Muhammad Zakaria and Bashir Ahmad Fida
The purpose of this paper is to analyse empirically the impact of trade openness on women's development in Pakistan.
Abstract
Purpose
The purpose of this paper is to analyse empirically the impact of trade openness on women's development in Pakistan.
Design/methodology/approach
Using cointegration analysis the paper empirically analyses the impact of trade openness on women's development in Pakistan applying annual time‐series data for the period 1981 to 2007.
Findings
The results show a significant positive long‐term relationship between trade openness and women's development in Pakistan. The results also show significant positive influence of foreign direct investment and private sector credit on women's development and significant negative effect of private investment on women's development in Pakistan. Significant negative coefficient of error term in error correction model indicates that convergence holds in the model.
Research limitations/implications
There is need to know the transmission mechanisms or channel variables through which trade openness and globalization affect women's development in Pakistan. This is left as an exercise for future research.
Practical implications
Since openness positively affects women's development, government may continue the policy of trade reforms in the country. Further, government should continue to enhance the role of the private sector and financial deepening to integrate women in the development process in Pakistan.
Social implications
The paper contributes to the literature on the subject and will initiate debate on the issue so that further research can be deepened in this area.
Originality/value
This paper is first study on the topic in Pakistan.
Details
Keywords
Subramaniam Sri Ramalu and Nadira Janadari
The purpose of this paper is to examine the direct and indirect effects of authentic leadership on organizational citizenship behaviour (OCB) with the presence of psychological…
Abstract
Purpose
The purpose of this paper is to examine the direct and indirect effects of authentic leadership on organizational citizenship behaviour (OCB) with the presence of psychological capital as a mediating factor.
Design/methodology/approach
This quantitative research was conducted among 396 front-line employees in six public sector organizations in Sri Lanka. A survey method was employed to collect the data.
Findings
It was found that psychological capital partially mediates the relationship between authentic leadership and OCB. In other words, the relationship between authentic leadership and OCB is both direct and indirect, mediated though psychological capital.
Research limitations/implications
The authenticity of leaders' conduct, psychological capabilities and the outcomes of the performance, are rooted in and reinforced by the culture of the particular organization; hence, the findings should be interpreted cautiously.
Practical implications
The framework of the present study provides a guideline to the top management of the public sector in Sri Lanka to design leadership programs that can develop authentic leaders.
Originality/value
The direct and indirect relationships established between authentic leadership and psychological capital and OCB signifies the critical importance of authentic leadership in the development of psychological capital and OCB among employees.
Details
Keywords
Sania Arif and Sidrah Al Hassan
Employees of Pakistani public sector organizations feel thwarted toward their goal attainment because of strict adherence to rules and regulations and tall hierarchies existing in…
Abstract
Purpose
Employees of Pakistani public sector organizations feel thwarted toward their goal attainment because of strict adherence to rules and regulations and tall hierarchies existing in this region. Therefore, keeping in view the harmful effects of perceived organizational obstruction, the aim of the current study was to investigate the perceived organizational obstruction as an attribution that triggers job neglect through perceived organizational frustration. Harvey’s expanded attribution-emotion model of workplace aggression and an attributional perspective on workplace aggression provide the theoretical justification. Moreover, the moderating role of self-control was proposed to mitigate the indirect effect of organizational obstruction on job neglect through perceived organizational frustration.
Design/methodology/approach
A three-wave data collection was done by using a close-ended questionnaire distributed to a total of 600 administrative employees of public sector organizations operating in Rawalpindi/Islamabad (Pakistan). However, matching three times and discarding the incomplete questionnaires led to a sample of 375 on which the analysis was done.
Findings
Perceived organizational obstruction positively predicted job neglect. Likewise, organizational frustration mediated the aforementioned link. Moreover, the higher level of self-control weakens this underlying process by suppressing job neglect behavior.
Originality/value
The current study added to the limited literature on public sector organizations that has taken perceived organizational obstruction as a predictor variable. Moreover, this study explains how this phenomenon translates into non-hostile behavior that is difficult to identify and punish in public sector organizations. Moreover, the trait of self-control is added to the literature of non-hostile behaviors that dampen the impulsivity to indulge in job neglect.
