ORCID Profile
0000-0002-8796-1888
Current Organisation
Lahore University of Management Sciences
Does something not look right? The information on this page has been harvested from data sources that may not be up to date. We continue to work with information providers to improve coverage and quality. To report an issue, use the Feedback Form.
Publisher: Wiley
Date: 24-04-2018
DOI: 10.1111/GWAO.12256
Publisher: Wiley
Date: 04-01-2019
DOI: 10.1111/GWAO.12334
Publisher: Informa UK Limited
Date: 04-01-2012
Publisher: Cambridge University Press (CUP)
Date: 09-2014
DOI: 10.1017/JMO.2014.58
Abstract: What if our actions were imbued with the sacred? What if activism in organisations evokes better local society and responsible global community? What if sacred activism signals the performance of a deeper understanding and mindful actions for contextualising management and organisations in South Asia? These are some of the questions we pose to scholars and practitioners as we seek to present the multiplexities and singularities that epitomise South Asia. We address the braided realities and opportunities presented by religion, culture, ethnicity, gender and governance to contextualise organisations and management among the 1.67 billion people who constitute South Asia. We calligraph our interpretations and future possibilities based on historical traditions and extant data, mindful that some parts of this vast region are grappling with religious radicalisation, East–West tensions, underdevelopment, low literacy rates, violence against women, and international debts and handouts. This heterogeneous region also has a major BRICS country (i.e., India), provides CEOs to the world, scientists to NASA, outsourcing facilities to global corporations, has a young population, a huge middle class, and is actively participating in mergers and acquisitions in the global corridors of commerce. Our poignant hope is to inform and suggest possibilities for constructing enriching engagements and research in this region.
Publisher: Wiley
Date: 11-2019
DOI: 10.1111/GWAO.12416
Publisher: Emerald
Date: 25-04-2008
Publisher: Wiley
Date: 30-08-2007
Publisher: Emerald
Date: 06-03-2009
DOI: 10.1108/00251740910938911
Abstract: The purpose of this paper is to understand why structures of learning underpin the creation of competencies that allow firms to compete more successfully in dynamic markets. The paper seeks to challenge the idea that, in the absence of learning, capabilities are the main source of competitive advantage. First, the paper discusses the relationships between competencies, learning, and dynamic markets. Second, a preliminary analysis is conducted of the learning routines of 118 top sales managers. The results are compared with three different structures of learning, allowing conclusions to be drawn about learning in dynamic markets. The study illustrates that a number of dynamic learning routines are not evident in the sales environments of dynamic markets. The findings suggest that firms are not well placed to renew routines from inside‐out and to respond to market dynamics. The patterns of integration among in iduals and groups, however, seem to be well represented, reflecting higher‐level learning routines. The empirical findings offered here are of a preliminary nature. Future researchers might usefully apply the typology of learning structures to examine in more detail the empirical links established. Studies might also examine organisational learning in a variety of industrial and consumer‐based contexts. The idea that learning structures (rather than capabilities themselves) are the basis of competencies that enable a firm to better respond to dynamic markets is a useful and novel approach.
Publisher: Springer Science and Business Media LLC
Date: 19-03-2014
Publisher: Emerald
Date: 27-06-2008
DOI: 10.1108/02610150810882288
Abstract: The purpose of this paper is to challenge the customary emphasis on masculine values in top management teams (TMTs) and offer a cultural feminist approach to improving women's participation in leadership roles in organisations. The paper builds on the theory of ersity and “difference”, instead of “sameness”, to demonstrate the relationship between feminine values, team member ersity, and team effectiveness. The paper develops a three‐tier approach to making better use of gender ersity in TMTs: unravel masculine hegemony in the workplace create awareness of distinct values offered by women as team members and team leaders and progress team ersity from the customary token representation to gender inclusive team structures and routines. The paper suggests that TMTs benefit when learning to accommodate and integrate feminine values, along with masculine values, into an inclusive work culture that enhances teams’ performing capacities. Token representation is only one dimension of gendered disadvantage. Several complex forms of gendered disadvantage reside at macro‐level or extra‐organisational layers of life. Therefore, tackling masculine hegemony should involve a multilevel approach that tackles gendered disadvantage in domains as wide as work, organisation, and society. Through the three‐tier framework for managing ersity in TMTs, the paper offers a practical way forward, moving beyond the current functional‐structured approach towards TMTs. The paper argues that conventional ersity management practices remain influenced by a hegemonic masculine approach towards increasing women's participation in employment. Furthermore, a narrow emphasis on “sameness” instead of “ ersity” of women and men reinforces male hegemony, contributing to the perpetuation of low numbers of women in TMTs.
