1. Description of Research Work
Innovation is a key concern of HR now a days. It is the key requirement for organizational success (Akram,
Lei, Haider, & Hussain, 2018). It gives new ways to do work, to overcome situations, to solve problems
and to make decisions. Dedahanov et al. (2019) claims that PLB and EE promotes innovative work
behaviour of employees. This positive impact can be enhanced by I-deals that are now trending in
manipulating job behaviours of employees. Recent studies conducted by Microsoft Japan on a four-day
working week claims that, not only the employees became happier and satisfied, they became productive
at workplace. These shortened working weeks and flexibility made employees more efficient and
productive at workplace (Paul, 2019). Leadership styles are now playing major roles in organizations and
are proved to be crucial factors for their success. PLB is a practical approach to get maximum out of
employees. According to Hornung, Rouseau, Glaser, Angerer, and Weigh (2011), loyalty and commitment
of employees are major outcomes of PLB. When employees are committed at workplace, their performance
boost ups which ultimately effects the organizational performance positively. This study is conducted to
observe and to describe the role of PLB on employee’s commitment level and how I-deals can mediate this
relationship in pharmaceutical sector. According to PPMA (2017), Pakistan’s pharmaceutical industry is
progressive, vibrant and future oriented. It consists of more than 700 manufacturing units, having 25-
multinational pharmaceutical units working in country. 70% of country’s demand of finished medicines is
been met by this sector and have shown a remarkable growth over last ten years and has export turnover of
more than 12 million and accounts for less than one percent of country’s GDP. To observe this productive
phenomenon of PLB, I-deals, EE, IWB and commitment in such a fast-growing sector can help to develop
positive outcomes for them.
This document summarizes a research study that examined the relationship between impression management and stakeholders' satisfaction at car servicing firms in Nigeria, and the moderating role of environmental dynamism. The study used a survey design to collect data from 109 car servicing firm owners/managers. Results found a positive and significant relationship between impression management and stakeholders' satisfaction. However, environmental dynamism was shown to weaken the strength of this relationship. The study concluded that car service entrepreneurs should effectively manage impressions to build a good image and satisfy stakeholders, while also adapting to changes in the dynamic business environment.
This document summarizes a study that examines the relationship between board diversity and earnings quality of firms listed on the Amman Stock Exchange from 2010 to 2019. The study measures board diversity based on gender, experience, age, and religion of board members. It finds that gender, experience, and age of board members significantly affect earnings quality, but religion does not. This suggests that more diverse boards in terms of these characteristics can enhance earnings quality. The study provides implications for Jordanian policymakers to promote more diverse boards to improve corporate governance of listed firms.
A STUDY ON JOB COMPLETION OF WORKING WOMEN UNDER THE SERVICE SECTORS TIRUCHIR...IAEME Publication
There are many factors that contribute to job satisfaction and empowerment, according to this study. For the purposes of this paper, we will examine how much decision-making and decision-making power women have in the workplace. It is crucial for women to have a voice in all aspects of income generation, distribution, investment, and expenditure in order to achieve economic empowerment. Working women's empowerment programmes aim to help them exercise their rights as equal partners in society to participate in decision-making at all levels and in all spheres, both inside and outside the home. Women’s earning potential is being improved, and efforts are being made to guarantee that they have access to and control over all family/community assets.
The Aim Of This Study Is To Investigate The Reciprocal Relationship Between Job Satisfaction,
Employee Commitment And Organizational Performance. Accordingly, A Linear Structural Equation Model
Was Developed To Delineate The Above Interaction And Explore The Mediating Effects Of Commitment On The
Relationship Between Job Satisfaction And Organizational Performance.
- The study examined the effects of coworker trust, transformational leadership, job stress, and employee silence on organizational cynicism during the COVID-19 pandemic.
- The study found that coworker trust and transformational leadership negatively impacted organizational cynicism, while job stress positively impacted organizational cynicism.
- Employee silence was found to strengthen the positive effect of job stress on organizational cynicism.
Employee Engagement and Internal Communication- A United Arab Emirates StudyMariam Al Mazrouei
This summary provides an overview of the key points from the document:
[1] The document is a literature review for a study that explored which internal communication channels contribute to employee engagement in the United Arab Emirates.
[2] It defines employee engagement as the emotional commitment an employee feels toward their organization and its goals. Highly engaged employees are more productive, innovative, and loyal.
[3] Face-to-face communication, trust in leadership, and feeling pride in one's work are identified as major drivers of employee engagement. Cultural influences can also impact communication channel preferences.
This document summarizes a research study that examines the relationship between strategic agility, innovative organizational climate, and internal entrepreneurial behavior in aviation enterprises in Turkey. The study aims to determine whether an innovative organizational climate mediates the relationship between strategic agility and internal entrepreneurial behavior. It reviews relevant literature on strategic agility, internal entrepreneurship, and innovative organizational climate. The methodology section indicates that factor analysis, correlation analysis, and regression analysis were used to analyze data collected from aviation enterprise employees and test the hypotheses. The findings could help aviation enterprises improve their strategic agility and support internal entrepreneurship behaviors.
1) The study analyzed the influence of organizational culture on employee task performance at PT Bank Pembangunan Daerah Bali in Renon Branch, with work discipline as a mediating variable.
2) The results showed that organizational culture had a positive and significant direct effect on task performance and an indirect effect through work discipline.
3) Work discipline was found to partially mediate the relationship between organizational culture and task performance.
This document summarizes a research study that examined the relationship between impression management and stakeholders' satisfaction at car servicing firms in Nigeria, and the moderating role of environmental dynamism. The study used a survey design to collect data from 109 car servicing firm owners/managers. Results found a positive and significant relationship between impression management and stakeholders' satisfaction. However, environmental dynamism was shown to weaken the strength of this relationship. The study concluded that car service entrepreneurs should effectively manage impressions to build a good image and satisfy stakeholders, while also adapting to changes in the dynamic business environment.
This document summarizes a study that examines the relationship between board diversity and earnings quality of firms listed on the Amman Stock Exchange from 2010 to 2019. The study measures board diversity based on gender, experience, age, and religion of board members. It finds that gender, experience, and age of board members significantly affect earnings quality, but religion does not. This suggests that more diverse boards in terms of these characteristics can enhance earnings quality. The study provides implications for Jordanian policymakers to promote more diverse boards to improve corporate governance of listed firms.
A STUDY ON JOB COMPLETION OF WORKING WOMEN UNDER THE SERVICE SECTORS TIRUCHIR...IAEME Publication
There are many factors that contribute to job satisfaction and empowerment, according to this study. For the purposes of this paper, we will examine how much decision-making and decision-making power women have in the workplace. It is crucial for women to have a voice in all aspects of income generation, distribution, investment, and expenditure in order to achieve economic empowerment. Working women's empowerment programmes aim to help them exercise their rights as equal partners in society to participate in decision-making at all levels and in all spheres, both inside and outside the home. Women’s earning potential is being improved, and efforts are being made to guarantee that they have access to and control over all family/community assets.
The Aim Of This Study Is To Investigate The Reciprocal Relationship Between Job Satisfaction,
Employee Commitment And Organizational Performance. Accordingly, A Linear Structural Equation Model
Was Developed To Delineate The Above Interaction And Explore The Mediating Effects Of Commitment On The
Relationship Between Job Satisfaction And Organizational Performance.
- The study examined the effects of coworker trust, transformational leadership, job stress, and employee silence on organizational cynicism during the COVID-19 pandemic.
- The study found that coworker trust and transformational leadership negatively impacted organizational cynicism, while job stress positively impacted organizational cynicism.
- Employee silence was found to strengthen the positive effect of job stress on organizational cynicism.
Employee Engagement and Internal Communication- A United Arab Emirates StudyMariam Al Mazrouei
This summary provides an overview of the key points from the document:
[1] The document is a literature review for a study that explored which internal communication channels contribute to employee engagement in the United Arab Emirates.
[2] It defines employee engagement as the emotional commitment an employee feels toward their organization and its goals. Highly engaged employees are more productive, innovative, and loyal.
[3] Face-to-face communication, trust in leadership, and feeling pride in one's work are identified as major drivers of employee engagement. Cultural influences can also impact communication channel preferences.
