Administrative and Management Sciences Journal

The The Moderating Role of Education in Determining Affective Form of Organizational Commitment in an Emerging Economy

Feryal Khan — 2024-08-31

Employee’s organizational commitment has garnered considerable recognition in both academic and managerial fraternity due to its empirical significant correlation with favorable organizational results. This research examines the influence of four significant organizational factors, including rewards, training, communication and teamwork on employee’s affective form of commitment in the banking industry of Lahore, Pakistan. Additionally, it explores the moderating role of educational levels in the association amongst affective form of commitment and organizational variables, proposing that this association is highly significant for workers with higher levels of education in comparison to workers with lower levels. 200 employees presently working in the banking industry of Pakistan were examined using convenience sampling method and regression examination was performed. Findings suggested that all four organizational variables had a significant and favorable association with affective form of commitment. For levels of education as a moderating variable, the results provided support for the hypothesized interaction between affective commitment and organizational variables, besides teamwork. The study concluded that workers with high education degrees exhibit greater responsiveness to positive organizational initiatives, as evidenced by differences in affective commitment among various education groups. The results suggest that organizations must recognize the significance of these four factors in creating a conducive work environment for their employees, thereby fostering their complete commitment for achieving organizational success. Consequently, it suggests that practitioners should tailor strategies to cultivate a strongly dedicated labor pool, considering distinctive characteristics.

Olive Culture Promotion and Financial Sustainability: A Study of University College Zhob, BUITEMS

Abdul Salam Lodhi — 2024-10-17

This study examines the impact of promoting olive culture on the economic empowerment and financial stability of University College Zhob, BUITEMS, and its broader benefits to Pakistan. The initiative aims to convert marginalized land into an olive cultivation venture, enhancing both the aesthetic and economic value of the institution. By fostering research and innovation in olive culture, the project has the potential to significantly reduce edible oil imports and generate foreign exchange. This study highlights how olive cultivation can contribute to the financial sustainability of an educational institution and support regional and national economic development. The study adopted narrative description of the nature of economic gains by following intrinsic case study approach. Starting from the production perspective and expectation to economic gains of olive orchard is optimum. The study findings are very much comprehensive in support of economic gains of the olive project at UCoZ territory in future by mixing agriculture techniques and advancement.

Raising Green Finance Allocation Through Robust Governance: Evidence from Pakistani Corporations

Arshad Javed — 2024-10-17

This study investigates the relationship between Corporate Governance (CG) and the distribution of green funding among Pakistani businesses. The study uses multiple regression analysis, correlation analysis, and descriptive statistics to evaluate the effects of Firm Size (FS), Profitability (PROF), Environmental Disclosure (ED), Board Independence (BI), Corporate Governance Scores (CGS),
and Board Size (BS) on green financing using data from 100 firms trading in the PSX by using convenience sampling of non-probability sampling techniques. The results show that the distribution of green funding is greatly improved by excellent corporate governance. Increased green money is positively correlated with larger and more independent boards, greater environmental disclosures, and higher governance rankings. Another important factor is firm size and profitability, with bigger and more successful businesses drawing more green funding. Sectoral discrepancies are evident in the fact that some industries have limited access to green funding, notwithstanding these favourable links. The findings emphasize how crucial business attributes and governance procedures are to encourage sustainable investment. The study’s conclusion—which offers important information to Pakistani officials and business executives—is that strong CG and transparency are necessary to get Green Finance (GF). Subsequent investigations
ought to go deeper into legislative structures and industry-specific obstacles to augment the distribution of green funds.

Remote Work and Job Satisfaction: A Case Study of IT Professionals

Usama Saleem — 2024-10-17

This study aims to assess the impact of remote work on employee performance, focusing on various parameters such as company provided autonomy, supportive organizational culture for working from home, communication, and self-discipline. Rapid technological changes necessitate that organizations foster a culture promoting new sustainable development strategies amid global competition. The primary purpose of this study is to examine the role of remote work in the job performance of employees in the IT industry. To achieve this, a quantitative study was conducted using a systematic questionnaire distributed to employees working in the IT industry in Pakistan via a web-based data collection system using Google Forms. A sample of 238 respondents was collected and used for data analysis from employees working in IT organizations in major cities of Pakistan. The acquired data was used to perform descriptive and statistical analysis in SPSS software. The results revealed that remote work positively influences job performance. The study also discusses theoretical and practical implications and future recommendations in the context of Pakistan.

Exploring the Relationships between Job Stress, Work-Life Balance, Employee Creativity, and their impact on Turnover Intention

Waqas Zaigham — 2024-11-02

The purpose of this study is to investigate the connection between employee creativity, work-life balance, job stress, and intention to leave. This study offered a thorough analysis of the body of research on the subject, looking at how these variables affect employees' intentions to leave their jobs. Additionally, the research addressed the consequences for organizations and offer management strategies for these aspects in order to decrease intention to leave and increase employee retention. Stress among bank workers seems to be a serious problem that affects how well the banking system operates. 384 personnel in the private banking industry provided information via questionnaires. The information was based on work-life balance, employee creativity, job stress, and intention to leave. With SMART-PLS 4.0, structural equation modelling was carried out. The current study offered a new viewpoint for financial institutions that want to manage worklife balance issues, that raise employee happiness, and lower the intention of employees to leave by focusing on stress management at work, and encouraging employee creativity at work. Through scheduled training sessions, organizations may enhance the communication channels and competencies of their middle management and employees as well.

How and When Perception of Organizational Politics Triggers Workplace Deviance: A Moderated-Mediation Model of Authentic Leadership and Organizational Cynicism

Faqir Sajjad Ul Hassan — 2024-11-20

This article explores the effect of perceived organizational politics on workplace deviance under the theoretical rationale of social exchanges and the job demand resource model. In addition, it investigates the mediating role of organizational cynicism and the moderating role of authentic leadership in this process. This moderated-mediation model of the study was tested using PLS-SEM technique on data of employees of six different public sector universities situated in the southern region of Khyber Pakhtunkhwa, Pakistan. Results found that perceived organizational politics is directly and positively related to workplace deviance. We found partial support of the mediation of organizational cynicism between the direct perceived organizational politics-workplace deviance relationship. We further revealed that these direct and indirect relationships are not constant but vanish where employees work under a highly authentic leadership climate and vice versa. In this way, this study broadens the research on the perceived organizational
politics-workplace deviance relationship by introducing a novel mediator of organizational cynicism. This study further contributes to the literature by exploring authentic leadership as the bounder condition for both direct and indirect relationships. Theoretical and managerial implications are discussed