative findings. Findings indicate that intrinsic motivation does not automatically translate into improved sales performance. Actually, sales force intrinsic motivation first stimulates their creative performance of selling job which, in turn, improves their sales performance. Analysis clarifies the role of intrinsic motivation that it is contextually influenced attitudinal state cultivated by both informal sales force controls. Spirit at work based control has important role in nurturing sales force creativity, which consequently improves their sales performance, over and above that is mediated by intrinsic motivation. Whereas optimistic sub cultural control stimulates sales force creativity, by cultivating intrinsic motivation, which results into their improved sales performance. Interestingly, these relationships do not differ significantly across selling situations of trade and missionary sales force disconfirming the assumption of heterogeneity of such selling situations. This thesis provides potential aid to theoreticians and practitioners to appreciate and understand complex mechanism of effectively designing informal sales force control levers by highlighting the importance of intermediary markers of sales force intrinsic motivation and creativity for developing high performing sales force operative in highly competitive FMCG and Pharmaceutical industries, characterized by cut-throat competition, challenging sales quotas and escalating customer demands, in the context of developing country of Pakistan. From practical stand point, this thesis enriches sales management understanding that trade and missionary selling situations are not sufficiently diverse to cause differential perceptions of informal sales force controls.
Antecedents and Consequences of Sales Force Intrinsic Motivation: An Integrated Model
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2018) Basharat Naeem; SP09-PMS-001; Dr. Mahmood Ahmad Bodla; LHR TP 5291
How can sales force be motivated for superior sales productivity? This question has consistently been asked by sales management since long. While sales quota based compensation are frequently used to improve performance, critics highlight potential dark side of such schemes resulting into extrinsic motivation of poor quality as it would not be sustainable and bring counter-productive work behaviors. Numerous practicing managers and academics recite now-familiar motivational mantra that motivation comes from the self, not from desire for money. Although intrinsic motivation has long been theorized as strong predictor of performance particularly for the jobs requiring creativity, yet empirical evidence does not seem to converge. Moreover, knowledge is strikingly limited of how informal controls intrinsically motivate sales force to perform their job in creative fashion to be star performers. It provides strong stimulus to address the research question of how sales force intrinsic motivation is influenced by largely ignored informal sales force controls (antecedents) such as optimistic sub cultural control (workgroup level context) and spirit at work based control (job level context) which, in turn, drive sales performance directly and indirectly by sales force creativity (consequences). Moreover, it is advocated that if indeed different selling situations exist, then there will be high likelihood that each type of sales force, for example trade (Fast Moving Consumer Goods; hereinafter FMCG) and missionary (Pharmaceutical) sales force of this study, may respond differently to contextual factors, such as informal sales force controls of this study, resulting into differential influence on motivation, behavior and performance. Surprisingly, knowledge regarding the effect of the type of sales force selling situations for critical sales force outcomes is limited at best. This issue provided thrust for this study to address important research question of whether or not effectiveness of newly introduced informal sales force controls is contingent upon selling situations of trade (FMCG) and missionary (Pharmaceutical) sales force. An integrated conceptual model is proposed by uniquely merging complementary insights from conceptual logic of informal controls, componential theory of creativity and self-determination theory. Mixed method sequential explanatory research design is used to empirically test the proposed model by employing structural equation model. In focal quantitative phase, data is collected by structured survey questionnaire from 1065 frontline field sales force, both sales persons and sales managers, of 60 sales organizations of FMCG and Pharmaceutical industries in Pakistan. In follow-up qualitative phase, eleven semi-structured interviews of the survey respondents are used to interpret and corroborate key quantitative findings. Findings indicate that intrinsic motivation does not automatically translate into improved sales performance. Actually, sales force intrinsic motivation first stimulates their creative performance of selling job which, in turn, improves their sales performance. Analysis clarifies the role of intrinsic motivation that it is contextually influenced attitudinal state cultivated by both informal sales force controls. Spirit at work based control has important role in nurturing sales force creativity, which consequently improves their sales performance, over and above that is mediated by intrinsic motivation. Whereas optimistic sub cultural control stimulates sales force creativity, by cultivating intrinsic motivation, which results into their improved sales performance. Interestingly, these relationships do not differ significantly across selling situations of trade and missionary sales force disconfirming the assumption of heterogeneity of such selling situations. This thesis provides potential aid to theoreticians and practitioners to appreciate and understand complex mechanism of effectively designing informal sales force control levers by highlighting the importance of intermediary markers of sales force intrinsic motivation and creativity for developing high performing sales force operative in highly competitive FMCG and Pharmaceutical industries, characterized by cut-throat competition, challenging sales quotas and escalating customer demands, in the context of developing country of Pakistan. From practical stand point, this thesis enriches sales management understanding that trade and missionary selling situations are not sufficiently diverse to cause differential perceptions of informal sales force controls.
