Search

The objective of this study is to assess the effects of a follower’s conflict behavior (FCB) on work engagement (WE), as well as how transformational leadership (TL) governs the link between dimensions of FCB problem-solving behavior (PSB), dominating conflict behavior (DCB) with WE and moderating impact of prosocial motivation on the relationship between dimensions of followers’ conflict behavior (PSB & DCB) with TL. Data was collected using a quantitative technique and a cross-sectional survey method for hypothesis testing. The data was gathered from 307 individuals in Karachi's various service sectors. Smart Pls 4 was used to analyze the data in this investigation. The study indicated that followers’ problem-solving behavior is positively related to work engagement but dominating conflict behavior found a negative impact on work engagement. Moreover, transformational leadership found no mediating impact between problem-solving behavior, dominating conflict behavior, and work engagement. Prosocial motivation shows the moderating impact on the relationship between followers’ Problem-solving behavior. Dominating conflict behavior towards Transformational leadership leads to work engagement.

PurposeThe purpose of this research is twofold: first, to investigate the impact of the adoption of green supply chain practices (GSCPs) on various parameters of competitive operational capabilities; second, to investigate the parameters that influence the market performance.Design/methodology/approachStructural equation modeling analysis was done based on the collected data through a self-administrated questionnaire from managers of 120 manufacturing firms.FindingsIn this study, we suggest that the relationship of GSCPs is positively related to all competitive operational capabilities. Further, we recommend that operational capabilities are directly related to market performance.Originality/valueThis paper investigates the relationship between GSCPs, Operational Competitive Capabilities and market performance, a relatively unexplored area in the developing economy. Moreover, it also adds value to the nascent literature on GSCPs in developing countries.

The aim of this paper is to investigate the effect of different factors like Religiosity, Social Class, Social Capital, Financial Capital, and Human Capital, on prosocial behavior. We proposed a theoretical framework hypothesizing a positive effect of these factors in enhancing compassion, and in turn affecting prosocial behavior. Factors of prosocial behavior included (Helping Behavior, Charitable Donation, and Volunteering). Empirical validity was established by conducting a survey using a close-ended questionnaire. Data were collected from 450 respondents and analyzed using confirmatory factor analysis and structured equation modeling. We found that Result showed that religiosity and financial capital significantly impact on compassion. Whereas compassion having a significant effect on helping behavior. Financial capital and religiosity significantly effect on helping behavior also seem to be directly affecting helping behavior. Volunteering and charitable donations do not seem to get affected either indirectly or indirectly by any of the factors. This study will help the charitable organization to build and maintain the charity norms and helping & prosocial behavior in Pakistan.

In the face of increased accountability pressures, nonprofits are searching for ways to demonstrate their effectiveness. In the Absence of meaningful tools to evaluate effectiveness, financial ratios are largely used to approximate it. There is an extensive body of literature on the determinants of nonprofit effectiveness. However, it largely remained exploratory in nature. This is a novel attempt to propose a theoretical framework linking performance to effectiveness, but also applying this to a larger sample by means of a survey. For this, we employed Iwu et. al. (2015) configuration for the identification of major financial and non-financial performance indicators of NPOs and used in the Program Logic Model (W.K. Kellogg Foundation, 2004) to assess its impact. We hypothesize that this financial and non-financial performance and activities produced positive output in terms of increased participation that in turn, leads to positive outcomes on the participants live and at last these outcomes leads to positive impact towards the society by reducing the problems this NPO are set to tackle. For the empirical side, we collected data from 200 participants belonging to 14 NROs operating in Pakistan, by means of a close-ended questionnaire. Data were analyzed using confirmatory factor analysis and structured equation modeling. The results were according to the theory and showed a positive and significant effect of financial and non-financial performance on output, then to the outcome and finally to impact. These findings can be used by the growing number of not-for-profits throughout the world to measure and report performance.

The lack of synergy between the HRM functions and the ambiguity of human resources business partnering (HRBP) role are significantly blocking the way of HR professionals to become business partners. The paper proposed a theoretical framework, based on Ibrahim (2015) model focusing on the antecedents of HRBP performance, and further link HRBP performance to Organizational Performance and effectiveness. We proposed that factors such as having HR Business Knowledge by Management, Top Management & Line Manager support to HRBP, Management understanding of HRBP’s Role, and Synergy between HRM practices, positively affect the performance of HRBP, and better performance would lead to increased Organizational Performance and effectiveness. To establish the empirical validity, we conducted a self-administered study, from 250 employees belongs to HR top management, line managers, and professionals working in the banking sector. Data were analyzed using confirmatory factor analysis and structured equation modeling. The results showed that among other factors, Synergy between HRM practices has a positive and significant influence on HRBP performance. However, HRBP performance positively and significantly affects both Organizational Performance and effectiveness. The findings revealed that HRBP would play an important and positive role to achieve goals, implement HR strategy, and also increased Synergy between HRM functions makes HRBP performance more effective.

