Hasna Balaj Albaroudi and Shahzaf Iqbal
This study examines the influence of quality culture (QC) on university performance (UP) within the higher education (HE) context of Saudi Arabia, exploring the mediating roles of…
Abstract
Purpose
This study examines the influence of quality culture (QC) on university performance (UP) within the higher education (HE) context of Saudi Arabia, exploring the mediating roles of transformational (TFL) and transactional leadership (TNL) styles.
Design/methodology/approach
The study utilizes a cross-sectional survey approach, collecting data through online surveys from administrators representing public and private universities in Saudi Arabia. Data analysis is conducted using PLS-SEM.
Findings
The findings indicate that QC exerts a notable direct influence on UP, along with an indirect effect mediated by TFL and TNL. Additionally, the influences of TFL and TNL on UP are statistically significant. However, the effect of TNL on UP and its role as a mediator in the QC-UP relationship demonstrate partial significance.
Research limitations/implications
This study enriches the theoretical comprehension of quality assurance in HE by incorporating QC as a dynamic capability within Dynamic Capability Theory and TL and TFL as valuable resources within Resource-Based View theory. However, limitations such as a cross-sectional design and reliance on input solely from university administrators must be acknowledged.
Practical implications
The study offers practical insights for policymakers, administrators, and quality managers, emphasizing the economic benefits of robust QC in universities. It highlights QC's impact on policy, curriculum development, and public trust, advocating tailored strategies to improve efficiency and collaboration, crucial for overcoming bureaucratic barriers, especially in public universities.
Originality/value
The originality of this study lies in introducing TFL and TNL as mediators between QC and UP within a university setting.
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Malik Ikramullah, Ammad Ahmed Khan Khalil, Muhammad Zahid Iqbal and Faqir Sajjad Ul Hassan
Recent performance appraisal (PA) literature suggests that alongside cognitive biases, rating distortions may stem from rater disposition and PA context. The study investigated…
Abstract
Purpose
Recent performance appraisal (PA) literature suggests that alongside cognitive biases, rating distortions may stem from rater disposition and PA context. The study investigated the role of social value orientation (rater disposition), PA purposes and rater accountability (PA context) toward rating distortions at both performance levels, i.e. good and poor.
Design/methodology/approach
The authors designed an experimental study and elicited data from N = 110 undergraduate students about two video-taped performances of good and poor performers. In these videos, two managers conducted assessment interviews of two different employees for the job of a sales representative at an information technology organization. To ensure the validity of performance ratings, the authors invited 10 senior managers to provide benchmark ratings of the video-taped performances. While being placed in two separate groups, the study participants gave performance ratings on both the video-taped performances. The authors used repeated-measures analysis to analyze data.
Findings
The results revealed that rating distortions took place not because of rater social value orientation, but the PA context. Different rating distortion patterns emerged for different levels of ratees' performance.
Originality/value
This study’s findings furnish new insights for assessing rating distortions for poor as well as good performers. Moreover, the results support previous findings that for good performers, accountable raters are tempted toward accurate ratings and refrained from deflation. Similarly, for poor performers, accountable raters do not inflate ratings. The findings will open research avenues to examine the role of PA purposes in rating distortions for different performance levels.
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Qaisar Iqbal and Katarzyna Piwowar-Sulej
Considering the vital role of resource-constraint innovation in developing countries, the aim of the study is to examine the mechanism of internal and external heterogeneous…
Abstract
Purpose
Considering the vital role of resource-constraint innovation in developing countries, the aim of the study is to examine the mechanism of internal and external heterogeneous knowledge sharing (HKS) in the relationship between sustainable leadership (SL) and frugal innovation (FI). The social exchange theory was used to develop a research framework.
Design/methodology/approach
This study employed Partial Least Squares Structural Equation Modeling (PLS-SEM) analysis to examine the relationship among several latent factors based on 263 participants from Pakistani SMEs.
Findings
The current findings support the significant positive impact of SL on both internal and external HKS. Moreover, this study also confirms the mediating effect of both types of HKS in the relationship between SL and FI.
