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| Title | Abstract | Action(s) |
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| Mr | Title: The Effect of Pay, Career Plateau & Work Environment on Employee Turnover Intentions. National Database & Registration Authority (NADRA) is a public-sector organization providing registration services to the citizens of Pakistan. In general, objective of this study is to find out the reasons of employee turnover. The main purpose of this study was to examine the impact of lesser pay, plateaued at a stage of career and unconducive work environment on NADRA’s employees for leaving the job or service. The study was restricted to the employees of the province of Khyber Pakhtunkhwa. Official and Officer cadre employees were included in the study having of both contract and regular services. NADRA is a service providing organization providing identification documents to the bona fide citizen of Pakistan. It has spread of its branches (called Data Acquisition Units) all over Pakistan upto Tehsil level. In the province of Khyber Pakhtunkhwa there are about 160 branches. This setup is further divided in a composite zonal administration. Each zonal office manages about seven to ten Data Acquisition Units depending upon the area, vicinity and population of the region. Every Data Acquisition Unit of NADRA has staff of about 10 to 20 employees including officers, officials and support staff. There are front desk officials who deal directly with the general public and core officials to deal with beck end job. Two type of officers or line managers are deployed at a Data Acquisition Unit. One officers deals with technical issues pertaining to machines software and computers the other officer deals with the managerial and administrative aspect taking place from time to time on routine basis in the office. All the three main points has a positive and significant indication regarding employee turnover. Key Words: Pay, Career Plateau, Work Environment, Employee Turnover intention and NADRA Pakistan. |
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| Effect of Social Capital, Organizational trust and Knowledge Reciprocity on Organizational Innovation Capability through Tacit Knowledge Sharing with Self-Concordance |
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| Enhancement of innovative Work Behavior in the presence of Insecure Job Environment: Investigating the proactive role of buffering and intervening mechanism |
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| Examining the Impact of Income Diversification on Bank’s Performance, Evidence from Banks of Pakistan |
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| Emotional Intelligence and Employee Silence: Exploring Paradox of Mutual Trust and Moral Disengagement |
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| An Empirical Inquiry into the behavioral Dynamics of South Asian Emerging Stock Markets | This study traces behavioral patterns which influence the aggregate market in terms of under and overreaction. These reactions are mostly observed in the form of excess volatility and unsystematic patterns in trading volumes. Self-attribution, anchoring, herding, disposition effect, and limited attention bias are selected for this study. The study is conducted on Karachi Stock Exchange, Bombay Stock Exchange, Dhaka Stock Exchange, and Dow Jones Industrial Average for Pakistani, Indian, Bangladeshi, and U.S stock markets respectively. The study is conducted for the period 2009 to 2018 using secondary data. It was found that the overconfidence bias can be equally observed in Pakistani, Bangladeshi, and the U.S stock markets. Using nearness to a historical high and nearness to a 52-week high as anchors, it was found that all sampled stock markets under-react to new incoming information. Herding bias was confirmed in Up and Down extreme market conditions for Pakistani and Bangladeshi stock markets respectively. Similarly, the turnover effect was confirmed in low turnover stocks for Down extreme market conditions in Pakistani and Bangladeshi stock markets only. The disposition effect is also confirmed in Pakistani and Bangladeshi stock markets. The limited attention bias is tested and confirmed in terms of the significant relationship between price momentum profits and trading volume in Pakistani and Bangladeshi stock markets. Owing to the existence of these behavioral biases in the sampled stock markets, the market over hypothesis was tested through the Average Cumulative Excess Returns analysis. The results confirmed overreaction for Pakistani and Bangladeshi stock markets. This implies that losers in one testing period become winners in subsequent periods due to the investor’s overreaction and vice versa. Moreover, excess volatility in relation to market reactions and trading turnover is tested. It was concluded that behavioral biases in sampled stock markets lead to excess volatility while market overreactions along with excess volatility influence the trading turnover. Interestingly, investors’ decisions in such trends are dependent on behavioral biases, and as a result market overreaction becomes more prolonged and denser. In other words, the over-trading on part of investors motivated by behavioral biases results in aggregate excess volatility primarily because of the underlying momentum in trading trends. The results of the study are useful for individual investors in their general awareness of behavioral biases, for regulators in coming up with more efficient models regarding stock price estimation, and for mutual funds managers to improve the safety of their investments. |
