Bilqees Ghani - Academia.edu (original) (raw)
Papers by Bilqees Ghani
International Journal of Human Resource Management, Dec 26, 2023
Current Psychology, Aug 24, 2023
Asian Journal of Business Ethics, Dec 10, 2023
A considerable amount of studies showed a positive approach towards HR practices and organization... more A considerable amount of studies showed a positive approach towards HR practices and organizational effectiveness, but the research regarding the importance of the association between HR practices and organizational citizenship behavior remains scarce. This study, therefore, aimed to examine the relationship between selected HR practices including recruitment & selection, training & development, and compensation & benefit and organizational citizenship behavior. A quantitative method was employed to collect the data in which 251 employees were being participated through the snowball sampling technique with all aspects. Data were analyzed using the statistical software package SPSS 20. The results found a positive relationship between HR practices and organizational citizenship behavior. Moreover, training and development have the greatest deal of streamlines to improve organizational citizenship behavior.
Behaviour & Information Technology
This study was consists on narrative or story telling approach in the career management practices... more This study was consists on narrative or story telling approach in the career management practices, in this way role of proactivity has considered a vigorous strength in relation to foster employee career tracks. Proactivity refers self-commenced, and preemptive act intended to change either state of affairs or one self. The purpose of this paper is to explore employee proactive behaviors toward their career management practices, in this regards researcher elaborated a proactivity model through with its four core mainstays (self-awareness, resourcefulness, moral sense, and independent motive). The methodology was qualitative and mindful as it was spotlighted on HR professional’s discernments of their career experiences. Data was collected through face to face and group interviews by addressing 15 sample size of elements including (HR directors/senior managers and line managers) across 6 firms both nationals and multinationals. The research findings of the study enlightened the notion...
Frontiers in Psychology
The study intends to investigate the relationship between work stress and job insecurity, as well... more The study intends to investigate the relationship between work stress and job insecurity, as well as technological changes and job insecurity, with job satisfaction acting as a mediator. The study was conducted among Pakistani retail industry employees using survey questionnaires distributed online and in stores. The sample was composed of 262 retail workers from the FMCG and shopping mall industries. The responses were screened using the statistical software tool SPSS, and hypotheses were examined through SMART-PLS. The findings show that work stress has a strong relationship with job insecurity; additionally, the relationship appears to be statistically significant (β = 55.7%, p < 0.05), indicating that there is an increased level of job insecurity if work stress is increased. However, technological advancements showed less influence on job insecurity and had statistically insignificant results (β = 5.9%, p > 0.05). This demonstrates that many technological changes cause hig...
Frontiers in Psychology
The fourth industrial revolution will be ushered in by future high technology, and as a result, t... more The fourth industrial revolution will be ushered in by future high technology, and as a result, the world will face new difficulties relating to people, the environment, and profitability. Accordingly, the competitive edge and long-term viability of businesses would depend on the knowledge workers who could overcome these excruciatingly difficult obstacles and have the knowledge and competency to influence the overall performance of any type of company. But managing knowledge workers falls under the purview of human resources, and only effective human resources tools, plans, and procedures can ensure the success of this task. One such tool, which has the capacity and capability to change the whole scenario in an organization's favor, is the human resource information system (HRIS). The purpose of this structured review is to provide insight into a field of HRM (i.e., HRIS) that has largely been neglected by other reviews of the literature and has only been briefly discussed by a...
Purpose: Employee voice has been a significant concept under the field of organizational behaviou... more Purpose: Employee voice has been a significant concept under the field of organizational behaviour. However, its concept is largely fragmented particularly at the individual level and organizational level, therefore, it causes a lack of integrative framework and theories. For developing an integrative framework, this study intends to review and synthesize the employee voice literature. Design/methodology/approach: An integrated review is done specifically in the discipline of organizational behavior. For the final review, 45 studies were identified and included. Findings: Based on the Social Exchange Theory, the findings from the study suggest the factors at two levels (individual and organizational) that can help influence employees to promote their voice. To conclude, the proposed integrative framework will help OB researchers to enhance their understanding of the employee role in influencing organizational decisions. Practical Implications: The results of the study shows that the...
