Drawing on social exchange and emotional regulation perspectives, this study investigates the role of emotional suppression in reducing the detrimental effects of workplace ostracism on organizational learning. Based on the responses of 162 participants from the financial industry, and with the application of moderated mediation analysis, the findings demonstrate that workplace ostracism is mediated by employee silence, which has a negative effect on organizational learning. Interestingly, however, the results exhibit that emotional suppression operates as a buffer between workplace ostracism, employee silence and organizational learning, which leads to the achievement of organizational learning motives. Therefore, the silent employees, who experience workplace ostracism, may still be contributing toward organizational learning, if they are proficient in suppressing their emotions. Given that, the study implies that emotional suppression is fundamentally important to reduce the injurious outcomes of workplace ostracism, in the contemporary organizational settings, particularly with regard to organizational learning.
This study represents the first‐ever attempt to explore the feasibility of region‐specific application of the theory of generations in the context of Pakistan. Building upon the Schuman and Scott's (1989) historical method of identification of the predominant events from the coming‐of‐age era of various age groups through the study of the collective memories of various age groups, in this study, primarily, a qualitative methodology was deployed across three (3) focus group discussions involving 50 academicians and industrial experts to ascertain the presence or otherwise of distinct workplace generations of Pakistan. The discussions were centred on participant's recollection of the socio‐economic, political and technologically significant events that happened during their coming‐of‐age era and the way it impacted the formation of unique characteristics of each generation. These events thus served as the generational pointers which led to the indication towards the presence of three distinct Pakistani generational cohorts as Pakistani Baby Boomer Generation, Pakistani Generation X, and Pakistani Millennials/Generation Y who are currently comprising the workforce of Punjab, which is the second‐largest and most developed province of the country. In the second paper of this series, it is anticipated that a larger quantitative investigation may well open the pathway to the generalization of these findings in support of the context‐specific application of the theory of generations. The generational profiling emanating from this study has strong implications for the HR practitioners concerning the design of generationally tailored HR policies such that the generational differences are mitigated through various diversity and inclusion initiatives.
This study aims to find the impact of green HRM practices on organizational sustainability and employee retention of the educational institutions of the South Punjab, Pakistan. Green HRM practices involve all the management techniques, practices, and procedures to use the organizational resources to bring sustainability for organizations and the environment. This research work is conducted in South Punjab, Pakistan, to see whether south Punjab's educational institutions practice green HRM in their daily activities. Data is collected from South Punjab educational institutions, institutions such as schools, colleges, and universities to serve the purpose. The respondents are the H.R. manager, heads of the educational institutions, and data collected by contrasting the 150 educational institutions of south Punjab chosen randomly. The overall findings state that green HRM practices significantly impact the organizational sustainability and employee retention of South Punjab's educational institutions. The research is limited due to time constraints, financial constraints, and limited data availability. The results of this research study may not generalize to another province of Pakistan as the study is conducted only in the context of South Punjab.
Purpose: Gender-based discrimination in the workplace in the private service sector is well known all over the world phenomenon, but in developing states like Pakistan the issue is comparatively high. The purpose of this paper is to determine the causes and factors of Gender-based discrimination in the private service sector workplaces in Pakistan. Design/Methodology/Approach: The quantitative method was used. Data was collected through a structured questionnaire. The population of the research is the employees of the private service sector of Pakistan. The sample size was 120 (N=120). Statistical Package for Social Sciences (SPSS) software is used for analysis. Findings: In this study, it is investigated that Unequal treatment of employees, favoritism, and educational qualification (Independent Variables) are causes of Gender-based discrimination (dependent variable), and this relationship is mediated by the human resource department’s rules and policies, unfortunately, the role of HR policies and the department is not satisfactory in the private service sector of Pakistan. Implications: Managers, policymakers, and educationists must reassess their dependence on stereotypical ideas of women as women become an increasingly important component of the workforce. Originality/Value: The paper explores the factors that contribute to gender-based discrimination and uses HR rules as a unique mediator between these factors and prejudice.
