Organizations In Pakistan Research Articles

Exploring the relationships of strategic entrepreneurship and social capital to sustainable supply chain management and organizational performance

PurposeThe purpose of this paper is to draw upon the resource-based view (RBV) of the firm in an attempt to explore how a firm’s resources (i.e. assets and capabilities) such as social capital (SC) and strategic entrepreneurship (SE) relate to sustainable supply chain management (SSCM) and organizational performance (OP).Design/methodology/approachData were collected by questionnaire survey from the supply chain and logistics managers of 242 manufacturing firms in Pakistan. The structural equation modeling approach was used to test the hypotheses.FindingsThe results provide support for the proposed hypotheses. The results indicate that SC and SE are positively related to OP. However, the findings show a positive but weak association of SC and SE with SSCM. In a developing country context of Pakistan, organizations are more likely to employ SC and SE for achieving OP. However, relatively less emphasis is placed on linking SC and SE to SSCM. Pakistani organizations need to integrate SSCM into their business strategies. It is concluded that organizations in Pakistan though have some degree of involvement in SSCM but still face some challenges.Originality/valueThe current study attempts to narrow the gap in the available literature in three important aspects. First, it makes the contribution to the literature on SSCM by employing RBV and exploring the relationships of a firm’s resources (i.e. SC) and capabilities (i.e. SE) to SSCM and OP. Second, it employs a relatively more comprehensive measure of SE compared to the limited measures in existing empirical research. Third, the examination of the links of SE and SC to SSCM and OP is of particular importance in the context of a developing country such as Pakistan.

Organizational cynicism and employee performance

PurposeOrganizational cynicism is a growing trend in contemporary organizations. However, its impact on employee performance remains understudied. The purpose of this study is to address this gap by investigating the effect of three dimensions of organizational cynicism (cognitive, affective and behavioral cynicisms) on employee performance. The study also investigates the moderating effect of employee engagement on the relationship between three types of organizational cynicism and employee performance.Design/methodology/approachPrimary data are collected through questionnaire from employees (N = 200) of various health organizations in Pakistan by using a convenient sampling technique. Hierarchal multiple regression models are used by using SPSS.FindingsThe findings reveal that all three types of organizational cynicism (i.e. cognitive cynicism, affective cynicism and behavioral cynicism) have a significant negative relationship with employee performance, while employee engagement moderates this relationship. Moreover, the findings indicate that the majority of respondents are not happy with their organizations. They have the feeling that their organizations are not fulfilling their promises, in fact, are betraying them in different ways. This breach of contract becomes the reason for organizational cynicism among employees and negatively affects their performance at work.Research limitations/implicationsThe study has a large population size and it is quite difficult to address the whole population and collect data from a large sample because of time and limited budget.Practical/implicationsThe organizational culture can mitigate the negative effect of organizational cynicism and enhance performance by promoting employee engagement. The study helps psychologists to understand employees’ attitudes and improve personnel selection to ensure they recruit the right people. Openness, honesty and early communication can increase predictability and controllability of future events.Social implicationsThe job insecurity and lack of adequate compensation are assertive factors towards low productivity and negative attitude toward organization.Originality/valueAccording to the researchers’ best knowledge, only few studies tried to investigate the relationship between organizational cynicism and employee performance by using the moderating effect of employee engagement. Therefore, it will be a good contribution in existing literature to understand consequences of cynicisms.

Expatriates adjustment through transformation of social identity of Chinese expatriates working in Pakistan

PurposeThe purpose of this paper is to investigate the process of Chinese expatriates’ adjustment in Pakistan through integrating the U-curve model and social identity theory. It has also highlighted the importance of engaging in strong social ties and their contribution in expatriates’ adjustment.Design/methodology/approachData were collected through semi-structured interviews from 30 Chinese expatriates working as directors, deputy directors, senior managers, managers and assistant managers in Chinese organizations in Pakistan. After verbatim transcription of all the interviews, data were analyzed using the NVivo software.FindingsThe findings of this paper indicate that expatriates’ identities somewhat changed in terms of their behaviors and work habits, while fewer changes were observed in their belief and value system. These changes were related to expatriates’ perceptions of host country groups, attraction to these groups and similarity in beliefs, which resulted in the development of interdependent beliefs and depersonalization. However, a few Chinese expatriates predominantly interacted among themselves at work, and their reduced socialization with Pakistanis lessened their chances of change.Research limitations/implicationsThe results of the study suggest that expatriates’ adjustment is a multi-stage process and social identity change is one of the powerful mechanisms through which they adjust in the host country’s environment; hence host organizations should facilitate expatriates in strengthening their bond with local people.Originality/valueThis paper has proposed a model that explains the mechanism of Chinese expatriates’ adjustment in Pakistan through improved interactions between expatriates’ and host country nationals, resulting in minor social identity changes, leading to further positive relationship building, and then major social identity changes.