Sustainability, 2022
Despite the issues that the hospitality industry encounters in retaining talented employees, litt... more Despite the issues that the hospitality industry encounters in retaining talented employees, little attention has been paid to the development of retention strategies, resulting in poor organizational performance and sustainable growth. The current study, therefore, aims to review and discuss the employee retention strategies in the hospitality industry in order to keep talented employees for a longer period of time. The study is based on past literature and peer-reviewed articles published between 2010 and 2020. The databases Web Knowledge, Emerald, Google Scholar, and Science Direct were used to find the relevant papers using the key words such as “Hospitality Industry”, “employee retention”, “employee turnover”, and “employees”. The findings of this study suggest that employee retention is contingent on employee satisfaction, which is comprised of four factors: sustainable positive work environment; sustainable growth opportunities; sustainable & effective communication; and sust...
A considerable amount of studies showed a positive approach towards HR practices and organization... more A considerable amount of studies showed a positive approach towards HR practices and organizational effectiveness, but the research regarding the importance of the association between HR practices and organizational citizenship behavior remains scarce. This study, therefore, aimed to examine the relationship between selected HR practices including recruitment & selection, training & development, and compensation & benefit and organizational citizenship behavior. A quantitative method was employed to collect the data in which 251 employees were being participated through the snowball sampling technique with all aspects. Data were analyzed using the statistical software package SPSS 20. The results found a positive relationship between HR practices and organizational citizenship behavior. Moreover, training and development have the greatest deal of streamlines to improve organizational citizenship behavior.
Lean quality strategy (LQS) is a powerful and systematic approach widely recognized for improving... more Lean quality strategy (LQS) is a powerful and systematic approach widely recognized for improving the organizational processes and thus, increases organizational effectiveness. The debate has been centered that LQS is a key ingredient in operationalizing the organizational functions. Further, LQS has the ability to truly develop and encourage the high-performance culture necessary to embrace the organizational objectives. Regardless of the potential benefits of LQS organizations remain to overlook to have quality improvement in their functions. Organizations even persistently encountering difficulties to meet with the challenging competencies. One of the highlighted reasons is not incorporating the HR practices to the implementation of LQS. The study, therefore, aims to understand the impact of HR practices on the implementation of LQS. A qualitative method was employed to collect the data by conducting interviews with 12 participants from both functional and HR departments. Researc...
Frontiers in Psychology, 2021
The purpose of this article is to present a mechanism through which the deviant work behaviors of... more The purpose of this article is to present a mechanism through which the deviant work behaviors of employees can be dealt-with positively through corporate good deeds in the form of fulfilling social responsibilities. Based on the spirit of social identity theory and social exchange theory, the study explores the relationships of various deviant behaviors with corporate social responsibility (CSR) through the mediation mechanism of job satisfaction. Data were collected from 385 employees of 40 large manufacturing organizations involved in CSR activities operating in Pakistan. A self-report survey was conducted using a close-ended questionnaire. Data analysis was performed using SEM through Mplus 7. The results reveal that both internal and external CSR contribute to the reduced level of turnover intention, counterproductive work behaviors, and prohibitive voice behaviors. Job satisfaction fully mediates the relationship for internal CSR while partially mediates for external CSR. The ...
This is a conceptual study which would propose a new model exhibiting the relationship between pe... more This is a conceptual study which would propose a new model exhibiting the relationship between performance management system (PMS) and employee engagement through individual’s psychological perspective, using social exchange process. The article covers the broad spectrum activities of PMS and uses moderations for strengthening its relationship. Further, the impact of personality traits has been studied through big personality model, which paves the way to identify the traits as predictors of Employee Engagement. The study opens a new horizon for studying individual traits for getting them engaged. The study implies that even highly neurotic personalities have shown positive and performance oriented behavior while they got the sensation of organizational support and supervisor/leader care and concern. However, future researchers may test the same in different geographical location, demographic features, for instance, age race and gender etc in different cultural settings as individu...
