Department of Management Science
Permanent URI for this communityhttps://repository.cuilahore.edu.pk/handle/123456789/20
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Item HRM Practices and Employee Engagement: Role of Organizational Politics.(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2019) Wajahat Hussain; FA17-RBA-008; Dr. Ahmad Qamar; LHR TP 5679Purpose. The purpose of this study was to examine the moderating effect of organizational politics between the relationship of HRM practices (job security, training and development and employee participation in decision making) and employee engagement in education sector among teaching and management faculty in public and private colleges in Pakistan. Design/methodology/approach. The survey includes data from 160 employees among public and private colleges. Six hypothesis were tested on base on the constructed model. SPSS and Warp PLS software was used to analyze the hypothesis and to run different statistical tests. Findings. This study finds that HRM practices such as training and development and employee Participation in decision making are the significant predictors of employee engagement. Results also identifies that job security is not a significant predictor of employee engagement. And organizational politics does not play the role of moderator.Item 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 5690The 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.Item The relationship between Ethical Leadership and Organizational Politics: Constructive and Destructive Politics(LHR TP 7032, 2019) Shoaib Alam; FA16-RMS-001; Dr. Hafiz Muhammad Usman; LHR TP 5687The purpose of this study is to explore links between ethical leadership and organizational politics (politics henceforth), both destructive and constructive. Past research has made invaluable contributions by studying and bringing to the fore the effects destructive politics on several employees’ work-related behaviours and outcomes, such as job satisfaction, well-being, job performance, and learning. Likewise, although limited in numbers, previous studies have also theorized and provided empirical evidence of the links between constructive politics on employees and organizations, such as learning, productivity, creativity, and innovation. However, studies on how leadership, specifically ethical leadership can discourage destructive politics and enhance constructive politics by empowering employees and providing them opportunities for participation in decision making are scarce. To address this gap, we draw on social learning theory to propose that ethical leadership discourages destructive politics and encourages constructive politics. By using a single case study of Alpha Petroleum (pseudonym of the case study company to ensure anonymity) as the basis of this research, and collecting data from ten (10) employees, and analysing data using thematic method, we brought to the fore how ethical leadership is linked with organizational politics, both constructive and destructive. In doing so, we provided a framework that links different facets of ethical leadership (e.g., fairness, accountability, and honesty), employee empowerment, and employees’ participation in decision making, and constructive and destructive politics. The framework can serve as a guideline for managers to counter destructive politics and encourage constructive politics. The findings of this study suggest that managers can discourage destructive politics and enhance constructive politics by demonstrating ethical behaviors, empowering employees, and allowing them to participate in decision making.Item Perceptions of Organizational Politics and Employees’ Performance; An Integrative Model of Pakistani Worksites(Library Information Services COMSATS University Islamaabad Lahore Campus, 2014) Rizwan Qaiser Danish; SP09-PMS-002; Prof. Dr. Mahmood A. Bodla; LHR TP 5288Organizational Politics is an integral part of every organization whether small or large, public or private. This phenomenon varies in the degrees of its use from person to person and context to context. Thus perceptions of reality are more important than reality itself. The study in hand is an effort to investigate what affects do these perceptions have on different employees’ outcomes in Pakistani organizations. This is prime effort to investigate the relationship of perceived organizational politics with various outcomes through mixed method design and focusing on mechanisms or processes rather than bivariate relationships. The data was collected from nationwide sample through self administered questionnaires in quantitative phase and semi structured interviews in qualitative phase concurrently. Self administered questionnaires were distributed to part time management students who were working in different organizations of Pakistan during their day schedule and take their classes in evening. Overall 1360 questionnaires were distributed from which 1163 working surveys were received which make about response rate equals to 85.51%. Qualitative data were collected through semi structured interviews from six executives working in different industries. Participation in survey and interview was voluntary while confidentiality and anonymity were ensured. For analysis purpose, quantitative data were coded and entered into SPSS 20 and interviews were transcribed in NVivo 10. Structural Equation Modeling was applied for measurement model and structural model for the purpose of hypotheses testing in AMOS 18. Supplemental tests for mediation and interactions were run for cross validation in SPSS 20 through regression analysis. The results strongly supported the proposed model and hypotheses thus establishing evidence from comparatively very large national level sample. There were also some exploratory findings which have been discussed in details. Guidelines for future research are also provided.