Trust in Transformational Leadership: Do Followers’ Perceptions of Leader Femininity, Masculinity, and Androgyny Matter?

This paper takes an authenticity perspective to examine whether followers’ perceptions of a leader’s feminine, masculine, or androgynous characteristics influence the relationship between transformational leadership and followers’ perceived trust in the leader. The research was quantitative in approach. A cross-sectional survey design was used to collect data from employees from different public and private sector organizations in Pakistan. The findings show that the relationship between transformational leadership and trust is weaker when followers perceive leaders to be high on masculine and androgynous attributes. Leaders’ femininity was found to have a positive effect in the relationship of transformational leadership with trust in the leader. The paper suggests practical implications and directions for future research.

Sensemaking of Change: Cognition and Strategic Action in Response to Exogenous Shocks in Public Organizations

Despite the useful insights it has provided, public administration research on organizational change has important limitations that include, among others, limited theorization of cognitive responses of those involved in change processes, an almost exclusive focus on a single management tier and inadequate research on eastern developing countries. To help address these limitations, this article uses sensemaking perspective to empirically investigate cognition and strategic action of organizational actors at different hierarchical levels in response to a major external shock in a large public-sector organization in Pakistan. The findings indicate that there are systematic differences in sensemaking across different hierarchical levels which impact the outcome of change processes within public organizations. The analysis also indicates that external pressures to change can be used by well-positioned internal stakeholders to advance their own interests, thereby leading to unintended consequences. Policy implications pertaining to management of change processes within public organizations are also discussed.

The Taxation of Non-Profit Organizations in Pakistan

This article discusses and evaluates tax provisions of the Income Tax Ordinance 2001 and the Income Tax Rules 2002 that govern the taxation of non-profit organizations in Pakistan.

Am I treated better than my co-worker? A moderated mediation analysis of psychological contract fulfillment, organizational identification, and voice

PurposeThe purpose of this paper is to examine the direct and conditional indirect effects of employees’ perception of psychological contract fulfillment on their positive voice, i.e., promotive voice and prohibitive voice, through the integrated framework of the social exchange theory and the group value model.Design/methodology/approachUsing a two-source data collection from the employee and supervisor, cross-sectional data were collected from 234 participants working in one of the leading non-profit organizations in Pakistan. After initial data screening, a confirmatory factor analysis was conducted to test for the factorial validity of the employed measures with AMOS. The hypothesized relationships were tested in regression analysis with Statistical Package for the Social Sciences.FindingsThe results of this study supported the integration of the social exchange theory with the group value model in explaining the direct and indirect positive effects of employees’ perception of psychological contract fulfillment on their promotive and prohibitive voices through the mediation of organizational identification (OID). Furthermore, it was also recorded that the indirect effect was conditional on the employees’ perception of the relative psychological contract fulfillment which significantly moderated the direct relationship between psychological contract fulfillment and OID. However, no such effect was recorded for the moderating effect of power distance orientation between OID and the both voices.Originality/valueIn addressing the recently published research calls, this study broadens the horizon of existing research on psychological contract and employee positive voice by investigating the mediating and the moderating factors that influence this relationship.

