Ubaid Ur Rahman, Ch. Abdul Rehman, M. Kashif Imran and Usman Aslam
The cultural transformation introduces team orientation as a powerful tool to reconfigure the human capital to become more productive. The purpose of this paper is to try to…
Abstract
Purpose
The cultural transformation introduces team orientation as a powerful tool to reconfigure the human capital to become more productive. The purpose of this paper is to try to uncover two folds: first is to check the direct effects of employees’ work engagement and rational psychological contract on contextual performance and job satisfaction and second is to investigate the moderating effect of team orientation in-between above-stated relationships.
Design/methodology/approach
The self-administrated questionnaires and simple random sampling are used to collect data from 380 employees of banking and insurance sector.
Findings
The findings reveal that work engagement and relational psychological contract have positive relationships with employees’ contextual performance and job satisfaction. Furthermore, the presence of team orientation has strengthened effect on direct existing relationships.
Practical implications
This study adds the body of knowledge by providing insights into team orientation in different avenues. For practice side, it is important to discourse the work engagement of employee and their relational psychological contract to enhance the contextual performance. Moreover, high work engagement leads to high commitment level and ultimately increases the level of job satisfaction.
Originality/value
The contemporary research is lacking with respect to the empirical investigation of team orientation, more particularly, in relationship to human psychology factors. This unique model is addressing the real time issue by providing insights to relational psychological contract, employees work engagement, contextual performance and job satisfaction.
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Ambreen Sarwar, Muhammad Kashif Imran, Nadeem Akhtar and Tehreem Fatima
This paper draws on the affordance perspective, to explore the social media (SM) usage experiences that might render valuable for academic women professionals, for knowledge…
Abstract
Purpose
This paper draws on the affordance perspective, to explore the social media (SM) usage experiences that might render valuable for academic women professionals, for knowledge exchange, networking and success. Owing to the increased SM usage during COVID-19 pandemic, this paper tries to find out that in what ways do SM affordances facilitate the underprivileged group of women professionals to grow in their careers in a masculine, conservative society through knowledge exchange.
Design/methodology/approach
By utilizing qualitative study design, the authors collected data from 31 women employed in Pakistani universities, through unstructured questionnaires. The responses were analyzed through Nvivo.
Findings
The generated themes suggested that women in Pakistan are aware of SM's potential for knowledge exchange among fellow professionals. They use it to aid them in communication, collaboration and networking. Additionally, they utilize it to share knowledge and build networks that are vital for career progression and success.
Research limitations/implications
The paper concludes with the implications for practitioners that would aid them in boosting career prospects for women academicians through SM usage in a developing country Pakistan; where women's career outlooks are not as promising as for men; or as bright as for women working in the developed economies.
Originality/value
This a unique attempt to explore knowledge exchange dimensions with the help of SM in the context of working women by the deploying the phenomenological approach.
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Muhammad Kashif Imran, Tehreem Fatima, Ambreen Sarwar and Shahid Amin
The purpose of this systematic review is to summarize the possible organizational outcomes related to knowledge management capabilities (KMCs). It aims at offering the modern-day…
Abstract
Purpose
The purpose of this systematic review is to summarize the possible organizational outcomes related to knowledge management capabilities (KMCs). It aims at offering the modern-day dynamic organizations a path, through which they can utilize KMC at hand for gaining competitive advantage and positive organizational outcomes. The review is based on previous studies in the field of knowledge management and explains how KMCs are associated with various organizational outcomes.
Design/methodology/approach
A systematic approach was utilized to collect, examine, interpret and synthesize researches regarding KMCs and their usefulness for various organizational outcomes. The meta-synthesis method was adopted to review 106 research papers after careful selection.
Findings
It was evident from this integrated review that KMCs help in promoting organizational effectiveness, innovative ability, organizational change, value creation, competitive advantage, organizational learning and performance. Furthermore, the current review suggests research avenues and knowledge gaps in current literature to provide future researchers unique research opportunities.
Originality/value
The review revealed a profound opinion that organizations have to develop an optimal mix of KMCs to achieve better organizational outcomes. The study identified how KMCs set a basis and build positive support to enhance the key organizational outcomes such as organizational effectiveness, innovative ability, organizational change, value creation, competitive advantage, organizational learning and performance. However, cooperation bias is one of the most considerable limitations in research studies included in this systematic literature review.
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Muhammad Kashif Imran, Ambreen Sarwar, Tehreem Fatima and Syed Muhammad Javed Iqbal
In the current dynamic world, organizations required rapid changes to meet the increasing demands of their customers. On the other hand, the practice side claims that the majority…
Abstract
Purpose
In the current dynamic world, organizations required rapid changes to meet the increasing demands of their customers. On the other hand, the practice side claims that the majority of the organizational change attempts fail due to resistance from the employee side. Based on the behavioral theory of leadership, the authors examined the relationship between ethical leadership and organizational change with moderated mediation effect of behavioral resistance to change and commitment to change on the stated relationship.