Publisher: Emerald
Date: 23-03-2023
Abstract: This paper aims to examine ersity management (DM) practices in leading private-sector organizations in Iran. The study draws on in-depth interviews with 23 human resource management (HRM) executives and supervisors in nine private sector companies in Iran, and presents the analysis conducted using MAXQDA software. The results categorize DM practices into four subsystems of HRM, i.e. recruitment and selection, training, performance management, and reward management. These practices indicate the inclusion of ersity-sensitive criteria and consideration of equal opportunity in the HRM subsystems. The findings advance a contextual understanding of DM in a developing country. Considering DM practices in HRM subsystems may provide an effective way to help managers address workforce ersity in organizations.
Publisher: Emerald
Date: 14-10-2019
Abstract: Informed by the role congruity theory of prejudice towards female leaders, this paper aims to review the literature on gender and leadership to consolidate existing theory development, stimulate new thinking and provide a framework for future empirical studies. It offers a theoretical framework to understand what may prevent or facilitate the emergence of female leaders. The paper reviews and synthesises recent research on the linkages between gender and leadership. The review extends Eagly and Karau’s (2002) role congruity theory by identifying additional constructs that may alleviate negative prejudicial evaluations and offering new insights into the potential alignment between feminine traits and leadership success. The theoretical framework that emerged in this paper may be used as a heuristic model to contextually examine the lack of female leaders. The paper proposes a theoretical framework to understand issues related to the emergence of female leaders. It offers news insights into possible alignment in female-leader role stereotypes that may address prejudicial evaluations against female leaders.
Publisher: Informa UK Limited
Date: 24-05-2017
Publisher: Wiley
Date: 30-11-2010
DOI: 10.1002/CJAS.185
Publisher: Springer Science and Business Media LLC
Date: 13-04-2020
Publisher: SAGE Publications
Date: 03-05-2019
Abstract: Religion has been in general neglected or even seen as a taboo subject in organizational research and management practice. This is a glaring omission in the business and society and business ethics literatures. As a source of moral norms and beliefs, religion has historically played a significant role in the vast majority of societies and continues to remain relevant in almost every society. More broadly, expectations for responsible business behavior are informed by regional, national, or indigenous cultures, which in many parts of the world are heavily influenced by religious belief systems and religious institutions. In this essay, we discuss ex les of how religion has functioned as a macro social force affecting business and society, discuss some of the key questions and issues related to research in this domain, offer some observations about why religion may be problematic with regard to its effects on business, and conclude by summarizing the articles contained in the special issue.
Publisher: Wiley
Date: 24-03-2020
DOI: 10.1111/GWAO.12444
Publisher: Springer Science and Business Media LLC
Date: 25-03-2017
Publisher: Springer Science and Business Media LLC
Date: 25-05-2007
Publisher: Emerald
Date: 24-08-2021
Abstract: This article examines the labour market inclusion of documented and undocumented Afghan refugees in Pakistan using and extending Bourdieu's theory of capital. The authors draw on 22 semi-structured in-depth interviews with both documented and undocumented Afghan refugees in Pakistan. The findings show the low capital endowments of refugees. Their economic capital is shaped by low levels of financial resources, and emotional capital is shaped by their psychological distress and traumata and identity capital takes the form of negative perceptions about them. Their low capital endowments are further reduced through different forms of symbolic violence, such as ambiguous and short-term government policies, bribery and abuse by the police as well as unfair treatment by employers. However, refugees do mobilise their capital endowments to enhance their labour market position. The authors identified resilience as emotional capital, their strategic development of who they are as identity capital as well as social and cultural capital in the form of ethnic and linguistic similarities with locals in finding ways to improve their inclusion in the labour market. The authors provide insights in the dynamics that lead to and sustain the exclusion and inequalities faced by Afghan refugees in Pakistan.
