ORCID Profile
0000-0001-6411-8284
Current Organisations
University of Queensland
,
Queensland University of Technology
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Publisher: Informa UK Limited
Date: 2017
Publisher: Wiley
Date: 06-08-2019
DOI: 10.1002/CSR.1826
Abstract: Corporate social responsibility (CSR) is a useful tool for effective organizational, social, and environmental functioning. This study expanded CSR and green research streams by examining the positive effect of employee's perceived CSR on pro‐environmental behaviour through mediation of organizational identification, as well as the moderation mechanisms of corporate entrepreneurship and employees' environmental consciousness for such an effect. The study drew on a survey s le of 479 employees and 122 department managers from various hotels in Pakistan. Key findings showed that CSR had both a direct and an indirect influence, through organizational identification, on pro‐environmental behaviour. The results lent support for the interactive effect of corporate entrepreneurship and environmental consciousness with CSR in predicting pro‐environmental behaviours. This is the first study of its kind to study a comprehensive model linking perceived CSR with employee's pro‐environmental behaviours in hotel industry through intervening variables.
Publisher: Wiley
Date: 17-04-2018
DOI: 10.1002/CSR.1506
Publisher: Wiley
Date: 06-05-2019
DOI: 10.1002/CSR.1769
Abstract: The importance of organizational citizenship behaviors for the environment (OCBEs) has been clearly established in the environmental literature. The purpose of this study is to examine the mediation of organizational identification and environmental orientation fit on the relationship between employees' corporate social responsibility (CSR) perceptions and their engagement in organizational citizenship behaviors for the environment. On the basis of 374 survey responses from employees, our structural equation modeling results indicated that CSR perceptions had a positive effect on employees' OCBEs. Moreover, both organizational identification and environmental orientation fit mediated the effect of CSR perceptions on employees' OCBEs. This study contributed to three literature streams (i.e., CSR, pro‐environmental behaviors and environmental management, and person–environment fit). Managerial implications and recommendations for future research are given at the end.
Publisher: Informa UK Limited
Date: 2017
Publisher: Emerald
Date: 15-06-2020
DOI: 10.1108/EJIM-01-2020-0008
Abstract: Because of the rapidly changing environment and fleeting market opportunities, employee's innovative work behavior is increasingly assuming a pivotal role in enhancing organizational effectiveness and competitive advantage. The success of organizations is largely depended on their employees' ability to innovate. The role of cultural intelligence to enhance innovative work behavior is yet to be explored in the innovation research. The purpose of this study is to examine how cultural intelligence enhances employees' innovative work behavior through work engagement and interpersonal trust. The study is a cross-sectional design which utilizes data from 381 participants from multinational corporations in Saudi Arabia. The results indicate that cultural intelligence can significantly affect employee's innovative work behavior. It further reveals that both work engagement and interpersonal trust partially mediate the effect of cultural intelligence on innovative work behavior. This study adds to the literature on intelligence by examining an underexplored type of intelligence (i.e. cultural intelligence) in relation to employee's innovative work behavior. It reveals work engagement and interpersonal trust as the psychological mechanisms that can link cultural intelligence to innovative work behaviors.
Publisher: Emerald
Date: 23-10-2021
DOI: 10.1108/EJTD-03-2020-0052
Abstract: This study aims to investigate whether the impact of effectiveness of ersity training on affective commitment is different for men versus women and whether affective commitment mediates the relationship between effectiveness of ersity training and employee outcomes of turnover intention and job satisfaction. The data were collected from 134 employees working in an Australian manufacturing organization by using an employee survey. Structural equation modeling was used to analyze the data using AMOS. The results of this study support the proposed hypotheses, demonstrating a significant, indirect effect of effective ersity training on job satisfaction and turnover intention via affective commitment. Moreover, gender moderates the relationship between effective ersity training and affective commitment. The findings suggest that organizations can enhance affective commitment and job satisfaction and reduce turnover intention by providing effective ersity training to employees. Gender of employees should also be considered when evaluating the effectiveness of training. This study provides pioneering evidence of the following relationships: ersity training effectiveness and turnover intention via affective commitment ersity training effectiveness and job satisfaction via affective commitment and ersity training effectiveness and affective commitment for men versus women.