Research limitations/implications
To delve further into the benefits and vital role of HKS, it is recommended to conduct further research that would examine the potential impact of heterogeneous knowledge sources on the “SL–FI relationship” and to apply the presented research methodology in other countries and organizations beyond Pakistani SMEs.
Originality/value
This study is one of the first documented attempts to demonstrate HKS as a mechanism in the relationship between a specific type of leadership and FI.
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Sajid Iqbal and Ahmad Raza Bilal
The study aims to empirically estimate the role of public supports for energy efficiency financing and presents the way forward to mitigate the energy financing barriers that…
Abstract
Purpose
The study aims to empirically estimate the role of public supports for energy efficiency financing and presents the way forward to mitigate the energy financing barriers that incurred during the COVID-19 crisis.
Design/methodology/approach
Using the G7 countries data, the study estimated the nexus between the constructs. Generalized method of moments (GMM) and conventional increasing-smoothing asymptotic of GMM are applied to justify the study findings. Wald econometric technique is also used to robust the results.
Findings
The study findings reported a consistent role of public support on energy efficiency financing indicators, during the COVID-19 crisis period. G7 countries raised funds around 17% through public supports for energy efficiency financing, and it raised 4% of per unit energy usage to GDP, accelerated 16% energy efficiency and 24% output of renewable energy sources, during COVID-19. By this, study findings warrant a maximum support from public offices, energy ministries and other allied departments for energy efficiency optimization.
Practical implications
The study presents multiple policy implications to enhance energy efficiency through different alternative sources, such as, on-bill financing, direct energy efficiency grant, guaranteed financial contracts for energy efficiency and energy efficiency credit lines. If suggested policy recommendations are applied effectively, this holds the potential to diminish the influence of the COVID-19 crisis and can probably uplift the energy efficiency financing during structural crisis.
Originality/value
The originality of the recent study exists in a novel framework of study topicality. Despite growing literature, the empirical discussion in the field of energy efficiency financing and COVID-19 is still shattered and less studied, which is contributed by this study.
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Qaisar Iqbal, Noor Hazlina Ahmad and Basheer Ahmad
This paper aims to provide empirical evidence of the associations between perceived job characteristics and workplace spirituality with environmental sustainability within the…
Abstract
Purpose
This paper aims to provide empirical evidence of the associations between perceived job characteristics and workplace spirituality with environmental sustainability within the domain of small- and medium-sized enterprises. This study aims to investigate the influence of perceived job characteristics (job identity, task significance and task variety) on environmental sustainability through workplace spirituality.
Design/methodology/approach
Data are collected from 400 small and medium enterprises (SME) employees working in New Delhi, India, and Islamabad, Pakistan. Response rate in this study is 58 per cent. Structural equation modeling has been used to analyze the data through SmartPLS 3.0 and SPSS version 24.
Findings
The results indicate that perceived job characteristics have significant positive influence over workplace spirituality. It is concluded that workplace spirituality also significantly mediates the relationship between perceived job characteristics and environmental sustainability.
Research limitations/implications
In the present study, perceived job characteristics have been evaluated to improve environmental sustainability in SMEs from Pakistan and India. Therefore, before generalization in the context of other countries can be made, the results obtained may need some modifications.
Practical implications
The research concerns the understanding of various job characteristics and environmental sustainability from the viewpoint of employees in SMEs at imparting perceived job characteristics as important factors to meet challenges relevant to environmental sustainability in the dynamic market.
Social implications
There is anecdotal evidence claiming the pivotal role of job characteristics and workplace spirituality toward the recognition of sustainability in the progressive dynamic market. The results of this study represent the effectiveness of perceived job characteristics for accomplishing social objectives through workplace spirituality.
Originality/value
This study contributes to the field by bringing together the concepts of workplace spirituality with perceived job characteristics and environmental sustainability in the context of Pakistani and Indian SMEs.
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Muhammad Zahid Iqbal and Ayesha Shakoor
Using the broaden-and-build theory, this study aims to examine whether (1) employees have hateful emotional responses and think the overall performance review is fair at different…
Abstract
Purpose
Using the broaden-and-build theory, this study aims to examine whether (1) employees have hateful emotional responses and think the overall performance review is fair at different levels of managers’ emotional flexibility; and (2) the difference in employees’ hateful emotional responses mediates the relationship between managers’ emotional flexibility and employees’ perceptions of performance review fairness across flexibility conditions.