South Asian Journal of Business Studies, 2021
Purpose The purpose of this study is to investigate and articulate the performance appraisal proc... more Purpose The purpose of this study is to investigate and articulate the performance appraisal process as a tool, used for the development of voice behavior through the fostering of trustworthiness and empowering culture in the organization. Design/methodology/approach Data has been collected through survey instruments, filled by employees and their coworkers. The study proposes and tests a new model based on the relationship between performance appraisal and voice behavior through the moderation-mediation mechanism. Data analysis has been performed using SEM through SMART PLS 3. Findings Results show that a strong and positive relationship exists between performance appraisal and voice behavior through the mediating variable of psychological empowerment. The moderators, empowering leadership and perceived fairness have played vital role in boosting psychological empowerment and strengthening the relationship with performance appraisal. Research limitations/implications The study pres...
Journal of Resources Development and Management, 2015
This study set out to examine the advance ethical practices in human resource management. The pur... more This study set out to examine the advance ethical practices in human resource management. The purpose of this study is to determine the prominence of HRM for a case organization regarding, how ethics and compliances striking it to perform HRM day to day operation more efficiently. This study explains why the extensive involvement of HR in corporate ethics programs is important to the perceived fairness, and thus the likely outcomes. Data collection was carried out through conducting interviews by approaching 12 HR participants. The research findings show that HRM and ethical practices are integrated part of a case organization and hold real prominence to lay down its own code of conduct and motivational ways to foster employees' better performance. It is concluded that HR management can influence ethics and fair treatment at work in numerous ways. Implications and few recommendations were also made on the basis of findings.
Original Research, 2021
The purpose of this article is to explore the impact of corporate social responsibility on employ... more The purpose of this article is to explore the impact of corporate social responsibility on employees' promotive voice behavior through the mediation-moderation mechanism within the framework of a developing country. This is an empirical study, administered through two self-reported questionnaires. Employees of 25 manufacturing units of Pakistan are the source of data collection for this research. Data analysis was performed using SEM through SMART PLS 3. The results show a positive role of CSR for the development of employees' promotive voice behavior through indirect mechanism. The employees get psychologically empowered through organizational trust developed as a result of corporate CSR activities. Further, the employees were found to be inclined more towards the activities of personal care, concern and safety (through organizational justice used as moderator) for the development and enhancement of psychological empowerment leading towards voice behavior. The findings of the study contribute to the literature on corporate social responsibility and provide practical implications. Further, the study persuades practitioners to practice new ways of conveying the feelings of care, concern and safety, which, in turn, increase employees' psychological empowerment.
International Journal of Human Resource Management, Dec 26, 2023
Current Psychology, Aug 24, 2023
Asian Journal of Business Ethics, Dec 10, 2023
A considerable amount of studies showed a positive approach towards HR practices and organization... more A considerable amount of studies showed a positive approach towards HR practices and organizational effectiveness, but the research regarding the importance of the association between HR practices and organizational citizenship behavior remains scarce. This study, therefore, aimed to examine the relationship between selected HR practices including recruitment & selection, training & development, and compensation & benefit and organizational citizenship behavior. A quantitative method was employed to collect the data in which 251 employees were being participated through the snowball sampling technique with all aspects. Data were analyzed using the statistical software package SPSS 20. The results found a positive relationship between HR practices and organizational citizenship behavior. Moreover, training and development have the greatest deal of streamlines to improve organizational citizenship behavior.
Behaviour & Information Technology
This study was consists on narrative or story telling approach in the career management practices... more This study was consists on narrative or story telling approach in the career management practices, in this way role of proactivity has considered a vigorous strength in relation to foster employee career tracks. Proactivity refers self-commenced, and preemptive act intended to change either state of affairs or one self. The purpose of this paper is to explore employee proactive behaviors toward their career management practices, in this regards researcher elaborated a proactivity model through with its four core mainstays (self-awareness, resourcefulness, moral sense, and independent motive). The methodology was qualitative and mindful as it was spotlighted on HR professional’s discernments of their career experiences. Data was collected through face to face and group interviews by addressing 15 sample size of elements including (HR directors/senior managers and line managers) across 6 firms both nationals and multinationals. The research findings of the study enlightened the notion...
Frontiers in Psychology
The study intends to investigate the relationship between work stress and job insecurity, as well... more The study intends to investigate the relationship between work stress and job insecurity, as well as technological changes and job insecurity, with job satisfaction acting as a mediator. The study was conducted among Pakistani retail industry employees using survey questionnaires distributed online and in stores. The sample was composed of 262 retail workers from the FMCG and shopping mall industries. The responses were screened using the statistical software tool SPSS, and hypotheses were examined through SMART-PLS. The findings show that work stress has a strong relationship with job insecurity; additionally, the relationship appears to be statistically significant (β = 55.7%, p < 0.05), indicating that there is an increased level of job insecurity if work stress is increased. However, technological advancements showed less influence on job insecurity and had statistically insignificant results (β = 5.9%, p > 0.05). This demonstrates that many technological changes cause hig...