This document summarizes a research study that examines the relationship between strategic agility, innovative organizational climate, and internal entrepreneurial behavior in aviation enterprises in Turkey. The study aims to determine whether an innovative organizational climate mediates the relationship between strategic agility and internal entrepreneurial behavior. It reviews relevant literature on strategic agility, internal entrepreneurship, and innovative organizational climate. The methodology section indicates that factor analysis, correlation analysis, and regression analysis were used to analyze data collected from aviation enterprise employees and test the hypotheses. The findings could help aviation enterprises improve their strategic agility and support internal entrepreneurship behaviors.
1) The study analyzed the influence of organizational culture on employee task performance at PT Bank Pembangunan Daerah Bali in Renon Branch, with work discipline as a mediating variable.
2) The results showed that organizational culture had a positive and significant direct effect on task performance and an indirect effect through work discipline.
3) Work discipline was found to partially mediate the relationship between organizational culture and task performance.
1) The study examines the antecedents that drive students' entrepreneurial identity aspiration by surveying 127 Austrian vocational college students.
2) It finds that risk-taking propensity, proactiveness, entrepreneurial self-efficacy, and competitiveness positively influence entrepreneurial identity aspiration. Innovativeness and need for achievement were not found to be significant influences.
3) Gender was also found to be related to entrepreneurial identity aspiration, while previous entrepreneurship education and exposure showed no effect or adverse effects.
AN ANALYSIS OF INCOME AND EXPENDITURE WITH SPECIAL REFERENCE TO BMTC, BANGALOREIAEME Publication
The motivation behind this investigation is to dissect the pay and consumption of BMTC by applying basic normal estimation technique. As far as contrasting its exhibition and proficiency for 3years. It analyzes the data found inside an organization's benefit and misfortune account. The examination depended on optional information from records, reports and profile of the Bangalore metropolitan vehicle enterprise. Basic normal strategy is a technique which can be gotten by the normal pace of earnings and consumption things in the fiscal report and can be determined by duplicating the complete of the units essentially by the quantity of getting factors. A goal of the investigation incorporates examining the productivity, perceiving the feeble functional regions and friends' in general monetary exhibition with appropriate idea for a superior adequacy and to defeat from the frail regions dissected in the organization. Transport is viewed as the existence line of the economy of the country. A productive street transport area, specifically, assumes a pivotal part in a district's financial advancement and development. Uniting both organic market sides, street transport area impacts whole range of social and financial exercises of a country. As of now, BMTC is one of the better run transport frameworks in the country.
This document summarizes a research study that examined the role of organizational commitment in mediating the effect of transformational leadership on organizational citizenship behavior at Como Beach Club in Bali, Indonesia. The study found that transformational leadership had a positive and significant effect on both organizational commitment and organizational citizenship behavior. Organizational commitment was also found to have a positive and significant effect on organizational citizenship behavior. Additionally, organizational commitment was found to mediate the effect of transformational leadership on organizational citizenship behavior. The results indicate that transformational leadership can influence organizational citizenship behavior both directly and indirectly through organizational commitment.
Strong work ethics have the capacity to influence workforce commitment thereby ensuring
organizational competitiveness and high organizational performance. Unfortunately, many core work values
and guidelines are in most cases ignored and they go unmonitored in many organizations. As a result, this
affects the morale, performance and level of commitment of individual employees in organizations
This document summarizes a research study that examined the effect of fraud pentagon theory on financial statement fraud. The study used fraud score modeling to observe banking companies in Indonesia from 2016-2018. The results found that external pressure and financial stability had a significant effect on financial statement fraud, while audit opinion, audit committee changes, and external audit quality did not. The study aimed to empirically test relationships between several variables derived from fraud pentagon theory, agency theory, and information asymmetry theory on instances of financial statement fraud. Statistical analysis of the companies' financial data supported some but not all of the hypotheses.
This document provides an introduction and literature review for a study examining the moderating effects of human resource management (HRM) practices and job design on the relationship between perceived over-qualification and job satisfaction and turnover intentions. It defines the key variables of interest and reviews previous research establishing the negative relationships between over-qualification and job satisfaction/turnover intentions. The purpose of the study is to determine if HRM practices and job design can alleviate the negative effects of over-qualification.
COVID IMPACT ON EMPLOYEE ENGAGEMENT IN AN IT INDUSTRY AND THE REMEDIATION PLANIAEME Publication
This document discusses the impact of COVID-19 on employee engagement in the IT industry and proposes a remediation plan. It identifies factors like professional, personal, emotional, financial, social, economic, and psychological factors that affected employee engagement. It categorizes the levels of impact as critical, high, medium, and low and describes the stages of impact as preliminary, intermediatory, and advanced modes. The document also discusses organizational changes like transitioning to online functioning and infrastructure optimization. Finally, it analyzes changes in employee behavior during the pandemic in terms of advantages like work-life balance and cost savings, and disadvantages like lack of supervision and increased healthcare costs.
This document summarizes a research study that assessed the effect of client appraisal on the efficiency of microfinance banks in Adamawa State, Nigeria. The study found that client appraisal, which involves evaluating customers based on factors like character, capacity, collateral, capital, and condition, has a positive effect on the efficiency and productivity of microfinance banks. Specifically, effective client appraisal allows microfinance banks to better understand customer creditworthiness, minimize loan defaults and losses, and improve overall financial performance. The study concluded that client appraisal is an important part of effective credit management that can help microfinance banks operate efficiently and profitably.
Self-service technology, service quality, and relationship quality can influence customer loyalty to digital banking services. The study examined these factors' impact on e-loyalty of corporate customers using Bank Mandiri's cash management services. A survey of 115 corporate customers was conducted, and data was analyzed using structural equation modeling. The findings showed that service quality positively influences both relationship quality and e-loyalty. Relationship quality was also found to positively impact e-loyalty. The study aims to provide a comprehensive model of how these factors relate and influence online customer loyalty in the banking sector.
This document summarizes a research paper that explores the link between organizational commitment and organizational citizenship behavior among expatriates in Taiwan. It begins with an abstract that describes the study's objectives, methods, and key findings. The full paper then provides definitions and literature reviews of organizational commitment and organizational citizenship behavior. It discusses previous research that has found relationships between aspects of organizational commitment, like affective commitment, and dimensions of organizational citizenship behavior, like courtesy. The study aims to better understand the attitudes and behaviors of expatriates in Taiwan by exploring correlations between sub-dimensions of the two constructs.
An environment is a place of needs that cannot be separated from human life. Sub-District
Organizations as government agencies that provide services to the community are required to improve
performance that leads to environmental preservation in the workplace. So that the behavior of employees who
care about the environment (green), their involvement in creating a green environment (green work
engagement), and performance as an impact of green behavior is very interesting to study more deeply in
quantitative research
Grievance Resolution Mechanism on Employee Productivity: Commercial Banks in ...paperpublications3
Abstract: Motivation of employees has always been quantified in financial attributes. For productivity to occur then there is need for using non-financial motivational initiatives. This study purposed to analyze the role of motivational initiatives on employee productivity with specific reference to commercial banks in Bungoma County. The study was guided by the objective: to establish the role of grievance resolution on employee productivity. The study adopted a survey design with a focus on 536 bank employees of different job cadres drawn from 11 banks. A sample size of 229 was obtained using Yamane’s formula. Stratified sampling technique was employed with six strata’s obtained from six job cadres from top management to clerical staff. Structured questionnaires were the main data collection tools and analysis was aided by use Statistical Program for Social Scientist (SPSS) where descriptive and inferential statistics was applied and there after presentations of findings was done using tables. There was a positive strong correlation between grievance resolution and employee productivity. r = .754, p (0.00) < α (0.05). The study concludes that the non-financial motivation strategy influenced employee productivity in commercial banks. The study recommends introduction of impartial dispute meetings to resolve grievances.
Factors Influencing Employee Retention at Meru University of Science and Tech...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications
FACTORS AFFECTING THE INVOLVEMENT OF EMPLOYEES IN STATE OWNED ENTERPRISES (SO...IAEME Publication
This study aimed to obtain empirical evidence of factors that affect involvement of
employees at PT. Jasa Raharja (Persero) Branch Aceh. There have been many
previous studies examine on this topic, but along with the passing of time and changes
in the environment that is so powerful it is necessary to reconfirm the factors that
affect JI especially in the organization of PT. Jasa Raharja (Persero) Branch Aceh.
Primary data was taken by circulating questionnaires to the company employees 98
people with census method. Data were analyzed using SEM with AMOS program
assistance. Results of the analysis showed that the independent variables OI, PF, and
Tr contribute significantly to the dependent variable JI, while the independent
variables POS and Mtv not contribute at all to the JI. Furthermore, also found that all
the independent variables have a close correlation linearly either contribute or not.