Interplay between P-O fit, transformational leadership and organizational social capital

PurposeUsing social identity theory, the authors hypothesize that transformational leadership (TL) leads to better person-organization fit (P-O fit), which in turn contributes to the emergence of organizational social capital (i.e. OSC). Furthermore, the authors suggest that the relationship between P-O fit and OSC is contingent upon the level of TL. The paper aims to discuss these issues.Design/methodology/approachField study data were used to test the hypotheses. In total, 336 employees from eight different service sector organizations in Pakistan participated in this study. Hierarchical linear modeling was used to analyze the data.FindingsIn support of the hypotheses, the authors found that TL was positively related to both P-O fit and OSC. Also, P-O fit mediated the TL-OSC relationship. Finally, TL moderated the relationship between P-O fit and OSC.Research limitations/implicationsCross-sectional data were collected through self-reports, which raises concerns of reporting bias.Practical implicationsManagers can benefit from the study by focusing on TL as a vehicle for not only achieving change, but also for creating an environment that facilitates better P-O fit and enhanced OSC.Social implicationsThis study provided a rare opportunity to examine the proposed relationships in a developing country. This enhances our insight into the efficacy of theories that have been mainly developed and tested in developed countries.Originality/valuePrevious research hypothesized P-O fit as a mediator between leadership and performance, yet failed to receive support. The current study is unique by demonstrating that TL, as a relational leadership style, contributes to building an important resource (OSC) through the mediating effect of P-O fit.

Supervisor ostracism and defensive silence: a differential needs approach

ABSTRACTThis study investigates the sequential mediating effects of threats to efficacy needs and defensive silence between supervisor ostracism and emotional exhaustion, explained through need-threat/need-fortification framework. We collect time-lagged data at two measurement points from 300 employees working in service sector organizations in Pakistan. We find that supervisor ostracism threatens employees’ efficacy needs which results in reduced evaluation of resources. Consequently, employees seek to fortify these endangered needs through defensive silence, a proactive and self-protective behaviour. However, defensive silence affects employees’ trust, morale, motivation and eventually elicits emotional exhaustion. Our results show that supervisor ostracism, threat to efficacy needs and defensive silence contribute towards emotional exhaustion, and we offer several corrective options. We believe that one direct path involves actions that discourage supervisor ostracism through training and role plays. Another indirect step highlights competence of firm to create a perception of high status and influence. It may even involve managers to improve employees’ perception of work control through job redesign. Finally, we propose that supervisors may anticipate motives for defensive silence and plan targeted strategies to facilitate employees’ psychological safety.

Unravelling the Fuzzy Effect of Economic, Social and Environmental Sustainability on the Corporate Reputation of Public-Sector Organizations: A Case Study of Pakistan

The purpose of this study is to present and to validate a research model that includes economic sustainability, social sustainability, environmental sustainability and corporate reputation in the context of public-sector organizations in Pakistan. The methodological approach is survey-based, using partial least squares structural equation modelling (PLS-SEM) to assess the research model. The proposed hypotheses were tested based on a sample of 425 respondents from public-sector organizations in Pakistan. The findings of the study indicate that there is a positive relationship between economic sustainability, social sustainability, environmental sustainability and corporate reputation. Therefore, it is inferred from the results that different aspects of sustainability can create and enhance the reputation of public-sector organizations.

The impact of workplace bullying on project success as mediated through individual organizational citizenship behavior: a study in Pakistan

This study examines the relationship between workplace bullying and project success in project based organizations in Pakistan. Additionally, this relationship was studied through the mediating eff...

Professionals’ satisfaction and Dissatisfaction with LIS Curricula in Pakistan

This paper explores the opinion of junior and senior library professionals working for various organizations in Pakistan on LIS curricula and seeks their suggestions to develop an effective and practicable curriculum. Survey research method was used to collect data from professionals through a structured questionnaire. The findings reveal that the LIS curricula offered by the library schools of Pakistan are not up to mark and flaws are observed everywhere, hence not meeting the challenges of the profession. But, to a large extent, the respondents were satisfied with the contents of the curricula with some reservations and apprehensions. They also gave some suggestions to modify and upgrade the curriculum to make it compatible with the market requirements. They also proposed to revise the curriculum periodically after taking the professionals working in the field in confidence.