Publisher: Emerald
Date: 04-01-2011
DOI: 10.1108/02610151111110063
Abstract: The aim of this paper is to explore issues of cultural identity of the people of Baltistan and any challenges they face in the nation state of Pakistan. The paper uses a postcolonial lens to offer a review and synthesis of issues of cultural identity of the Balti people of Pakistan. The review demonstrates how the historical and socio‐political context is intertwined with the Balti people's cultural identity which remains hybrid as well as contextual in its construction. It reveals that while the state of Pakistan has been able to assert its control over the Balti people and the region of Baltistan predominantly through military means, the critical issues of cultural pluralism and the basic human rights of the Balti people have remained generally ignored throughout the 63 years since partition. The contentions offered in this paper need to be refined through in‐depth empirical studies. Future scholars may wish to examine the class and cultural politics at work in the emerging renaissance movement in Baltistan. Scholars may also examine how the lack of economic development and investment in Baltistan may be forcing the Balti people to resign (at least some elements of) their cultural identity to seek employment in urban areas of Pakistan. The paper brings to the fore issues of cultural identity of the people of Baltistan, which have – to a large extent – remained ignored by Pakistan as well as internationally.
Publisher: Informa UK Limited
Date: 06-08-2014
Publisher: Emerald
Date: 22-03-2013
Abstract: The purpose of this paper is to offer an editorial introduction to the special issue on “Gender and ersity in organizations in South Asia”. The paper reviews the state of extant research on equality, ersity and inclusion in South Asia. It also offers an overview of the papers included in the special issue and the unique contributions they make to this field of knowledge. Findings vary for each paper however, overall, the special issue brings to the fore theoretical ideas, alternative organizing and organisations and challenges involved in ersity management in South Asia. The papers offer fresh insights in theorizing and managing ersity and equality which depart from the dominant Anglo‐centric theorizations in this field. Educators, policy makers and managers in organisations may take into account various findings and recommendations offered in the papers leading to greater awareness of the challenges and opportunities to formulate context‐sensitive policies and practices of ersity in South Asia. Barring a few exceptions, the topic of gender and ersity management in South Asia, as for ex le the centrality of national culture and values, remains generally ignored in work and organization studies. Papers that are published appear in a wide variety of journals rarely achieving a critical mass. The current (special) issue of Equality, Diversity and Inclusion addresses these gaps and seeks to strengthen understanding of equality, ersity and inclusion pertaining to the region classified as South Asia.
Publisher: Wiley
Date: 26-08-2019
DOI: 10.1111/GWAO.12409
Publisher: Informa UK Limited
Date: 08-2008
Publisher: Emerald
Date: 14-05-2018
Abstract: The purpose of this paper is to examine gender inequality in Saudi Arabia by using a relational perspective that takes into account the interrelated nature of the multilevel factors that influence this phenomenon. A total of 21 in-depth interviews with female employees in Saudi Arabia were conducted and analysed using a thematic analysis. The findings show how the interplay of factors on macro, meso and micro levels influences equal opportunities for women in Saudi Arabia, such as religio-cultural factors, the social power of wasta , the notions of female modesty and family honour and issues related to gender segregation, discrimination and harassment at work. Moreover, Saudi women’s experiences are varied on the basis of social class, family status and other dimensions of in idual identity, adding to a growing body of intersectional research. The paper highlights the role of male guardianship system as well as the intersection of gender and class in pushing gender equality forward. This study stresses the interrelated nature of the multilevel factors that affect gender equality and highlights the important role of in idual agency and resilience.
Publisher: SAGE Publications
Date: 08-2005
Publisher: Emerald Publishing Limited
Date: 24-10-2019
Publisher: Elsevier BV
Date: 03-2009
Publisher: Elsevier BV
Date: 05-2021
Publisher: Informa UK Limited
Date: 19-07-2017
Publisher: SAGE Publications
Date: 16-11-2017
Abstract: Organizations in the West have to contend with an expanding Muslim workforce, an issue of considerable importance in contemporary workplaces. The dilemma of inclusion versus exclusion is often cloaked in a limited understanding of Islam in tandem with Islamophobia. Our core question is how can organizational practices enable inclusion for the Muslim workforce in the West? We initiate a timely and important dialogue through utilizing and developing a non-conventional approach of poetics, to investigate how organizational practices are embedded in relational space with implications for inclusion and exclusion. Our dual contribution is firstly to illustrate the use of poetics to understand Islam in the West and, secondly, we argue for the use of a multiplicity of discourses and discuss theoretical implications for human relations through thoughtful reflections of Islam. We suggest a nuanced perspective that values heterogeneity, to unfold dialogic engagement and enable organizational practices of inclusion.