Corporate Derivatives as a Tool for Risk Management: A Comparative Analysis of Pakistan and Malaysia
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2018) Atia Alam; FA10-PMS-003; Dr. Talat Afza; LHR TP 5290
The growing usage of derivatives since the last few decades has increased academic concerns regarding the value relevance of derivatives. Hedging theorists state that considering market imperfections, use of derivatives enhances firm value by minimizing risk. The existing literature has mostly examined the direct effect of derivative usage on firm risk and value, but empirical evidence on ‘how’ and ‘when’ use of derivatives enhances firm value is still missing. Present study primarily adds to the existing literature by identifying ‘how’ and ‘when’ derivative usage increases firm value by using moderated mediation techniques through a bootstrap technique of Hayes (2015). In addition, the current study explores the empirical literature by comparatively analyzing the countries where derivative markets are still in development phase like Pakistan and Malaysia. The sample consists of 167 Pakistani and 266 Malaysian firms for the period of 2004-2010. Findings demonstrate that derivatives play a significant risk management role in both Pakistan and Malaysia, though the effectiveness of the moderating role of derivative usage on the relationship between risk and value is limited in Pakistani non-financial firms. Results on the basis of firm’s types of derivative instruments show no moderating mediating role of a firm’s risk on the relationship of derivative usage and Malaysian firm’s value as they are mostly involved in operational hedging. Whereas, Pakistani firms have high value enhancing benefits of foreign currency derivative usage in case of no ER exposure as firms might have exposed due to imports and other commodity prices. In case of interest rate derivative usage, Malaysian firms use fewer interest rate derivatives in times of low IR exposure as they have more access to external financing at lower costs because of developed capital market.
Corporate Governance, Financial Constraints and Dividend Policy: Evidence from Pakistan
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2018) Muhammad Azeem; FA11-PMS-002; Dr. Talat Afza; LHR TP 5327
Information asymmetry between insiders and outsiders creates various issues for a firm, such as the agency problem where managers pursue their own interests even at the cost of the wellbeing of the firm’s shareholders and probable external financial constraints where external investors discount risk by causing a surge in the cost of financing. Normally, a firm manages the issues of the agency problem and external financing constraints by omitting or initiating dividend payments. In most existing studies, scholars have focused on the direct relationship between corporate governance and dividend policies and, thus far, they have produced inconclusive and contradictory results. Most probably, these studies have not considered the role of financial constraints in dividend payment decisions. Moreover, the substantial emergence of corporate scams, along with weak regulatory environments coupled with the underdevelopment of the financial sector of Pakistan, has encouraged the study of the aforesaid tradeoff. Therefore, this study investigated the impact of corporate governance on dividend policies in the presence of financial constraints using a sample of 139 non-financial firms listed in the KSE in Pakistan, where a weak regulatory framework generates agency problems and the underdevelopment of financial sector causes financing constraints for businesses. The results reveal that, in Pakistan, dividends are an Outcome of governance practices. As the quality of firm-level governance improves, shareholders are provided with the legal strength to ultimately force firm managersto pay dividends.Along with the agency problem, the availability of external financing is an important factor related to dividend payment decisions in Pakistan. When a company is confronted with the agency problem and financial constraints simultaneously, managers try to avoid costly external financing rather than reducing agency problem. The corporate regulatory machinery of Pakistan completely inherits the characteristics of low efficiency, and as a result, the issue of unsymmetrical firm-level governance practices has emerged. Eventually, the influence of financial constraints on dividend policies also varies across different corporate governance regimes.
