Malik Ikramullah | COMSATS - Academia.edu (original) (raw)

Papers by Malik Ikramullah

Research paper thumbnail of Ratees' reactions to equal versus equitable performance outcomes: evidence from Pakistan and Japan

International Journal of Emerging Markets, Feb 3, 2023

Research paper thumbnail of Does Interpersonal Justice Negatively Predict Overall Performance Appraisal Fairness? A Pakistani Study

Performance Improvement Quarterly

Building on recent research in organizational justice, this study examined the impact of four fac... more Building on recent research in organizational justice, this study examined the impact of four factors of justice on perceived overall fairness of performance appraisal (PA) systems. The study used a survey questionnaire to collect data from 259 public servants in Pakistan. Based on fundamental ethical principles that employees desire public managers to be unbiased, we developed the hypotheses that were, subsequently, tested using variance-based structural equation modeling in SmartPLS 3.0. The results of the study revealed evidence that, in the context of PA systems, high interpersonal justice is indeed associated with decreased perceptions of overall fairness. The findings of the study provide guidance to public managers that distributive justice, procedural justice, and informational justice perceptions are more conducive for overall fairness perceptions in the PA system than interpersonal justice. Although the negative effect of interpersonal justice seems plausible, surprisingly...

Research paper thumbnail of Do managers’ negotiation styles make employees’ relational justice-emotional experiences links sporadic?

International Journal of Conflict Management

Purpose Being grounded in interdependence theory, this study aims to address the following resear... more Purpose Being grounded in interdependence theory, this study aims to address the following research question: Do managers’ negotiation styles (collaborative versus competitive) make employees’ relational justice-emotional experiences links sporadic? Design/methodology/approach Data elicited from N = 139 Pakistani undergraduate students participating in an online scenario-based experiment were used to employ repeated measures analysis and partial least square structural equation modeling techniques. Findings Results suggest that employees’ relational justice is likely to be higher when managers use a collaborative negotiation style than when they use competitive style in performance review meetings. Moreover, per managers’ different negotiation styles, employees’ relational justice perceptions may predict their positive emotions differently. That is, when managers use collaborative negotiation style, employees’ relational justice perceptions may positively predict their hope but not ...

Research paper thumbnail of Role of Rater’s Knowledge and Experience: Shaping Ratee’s Reactions under the Umbrella of Systems Theory in Performance Appraisals

sjesr

The paper aims to investigate the role of the rater, a key player in the performance appraisal sy... more The paper aims to investigate the role of the rater, a key player in the performance appraisal system (PAS), in determining the ratee’s self-efficacy. In this regard, the current study highlights the role of rater’s knowledge and experience in conducting just appraisals by making the performance appraisal processes and distribution of resources fairer. The study investigated different components of the PAS under the lens of systems theory and the upper echelon theory. The study used survey methods to collect data with the help of self-administered questionnaires from raters and ratees (252 in total) working in different organizations operating in various sectors of the economy. The collected data were analyzed using SmartPLS-4. The results revealed that the rater’s knowledge about the PAS do not predict the ratee’s self-efficacy. Nevertheless, the rater’s knowledge significantly predicted the ratee’s self-efficacy through procedural and distributive justice. Also, the rater’s experi...

Research paper thumbnail of The Role of Organization Culture in Predicting Organizational Effectiveness: A Case from Developing Countries

This study aims to extend cross-cultural research in examining the potential influence of organiz... more This study aims to extend cross-cultural research in examining the potential influence of organizational culture on organizational effectiveness in the context of higher education institutions of the province of Khyber Pakhtunkhwa, Pakistan. A non-experimental and cross sectional perceptual data was collected using survey questionnaire through the senior faculty members and administrators. Selection of the subjects was made on one of the most efficient probability sampling techniques namely disproportionate stratified random sampling. Further, the measurement instruments based on a competing values framework of renowned scholars in the field were adopted to tape both of the study variables. Grounded on collected data for direct effect of organizational culture on organizational effectiveness was empirically tested via multiple regression analysis. Overall, the resultant information of regression model revealed organizational culture as a significant predictor of organizational effectiveness. Moreover, out of four traits of organizational culture, two traits i.e., clan, adhocracy showed significant positive relationships to organizational effectiveness, while bureaucratic type of culture exhibited as inverse association and seemed in line of prior research. Contrarily, exception is noticed for market type of culture. Discussion of these findings followed by implications, limitations, direction for future research and conclusion are given subsequently in the article.