Frontiers in Psychology
The fourth industrial revolution will be ushered in by future high technology, and as a result, t... more The fourth industrial revolution will be ushered in by future high technology, and as a result, the world will face new difficulties relating to people, the environment, and profitability. Accordingly, the competitive edge and long-term viability of businesses would depend on the knowledge workers who could overcome these excruciatingly difficult obstacles and have the knowledge and competency to influence the overall performance of any type of company. But managing knowledge workers falls under the purview of human resources, and only effective human resources tools, plans, and procedures can ensure the success of this task. One such tool, which has the capacity and capability to change the whole scenario in an organization's favor, is the human resource information system (HRIS). The purpose of this structured review is to provide insight into a field of HRM (i.e., HRIS) that has largely been neglected by other reviews of the literature and has only been briefly discussed by a...
Purpose: Employee voice has been a significant concept under the field of organizational behaviou... more Purpose: Employee voice has been a significant concept under the field of organizational behaviour. However, its concept is largely fragmented particularly at the individual level and organizational level, therefore, it causes a lack of integrative framework and theories. For developing an integrative framework, this study intends to review and synthesize the employee voice literature. Design/methodology/approach: An integrated review is done specifically in the discipline of organizational behavior. For the final review, 45 studies were identified and included. Findings: Based on the Social Exchange Theory, the findings from the study suggest the factors at two levels (individual and organizational) that can help influence employees to promote their voice. To conclude, the proposed integrative framework will help OB researchers to enhance their understanding of the employee role in influencing organizational decisions. Practical Implications: The results of the study shows that the...
Sustainability, 2022
Despite the issues that the hospitality industry encounters in retaining talented employees, litt... more Despite the issues that the hospitality industry encounters in retaining talented employees, little attention has been paid to the development of retention strategies, resulting in poor organizational performance and sustainable growth. The current study, therefore, aims to review and discuss the employee retention strategies in the hospitality industry in order to keep talented employees for a longer period of time. The study is based on past literature and peer-reviewed articles published between 2010 and 2020. The databases Web Knowledge, Emerald, Google Scholar, and Science Direct were used to find the relevant papers using the key words such as “Hospitality Industry”, “employee retention”, “employee turnover”, and “employees”. The findings of this study suggest that employee retention is contingent on employee satisfaction, which is comprised of four factors: sustainable positive work environment; sustainable growth opportunities; sustainable & effective communication; and sust...
A considerable amount of studies showed a positive approach towards HR practices and organization... more A considerable amount of studies showed a positive approach towards HR practices and organizational effectiveness, but the research regarding the importance of the association between HR practices and organizational citizenship behavior remains scarce. This study, therefore, aimed to examine the relationship between selected HR practices including recruitment & selection, training & development, and compensation & benefit and organizational citizenship behavior. A quantitative method was employed to collect the data in which 251 employees were being participated through the snowball sampling technique with all aspects. Data were analyzed using the statistical software package SPSS 20. The results found a positive relationship between HR practices and organizational citizenship behavior. Moreover, training and development have the greatest deal of streamlines to improve organizational citizenship behavior.
Lean quality strategy (LQS) is a powerful and systematic approach widely recognized for improving... more Lean quality strategy (LQS) is a powerful and systematic approach widely recognized for improving the organizational processes and thus, increases organizational effectiveness. The debate has been centered that LQS is a key ingredient in operationalizing the organizational functions. Further, LQS has the ability to truly develop and encourage the high-performance culture necessary to embrace the organizational objectives. Regardless of the potential benefits of LQS organizations remain to overlook to have quality improvement in their functions. Organizations even persistently encountering difficulties to meet with the challenging competencies. One of the highlighted reasons is not incorporating the HR practices to the implementation of LQS. The study, therefore, aims to understand the impact of HR practices on the implementation of LQS. A qualitative method was employed to collect the data by conducting interviews with 12 participants from both functional and HR departments. Researc...
