Muhammad Umer Azeem

When is an Islamic work ethic more likely to spur helping behavior? The roles of despotic leadership and gender

Purpose The purpose of this paper is to investigate how employees’ Islamic work ethic might enhance their propensity to help their coworkers on a voluntary basis, as well as how this relationship might be invigorated by despotic leadership. It also considers how the invigorating role of despotic leadership might depend on employees’ gender. Design/methodology/approach Survey data were collected from employees and their supervisors in Pakistani organizations. Findings Islamic work values relate positively to helping behaviors, and this relationship is stronger when employees experience despotic leadership, because their values motivate them to protect their colleagues against the hardships created by such leadership. This triggering role of despotic leadership is particularly strong among female employees. Practical implications For organizations, the results demonstrate that Islamic work values may be important for creating a culture that promotes collegiality, to a greater extent when employees believe that their leaders act as despots who exploit their followers for personal gain. Originality/value This study elaborates how employees’ Islamic work ethic influences the likelihood that they help their coworkers, particularly in work contexts marked by stress-inducing leadership.

Self-efficacy to spur job performance: Roles of job-related anxiety and perceived workplace incivility

With a foundation in conservation of resources theory, the purpose of this paper is to unpack the relationship between employees’ self-efficacy and job performance, investigating the mediating role of job-related anxiety and the moderating role of perceived workplace incivility.,Survey data were collected from employees and their supervisors in Pakistani organizations.,An important reason that employees’ self-efficacy enhances their job performance is that they experience less anxiety while undertaking their daily job tasks. This mediating role of job-related anxiety is particularly salient to the extent that employees believe that they are the victims of uncivil behaviors.,Organizations should note that the anxiety-mitigating effect of self-efficacy is particularly strong for generating adequate performance to the extent that rude and discourteous behaviors cannot be completely avoided in the workplace.,This study establishes a more complete understanding of the benefits of employees’ self-efficacy by revealing how reduced worries about their organizational functioning represent critical mechanisms that connect this personal resource to higher job performance, as well as by showing how employees’ perceptions of workplace incivility invigorate this process.

Despotic Leadership and job Outcome: Moderating Role of Islamic work Ethics

By using two wave study design, we examined the main effects of despotic leadership and Islamic work ethics (IWE) on job stress, supervisor rated job performance and turnover intention. We also exa...

Interpersonal Mistreatment to Interpersonal Deviance: Victim’s Reaction Against Instigator

Researchers have intensively examined the nature and consequences of mistreatment indicating that such acts have deleterious effects on the victims. However, relatively little has been focused on the reaction mechanism. Current study investigated the relationship between interpersonal mistreatment and interpersonal deviance by arguing that victims of interpersonal mistreatment are more likely to involve in deviance against the instigators. Participants included 200 employees from 19 different organizations of Pakistan. Results through structural equation modeling revealed that experience of interpersonal mistreatment potentially trigger victim’s deviant behavior against instigators. Additionally, partial mediation of job stress has also been proved in interpersonal mistreatment-interpersonal deviance relationship. Findings are discussed in terms of their theoretical and workplace implications.