This document summarizes a research paper about analyzing the aftermath of business failure. The paper conducted interviews with 6 entrepreneurs who had previously failed and succeeded with new ventures. It found that previous failure strongly impacted individuals, shaping how they perceived blame and affecting their career paths. Failure also led to changes in business behaviors and practices. While predicting failure and its causes have been widely studied, the focus on consequences of failure has lagged behind. This study aims to contribute new insights on how failure outcomes relate to individuals' experiences, ages, and contexts.
Diffusion of innovation through individual and collective entrepreneurship an...Ying wei (Joe) Chou
This document discusses a study that explores the relationship between individual entrepreneurship, collective (team-based) entrepreneurship, and innovation in small and medium enterprises (SMEs). The study develops a theoretical framework and tests relationships using structural equation modeling on survey data from 700 entrepreneurs in SMEs in Pakistan. The results confirm that both individual entrepreneur traits and collective team efforts contribute to innovation in SMEs. Specifically, entrepreneur personality traits directly impact innovation while centralized decision-making does not, and factors like communication and collaboration among team members contribute to collective entrepreneurship and entrepreneurial orientation, which both directly impact innovation. The study aims to provide a more holistic view of entrepreneurship and innovation by considering both individual and collective dimensions.
Entrepreneurial passion orientation and behavior the moderating role of linea...Ying wei (Joe) Chou
This study examines how entrepreneurial passion, orientation, and behavior are influenced by rational and nonrational thinking styles. A conceptual model is proposed and tested using survey data from 300 European entrepreneurs. The findings show that entrepreneurial passion positively influences entrepreneurial orientation, which then strongly impacts strategic entrepreneurship behavior. Additionally, linear thinking positively moderates the relationship between entrepreneurial orientation and behavior, while nonlinear thinking positively moderates the relationship between passion and orientation. This suggests entrepreneurs should utilize different thinking styles to maximize the impact of passion and orientation on behavior.
1) The document discusses the relationship between capacity building, employee productivity, and organizational performance in cooperative banks in Nagpur, India.
2) Statistical analysis showed a strong positive correlation between high capacity building/employee productivity and high organizational performance. High levels of skills training, motivation, and satisfaction were linked to increased quality, profits, and efficiency.
3) Conversely, low capacity building/productivity correlated with low performance. Banks needed to boost training and motivation to remain competitive.
An evaluation of bank workers welfare in post consolidation era in nigeriaAlexander Decker
This study examines employee welfare in Nigerian banks after the banking consolidation period from 2005-2007. A survey was conducted of 407 bank employees from 10 banks in Ilorin, Nigeria. The banking consolidation led to a reduction in the number of banks through mergers and acquisitions. While this increased bank capitalization, it also led to job losses through downsizing, restructuring, and cost-cutting measures. The study aims to evaluate how employee welfare was impacted by these changes in the post-consolidation period, as previous research has shown impacts on factors like job security, motivation, and productivity but little looked specifically at welfare. The study also analyzes what determines welfare levels among bank employees.
Corporate entrepreneurship as a strategic approach for internal innovation pe...Ying wei (Joe) Chou
This document discusses corporate entrepreneurship as a strategic approach for improving internal innovation performance. It reviews literature on corporate entrepreneurship and the relationship between intrapreneurship and strategic models. The paper proposes a conceptual framework that focuses on internal innovation over external mergers and acquisitions. Key factors for enhancing internal innovation include developing systems to motivate innovative behavior, concentrating entrepreneurial ventures, and educating employees on corporate entrepreneurship. Implementing strategic approaches can help corporations innovate internally and improve growth and profits, while accepting failure as part of the innovation process.
This summary examines the role of human resource development (HRD) practices in fostering organizational citizenship behavior, with affective organizational commitment serving as a mediator. The study utilized surveys from employees at two public universities in Saudi Arabia. Results from structural equation modeling found significant relationships between HRD practices and affective commitment, HRD practices and citizenship behavior, and affective commitment and citizenship behavior. The findings suggest HRD practices are important for enhancing affective commitment and citizenship behavior among employees, and higher commitment also leads to greater citizenship. Affective commitment was found to partially mediate the relationship between HRD practices and organizational citizenship behavior.
This document provides an introduction and literature review for a comparative study of employer provided training and organizational performance in the UK and Bangladesh. It discusses relevant theories like human capital theory and Hofstede's cultural dimensions model. For the UK context, it summarizes studies finding mixed results on the relationship between human resource management practices like training and organizational performance. Cultural dimensions show some differences between the UK and Bangladesh that could impact work attitudes and performance.
1) The study examines the antecedents that drive students' entrepreneurial identity aspiration by surveying 127 Austrian vocational college students.
2) It finds that risk-taking propensity, proactiveness, entrepreneurial self-efficacy, and competitiveness positively influence entrepreneurial identity aspiration. Innovativeness and need for achievement were not found to be significant influences.
3) Gender was also found to be related to entrepreneurial identity aspiration, while previous entrepreneurship education and exposure showed no effect or adverse effects.
AN ANALYSIS OF INCOME AND EXPENDITURE WITH SPECIAL REFERENCE TO BMTC, BANGALOREIAEME Publication
The motivation behind this investigation is to dissect the pay and consumption of BMTC by applying basic normal estimation technique. As far as contrasting its exhibition and proficiency for 3years. It analyzes the data found inside an organization's benefit and misfortune account. The examination depended on optional information from records, reports and profile of the Bangalore metropolitan vehicle enterprise. Basic normal strategy is a technique which can be gotten by the normal pace of earnings and consumption things in the fiscal report and can be determined by duplicating the complete of the units essentially by the quantity of getting factors. A goal of the investigation incorporates examining the productivity, perceiving the feeble functional regions and friends' in general monetary exhibition with appropriate idea for a superior adequacy and to defeat from the frail regions dissected in the organization. Transport is viewed as the existence line of the economy of the country. A productive street transport area, specifically, assumes a pivotal part in a district's financial advancement and development. Uniting both organic market sides, street transport area impacts whole range of social and financial exercises of a country. As of now, BMTC is one of the better run transport frameworks in the country.
This document summarizes a research study that examined the role of organizational commitment in mediating the effect of transformational leadership on organizational citizenship behavior at Como Beach Club in Bali, Indonesia. The study found that transformational leadership had a positive and significant effect on both organizational commitment and organizational citizenship behavior. Organizational commitment was also found to have a positive and significant effect on organizational citizenship behavior. Additionally, organizational commitment was found to mediate the effect of transformational leadership on organizational citizenship behavior. The results indicate that transformational leadership can influence organizational citizenship behavior both directly and indirectly through organizational commitment.
Strong work ethics have the capacity to influence workforce commitment thereby ensuring
organizational competitiveness and high organizational performance. Unfortunately, many core work values
and guidelines are in most cases ignored and they go unmonitored in many organizations. As a result, this
affects the morale, performance and level of commitment of individual employees in organizations
This document summarizes a research study that examined the effect of fraud pentagon theory on financial statement fraud. The study used fraud score modeling to observe banking companies in Indonesia from 2016-2018. The results found that external pressure and financial stability had a significant effect on financial statement fraud, while audit opinion, audit committee changes, and external audit quality did not. The study aimed to empirically test relationships between several variables derived from fraud pentagon theory, agency theory, and information asymmetry theory on instances of financial statement fraud. Statistical analysis of the companies' financial data supported some but not all of the hypotheses.
This document provides an introduction and literature review for a study examining the moderating effects of human resource management (HRM) practices and job design on the relationship between perceived over-qualification and job satisfaction and turnover intentions. It defines the key variables of interest and reviews previous research establishing the negative relationships between over-qualification and job satisfaction/turnover intentions. The purpose of the study is to determine if HRM practices and job design can alleviate the negative effects of over-qualification.
COVID IMPACT ON EMPLOYEE ENGAGEMENT IN AN IT INDUSTRY AND THE REMEDIATION PLANIAEME Publication
This document discusses the impact of COVID-19 on employee engagement in the IT industry and proposes a remediation plan. It identifies factors like professional, personal, emotional, financial, social, economic, and psychological factors that affected employee engagement. It categorizes the levels of impact as critical, high, medium, and low and describes the stages of impact as preliminary, intermediatory, and advanced modes. The document also discusses organizational changes like transitioning to online functioning and infrastructure optimization. Finally, it analyzes changes in employee behavior during the pandemic in terms of advantages like work-life balance and cost savings, and disadvantages like lack of supervision and increased healthcare costs.