Publisher: Elsevier BV
Date: 05-2022
Publisher: Emerald
Date: 31-12-2020
Abstract: This paper aims to use Ryff’s (1989) eudaimonic view to examine how prejudice toward female workers affects their psychological well-being. Responses were collected through face-to-face semi-structured interviews along with open-ended questions in a paper-based survey. In total, 24 female workers across various organizations in Jordan participated in this study. The results show how prejudice against female workers can affect the six dimensions of their eudaimonic psychological well-being (Ryff, 1989). Specifically, the results show that prejudice may push women to work harder to prove they are capable of achieving their goals and, as a result, it may positively enhance their self-acceptance, sense of growth, purpose in life and autonomy. However, the study also shows that prejudice against women negatively affects their environmental mastery and relationships with others. This study may help create greater sensitivity and awareness about gender prejudice and its effects on female workers’ psychological well-being. It also highlights women’s resilience which may be deemed valuable to develop women in leadership roles in organizations. This study offers a fresh and nuanced understanding of the impact of gender prejudice on female workers’ psychological well-being.
Publisher: Informa UK Limited
Date: 13-05-2020
Publisher: Springer Science and Business Media LLC
Date: 17-04-2014
DOI: 10.1007/S10551-014-2137-4
Abstract: Despite a plethora of empirical evidence on the potential role of senior management in the success of corporate social responsibility (CSR) in Western-dominated organizational contexts, little attempt has been made to document the various managerial mindsets toward CSR in organizations in Muslim-dominated countries in the Middle East region. To address this existing lacuna of theoretical and empirical research in CSR management, this paper offers a qualitative case study of CSR in three manufacturing firms operating in Iran’s auto industry. Based on an inductive analysis of the qualitative data, three types of managerial mindset toward CSR are identified: conformist, self-seeker, and satisfier. While it is evident that these different mindsets of Iranian managers seek to serve managerial ends and short-term self-interests, they fall short of core values of Islamic ethics and CSR.
Publisher: Wiley
Date: 20-10-2016
DOI: 10.1111/EMRE.12095
Publisher: Routledge
Date: 23-08-2023
Publisher: Wiley
Date: 17-12-2010
Publisher: Informa UK Limited
Date: 02-01-2019
Publisher: Informa UK Limited
Date: 12-2009
Publisher: Informa UK Limited
Date: 23-07-2018
Publisher: Informa UK Limited
Date: 03-2011
Publisher: Inderscience Publishers
Date: 2005
Publisher: Informa UK Limited
Date: 04-10-2021
Publisher: Emerald
Date: 13-05-2014
Abstract: – The purpose of this paper is to examine whether there is a tendency towards appropriation or participation of the in idual in the literature of knowledge management (KM). – This is a literature review paper. In terms of approach, appropriation in this paper is referred to as the KM tasks assigned to in idual employees by the management whereas participation is referred to as KM tasks determined jointly by in iduals and management. – The review suggests that while the participation of in iduals is seen as important for KM, the KM discourse is visibly oriented towards the appropriation of in idual employees and their knowledge for better economic performance of organisations. The review suggests that an appropriation of the in idual in KM serves neither employees nor organisations, and that in idual employees are meant to be valued participants in the development and management of knowledge. – The paper is concerned with the KM literature to study the appropriation or participation of in idual employees in the discourse on KM. Consequently other streams of literature that address in idual employees’ participation are excluded from this study. – The paper initiates a new research agenda for KM where the emphasis shifts from the appropriation to the participation of the in idual in the discourse on KM practices.
Publisher: Emerald
Date: 17-08-2010
DOI: 10.1108/01425451011061630
Abstract: The purpose of this paper is to describe a normative perspective of employment relations in Islam. The perspective on employment relations offered in this paper is based on a reading of the principal Islamic texts (the Qur'an and the hadith) and a review of the literature on Islamic economics. Despite varied interpretations and practices of the economic system in Islam, it is possible to identify a common emphasis on ethical conduct of employers and employees and social justice in Islamic ideology. Given the paucity of research on employment relations in Islam, the paper offers an original perspective on this topic.