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| Impact of Green Infrastructure on Value of Residential Properties in Twin-Cities Using Hedonic Model | This study used the hedonic pricing model as a research methodology to determine the impact of green infrastructure on the value of residential properties in various societies of Islamabad. The number of green parks in the area and the distance from a property to its nearest green park are two main features of the green infrastructure that are taken into consideration, in addition to the other hedonic characteristics such as neighborhood, location and structure that are used to explain property values. The sample consists of 1402 observations collected from Islamabad’s four different societies. Results of our research show the significant relationship of property values of residential properties in various societies of Islamabad to property characteristics such as structure, neighborhood, location, and green infrastructure. The number of green parks nearby and the distance between a property and the nearest green park are found to be highly significant variables that have the most impact on a property's value. There is an inverse relationship between a property value and the distance of the property from the nearest green park. |
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| Socially responsible human resource management and employees' entrepreneurial behavior: Social Exchange Perspective | Socially responsible HRM is the combination of CSR and HRM activities. In this way, organizations do the welfare tasks for their employees so that they can work with a great level of commitment and utter dedication. This research is based on social exchange theory, which explains the concept based on the notion that a relationship between two persons is created through a process of cost-benefit analysis. The purpose of this study was to analyze how SR-HRM activities can shape and enhance the Employees' Entrepreneurial Behavior. This research study was done by selecting the employees of manufacturing sector organizations as a population, i.e. sports goods, leather garments, and surgical instrument manufacturing industry workers. A total number of 384 employees were selected as the research sample and probability sampling, specifically the proportionate stratified random sampling technique was used for data collection. An adapted questionnaire was distributed among the employees directly and their responses were collected. Study results showed that socially responsible human resource management is evinced a significant strong predictor of employees’ entrepreneurial behavior and it has a negative impact on knowledge hiding. Knowledge hiding mediates the relationship between socially responsible HRM and employees’ entrepreneurial behavior. Moreover, knowledge- oriented leadership is demonstrated as significant moderator between SR-HRM and knowledge hiding and between the relationship of knowledge hiding and employees' entrepreneurial behavior as well. Conclusively, the current study fosters the understanding of the role social exchange theory, the results of this study detail how social exchange theory induces socially responsible human resource management, employees’ entrepreneurial behavior, and knowledge-oriented leadership in manufacturing sector employees. The findings of this study contain implications for HR managers and industrial psychologists in recruitment, selection and designing the interventions in a manner through which social exchange theory can best be achieved and the negative outcomes of knowledge hiding may be avoided. |
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| Impact of dark triad personality on organizational innovativeness: An exploration of mediation and moderation | Attraction towards the dark traits personality has been increased in the organizational sciences in recent years as indicated by a huge number of research studies regarding the dark traits personality. However, these negative characteristics of the personality remain relatively understudied and misunderstood yet. The objective of this research study is to analyze the impact of dark traits personalities on organizational innovativeness in the presence of mediators innovating workplace behavior and moderating the role of organizational culture. By drawing on person-environment theory, this study examined the effects of the dark triad of personality traits (Machiavellianism, narcissism, and psychopathy) on organizational innovativeness. We obtained 251 questionnaire data from respondents in a project-oriented organization in Pakistan. Results showed that all three dimensions of the dark triad were positively related to organizational innovativeness through mediating role of innovating workplace behavior. Dark triads were most strongly related to all dimensions of organizational innovativeness. Furthermore, organizational culture moderated the relationships between narcissism, Machiavellianism, and psychopathy with innovative workplace behavior. This Study finds organizational culture moderates the relationship between dark personality traits and innovative work behavior. Innovative workplace behavior works as a mediator between the dark triad and organizational innovativeness. The results of the study were significant as Dark Triad (Machiavellianism, Narcissism, Psychopathy) has a direct impact on organizational innovativeness; Organizational culture moderates the relationship between the Dark Triad (Machiavellianism, Narcissism, Psychopathy)and Innovative workplace behaviors; Innovative workplace behaviors mediates the relationship of Dark Triad (Machiavellianism, Narcissism, Psychopathy) and organizational innovativeness. |