This document summarizes a research study that assessed the effect of client appraisal on the efficiency of microfinance banks in Adamawa State, Nigeria. The study found that client appraisal, which involves evaluating customers based on factors like character, capacity, collateral, capital, and condition, has a positive effect on the efficiency and productivity of microfinance banks. Specifically, effective client appraisal allows microfinance banks to better understand customer creditworthiness, minimize loan defaults and losses, and improve overall financial performance. The study concluded that client appraisal is an important part of effective credit management that can help microfinance banks operate efficiently and profitably.
Self-service technology, service quality, and relationship quality can influence customer loyalty to digital banking services. The study examined these factors' impact on e-loyalty of corporate customers using Bank Mandiri's cash management services. A survey of 115 corporate customers was conducted, and data was analyzed using structural equation modeling. The findings showed that service quality positively influences both relationship quality and e-loyalty. Relationship quality was also found to positively impact e-loyalty. The study aims to provide a comprehensive model of how these factors relate and influence online customer loyalty in the banking sector.
This document summarizes a research paper that explores the link between organizational commitment and organizational citizenship behavior among expatriates in Taiwan. It begins with an abstract that describes the study's objectives, methods, and key findings. The full paper then provides definitions and literature reviews of organizational commitment and organizational citizenship behavior. It discusses previous research that has found relationships between aspects of organizational commitment, like affective commitment, and dimensions of organizational citizenship behavior, like courtesy. The study aims to better understand the attitudes and behaviors of expatriates in Taiwan by exploring correlations between sub-dimensions of the two constructs.
An environment is a place of needs that cannot be separated from human life. Sub-District
Organizations as government agencies that provide services to the community are required to improve
performance that leads to environmental preservation in the workplace. So that the behavior of employees who
care about the environment (green), their involvement in creating a green environment (green work
engagement), and performance as an impact of green behavior is very interesting to study more deeply in
quantitative research
Grievance Resolution Mechanism on Employee Productivity: Commercial Banks in ...paperpublications3
Abstract: Motivation of employees has always been quantified in financial attributes. For productivity to occur then there is need for using non-financial motivational initiatives. This study purposed to analyze the role of motivational initiatives on employee productivity with specific reference to commercial banks in Bungoma County. The study was guided by the objective: to establish the role of grievance resolution on employee productivity. The study adopted a survey design with a focus on 536 bank employees of different job cadres drawn from 11 banks. A sample size of 229 was obtained using Yamane’s formula. Stratified sampling technique was employed with six strata’s obtained from six job cadres from top management to clerical staff. Structured questionnaires were the main data collection tools and analysis was aided by use Statistical Program for Social Scientist (SPSS) where descriptive and inferential statistics was applied and there after presentations of findings was done using tables. There was a positive strong correlation between grievance resolution and employee productivity. r = .754, p (0.00) < α (0.05). The study concludes that the non-financial motivation strategy influenced employee productivity in commercial banks. The study recommends introduction of impartial dispute meetings to resolve grievances.
Factors Influencing Employee Retention at Meru University of Science and Tech...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications
FACTORS AFFECTING THE INVOLVEMENT OF EMPLOYEES IN STATE OWNED ENTERPRISES (SO...IAEME Publication
This study aimed to obtain empirical evidence of factors that affect involvement of
employees at PT. Jasa Raharja (Persero) Branch Aceh. There have been many
previous studies examine on this topic, but along with the passing of time and changes
in the environment that is so powerful it is necessary to reconfirm the factors that
affect JI especially in the organization of PT. Jasa Raharja (Persero) Branch Aceh.
Primary data was taken by circulating questionnaires to the company employees 98
people with census method. Data were analyzed using SEM with AMOS program
assistance. Results of the analysis showed that the independent variables OI, PF, and
Tr contribute significantly to the dependent variable JI, while the independent
variables POS and Mtv not contribute at all to the JI. Furthermore, also found that all
the independent variables have a close correlation linearly either contribute or not.
This document summarizes a research paper about analyzing the aftermath of business failure. The paper conducted interviews with 6 entrepreneurs who had previously failed and succeeded with new ventures. It found that previous failure strongly impacted individuals, shaping how they perceived blame and affecting their career paths. Failure also led to changes in business behaviors and practices. While predicting failure and its causes have been widely studied, the focus on consequences of failure has lagged behind. This study aims to contribute new insights on how failure outcomes relate to individuals' experiences, ages, and contexts.
Diffusion of innovation through individual and collective entrepreneurship an...Ying wei (Joe) Chou
This document discusses a study that explores the relationship between individual entrepreneurship, collective (team-based) entrepreneurship, and innovation in small and medium enterprises (SMEs). The study develops a theoretical framework and tests relationships using structural equation modeling on survey data from 700 entrepreneurs in SMEs in Pakistan. The results confirm that both individual entrepreneur traits and collective team efforts contribute to innovation in SMEs. Specifically, entrepreneur personality traits directly impact innovation while centralized decision-making does not, and factors like communication and collaboration among team members contribute to collective entrepreneurship and entrepreneurial orientation, which both directly impact innovation. The study aims to provide a more holistic view of entrepreneurship and innovation by considering both individual and collective dimensions.
Entrepreneurial passion orientation and behavior the moderating role of linea...Ying wei (Joe) Chou
This study examines how entrepreneurial passion, orientation, and behavior are influenced by rational and nonrational thinking styles. A conceptual model is proposed and tested using survey data from 300 European entrepreneurs. The findings show that entrepreneurial passion positively influences entrepreneurial orientation, which then strongly impacts strategic entrepreneurship behavior. Additionally, linear thinking positively moderates the relationship between entrepreneurial orientation and behavior, while nonlinear thinking positively moderates the relationship between passion and orientation. This suggests entrepreneurs should utilize different thinking styles to maximize the impact of passion and orientation on behavior.
1) The document discusses the relationship between capacity building, employee productivity, and organizational performance in cooperative banks in Nagpur, India.
2) Statistical analysis showed a strong positive correlation between high capacity building/employee productivity and high organizational performance. High levels of skills training, motivation, and satisfaction were linked to increased quality, profits, and efficiency.
3) Conversely, low capacity building/productivity correlated with low performance. Banks needed to boost training and motivation to remain competitive.
An evaluation of bank workers welfare in post consolidation era in nigeriaAlexander Decker
This study examines employee welfare in Nigerian banks after the banking consolidation period from 2005-2007. A survey was conducted of 407 bank employees from 10 banks in Ilorin, Nigeria. The banking consolidation led to a reduction in the number of banks through mergers and acquisitions. While this increased bank capitalization, it also led to job losses through downsizing, restructuring, and cost-cutting measures. The study aims to evaluate how employee welfare was impacted by these changes in the post-consolidation period, as previous research has shown impacts on factors like job security, motivation, and productivity but little looked specifically at welfare. The study also analyzes what determines welfare levels among bank employees.
Corporate entrepreneurship as a strategic approach for internal innovation pe...Ying wei (Joe) Chou
This document discusses corporate entrepreneurship as a strategic approach for improving internal innovation performance. It reviews literature on corporate entrepreneurship and the relationship between intrapreneurship and strategic models. The paper proposes a conceptual framework that focuses on internal innovation over external mergers and acquisitions. Key factors for enhancing internal innovation include developing systems to motivate innovative behavior, concentrating entrepreneurial ventures, and educating employees on corporate entrepreneurship. Implementing strategic approaches can help corporations innovate internally and improve growth and profits, while accepting failure as part of the innovation process.
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This summary examines the role of human resource development (HRD) practices in fostering organizational citizenship behavior, with affective organizational commitment serving as a mediator. The study utilized surveys from employees at two public universities in Saudi Arabia. Results from structural equation modeling found significant relationships between HRD practices and affective commitment, HRD practices and citizenship behavior, and affective commitment and citizenship behavior. The findings suggest HRD practices are important for enhancing affective commitment and citizenship behavior among employees, and higher commitment also leads to greater citizenship. Affective commitment was found to partially mediate the relationship between HRD practices and organizational citizenship behavior.