Determinants of Corporate Dividend Payout Policy: Evidence from Emerging Economies of South Asia
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2017) Hammad Hassan Mirza; SP10-PMS-001; Dr. Talat Afza; LHR TP 4788
The present study analyzes the effect of firm and country level factors on corporate dividend payout in emerging economies of South Asia. Existing studies mainly investigate the determinants of dividend payout in developed economies with little focus on country level economic, legal and cultural factors especially in emerging economies. The results of previous studies are mixed and inconclusive regarding the relationship of firm level factors and dividend payout. This study contributes to the existing literature by providing evidence on moderating role of country level factors in determining the relationship between firm level factors and dividend payout policy in South Asia. The study uses the data of listed non-financial companies of Bangladesh, India, Pakistan and Sri Lanka, from 2006 to 2010. Firm and country level models are estimated using lest square, Tobit, Logit and TSLS techniques. The analysis is conducted in two parts, first the effect of firm level factors with dividend payout in each of four South Asian countries is compared, and second the impact of country level factors on the relationship of firm level factors and dividend payout is investigated. At firm level estimation the results show that dividend payout increases with increase in managerial ownership in Bangladesh and India but decreases in Pakistan and Sri Lanka. Institutional ownership positively affects payout in Bangladesh and India but not in Pakistan and Sri Lanka. Operating cash flow and lagged dividend are important determinants of payout in South Asian countries but cash flow sensitivity does not affect payouts. Regarding country level factors, in high investors’ protection regime, the shareholders enforce managers to pay dividend, which is in line with dividend outcome model. This shows that investors’ protection does not substitute dividend payouts in South Asia. Furthermore, legal rights protection of creditors and employees does not adversely affect dividend payout. Regarding cultural attributes, the study finds that the uncertainty avoidance negatively moderates the relationship between cash flow and dividend payout
Efficiency Analysis of Financial Institutions in Pakistan
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2013) Muhammad Jam-e-Kausar Ali Asghar; SP10-PMS-002; Talat Afza
The study applied parametric Stochastic Frontier Approach (SFA) and non-parametric Data Envelopment Analysis (DEA) to estimate the efficiency of financial institutions in Pakistan over the period 2005 to 2010. The financial institutions include; commercial banks, insurance companies, mutual funds, leasing companies, modarabas and investment banks which are operating in Pakistan. Present study followed the value added approach for the selection of input and output variables. The study computed technical efficiency, cost efficiency and profit efficiency with the SFA technique whereas, DEA was used to compute the technical efficiency, pure technical efficiency, scale efficiency, allocative efficiency and cost efficiency of the financial institutions in Pakistan. The highest level of efficiency is reported by the mutual funds whereas, lowest level of efficiency is found in the investment banks of Pakistan. Moreover, current study also investigated the scale economies in different financial institutions of Pakistan. The results suggested that the number of financial institutions with Decreasing Return to Scale (DRS) are increased whereas, the number of financial institutions with Increasing Return to Scale (IRS) are dropped over the study period. Furthermore, present study also undertook the Tobit analysis to find the association of various firm characteristics, financial reforms and financial uncertainty with various efficiencies computed with the SFA and DEA techniques. Firstly, the overall results indicated that the firm characteristics have mixed relationship with various efficiencies for each type of financial institution which is due to the fact that these financial institutions are dissimilar from each other. Secondly, financial reforms are found positively related with various types of efficiencies which suggest that the financial reforms have proven fruitful for the financial institutions of Pakistan. Finally, the financial uncertainty is found negatively related with the efficiency of financial institutions which implies that the financial uncertainty has adversely affected the overall performance of financial institutions in Pakistan.
High Performance Work Systems and Employees Pro-Change Reactions: A Social and Economic Exchange Perspective
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2020) Aqsa Akbar; SP12-PMS-001; Dr. Ghulam Hussain; LHR TP 5916
Using Social exchange perspective, this study investigates the impact of High Performance Work Systems (HPWS) on employees‘ pro-change attitudes and behaviors (i.e., Commitment to change and behavioral support for change). It also endeavors to examine the underpinning micro-mechanisms of HPWS and employees‘ pro-change behaviors, suggesting that social & economic exchanges are the important mediating variables. Moreover, this study proposes an integrative moderated mediation model and posits that employees‘ cultural values (power distance and collectivism) moderate the aforementioned two alternative mediation mechanisms. Using random sampling technique, a sample of 591 full-time employees of largest public sector bank of Pakistan undergoing privatization are surveyed during September-December 2017. Proposed hypotheses are tested through Structural Model in AMOS. The results reveal that perceptions of social exchange partially mediate the positive relationship between HPWS –Affective CTC and HPWS-Normative CTC. On the other hand, perceptions of economic exchange fully mediate the HPWS- Continuance CTC.In addition, the relationship between HPWS-Affective CTC and HPWS-Normative CTC via social exchange is stronger for employees scoring high collectivism and low power distant orientation. Similarly, the relationship between HPWS-continuance CTC via economic exchange is stronger for employees scoring low collectivism and vice versa. However, the moderated mediated impact of power distance on HPWS-continuance CTC via economic exchange remained insignificant. In addition, the impact of CTC components on behavioral support for change is found to be statistically significant. In the end, practical and theoretical implications of HPWS- employees‘ pro-change reactions are discussed in the light ofresults.
