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

Threshold Effects of Economic Policy Uncertainty on Corporate Investment

Muhammad Shafiq Khan — 2024-12-06

Existing literature vigorously underlines the negative impact of economic policy uncertainty (EPU) on corporate investment. However, earlier empirical studies mostly examined this relationship using linear econometric models. Current study aims to revisit this relationship employing a non-linear Threshold Auto Regressive (TAR) model of Hansen (1999). The study incorporates data from 25 countries ranging 2008 to 2021 comprising 10020 firm-level observations. The study's findings emphasize the nonlinear relationship between the EPU and corporate investment. The results also find out two EPU thresholds in the regression relationship. Beyond the thresholds firms’ investments behaviors significantly change. The robustness checks also confirm that our results remain consistent even upon utilizing two step system GMM model. The findings hold important implications for policymakers and businesses, emphasizing the need of robust economic policies for corporate investment.

From Ratings to Results: How Feedback Orientation Bridges Rater Behavior and Job Performance

Muhammad Aamir — 2024-12-06

This study investigates the effects of raters’ effective performance management behaviors on ratee job performance, with feedback orientation mediating this relationship. Grounded in social exchange theory, this dyadic study collected data from 301 rater-ratee dyads in the telecom sector Islamabad using a purposive sample and time-lag design. Self-administered questionnaires were used to gather data from both raters and ratees at two separate time points (Time 1 and Time 2). The data were analyzed using MPlus software, revealing that effective rater performance management behaviors positively impact ratee job performance. Feedback orientation emerged as significant mediators highlighting the importance of feedback processes in enhancing ratee performance. This study contributes to the existing literature by elucidating the complex dynamics of rater performance management behaviors, and feedback processes, providing valuable insights for organizations seeking to develop targeted interventions and improve ratee
performance. The findings suggest that organizations should prioritize training rater to effectively manage performance and foster open feedback cultures.

Strategies for Enhancing the Use of Bloom’s Taxonomy in Curriculum Management in Khyber Pakhtunkhwa, Pakistan

Fahmida Bibi — 2024-12-10

The use and applicability of Bloom's Taxonomy in the administration of science curricula in Pakistan's Khyber Pakhtunkhwa is examined in this review. Bloom's Taxonomy has been widely used in educational settings around the world. It divides cognitive learning objectives into six levels: Remember, Understand, Apply, Analyze, Evaluate, and Create. This study explores its incorporation into secondary science teaching in KP, evaluating its efficacy, difficulties, and potential to improve scientific learning results for students. The review offers insights into how well Bloom's Taxonomy aligns with the changing educational demands of Khyber Pakhtunkhwa by highlighting empirical studies, curriculum frameworks, and the experiences of educators in the area.

Impact of Psychomotor Domain in Enhancing Science Learning in Khyber Pakhtunkhwa, Pakistan: A Review

Sana Ullah — 2024-12-10

Learning can be divided into three categories: emotional (attitudes), psychomotor (skills), and cognitive (knowledge). The Taxonomy of Learning Domains, developed in 1956 by a team of academics under the direction of Benjamin Bloom, provides the clearest explanation of this grouping. The learning domains were initially developed and described between 1956 and 1972. Psychomotor goals are specific to reflexes, interpretive motions, and body processes. It's interesting to note that although cognitive and affective taxonomies were described in 1956 and 1964, respectively, the psychomotor domain was not fully developed until the 1970s.

Socio Socio-Economic Impact of Wage Inequality on Employee’s Satisfaction

Dr Saima Asad — 2024-12-18

This study addressed the research gap in understanding the factors that contribute to wage inequality and their impact on employee satisfaction in the public and private sectors. The study's objectives included exploring factors contributing to wage inequality, examining the impact of socio-economic factors on job satisfaction, and proposing measures to reduce wage inequality and improve job satisfaction in both sectors. The study collected primary data through questionnaire method from the public and private sectors of twin cities to estimate the direct effect of independent variables on employee satisfaction. The stratified sampling technique was used for the comparison of employees who are more satisfied either in the private or public sector. The study also used a binary logistic
model to examine the null hypothesis, which stated that there was a significant gap in employee fulfillment among private or public sectors and that there was a significant difference in socio-economic factors of employees in both sectors. The analysis included 407 cases. The frequency of private institution employees was 186 while public institution employees was 221. It is believed that the study's
findings will contribute to the current conversation about pay disparities and provide organizations and decision-makers with practical advice for raising satisfaction with work and decreasing wage inequality.

The Impact of Workplace Inequality on Employee Performance: Moderating Role of Work Social Support and Workplace Resilience in Mitigating the Effect of Perceived Discrimination

Sana Mukhtar — 2024-12-02

This paper aims to examine how workplace inequality effect employee performance of Academia of South Punjab, Pakistan; exploring the mediation role of perceived discrimination and moderating role of work social support and workplace resilience. The targeted population for this research comprised the 470 employees (faculty) in the academia of South Punjab in Pakistan. These participants included a diverse range of faculty members from numerous academic fields, offering a complete view of the impact of workplace inequality in the academic sector. As per the research, workplace inequality effects the employee performance. Workplace inequality is a serious and pervasive issue, affecting both employee productivity and ability to design job responsibilities. This study delves into intricate dynamics of workplace inequality, and analyzes the impact of workplace inequality on employee performance by examining the moderating role of work social support and resilience. The negative impacts of inequality are exacerbated by perceived discrimination, which causes disengagement and reduces desire for proactive efforts such as employee performance. Moreover, the study also examines how the impact of work social support and resilience can influence results. Receiving emotional and practical help from colleagues and supervisors at work, known as workplace social support, can decrease the negative effects of inequality and discrimination by lowering stress levels and fostering a more inclusive atmosphere. Resilience, as a characteristic of individuals, helps
employees to recover from obstacles, reducing the impact of stress and encouraging a proactive approach to adapting work duties in challenging circumstances. This research highlights the importance of addressing workplace inequity and establishing supportive work atmosphere in order to enhance both employee performance and their efficiency

Employer Branding Practices and Employee Retention: Role of Person-Organization Fit as a Mediator

Mezhar Hussain — 2024-12-21

The objective of this study is to examine the relationship between employer branding and employee retention, with a particular emphasis on the mediation role of person-organization fit in the healthcare sector of Pakistan. The aim is to substantiate the research findings by employing social identity theory as a foundational framework to unfold the existing theoretical gaps. A survey approach
was implemented, which involved the administration of structured questionnaires to 468 nurses in the hospitals of Islamabad and Rawalpindi. The results indicate that employee retention is positively impacted by employer branding, with person- organization fit functioning as a mediating factor in this relationship. Organizations that implement effective employer branding strategies are more
likely to retain their employees, as evidenced by the existence of person- organization fit. According to author's knowledge there is a relatively small body of research that examines the proposed relationship within the Pakistani healthcare sector, with the person-organization fit serving as a mediator. The research will be instrumental in the development of strategies to enhance staff retention in the healthcare sector, which will be beneficial for healthcare practitioners