The purpose of this study is to examine the effect of knowledge management environment on knowledge management effectiveness through the mediating role of knowledge sharing processes in public and private, conventional and Islamic branch banking of Pakistan. Survey technique was used for collection of data from the staff of branch banking. A sample of 290 was used for data analysis. The hypothesized relationships were tested using Smart PLS software. The results shows that knowledge management environment has a directly and indirectly positive and significant effect on knowledge management effectiveness through the mediating role of knowledge sharing process in branch banking of Pakistan. Findings of this study reveal that management of the branch banking can enhance their knowledge management effectiveness in terms of innovation, efficiency and adaptability by managing the knowledge management environment (Tacit and Explicit) through a mediating role of knowledge sharing process (Internal and External).
The current study aims to sociologically categorize the generations of the Pakistani workforce. For this purpose, similar to Schuman and Scott (1989)’s research methodology of identifying generations on the basis of their collective memories of formative events, the current study deploys a quantitative research design. Particularly, this is done by incorporating the socio-economic, political, and technologically significant events (SPTSE) into a questionnaire survey. These events have already been identified as generational pointers of the three Pakistani generations by Shaikh, Jamal, and Iqbal (2021). The Chi-Square results of the current research verify that the Pakistani Baby Boomers (Born during 1942-1961), Pakistani Generation X (Born during 1962-1981), and Pakistani Millennials / Generation Y (Born during 1982-2001) differ in recollecting certain SPTSE which they encountered during their coming-of-age years. Hence, having lived a particular set of formative eras, their generational characteristics, particularly with regard to their attitudes, values, and behaviors, are influenced, which are different and unique from that of the Western generations. This way, the generational pointers serve as a basis for the classification of the three Pakistani generations, and so prove the Asian context-specific application of the theory of generations.
IntroductionThis study aims to elucidate the employers' perspectives on the key generic employability skills which would enable them to seek graduate jobs and will ensure their professional wellbeing once they enter the job market after acquiring a University degree.MethodsIn order to pursue this objective, an exploratory qualitative inquiry was deployed which involved two panel-based discussions. The respondents of each panel discussion were invited through the platforms of the Bahawalpur Chamber of Commerce and Industry (BCCI), and the Chamber of Commerce Rahim Yar Khan. These respondents represented Pharmaceuticals, Agrichemical manufacturers (fertilizers, pesticides), Livestock, Cotton, textiles, and apparel industry which are the main industries in Southern Punjab, Pakistan.Results and discussionFor the purpose of analysis, a thematic analysis was done in the context of grounded theory. Resultantly, the findings of the study reveal an employers' perspective on 10 key generic employability skills as must-have for a Pakistani Millennial graduate including various soft and hard skills, such as-Emotional Intelligence, Flexibility and Adaptability, Multitasking, Computer Literacy and Digital Skills, Information Literacy and Data Analytics, Oral and Written Communication in English and Urdu, Critical Thinking, Positive Politics, Work Ethics and Professionalism, and Commercial awareness. Hence, the study produces implications for the employability stakeholders, including government and academia for a much needed shift from a mere subject-based curriculum to a skill-oriented curriculum and training in the Universities, particularly in the region of Southern Punjab, and all across Pakistan as well.
Inspired by the global increase in awareness of corporate social responsibility (CSR), this paper is an attempt to explore the influence of CSR on bank employees’ satisfaction and loyalty and banks’ financial performance. It was assumed there could be differences in the perception of CSR among employees toward the CSR initiatives being undertaken by the banks they work for. Employees’ level of awareness and extent of involvement with various CSR activities could affect their satisfaction and loyalty. This study used regression analysis for hypothesis testing. Its findings reveal that CSR positively affects employee satisfaction and loyalty as well as banks’ financial performance; employee satisfaction positively affects employee loyalty; and employee loyalty positively affects banks’ financial performance. Hence, bank management should focus on CSR from the perspective of employees to contribute to employee satisfaction and loyalty, and ultimately, to enhanced financial performance. Suggestions and inferences for future research and banking sector practices are suggested based on these results.
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