Public Sector Organizations In Pakistan Research Articles

What type of leadership is more effective for managing change during force majeure? Achieving organizational effectiveness during the pandemic

Purpose Leaders have been facing serious challenges in managing organizations during COVID-19, which has brought the need for implementing sudden technological change across the globe. Hence, it was important to identify effective leadership styles to successfully manage the transformational process during the period. Therefore, the current study aims to explore and compare the effectiveness of transformational and ethical leadership (EL) in terms of achieving organizational goals during COVID-19 in public and private sector organizations in Pakistan. Design/methodology/approach Comparative research was carried out to find out the effectiveness of transformational and EL during and pre-COVID-19 in public and private sector organizations using the lens of social exchange theory. Data was collected from 214 respondents representing 67.6% of public and 32.4% of private sector organizations of Pakistan at two different points in time. Detailed comparative analyses were conducted in AMOS version 24 to assess the effectiveness of leadership styles before and during COVID-19 times. Findings On the whole, transformational leadership (TL) was found to have a greater impact on organizational effectiveness (OE) in comparison with EL in both pre-and during COVID-19 situations. Moreover, the effectiveness of TL significantly increased and the same decreased for EL during COVID-19. Additional analyses indicated that TL was effective for the private sector and EL for public sector organizations during COVID-19. Research limitations/implications The study has not considered the mediating mechanisms of employee motivation, engagement and performance in the relationship between transformational and EL styles and OE, which can be explored in the future. Practical implications These results have important implications for private and public sector organizations and suggest that the adoption of a TL style will generate better results in the private sector and an EL style in public sector organizations to achieve OE in uncertain situations such as COVID-19. Social implications The study shows that leadership with more care and concern for humanity tends to perform better in terms of generating results for OE. Therefore, both transformational and EL are based on individualized consideration for employees and are effective during COVID-19 in private and public sector organizations in Pakistan. Originality/value The study has carried out the comparative analyses in three different ways, including leadership styles (transformational and ethical), type of organization (private and public) and time frames (pre and during COVID-19), which is a true contribution of the research in the Pakistani context.

Impact of responsible leadership on sustainable performance: a moderated mediation model

PurposeThe increased interest of the industrial sector in sustainable concepts and leadership has lagged behind conceptual advancement. Leaders are increasingly being pushed to encourage sustainable performance. In order to examine the relationship between responsible leadership and sustainable performance, this research creates a model based on the logic of RL performance, with the concurrent mediation of epistemic motivation and moderating role of sustainable climate.Design/methodology/approachThe current research analyzed a sample of 520 respondents from employees recruited from public sector organizations in Pakistan who were full-time employees in Punjab province in three waves with an interval of two weeks in each wave. To collect data, the scales are adapted from past studies that were relevant to this study. The data received from the survey questionnaire are analyzed using SEM.FindingsThe study's findings demonstrate a significant as well as positive association between RL and SP with β = 0.298 and p < 0.001. Further, a significant mediating impact of epistemic motivation on the relationship between RL and sustainable performance with β = 0.238 and p < 0.001 is also evident. Epistemic motivation is an important mediator because transparency in knowledge held massive importance to get sustainable outcomes and is predominant factor to exert his/her efforts.Practical implicationsThe research shows some theoretical and practical implications. To achieve the aims of sustainable development, organizations should first encourage responsible leadership behaviors. By establishing a shared vision and goals, top management can encourage responsible leadership techniques within their jurisdiction. In order to encourage responsible leadership behaviors, organizations should seek to create capacity at both organizational and social levels. It will change employee attitudes and provide the knowledge needed to achieve sustainable development objectives.Originality/valueThis is one of the initial studies to examine the relationship between responsible leadership and sustainable performance. Further, the concept of social exchange theory is used to understand sustainable performance from a comprehensive standpoint.

Ideals Versus Actual Practice of Ethical Leadership: A Case Study Analysis of Public Sector Organizations in Pakistan

Ethical leadership has gained much attention after several high-profile failures such as Enron and Worldcom. However, most studies have been conducted in Western contexts. Ethical leadership in Muslim countries, including Pakistan, is understudied. The present study aimed to explore the perceived ideals of ethical leadership held by employees working in a public sector organization in Pakistan and the extent to which these ideals manifest in practice. Using the single case of a public sector firm as the basis for our research methodology, collecting data through 38 semi-structured interviews, and analysing using open, axial and selective coding, we revealed that employees idealize accountability, fairness, honesty and people orientation are the key features of ethical leadership. However, the manifestation of these features is often absent from the leaders’ behaviours, actions and decisions. The findings carry important implications for policymakers in Pakistan and elsewhere that can help them curb managers’ unethical behaviours similar to the case study organizations.

