Amna Yousaf

Effects of intrinsic and extrinsic motivation on task and contextual performance of Pakistani professionals

Purpose – The purpose of this paper is to examine underlying linkages between employees’ intrinsic/extrinsic motivation and their task/contextual performance in a Pakistani health care and educational context. Employees’ affective occupational and organizational commitments were proposed as mediators to explain these relationships. Design/methodology/approach – Data were collected from 181 doctors from a Pakistani hospital and 135 academics from a Pakistani university and analyzed using Baron and Kenney (1986) approach and Preacher and Hayes (2008) bootstrapping approach for testing multiple mediators simultaneously. Findings – As expected, intrinsic motivation is related to task performance (TP) and this relationship is mediated by affective occupational commitment. Extrinsic motivation is related both to TP and contextual performance (CP) and these relationships are mediated by affective organizational commitment. Research limitations/implications – Research has implications both for practitioners and a...

Organizational/occupational commitment and organizational/occupational turnover intentions: A happy marriage?

Purpose – The purpose of this paper is to draw meaningful relationship between two foci of commitment (i.e. affective organizational and affective occupational) and two types of turnover intentions (i.e. organizational and occupational turnover intention). Design/methodology/approach – Using random sampling approach, the authors collected data from both academic and support staff of a Dutch university. An online questionnaire was developed and sent through electronic mail to 752 of the total employees. A total of 153 employees responded; yielding approximately 21 percent response rate. Findings – The results revealed that affective organizational commitment and affective occupational commitment were positively related to each other. Affective organizational commitment was negatively related to organizational turnover intention and this relationship was buffered by affective occupational commitment. Affective occupational commitment was negatively related both to occupational and organizational turnover in...

Examining the linkages between relationship conflict, performance and turnover intentions: Role of job burnout as a mediator

Purpose The purpose of this paper is to offer insights regarding the consequences of relationship conflict among employees in terms of their task performance, contextual performance and turnover intentions. Utilizing a resource depletion approach in the backdrop of Conservation of Resources theory, it is hypothesized that the three-dimension burnout (exhaustion, cynicism and interpersonal strain) play a mediating role in influencing the linkages between relationship conflict and outcomes. Design/methodology/approach Data were collected from 306 telecom engineers and their supervisors and analyzed using structural equation modeling to test the interrelationships among the study constructs. Findings Results indicated that relationship conflict is negatively related to task performance and contextual performance and positively relates to turnover intentions, and that the three dimensions of job burnout, i.e. exhaustion, cynicism and interpersonal strain at work, distinctively mediate the linkages between relationship conflict, task and contextual performance and turnover intentions. Originality/value This study explores how relationship conflict transmits its effect to job performance and turnover intentions through mediation of burnout. All in all, the findings have important practical as well as theoretical implications for managers and academicians alike.

Family and state ownership, internationalization and corporate board-gender diversity: Evidence from China and India

Purpose In times of vivid debates on the inclusion of women on boards, the purpose of this paper is to shed a new light on the composition of boardrooms in emerging market firms by investigating how family and state ownership affect board-gender diversity in the emerging economies. Design/methodology/approach This study uses Tobit regression to examine the effect of firm ownership on board-gender diversity. A panel data set of Chinese and Indian firms for the period 2004-2013 is used to conduct this study. Findings The results show a negative and significant impact of family and state ownership on the proportion of women directors. However, this relationship is seen to be reverse if the firm is operating in international markets. Notably, a negative relationship was seen to persist between ownership structure and board-gender diversity for both female executive and independent board members, whereas a positive impact of internationalization was observed only for independent female directors. Originality/value This research addresses the board-gender diversity issue in emerging economies by focusing on firm characteristics which are unique to their business context. Further, this study identifies the conditions under which emerging market firms assimilate or proscribe women on their boards by recognizing the salient features of firms from emerging markets. Hence, in doing so, new evidence is added to the studies on the determinants of board-gender diversity. Lastly, it advances the earlier literature based on resource dependency and agency views and demonstrates the importance of internationalization for the inclusion of women on corporate boards.

One step ahead: examining new predictors of affective organizational and occupational commitment

Studies around the world forecast a shortage of skilled academic researchers - high turnover rates of academics have been reported while lowering attractiveness of academic profession is leading to ever increasing recruitment and retention problems each year. The phenomenon is reported to be of global nature affecting both developing and industrialized countries. Academic retention should be a strategic priority as it is difficult to replace the knowledge, skills and experience of existing employees. Organizations will continue to lose valuable employees until HR managers are able to identify and apply appropriate retention strategies to help reduce employee turnover. Against this backdrop, this book aims to address the issue of retention of academic researchers. Higher education institutions– more than any other organizations – are, dependent on the intellectual abilities and commitment of academic staff. In order to function effectively, higher education institutions are, to a large extent, dependent on the commitment of academics. Therefore, the current study moves a step ahead and examines ‘new’ predictors of organizational and occupational commitment that are expected to contribute effectively towards a better understanding of academic retention. The new determinants of commitment introduced in this dissertation could be grouped into (a) organizational antecedents such as dual LMX relationships, satisfaction with HR practices, employability (b) situational antecedents such as work engagement, job satisfaction, occupational satisfaction and (c) personality antecedents such as motivation, self efficacy, proactive personality and political skills. Moreover, different mechanisms have been examined that could explain the relationships between predictors and commitment, and between commitment and turn over. For better generalizatbility of findings, hospital sample was also employed to test the research model. Results suggested that the research model can also be extended to the organizations outside academia.

High commitment HRM and organizational and occupational turnover intentions: the role of organizational and occupational commitment

Abstract Using data from 41 managers and 143 chefs from 41 Indonesian restaurants, we examined whether High Commitment Human Resource Management (HCHRM) is negatively related to chefs’ organizational (ORTI) and occupational turnover intentions (OCTI). In addition, we examined whether organizational commitment (ORC) mediates the HCHRM–ORTI relationship and occupational commitment (OCC) moderates the HCHRM–OCTI relationship. Results from hierarchical level modeling analyses (chefs nested in restaurants) showed that HCHRM is negatively related to both chefs’ ORTI and OCTI. In addition ORC mediates the HCHRM–ORTI relationship, and OCC moderates HCHRM–OCTI relationship. These results have important implications in terms of the unique role the two foci of commitment play in the HCHRM–ORTI and OCTI linkages.

Rethinking agency theory in developing countries: A case study of Pakistan

Abstract We investigate if agency theory effectively explains agency conflict in the context of a developing country namely, Pakistan. Utilising data from 26 semi-structured interviews, we found that in Pakistan, there is no variation in risk preferences of principals (minority shareholders) and agents (majority shareholders). We also found that remuneration packages and board independence are not effective tools for governing owner managers in Pakistan. Thus, policy makers must shift their focus from soft internal governance mechanisms of appropriate remuneration and board independence. We propose for a rigorous external audit function, and appointment of independent directors and external audit firms by regulator.