Identification And Recommendation Of Issues
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2020) Muhammad Zohaib; SP18-RBA-009; Kashif Luqman; LHR TP 5686
Textile industry in every economy plays a dominating role and responsible for generating huge volume of employment and GDP. In 2017 growth was seen specially in apparel exports with notable movements in china’s textile where consignments reached a new high record and representing Vietnam’s ongoing rise as a primary exporter. Behind this outstanding growth key intention was changing trends and patterns in apparel manufacturing (Lu, 2018). Total contribution of Pakistan textile industry in overall exports is 60 percent 9.6 billion dollar (Khan & Khan, 2010). Pakistan a 4th biggest manufacturer and producer of cotton in the whole world with intrinsic advantage of proving quality cotton. Every industry success depends on the availability of raw material in the local market specially when that raw material is produced in excessive amount. Pakistan with this advantage gives to textile manufacturing industries to reduce their input cost and increase profitability.
Impact Assessment Study of Sehat Sahulat Program of the Government of Pakistan
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2023) Fajjar Ali; FA21-RPM-004; Dr, Rana Nadir Idrees; LHR TP 8580
It has been estimated that almost 10% of household expenses are spent on health services, and almost 100 million populations are now under the poverty line in Pakistan, so the government needs to initiate programs to better the society (Hasan et al., 2022). The live and major example is Sehat Sahulat Program (SSP) initiated in 2015 under Universal health coverage (UHC) (Hasan et al., 2022). The SSP in Pakistan is a government-led initiative to provide access to quality healthcare services for underserved populations, including low-income and rural communities. As a result, patients who have enrolled in the program have reported improved access to healthcare services and better health outcomes. The major reason for studying the SSP is to evaluate program effectiveness and examine program outcomes. This study will also contribute to research in raising public awareness. There are few researches available on the impact assessment study of SSP, and this study will be conducted in Punjab province (Lahore) to determine its impact on the patient's health. There is a research gap in the impact study of SSP that evidence-based research did not adequately analyze its impact on the province of Punjab (Lahore). As per the evidence-based studies, the gathered data is based on random surveys of public and private hospitals and patients from different cities and areas. For this purpose, the agile methodology theory will be used, and patient perceptions will be conducted. It is qualitative research, and data will be collected from 25 respondents through in-depth interviews with patients. The Convenient sampling technique will be utilized, and a descriptive case study will be done. The results will check the program's effectiveness as perceived by patients of Lahore.
Impact of Gratitude on Task Performance: The mediating role of Job Satisfaction with moderating influence of Supervisor Support.
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2021) Sohail Ahmed; SP19-RPM-009; Dr.Ahmad Qamar; LHR TP 6544
This study examines the mechanism through which gratitude impacts task performance through mediating role of job satisfaction. Moderation impact of supervisor support has also been studied. Broaden and build theory has been referred to explain how gratitude as a positive emotion increase job satisfaction and social exchange theory has been referred to explain the exchange relationship of supervisor support and tasks performance in return. . Research philosophy used is positivism as data is based on facts. Data collected from construction, power, and oil & gas sector of Pakistan. Sample size was 166. Data was analyzed using WarpPLS. Study has suggested organizations to develop work environment that make employees to feel grateful so that they task performance could be enhanced. Similarly study also suggests managers or supervisors to support their employees that will add extra in their performance while executing routine tasks.
