Department of Management Science

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Subject: search.filters.subject.Dr. Ahmad Qammar

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    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 9603
    The 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.
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    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 9450
    Remote 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.
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    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 8131
    This 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.
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    The Factors Affecting Turnover Intentions in Private Schools: Mediation of Job Engagement and Moderation of Job Autonomy
    (Library Information Services COMSATS University Islamabad Lahore Campus, 2023-02-09) Aimen Mehroo Hussain; FA20-RPM-001; LHR TP 8770
    This study aims to find out the vital contributing aspects to job engagement and their impact on Teacher Turnover Intensions (TTI). For this purpose, it utilizes workload, work-family conflict (WFC), and job stress as antecedents to job engagement at the first level. Then, job engagement serves as a mediator to TTI. Moreover, this research examines the moderation of job autonomy between independent variables (workload, WFC, and job stress) and job engagement. The results of the PLS-SEM provide that job stress directly impacts job engagement and indirectly impacts teachers’ turnover intentions. Besides, job engagement also impacts teachers’ turnover intentions. Other than these, job autonomy plays a moderating role between work-family conflict and job engagement, whereas its direct impact on job engagement was found to be insignificant. Based on these results, the study provides theoretical and practical implications and future research directions.
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    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 8744
    An 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.
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    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 Qammar
    This 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 effective
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    The Effects of Corporate Governance, Voluntary Disclosures and Information Asymmetry on Agency Cost: A Moderated Mediation Examinatio
    (Library Information Services, COMSATS University Islamabad, Lahore Campus, 2021) Samya Tahir; FA13-PMS-015; Dr. Sajid Nazir; LHR TP 7860
    In light of many financial scandals during the last four decades (e.g., Enron, Parmalat, and Crescent Standard Investment Bank Limited), companies are paying more attention to resolve management's opportunistic behaviors in the form of fund expropriation, empire building, and suboptimal investments. Managers are presumed to possess additional information on a firm’s current performance and future prospects, which leads to increase information asymmetry and agency costs. Therefore, the implementation of an appropriate system of corporate governance to reduce information asymmetry constrains agents from behaving opportunistically and, as a result, reduces agency costs. Moreover, effective voluntary disclosures play an additional role in monitoring managerial activities by providing more transparency and understanding to investors and creditors about the company. Based on these arguments, this study aims to investigate the fundamental role that information asymmetry plays as a mediator in the relationship between corporate governance and agency cost. The study further evaluates the role of voluntary disclosures in moderating the mediated relationship between corporate governance and agency cost through information asymmetry. The sample of the study is selected from the non-financial firms (listed on the Pakistan Stock Exchange) during the period from 2009 to 2015. The moderated mediation is applied using PROCESS Macro to construct bootstrap confidence intervals at the 95% level to estimate the model and a “simple slope analysis” to visualize the model. The direct relationship shows that despite increasing corporate governance mechanisms, the agency cost of overinvestment is rising. However, the indirect relationship suggests that the corporate governance mechanism promotes transparency by exerting pressure on management to produce information that investors and other stakeholders can use. This creates a monitoring channel that reduces information asymmetry, thus reducing the ability of management and majority shareholders to expropriate the firm’s resources, which mitigates the overinvestment of free cash flow. The positive effect of corporate governance on agency cost in the direct relationship becomes negative in the indirect relationship, xi contingent on increased voluntary disclosures by means of an additional controlling mechanism that mitigates the agency cost. Additionally, a high level (vs. low) of voluntary disclosure index and sub-indices are better able to negatively moderate the mediated relationship. The results support the agency cost hypothesis that states that managers and dominant shareholders make suboptimal investments when disclosure quality is reduced. Despite the efforts of academia, professionals, and regulatory bodies, the disclosure of value relevant information is limited. The insights provide implications for the Pakistan Institute of Corporate Governance to ensure the effective execution of the governance rules. Likewise, it is important to set voluntary reporting standards in response to calls for additional control devices (i.e., voluntary disclosures).
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    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 6542
    For 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.
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    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 7663
    This 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.
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    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 6056
    This 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.