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1 – 10 of 12Faisal Qamar and Shuaib Ahmed Soomro
Applying servant leadership theory, this study aims to investigate whether servant leadership predicts service excellence of bank employees through mediating role of psychological…
Abstract
Purpose
Applying servant leadership theory, this study aims to investigate whether servant leadership predicts service excellence of bank employees through mediating role of psychological capital (PsyCap). It also tests buffering role of conscientiousness in boosting service excellence.
Design/methodology/approach
The study uses data collected from 224 bank employees. SPSS and jamovi statistics were used for data analysis.
Findings
Study findings suggest a significant relationship between servant leadership, service excellence and PsyCap. PsyCap emerged as a mediator, and conscientiousness moderated the nexus between servant leadership and service excellence.
Practical implications
Findings highlight important implications for organisational practitioners. Because servant leadership leads to service excellence, practitioners should consider adopting servant leadership at every organizational level. Further, servant leaders could enhance followers’ PsyCap for creating service excellence. Organisations should use customized training programs and development interventions to enhance service excellence.
Originality/value
This study is one of the few studies to investigate the mediating role of PsyCap as a personal resource and buffering role of conscientiousness for service sector employees. Study generates new insights on employee experiences working in service sectors.
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Understanding linguistic profiling and its substantial consequences on employee career development is essential in diverse workplaces. This study utilizes Levinson’s eras and…
Abstract
Purpose
Understanding linguistic profiling and its substantial consequences on employee career development is essential in diverse workplaces. This study utilizes Levinson’s eras and career development theories to analyze the complicated relationship between linguistic profiling and biases, which hamper employee career development.
Design/methodology/approach
This study used an interpretive methodology and conducted thematic data analysis. It documented lessons learned from diverse viewpoints through semi-structured interviews with 19 participants conducted in November and December 2022.
Findings
The study demonstrates that linguistic discrimination occurs in diverse workplaces. After data exploration, four intriguing themes appeared. The first theme was related to employees who were discriminated against because of various languages. This shows how often language choice affects employees. The second theme examined how linguistic profiling intersected with marginalized groups, increasing discrimination. The third theme, linguistic profiling and career development showed that bias had a huge influence on career progression. The fourth theme emphasizes organizational policies for preventing language discrimination, promoting career growth and inclusive organizations.
Originality/value
This study advances the understanding of linguistic profiling and career development in a multilingual society. In addition, it furthers discourse and provides ways to minimize biases, creating a more inclusive workplace environment.
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Faisal Qamar, Shuaib Ahmed Soomro and Yasir Mansoor Kundi
This study utilizes self-determination theory (SDT) to understand how high-performance work systems (HPWS) may foster happiness at work through serial transmission pathways of…
Abstract
Purpose
This study utilizes self-determination theory (SDT) to understand how high-performance work systems (HPWS) may foster happiness at work through serial transmission pathways of career aspiration and thriving at work.
Design/methodology/approach
The study uses data collected from a sample of 309 employees working in various organizations. It uses multilevel, multisource and time-lagged data and applied Mplus 8.0 for hypotheses testing.
Findings
The study findings reveal a positive relationship between HPWS and career aspiration. Career aspiration was positively related to thriving at work and thriving at work was positively associated with happiness at work. Moreover, career aspiration mediated the relationship between HPWS and thriving at work. Whereas, thriving at work mediated the relationship between career aspiration and happiness at work. The results also support the serial mediation of career aspiration and thriving at work between HPWS and happiness at work.
Practical implications
The findings have important implications for organizational practice. Practitioners should consider implementing pro-employee HPWS to support employees' career aspirations and enhance their thriving experience, which may increase their happiness at work.
Originality/value
This is one of the few studies investigating individual-level serial mediators between departmental-level HPWS and employee happiness at work.
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Faisal Qamar and Shuaib Ahmed Soomro
Drawing on the symbolic interaction theory, this research examines leader–member exchange (LMX) and employee’s happiness at work (HAW) with mediation of self-esteem (SE) and…
Abstract
Purpose
Drawing on the symbolic interaction theory, this research examines leader–member exchange (LMX) and employee’s happiness at work (HAW) with mediation of self-esteem (SE) and moderation of organizational embeddedness (OE).