Publisher: Emerald
Date: 04-11-2013
Abstract: – The way work engagement is constructed and researched in literature is assumed, at least implicitly, to be gender-neutral where women and men have equal opportunity to demonstrate their engagement in the workplace. This review paper aims to integrate gender into the notion of work engagement in order to examine whether the notion of work engagement is gendered. – The paper is based on a review of the literatures related to work engagement and gendered organisations. – The paper proposes a conceptual framework to develop and explain the notion of gendered work engagement. It shows that work engagement is gendered concept as it is easier for men to demonstrate work engagement than for women. – The paper investigates the gendered nature of work engagement which is an under-explored area.
Publisher: Emerald
Date: 03-05-2013
Abstract: This paper is a guest editorial piece in the Special Issue of the Gender in Management journal on “Gender equality at work in South Asia”. In this paper, the authors aim not only to introduce the papers selected for the Special Issue but also to offer an overview of the current state of female employment, economic activity and gender equality at work in countries in South Asia. The paper offers a review of extant literature and macro‐economic data on gender equality in employment and management in South Asia. Four stories emerge: firstly the pervasive existence of structural and institutional barriers such as patriarchal ideologies reinforced by gender inegalitarian interpretations of holy texts secondly women's limited access to education and skill development thirdly lack of non‐agricultural employment and economic resources resulting in economic dependence on men and sex‐based ision of labour and fourthly the development and joy of agency where there is facilitation and nurturance of women. This Special Issue is probably the first ever collection of journal articles focused on gender equality at work in the South Asia region.
Publisher: Informa UK Limited
Date: 15-04-2016
Publisher: Emerald
Date: 07-06-2013
Abstract: The aim of this paper is to examine contextual emotional labor, which is a long‐term emotional experience in response to conflicting demands of societal and organizational contexts. Drawing on qualitative interviews with Muslim female employees in two textile firms in Lahore, Pakistan, the paper explores the nature and extent of contextual emotional labor associated with these women's decision to step into “the male domain”. The study identifies contextual emotional labor as an integral part of Muslim female employees' work in the formal employment sector resulting from an ongoing tension between the display rules of the workplace and Islamic female modesty. Scholars may wish to investigate the nature and form of contextual emotional labor in erse geographic, cultural and religious contexts in order to refine the findings and theoretical implications of this study. Organizations may consider placing Muslim women in those roles in which there is lesser likelihood of conflict between their organizational and societal display rules, while not compromising their career. On a societal level, policy makers and religious scholars may consider findings ways to promote an enlightened interpretation of religious principles and their gender egalitarian practices to alleviate the contextual emotional labor experiences by female employees and other relevant groups. The paper offers original empirical research on an under‐explored topic and geographical area.
Publisher: Emerald
Date: 20-08-2018
Abstract: While the notion of institutional racism typically focuses on racial discrimination in institutions such as governmental organisations, academic institutions and courts of law, there is a need to complement this organisational (meso) focus with the investigation of relevant factors at the societal (macro) and in idual (micro) levels. The purpose of this paper is to examine the multilevel factors influencing institutional racism in the film industry. Drawing on 16 in-depth interviews with in iduals working in the film industry, this paper develops a conceptual perspective of multilevel racism. The findings highlight how power structures, network-based recruitment practices, as well as formal and informal learning lead to and sustain racism in the film industry. However, agency on an in idual level is observed as a way to break those patterns. The findings highlight how in idual agency pushes for more equality and ersity in the film industry, despite the barriers encountered on macro- and meso-levels. In addition, the important role of informal and formal learning through observation is stressed as a means to sustain the discriminatory practices in this industry.
Publisher: Wiley
Date: 24-11-2016
DOI: 10.1111/GWAO.12160
Abstract: Despite numerous governmental attempts to improve women's employment and equality in Pakistan, statistics suggest that these effortxs have not been entirely fruitful. Steps taken by the government are usually in response to pressure from international donors and rights groups. However, there seem to be important contextual and sociocultural differences at play when it comes to how gender equality is to be achieved in organizational practice. Such differences, as well as an apparent lack of genuine commitment at the policy level, may explain why there remains a gap between the policy and praxis of gender equality in Pakistan. Informed by structural and relational perspectives of gender, this article draws on in‐depth qualitative interviews with female employees to explore the multilevel issues related to gender equality at the macro‐national, meso‐organizational and micro‐in idual levels. In particular, it highlights such issues as societal norms of female modesty and gender segregation (macro), sexual harassment, career‐related challenges and income gap (meso), and family status and agency (micro).