Impact of perceived supervisor support and leader-member exchange on employees' intention to leave in public sector museums: A parallel mediation approach.

High staff turnover in certain public sector organizations in Pakistan is a challenging problem, and organizations strive to reduce this issue using different mechanisms. Therefore, this research investigates the parallel mediation impact of perceived organizational support (POS) and organizational citizenship behavior (OCB) on the relationships among perceived supervisor support (PSS), leader-member exchange (LMX), and employee's intention to leave (IL). Data were collected from 482 employees working in public sector museums in Pakistan in three waves. Structural equation modeling (SEM) with a two-step approach was used to evaluate the data. The research found that both POS and OCB mediate the negative relationship between PSS and IL and between LMX and IL in a parallel mediation mechanism. Public sector museums should focus on providing visible supervisory support and develop a healthy work environment where the exchange relationship between supervisors and subordinates strengthens to reduce the possibility of the employee's leave intentions.

Organizational Change and Workplace Incivility: Mediated by Stress, Moderated by Emotional Exhaustion.

Modern organizations continuously undergo change processes. The focus of the organizations remains on the macro level, but the micro level (i.e., employee's perspective) is neglected. Using the conservation of resource theory (COR), this study examines the association between organizational change and workplace incivility. This study also proposes mediating and moderating mechanisms of stress and emotional exhaustion. The data were collected from 262 respondents working in public sector organizations in Pakistan using a time-lagged technique. The results proved that change significantly impacts workplace incivility. Moreover, stress mediates their relationship and emotional exhaustion moderates it. Furthermore, emotional exhaustion also moderates the stress-incivility relationship. Public sector organizations must focus on well-planned, inclusive, and adequately managed change processes to achieve the desired outcome; otherwise, adverse behaviors, including incivility, manifest. To the best of the authors' knowledge, the organizational change and incivility relationship has not been explored in the past. Additionally, their relationship with stress and emotional exhaustion also requires empirical investigation. This study also adds to the literature on the conservation of resource theory.

LEVERAGE OF OFFICE AUTOMATION IN A PUBLIC SECTOR ENGINEERING ORGANIZATION: PRE AND POST IMPLEMENTATION ANALYSIS

The role of Information Technology (IT) solutions is becoming prominent inorganizations to achieve efficiency and competitive advantages. One of such solutions is officeautomation (OA). It is reasonable to judge the OA impact by comparative evaluation of pre and postimplementation scenarios. In this study, five key performance indicators (KPIs) affecting the OAdecision were identified. Three of them namely human resource, time, and cost were quantitative KPIs,whereas two KPIs, quality of work and control over processes were qualitative. Analytical HierarchyProcess (AHP) was applied to prioritize the KPI‟s and to quantify their impact on OA decision. Boththe quantitative and qualitative analysis demonstrated that there was remarkable improvement in officeoperations, once automation decision had been implemented. Overall weight obtained for automatedoffice alternative was more than double as compared to the non-automated offices. The findings werehighly motivating for public sector organizations of Pakistan to adopt automated processes.

(2021) Volume 2, Issue 4 Cultural Implications of China Pakistan Economic Corridor (CPEC Authors: Dr. Unsa Jamshed Amar Jahangir Anbrin Khawaja Abstract: This study is an attempt to highlight the cultural implication of CPEC on Pak-China relations, how it will align two nations culturally, and what steps were taken by the governments of two states to bring the people closer.

(2021) Volume 2, Issue 4 Cultural Implications of China Pakistan Economic Corridor (CPEC Authors: Dr. Unsa Jamshed Amar Jahangir Anbrin Khawaja Abstract: This study is an attempt to highlight the cultural implication of CPEC on Pak-China relations, how it will align two nations culturally, and what steps were taken by the governments of two states to bring the people closer.

Impact of Ethical Leadership on Employee Engagement: Role of Self-Efficacy and Organizational Commitment.

The aim of this study was to examine the roles of self-efficacy and organizational commitment in the sequential mediation of the relationship between ethical leadership and employee engagement. Data were collected through self-reported questionnaires of employees from private and public sector organizations of Pakistan. We opted for a three-wave time-lagged design, and we used the PROCESS macro by Hayes on a sample of 211 employees (35% male, 65% female) via the 2000 re-sample bias-corrected bootstrap method. The results show a significant relationship between ethical leadership and employee engagement with mediating effects of self-efficacy and organizational commitment. Self-efficacy and organizational commitment fully mediated the relationship. The results provide insight into the understanding of employee behavior, particularly in the presence of moral leadership. Drawing on the conservation of resource theory, we examined how ethical leader support enables employees to invest their resources into positive outcomes. Theoretical and practical implications are discussed.

