Mubbsher Munawar Khan

The Role of Organizational Learning Culture and Psychological Empowerment in Reducing Turnover Intention and Enhancing Citizenship Behavior.

Purpose The purpose of this paper is to examine the association among organizational learning culture (OLC), psychological empowerment (PE), affective commitment (AC), organizational citizenship behavior and turnover intention. Design/methodology/approach This study was undertaken via a questionnaire conducted among Malay-Chinese working in banking and insurance sector of Malaysia. Findings PE and OLC were found to influence employee’s citizenship behavior toward their organization and turnover intention. In addition, AC was found to perform the role of mediator between them. Research Limitations/implications The study used self-reported data based on a cross-sectional survey. The study has implications for the managers. Practical Implications OLC and PE were found to influence turnover intention directly and indirectly, providing an avenue of approach for managers to retain its key employees. Originality/value The paper examines the consequences of OLC and PE, neglected variables along with the mediation of AC.

Halal Endorsements: Stirring Controversy or Gaining New Customers?

Purpose – Halal food endorsements perceived positively by the focal target group may lead to a negative reaction of consumers that harbor animosity against this target group. For such potentially controversial endorsements, in-group animosity against out-group associated product endorsements could lead to a rejection and even an outspoken disapproval of these food products. The purpose of this paper is to explain what drives in-group reactions to Halal endorsements. Design/methodology/approach – The authors use Social Identity Theory and the Social Dominance Theory in explaining animosity toward out-groups and willingness to buy products with Halal endorsements. Specifically, the authors analyze the reaction of more than 800 in-group majority Christians toward out-group minority Muslim directed Halal endorsements. Following the development of hypotheses and a conceptual model, structural equation modeling is used to measure the relationships between the constructs. Findings – Constructs based on Social Do...

Nurses’ reciprocation of perceived organizational support: the moderating role of psychological contract breach

Purpose The nursing profession demands emotional and psychological attachment to perform well. Nurses should not only engage in their work thoroughly, but also be willing to perform beyond their normal job descriptions. Therefore, the purpose of this paper is to examine the role of perceived organizational support (POS) in enhancing nurses work engagement (WE) and extra-role behavior (i.e. OCB). Design/methodology/approach This study used a questionnaire-based survey to collect data from 389 nurses. Findings The study found that the relationships among POS, WE, and citizenship behavior may further be explained through affective commitment (AC); whereas the association between POS and AC is moderated by the psychological contract breach. Research limitations/implications The data for this study was collected through self-reported questionnaires at one point of time. The implications for the policy makers are also discussed. Originality/value This study integrates job demand resource and social exchange theories in the healthcare sector to explain the nurses’ response to POS.

The Impact of Halal Endorsements on Purchase Intent of Non-Muslim Consumers

In multi-cultural environments, product endorsements addressing minority groups may not be appreciated by the majority of consumers. This renders such endorsements potentially controversial. We analyze a specific religious endorsement, namely the Muslim Halal endorsement, and use an experimental setting to gauge the reaction of Christian consumers to such an endorsement. The paper is theoretically anchored in the social psychology literature on in-groups and out-groups and provides empirical evidence on the affect of Halal endorsements on the purchase intent of Christian consumers. Our findings show that, with some products, Halal endorsements may lead to a decrease in purchase intent among non-Muslims. A brief discussion of the practical and theoretical implications and suggestions for future research avenues are provided.

THE IMPACT OF EMPLOYEE COMMITMENT ON EMPLOYEE SATISFACTION ROLE OF EMPLOYEE PERFORMANCE AS A MODERATING VARIABLE

Role of employee commitment is always been accepted as an active catalyst for improving organizational satisfaction. In this research employee satisfaction is taken as dependent variable and employee commitment is employed as independent variable, whereas employee performance is used as moderating variable. Sample for this study is selected from employees working in various private and public organizations of major cities of Lahore, Faisalabad and Karachi. Data is collected through close- ended questionnaire and statistically analyzed through SPSS by applying descriptive statistics and t-test, results revealed that the there is a moderate level of interdependence between these variables. So we will reject alternate hypothesis and accept null hypothesis.