Publisher: Inderscience Publishers
Date: 2012
Publisher: Springer Science and Business Media LLC
Date: 16-10-2018
Publisher: Wiley
Date: 21-10-2009
Publisher: Springer Science and Business Media LLC
Date: 21-06-2011
Publisher: Informa UK Limited
Date: 11-2007
Publisher: Elsevier BV
Date: 11-2009
Publisher: Emerald
Date: 28-07-2021
DOI: 10.1108/LODJ-09-2020-0413
Abstract: Utilizing affective event theory (AET), this paper aims to understand the affective reasoning behind choosing to speak up for or against abusive supervision. For this purpose, the authors examine the underlying mechanism of employee state paranoia in the relationship between abusive supervision and promotive and prohibitive voice of employees. Data from 307 microfinance bank employees were collected using supervisor–subordinate nested design and time-lag approach. The analysis was performed through partial least square (PLS) structural equation modeling using Smart PLS software. The results support the direct relationship of abusive supervision with promotive and prohibitive voice. They also support the mediating relation of paranoia arousal between abusive supervision and promotive voice. However, the results do not support the mediating relationship of paranoia arousal between abusive supervision and prohibitive voice. In light of the literature drawn from AET and empirical data, this study forwards robust recommendations for theory and practice and may assist future researchers interested in the role of employee paranoia arousal.
Publisher: SAGE Publications
Date: 17-05-2019
Abstract: Diversity management is generally considered to be rooted in activism, legislation and scholarship in Europe and North America. In this article, we draw on the notion of historical empathy to analyse and highlight an Eastern legacy, specifically Aśokan (273–232 BC) stelae, for management learning on ersity. Thus, we encourage pondering anew on history based on Aśokan teachings in ancient India, via dhamma (affective connection) and governance (perspective taking). We contribute to an emerging scholarship which uses history for management learning, and we do this through elaborating on the concept of historical empathy. Moreover, we reveal how an Eastern legacy may enable the (re)construction of the present in contemporary organisations which exist in the interstices of history, politics, gender and ersity. Through our analysis, we develop a matrix, which integrates historical empathy with dhamma, governance and historical contextualisation to provide implications for learning in the field of ersity.
Publisher: Informa UK Limited
Date: 20-12-2017
Publisher: Wiley
Date: 18-02-2022
DOI: 10.1111/GWAO.12822
Abstract: Research suggests that ethnic minority women in employment negotiate more than one culture and grapple with beliefs that stem from a bi‐cultural experience. Research also contends that gender is at the center of social reproduction and the production of labor and social reproduction is invariably linked. However, how is social reproduction at work, and how gender beliefs influence social reproduction and work‐life choices amongst highly educated, employed, second‐generation ethnic minority women, deserves in‐depth attention. Contributing to the intersection of social reproduction and ersity research, the present paper offers two life stories of highly educated second‐generation British Pakistani women and examines in‐depth the role of two cultures on gender beliefs and the influence of those gender beliefs on social reproduction and work‐life choices. Drawing on Ridgeway and Correll's (2004) work on gender beliefs, we extend their work by focusing on two cultures (the host country and the country of ethnic origin). While the literature has generally focused on issues of social reproduction across generations, our study also takes into account the contours of social reproduction across cultures. Our findings reveal the mechanisms of social reproduction, the push and pull of two cultures in the creation of gender beliefs within one person, the fluidity and fixity of gender beliefs, and the ways these are negotiated while the in idual contributes toward social reproduction and makes work‐life choices.
Publisher: Wiley
Date: 17-06-2010
Publisher: Informa UK Limited
Date: 10-10-2018
Publisher: Wiley
Date: 14-03-2017
Publisher: SAGE Publications
Date: 22-05-2014
Abstract: This article reviews the effect of two post-training transfer interventions (relapse prevention [RP] and goal setting [GS]) on trainees’ ability to apply skills gained in a training context to the workplace. Through a review of post-training transfer interventions literature, the article identifies a number of key issues that remain unresolved or underexplored, for ex le, the inconsistent results on the impact of RP on transfer of training, the lack of agreement on which GS types are more efficient to improve transfer performance, the lack of clarity about the distinction between RP and GS, and the underlying process through which these two post-training transfer interventions influence transfer of training. We offer some recommendations to overcome these problems and also provide guidance for future research on transfer of training.