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International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
This document summarizes a research study that examined the relationship between work-life conflict and employee turnover intention in the Sri Lankan apparel industry, with a focus on the mediating role of job satisfaction. The study hypothesized that: 1) there is a negative relationship between work-life conflict and job satisfaction, 2) there is a negative relationship between job satisfaction and turnover intention, 3) there is a negative relationship between work-life conflict and turnover intention, and 4) job satisfaction mediates the relationship between work-life conflict and turnover intention. A survey was administered to 100 operational employees across 10 apparel companies, measuring work-life conflict, job satisfaction, and turnover intention. The results found support for the hypotheses and
Kmbhr05 IHRM, unit 4 latest trends in IRPooja Tiwari
Centralization of the employee relations (ER) function is becoming more common, with a decline in decentralized models. Industries like pharmaceuticals and technology heavily rely on centralized ER, while others take a mixed approach. ER is also focusing more on metrics and analytics to drive cost savings and determine the actual costs of grievances. Workplace safety will be a growing priority for ER, especially preventing sexual harassment, as the #MeToo movement has encouraged more employees to report such issues.
Organisations both in the private and public sector across the globe rely on their workforce for optimum productivity which will in turn result to organisational efficiency. In this case, the need for ensuring employee job satisfaction becomes a matter of necessity to every organisation. Though, studies have been conducted by various researchers and scholars in this area, there is however the need to conduct more studies on job satisfaction and performance of an employee since the employees are believed to be an indispensable part of an organisation. Therefore, this study aims to examine the relationship between job satisfaction and performance of non-academic staff of Bauchi State University Gadau Nigeria (BASUG). Dissatisfaction is believed to be one of the major factors that demotivates and demoralise employee in the workplace which can result to lower productivity thereby affecting the overall performance of the organisation. Consequently an aggregate of two hundred and seventy questionnaires were distributed non- academic staff of BASUG based on systematic random sampling and data collected is analysed using Statistical Package for Social Sciences (SPSS). The outcome of the analysis depicts that there is positive and significant relationship between job satisfactions on the performance of non- academic staff of the University. The study will serve as a policy guide to the management of the Nigerian Universities in areas relating to employee performance improvement through job satisfaction and it will also further make an impetus the field of organisational behaviour and human resource management
The Effects of Motivation on Employees’ Commitment in the Banking Industry in...ijtsrd
Banking industry represent a proportion of the service sector in every country and it is widely recognized that they contribute to employment growth. Since business establishments are human organizations, people are very essential in its existence and success. In spite of the efforts being made by the financial industries to improve staff commitment, employees’ motivation is still relatively challenging. This study adopted survey design because it provides the opportunity to describe the variables through the collection of primary data with the use of structured questionnaire. The population of this research is 5,200 employees of national, state and unit banks located across Lagos State, Nigeria. The sample frame from which employees of banks from the five geo political zones in Lagos State Badagry, Mainland, Epe, Island, and Ikorodu were selected regardless of their location in the State. This research work considered all participating banks in Lagos State. Senior and junior staff of participating banks were selected within the framework and a total of one thousand five hundred 1500 respondents were used. A self constructed and validated instrument titled, Staff Motivation and Employees Commitment in Banks Questionnaire SMECBQ . This was validated and a reliability test was performed, and the Cronbach’s alpha for the whole instrument is 0.79. The result showed that the questionnaire has a high level of reliability. The results of the findings revealed that The Pearson Correlation of motivation and employees’ job commitment was computed and established as 0.289 p value=0.000 showing a weak significant and positive relationship between the two variables. This means that there is a weak positive relationship between motivation and employees’ job commitment in the banks in Lagos State. The study concluded as motivation increases so do employees’ job commitment to the banks. Hence it was recommended that banks should align their reward system with those of other comparable institutions and that the safety and health needs of staff should continue to be addressed particularly for those on the field. Odunayo, H. A. "The Effects of Motivation on Employees’ Commitment in the Banking Industry in Lagos State, Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-6 , October 2022, URL: https://www.ijtsrd.com/papers/ijtsrd51843.pdf Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/education/51843/the-effects-of-motivation-on-employees’-commitment-in-the-banking-industry-in-lagos-state-nigeria/odunayo-h-a
The present study aimed to examine the effect of the entrepreneurial orientation (EO) on organizational performance (OP). This study was motivated by the mixed findings in literature regarding the relationships between EO and organizational performance. Owing to the mixed results, a novel stream of research was created and this motivated further examining of the impact of other variables that may shed a light on the nature of the relationship. Several theories have been proposed in literature posit the direct relationships among strategies, resources and capabilities as antecedents of success. In this study, copies of questionnaires were distributed to 300 Libyan banks branches, where 200 copies of questionnaires were returned and analyzed. The proposed hypothesis was tested through PLS-SEM and the study results showed that EO positively predicted organizational performance.
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EI has been studied extensively in relation to various workplace factors. Previous research has found links between EI and job satisfaction, career development, organizational effectiveness, performance, leadership efficacy, service performance, creative thinking, conflict management, work innovation, and leadership effectiveness. Studies have also explored the relationships between EI and burnout, happiness, engagement, learning, and stress. Overall, the literature suggests that higher individual and leader EI is positively associated with important workplace outcomes.
This is a structure of a typical research proposalContents paGrazynaBroyles24
This is a structure of a typical research proposal:
Contents page
Introduction
Literature review
Methodology
Reflections and Resources
Bibliography
Appendices
There is no research question or aims and objectives. Critical evaluation.
Introduction
The success of an organization or corporation is contingent upon the level of employee motivation. Motivation is critical to the accomplishment of the organization's goals and objectives. It is critical for firms with varied cross-cultural teams to guarantee that their employees are highly engaged. The management is responsible for ensuring that workplace goals and objectives are consistent with the company culture (Vlaev et al., 2019). Setting workplace goals is critical for establishing and monitoring the organization's level of employee motivation (Pang & Lu, 2018). Employee commitment, engagement, and motivation are critical components of an organization's success. Financial remuneration practices play a significant role in motivating employees.
According to many surveys, if an organization does not try to motivate its employees through monetary incentives, the organization is likely to have low performance (Vlaev et al., 2019). Organizations in the United States work diligently to increase employee engagement through monetary and financial pay and awards. Financial and monetary incentives have a stronger effect on employee motivation, according to studies (Pang & Lu, 2018). The United States government has implemented policies aimed at increasing compensation and incentive programs throughout all sectors of the labor market (Vlaev et al., 2019). As with any other firm, the government is attempting to improve employee performance through a variety of financial incentives.
The Federal Reserve System is the United States of America's central bank. It is in responsible of issuing currency to all financial institutions and exercising influence over the economy via monetary policy (Coccia & Igor, 2018). The Federal Reserve System has a number of financial incentives in place to motivate its personnel. Several of these tools include the following:
· This assists in meeting rental obligations.
· Gratuities are paid to all contract employees. This is a component of their terminal benefits and a token of appreciation for their long-term contribution to the business.
· Employees are eligible for personal loans and medical insurance coverage if they have worked for the bank for an extended length of time.
Problem Statement
Numerous researchers have sought to determine the effect of motivation on working institutions. According to research, motivating employees increases their performance and morale by making them feel wanted in the workplace (Coccia & Igor, 2018). However, there is a dearth of research on the effect of financial incentives on employee motivation. The purpose of this study is to close this gap by determining the relationship between financial incentives and employee motivation. Th ...
International Journal of Business and Management Invention (IJBMI)inventionjournals
This document summarizes a study that examined the impact of motivation on worker productivity among nurses at the University Teaching Hospital in Ado Ekiti, Nigeria. It reviewed literature on motivation theories and conducted a survey using questionnaires with nurses. The study found a strong relationship between motivation and productivity. It concluded that staff development programs that promote fulfillment could enhance productivity. Motivational factors like rewards and welfare packages influenced nurses' commitment levels. Regular feedback and recognition also positively influenced work. The study recommended prioritizing comprehensive staff development to boost productivity.
11.[48 56]assessment of individual and propel intention for job attrition on ...Alexander Decker
This document summarizes a study that assessed the individual and organizational factors contributing to job attrition among software employees in Bangalore, India. The study collected data from 100 employees across 10 software companies using a questionnaire. It found that both individual and organizational factors were correlated with employees' intentions to leave their jobs. However, some individual factors had a stronger contribution, including family living elsewhere, health problems, social status, children's education, work being too fun, and inability to follow company rules. The study aimed to understand the relationship between these factors and attrition intentions in order to help software companies better retain employees.