Perceptions of Stakeholders on Islamic Banking in Pakistan

The aim of this study is to investigate the perceptions of various stakeholders about the objectives of Islamic banks and their priorities. The stakeholders included in this study are Muslim and non-Muslim respondents, customers, employees and managers of both Islamic and conventional banks. As regards methodology, data was collected through personally administrated questionnaire from 686 respondents of Lahore metropolitan. Response rate was 60.84%. There are five major Islamic banks operating in the country and the city. The study gives a brief view of the objectives of Islamic banks as perceived by the stakeholders of Islamic banks and traditional banks including both Muslim and nonMuslim communities. It adds to the existing body of knowledge on objectives of Islamic banks and highlights the understanding of Muslim and non-Muslim respondents, and conventional and Islamic banking stakeholders. Its findings may help the management of Islamic banks to restructure their policies and practices which might contribute in terms of socio-economic objectives and sustainable growth of economy and finance.

EMPLOYEE COMMITMENT VS EMPLOYEE PERFORMANCE EFFECTS OF EMPLOYEE SATISFACTION AS A MODERATING VARIABLE: A CORRELATIONAL STUDY FROM PAKISTAN

The intent of this study is to establish relationship between commitment and employee performance with employee satisfaction playing the role of moderating variable. Employee performance is taken as dependent variable measured with elements of employee attendance, financial strength and employee turnover, whereasemployee commitment is employed as independent variable. Quantitative research techniques are used on data collected through close ended questionnaire from 300 individuals belonging to different public and private organizations relating to human resource, IT, audit and accounting, finance, marketing, procurement and budgeting and technical departments. Data is analyzed through SPSS applying one-sample t-test. Results showed that employee performance can be increased by taking employees in decision making which in return increase employee commitment.

The Glass Ceiling Vs Employee Performance Impact on Employees’ Satisfaction Level in the Organization

Employee satisfaction and employee performance level always interlinked. But the glass ceiling also effect the employee performance level at organizations. Glass ceiling in any organization level always plays a very key role in improving the employee performance and to improve satisfaction level. The employee performance can be measured through a lot of ways e.g. employee turnover, employee contribution for organizational decisions, employee absenteeism etc. Employee satisfaction can be boosted through their better performance at organization like in assessment construction and their productivity level. On the bases of data which was collected from the two major cities of Pakistan (Lahore & Islamabad), it was acknowledged that employee satisfaction can be enhanced by keeping employees’ performance on an ideal position and that thing can be achieved if the employees have to face low level of glass ceiling in the organization.

Tracing the Impact of Consumer Animosity in In-groups towards Out-group focused Endorsements in Multicultural Environments

In multi-cultural environments, product endorsements addressing minority groups may not be appreciated by the majority of consumers. This renders such endorsements potentially controversial should there be animosity between the majority (in-group) and minority (out-group).

PRODUCT LIFE CYCLE STRATEGIES IN EMERGING MARKETS - A CASE STUDY FROM PAKISTAN

Product life cycle (PLC) is categorization of a product in various phases of its life cycle. Starting from its introduction, to growth, maturity, and eventually decline stage (Wood, 1990). This article investigates the key internal contributors for each stage of the PLC, their level of importance as well as the relevant strategies that should be used at each stage of PLC. For purpose of this research article, detailed interviews have been conducted with corporate managers of consumer goods companies in Pakistan (Billah, 2012). The findings of this study shall help managers to understand the reasons for performance or non performance of their products brands in the consumer market and will serve as a useful guideline on how to improve the success of their products and sustain growth in market for a longer period of time. From research end, this study shall open opportunities for scholars and academicians to conduct further research studies in this area. Summary statement of contribution: In Pakistan, till date no study has been conducted on product performance in various stages of PLC. This research presents a practical implementation of PLC concept in Pakistan and presents a guideline to business decision makers regarding which strategies to use at various stages of PLC.