Publisher: Elsevier BV
Date: 03-2008
Publisher: Wiley
Date: 19-06-2012
Publisher: Wiley
Date: 08-04-2021
Abstract: Despite the increasing attention to gender ersity management in recent decades, there is a dearth of studies that provide an East Asian perspective on this topic. We argue that informal social networks have a crucial role in macrosocial and organisational approaches to ersity, such as social attitudes and laws, which in turn may affect organisational routines and practices of ersity management. In this article, we develop a research framework that connects gender ersity approach across macrosocial and organisational levels of analysis. Responding to the call for contextual research, our focus in this article is on how gender ersity management in East Asia is affected by informal social networks at the macrosocial level, namely guanxi in China, yongo in South Korea, and jinmyaku in Japan. Our review posits informal social networks as salient in mediating the shape and effect of institutional mechanisms at the macrosocial level on ersity practices at the organisational level.
Publisher: Emerald
Date: 18-10-2022
Abstract: Despite a plethora of research on ersity and inclusion, workplace-related issues pertaining to in iduals with schizophrenia (SCZ) remain grossly underexplored. This paper seeks to develop a relational, multilevel perspective of issues and challenges faced by in iduals with SCZ in the work and career. The research draws on the findings from in-depth, qualitative interviews with schizophrenic in iduals, in iduals’ family members, healthcare professionals and nongovernmental organization (NGO) representatives. The findings highlight the interconnected nature of multilevel issues faced by schizophrenic in iduals and indicate that at the societal level, social stigma, economic conditions and inadequate government policies are the key challenges faced by them. At the organizational level workplace support and job suitability and design affect in iduals’ employment. At the in idual level, self-stigma affects the employability in a negative way whereas personal motivation and resilience, family and social support and realization of illness are the facilitating factors. The study adds to disability and ersity literature by developing a relational perspective that holistically captures the issues faced by schizophrenic in iduals and suggests that the work and employment-related issues may be simultaneously addressed at multiple levels.
Publisher: Cambridge University Press (CUP)
Date: 04-2014
DOI: 10.5840/BEQ201452910
Abstract: This article examines the issue of gender equality within Islam in order to develop an ethical framework for businesses operating in Muslim majority countries. We pay attention to the role of women and seemingly inconsistent expectations of Islamic and Western societies with regard to appropriate gender roles. In particular, we contrast a mainstream Western liberal in idualist view of freedom and equality—the capability approach, used here as an illustration of mainstream Western liberalism—with an egalitarian Islamic view on gender equality. While the article identifies an opportunity for this particular approach to reform patriarchal interpretations and practices of Islam toward gender egalitarian interpretations and practices, it also contests the notions of adaptation and well-being inherent within the capability approach. We suggest that a dialectical approach to understanding the relationships among religion, culture, and business provides a better guide to responsible business action in Muslim Majority countries than does the capability approach.
Publisher: Emerald
Date: 21-10-2013
Abstract: – This paper aims to review ethical issues inherent in the theorisation and practice of knowledge management (KM) with specific attention to the conflict of knowledge ownership between organisations and in idual employees. – Relevant literature was identified and reviewed via EPSCO host and ISIWeb. – The paper notes that knowledge, although rooted in in iduals, is often claimed or treated as owned by organisations, creating a conflict of knowledge ownership. The paper argues that such an approach to appropriation and management of knowledge leads to tension in knowledge processes between organisations and in iduals, and also among in iduals. This situation may, in turn, jeopardise in iduals' knowledge processing behaviours, and pose difficulties to organisations in managing knowledge effectively. – Offers a number of potential research questions that may be turned into research hypotheses and assessed experimentally to refine and develop an ethical approach to KM. – Highlights the need for a renewed moral contract between in iduals and organisations, built on ethical constructs of trust, fairness, and justice, which may in turn lead to effective KM practices. – Offers an original conceptual approach to understand and resolve the conflict of knowledge ownership between organizations and in iduals.
