Journal of Workplace Behavior

Relating e-HRM practices with Transformational e-HRM outcomes: The mediating role of proximal outcomes

2023-12-22T18:38:22+00:00

The aim of this quantitative study is to analyze the impact of e-HRM practices on operational, relational, and transformational e-HRM outcomes. It also aims to explore if the adoption of e-HRM practices influences transformational e-HRM outcomes through the mediation of operational and relational e-HRM outcomes. Remenyi's and Zuboff's IT frameworks and the RBV paradigm serve as the foundation for the research framework. The study found evidence supporting these theories, showing that e-HRM practices have a significant impact on operational, relational, and transformational e-HRM outcomes. It also provided empirical evidence that operational and relational e-HRM outcomes positively mediate the relationship between e-HRM practices and transformational e-HRM outcomes. The study's generalizability is limited due to its small sample size and participants being Pakistani HR managers and executives only. Future research should include all stakeholders, consider long-term outcomes, and explore contingency factors like innovative climate, supportive work environment, and sustainable leadership style. Longitudinal data is recommended in future studies for causal relationships. It is recommended that organizations should align their e-HRM practices to achieve strategic excellence and utilize their capabilities for operational, relational, and transformational e-HRM outcomes. Embracing technology can enhance performance and competitive advantage. HR functions should act as change strategists to meet business demands and optimize outcomes. The study offers valuable insights for selecting and tuning their practices to achieve optimal proximal and distal outcomes. The main novelty of this study is the findings that operational and relational e-HRM outcomes partially mediate the influence of e-HRM practices on transformational e-HRM outcomes.

How and When Competitive Climate Becomes a Hurdle for Employees? Exploring the Effects of Fear of Failure and Challenge Avoidance

2023-12-22T19:02:26+00:00

Research on the dark side of competitive climate is still in nascent stages. Drawing on the conservation of resource theory, we have contributed in the existing literature by examining the negative effects of competitive climate on employee silence behavior such as quiescent silence. We further propose that fear of failure acts as an underlying mechanism between competitive climate and quiescent silence. The research also examines the moderating effect of challenge avoidance in relationship between competitive climate and fear of failure. Data was collected in three waves of time from 300 employees of service sector organizations of Pakistan through personally administered questionnaires by using Hayes’ Process Macro. The results of the study indicated the direct relationship between competitive climate and quiescent silence. Furthermore, results revealed that fear of failure mediates this relationship. Results also confirmed that challenge avoidance moderates the relationship between competitive climate and fear of failure. The findings have important implications for the service sector organizations which have been discussed at the end along with limitations and future research directions.

All that Glitters may not be Perceived Gold. When and How Authentic leadership can be ineffective in power distance cultures

2023-12-22T19:12:14+00:00

Considering the critical role of effective leaders towards ensuring organizational success, current study attempt to revisit the effectiveness of authentic leadership in a power distance culture. More specifically, current study considers the contingency role of power distance culture over the relationship between authentic leadership and its effectiveness through LMX and perceived impression management. For this purpose, data were collected from public sector organizations in Pakistan comprising 31 managers and 202 respective employees. Multilevel path analyses provided reasonable support for our hypotheses. It is demonstrated that authentic leadership is positively associated to leaders’ effectiveness and LMX. Moreover, power distance culture conditions the relationship between the authentic leadership and its effectiveness through perceived use of impression management tactics and LMX in a way that relationship gets weaker when power distance is high. Both practical and theoretical implications of this perspective are discussed.

Impact of Work Life Balance on Organizational Commitment: Exploring the Role of Generation Differences and Supervisor Support

2023-12-22T19:23:09+00:00

Academicians and Practitioners are giving lots of attention to the implications of work life balance and organizational commitment. Different studies suggest that there is a need to decide the mediating relationship of supervisor support within the framework that has been carried out in this study. Likewise, earlier literature suggests that there is need to investigate the effect of generation diversity should be studied on relationship of work life balance and organization commitment that has also been done in this study. The purpose of this study is to decide the influence of work life balance on organizational commitment through mediating effect of Supervisor Support. This study decides the feeling of different generations about Work life balance, Supervisor Support and Organizational Commitment. The study analyzes 360 employees of banking sector in Pakistan using Stratified random Sampling. In terms of implication this study helps in deciding the need to manage different generations and supervisor support to increase commitment level with their organization. This Study has been done in different banks, including United Bank of Limited, Zarai Taraqiati bank of limited, Faisal bank, National bank of Pakistan and Bank of Punjab there could be study done in some other banks and this study could be done in other sectors like education, medical sector. This study could be longitudinal for deciding all aspects, works and values of different generations within the context of Pakistan.