Design/methodology/approach
The study uses data collected from a sample of 246 employees working in fast moving consumer goods companies (FMCGs) and applied SmartPLS to analyze the proposed model.
Findings
Findings reveal that LMX predicts HAW. Whereas, the follower’s SE fully transmitted the effect of LMX on employee’s HAW. Moreover, OE moderated the relationship between LMX and HAW.
Practical implications
Leaders should consider quality LMX interactions with their employees in prevailing global crises. LMX can improve the relationship with team members and boost their SE resulting in HAW. Furthermore, organizations should promote such practices which may enhance their employees' OE for enhanced workplace happiness.
Originality/value
The study is among the very few works which apply symbolic interaction as an overarching framework to explain the employees' HAW.
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Shuaib Ahmed Soomro, Olivier Roques and Akhtiar Ali
This study aims to investigate the impact of fear of terror (FOT) on employee organizational commitment (OC) working in terror-induced areas through examining the role of…
Abstract
Purpose
This study aims to investigate the impact of fear of terror (FOT) on employee organizational commitment (OC) working in terror-induced areas through examining the role of rumination as a mediator and perceived organization support (POS) as a moderator.
Design/methodology/approach
The authors develop a model in which the mediating role of rumination in the FOT relationship is conditional to the values of OC. Using a sample size of 268 respondents, questionnaires were used to collect data from Pakistan during a period when terrorist attacks were at a peak. Results from the hierarchical regression analyses provided support for the developed model.
Findings
Overall, the statistical model is significant (p < 0.05); the authors found negative relationships between FOT and OC. The authors found that FOT positively led to rumination, which then negatively led to OC. It was also found that POS significantly moderated FOT and OC.
Practical implications
This study revealed that FOT is a deterring factor that changed employees’ OC. It further revealed that organizations providing support to employees working in terrorist-ridden areas showed positive commitment. This paper discusses the theoretical and practical implications of these findings.
Originality/value
This paper provides an examination of the relationship between FOT and employee OC. It expands our knowledge of the stress theory and terror management theory for employees working in discontinuous areas.
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The paper aims to examine business and community-based organizations’ efforts to increase engagement in building resilience to violent acts of terrorism in the community…
Abstract
Purpose
The paper aims to examine business and community-based organizations’ efforts to increase engagement in building resilience to violent acts of terrorism in the community. Businesses and community-based organizations are now being called upon to join the wider preparedness, response and recovery efforts in response to terrorist violence.
Design/methodology/approach
A qualitative approach is used to explore the study. Data collection includes observation, analysis and interviews with practitioners and local stakeholders to document lessons learnt from all perspectives. Further to understand the role of private sector business and NGOs in building resilience to violent acts of terrorism in the community, 21 businesses were selected in the two cities of Shikarpur and Sukkur in the province of Sindh in Pakistan, during a period of high stress from terrorist violence between November and December 2020.
Findings
Community-based organizations in study areas contribute to resilience to violent acts of terrorism through making financial or material donations to local resilience to violent acts of terrorism programmes and by contributing supplies to affected people. Findings indicate that the implementation of a wide spectrum of community engagement initiatives has increased awareness of terrorist violence amongst various segments of societies.
Originality/value
The study provides a combination of practical data along with review of literature. A practical approach to the data collection from organizations operating in terrorist-ridden areas and consequently developing and implementing strategies to resilience to violent acts of terrorism in the community.
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Shuaib Ahmed Soomro, Olivier Roques, Thomas Garavan and Akhtiar Ali
The purpose of this study is to investigate the relationship between employee sensitivity to terrorism (STT), employee psychological well-being (EPW) and the mediating role of…
Abstract
Purpose
The purpose of this study is to investigate the relationship between employee sensitivity to terrorism (STT), employee psychological well-being (EPW) and the mediating role of employee psychological resilience (EPR) for both male and female employees in an environment characterized by discontinuous terrorist incidents.
Design/methodology/approach
The study uses data collected from a sample of 432 university employees working in geographic areas impacted by discontinuous terrorist incidents. The study is cross-sectional.
Findings
Study findings reveal a significant relationship between employee STT and EPW. EPR mediated the impact of STT on EPW. Multigroup analysis highlighted significant causal order differences in STT between male and female employees. Females scored higher on STT.
