Understanding online shopping hate in social commerce context: antecedents and consequences of psychological reactance

Jamal, Yasir; Islam, Tahir; Shahid, Zubair Ali

doi:10.1108/k-11-2021-1093

Cited by 8 publications

(16 citation statements)

References 95 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Smart-PLS is much better to measure the complex models. The study supported the Smart-PLS due to its model verifiability, reliability and validity (Jamal et al, 2022). The analysis of the Smart PLS is considered one of the best statistical procedures for the structural equation modelling, which can analyze both structural model and measurement model simultaneously (Hair et al, 2013).…”

Section: Discussionmentioning

confidence: 80%

“…This study used a questionnaire for the data collection. Further, this method is very widely employed to understand individual behaviors in social sciences (Jamal et al, 2022). Moreover, our conceptual model consists of various societal variables that are very difficult to assess with the other methods, for example, case studies and experiments.…”

Section: Survey Designmentioning

confidence: 99%

See 1 more Smart Citation

Diversity Management and Organizational Performance in Pakistan

HANIF¹,

Athar²,

Rehman³

et al. 2023

RMS

View full text Add to dashboard Cite

Purpose The main purpose of research is to examine the relationships between diversity management and organizational performance along with the fostering role of leadership dimensions. Methodology Diversity management practices have been measured using the EPDMP scale on a sample of 514 employees from organizations across Pakistan and data were collected from employees of universities. The PLS-SEM was used as the main technique for data analysis. Findings Results show that higher workforce diversity does not automatically produce inclusive climate-specific diversity inclusive leadership dimensions are required to support diversity environment where employees feel valued and appreciated. Further, the results confirm that the diversity-inclusive leadership dimensions moderate the relationship between diversity management and organizational performance. Conclusions The study concluded that diversity management has a positive and significant direct impact on organizational performance. Therefore, policymakers need to devise human resource statutes, rules, regulations, policies, and practices that promote a heterogeneous workforce in organizations and offer equal opportunities to all employees unrestricted by individual employee identities such as gender, race, ethnicity, education, religion, function, and abilities. Practical implications The findings are very helpful for HR managers for effective diversity management to enhance their organizational performance. Originality/value: The study explains the association of diversity management practices and organizational performance and moderating role of diversity leadership dimensions.

show abstract

Section: Discussionmentioning

confidence: 80%

Section: Survey Designmentioning

confidence: 99%

Diversity Management and Organizational Performance in Pakistan

HANIF¹,

Athar²,

Rehman³

et al. 2023

RMS

View full text Add to dashboard Cite

show abstract

“…CMB take place when instrument creates a bias and bias in data collection due for overlapping between the constructs (Jamal et al, 2022). We used VIFs -collinearity variance inflation factors procedure to study VIFs.…”

Section: Resultsmentioning

confidence: 99%

“…Further, the population frame is employees of universities of Pakistan, sample size is 500 employees and data collection tool is structured questionnaire. This method is widely utilized to understand individual behaviors in social sciences (Jamal et al, 2022). Accordingly, data were collected, through questionnaire from employees of top five universities of all provinces and federal capital of Pakistan.…”

Section: Methodsmentioning

confidence: 99%

“…Convergent validity, factor loading and discriminant validity of indicators of constructs were performed in measurement model with the help of SmartPLS 3.0. Average variance extracted, Cronbach's alpha and composite reliability are utilized to establish convergent validity (Jamal et al, 2022) as convergent validity determines similarity in the theoretical concepts. Table 3 indicates that Cronbach's alpha was 0.9176 and 0.9324, AVEs 0.6045 and 0.623 and CR 0.932 and 0.9428, respectively.…”

Section: Measurement Modelmentioning

confidence: 99%

See 1 more Smart Citation

The Impact of Diversity Management and Organizational Performance in Higher Education Sector in Pakistan

2022

AHSS

View full text Add to dashboard Cite

Organizations are becoming more and more3 diverse that requires inclusion of diversity management by HR managers. The studies, suggest organizations to support full participation of all the flavors of workforce for reaping optimal organizational performance, otherwise, a poorly managed diversity may cause this performance as low. In this regard, the studies elaborating the fostering effect of diversity management HR policies for achieving sustainable competitive advantage are very rare. Thus, the main purpose of the research is to explain the relationships between diversity management practices and organizational performance. Hypotheses has been developed and the diversity management practices, and the organizational performance have been measured using the Employees' perception of diversity management practices (EPDMP) scale and on a sample size of 500 employees from public and private sector organizations across Pakistan. The results confirm the relationship between diversity management practices and organizational performance. It has been concluded that higher workforce diversity does not automatically produce an inclusive climate, specific working environment is required to support workforce diversity where diverse employees are valued and appreciated. Practical implications for policy makers have also been discussed

show abstract