scholarly journals An Investigation of the correlation between Distributive Justice and Employee Performance considering the Mediating character of Career Incentives: A case study ofCall center industry of Pakistan

2021 ◽  
Vol 6 (1) ◽  
pp. 31-42
Author(s):  
Dr. Junaid Athar Khan ◽  
Ms. Sourat Mehr ◽  
Dr. Naseeb Ullah Shah ◽  
Muhammad Saleem Qazi
Keyword(s):  
Distributive Justice ◽  
Call Center ◽  
Employee Performance ◽  
Economic Benefits ◽  
Individual Characteristics ◽  
Hierarchical Regression ◽  
Future Research ◽  
Strong Positive Correlation ◽  
The Impact ◽  
Career Incentives

This paper is unique foe being among the few research studies that investigated the impact of distributive justice on employee’s performance considering the mediating aspect of economic benefits or career incentives. For this study, 120 call center employees were randomly selected as the participants of this study however, only 112 responses were assumed reliable and trustworthy for further investigation. For the selection of the participants 10 call centers were selected randomly that are operating in the twin – cities (RWP-ISB) of Pakistan. Various analysis including Hierarchical regression, descriptiveand correlation analysis were employed for the investigation of data and for hypothesis testing. Upon the evaluation of the overall findings of this study, A strong positive correlation is discovered between distributive justice and employee’s performance. Furthermore, a mediating role of economic benefits or career incentives have been discovered on the relationship between distributive justice and employee’s performance. For future research, it is suggested that the researchers should take into account both the organizational features and individual characteristics to get an insight to the the influence of career incentives over performance of employees in an organization. In this regard, an organization should implement a tremendously competitive and effective compensation plan and an attractive remuneration package and some additional employee’s incentivesprograms in proximity with the supreme procedures of distributive justice to accomplish long term and consistent sustainability to get desired level of performance.

The Relationship between Mentoring Functions and Employee Performance: Mediating Effects of Protégé Relational Self-Efficacy

2021 ◽  
Vol 2 (2) ◽  
pp. 187-204
Author(s):  
Muhammad Shoukat Malik ◽  
Muhammad Kashif Nawaz
Keyword(s):  
Self Efficacy ◽  
Employee Performance ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Future Research ◽  
Relational Self ◽  
Mentoring Functions ◽  
Conventional Banks ◽  
The Impact ◽  
The Relationship

Organizational scholars concurred that positive workplace relationships with others can helps employee to gain from these relationships but, they lack insights into how or why this occurs. Moreover, the relationship dynamics focus on what the relationships provide without considering the how these relationships initiated, builds and maintains. To line of this, the current study aims to find the impact of mentoring functions (career, psychosocial, role modeling) and employee performance (career success, organization citizenship behavior, and job performance) via mediating effect of relational self-efficacy. For this purpose, the data were gathered from 310 branch banking employees of Pakistani conventional banks. PLS-SEM was used for data analysis. The results indicate that there is direct relationship between mentoring functions and employee’s performance. Moreover, the finding also shows that employee relational self-efficacy mediates the relationship between mentoring functions and employee performance. Theoretical and practical implications are discussed along with suggestions for future research.

scholarly journals “Impact of Training on Employees Performance” (Evidence from Pharmaceutical Companies in Karachi, Pakistan)

2015 ◽  
Vol 6 (1) ◽  
pp. 49 ◽  
Author(s):  
Uzma Hafeez ◽  
Waqar Akbar
Keyword(s):  
Customer Service ◽  
New Technologies ◽  
Employee Performance ◽  
Interpersonal Relationship ◽  
Sampling Technique ◽  
Business Environment ◽  
Team Work ◽  
Future Research ◽  
Pharmaceutical Companies ◽  
The Impact

Employees are major assets of every organization. The accomplishment of the industry depends on its employee performance. Therefore, upper management knows the significance of expense in training for the advantage of improving employee performance and also places them to get the challenges of the today’s competitive business environment. This research also aims to see the “Impact of Training on Employee Performance in Pharmaceutical Industry in Karachi Pakistan”, in which Training consider as independent whereas dependent variable ‘Employee Performance‘ having its Performance areas i.e.; demonstrating team work, communication skill, customer service, interpersonal relationship and reduced absenteeism and its Developments areas i.e.; job-satisfaction, employee motivation, new technologies, efficiencies in process and innovation in strategies as its levers. The paper presents a concise summary of the literature on the value of training in improving the performance of the employees. Four pharmaceutical companies are selected. A survey of 356 employees via self administrated questionnaire with the help of random sampling technique is conducted with the response rate of 96%. Two sets of hypothesis are developed which relate directly to the research questions. SPSS 19 is used to perform reliability, descriptive, correlation and regression analysis. The analysis shows a positive significant relationship between them and the results reveal that the more the employee gets training, the more efficient their level of performance would be. The last section of the paper concludes along with recommendation to give guidelines for future research.