Design/methodology/approach
A sample of 110 Pakistani undergraduates participated in the seven waves of online scenario-based experimental research. For a one-way repeated-measures analysis, the general linear model was used, and for a two-condition within-subject mediational path analysis, the mediation and moderation analysis for repeated measures (MEMORE) was used.
Findings
Employees experience a high level of performance review justice and a low level of hateful emotional responses when managers are more emotionally flexible during the meeting, and vice versa. A manager’s emotional flexibility may also prevent employees from responding hatefully during performance reviews, which in turn makes them perceive the overall performance review as just.
Originality/value
The study expands on the thought–action repertoire and personal resources, supporting the broaden-and-build theory. The research applies this notion to performance reviews, which are an emotional experience for managers and employees. The study timely addresses organizations’ need for performance management system overhauls by suggesting managers to use emotional flexibility until an alternate performance review system is available.
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Qadar Bakhsh Baloch, Sourath Maher, Nadeem Iqbal, Syed Naseeb Shah, Muhammad Sheeraz, Faryal Raheem and Kanwal Iqbal Khan
Therefore, this research study investigates the impact of business environment on the performance of the business organizations. (1) To understand the importance the environment…
Abstract
Purpose
Therefore, this research study investigates the impact of business environment on the performance of the business organizations. (1) To understand the importance the environment in the success of the business entrepreneurship. (2) To explore the environmental factors that can affect the success of business entrepreneurship in Pakistan. (3) To establish relationship between the environmental factors and the sustained organizational performance of business entrepreneurships in Pakistan.
Design/methodology/approach
Drawing from the person–environment fit (PE fit) and the self-determination theory literature, this survey research study seeks to determine the impact of organizational environment upon sustained organizational economic performance. The main independent variable of the study encompasses its main three dimensions, i.e. leadership capacity, organizational culture and organizational politics. The dependent variable comprises the sustained economic performance of the organization. The research study hypothesized and tested a model in which the organizational environment (organizational culture, organizational politics and leadership) interplays with the organizational sustained performance.
Findings
Keeping in view the outcomes of this research work the following implications can be drawn. A leader can yield maximum productivity of employees, if he/she has leadership capacity to provide directions, skilled to minimize the stress level of the employees and able to motivate them in achieving organizational goals. Therefore, capacity of leader to handle difficult situations and develop PE fit is the key to organizational success in current scenario. The study also revealed a positive effect of organizational culture on organizational performance. The culture of the organizations provides an environment of openness to think, share and contribute toward goals of the organization. It enables employees to express themselves, develop person-organization common goals with self-determination. The PE fit provides a platform to feel free, express their feelings and opinions, and contribute in the decision-making process of organizations. The involvement in organizational activities provide a sense of responsibility, ownership and motivation to produce better results for the organizations.
Originality/value
PE fit perspective postulates that matching individual psychological needs and environmental supplies (provided by organization and society) generates positive attitudes and behaviors (Tepper et al., 2018). The effect between individuals and their environment is inherently reciprocal rather than a one-way effect (Goetz et al., 2021). The fundamental postulation support that the fit certainly improves performance, commitment and satisfaction of individuals in the context of organizations (De Cooman et al., 2019; Rau vola et al., 2020). Moreover, self-determination theory (SDT) is another perspective that emphasizes the attainment of autonomy, competence and relatedness in employees to outperform (Deci and Ryan, (2010). The self-determination theory revolves around the social-contextual conditions that support or obstruct the integral courses of self-motivation and psychological development, which will contribute toward organizational performance (Nazir et al., 2021).
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Syeda Mehak Fatima Gillani, Salman Iqbal, Shumaila Akram and Mamoona Rasheed
The purpose of this study is to examine the antecedents of specific human resource management (HRM) practices and trust on knowledge sharing (KS) behavior of employees.