Does New Public Management Practices Lead to Effective Public Welfare Responses in Pakistan

Abstract. New Public Management is used to regulate government policies meant to enhance performance of public sector that ultimately facilitates general public interest and improve their living standards. New Public Management is inevitable as under this approach modern governments are inclined to bring reforms in an effort to improve efficiency and effectiveness of public sector by adopting private sector practices. Pakistan is also influenced by NPM as reforms in public sector have been developed and implemented to some extent with weak claims of improved performance. The lack of actual improvement in performance raises many questions on the effectiveness of NPM implementation in Pakistan. This study aims to explore these questions by measuring factors influencing performance of public sector organizations in Pakistan. This study adopted quantitative approach to conduct an empirical investigation. Research framework includes major factors of NPM based on literature. Data was collected using adopted questionnaires for each variable. Survey was done from a sample taken from public sectors enterprises in Punjab province under random sampling technique. Data was analyzed using various statistical techniques. Demographics were analyzed in the form of descriptive statistics. Research variables were analyzed using Multiple Regression analysis and Pearson Correlation analysis. Regression assumptions were tested which were fulfilled. Reliability and validity were also tested. Findings show that both “Democratization and Participation (Involvement in Decision Making)”; and “Customer Concept (Customer Orientation)” have positive influence on performance under NPM. Whereas interestingly “Decentralization (Delegation)” has negative influence on performance under NPM as a result of resistance of employees towards recent attempts of Devolution of power or authority. But surprisingly “Management Style (HR Practices)” show no influence on performance under NPM as a result of unresponsiveness of employees towards modern management related practices. Recommendations have been provided as general and specific strategies for effective implementation of NPM in order to enhance organizational performance under NPM. Keywords. Public management, Public welfare. JEL. D73, E60, H10.

Interplay between trust and distrust in the workplace: examining the effect of psychological contract breach on organizational disidentification

PurposeThis study aims to examine the effect of psychological contract breach on organizational disidentification through the “affect-based” mediating mechanisms of trust and distrust.Design/methodology/approachUsing a convenient sampling technique, cross-sectional data were collected from 281 doctors working in public sector health-care organizations in Pakistan. After initial data screening, a confirmatory factor analysis (CFA) was conducted to test the measurement models’ validity and reliability. The hypothesized relationships were tested using structural equation modeling (SEM) with AMOS.FindingsThe results of this study showed that psychological contract breach had significant direct and indirect positive effects through the mediating mechanism of distrust on organizational identification. However, trust was not supported as a mediator in that relationship.Research limitations/implicationsThis study uses cross-sectional data. Other researchers should use longitudinal design with two or three time lags. This study uses a sample of doctors from different cities of Pakistan, as this is a global era, so results cannot be generalized; this opens the future avenue for other scholars to select a broad sample from multiple organizations like businesses and NGOs from different countries or to use it in different context. The authors have used single source (questionnaires) and quantitative method to collect data for this study, so there is a probability of self-report bias. As future is of mixed method, so future researchers should use mixed method for deep and thorough understanding of different selected phenomena.Practical implicationsDue to the experiences of breach of psychological contract, the doctors may either lose trust or may experience distrust which may further reduce their level of identification in an organization. Their contribution toward best interest of hospital decreases and their willingness to identify with their working place declines. Practically, the authors have compared that it is either the trust or distrust which can lead to organizational disidentification among doctors.Social implicationsThe findings will help employers and hospital authorities to understand that doctors are the most important strategic element of every hospital. Having sound financial, physical and informational capital is incomplete and worthless if there is no “doctor”. Because they have to deal directly with patients, so in this case, they are most important and crucial. A doctor’s identification and their loyalty with high level of trust directly on employer and indirectly on hospital all contributes toward an organization’s long-term success, and ultimately for the success of society.Originality/valueThis study contributes to the existing literature on the consequences of employees’ psychological contract breach by simultaneously testing trust and distrust as the two competing affect-based mediating mechanisms between psychological contract breach and organizational disidentification.

Informal Saving Organizations in Pakistan

Pakistan is a developing country. The credit associations here are not well established. The means of saving still needs proper attention of authorities to improve it. That’s why people are not attracted to formal organizations. They usually try to save in informal organizations. In the same way the present study also focuses to find the reasons how informal saving groups like ROSCA (Rotating Saving and Credit Associations) are much popular in the rural areas of Pakistan. Many researchers have done their valuable works inside and outside the Pakistan from different angles but this study attempts from another angle and provides new hypothesis to the readers. Cross sectional data has been collected through questionnaire from the people living in rural areas of Pakistan. Salaried class and self employed class are interviewed separately. The data has been analyzed by a simple linear regression model. The empirical results of the study show that ROSCA is much popular in both salaried and self employed classes. Variables taken enter the model statistically significant showing the reasons that how informal self help groups are popular in the study area.