scholarly journals Impact of Training on Employees' Performance

2020 ◽  
Vol V (III) ◽  
pp. 120-128
Author(s):  
Muhammad Zia-ur-Rehman ◽  
Riaz Hussain Ansari ◽  
Himayat Ali
Keyword(s):  
Strong Correlation ◽  
Employee Performance ◽  
Strong Relationship ◽  
Levels Of Analysis ◽  
Future Research ◽  
Hr Practices ◽  
The Impact ◽  
Positive Effect

The aim of this paper is to examine the impact of training on employee performance. The study investigates the association and offers proposals for additional investigations. There is a need to check the HR Practices and also quantify the effect across employees' performance. Based on the studies conducted by previous researchers, the study shows similar results that training practices and employee performance have a strong correlation. Taking other aspects into account, it can be said in general that the research discoveries are shifted; however, context remains similar. A few studies have discovered a positive affiliation, some negative, and some no affiliation at all. It was found from the result of the study that training has a positive effect on employee performance. This study shows that there is a solid relationship between training and employee performance. Therefore our result matched with the above researcher. The research shows a strong relationship between training and employee performance. The paper concludes with direction for future research by putting in the various levels of analysis on investigating the effect of training on employee performance.

IMPACT OF LEADERSHIP STYLES ON EMPLOYEE PERFORMANCE: A MODERATING ROLE OF GENDER

2020 ◽  
Vol 5 (12) ◽  
pp. 27-52
Author(s):  
Omkar Dastane
Keyword(s):  
Transformational Leadership ◽  
Leadership Styles ◽  
Multinational Corporations ◽  
Online Survey ◽  
Employee Performance ◽  
Future Research ◽  
Democratic Leadership ◽  
Autocratic Leadership ◽  
Laissez Faire ◽  
The Impact

The impact of different leadership styles on employee performance was investigated in this study, whereby the proposed styles included transformational leadership, Laissez-Faire leadership, democratic leadership, and autocratic leadership. Concomitantly, the moderating effect of gender between such leadership styles and employee performance was also tested. The required data were collected by utilising a structured questionnaire and disseminating it through an online survey, engaging a sample size of 211 employees of multinational corporations in Malaysia selected using convenient sampling. Accordingly, IBM SPSS 24 was employed to conduct the reliability and normality assessment, while IBM SPSS AMOS 24 application was for the purpose of conducting the confirmatory factor analysis (CFA), structural equation modelling (SEM), and moderation analysis. As a result, a positive and significant relationship was found between the transformational, Laissez-Faire, and democratic leadership styles towards employee performance in Malaysia, respectively. Furthermore, the relationship between autocratic leadership and employee performance was statistically insignificant following the hypothesis testing. Meanwhile, the impact of transformational and Laissez-Faire leadership styles on employee performance was fully moderated by gender, whereas the correlation between democratic leadership and employee performance was only partially moderated. In contrast, gender posed a statistically insignificant impact for autocratic leadership and employee performance association. Moreover, the effect of transformational leadership on employee performance was more pronounced in males compared to females. The effect of Laissez-Faire leadership on employee performance is more pronounced in �female� compared to �male�. Meanwhile, the effect of democratic leadership on the variable was more pronounced in females compared to males, but with a minimum difference. The managerial implications, limitations, and future research avenues are discussed accordingly.

The new public service? Empirical research on job choice motivation in the nonprofit sector

2015 ◽  
Vol 44 (1) ◽  
pp. 91-118 ◽  
Author(s):  
Jessica Word ◽  
Sung Min Park
Keyword(s):  
Nonprofit Organizations ◽  
Work Motivation ◽  
Nonprofit Sector ◽  
Professional Associations ◽  
Job Security ◽  
Hierarchical Regression ◽  
Future Research ◽  
Job Choice ◽  
Content Type ◽  
The Impact