Impact of Female Presence in Top Management Positions on Sustainability Performance

2023-12-22T19:30:15+00:00

This study investigates the impact of female representation on the board of directors and the upper management team on sustainability performance in the banking industry of South Asia. This study is an attempt, based on past literature, to frame gender diversity in terms of the way it affects financial, social, and environmental performance. The 172 banks in the study's sample, which covers the years from 2018 to 2022, are from 8 South Asian nations. For estimations, GMM and Probit analysis is used. The findings show that the number of female directors enhances both environmental and financial performance; whereas female managers place more importance on the social component and stakeholder engagement. This study suggests that banks should give attention to their efforts on hiring a suitable proportion of female directors and managers. This research also has beneficial implications that support gender equality among regulators and policymakers.

Impact of Work-Family Conflict on Deviant Workplace Behaviors in Telecom Sector Organizations of Pakistan: Moderating Role of Islamic Work Ethics

2023-12-26T22:09:51+00:00

The challenges of the information era and accessibility have reshaped the organizational environments and work dynamics. The issues originating from complex corporate cultures directly affect employees and their families and cause undesired behaviors at work by employees. To mitigate the instances of these behaviors, there is a need to understand the psychological condition of the employees involved in such undesired behaviors. The study focuses on the effect of work-family conflicts on deviant workplace behaviors by exploring the moderating role of Islamic work ethics. Data of 350 operational managers from four government and 26 private telecom organizations selected randomly in Pakistan was collected using a convenience sampling technique. The respondents were required to fill in the online questionnaire. The results indicate that work-family conflicts are positively and significantly related to deviant workplace behaviors and Islamic work ethics moderates this relationship. The introduction and implementation of Islamic work ethics can help in creating a progressive, cordial work environment and a system having better output in terms of performance, reliability and ownness. A “CIRCLE” approach (C - Code of Conduct & Clear Communication, I - Incentives and Accountability, R - Reinforcement and Review, C - Cautious Hiring Process, L- Leadership Commitment/ Top to Bottom Approach, E - Ethical Training Regime) is recommended for the organizations to attain an exponentially evolving and improving organizational workplace environment.

Strategic Sustainability: Exploring the Impact of Technological Inclusion of AI in Pakistani Health Care

2023-12-27T08:23:24+00:00

Artificial intelligence (AI) is a practical strategic instrument for addressing human well-being and socio-economic development issues. This study makes use of NVivo to perform qualitative data analysis. The interviews lasted for around half an hour and consisted of both individual and group discussions with the participants. According to the findings of this study, the implementation of artificial intelligence in medical settings can now be divided into a few distinct phases. It has been found that there are four key variables that are linked to sustainability in healthcare companies. Factors to consider include sustainable process innovation, operational ability, sustainable resource upscaling, and awareness of sustainable resources. Recent development includes AI in medical treatment in Pakistan, magnetic resonance imaging (MRI), x-rays, data inventories, artificial intelligence (AI) systems, and robotics.

Impact of Emotional Intelligence on Employee Performance: Examining the Mediating Role of Employee Engagement

2023-12-29T20:52:28+00:00

A thorough engagement of employees has been the concern of nearly all organizations especially those working in the banking sector. This study aimed to investigate the impact of emotional intelligence on employee performance with the mediating role of employee engagement. Data was collected from employees working in the banking sector by employing a random sampling technique. Out of 450 floated questionnaires, a total of 170 responses were received which were later analyzed with the help of IBM SPSS Statistics-20. Results confirmed the significant and positive relationship between emotional intelligence and employee performance. Emotional intelligence also showed a positive association with employee engagement. In addition, Employee engagement was found to be a significant mediator for the relationships between emotional intelligence on employee performance. Administrators and HR professionals can improve the level of employee performance, by enhancing emotional intelligence and employee performance.