Practical implications
Findings highlight important implications for organizational practitioners. Because STT leads to EPW and differs for males and females, practitioners should consider group differences when selecting interventions to enhance psychological resilience. Organizations should use customized training programs and development interventions to enhance psychological well-being.
Originality/value
To the best of the authors’ knowledge, it is one of the few studies to investigate the relationship between STT and EPW and compare male and female employees. The study generates new insights into the experiences of male and female employees working in terrorist-ridden areas.
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Saima Rafique, Naveed R. Khan, Shuaib Ahmed Soomro and Fazeelat Masood
The paper aims to investigate the determinants of workplace innovation behavior of women employees in Pakistan. With a growing share of women's participation in the labor force in…
Abstract
Purpose
The paper aims to investigate the determinants of workplace innovation behavior of women employees in Pakistan. With a growing share of women's participation in the labor force in developing economies, it is crucial to understand their behavior. The authors looked into various practices that drive women's innovative behavior using social exchange theory (SET) as a theoretical framework.
Design/methodology/approach
This study is quantitative-based on the positivistic paradigm. Following the survey method technique, responses are collected from 317 female employees in the service industry. The authors used structural equation modeling for the data analysis.
Findings
The results indicate a significant impact of leader-member exchange (LMX) on employee empowerment; schedule flexibility was also a possible predictor of workplace innovation behavior through mediating roles of employee empowerment and response to change. The study findings are consistent with the prior literature and according to the developed hypothesis. Further, women's response to change partially mediates women employees' empowerment and workplace innovation behaviors. In addition, LMX significantly affects women's response to change through women employees' empowerment, leading to workplace innovation behavior.
Practical implications
The implication is that supervisors should be adaptable in working relationships with their women employees to bring positive workplace innovative behaviors. They create such exchanges with employees to make them feel that the organizations value them. The paper identifies the need to develop supportive supervisor-employee exchange relationships to encourage positive, innovative behavior in female employees.
Originality/value
This paper examines the workplace innovation behavior of women employees in Pakistani patriarchal society and a male-dominating workplace environment.
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Nasib Dar, Yasir Mansoor Kundi and Shuaib Ahmed Soomro
This study aims to examine the link between leader–member exchange (LMX) and employee innovative work behavior (IWB) by using employee job crafting as a mediator.
Abstract
Purpose
This study aims to examine the link between leader–member exchange (LMX) and employee innovative work behavior (IWB) by using employee job crafting as a mediator.
Design/methodology/approach
The study uses multilevel, multisource and multiwave data collected from 284 employees working in the banking sector of Pakistan.
Findings
The study findings suggest a significant positive relationship between (i) LMX and job crafting dimensions and (ii) job crafting dimensions and employee IWB. Job crafting dimensions mediated the impact of LMX on IWB, except for relational crafting, which was not significant. Multilevel analysis demonstrated significant individual-level job crafting and IWB.
Originality/value
This study undertakes a multilevel mediational analysis to examine the relationship between LMX and IWB, which is rarely applied in the existing literature. Moreover, this study contributes to understanding how LMX influences IWB using the conservation of resources theory.
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Yasir Mansoor Kundi, Shuaib Ahmed Soomro and Muhammad Kamran
Drawing on Kahn’s model of meaningful connections, this study aims to examine relational attachment as a mediating mechanism linking social support in terms of instrumental…
Abstract
Purpose
Drawing on Kahn’s model of meaningful connections, this study aims to examine relational attachment as a mediating mechanism linking social support in terms of instrumental support and personal support to employees’ subjective career success.
Design/methodology/approach
Data were collected in 2 waves from 247 employees working in Poland. Hypotheses were tested using structural equation modeling in AMOS.
Findings
The findings indicated that employees are more attached to and satisfied with their careers when they have a stronger relational attachment to others at work. Furthermore, relational attachment was found to be driven by tangible or intangible instrumental support received at work rather than the personal support received at work.
Practical implications
Managers should recognize the importance of workplace relationships and social support, which can lead to higher career commitment and career satisfaction. However, managers should keep in mind that too much interference in individuals’ privacy and providing too much personal support may lead to adverse outcomes.
Originality/value
The present study expands the scant literature on the mediating role of relational attachment at work between social support received at work and subjective career success.
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