Research paper thumbnail of Purposes of Performance Appraisal System: A Perceptual Study of Civil Servants in District Dera Ismail Khan Pakistan

International Journal of Business and Management, 2012

Performance Appraisal System (PAS) in the civil service of Pakistan has been established to fulfi... more Performance Appraisal System (PAS) in the civil service of Pakistan has been established to fulfill various purposes. Previously, this aspect of PAS in the civil service has not been investigated. In this study we examine perceptions of the civil servants regarding various purposes of the PAS. Data was collected from the civil servants working in the two departments of far flung district Dera Ismail Khan, Khyber Pakhtunkhwa. The results show that appraisees have mixed responses regarding purposes of PAS. It implies that appraisees are not fully aware to all the purposes of PAS, with exception of a sole purpose i.e. support to promotion decisions. In the article we discuss the factors affecting appraisees' perceptions about purposes of the appraisal system. Subsequently, we proffer few recommendations for making the appraisal system purposeful in minds of appraisees. Finally, we give directions for future research in the PAS of civil service.

Research paper thumbnail of Effectof Leaders' Styles of Decision Making on Perceived Organizational Effectiveness: An Example from Pakistan

ijbssnet.com

This paper aims to examine the extent to which styles of decision making approaches in resource a... more This paper aims to examine the extent to which styles of decision making approaches in resource allocations influence the perceived organizational effectiveness. In this study we concentrated on all 24 higher education institutions in Khyber Pakhtunkhwa, ...

Research paper thumbnail of Fairness Perceptions of Performance Appraisal System: An Empirical Study of Civil Servants in District Dera Ismail Khan, Pakistan

This study was undertaken to explore appraisees'/ratees' fairness perceptions of performance appr... more This study was undertaken to explore appraisees'/ratees' fairness perceptions of performance appraisal system (PAS) in the civil service of Pakistan. Previously, this aspect of PAS in the civil service has never been investigated. We determined appraisees' fairness perceptions of PAS by applying four factor of organizational justice namely; procedural, distributive, interpersonal and informational. Data was collected from the civil servants working in two departments in far flung district Dera Ismail Khan, Khyber Pakhtunkhwa. The results show that appraisees' perceive the system fair as diagnosed by four factors of justice. Moreover, high interpersonal justice and distributive justice also revealed issues with the system. However, on few aspects of the system, appraisees' have mentioned their neutral responses. In the article we discuss literature on PAS and organizational justice along with methods. Subsequently, we proffer some recommendations. Finally, we give directions for future research in the PAS of civil service.

Research paper thumbnail of Performance Appraisal Fairness Perceptions in Supervisory and Non-Supervisory Employees: A Case of Civil Servants in District Dera Ismail Khan, Pakistan

ABSTRACT Research suggests that employees' role and level in organization in... more ABSTRACT Research suggests that employees' role and level in organization influence reactions towards performance appraisal system (PAS). The present study investigates fairness perceptions of PAS among supervisory (appraisers/appraisees) and non-...

Research paper thumbnail of Obliterating rating distortions: role of rater disposition and rating context

Management Decision

PurposeRecent performance appraisal (PA) literature suggests that alongside cognitive biases, rat... more PurposeRecent performance appraisal (PA) literature suggests that alongside cognitive biases, rating distortions may stem from rater disposition and PA context. The study investigated the role of social value orientation (rater disposition), PA purposes and rater accountability (PA context) toward rating distortions at both performance levels, i.e. good and poor.Design/methodology/approachThe authors designed an experimental study and elicited data from N = 110 undergraduate students about two video-taped performances of good and poor performers. In these videos, two managers conducted assessment interviews of two different employees for the job of a sales representative at an information technology organization. To ensure the validity of performance ratings, the authors invited 10 senior managers to provide benchmark ratings of the video-taped performances. While being placed in two separate groups, the study participants gave performance ratings on both the video-taped performance...