Logistics capability is an essential capacity for transport and logistics firm to convey the value and services to the client. However, supply chain uncertainty and risk establish the obstacle while achieving operational excellence. The main objective of this research is to examine the impact of logistic capabilities on mitigating supply chain uncertainty and risk in courier firms in Pakistan. Research identified that operational flexibility, innovation and process optimization has a significant positive impact on company side risk and uncertainties whereas process optimization also positively impacted on customer’s side risk and uncertainties. An online survey was conducted and data were obtained from sample size of 150 employees from Pakistani logistics companies. We performed multiple regression analysis to indicate the impact of logistics capability in mitigation of supply chain uncertainty and risk.

There is a huge parallel economy going on in the country, and that economy is financed and managed by alternative system of money exchange and remittance. This sector is largely undocumented and very little has been written on it. By some standard, this sector caters to more than 50% of overall foreign exchange business in the country, the proceeds of which largely goes out of the economy undocumented. Government of Pakistan recently taken measures to regularize this sector and state bank devised some bylaws and policy to document this sector. Establishment of exchange companies and abolition of money changers are the few steps that state bank have taken in this regards. Exchange companies are required to follow proper standards and auditing requirements and by virtue of this state bank is now be able to have more insight of how much money is coming and flown from this country and on accounts of which beneficiary. At the same time there is a need that people making our policies should better be aware of how this system works and who are involved, its by trades and what measure to adopt to canalized the proceeds into the documented economy and also identify various changes that could be made in our financial sector to better caters the needs of expatriates like this system does. This study is done to answer these and similar questions.

Organizational ambidexterity originates from operational managers that follow together exploitative and exploratory activities. In a way from side to side which mechanisms, HR performances in Pakistan might really ease operational manager ambidexterity and further result in organizational ambidexterity is still an open question? For this, we applied (Mom, Chang, Cholakova, & Jansen, 2019) model to different sized firms of Pakistan. We hypothesize that ability and motivation enhancing HR practices effects operations manager ambidexterity through enhancing role breath and basic motivational orientation. Manager ambidexterity would further induce Organizational Ambidexterity. Moreover, Opportunity enhancing HR practices plays a complementary role in producing influencing of manager ambidexterity on Organizational Ambidexterity. A survey was directed by using a close-ended questionnaire which recognized the empirical validity. A multi-source and multilevel data were collected from 210 employees of the HR department belonging to 70 different sized firms and it was examined by means of confirmatory factor analysis and also organized equation modeling. For this, we gave 3 questionnaires to each firm. The result suggested that Ability Increasing these Practices directly and positively affect Operational Manager Ambidexterity along with the mediatory factor of Role Breadth Self-Efficacy. Operational Manager Ambidexterity in turn has a positive influence on Organization Ambidexterity. Manager and organizational Ambidexterity is also directly and positively affected by Role Breadth Self-Efficacy, Motivation Enhancing Practices, and Ability Enhancing Practices. Organizational Ambidexterity is also influenced by Opportunity Enhancing Practices. Lastly, Motivation Enhancing Practices have a positive and significant result of the mediatory factor of Intrinsic Motivation Orientation. We, however, didn’t find any significant evidence of complementarities between managers’ Ambidexterity and Opportunity enhancing HR practices in explaining Organizational Ambidexterity. The result suggests that the relationship among organizational ambidexterity along with the operational manager is liable on a firm that enhances HR practices. Along with that, our study that we scrutinized provides us important and new multilevel insights into the efficiency of strategic HR systems and in support of an individual and organizational ambidexterity.

It appears that religion is a strong predictor of citizenship behavior. But how it affects citizenship is an open question. This study attempted to answer this by proposing a theoretical framework. We modified Pratono (2017) model explaining the effect of empathy and materialism in between religiosity and citizenship, and including religious socialization and social competence in accordance with Seol and lee (2012) framework. We hypothesize that religiosity increases the Religious socialization among Parents, Friends, and mentors. This increased socialization positively affects empathy, and that would ultimately lead to positive citizenship and social competence. We also theorized that materialism complements the impact of religiosity on both citizenship and social competence. The empirical validity of this theory was established by conducting a survey based on a close-ended Likert scale type questionnaire. Data was collected from 309 respondents belonging to Karachi and analyzed using confirmatory factor analysis and structural equation modeling. The results suggested Religiosity has a positive and significant effect on the Religious socialization of friends, parents, and peers. Religiosity also has a direct positive effect on citizenship. Religious socialization with mentors has a positive significant effect on empathy, whereas empathy leads to social competence. With regards to materialism, it has a positive significant effect on Social Competence, however, it negatively complemented the impact of religiosity on social competence. Hence, the findings imply that Religiosity encourages Religious socialization with mentors that create empathy that would lead to social competence. Moreover, materialism curbs the effect of religiosity on social competence. We also explain religiosity citizenship link using a social psychological model developed by Graham and Haidt (2010).