Frontiers in Psychology, 2021
The purpose of this article is to present a mechanism through which the deviant work behaviors of... more The purpose of this article is to present a mechanism through which the deviant work behaviors of employees can be dealt-with positively through corporate good deeds in the form of fulfilling social responsibilities. Based on the spirit of social identity theory and social exchange theory, the study explores the relationships of various deviant behaviors with corporate social responsibility (CSR) through the mediation mechanism of job satisfaction. Data were collected from 385 employees of 40 large manufacturing organizations involved in CSR activities operating in Pakistan. A self-report survey was conducted using a close-ended questionnaire. Data analysis was performed using SEM through Mplus 7. The results reveal that both internal and external CSR contribute to the reduced level of turnover intention, counterproductive work behaviors, and prohibitive voice behaviors. Job satisfaction fully mediates the relationship for internal CSR while partially mediates for external CSR. The ...
This is a conceptual study which would propose a new model exhibiting the relationship between pe... more This is a conceptual study which would propose a new model exhibiting the relationship between performance management system (PMS) and employee engagement through individual’s psychological perspective, using social exchange process. The article covers the broad spectrum activities of PMS and uses moderations for strengthening its relationship. Further, the impact of personality traits has been studied through big personality model, which paves the way to identify the traits as predictors of Employee Engagement. The study opens a new horizon for studying individual traits for getting them engaged. The study implies that even highly neurotic personalities have shown positive and performance oriented behavior while they got the sensation of organizational support and supervisor/leader care and concern. However, future researchers may test the same in different geographical location, demographic features, for instance, age race and gender etc in different cultural settings as individu...
South Asian Journal of Business Studies, 2021
Purpose The purpose of this study is to investigate and articulate the performance appraisal proc... more Purpose The purpose of this study is to investigate and articulate the performance appraisal process as a tool, used for the development of voice behavior through the fostering of trustworthiness and empowering culture in the organization. Design/methodology/approach Data has been collected through survey instruments, filled by employees and their coworkers. The study proposes and tests a new model based on the relationship between performance appraisal and voice behavior through the moderation-mediation mechanism. Data analysis has been performed using SEM through SMART PLS 3. Findings Results show that a strong and positive relationship exists between performance appraisal and voice behavior through the mediating variable of psychological empowerment. The moderators, empowering leadership and perceived fairness have played vital role in boosting psychological empowerment and strengthening the relationship with performance appraisal. Research limitations/implications The study pres...
Journal of Resources Development and Management, 2015
This study set out to examine the advance ethical practices in human resource management. The pur... more This study set out to examine the advance ethical practices in human resource management. The purpose of this study is to determine the prominence of HRM for a case organization regarding, how ethics and compliances striking it to perform HRM day to day operation more efficiently. This study explains why the extensive involvement of HR in corporate ethics programs is important to the perceived fairness, and thus the likely outcomes. Data collection was carried out through conducting interviews by approaching 12 HR participants. The research findings show that HRM and ethical practices are integrated part of a case organization and hold real prominence to lay down its own code of conduct and motivational ways to foster employees' better performance. It is concluded that HR management can influence ethics and fair treatment at work in numerous ways. Implications and few recommendations were also made on the basis of findings.
Original Research, 2021
The purpose of this article is to explore the impact of corporate social responsibility on employ... more The purpose of this article is to explore the impact of corporate social responsibility on employees' promotive voice behavior through the mediation-moderation mechanism within the framework of a developing country. This is an empirical study, administered through two self-reported questionnaires. Employees of 25 manufacturing units of Pakistan are the source of data collection for this research. Data analysis was performed using SEM through SMART PLS 3. The results show a positive role of CSR for the development of employees' promotive voice behavior through indirect mechanism. The employees get psychologically empowered through organizational trust developed as a result of corporate CSR activities. Further, the employees were found to be inclined more towards the activities of personal care, concern and safety (through organizational justice used as moderator) for the development and enhancement of psychological empowerment leading towards voice behavior. The findings of the study contribute to the literature on corporate social responsibility and provide practical implications. Further, the study persuades practitioners to practice new ways of conveying the feelings of care, concern and safety, which, in turn, increase employees' psychological empowerment.