Research paper thumbnail of Getting Ratees to Accept Performance Feedback: A Relational Approach

Social Justice Research, 2021

This paper seeks to understand the association between ratees’ relational justice perceptions and... more This paper seeks to understand the association between ratees’ relational justice perceptions and their feedback acceptance, both directly and through leader–member exchange (LMX). The paper also examines the moderated mediation effect of supervisory trust. The paper presents the findings of two studies. Study 1 utilized two data sets collected through an online survey from 280 part-time students working full-time (Sample 1) and 292 working professionals (Sample 2) in Pakistan. Study 2 utilized data collected from N = 167 students recruited for a scenario-based experiment that manipulated whether a manager was fair or unfair. Results revealed that relational justice positively predicted feedback acceptance in Studies 1 and 2. LMX positively mediated the above-mentioned relationship in both studies. As expected, supervisory trust negatively moderated the relational justice–feedback acceptance relationship in Study 2. The present study contributes to performance management theory and ...

Research paper thumbnail of Organisational politics: a fulcrum in the organisational trust-affective commitment association

Research paper thumbnail of Workplace bullying and turnover intentions of nurses: the multi-theoretic perspective of underlying mechanisms in higher-order moderated-serial-mediation model

Journal of Health Organization and Management

PurposeThis study examines the relationship between workplace bullying (WPB) and the turnover int... more PurposeThis study examines the relationship between workplace bullying (WPB) and the turnover intentions (TIs) of nurses, both directly and indirectly, i.e. through serial mediation of psychological contract violation (PCV) and poor employee wellbeing (EWB). And that with the moderating effect of servant leadership (SL) on its final path to TIs of nurses.Design/methodology/approachA total of 285 nurses voluntarily participated in the survey through convenient sampling from 13 different district hospitals. The authors performed partial least squares structural equation modeling (PLS-SEM) to test the study's measurement and structural models.FindingsOverall, results indicated 62% prevalence rate of WPB and TIs of nurses had 67% variance explained by the exogenous factors. Workplace bullying was found to have direct as well as indirect relationship with TIs of nurses. For the latter, PCV and poor EWB were found to have partially mediated, both singly and serially. The moderating ef...

Research paper thumbnail of Linking Role Clarity and Organizational Commitment of Social Workers through Job Involvement and Job Satisfaction: A Test of Serial Multiple Mediation Model

Human Service Organizations: Management, Leadership & Governance

Research paper thumbnail of The mechanism behind informational fairness and project performance relationship: evidence from Pakistani construction organizations

International Journal of Productivity and Performance Management

PurposeThis study examines the relationship between employees' perceptions of informational f... more PurposeThis study examines the relationship between employees' perceptions of informational fairness and project performance. Furthermore, it examines if this relationship is sequentially mediated by (1) knowledge sharing and role clarity and (2) communication openness and role clarity.Design/methodology/approachData are collected from 302 full-time employees of seven project-based construction organizations in Pakistan. Data are analyzed through variance-based structural equation modeling technique and the Preacher and Hayes' bootstrapping procedure.FindingsResults indicate that project employees' perceptions of informational fairness positively predict project performance. Moreover, this relationship is sequentially mediated by (1) communication openness and role clarity and (2) knowledge sharing and role clarity.Originality/valueThis study provides further insights on the informational fairness and project performance relationship by examining their underlying mechani...

Research paper thumbnail of Organisational Structure and Project Success: The Mediating Role of Knowledge Sharing

Journal of Information & Knowledge Management

This paper looks at the relationship among elements of an organisational structure (i.e. formalis... more This paper looks at the relationship among elements of an organisational structure (i.e. formalisation, centralisation and integration) with project success, and examines whether the relationships are mediated by knowledge sharing. There is limited understanding with regard to how various elements of organisational structure relate to knowledge sharing and project success. Taking a contingency approach and grounding our argument in the resource-based view of the firm, we show that certain elements of organisational structures have positive implications for the project organisation. We draw on survey data from 220 respondents serving in (public and private) project-based telecom service provider firms in Pakistan. Our results show that formalisation and integration are conducive to project success, but centralisation is negatively related to project success. Knowledge sharing mediates the relationship between integration and project success for both the public and private telecom fir...