Impact of HRM Practices on Customer Service Outcome through Mediation of Emotional Performance and Moderation of Organizational Justice
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2020) Sara Azhar; FA11-PMS-004; Dr. Imran Haider Naqvi; LHR TP 5947
The economy worldwide has become increasingly service oriented and organizations are facing the challenge of providing exceptional customer service. Given the strong links established between employee‘s emotional performance and customer service outcome, there remains a need for clear understanding of the processes by which the employees comply with emotional demands at work. Scholars have developed an integrated conceptual framework highlighting how HR practices (related to three broad HR domains i.e. ability-enhancing HR practices, motivation-enhancing HR practices and opportunity-enhancing HR practices) should elevate emotional performance. The AMO framework suggested that ensuring the employee's discretionary effort needed three components: employees had to have the necessary skills, they needed appropriate motivation and employers had to offer them the opportunity to participate. To address this research gap in the literature, this research has examined the impact of those HR practices on customer service outcome in the banking sector of Punjab, Pakistan. This study also proposed and analyzed the mediating effect of emotional performance on the relationship between HR practices and the customer service outcome. Moreover, moderating effect of organizational justice was also examined on the above relationships. Furthermore in the domain of social exchange theory (SET), organizational justice is related with the standard of mutual social interaction between the employees and their organizations. The research used a quantitative method through survey instrument and 467 usable questionnaires were collected from the employees and same numbers of questionnaires were also collected from customers of banks of Punjab, Pakistan. Partial Least Squares (PLS) was employed to analyze the data. The results implied that motivation-enhancing HR practices and opportunity enhancing HR practices are linked with customer service outcome but ability-enhancing HR practices are not linked directly with customer service outcome. The results further suggested that emotional performance mediated the relationship of ability-enhancing HR practices and motivation enhancing HR practices with the customer service outcome. Emotional xi intelligence component of emotional performance mediated the relationship between opportunity-enhancing HR practices and customer service outcome but emotion regulation component of emotional performance did not mediate this relationship. Results also indicated that relationship between ability-enhancing HR practices and customer service outcome was not moderated by the organizational justice, but the relationship between opportunity and motivation-enhancing HR practices and customer service outcome was moderated by the organizational justice. By summarizing the results of this research and building a link to its useful applications, the study is also useful and important for policy makers, academicians and practitioners for further improving and developing the customer service outcome. The implications of this research may benefit all category of stakeholders; the academic community may have deeper insight that how AMO framework of HR practice with the help of emotional performance as mediator and organizational justice as moderator functions to have impacts on organizational performance; and also for HR managers to employ findings of this investigation for practical execution to achieve significant customer service outcome in the organizations especially those facing tough competition in the market. Findings of this research, if applied can manipulate the satisfaction and interest of customers of the banking sector of Pakistan.
Impact of Leverage, Firm size, Risk , Dividend payout on Stock Return Moderating Role Of Economic Growth Of Pakistan
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2021) Hasnain Farid; FA18-RMS-010; Dr. Muhammad Usman Bhutta; LHR TP 7227
My research would not have been possible without the continuous support of my Supervisor Dr. Muhammad Usman Bhutta . He has been infinitely patient with me and my questions. They strike a balance between guiding me and at the same time leave me alone to grapple with the problems and treading in the un-chartered territory. Last but not least I would like to thank my family: my parents for giving birth to me at first place and supporting me spiritually throughout my life. Also I express my thanks to my brothers for their support and valuable prayers.
Impact of Leverage, Firm size, Risk ,Dividend Payout on Stock Returns Moderating Role of Economic Growth of Pakistan
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2021) Kiran Akram; FA19-RMS-024; Dr. Imran Shafique; LHR TP 7229
Globalization, fluctuating environmental conditions, increasing competitors and also differences in customers’ expectations have made innovative work behavior as one of the most vital factors in organizational success. The factors that can influence innovative work behavior are including ethical leader, LMX and perceived organizational support also as proved by previous researches. The role of ethical leader through LMX in enhancing the followers innovative work behavior has got much attention by many researchers. But the past literature has ignored the fact that how perceived organizational support is responsible in this relation. So, this research study has attempted to investigate the impact of ethical leader on innovative work behavior while giving more attention to the relationship between LMX and employee innovative work behavior at the workplace as if it is augmented or weakened by the moderating factor of perceived organizational support of employees. For that this research has availed 310 respondents sample size from small and medium sized IT companies. For collecting the data convenient sampling method is availed. After getting all the data from the respondents, is transformed into information utilizing statistical instrument SPSS 24 and PLS-SEM 4.
