Leading Leadership Style to Motivate Cultural-Oriented Female Employees in I.T Sector of Developing Country: I.T Sectors' Responses from Pakistan

Haque, Adnan ul; Faizan, Riffat; Zehra, Nasreen; Baloch, Akhtar; Nadda, Vipin; Riaz, Fayyaz

doi:10.6007/ijarbss/v5-i9/1836

Cited by 16 publications

(16 citation statements)

References 7 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Additionally, training and development is regarded as one of the important practices of human resource management (Haque et al, 2015).…”

Section: Literature Reviewmentioning

confidence: 99%

“…One could argue that leadership also as a role in the improvement of sector. As per Haque et al., (2015), the particular style of leadership motivates cultural-oriented workforce. Thus, it is also possible that instead of T&D program, leadership style that might affect the performance of employees.…”

Section: Introductionmentioning

confidence: 99%

“…As evident above, pivotal role is played by the private banking sector, therefore it is essential to investigate the impact of training and development on its workforce. In addition to that, wide range of researches has confirmed that productive employees are those that are satisfied with their work and workplace (Haque & Yamoah, 2014;Haque et al, 2015;Faizan & Haque, 2016;Faizan & Zehra, 2016;Zehra, 2016). Hence, the role of commitment and satisfaction require being studied in relation to T&D program.…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

The Mediating Role of Job Satisfaction between Training and Development Practices and Organizational Commitment: Responses from Private Banking Sectors of Karachi, Pakistan

Faridi¹,

Baloch²,

Wajidi³

2017

IJARBSS

Self Cite

View full text Add to dashboard Cite

This paper examines the impact of modern and traditional training and development programs on the employees of banking sectors' organizational commitment and overall performance within Karachi, Pakistan. Furthermore, the paper explores the causal-effect relationship between organizational commitment's distinctive attributes and T&D program through mediating role of job satisfaction, by particularly looking at the contractual and permanent employees. By combining the strata, convenience, and purposive sampling, we gathered data from the 307 employees working in the Karachi's banking sector. Since, the study falls largely into positivist paradigm thus quantitative analysis are conducted in this study.Interestingly, the findings revealed that modern methods of training and development are highly preferred by the contractual workers. In addition to that, the working efficiency of the employees aging between 30-40 years is significant positively affected by modern T&D methods. On the other hand, working efficiency does not improve for the permanent employees under both; traditional and modern methods to notable extent. In addition to that, irrespective of the type of employment status, the affective and normative commitment of male employees is significant positively affected by the salary increment while the continuance commitment of female workers is significant positively affected by the training and development programs. Nevertheless, job satisfaction has significant mediating role in improving the organizational commitment of employees under both; traditional and modern methods of training and development. Interestingly, the continuance commitment is less visible in contrast to affective commitment and normative commitment among both permanent and contractual employees working within the banking sector.

show abstract

“…Additionally, training and development is regarded as one of the important practices of human resource management (Haque et al, 2015).…”

Section: Literature Reviewmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

The Mediating Role of Job Satisfaction between Training and Development Practices and Organizational Commitment: Responses from Private Banking Sectors of Karachi, Pakistan

Faridi¹,

Baloch²,

Wajidi³

2017

IJARBSS

Self Cite

View full text Add to dashboard Cite

show abstract

“…There is also an impact of Training on the investment return specifically when cultural oriented workforce is provided adequate training under certain type of leadership (Haque, Faizan, Zehra, Baloch, Nadda, & Riaz, 2015). Moreover, the training and development impacts other factors associated with employee along with the skills and knowledge as proposed by (Karl et al, 2010).…”

Section: Role Of Trainingmentioning

confidence: 99%

“…A research was carried out in a similar manner by (Sahindis & Bouris, 2008), concluding that employee lacking an appropriate development opportunities experience effected performance that results in turn over. Haque et al, (2015) argued that the sense and feeling of job commitment is lost among employees due to job discontentment. Hansson (2007) states that various firms view training as an effective tool for the profitability and productivity.…”

Section: Role Of Trainingmentioning

confidence: 99%

Training & Development Barometer for Effective Transformation of Organizational Commitment and Overall Performance in Banking Sectors of KPK, Pakistan: Qualitative study of Workforce of Bank of Khyber

Zehra¹

2016

IJARBSS

Self Cite

View full text Add to dashboard Cite

This research paper investigates the impact of T&D program on the level of employees' organizational commitment and overall performances in the Banking sector of KPK by considering Bank of Khyber as a case study. Study aims to critically examine all three attributes of organizational commitment (affective, normative, and continuance commitment respectively) and its impact on the job satisfaction in banking sector of KPK, Pakistan.The notions of Guest et.al, (2003) and Wall & Wood (2005) are taken as a foundation to explore the linkage between organisational commitment and T&D program, however both these studies had not investigated all three attributes in equal manner. The focus of these previous studies were more on affective and continuance commitment and did not investigate the causes and consequences that make these attributes to create an impact on the overall performances. Thus this study is significant because it attempts to explain in exploratory manner the reasons behind impact created by training.Inductive approach in a cross-sectional design following interpretive research philosophy research is carried out. The bank of Khyber, KPK is case study selected with 15 regional and branch managers as participants for interviews and 277 employees participated in the survey questionnaire, selected through stratified, convenience, and random sampling technique.Results of present study indicates that to retain skilled workforce, organization has to work on their continuance commitment by offering them promotion and salary increment because these are two factors that enable firms to retain skilled workers.

show abstract

Impact of Feminine Leadership Style and Feminine Organizational Culture on the Overall Performance of the Organization: Comparative Analysis

Faizan

2024

Springer Proceedings in Business and Economics

View full text Add to dashboard Cite

Leading Leadership Style to Motivate Cultural-Oriented Female Employees in I.T Sector of Developing Country: I.T Sectors' Responses from Pakistan

Cited by 16 publications

References 7 publications

The Mediating Role of Job Satisfaction between Training and Development Practices and Organizational Commitment: Responses from Private Banking Sectors of Karachi, Pakistan

The Mediating Role of Job Satisfaction between Training and Development Practices and Organizational Commitment: Responses from Private Banking Sectors of Karachi, Pakistan

Training & Development Barometer for Effective Transformation of Organizational Commitment and Overall Performance in Banking Sectors of KPK, Pakistan: Qualitative study of Workforce of Bank of Khyber

Impact of Feminine Leadership Style and Feminine Organizational Culture on the Overall Performance of the Organization: Comparative Analysis

Contact Info

Product

Resources

About