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MEASURING THE INFLUENCE OF MOTIVATIONAL TECHNIQUES ON EMPLOYEE PERFORMANCE AN...IAEME Publication
The current study is titled “Measuring the influence of Motivational techniques on employee performance and level of satisfaction with reference to IT Sector in Chennai”. Selected staff from employees from selected information sector in Chennai, at various positions was used in order to examine and analyze the factors which contribute to employee performance levels. The independent variables in this case are motivation, perceived usefulness and perceived ease of use. The dependent variable is employee performance. Questionnaires were distributed among respondents who are employed in the information sector. The resulting data was processed through frequency analysis, reliability analysis, descriptive analysis, correlation analysis and regression analysis by using SPSS version 21. The findings reveal that there exists a positive significant relationship between all the independent variables and the dependent variable, which is employee performance. The Research hypothesis is supported.
The aim of this study is to develop a comprehensive model by measuring the influences of work
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descriptive research design using survey methods. To determine the sample size the Slovin formula is used.
Sampling uses a disproportionate randomized model as a sampling technique. This study uses the SPSS version
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This study examined job satisfaction among senior male and female executives in Bangladesh. It surveyed 40 male and 40 female executives across various sectors. The study found that while there are some motivators for job satisfaction like feeling their work is recognized and understanding organizational goals, there are few strong motivators present overall. Both male and female executives reported similar levels of job satisfaction and liking their coworkers and jobs, indicating little gender difference. However, females reported slightly higher satisfaction with benefits while males preferred better communication in the workplace. The study concluded that while intrinsic motivators like work itself provide some satisfaction, there are limited other motivators to satisfy executives in their roles.
This document summarizes a study that analyzed the mediating role of job satisfaction in the relationship between distributive justice, ethical leadership, and organizational commitment among nurses at PKU Muhammadiyah Hospital in Yogyakarta, Indonesia. The study found that: 1) distributive justice and ethical leadership positively influenced job satisfaction; 2) job satisfaction positively influenced organizational commitment; 3) distributive justice positively influenced organizational commitment directly and indirectly through job satisfaction; and 4) ethical leadership positively influenced organizational commitment directly but not indirectly through job satisfaction. The study concluded that job satisfaction partially mediates the relationship between distributive justice and organizational commitment.
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ABSTRACT:
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IMPACT OF PATERNALISTIC LEADERSHIP ON EMPLOYEE COMMITMENT AND INNOVATIVE WORK BEHAVIOR WITH IDIOSYNCRATIC DEALS AND EMPLOYEE EMPOWERMENT AS MEDIATORS
1. IMPACT OF PATERNALISTIC LEADERSHIP ON EMPLOYEE
COMMITMENT AND INNOVATIVE WORK BEHAVIOR WITH
IDIOSYNCRATIC DEALS AND EMPLOYEE EMPOWERMENT
AS MEDIATORS
BY
AHMAD HASSAN
1) ROLL #: 19141720-008
2) REGISTRATION #: 15013220457
3) DEGREE PROGRAM: MASTER OF PHILOSPHY (M. PHIL)
4) DEPARTMENT: MANAGEMENT SCIENCES
5) FACULTY: MANAGEMENT & ADMINISTRATIVE SCIENCES
6) CAMPUS NAME: HAFIZ HAYAT CAMPUS
7) SUPERVISOR NAME: DR. AYESHA NAZISH
8) DEGREE ENROLLMENT SEMESTER: FALL-2019
9) FIRST TIME THESIS/DISERTATATION ENROLLMENT SEMESTER: FALL-2020
10) FREEZED OR MISSED SEMESTER (IF ANY): NIL
11) SEMESTER IN WHICH SUPERVISOR WAS ALLOTED: FALL-2020
12) EXPECTED THESIS COMPLETION SEMESTER: SPRING-2021
13) DATE OF SYNOPSIS SUBMISSION TO DEPARTMENT: 09-12-2020
Scholar’s Signature Supervisor’s Signature Signature of the Convener DRRC
Signature of the Convener Faculty Board
Date of Submission to Directorate ASRB: ………………………………………………….
Date of Approval by ASRB: …………………………………………………………………
2. (Page 2 of 19)
1. Description of Research Work
Innovation is a key concern of HR now a days. It is the key requirement for organizational success (Akram,
Lei, Haider, & Hussain, 2018). It gives new ways to do work, to overcome situations, to solve problems
and to make decisions. Dedahanov et al. (2019) claims that PLB and EE promotes innovative work
behaviour of employees. This positive impact can be enhanced by I-deals that are now trending in
manipulating job behaviours of employees. Recent studies conducted by Microsoft Japan on a four-day
working week claims that, not only the employees became happier and satisfied, they became productive
at workplace. These shortened working weeks and flexibility made employees more efficient and
productive at workplace (Paul, 2019). Leadership styles are now playing major roles in organizations and
are proved to be crucial factors for their success. PLB is a practical approach to get maximum out of
employees. According to Hornung, Rouseau, Glaser, Angerer, and Weigh (2011), loyalty and commitment
of employees are major outcomes of PLB. When employees are committed at workplace, their performance
boost ups which ultimately effects the organizational performance positively. This study is conducted to
observe and to describe the role of PLB on employee’s commitment level and how I-deals can mediate this
relationship in pharmaceutical sector. According to PPMA (2017), Pakistan’s pharmaceutical industry is
progressive, vibrant and future oriented. It consists of more than 700 manufacturing units, having 25-
multinational pharmaceutical units working in country. 70% of country’s demand of finished medicines is
been met by this sector and have shown a remarkable growth over last ten years and has export turnover of
more than 12 million and accounts for less than one percent of country’s GDP. To observe this productive
phenomenon of PLB, I-deals, EE, IWB and commitment in such a fast-growing sector can help to develop
positive outcomes for them.
2. Research Gap along with Significance of Research
Innovation in working behaviors is now an emerging trend in organizations while commitment of
employees is one of the crucial need of organization as it leads to better performance (Afsar, Al-Ghazali,
Cheema, & Javed, 2020). All these factors can be affected by the extent of empowerment style of leadership
practiced in organizations (Mahmood, Akhtar, Talat, Shuai, & Hyatt, 2019). According to Saleem, Bhutta,
Nauman, and Zahra (2019), PLB can manipulate innovation in working behavior of employees. Moreover,
I-deals are now prevalent in organizations (Hou, Hong, Zhu, & Zhou, 2019).
A. Kimwolo and Cheruiyot (2019), suggests that EC should also be tested with other management practices
and comprehensive sets of HR development, so in this study, the impact of EE and PLB on EC is tested.
I-deals satisfy both the employers and employees by satisfying the personal needs of employees and
workers (A. Kimwolo & T. Cheruiyot, 2019). According to Jia, Zhou, Zhang, and Jiang (2020), I-deals are
3. (Page 3 of 19)
studied in healthcare sector and knowledge workers in Germany and US, so there is a need to study the
concept of I-deals in other professions.
Luu and Djurkovic (2019) suggests that the linkage of PLB – I-deals should be tested in other industries
in which I-deals can play a role in enhancing the quality of service and data should be collected from other
countries where PLB is prevalent as in their study they collected data from Republic of Korea. So, the study
is conducted to observe the impact of PLB – I-deals in pharmaceutical sector of Pakistan.
2.1 Problem Statement
Leadership in organizations is trendy in this day and age (Luu & Djurkovic, 2019). It is vitally important
for organizational success, as it removes barriers and foster employees to act independently (Aslam, 2018).
Committed employees are considered to be the major asset for any organization as it helps them to achieve
competitive edge (Pratima, 2019). Hou et al. (2019) claims that, paternalistic leaders usually have
employees committed to them. Moreover, providing employees with I-deals is in fashion now. It amplifies
the IWB of employees (Unler & Kilic, 2019). According to Ho and Tekleab (2016), EE helps to enhance
the commitment of employees. It is a fact in pharmaceutical field that flexibility and empowerment proves
to be a performance booster for the employees as it makes them satisfied and encourages them to perform
more efficiently and effectively (H. K. Laschinger, Read, & Zhu, 2016). The pharmaceutical sector is
among one of the fast-growing sectors of Pakistan. The pharmaceutical employees travel and work at
divergent times in day and night because they have to adjust their working hours as according to doctor’s
schedule who are practicing at various hospitals and HCE’s. The working hours and schedules of physicians
and doctor differ in accordance to their area of specialization. Moreover, the pharmaceutical employees are
sometimes dealt inhumanly by doctors and have to compromise with their self-respect to promote their
products. In this kind of situation, the pharmaceutical employees are in need of support and leadership from
their leaders. However, till now, the concept of I-deals, PLB and empowerment is not implemented properly
and little empirical data exits to check the effect of PLB and I-deals on behaviors of employees. So, in order
to boost up the performance of pharmaceutical employees, there is a need to study the impact of PLB, I-
deals and empowerment on IWB and commitment level of employees. The problem statement of this
research revolves around the statement:
“Impact of PLB on EC & IWB with I-deals and EE as mediators”
2.2 Research Objectives
Following are the objectives of this research
• To investigate the relationship of PLB with empowerment. and I-deals
4. (Page 4 of 19)
• To investigate the affect of PLB on commitment and on employee’s IWB.