Impact of Subordinate’s Perception of Leader Member Exchange on performance: Moderating role of Social Powers
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2016) Jawaria Fatima; FA11-MSMS-017; Dr. Asma Imran; LHR TP 4713
The current study intends to clarify the role of Leader-member exchange at work place. The study aims on two objectives. Firstly, the study focused on impact of perceived quality relationship of subordinate’s leader member exchange with their supervisor/manager on performance proxies such as affective commitment, organizational citizenship behavior, intention to leave and mastery orientation. Secondly, it examines the moderating role of perceived social powers (Positives and negatives) in LMX and performance proxies’ relationship. The study has opted quantitative approach, by collecting questionnaires from cellular Mobile companies licensed under Pakistan Telecommunication Authority and different Textile companies listed on All Pakistan Textile Mills Association. The data of 295 was collected from middle managers. The paper provides empirical insight on how positive and negative social powers moderates the relationship between LMX and Performance proxies. Social powers have shown to moderate the relationship between LMX and performance proxies. Firstly, as it was a cross sectional study, the biasness could have cause to change some of the relationships. Secondly, the study has focused on two of the sectors. Therefore, the proposed hypotheses are encouraged to be tested in different sectors. The current has concluded implications for the manager, who needs to focus on LMX to improve employee performance at work place. Leaders/Managers/supervisors need to understand which social powers have positive impact on LMX and performance. This would help them to improve their satisfaction level and keep them more motivated at workplace, thus they will less likely to leave the organizations.
Impact of supportive work Environment on Employee Retention: Moderation Effect of Perceived Organizational Politics
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2019) Saba Munir; FA16-RMS-008; Dr. Ahmad Qamar; LHR TP 5690
The purpose of this research is to study the impact of Supportive Work Environment on Employee Retention. Supportive Work Environment is presented through three of its components; Perceived Organizational support, Supervisory Support and Perceived Climate. Furthermore, the effect is tested through moderation of Perceived Organizational Politics in banks, specifically in Lahore. This study is based on quantitate data approach. Survey questionnaires were used to collect data from 250 banks in Lahore. Using SPSS and PLS, this research elaborated the relationship between Supportive Work Environment and Employee Retention. Cronbach's alpha was used to test the reliability of the questionnaire. The current study makes a valuable addition by examining the moderating effects of organizational politics in a relationship between supportive work environment and employee retention. The results show that there is positive relationshiopo between some variables i.e. relationship of Perceived Climate anad Supervisory Relationship with Retention. The results also revealed that moderation exists between Perceived Organizational Support and Retention. The findings of this study have theoretical implications of Supportive Work environment in relation with Employee Retention as it covers the scope of different retention factors. It is supposed that this research will contribute towards literature positively, extending scope to banking sector, and will provide ways for further studies on this topic. Thus, findings of this research will be helpful for the organizations and policy makers.
Investigating the Relationship between Change Order Determinants and Project Performance: An evidence from educational building projects in KPK province, Pakistan
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2018) Sami Ur Rehman; FA16-RPM-011; Dr. Summaira Malik; LHR TP 5213
Construction projects are difficult to complete without having changes to the original scope. Change orders are very common in modern construction projects and are often generated from different sources which can create complications for the project performance. Good educational infrastructure has a great impact on the achievement of better education. However, many research studies have identified the critical role of project complexity between change orders and project performance but there is hardly any study which has empirically tested these relationships on educational building projects in case of Pakistan. Thus this study aims to identify the main factors causing change orders and to analyze their potential effects on project performance, and to develop recommendations for the effective control of these change orders specifically in the context of educational building projects in KPK Province, Pakistan where variation orders are considered more common due to lack of research and development in this region of the country. This study also explores the mediating role of project complexity between change order and project performance. Primary data collected through a standardized questionnaire from the construction professionals involved in 25 completed educational building projects in KPK. Results of this study reveal that there exists a significant relationship between change orders and project performance and project complexity significantly mediates the relationship between change orders and project performance. Hence it is concluded that change orders have directly an adverse impact on project performance as well as the determinants of change orders create complexity in project which leads undesirable results in project performance. To improve project performance, the construction professionals must pay attention to minimize the adverse effects of change orders by handling the project complexity in an effective manner.
