The current study is having the capacity to address the major ongoing issues of the IT sector of Pakistan, as the underlying sector is facing issues regarding the job performance of the employees. Responsible leadership is got importance due to its emergence in this sector. In order to check the impact of responsible leadership and knowledge sharing on job performance, this study has also incorporated the moderating factor of leader empathy and mediating role of helping initiatives at the workplace as well. For the completion of the study, a sample of 273 respondents was drawn out of the population in order to generalize the results to the whole population. These respondents were taken out from the IT sector of Pakistan, SPSS and AMOS were used to analyse the data. Through the help of the analysis, the researcher found out that there is no impact of responsible leadership on job performance and no impact has been observed while studying the knowledge sharing and helping initiatives as well. The rest of the study hypothesis are proved significant. This is also having its practical, theoretical, and policy-making contributions. This study is also significant by its nature as it took the leader empathy as a moderator to check the job performance of employees of the high technological sector of Pakistan.
Although all forms of resources are necessary for organizational success, the literature seems to agree that human capital and its management have a substantial influence on the performance of corporations. In today's dynamic world, where communication and technologies continually grow, the actions and behavior of employees in their organizations are gaining importance with regard to the workers’ performance, SHRM, and servant leadership positions. In this study, the impact of SHRM, servant leadership, and rule control on Job Satisfaction and rule-breaking behavior of employees have been analyzed. Our study consists of a sample population of 287 white collar employees in the public and private sectors of Pakistan. Analysis was carried out using SPSS and AMO programs. Hypotheses were tested by the structural equation model. Finding reveals that SHRM has a positive and significant influence on job satisfaction but an insignificant impact on the rule-breaking behavior of employees. Servant leadership positively influenced job satisfaction and significantly moderates the association between SHRM and job satisfaction indicating that the servant attitude of the manager increases the satisfaction of the personnel. Rules control plays a significant mediating role. The current study contributed that employee exhibit greater levels of persistence, competence, and competitiveness while they are motivated by servant leaders. Managing workers from different backgrounds and with different work ethics require proactive leadership that disciplines organizational life according to predetermined guidelines for job involvement.
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