ORCID Profile
0000-0002-3199-8059
Current Organisations
University of Hradec Králové
,
Al-Yammah University
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Publisher: MDPI AG
Date: 10-09-2020
DOI: 10.3390/HEALTHCARE8030332
Abstract: It has been contended that violence is prevalent in the workplace, and there has been increasing research interest into its potential effects. Human interactions at workplaces are apparent. However, the interactions among humans may have positive or negative dimensions. Usually, the positive or negative interactions between workers lead to different outcomes. Sometimes, they lead to a productive working environment however, in some cases, they lead to toxicity among workers. In this study, we investigate the impact of workplace violence (WV) on innovative work behavior (IWB). Specifically, it examines the impact of the three dimensions of WV, namely, harassment, mobbing, and sabotage. Moreover, employees’ wellbeing mediates the relationship between WV (harassment, mobbing, and sabotage) and IWB. A questionnaire survey approach was used in this study. The target population were the workers of SMEs entrepreneurs located in Guangdong Province (China). The results confirm that, in the direct relationship, WV (harassment, mobbing, and sabotage) has a negative relationship with innovative IWB. Moreover, results also confirm that employee wellbeing is mediated between WV (harassment, mobbing, and sabotage) and IWB. Therefore, the empirical results of this paper identify that workplace violence reduces employees’ innovative work behavior by reducing their subjective and eudemonic wellbeing, which further broadens the perspective of IWB’s motivation analysis. Practical implications for small and medium enterprise organizations have also been discussed in this paper.
Publisher: Springer Science and Business Media LLC
Date: 19-01-2022
Publisher: SAGE Publications
Date: 02-03-2023
DOI: 10.1177/1420326X231159586
Abstract: The study examined the decoupling relationship between industry carbon emissions and economic growth using the most current updated data. We collected data from the industry sector of Pakistan from 1991 to 2018. This study used two techniques, Tapio’s elasticity and fluctuation index, to test the decoupling relationship and the relationship’s stability between industry carbon emissions and economic growth. First, we analyzed the decoupling relationship between industry carbon emissions and economic growth in Pakistan using Tapio’s decoupling model, decoupling the elasticity of technology, scale and structure. Second, the decoupling volatility index was used to determine the stability of the technology, scale and structure elasticity. The Tapio decoupling elasticity technique results confirmed the significant relationship between industry CO 2 emissions, economic growth and added value comes out to be a simple feature of each stage and undergoes expansive negative and strong decoupling processes. The outcomes of elastically decoupled volatility indexes suggest that three out of four indices are high, indicating unstable decoupling conditions. This study concludes that growth and volatility were the crucial characteristics of industrial carbon emissions during 1991–2018. Hence, the industry’s carbon emissions were increased from 16.67 million tons in 1991 to 55.70 million tons in 2018, an average yearly growth of 4.56%.
Publisher: MDPI AG
Date: 17-05-2021
Abstract: This study explores the effects of despotic leadership (DL) on employee job satisfaction (JS) using self-efficacy (SE) as a mediating variable and leader–member exchange (LMX) as a moderated variable. Building on the social learning and social exchange theory, our research proposes a research model. In this model, despotic leadership affects employee job satisfaction both directly and indirectly through self-efficacy and leader–member exchange. We used a questionnaire survey analysis approach to collect data. Data were collected from the employees of small- and medium-sized enterprises (SMEs) located in Guangdong Province, P.R. China. A pilot test of 20 participants with similar demographics as the final s le was performed to test the usability of the questionnaire. We distributed 500 questionnaires among the target population. In total, 230 usable questionnaires were returned, resulting in a response rate of 53%. To estimate the proposed relationships in the theoretical framework, we used SPSS and AMOS. The results of this study confirmed that despotic leadership has a negative impact on employee job satisfaction. Moreover, the outcomes of this study indicate that self-efficacy has a mediating effect between despotic leadership and employee job satisfaction. Similarly, the results also confirm that LMX has a moderating effect between despotic leadership and employee self-efficacy. Therefore, we conclude that the community is understanding of the mechanism of despotic leadership, identify the mechanism to effectively deal with its negative effects, broaden the relevant research on the antecedent variable of self-efficacy, and provide practical enlightenment enterprises to retain and employ people.
No related grants have been discovered for SAMMA FAIZ RASOOL.