Linking Personal Demands and Personal Resources with Job Performance: Mediating Role of Basic Need Satisfaction and Work Engagement and Burnout
(Library Information Services COMSATS University Islamaabad Lahore Campus, 2019) Muhammad Waqas; FA12-PMS-005; Dr. Zafar-Uz-Zaman Anjum; LHR TP 5938
Purpose- This study aims to examine the function of personal demands and personal resources on job performance through the mediating effects of basic need satisfaction (BNS), work engagement, and burnout by integrating the self determination theory. This study postulates that personal demands and personal resources impact work engagement and burnout through basic need satisfaction (BNS) which further help to impact employee performance. Design/methodology/approach – By using judgmental sampling data was collected from sales employees and their supervisors of 8 insurance companies operating in Pakistan. These companies are listed on the security and exchange commission of Pakistan (SECP). Structural equation modeling technique was used to test the model of this study. Investigator used the phantom modeling technique to test the mediating effects. Findings – This study explains the indirect effects in two steps in order to handle the issues of parsimony. In the first step study reveals that personal demands and personal resources have an indirect effect on work engagement and burnout. Personal demands-resources have positive effect on the work engagement through basic need satisfaction but negative on the burnout through basic need satisfaction. In the second step serial mediation analysis suggests that BNS, and work engagement fully mediated the relationship of personal demands- resources and employees in-role performance. However, no mediation exists between personal demands-resources and employees’ in-role performance via BNS and burnout. Originality/value – This research is unique in a way that it has explored the effect of personal demands and personal resources on employees’ work engagement and burnout through BNS. Moreover, this research has found the serial mediation between personal demands-resources and employees’ in-role performance through BNS and work engagement and burnout.
Linking Personal Demands and Personal Resources with Job Performance: Mediating Role of Basic Need Satisfaction and Work Engagement and Burnout
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2020) Muhammad Waqas; FA12-PMS-005; Dr. Zafar-Uz-Zaman Anjum; LHR TP 5938
Purpose- This study aims to examine the function of personal demands and personal resources on job performance through the mediating effects of basic need satisfaction (BNS), work engagement, and burnout by integrating the self determination theory. This study postulates that personal demands and personal resources impact work engagement and burnout through basic need satisfaction (BNS) which further help to impact employee performance. Design/methodology/approach – By using judgmental sampling data was collected from sales employees and their supervisors of 8 insurance companies operating in Pakistan. These companies are listed on the security and exchange commission of Pakistan (SECP). Structural equation modeling technique was used to test the model of this study. Investigator used the phantom modeling technique to test the mediating effects. Findings – This study explains the indirect effects in two steps in order to handle the issues of parsimony. In the first step study reveals that personal demands and personal resources have an indirect effect on work engagement and burnout. Personal demands-resources have positive effect on the work engagement through basic need satisfaction but negative on the burnout through basic need satisfaction. In the second step serial mediation analysis suggests that BNS, and work engagement fully mediated the relationship of personal demands- resources and employees in-role performance. However, no mediation exists between personal demands-resources and employees’ in-role performance via BNS and burnout. Originality/value – This research is unique in a way that it has explored the effect of personal demands and personal resources on employees’ work engagement and burnout through BNS. Moreover, this research has found the serial mediation between personal demands-resources and employees’ in-role performance through BNS and work engagement and burnout.
‘Linking Supervisor Feedback Environment (SFE) to Organizational Citizenship Behaviour (OCB) & Workplace Deviant Behaviour (WDB) with the mediating impact of Leader-Member Exchange (LMX) in the Construction Sector of Pakistan.
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2022) Zillai Husnain; FA18-RPM-021; Dr.Muhammad Usman Bhutta; LHR TP 7662
The purpose of this thesis is to estimate the effect of supervisor feedback environment on organizational citizenship behaviour and workplace deviant behaviour of employees working in the Construction sector of Pakistan as well as the mediating influence of leader-member exchange among the association of independent and dependent variables. Construction project managers oversee all aspects of the building process, working closely with engineers and architects to develop plans, establish timetables, and determine labour and material costs. They are responsible for ensuring the project is completed on budget and within scope. Data was collected from different construction employees. A total of 240 completed questionnaires were distributed, with a response rate of 96 percent. The hypothesis was tested using confirmatory factor analyses and structural equation modelling. The results show that a supervisor feedback environment has a significant positive impact on organizational citizenship behaviour and workplace deviant behaviour. Furthermore, leader-member exchange was incorporated in the relationship of supervisor feedback, environment organizational citizenship behaviour, and workplace deviant behaviour. The limitation of the study sample involving managers of the construction sector was gathered at one point in time. This study may be conducted as the longitudinal approach. The after effects of this dissertation feature significance of managers of the construction sector to present typical vision and show individualized thought to enhance the behaviour of the organization by the workers.