Design/methodology/approach
Data were obtained from 333 employees, selected at random, in three waves (i.e. pre-change, during change and post-change) using survey methods from services sector organizations operating in Pakistan.
Findings
The authors found that ethical leadership was positively linked to organizational change and this relation was partially mediated by the commitment to change. Further, behavioral resistance to change weakened the relationship between ethical leadership and commitment to change.
Practical implications
The current study illuminates the importance of ethical leaders in the organizational change process, and empirical findings also gave an important direction to build change commitment in employees to reach positive results. Further, change leaders should use ethical practices in the workplace during organizational change initiatives to deal with behavioral resistance to change.
Originality/value
This study links ethical leadership with organizational change using the behavioral theory of leadership, an unexplored area in the existing literature that gives a new insight to academia and practice side officials to successfully implement any organizational change initiative.
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Ahmad Raza Bilal, Tehreem Fatima and Muhammad Kashif Imran
The purpose of this paper is to advance the theoretical perspective of complexity leadership paradigm to introduce shared leadership style as a precursor of taking charge behavior…
Abstract
Purpose
The purpose of this paper is to advance the theoretical perspective of complexity leadership paradigm to introduce shared leadership style as a precursor of taking charge behavior in public sector higher educational institutions (HEIs) of Pakistan. Moreover, this study unveils the underlying mechanisms of the climate of initiative and psychological safety for clarifying the link of shared leadership and taking charge.
Design/methodology/approach
The multi-source and multi-wave data were analyzed by employing double mediation analysis (PROCESS Model 4); using 282 valid responses obtained from a proportionate stratified sample of faculty members working in public sector HEIs of Pakistan.
Findings
The result indicates that shared leadership is a suitable style for governing the public sector HEIs and it fosters taking charge behavior in teaching faculty. Additionally, shared leadership creates climates that support initiatives and are psychologically safe that set stage for taking charge behaviors in teaching faculty of public sector HEIs of Pakistan.
Originality/value
This research has filled the gap of focusing on more collaborative leadership styles instead of traditional vertical leadership practices in public sector HEIs of Pakistan. Theoretically, this study suggests new insights into the contextual antecedents and mediating mechanisms of taking charge behaviors.
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Muhammad Kashif Imran, Ambreen Sarwar, Tehreem Fatima and Sobia Shabeer
Based on the cognitive perspective of self-regulation theory and role balance theory, this study examines the moderating effects of self-efficacy and emotional exhaustion on the…
Abstract
Purpose
Based on the cognitive perspective of self-regulation theory and role balance theory, this study examines the moderating effects of self-efficacy and emotional exhaustion on the indirect path between impaired work–life balance and job performance through psychological depletion.
Design/methodology/approach
This conceptualized model was tested through a four-wave dyad data obtained from the employees and their supervisors of services sector organizations selected through stratified random sampling.
Findings
The results specify that psychological depletion partially mediates between impaired work–life balance and job performance. Further, self-efficacy acts as a buffering function to reduce the harmful effects of adverse impaired work–life balance on psychological depletion and emotional exhaustion provokes the injurious effects of psychological depletion on job performance.
Research limitations/implications
This research provides important theoretical implications for work–life balance and psychological domains with boundary-spanning roles of self-regulatory measures.
Originality/value
This research is a unique attempt to link the self-regulatory perspective with role balance theory to understand and buffer the issues of impaired work–life balance.
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Muhammad Kashif Imran, Muhammad Ilyas, Usman Aslam and Tehreem Fatima
In current era, firms are facing difficulties in aligning their capabilities with the hallmarks of the knowledge-intensive economy. Notwithstanding the fact that employees’…
Abstract
Purpose
In current era, firms are facing difficulties in aligning their capabilities with the hallmarks of the knowledge-intensive economy. Notwithstanding the fact that employees’ creativity ensures competitive advantage through innovation, firms are unable to reap the required level of performance. The purpose of this paper is to investigate the linkage among knowledge processes, employee creativity and firm performance. Moreover, the current quantitative study measures the moderating effect of a knowledge-intensive culture on knowledge processes and employee creativity.
Design/methodology/approach
Surveys were conducted in eight services sector organizations operating in southern Punjab, Pakistan, and responses were obtained from 197 employees selected at random. To test the exposition using an empirical data analysis approach, three core hypotheses are drawn, and to test these hypotheses, multiple regression analyses, Preacher and Hayes (2004) mediation analysis and Aguinis (2004) guidelines were applied on 197 responses.
Findings
The results explain that knowledge processes have a positive impact on firm performance and employee creativity partially mediates their stated relationship. Moreover, a knowledge-intensive culture has a strengthening effect on the relationship between knowledge processes and employee creativity. In-depth investigation outlines that knowledge acquisition, sharing and application are more influencing processes to enhance firm performance. Furthermore, knowledge conversion and protection do not hold significant relevance with firm performance but are supportive elements for other processes.