Servant leadership and organizational deviant behaviour: interpreting some contradictory results from public sector of Pakistan

PurposeThis study aims at ascertaining the relationship between servant leadership and employees’ organizational deviant behaviour in public sector organizations of Pakistan. Drawing on social cognitive and social exchange theories, this research also proposes to determine the mediating role of self-efficacy and trust in leader in this relationship.Design/methodology/approachUsing convenience sampling method, three-wave time-lagged data were collected from 204 employees working in secretariats of two federal ministries in Pakistan.FindingsThe results derived from partial least squares structural equation modelling (PLS-SEM) analysis using SmartPLS 3.2.9 software revealed that servant leadership is not negatively related to employee organizational deviant behaviour. Although the findings indicate that servant leadership is positively related to employee self-efficacy and trust in leader, these factors do not mediate the relationship between servant leadership and organizational deviant behaviour.Practical implicationsEmpirical evidence of this research emphasizes the role of servant leadership in fostering employees’ trust and self-efficacy. Additionally, this research suggests that alongside servant leadership, a moral climate and fairness in organizational policies and decisions are also inevitable to prompt employees to feel obligated to reduce undesirable workplace behaviours, particularly in public sector organizations.Originality/valueThis is amongst the earlier studies that investigates the association between servant leadership and organizational deviant behaviour of public sector employees in a developing context and examines the mediating role of trust in leader and self-efficacy simultaneously. Being contradictory to the underlying theories, findings of this research open the debate on effectiveness of servant leadership in public sector organizations of developing countries and expose avenues for future research.

Status Quos Are Made to be Broken: The Roles of Transformational Leadership, Job Satisfaction, Psychological Empowerment, and Voice Behavior

Employee voice behavior has attained significant attention in contemporary research due to its positive consequences for both workers and employers. Drawing on the social exchange theory, this study examined the mediating role of job satisfaction and psychological empowerment on the relationship between transformational leadership and employee’s voice behavior. Data were collected through survey questionnaires by utilizing a three-wave time-lagged study design from employees from diverse private and public sector organizations in Pakistan. The parallel multiple mediation is tested through Hayes’s process macro. The results indicate that job satisfaction and psychological empowerment partially mediate the relationship between transformational leadership and employee’s voice behavior. Further analysis depicts that both job satisfaction and psychological empowerment leveraged under transformational leadership act as parallel mediators and have no statistical significant difference between them. The theoretical and managerial implications are discussed.

IMPACT OF ETHICS, STRESS AND TRUST ON CHANGE MANAGEMENT IN PUBLIC SECTOR ORGANIZATION

The aim of the study is to find out a successful way of managing the organizational change in public sector organizations. The research is based on a structured questionnaire survey. The data was collected in some of the top public sector organizations in Pakistan. The study suggests that Stress, Trust, and Ethics have a strong relationship with Organizational Change Management. Organizations must minimize the workplace stress, maximize trust of workers on management and organization and ensure ethics for organization change management. The managerial implication of the research is, bringing and making any organizational change is very difficult without employee-friendly working environment of the organization. The results of the study make it easy, how to put employees on the right track for achieving organizational goals and objectives in any Organizational Change by using Facilitation.

Project Management Maturity and Organizational Reputation: A Case Study of Public Sector Organizations

Reputation of the public sector organizations has been in the limelight of research since the last few years. It is because a positive reputation attracts foreign direct investment, elevates the trust of the general public in their government, increases the net tax collections and in aggregate improves the image and identity of the country. The aim of the present study is to propose and evaluate a research model that includes project management maturity as an antecedent to organizational reputation. The suggested research model is assessed using Partial Least Squares Structural Equation Modeling (PLS-SEM). Furthermore, the hypotheses generated in the study were examined based on a sample of 425 respondents from the project-based public sector organizations of Pakistan. Moreover, the findings indicate that there is a significant positive relationship between maturity in project management and reputation of public sector organizations. Additionally, it is determined from the findings of the study that different dimensions of project management maturity such as process management, project management training, knowledge management transfer, continuous improvement and the use of project management software positively affect the reputation of the public sector organizations in Pakistan.