Purpose – The purpose of this paper is to examine the factors influencing the decision of managers to work in the nonprofit sector and how these choices are shaped by intrinsic and extrinsic motivations. Additionally, this research examines the impact of job choice motivation on social, community and professional outcomes and the unique characteristics of managers in the nonprofit sector. Design/methodology/approach – This research employed data from the National Administrative Studies Project (NASP-III) survey, which measured the mid- and upper-level managers working in nonprofit organizations in Illinois and Georgia. The survey measured the manager’s perceptions of various organizational issues, including work motivation, mentoring and communication, career histories, hiring practices, and organizational cultures and structures. The data were then analyzed using a hierarchical regression model. Findings – The findings of this research support the idea that intrinsic motivation is an important aspect of job choice motivation for individuals in the nonprofit workforce. In addition, the findings suggest other characteristics, including policies that enhance work life balance (WLB), advancement, and job security, are important to understand the job choice motivations of nonprofit managers. This research also found not all types of nonprofit agencies attract similarly motivated individuals, or lead to equivalent community outcomes. Research limitations/implications – The organizations represented in the NASP III sample included more membership and professional associations than the overall nonprofit sector. This over representation partially limits the generalizability of these findings but it also allows the research to more thoroughly understand this unique subset of organizations that serve predominantly the narrow interests of their members. Practical implications – This research highlights the advantage nonprofit employers have over other organizations in terms of using intrinsic motivations to attract employees. However, the findings also suggest nonprofit organizations need to focus on human resource (HR) strategies including policies that enhance WLB, advancement, and job security to compete with other employers for talent. Finally, the research also suggests the need to tailor HR strategies to groups of nonprofit employees based upon important employee characteristics such as gender, job type, and prior career experience. Originality/value – This study extends a well-developed body of knowledge on motivations and selection of career paths to individuals working in the nonprofit sector. It also suggests variations among employees and organizations matter in terms of the type of individuals attracted to particular career path in nonprofits. Additionally, this research suggests future research needs to include more nuanced examinations of the differences which exist among organizations in the nonprofit sector rather than simply focussing upon similarities across the most prevalent types of nonprofit organizations.

scholarly journals Improving Employee Engagement of Muhammadiyah Teachers with Organizational Trust, Distributive Justice, and Psychological Empowerment

The Winners ◽  
2021 ◽  
Vol 22 (2) ◽  
Author(s):  
Cut Rifatmi Fadhilaini ◽  
Heru Kurnianto Tjahjono ◽  
Susanto Susanto
Keyword(s):  
Distributive Justice ◽  
Employee Engagement ◽  
Psychological Empowerment ◽  
Organizational Trust ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Moderating Effect ◽  
Hierarchical Regression ◽  
Future Research ◽  
Analysis Method

The research aimed to look at the factors that significantly influence the teacher’s engagement, especially the factors of organizational trust and distributive justice. In addition, the research was to see the moderating effect of psychological empowerment in the influence of organizational trust on employee involvement and between distributive justice on employee engagement using the hierarchical regression analysis method. The research implemented simple random sampling technique and obtained 150 respondents, who were teachers at Muhammadiyah schools spread across five schools in Kotagede District, Yogyakarta, Indonesia. The results show that organizational trust has a significant effect on employee engagement, while distributive justice does not significantly affect employee engagement. In addition to these factors, psychological empowerment is shown to have a quasi-moderating effect in the effect of organizational trust on employee engagement. Since the analysis is limited to only five Muhammadiyah schools in Kotagede, Yogyakarta, the results cannot generalized. In addition, the COVID-19 pandemic only makes the questionnaires possible via online. Since younger teachers start to dominate, future research is suggested to have a further analysis on different generations (X, Y and Z).

scholarly journals The Relationship between Mentoring Functions and Employee Performance: Mediating Effects of Protégé Relational Self-Efficacy

2021 ◽  
Vol 2 (2) ◽  
pp. 187-204
Author(s):  
Muhammad Shaukat Malik ◽  
Muhammad Kashif Nawaz
Keyword(s):  
Self Efficacy ◽  
Employee Performance ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Future Research ◽  
Relational Self ◽  
Mentoring Functions ◽  
Conventional Banks ◽  
The Impact ◽  
The Relationship

Organizational scholars concurred that positive workplace relationships with others can help the employee to gain from these relationships but, they lack insights into how or why this occurs. Moreover, the relationship dynamics focus on what the relationships provide without considering how these relationships are initiated, builds and maintains. In the line with this, the current study aims to find the impact of mentoring functions (career, psychosocial, role modeling) and employee performance (career success, organization citizenship behavior, and job performance) via mediating effect of relational self-efficacy. For this purpose, the data were gathered from 310 branch banking employees of Pakistani conventional banks. PLS-SEM was used for data analysis. The results indicate that there is a direct relationship between mentoring functions and employee performance. Moreover, the finding also shows that employee relational self-efficacy mediates the relationship between mentoring functions and employee performance. Theoretical and practical implications are discussed along with suggestions for future research.