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| Impact of dark triad personality on organizational innovativeness: An exploration of mediation and moderation | Attraction towards the dark traits personality has been increased in the organizational sciences in recent years as indicated by a huge number of research studies regarding the dark traits personality. However, these negative characteristics of the personality remain relatively understudied and misunderstood yet. The objective of this research study is to analyze the impact of dark traits personalities on organizational innovativeness in the presence of mediators innovating workplace behavior and moderating the role of organizational culture. By drawing on person-environment theory, this study examined the effects of the dark triad of personality traits (Machiavellianism, narcissism, and psychopathy) on organizational innovativeness. We obtained 251 questionnaire data from respondents in a project-oriented organization in Pakistan. Results showed that all three dimensions of the dark triad were positively related to organizational innovativeness through mediating role of innovating workplace behavior. Dark triads were most strongly related to all dimensions of organizational innovativeness. Furthermore, organizational culture moderated the relationships between narcissism, Machiavellianism, and psychopathy with innovative workplace behavior. This Study finds organizational culture moderates the relationship between dark personality traits and innovative work behavior. Innovative workplace behavior works as a mediator between the dark triad and organizational innovativeness. The results of the study were significant as Dark Triad (Machiavellianism, Narcissism, Psychopathy) has a direct impact on organizational innovativeness; Organizational culture moderates the relationship between the Dark Triad (Machiavellianism, Narcissism, Psychopathy)and Innovative workplace behaviors; Innovative workplace behaviors mediates the relationship of Dark Triad (Machiavellianism, Narcissism, Psychopathy) and organizational innovativeness. |
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| Leader's greed, envy and counter productive work behavior: conditional process analysis of psychological capital and moral disengagement | The purpose of the study was to examine the impact leadership's greed, envy on counter productive work behavior in the context of Pakistan, particularly in the banking sector of the twin cities. The study also tested the mediating role of moral disengagement in the given relationship between leader's greed, envy and counter productive work behavior. Moreover, the moderating role of psychological capital between the relationship of leader's greed, envy and moral disengagement was also explored. Data were collected from 261 employees working in different banks across Islamabad and Rawalpindi, through convenience sampling technique. Leader's greed, envy was found to have a positive and significant relationship with counter productive work behavior. As shown by the results, moral disengagement was also found to have a significant mediating effect on the relationship between leader's greed and counter productive work behavior. Conclusively, the current study fosters the understanding of the role of social cognitive theory, the results of this study detail how social cognitive theory works when individuals are mistreated at work by their bosses, they are more prone to engage in counterproductive work behaviors. Employees' deviant actions are likely to show as incivility toward other people or the organization as a whole. More a supervisor treats his subordinate unfairly, the more dissatisfaction and anxiety build, which may leads to counter productive work behavior. The findings of this study, on the other hand, contribute to the management literature since they look at the role of moral disengagement in presenting a link between greed, envy, and counterproductive work behavior. It provides a clear and in-depth explanation and knowledge of how greed and envy in the workplace leads to counterproductive job behavior. The results of study were significant as leader's greed, envy has a direct impact on counterproductive work behavior; psychological capital moderates the relationship of leader's greed, envy and moral disengagement; moral disengagement mediates the relationship of leader's greed, envy and counterproductive work behaviors. |
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| Impact of knowledge infrastructure capability on individual knowledge management engagement with mediating moderating effect |
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| The role of knowledge management processes (KMP) in green innovation through green knowledge sharing behavior with moderating role of employee environmental beliefs and values | Many researchers and intellectuals focused on the topic of green innovation (GI). however, employees’ pro-environmental behaviors, such as eco-helping, such as eco-helping, eco-civic engagement, and eco-initiatives, are often being ignored. Also, the investigation of the stimulating factors behind these behaviors remains weak. The purpose of this research is to explore the role of knowledge management processes (KMP) in these two types’ of green innovation product innovation and process innovation, with the effects of moderation and mediation employee environmental beliefs and values and green knowledge sharing behavior. Purposive sampling technique is used for data collection for statistically testing the hypotheses, we gathered data from the SMEs of manufacturing industry from five cities of Pakistan, Islamabad, Rawalpindi, Faisalabad and Lahore where manufacturing organizations are mostly located. 500 employees were invited who participated voluntarily and out of those we received only 380 questionnaires and 360 were valid. |
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| Women Entrepreneur's well being through Entrepreneurial Ecosystem: Empirical evidence from Pakistan |
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