Publisher: Emerald
Date: 02-10-2017
DOI: 10.1108/SAJBS-05-2016-0047
Abstract: The purpose of this paper is to shed light on the paradoxical and dynamic nature of gender and leadership in India through a critical review of Indian film Mardaani . The paper offers a critical review of an Indian film and relates the analysis to the context of gender and leadership in India. The review shows that masculine stereotypes of leadership are simultaneously reinforced and shattered in the Indian context, and that despite all the odds, women’s role in organisations is characterised by dynamism and change. The paper situates this review in the broader context of gender, employment and leadership in India and offers a critical analysis. The analysis has two implications. First, it indicates that women are equally capable of demonstrating worthy leadership. Second, it highlights that being a leader, or “mannish”, in the workplace does not mean that women are not responsible for the domestic and caring duties at home. In fact, female leaders in India continue to do the double shift by struggling to balance their roles in the workplace and their personal lives. The paper offers an original analysis of a Bollywood film in the context of gender, culture and leadership.
Publisher: Emerald
Date: 18-12-2019
Abstract: Intersectional scholarship on work and organizations while focusing on subjectivities and intersections largely overlooks the systemic dynamics of power (Rodriguez et al., 2016). One of the systemic dynamics of power is organizational practice (Acker, 2006). Intersectionality research on minority ethnic women pays relatively less attention to the role of organizational practices in career progression. The purpose of this paper is to draw attention to the interaction of intersectional identities of second-generation British Pakistani women managers and professionals with organizational practices and norms, and the resulting challenges and career implications. A qualitative research approach was used with interviews of 37 participants who were in managerial or professional positions. The research finds a resilience of discrimination because of expectations of compliance with dominant workplace cultures. This expectation presents challenges for minority ethnic women managers. The paper reveals that the intersectionality of gender, ethnicity and religion clashes specifically, with organizational expectations of being male, of being white, and of work-related socializing, which may adversely affect career progression. Organizations, thus, may feed into minority ethnic women managers’ inability to fit in and merge by implicitly demanding compliance or fitting in. These findings carry implications for HRM policies and practices. Advancing intersectionality scholarship, the research finds the disadvantage caused by the intersection of gender, ethnicity and religion (intersectional identities) continues to be reproduced because of particular organizational demand and expectations and the non-compliance of minority ethnic women managers to merge and fit in. In other words, organizations implicitly demanding fitting in, and the inability to fit in and merge by minority ethnic women managers, h ers their careers.
Publisher: Informa UK Limited
Date: 05-04-2018
Publisher: Wiley
Date: 05-2013
DOI: 10.1002/JSC.1934
Abstract: Strategic alignment of competitive strategies and dynamic capabilities may enable e‐businesses to create superior value for their stakeholders.
Publisher: Cambridge University Press (CUP)
Date: 30-04-2018
DOI: 10.1017/JMO.2018.22
Abstract: Within sparse studies available on ethnic privilege at work, the emphasis is dominantly on ethnic privileges available to white, Anglo-Saxon, Protestant, heterosexual men and to a lesser extent white women. This paper presents and develops an Islamic and postcolonial perspective on ethnic privilege, which is unique not only due to contextual and cultural differences but also due to its postcolonial nature and composition. By postcolonial, the paper refers to cultural legacies of Arab colonialism and ideology in South Asia and elsewhere. Drawing on a qualitative study of Muslim female employees in Pakistan, the paper shows that religio-ethnic privilege represents postcolonial influences of a foreign (Arab-Salafi, ultra-orthodox Islamist) culture on a (non-Arab Muslim) society, and as such does not represent ethnic norms of a local mainstream society. The paper investigates the case of religio-ethnic privilege and female employment in Pakistan and examines how a foreign-influenced stereotype of female modesty is used to benchmark and preferentially treat ‘good Muslim women.’ The analysis shows that an Islamic and postcolonial lens may be needed to understand the nature and implications of religio-ethnic privilege at work in Muslim majority countries and societies.
Publisher: IGI Global
Date: 2014
Abstract: This paper reviews the current knowledge management (KM) practices to examine the attention (or lack thereof) paid to the in idual in managing knowledge in organisations. It identifies and reviews four key practices of KM - i.e., information technology, organisational culture and structure, communities of practice, and human resource practices - to examine how knowledge is interpreted, processed and managed, and the role in iduals play in such interpretations, processing and management. The review shows that existing KM practices may be improved through an increased focus on the role of in iduals (an in idual-centric approach) in designing and implementing KM in organisations.
Location: United Kingdom of Great Britain and Northern Ireland
Location: United Kingdom of Great Britain and Northern Ireland
No related grants have been discovered for Jawad Syed.