Abstract
Purpose
The purpose of this study is to examine the antecedents of specific human resource management (HRM) practices and trust on knowledge sharing (KS) behavior of employees.
Design/methodology/approach
In the first phase, a questionnaire survey was used to collect the data from 350 randomly selected individuals working in banks. In the second phase, ten managerial-level employees were interviewed to triangulate the findings of the survey.
Findings
The results revealed that employees viewed trust, recruitment and selection and performance appraisals have a positive relationship with KS behavior. However, training and development and incentives have no impact on KS.
Originality/value
The value of this paper lies in the understanding gained about the interactive effects of KS and HR practices using the structural equation modeling technique. This paper will help in understanding the factors that can promote KS. This study will be helpful for employees, managers and policymakers. This study may help in highlighting the significant role of HR practices.
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Sareer Ahmad, Javed Iqbal, Misbah Nosheen and Nikhil Chandra Shil
This study aims to examine the asymmetric S-curve between the trade balances of Pakistan and China at the commodity level using disaggregated data.
Abstract
Purpose
This study aims to examine the asymmetric S-curve between the trade balances of Pakistan and China at the commodity level using disaggregated data.
Design/methodology/approach
This study focuses on Pakistan and China bilateral trade based on commodity-level data. This study delves into the S-curve phenomena by examining time series data from 1980 to 2023 across 32 three-digit industries/commodities.
Findings
The findings show significant evidence in favor of the “asymmetric S-curve” in 27 out of the 32 industries studied. This study confirms that the devaluation of home currency is not a viable solution always to improve trade balance.
Research limitations/implications
This study considers 32 three-digit industries limiting the generalizability of findings. Due to data unavailability, the authors fail to consider other industries. In the absence of quarterly data on industry-level trade between Pakistan and China, annual data from 1980 to 2023 were used in generating the cross-correlation functions. Previous literature frequently resorted to the general consumer price index with its inherent aggregation issues, whereas this study has opted for commodity price indices to overcome the shortcomings in the estimation of S-curves at the commodity level.
Practical implications
The findings have practical relevance in guiding policy decisions regarding commodity trade, whereas the industry-wise analysis enriches the understanding of the short-term effects of currency depreciation on trade balance dynamics.
Originality/value
The S-curve hypothesis predicts a negative cross-correlation between a country's current exchange rate and its past trade balance and a positive cross-correlation between the current exchange rate and its future trade balance. Previous empirical S-curve studies had the limitation of assuming symmetry in cross-correlation with both current and future trade balance values.
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Salman Iqbal, Sami Ullah, Amina Rizwan, Naima Nazeer, Mamoona Rasheed and Ahmad Faisal Imtiaz Siddiqi
The strict regulations and reporting requirements in microfinance institutions require a high level of knowledge and expertise in finance, accounting and risk management…
Abstract
Purpose
The strict regulations and reporting requirements in microfinance institutions require a high level of knowledge and expertise in finance, accounting and risk management. Therefore, microfinance institutions (MFIs) must possess a high absorptive capacity to understand their customers’ needs and develop appropriate products and services to meet them. This study explains how organizational culture influences absorptive capacity in MFIs, with a particular focus on the mediating role of knowledge sharing.
Design/methodology/approach
Data were collected from 450 randomly selected employees of microfinance banking institutions in Pakistan. The data were tested for reliability and validity, and hypotheses were tested through structural equation modeling in WarpPLS 8.0.
Findings
The findings show that knowledge! sharing mediates the relationship between organizational culture and absorptive capacity. Thus, MFIs should promote knowledge sharing as a cultural value to improve their ability to acquire and utilize new knowledge, enhance absorptive capacity to drive innovation and facilitate the development of new products and services.
Practical implications
MFIs with higher absorptive capacity are more likely to be able to respond to changes in the market, such as new technologies or shifting customer demands. Therefore, managers should promote a culture of sharing knowledge and expertise to ensure adaptability in dynamic market conditions.
Originality/value
This research provides a framework for organizations to better understand the role of knowledge sharing in their success and how to leverage it to enhance their absorptive capacity. It is valuable for academics and practitioners seeking to improve organizational performance and competitiveness.