Research paper thumbnail of The mechanism behind employee agreeableness and group performance ratings: a Pakistani study

International Journal of Productivity and Performance Management

PurposeThis study seeks to examine the links between employee agreeableness, group performance, a... more PurposeThis study seeks to examine the links between employee agreeableness, group performance, and peers' perceptions of threat of retaliation, through relationship conflict.Design/methodology/approachIn a laboratory setting, 42 groups of undergraduate students (N = 182) from a Pakistani university were assigned to group projects to be completed within four months. Data collected from three different questionnaires at four different times and actual scores awarded by the course instructor to each group were used for the analyses. Based on rWG(J) and ICC(1), level 1 (182 students') data were aggregated to level 2 (groups), and then analysed using regression analysis followed by Preacher and Hayes' bootstrapping procedure.FindingsResults suggest that high agreeableness predicts group performance positively and peers' perceptions of threat of retaliation negatively. Moreover, relationship conflict among group members significantly mediates the agreeableness-group perfo...

Research paper thumbnail of Effectiveness of performance appraisal

Personnel Review, 2016

Purpose-The purpose of this paper is to develop a conceptual framework for the effectiveness of p... more Purpose-The purpose of this paper is to develop a conceptual framework for the effectiveness of performance appraisal (PA) systems by using a competing values approach. Design/methodology/approach-The review employs a three-step approach: first, the paper discusses the existing criteria to determine the effectiveness of PA systems, and presents criticisms of these criteria. Second, the paper reviews the literature on the competing values model of organizational effectiveness. Third, the paper integrates the PA system in the competing values model to develop a comprehensive framework for the effectiveness of PA systems. Findings-A practical model is developed, taking into account the processes and procedures involved in PA systems. Originality/value-The paper is designed to provide a guideline for managers to consider the effectiveness of a PA system. The paper suggests that assessing the effectiveness of a PA system on any single criterion ignores various important aspects of the system. Moreover, the effectiveness of a PA system should be based on the values and preferences of all major stakeholders of the system, i.e., appraisers, appraisees and the organization.

Research paper thumbnail of Exploring the Relationships Among Organizational Life Cycle Stages and Different Traits of Organizational Culture

This study set out to bridge the gap in the relevant literature by exploring the relationships am... more This study set out to bridge the gap in the relevant literature by exploring the relationships among organizational life cycle stages and different traits of organizational culture in the context of higher education institutions. For this purpose, perceptions were taken on both of the study variables from a total of 302 full-time senior faculty members and administrators. These employees were randomly chosen using one of the most efficient probability sampling designs i.e., disproportionate stratified. And, they were working in all 24 higher education institutions situated in Kyber Pakhtunkhwa province of Pakistan. Pearson correlation analysis when run on the collected date revealed that first stage of organization development substantially positive to bureaucratic culture trait. On contrary, last two stages of life cycle were highly positively associated with clan culture. Moreover, adhocracy and market types of cultures show low to moderate positive relationships to all organizati...

Research paper thumbnail of Occurrence of rating distortions and ratees’ fairness perceptions per raters’ mood and affect

Career Development International, 2016

Purpose The purpose of this paper is to investigate the occurrence of rating distortions under ra... more Purpose The purpose of this paper is to investigate the occurrence of rating distortions under raters’ different mood conditions and at different levels of interpersonal affect of raters towards ratees, and further its association with ratees’ perceptions of distributive and interpersonal fairness. Design/methodology/approach For the scenario-based experiment, the study recruited 110 undergraduate students as participants. Of them, 22 raters appraised the video-taped buyer-seller negotiation performance of 88 ratees. Repeated measures analysis was employed to analyse data. Findings Results revealed that under different mood conditions (pleasant and sad) and at different levels of interpersonal affect towards ratees (high and low), raters distorted ratings (inflated and deflated, respectively). These rating distortions shaped ratees fairness perceptions in such a way that ratees who received inflated ratings due to raters’ pleasant mood and high interpersonal affect perceived more di...