• To investigate the importance of I-deals and to show its relationship with EC and IWB of
employees.
• To investigate the significance of EE and to investigate its relationship with IWB and commitment
level of employees.
• To investigate how the relation of PLB with EC and IWB can be affected by mediating role of I-
deals.
• To investigate how the relationship of PLB with employee’s IWB and EC can be affected by
mediating role of EE.
3. Literature Review
In this section, the constructs of theoretical model are defined and their relationship with each variable is
proved. The first part explains the operational definitions of variables involved in this study and second
part explains about the relationship of each variable with other.
3.1 Operational Definitions
3.1.1 Paternalistic Leadership Behavior
J.L. Farh and Cheng (2000) have defined PLB as a style of leadership that involves combination of
discipline and fatherly kindness. Paternalistic leaders deal their followers with kindness, love, same as the
way a parent loves their children, teaches them about right and wrong, shape their behavior, develop values
and cares for their happiness. Dedahanov, Bozorov, & Sung ( 2019) have used this concept to define PLB
in their study too.
3.1.2 Idiosyncratic deals in Job (I-deals)
According to Hou et al. (2019), I-deals are personalized and voluntary agreements that employees negotiate
with managers and employers regarding working terms that could benefit both. These employment
conditions differ from regular employment conditions experienced by others and are beneficial both for
employer and employee.
3.1.3 Employee Empowerment
According to Denise Rousseau (2015), EE is process to give employees the power, responsibility, authority,
access to resources and the freedom to take decisions to solve problems in organizations. The allocation of
this authority is trust based relationship established among employers and employees.
5. (Page 5 of 19)
3.1.4 Employee Commitment
According to Paille and Boiral (2013), EC is employee’s psychological state that characterizes relationship
of employee with organization and have implications about decision to be or not to be a part of organization.
Mowday et al. (1979) defines employee commitment as a strength of employee’s identification and
involvement in a certain organization, their acceptance of organizational values, goals, their willingness to
put efforts for organizational progress and their desire to maintain strong relationships with the
organization.
3.1.5 Innovative Work Behavior
IWB is defined as intentional conduction and application of new procedures, ideas, processes in work roles,
jobs, groups and organizations and includes idea generation, promotion and realization (Meyer, Allen, &
Smith, 1993).
3.2 Relational hypotheses
3.2.1 PLB and IWB
IWB is considered as a significant contributor towards organizational performance as it helps organizations
to be competitive in business environment (West & Farr, 1990). Various studies analysed the relationship
between PLB and IWB, their results suggests that, PLB influences the IWB of employees (Gu, Tang, &
Jiang, 2015; Oldham & Cummings, 1996). Zhang, Tsui, and Wang (2011) in their study describes that
paternalistic leaders are kind in nature, they show kindness and gratitude at workplace and cares for their
workers. According to J.L. Farh and B.S. Cheng (2000), the kindness and gratitude shown by paternalistic
leaders promotes hard work and innovation in employees and helps them to take initiatives and to think
creatively thus enhancing innovation in working behavior of employees. This concept can be hypothesized
as follows:
H1: PLB significantly impacts the IWB of employees
3.2.2 PLB and EC
PLB is considered as a typical leadership style for Asian culture having deep roots in Chinese Confucianism
(L. J. L. Farh & B. Cheng, 2000). PLB is considered as an effective way to influence employee behaviors
(Cheng, Chou, Wu, Huang, & Farh, 2004). According to Pellegrini and Scandura (2008), EC is considered
as one of the most important outcome of PLB. Paternalistic leaders treat their employees with care that
fosters emotional attachment and level of identification with organization (Farh et al., 2006). Whenever
employees consider organization as their home and family rather than a company, they feel emotional
6. (Page 6 of 19)
attachment and commitment due to implicit attribution for the ideal prototypes of leader. This environment
is considered suitable for employees thus their well-being and confidence is enhanced. This concept is
hypothesized as follows:
H2: PLB significantly impacts the commitment level of employees
3.2.3 PLB and I-deals
I-deals are reflectors for the quality and strength of employer-employee relationship (Anwar, 2013).
Leaders having parent like role in organization proffers support and care for employee’s personal and
professional life in exchange of loyalty and compliance that seems to be effective in shaping beneficial I-
deals (Liu, Lee, Hui, Kwan, & Wu, 2013). According to Pellegrini and Scandura (2008), paternalistic
leaders show individualized care for their employees for quality of life and work which creates a bond
between them and employees consider organizations as their second home. It leads towards motivation to
negotiate for work flexibility with their leaders. Furthermore, the kindness and moral values of paternalistic
leaders, their caregiving nature and fairness on I-deals are in tune (Tian & Sanchez, 2017). Thus, this
concept can be hypothesized as follows:
H3: PLB significantly impacts I-deals of employees
3.2.4 PLB and EE
Paternalistic leaders support employees (Anand, Meuser, Vidyarthi, Rousseau, & Srinivas, 2017), and
prefer social exchange relationships with them (K. H. Wang, Chu, & Chu, 2017). The leader’s support
results in enhanced sense of personal power of employees and the feeling to have impact on others is
increased (Crozier, 1964; Loi, Mao, & Ngo, 2009). According to Spreitzer (1995), paternalistic leaders
provides employees with autonomy and opportunity for skill development that boost up self-determination
of employees.. Moreover, these leaders show respect to employees and provides them with autonomy to
carry out routine tasks which makes employees self-determined (Cheng et al., 2004). This concept can be
hypothesized as follows:
H4: PLB significantly impacts the empowerment of employees
3.2.5 I-deals and IWB
Innovation in working ideas are generated to overcome work-related problems (Li, Wu, Johnson, & Wu,
2012), and the employee should be motivated in a way that they display innovation in working behaviors.
One of the most effective way to motivate employees is to approve I-deals (Dorenbosch, Engen, &
Verhagen, 2005). I-deals evoke employee’s internal motivation by fulfilling their personal needs, off the
job demands, flexibility in schedule and freedom in working ways and as a result it evokes innovative and
7. (Page 7 of 19)
creative thinking (DM Rousseau, 2006). It helps them to explore, generate, popularize and to put these
actions into innovative ideas, processes and procedures. This concept can be hypothesized as follows:
H5: I-deals significantly impacts the IWB of employees
3.2.6 EE and EC
EE is widely recognized as essential contributor for organizational success and many authors have observed
its effect on EC (Janssen, 2004). Various past studies have found that EE has a positive effect on EC
(Gholami, Soltanahmadi, Pashavi, & Nekouei, 2013; Meyerson & Dewettinck, 2012). According to Insan,
Astuti, Raharjo, and Hamid (2013), the empowerment culture at workplace promotes employee’s
commitment. From above discussions, the concept can be hypothesized as follows:
H6: EE significantly impacts the commitment level of employees
3.2.7 I-deals and EC
H. K. S. Laschinger, Finegan, and Shamian (2002) described two reasons for the positive relation of I-deals
and organizational commitment. The first reason is based on justification of studies of Ng and Feldman
(2010) that individuals who perceive contracts as I-deals feel privileged to get valued and rare sources and
these positive emotions strengthens the organizational commitment of employees. According to Hornung
et al. (2009), I-deals enhance the feeling of trust with employers and concretes their relations with them. I-
deals occur as a result of strong relationship among employers and employees and various researchers in
their studies have noted EC as the basic outcome of strong employer-employee relationships (DM
Rousseau, 2005). This concept can be hypothesized as follows:
H7: I-deals significantly impacts the commitment level of employees
3.2.8 EE and IWB
Existing literature supports the concept that when employees are empowered in organizations, the
innovativeness sparks (Ndegwa, 2015). According to Uzunbacak (2015), EE plays a vital and critical role
for employee’s idea fluency. Seibert, Wang, and Courtright (2011) suggested that empowerment boosts up
the innovation and creativity of employees. Amabile (1988) described in their study that, when individuals
feel control over organizational matters, the sense of impact gets increased consequently resulting in
exhibition of innovativeness. This concept can be hypothesized as follows:
H8: EE significantly impacts the IWB of employees
8. (Page 8 of 19)
3.2.9 PLB and IWB with I-deals as mediator
Dedahanov, Kim, and Rhee (2015) claims that, the kindness and care shown by a paternalistic leader sparks
innovation in employees and aids them to take initiatives in a creative way thus enhancing innovativeness.