Details
Keywords
Athar Hameed, Muddasar Ghani Khwaja and Umer Zaman
Occupational stress is damaging to employee well-being, causes serious illnesses and costs organizations billions of dollars every year. Mutual gains model of human resource…
Abstract
Purpose
Occupational stress is damaging to employee well-being, causes serious illnesses and costs organizations billions of dollars every year. Mutual gains model of human resource management (HRM) recommends that HRM practices should improve both employee well-being and performance. Offshore business processing organizations (BPO) are renowned to have intense wok environment. The study aimed to deploy mutual gains models in BPO to determine if positive perceptions of HRM practices (or benevolent HRM attributions) can help employees manage their stress better and improve their task performance (TP) and contextual performance (CP). Furthermore, work gratitude (WG) was examined to see if it acted as an intermediary in the relationship between benevolent HRM attributions, employee stress management (SM), TP and CP.
Design/methodology/approach
Primary data of 368 respondents were collected from the employees working in BPO. Structural equation modeling technique was deployed for the testing of causal relationships among constructs. AMOS 24.0 was used for the estimation of theoretical model.
Findings
Empirical outcomes affirmed strongly knitted theoretical associations among the constructs.
Originality/value
This study contributes to literature by proposing a framework which shows how HRM attributions can enhance employee's TP, CP and improve employee SM through the mediating influence of WG.
Details
Keywords
Arindam Bhattacharjee and Anita Sarkar
Cyberloafing is an organization-directed counterproductive work behavior (CWB). One stream of literature deems cyberloafing to be bad for organizations and their employees, while…
Abstract
Purpose
Cyberloafing is an organization-directed counterproductive work behavior (CWB). One stream of literature deems cyberloafing to be bad for organizations and their employees, while another suggests cyberloafing is a coping response to stressful work events. Our work contributes to the latter stream of literature. The key objective of our study is to examine whether cyberloafing could be a means to cope with a stressful work event-abusive supervision, and if yes, what mediating and boundary conditions are involved. For this investigation, the authors leveraged the Stressor-Emotion-CWB theory which posits that individuals engage in CWB to cope with the negative affect generated by the stressors and that this relationship is moderated at the first stage by personality traits.
Design/methodology/approach
Using a multi-wave survey design, the authors collected data from 357 employees working in an Indian IT firm. Results revealed support for three out of the four hypotheses.
Findings
Based on the Stressor-Emotion-CWB theory, the authors found that work-related negative affect fully mediated the positive relationship between abusive supervision and cyberloafing, and work locus of control (WLOC) moderated the positive relationship between abusive supervision and work-related negative affect. The authors did not find any evidence of a direct relationship between abusive supervision and cyberloafing. Also, the positive indirect relationship between abusive supervision and cyberloafing through work-related negative affect was moderated at the first stage by the WLOC such that the indirect effect was stronger (weaker) at high (low) levels of WLOC.
Originality/value
This work demonstrates that cyberloafing could be a way for employees to cope with their abusive supervisors.
Details
Keywords
Firas Izzat Mahmoud Saleh and Noorliza Karia
This paper aims to formulate COVID-19 benchmarks that international nongovernmental organizations (INGOs) have considered to recover from the sudden stopping of operations swiftly…
Abstract
Purpose
This paper aims to formulate COVID-19 benchmarks that international nongovernmental organizations (INGOs) have considered to recover from the sudden stopping of operations swiftly and consequences of COVID-19 pandemic; thus, to move forward toward readiness for both, the unpredictable spreading or disappearing of the virus (case of INGOs operating in Jordan).
Design/methodology/approach
This exploratory research has been informed by the broader social constructivism paradigm and the basics of grounded theory method to identify the common themes. Six semistructured interviews have been conducted with INGOs’ leaders. The findings have been categorized, triangulated and prioritized toward the final identification of benchmarks.
Findings
Seven COVID-19 benchmarks for INGOs’ effective responses during COVID-19 pandemic have been proposed, comprising of (1) donors’ policies and regulations, (2) needs, expectations and relevancy, (3) coordination, (4) staff management, (5) business continuation plans, (6) balanced short-term and long-term planning and (7) permanent adoption of successful modalities.
Social implications
INGOs play a vital role in the lives of vulnerable people around the world through their international development and aid (IDA) projects. However, the restrictions of movements associated with COVID-19 pandemic drive more burden on these communities and interrupted their access to assistance and support. This paper helps to sustain the crucial support of INGOs to those people who need it.
Originality/value
COVID-19 pandemic has interrupted the implementation of IDA projects, which added further obstacles toward the achievement of quality implementation of these projects. The proposed COVID-19 benchmarks help INGOs to overcome the consequences of pandemic on the near longer-term alike.