Research paper thumbnail of Ratees' reactions to equal versus equitable performance outcomes: evidence from Pakistan and Japan

International Journal of Emerging Markets, Feb 3, 2023

Research paper thumbnail of Does Interpersonal Justice Negatively Predict Overall Performance Appraisal Fairness? A Pakistani Study

Performance Improvement Quarterly

Building on recent research in organizational justice, this study examined the impact of four fac... more Building on recent research in organizational justice, this study examined the impact of four factors of justice on perceived overall fairness of performance appraisal (PA) systems. The study used a survey questionnaire to collect data from 259 public servants in Pakistan. Based on fundamental ethical principles that employees desire public managers to be unbiased, we developed the hypotheses that were, subsequently, tested using variance-based structural equation modeling in SmartPLS 3.0. The results of the study revealed evidence that, in the context of PA systems, high interpersonal justice is indeed associated with decreased perceptions of overall fairness. The findings of the study provide guidance to public managers that distributive justice, procedural justice, and informational justice perceptions are more conducive for overall fairness perceptions in the PA system than interpersonal justice. Although the negative effect of interpersonal justice seems plausible, surprisingly...

Research paper thumbnail of Do managers’ negotiation styles make employees’ relational justice-emotional experiences links sporadic?

International Journal of Conflict Management

Purpose Being grounded in interdependence theory, this study aims to address the following resear... more Purpose Being grounded in interdependence theory, this study aims to address the following research question: Do managers’ negotiation styles (collaborative versus competitive) make employees’ relational justice-emotional experiences links sporadic? Design/methodology/approach Data elicited from N = 139 Pakistani undergraduate students participating in an online scenario-based experiment were used to employ repeated measures analysis and partial least square structural equation modeling techniques. Findings Results suggest that employees’ relational justice is likely to be higher when managers use a collaborative negotiation style than when they use competitive style in performance review meetings. Moreover, per managers’ different negotiation styles, employees’ relational justice perceptions may predict their positive emotions differently. That is, when managers use collaborative negotiation style, employees’ relational justice perceptions may positively predict their hope but not ...

Research paper thumbnail of Role of Rater’s Knowledge and Experience: Shaping Ratee’s Reactions under the Umbrella of Systems Theory in Performance Appraisals

sjesr

The paper aims to investigate the role of the rater, a key player in the performance appraisal sy... more The paper aims to investigate the role of the rater, a key player in the performance appraisal system (PAS), in determining the ratee’s self-efficacy. In this regard, the current study highlights the role of rater’s knowledge and experience in conducting just appraisals by making the performance appraisal processes and distribution of resources fairer. The study investigated different components of the PAS under the lens of systems theory and the upper echelon theory. The study used survey methods to collect data with the help of self-administered questionnaires from raters and ratees (252 in total) working in different organizations operating in various sectors of the economy. The collected data were analyzed using SmartPLS-4. The results revealed that the rater’s knowledge about the PAS do not predict the ratee’s self-efficacy. Nevertheless, the rater’s knowledge significantly predicted the ratee’s self-efficacy through procedural and distributive justice. Also, the rater’s experi...

Research paper thumbnail of The Role of Organization Culture in Predicting Organizational Effectiveness: A Case from Developing Countries

This study aims to extend cross-cultural research in examining the potential influence of organiz... more This study aims to extend cross-cultural research in examining the potential influence of organizational culture on organizational effectiveness in the context of higher education institutions of the province of Khyber Pakhtunkhwa, Pakistan. A non-experimental and cross sectional perceptual data was collected using survey questionnaire through the senior faculty members and administrators. Selection of the subjects was made on one of the most efficient probability sampling techniques namely disproportionate stratified random sampling. Further, the measurement instruments based on a competing values framework of renowned scholars in the field were adopted to tape both of the study variables. Grounded on collected data for direct effect of organizational culture on organizational effectiveness was empirically tested via multiple regression analysis. Overall, the resultant information of regression model revealed organizational culture as a significant predictor of organizational effectiveness. Moreover, out of four traits of organizational culture, two traits i.e., clan, adhocracy showed significant positive relationships to organizational effectiveness, while bureaucratic type of culture exhibited as inverse association and seemed in line of prior research. Contrarily, exception is noticed for market type of culture. Discussion of these findings followed by implications, limitations, direction for future research and conclusion are given subsequently in the article.