Research limitations/implications
In order to have a sustained performance, firms have to initiate steps to promote employees’ creativity by deploying an optimal mix of knowledge processes and flourish a knowledge-intensive culture in routine organizational life. Moreover, knowledge processes are important to promote creative behavior in employees that will lead to incessant innovation and firm performance.
Originality/value
This study gives meaningful thoughts to unexplored areas in the field of knowledge management. First, the indirect effect of knowledge processes on firm performance through employees’ creativity. Second, the importance of knowledge processes to enhance employees’ creativity in the presence of a knowledge-intensive culture. This study gets together the dynamic constructs in the field of knowledge management, such as knowledge-intensive culture and employee creativity, and describes the linkage between knowledge processes and firm performance.
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Hussam Hussain, Muhammad Kashif Imran, Tehreem Fatima, Ambreen Sarwar and Sobia Shabeer
Based on the conservation of resources and emotional regulation theories, this research seeks to examine the relationship between social rejection and work-deviant behavior with a…
Abstract
Purpose
Based on the conservation of resources and emotional regulation theories, this research seeks to examine the relationship between social rejection and work-deviant behavior with a moderated mediation effect of emotional tolerance and psychological trauma.
Design/methodology/approach
A three-wave multi-sourced (dyad) data were collected from the professionals and respective supervisors of state-managed services sector organizations operating in Pakistan (n1 = 252, n2 = 126) selected through snowball sampling technique.
Findings
The results reflected that socially excluded employees indulge in work-deviant behaviors and psychological trauma perform a partial transmitting link. Further, an ability to be emotionally tolerant buffers the detrimental aspects effects of social rejection on psychological trauma but might not be an effective tool while one moves to the trauma stage. Further, the conditional effect confirms that a high level of emotional tolerance weakens the moderated mediation relationship between social rejection and work-deviant behavior via psychological trauma.
Practical implications
The present study provides guidelines to carefully identify and tackle the incidences of social rejection in the workplace and develop tolerance capabilities of employees to tackle the trauma and reduce work deviance.
Originality/value
This is a novel attempt to link the emotional regulation theory with the conservation of resources theory in order to minimize the deviance-related issues provoked by social rejection by introducing emotional tolerance as a coping mechanism which was paid less attention in the contemporary literature.
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Ambreen Sarwar, Muhammad Ibrahim Abdullah, Muhammad Kashif Imran and Nazia Rafiq
With theoretical underpinnings in the conservation of resources theory, this research aims at understanding the link between workplace ostracism (WPO) and its effects on…
Abstract
Purpose
With theoretical underpinnings in the conservation of resources theory, this research aims at understanding the link between workplace ostracism (WPO) and its effects on customers' interests in the context of COVID-19, with the mediation of stress and moderation of self-efficacy (SE).
Design/methodology/approach
The study followed a time-lagged design. A sample of 217 frontline employees working in the food sector of southern Punjab, Pakistan, responded to the study questions using the survey method with structured questionnaires. A Statistical Package for the Social Sciences (SPSS) tool was utilized for data analysis with bootstrapping and PROCESS macro.
Findings
The findings show that an important mechanism by which ostracism translates into customer service sabotage (CSS) is the increase in perceived stress levels of the employees. Additionally, SE was found to be an important personal resource that acts as a moderator in the said relationship.
Practical implications
Employees with high SE sense less workplace stress even during a pandemic. Leadership should consider the stress-alleviating effect of SE for lessening the damaging influence of WPO on customers.
Originality/value
The study fills an important empirical gap in the context of the COVID-19 pandemic, by showing that due to resource loss perceived by employees while being targeted by ostracism, they may decide to transfer their frustration towards organizational customers by sabotaging their service experience.
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Tehreem Fatima, Ahmad Raza Bilal, Muhammad Kashif Imran, Ambreen Sarwar and Sobia Shabeer
Despite noted instances of organizational cronyism in public sector Higher Educational Institutions (HEIs), there is a lack of empirical evidence on its detrimental outcomes. The…
Abstract
Purpose
Despite noted instances of organizational cronyism in public sector Higher Educational Institutions (HEIs), there is a lack of empirical evidence on its detrimental outcomes. The present investigation tested the impact of organizational cronyism on knowledge hiding via the mediating role of moral disengagement and moderating role of egoistic climate.
Design/methodology/approach
A multi-stage random sample was drawn from the 312 teaching faculty working in HEIs of Lahore, Pakistan in three waves. M-plus was used to validate a longitudinal moderated mediation model based on Structural Equation Modeling.
Findings
The results showed that organizational cronyism leads to knowledge hiding. In addition, it was substantiated that moral disengagement acts as a mediator in the relationship between organizational cronyism and knowledge hiding. The strengthening impact of an egoistic climate was found in the direct and indirect association between organizational cronyism, moral disengagement, and knowledge hiding.
Originality/value
There is a dearth of research on the consequences of organizational cronyism and the understanding of the factors that underlie this association is limited. This research has bridged this gap by investigating the role of moral disengagement and egoistic climate in linking organizational cronyism and knowledge-hiding by building on social exchange and social cognitive theory.