Publisher: Emerald
Date: 14-01-2019
DOI: 10.1108/EJIM-11-2017-0158
Abstract: The purpose of this paper is to examine how leader–member exchange relates to subordinate’s innovative work behavior through core self-evaluation (CSE), domain knowledge and creative process engagement. On the basis of an interactional approach, this study hypothesized that there is an interaction between leader–member exchange, CSE and domain knowledge that affects innovative work behavior, such that leader–member exchange has the strongest positive relationship with innovative work behavior when subordinates have high levels of CSE and domain knowledge and creative process engagement mediates the effect that this three-way interaction between leader–member exchange, CSE and domain knowledge has on innovative work behavior. Data were collected from 323 employees and their immediate supervisors (121) from automotive industry. First, subordinates completed measures of their leader–member exchange, CSE and domain knowledge. Then, the supervisors of these employees assessed their subordinates’ innovative work behavior. The results showed that leader–member exchange, CSE and domain knowledge interacted to affect employee innovative work behavior in such a way that when CSE and domain knowledge were both high, leader–member exchange had the strongest positive relationship with innovative work behavior and creative process engagement mediated this relationship. This study is the first of its kind to empirically examine the interactional perspective of leader–member exchange on innovative work behavior through domain knowledge, CSE and creative process engagement. Theoretical and practical implications and future area of research are discussed at the end.
Publisher: Informa UK Limited
Date: 19-07-2016
Publisher: Inderscience Publishers
Date: 2017
Publisher: SAGE Publications
Date: 20-03-2018
Abstract: People differ considerably in the way in which they express and experience their nursing careers. The positive effects associated with having a calling may differ substantially based on in iduals' abilities to live out their callings. In a working world where many in iduals have little to no choice in their type of employment and thus are unable to live out a calling even if they have one, the current study examined how perceiving a calling and living a calling interacted to predict organizational commitment, organizational citizenship behavior, and job stress with career commitment mediating the effect of the interactions on the three outcome variables. The purpose of the study is to investigate the mediating effect of career commitment between the relationships of calling and (a) nurses' attitudes (organizational commitment), (b) behaviors (organizational citizenship behavior), and (c) subjective experiences regarding work (job stress). Using a descriptive exploratory design, data were collected from 332 registered nurses working in Pakistani hospitals. Descriptive analysis and hierarchical regression analysis were used for data analysis. Living a calling moderated the effect of calling on career commitment, organizational citizenship behavior, and job stress, and career commitment fully mediated the effect of calling on organizational commitment, organizational citizenship behavior, and job stress. Increasing the understanding of calling, living a calling, and career commitment may increase nurses' organizational commitment and organizational citizenship behavior and decrease job stress. The study provided evidence to help nursing managers and health policy makers integrate knowledge and skills related to calling into career interventions and help nurses discover their calling.
Publisher: Emerald
Date: 08-01-2018
DOI: 10.1108/EJIM-01-2017-0007
Abstract: The purpose of this paper is to draw on organizational psychology, innovation and knowledge management literatures to investigate the impact of a nurse’s person-organization (P-O) fit on his/her innovative work behavior (IWB). Furthermore, in order to understand the psychological mechanisms surrounding this relationship, the authors examine the mediating role of psychological empowerment and the moderating role of knowledge sharing behavior. Data were collected from 441 nurses and 73 doctors through structured questionnaires from four public sector hospitals in Thailand. Results of the study indicate that nurse’s P-O fit is positively related to both self (nurse) and doctor’s ratings of innovative behaviors and that psychological empowerment mediates this relationship. These results imply that a nurse’s perception of value congruence impacts his/her perception about feeling of empowerment, which in turn helps in engaging him/her into acts of innovativeness more often. The results also show that the relationship between P-O fit and IWB is stronger among nurses who frequently share their best practices and mistakes with co-workers. Employee involvement in innovative work is of crucial importance for organization’s competitiveness, especially in the nursing profession. The compatibility between personal and organizational values is a vital ingredient of our personal, social and professional worlds. Although research has identified some antecedents of nurses’ IWB, it is unclear how P-O fit influence nurses’ IWB. Nurses with stronger value congruence when empowered psychologically may respond more effectively to display IWBs in current dynamic and challenging public health care work environments.
Publisher: Wiley
Date: 22-09-2021
DOI: 10.1002/CSR.2054
Location: Pakistan
No related grants have been discovered for Sadia Ehtisham.