Research paper thumbnail of Purposes of Performance Appraisal System: A Perceptual Study of Civil Servants in District Dera Ismail Khan Pakistan

International Journal of Business and Management, 2012

Performance Appraisal System (PAS) in the civil service of Pakistan has been established to fulfi... more Performance Appraisal System (PAS) in the civil service of Pakistan has been established to fulfill various purposes. Previously, this aspect of PAS in the civil service has not been investigated. In this study we examine perceptions of the civil servants regarding various purposes of the PAS. Data was collected from the civil servants working in the two departments of far flung district Dera Ismail Khan, Khyber Pakhtunkhwa. The results show that appraisees have mixed responses regarding purposes of PAS. It implies that appraisees are not fully aware to all the purposes of PAS, with exception of a sole purpose i.e. support to promotion decisions. In the article we discuss the factors affecting appraisees' perceptions about purposes of the appraisal system. Subsequently, we proffer few recommendations for making the appraisal system purposeful in minds of appraisees. Finally, we give directions for future research in the PAS of civil service.

Research paper thumbnail of Effectof Leaders' Styles of Decision Making on Perceived Organizational Effectiveness: An Example from Pakistan

ijbssnet.com

This paper aims to examine the extent to which styles of decision making approaches in resource a... more This paper aims to examine the extent to which styles of decision making approaches in resource allocations influence the perceived organizational effectiveness. In this study we concentrated on all 24 higher education institutions in Khyber Pakhtunkhwa, ...

Research paper thumbnail of Fairness Perceptions of Performance Appraisal System: An Empirical Study of Civil Servants in District Dera Ismail Khan, Pakistan

This study was undertaken to explore appraisees'/ratees' fairness perceptions of performance appr... more This study was undertaken to explore appraisees'/ratees' fairness perceptions of performance appraisal system (PAS) in the civil service of Pakistan. Previously, this aspect of PAS in the civil service has never been investigated. We determined appraisees' fairness perceptions of PAS by applying four factor of organizational justice namely; procedural, distributive, interpersonal and informational. Data was collected from the civil servants working in two departments in far flung district Dera Ismail Khan, Khyber Pakhtunkhwa. The results show that appraisees' perceive the system fair as diagnosed by four factors of justice. Moreover, high interpersonal justice and distributive justice also revealed issues with the system. However, on few aspects of the system, appraisees' have mentioned their neutral responses. In the article we discuss literature on PAS and organizational justice along with methods. Subsequently, we proffer some recommendations. Finally, we give directions for future research in the PAS of civil service.

Research paper thumbnail of Performance Appraisal Fairness Perceptions in Supervisory and Non-Supervisory Employees: A Case of Civil Servants in District Dera Ismail Khan, Pakistan

ABSTRACT Research suggests that employees' role and level in organization in... more ABSTRACT Research suggests that employees' role and level in organization influence reactions towards performance appraisal system (PAS). The present study investigates fairness perceptions of PAS among supervisory (appraisers/appraisees) and non-...

Research paper thumbnail of Obliterating rating distortions: role of rater disposition and rating context

Management Decision

PurposeRecent performance appraisal (PA) literature suggests that alongside cognitive biases, rat... more PurposeRecent performance appraisal (PA) literature suggests that alongside cognitive biases, rating distortions may stem from rater disposition and PA context. The study investigated the role of social value orientation (rater disposition), PA purposes and rater accountability (PA context) toward rating distortions at both performance levels, i.e. good and poor.Design/methodology/approachThe authors designed an experimental study and elicited data from N = 110 undergraduate students about two video-taped performances of good and poor performers. In these videos, two managers conducted assessment interviews of two different employees for the job of a sales representative at an information technology organization. To ensure the validity of performance ratings, the authors invited 10 senior managers to provide benchmark ratings of the video-taped performances. While being placed in two separate groups, the study participants gave performance ratings on both the video-taped performance...