According to (Liu et al., 2013), I-deals are considered to be one of the most effective way to enhance
innovativeness. I-deals is been previously used as a mediator by DM Rousseau (2006) in their study
between LMX and work redesign. I-deals enhanced the relationship of LMX and work redesign. So, we
can assume I-deals as a mediator between PLB and IWB. This concept can be hypothesized as follows:
H9: I-deals mediates the relationship between PLB and IWB
3.2.10 PLB and EC with I-deals as mediator
According to Hornung, Rousseau, Weigl, Mueller, and Glaser (2014), moral values of paternalistic leaders,
their caregiving nature and fairness are constituents of I-deals. Anand et al. (2017) claims that, I-deals
enhance the feeling of trust with employers and concretes their relations with them thus promoting EC.
According to DM Rousseau (2005), employees working under paternalistic leaders experience less work-
family conflicts that leads to increase in their level of commitment. Meyer (2016) in their study have used
I-deals as a mediator between employee-oriented leadership and quality of working life. So, in this study,
I-deals is used as a mediator between PLB and EC. This concept can be hypothesized as follows:
H10: I-deals mediates the relationship between PLB and commitment level of employees
3.2.11 PLB and IWB with EE as mediator
IWB is a major factor that enhances organizational performance as it helps them to compete in tough
business environment (Hornung et al., 2011). A number of studies has predicted positive relationship among
PLB and employee’s IWB (Gu et al., 2015; Oldham & Cummings, 1996). Spreitzer (1995) in their study
claims that EE increases the abilities of employees to implement their ideas and opinions that leads to higher
levels IWB of employees. Dedahanov et al., (2019); Seibert et al. (2011) in their study have used EE as
mediator between PLB and IWB. So, in this study, EE is reused as a mediator between PLB and IWB of
employees.
H11: EE mediates the relationship between PLB employee’s IWB
3.2.12 PLB and EC with EE as mediator
PLB is considered effectual to influence employee behaviors (Dedahanov et al., 2019). As discussed above,
PLB significantly impacts EC and empowerment of employees is enhanced due to PLB. Moreover, Chen
et al. (2019) claims that EE promotes EC. H. K. Laschinger et al. (2016) have used EE as mediator between
9. (Page 9 of 19)
transformational leadership and employee outcomes. In this study, EE is used as mediator between PLB
and EC. This concept can be hypothesized as follows:
H12: EE mediates the relationship between PLB and commitment level of employees.
3.3 Theoretical Framework
Positive emotions are outcomes of positive behaviors as it helps to produce long term optimal functioning
as argued by broaden and build theory of positive emotions (Fredrickson, 2004). Leadership styles are the
cultivators of emotions within organizations and flexibility is considered as a booster for positive emotions.
One of the most positive behavior shown by employees at work place is EC and innovation in working
behavior is considered as an optimal functioning of employee. This study is based on the concept of
broaden and build theory in a way that PLB produces positivity in employees and flexibility and
empowerment are proven as fuel to enhance positive emotions
3.4 Research Model
Paternalistic
Leadership Behavior
Idiosyncratic deals
Innovative work
behavior
H12
Paternalistic
Leadership Behavior
Innovative work
behavior
Employee
Commitment
t
Employee
Empowerment
H8
H2
H4
H5
In
P
a
t
e
r
n
al
is
ti
c
L
e
a
d
e
rs
hi
p
B
e
h
a
vi
o
r
H6
H7
H8
H1
H9
c
H10
H11 H12
H3
10. (Page 10 of 19)
4. Methodology
In section of Methodology, population, sample design, sampling technique, sample size, data analysis
techniques and instrument of data collection are discussed.
4.1 Population
The target population of this research are pharmaceutical employees working at various designations in
pharmaceutical companies. However, the sampled population of this study are the employees of
pharmaceutical companies working within Gujranwala Division (Gujrat, Kharian, Gujranwala,
MandiBahuDin)
4.2 Sample Design
4.2.1 Sampling Technique
According to Olsen and St George (2004), cluster sampling technique is used to collect sample from
respondents when mutually homogenous but internally heterogenous groups are evident in population.
Ahmed (2009), in their report claims that there are approximately 760 pharmaceutical companies working
in Pakistan each having its franchisers and sole distributors in each division and mutually homogenous but
internally heterogenous groups are evident in pharmaceutical sector. As it would be too time consuming
and costly to collect the data from employees of 760 pharmaceutical companies in Gujranwala division so
we have divided our target population into three clusters of districts and data will be collected from
employees of 10 pharmaceutical companies from each cluster (district) Gujrat, Gujranwala and
Mandibahudin.
4.2.2 Sample Size
According to a report published by PPMA (2017), there are more than 150,000 employees working in
pharmaceutical industry of Pakistan. To determine the sample size for our study, the average of outcomes
of two techniques is taken that are described below.
• Firstly, the sample is taken by multiplying the total number of items of all constructs with ten
(Munro, 2012). So, according to this procedure, the sample size determined is 740 (i.e.,74 item x
10 = 740).
• Secondly, the formula given by Yamane (1973) is used to calculate sample size that was also used
by Osahon & Kingsley (2016) to calculate sample size. The procedure is as follows:
11. (Page 11 of 19)
N
1 + Ne2
150,000
1+ 150,000(0.05)2
399
By taking average of these two figures:
740+399
2
570
So, the sample size for this study will be 570, based on the average taken of outcomes of two methods.
4.3 Data Analysis Techniques
For Descriptive statistics, SPSS 21 will be used to check frequency, mean, Standard deviation to explain
demographic profile of respondents. To check the model fitness, reliability and validity will be assessed.
For reliability tests, Cronbach’s alpha value will be used. For checking the validity of the instrument,
confirmatory factor analysis will be used through AMOS. However, path analysis will be used for the
verification of hypotheses.
4.4 Instrument of Study
For this study, data will be collected through questionnaires The Questionnaire consists of two parts.
Section A
The section A of questionnaire asks about the demographic profile of respondents that includes age, gender,
designation and name of organization
Section B
The section B of questionnaire includes five set of questions for five variables
n =
n =
n =
n =
n =
12. (Page 12 of 19)
Table 1: Constructs
Constructs Sources Items
PLB Cheng, Chou, and Wu (2004) 25
EC Mowday et al. (1979) 15
EE Lim, Lim, Lim, Moh, and Phua (2013) 12
I-deals Miller (2015) 16
IWB Dedahanov, Bozorov, & Sung (2019) 6
Total Number of Items 74
Keywords: PLB (Paternalistic leadership behavior), EC (Employee commitment), EE (Employee
empowerment), IWB ((Innovative work behavior), I-deals (Idiosyncratic deals in job)
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APPENDIX A
Turnitin Originality Report
Tested on 9 December 9, 2020, by Turnitin Anti Plagiarism Software Provided by Higher
Education Commission of Pakistan to the Instructors of University of Gujrat, Punjab, Pakistan
Synopsis Title:
Scholar’s Name: Ahmad Hassan
Institution: University of Gujrat
PRIMARY SOURCES
SIMILARITY INDEX INTERNET
SOURCE
PUBLICATIONS STUDENT PAPERS
12% 6% 5% 7%
Internet Source 6%
1. global.oup.com
2. journals.sagepub.com
3. emeraldinsight.com
Publications 5%
1. Ela Ünler, Bülent Kılıç. "Paternalistic Leadership and Employee Organizational Attitudes: The Role of
Positive/Negative Affectivity", SAGE Open, 2019
2. Ning Sun, Haiyan Song, Haiyan Kong, Naipeng Bu. "Development and validation of a hospitality
idiosyncratic deals scale", International Journal of Hospitality Management, 2019
Student Papers 7%
1. Submitted to Higher Education Commission Pakistan
2. Submitted to Higher Education Commission Pakistan
Impact of Paternalistic leadership on Employee Commitment and
Innovative work behavior with I-Deals & Employee Empowerment as Mediators