Managing Successful Change Efforts in the Public Sector: An Employee’s Readiness for Change Perspective

This study brings together public and private sector research on change management to highlight the important role of public servants as recipients of change, which is underemphasized in the public management literature. In doing so, we identify and operationalize factors of managing successful change—involved communication and change recipients’ beliefs. The effect of involved communication on developing employees’ readiness for change is explored. Data were collected from public sector research and development organizations in Pakistan. The results of the structural equation modeling support the positive role of involved communication in developing employees’ readiness for change. Employees’ organizational identification and change recipients’ beliefs also exhibit a significant mediating role in the above-stated relationship. This study significantly contributes to the existing literature of change management in the public sector by focusing on employees as key players in an organization’s change process. Practical implications and future research directions are also discussed.

Impact of Workforce Development on Organizational Effectiveness: Evidence from Pakistani Public-Sector Organizations

The objective of this research work is to examine the impact of workforce development on organizational effectiveness. This study was conducted in the public-sector organizations in Pakistan. The study targeted the perceived work force development programs in the selected public-sector organizations managing and carrying out heterogeneous work functions within twin cities; Rawalpindi and Islamabad in Pakistan. The stratified random sampling technique was adopted. The sample was mainly categorized into nine public-sector organizations. The data for this study was collected from 450 employees but only 371 questionnaires were completed and analyzed, (consisting of entry level, mid-career level and top management level employees) of different public-sector organizations through a specifically designed questionnaire. The results show that there is a positive relationship between workforce development and organizational effectiveness.

The Job Complexity Effect on Job Outcomes: The Role of Positive Core Self-Evaluation as Moderator

This paper examines the moderating effect of positive core self-evaluation (CSE) in the job complexity and job outcomes (job satisfaction, job performance and job creativity) relationship, using a sample of 295 workers from various public and private sector organizations in Pakistan. The results show that a positive relationship is found between job complexity with job satisfaction, job performance and job creativity. Positive CSE moderates the job complexity and job outcomes (job satisfaction and job creativity) relationship and strengthens the positive relationship between job complexity and these outcomes. However, it does not moderate the job complexity and job performance relationship. The results suggest that individuals with elevated CSE due to positive self-evaluations respond more positively to the challenge stressor of JC and tend to become not only more satisfied with their jobs, but also more creative.

Integrative Leadership is a Precursor of Engagement of Bank Employees in Pakistan

The purpose of this study was twofold: to examine the relationship and determine the predictive power of integrative leadership on employee engagement. To achieve the mentioned objectives, the quantitative research method was employed and data was collected through survey questionnaire from 1000 operational employees of all 21 private banks in Pakistan. The sample of 819 respondents was utilized for final analysis. Two stage sampling method was performed; non- probability sampling and stratified random sampling. The data analysis was done by use of correlation and multiple regression. The result indicated a positive correlation among all of the nine constructs of integrative leadership with employee engagement and the six constructs of integrative leadership significantly predicted employees’ engagement in private banks in Pakistan. Additionally, analysis of variance was performed to assess the differences in employee engagement among the respondents’ demographic characteristics. The ANOVA result showed that the employees working in a conventional and Islamic bank and age 49 and above group, predicted a difference only in the satisfaction dimension of employee engagement. Furthermore, the current bank experience indicated the difference in overall employee engagement. This study adds value to the literature as it contributes empirical evidence on integrative leadership and employee engagement. This study can be helpful for private banks, also for public & foreign banks and other organizations in Pakistan in adopting integrative leadership for enhancing employee engagement.

Examining Organizational Cronyism as an Antecedent of Workplace Deviance in Public Sector Organizations

This study examines the relatively new phenomenon of organizational cronyism as a determinant of deviant workplace behavior in public sector organizations in Pakistan. It also examines the mediating role of psychological contract breach. Data were collected from 180 employees working in various public sector organizations in Pakistan. The results indicate that organizational cronyism is positively related with psychological contract breach, which in turn results in deviant workplace behavior in public sector organizations.