Research paper thumbnail of Getting Ratees to Accept Performance Feedback: A Relational Approach

Social Justice Research, 2021

This paper seeks to understand the association between ratees’ relational justice perceptions and... more This paper seeks to understand the association between ratees’ relational justice perceptions and their feedback acceptance, both directly and through leader–member exchange (LMX). The paper also examines the moderated mediation effect of supervisory trust. The paper presents the findings of two studies. Study 1 utilized two data sets collected through an online survey from 280 part-time students working full-time (Sample 1) and 292 working professionals (Sample 2) in Pakistan. Study 2 utilized data collected from N = 167 students recruited for a scenario-based experiment that manipulated whether a manager was fair or unfair. Results revealed that relational justice positively predicted feedback acceptance in Studies 1 and 2. LMX positively mediated the above-mentioned relationship in both studies. As expected, supervisory trust negatively moderated the relational justice–feedback acceptance relationship in Study 2. The present study contributes to performance management theory and ...

Research paper thumbnail of Organisational politics: a fulcrum in the organisational trust-affective commitment association

Research paper thumbnail of Workplace bullying and turnover intentions of nurses: the multi-theoretic perspective of underlying mechanisms in higher-order moderated-serial-mediation model

Journal of Health Organization and Management

PurposeThis study examines the relationship between workplace bullying (WPB) and the turnover int... more PurposeThis study examines the relationship between workplace bullying (WPB) and the turnover intentions (TIs) of nurses, both directly and indirectly, i.e. through serial mediation of psychological contract violation (PCV) and poor employee wellbeing (EWB). And that with the moderating effect of servant leadership (SL) on its final path to TIs of nurses.Design/methodology/approachA total of 285 nurses voluntarily participated in the survey through convenient sampling from 13 different district hospitals. The authors performed partial least squares structural equation modeling (PLS-SEM) to test the study's measurement and structural models.FindingsOverall, results indicated 62% prevalence rate of WPB and TIs of nurses had 67% variance explained by the exogenous factors. Workplace bullying was found to have direct as well as indirect relationship with TIs of nurses. For the latter, PCV and poor EWB were found to have partially mediated, both singly and serially. The moderating ef...

Research paper thumbnail of Linking Role Clarity and Organizational Commitment of Social Workers through Job Involvement and Job Satisfaction: A Test of Serial Multiple Mediation Model

Human Service Organizations: Management, Leadership & Governance

Research paper thumbnail of The mechanism behind informational fairness and project performance relationship: evidence from Pakistani construction organizations

International Journal of Productivity and Performance Management

PurposeThis study examines the relationship between employees' perceptions of informational f... more PurposeThis study examines the relationship between employees' perceptions of informational fairness and project performance. Furthermore, it examines if this relationship is sequentially mediated by (1) knowledge sharing and role clarity and (2) communication openness and role clarity.Design/methodology/approachData are collected from 302 full-time employees of seven project-based construction organizations in Pakistan. Data are analyzed through variance-based structural equation modeling technique and the Preacher and Hayes' bootstrapping procedure.FindingsResults indicate that project employees' perceptions of informational fairness positively predict project performance. Moreover, this relationship is sequentially mediated by (1) communication openness and role clarity and (2) knowledge sharing and role clarity.Originality/valueThis study provides further insights on the informational fairness and project performance relationship by examining their underlying mechani...

Research paper thumbnail of Organisational Structure and Project Success: The Mediating Role of Knowledge Sharing

Journal of Information & Knowledge Management

This paper looks at the relationship among elements of an organisational structure (i.e. formalis... more This paper looks at the relationship among elements of an organisational structure (i.e. formalisation, centralisation and integration) with project success, and examines whether the relationships are mediated by knowledge sharing. There is limited understanding with regard to how various elements of organisational structure relate to knowledge sharing and project success. Taking a contingency approach and grounding our argument in the resource-based view of the firm, we show that certain elements of organisational structures have positive implications for the project organisation. We draw on survey data from 220 respondents serving in (public and private) project-based telecom service provider firms in Pakistan. Our results show that formalisation and integration are conducive to project success, but centralisation is negatively related to project success. Knowledge sharing mediates the relationship between integration and project success for both the public and private telecom fir...