Empirical analysis of HPO framework in public sector organizations of Pakistan

Purpose Building on high-performance organizations (HPO) framework, the purpose of this paper is to hypothesize the direct impact of five factors of HPO framework on public organizations’ performance in Pakistan. This is first research to employ the partial least squares (PLS) method to provide empirical evidence of the predictive power of the framework in public organizations. Design/methodology/approach This is a cross-sectional study conducted in non-contrived settings thereby keeping researcher interference to a minimum. Data collection was carried out by distributing online questionnaires to 513 employees from three different service-based public organizations in Pakistan. PLS is used to examine the statistical and substantive significance of five factors by employing SmartPLS 3.2.6. Findings This study concludes that the HPO framework has predictive relevance for public organizations’ performance surveyed in this study. Furthermore, three out of the five factors of HPO framework, namely, management quality, workforce quality and long-term orientation have positive relationships, while openness and action orientation (OAO), and continuous improvement process and renewal have a negative relationship with the performance of public sector organizations (PSOs) surveyed in Pakistan. Research limitations/implications The study’s small sample size limits this research, and only quantitative methodology is applied. A significant limitation of this research is that this study relied on a subset of respondents of surveyed organizations and may not representative of the population. Therefore, result should be carefully interpreted as some degree of biasness may be present. Furthermore, findings of the study cannot be generalized to all PSOs of Pakistan. Practical implications The implication for public managers is that the HPO framework has predictive relevance and substantive significance. However, the ideal value of HPO framework will occur when leadership considers HPO factors and struggles persistently to improve performance. The useful implication is that public managers should focus on continuous improvement process and renewal and OAO to meet stakeholders’ satisfaction. Originality/value This study answer two questions, first “is there any significant relationship of five factors of HPO framework with public organizations’ Performance in Pakistan?” and second “what is the predictive relevance level of HPO framework in the Public organizations in Pakistan?” The answers to these research questions will fill the gaps in the literature by providing empirical evidence to the existing knowledge on improvement methods, especially the public sector (PS), and contributing insights on the real world working of the five factors of HPO framework in a PS.

Measuring Performance Through Enterprise Resource Planning System Implementation

The evaluation of enterprise resource planning (ERP) systems for performance enhancement in public sector organizations is a crucial concept due to its different nature from private concerns. The objectives of this paper are to explore the relationship of the common performance enhancement factors in the context of the gap between the real and ideal ERP performance of public sector organizations in Pakistan and to explore the overall difference between the ideal and real ERP performance in those organizations to provide some guidelines to the public sector in Pakistan. The difference between the ideal, i.e., the expectations of the organization before implementing ERP, and the real performance of ERP in Pakistani public sector organizations is the main source of identifying the impact of common performance indicators on the ERP overall performance. Different researches have been conducted to find the critical success factors in various areas of ERP, like strategic, managerial, technical, and contextual factors, but the impact of the common factors that affect the ERP performance as a whole has never been investigated. Little research has been conducted on the performance factors, especially in the large-scale public sector organizations in developing countries like Pakistan. We performed data analysis considering descriptive statistics, reliability analysis, correlation analysis both in ideal and existing situations, and paired sample t-test. We found, based on the paired sample t-test, that there is no gap between the ideal and existing ERP systems for time and database variables, but there is a gap between the ideal and existing ERP systems in functionality, user-friendliness, flexibility, reliability, service, vendor support, and the overall performance of the ERP system deployed in the government sector of Pakistan.

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.

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.

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.

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.

DETRIMENTAL CAUSES AND CONSEQUENCES OF ORGANIZATIONAL INJUSTICE IN THE WORKPLACE: EVIDENCE FROM PUBLIC SECTOR ORGANIZATIONS

This study investigated the causes of organizational injustice and how this influences employees’ job outcomes in public sector organizations in Pakistan. Two models were constructed and analyzed to fulfill the research goals. Data were obtained using a simple random sampling technique. Of the sample, 254 employees of public sector organizations filled out self-administered questionnaires. Multiple regression was applied to test direct proposed hypotheses. To evaluate the organizational injustice’s indirect effect on organizational performance due to employees’ job dissatisfaction, the mediation test of Preacher and Hayes (2004) was applied. The results showed that organizational injustice negatively impacts affective commitment and perceived organizational performance. Moreover, job dissatisfaction impacts the relationship in organizational injustice, perceived organizational performance and affective commitment.

The Impact of Organizational Justice on Employee Performance in Public Sector Organization of Pakistan

The purpose of this study was to analyze the impact of organizational justice on employee performance in public sector organization of Pakistan. A survey questionnaire was adopted to collect information from approximately 120 employees of Pakistan Railways. Out of total 120 questionnaires distributed, 110 were collected with 2 filled improperly thus; approximate response rate was about 92%. It is expected that findings of this research will be useful not only for the organizations and their employees but also for future research scholars. The results are expected to provide an insight in to the impact of organizational justice on employee performance in public sector organizations of Pakistan, which would benefit the organizations, their managers, employees and in particular HR department.