Open for business: The impact of creative team environment and innovative behaviour in technology-based start-ups

2020 ◽  
Vol 38 (4) ◽  
pp. 318-336 ◽  
Author(s):  
Zhao Zhou ◽  
Robert Verburg
Keyword(s):  
Individual Characteristics ◽  
Future Research ◽  
High Tech ◽  
Mediating Role ◽  
Team Environment ◽  
Innovative Behaviour ◽  
And Performance ◽  
The Individual ◽  
The Impact ◽  
Creative Team

Rather than the view of the entrepreneur as a ‘lone ranger’, recent work has focused on the importance of teams in bringing a start-up to growth and success. Here, we aim to bridge the gap between the individual characteristics of entrepreneurs and the characteristics of their teams by examining openness of founders in relation to creative team environment (CTE), innovative work behaviour (IWB) and performance. On the basis of upper echelon theory and integrating other complementary theories such as the attention-based view, we develop a theoretical framework and test this using a survey of 322 high-tech entrepreneurs. Our findings suggest a mediating role of CTE and IWB in the relation between openness of entrepreneurs and performance. The implications of the results for managerial practices and future research directions are discussed.

The impact of young Chinese employees’ notions of work on conflict management styles

2018 ◽  
Vol 29 (3) ◽  
pp. 306-326 ◽  
Author(s):  
Yong Meng ◽  
Haiyun Yu ◽  
Zhenzhong Ma ◽  
Zhiyong Yang
Keyword(s):  
Conflict Management ◽  
Personal Growth ◽  
Transition Period ◽  
Employee Performance ◽  
Hierarchical Regression ◽  
Management Styles ◽  
Conflict Management Styles ◽  
Content Type ◽  
Work Related ◽  
The Impact

PurposeThis study aims to explore the impact of well-educated young Chinese employees’ notions of work on their conflict management styles in the increasingly turbulent workplace to help better manage work-related conflict in the time of transition in China.Design/methodology/approachSelf-administered questionnaires were used to collect data from over 400 young Chinese employees. The data were first factor analyzed to explore the underlying dimensions of contemporary work notions in China’s transition period. Hierarchical regression analysis was then conducted to explore the relationship between dimensions of work notions and conflict management styles.FindingsThe results showed that well-educated young Chinese employees’ notions of work consisted of sense of control, fulfilling and rewarding, holistic concerns, personal growth and development and meaningfulness. The results further indicated that young Chinese employees with strong needs to satisfy individual interests in their work tend to use competitive methods to manage work-related conflicts, employees with strong needs to satisfy group interests in their work prefer to use collaborative methods and those who believe in collective efforts in achieving individual goals through group goals’ obtainment are more likely to use collaborative and compromising approaches.Originality/valueThis study provides a new perspective to manage work-related conflict in the Chinese context. The findings of this study are able to help enrich conflict management theories in China and suggest insightful conflict resolution approaches to work-related conflicts in China’s changing environment. This study also helps bridge the research gap between work notions and conflict management styles. The results of this study can greatly facilitate Chinese companies’ endeavors toward crafting a more innovative workforce and help improve employee performance in China’s transition to industrialization.

A Study of Online Purchasing Intention During the COVID-19 Pandemic in the Lebanese Context

2021 ◽  
Vol 11 (3) ◽  
pp. 15-33
Author(s):  
Nasser Fathi Easa ◽  
Soumaya Mounir Kaakour
Keyword(s):  
Mobile Phone ◽  
Purchase Intention ◽  
Mediation Effect ◽  
Hierarchical Regression ◽  
Future Research ◽  
Website Quality ◽  
Online Purchase ◽  
Mobile Phone Addiction ◽  
The Impact ◽  
The Relationship

This study aims to investigate the impact of selected factors (website quality, website brand, trust, SNS usage through mobile application, eWOM, and mobile phone addiction) on online purchase intention during the COVID-19 pandemic. The study also investigates the mediating impact of trust on the association between website quality, website brand, and online purchase intention. Data were collected from 226 Facebook users in Lebanon. The hierarchical regression analysis was used to evaluate the impact of these factors on online purchase intention. The results show that only website brand and mobile phone addiction were significantly related to online purchase intention. It was also found that trust does not have a mediation effect on the relationship between website brand and online purchase intention. However, trust can be considered as a partial mediator of the relationship between website quality and online purchase intention. Finally, practical implications are discussed. Then directions for future research are presented.

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