Research paper thumbnail of The mechanism behind employee agreeableness and group performance ratings: a Pakistani study

International Journal of Productivity and Performance Management

PurposeThis study seeks to examine the links between employee agreeableness, group performance, a... more PurposeThis study seeks to examine the links between employee agreeableness, group performance, and peers' perceptions of threat of retaliation, through relationship conflict.Design/methodology/approachIn a laboratory setting, 42 groups of undergraduate students (N = 182) from a Pakistani university were assigned to group projects to be completed within four months. Data collected from three different questionnaires at four different times and actual scores awarded by the course instructor to each group were used for the analyses. Based on rWG(J) and ICC(1), level 1 (182 students') data were aggregated to level 2 (groups), and then analysed using regression analysis followed by Preacher and Hayes' bootstrapping procedure.FindingsResults suggest that high agreeableness predicts group performance positively and peers' perceptions of threat of retaliation negatively. Moreover, relationship conflict among group members significantly mediates the agreeableness-group perfo...

Research paper thumbnail of Effectiveness of performance appraisal

Personnel Review, 2016

Purpose-The purpose of this paper is to develop a conceptual framework for the effectiveness of p... more Purpose-The purpose of this paper is to develop a conceptual framework for the effectiveness of performance appraisal (PA) systems by using a competing values approach. Design/methodology/approach-The review employs a three-step approach: first, the paper discusses the existing criteria to determine the effectiveness of PA systems, and presents criticisms of these criteria. Second, the paper reviews the literature on the competing values model of organizational effectiveness. Third, the paper integrates the PA system in the competing values model to develop a comprehensive framework for the effectiveness of PA systems. Findings-A practical model is developed, taking into account the processes and procedures involved in PA systems. Originality/value-The paper is designed to provide a guideline for managers to consider the effectiveness of a PA system. The paper suggests that assessing the effectiveness of a PA system on any single criterion ignores various important aspects of the system. Moreover, the effectiveness of a PA system should be based on the values and preferences of all major stakeholders of the system, i.e., appraisers, appraisees and the organization.

Research paper thumbnail of Exploring the Relationships Among Organizational Life Cycle Stages and Different Traits of Organizational Culture

This study set out to bridge the gap in the relevant literature by exploring the relationships am... more This study set out to bridge the gap in the relevant literature by exploring the relationships among organizational life cycle stages and different traits of organizational culture in the context of higher education institutions. For this purpose, perceptions were taken on both of the study variables from a total of 302 full-time senior faculty members and administrators. These employees were randomly chosen using one of the most efficient probability sampling designs i.e., disproportionate stratified. And, they were working in all 24 higher education institutions situated in Kyber Pakhtunkhwa province of Pakistan. Pearson correlation analysis when run on the collected date revealed that first stage of organization development substantially positive to bureaucratic culture trait. On contrary, last two stages of life cycle were highly positively associated with clan culture. Moreover, adhocracy and market types of cultures show low to moderate positive relationships to all organizati...

Research paper thumbnail of Occurrence of rating distortions and ratees’ fairness perceptions per raters’ mood and affect

Career Development International, 2016

Purpose The purpose of this paper is to investigate the occurrence of rating distortions under ra... more Purpose The purpose of this paper is to investigate the occurrence of rating distortions under raters’ different mood conditions and at different levels of interpersonal affect of raters towards ratees, and further its association with ratees’ perceptions of distributive and interpersonal fairness. Design/methodology/approach For the scenario-based experiment, the study recruited 110 undergraduate students as participants. Of them, 22 raters appraised the video-taped buyer-seller negotiation performance of 88 ratees. Repeated measures analysis was employed to analyse data. Findings Results revealed that under different mood conditions (pleasant and sad) and at different levels of interpersonal affect towards ratees (high and low), raters distorted ratings (inflated and deflated, respectively). These rating distortions shaped ratees fairness perceptions in such a way that ratees who received inflated ratings due to raters’ pleasant mood and high interpersonal affect perceived more di...