Year 2020 , Volume 9, Issue 2, Part 1
Year 2020 , Volume 9, Issue 2, Part 1
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Transformational Leadership and Its Relation to Organizational Commitment among Employees in Public Institutions: a Case Study of Shaqra University, Saudi Arabia RASHED GHAZI AL-HUWAIL AL-OTAIBI Pages: 1-19
The study seeks to identify the degree of practicing the transformational leadership at Shaqra University from the view of its employees, the degree of organizational commitment among the employees, and also the relationship between practicing transformational leadership and organizational commitment among the employees to detect the differences in both of transformational leadership and organizational commitment among the employees relative to sex, educational qualification or experience. A stratified random sample (N = 231) of employees of Shaqra University was interviewed. The empirical evidence shows that the degree of practicing the transformational leadership from the view of its employees as well as the degree of organizational commitment among the employees is found to be high. The evidence also indicates that there is a statistically significant relationship between practicing transformational leadership and organizational commitment among the employees. However, no statistically significant differences in both of transformational leadership and organizational commitment among the employees were detected. This result is due to the heterogeneous related to socio-demographic characteristics like sex, educational qualification, or experience years. In light of the foregoing outcomes, some recommendations are formulated.
All manufacturing processes involve the flow of two important components: materials and information. The production scheduling, parts traceability and quality non-conformities are kept and permanently recorded at the Phosphoric Acid Anodizing area in one of the plants of a small and medium-sized aircrafts’ company in the US. The information flow within this area is a key point in the sustainability and quality of the manufacturing process. The objective of the present study was to analyze the relationship between the quantity of produced orders and the fidelity and quality of the manufacturing records among the different Production control systems used in the manufacturing plant. The study was mixed, applied, non-experimental, correlational and cross-sectional. The independent variable was the quantity of production orders released to the Phosphoric Acid Anodizing area, while the dependent variable was the quantity of quality non-conformances found in the different Production control systems. By analyzing a probabilistic sample of 3,079 production orders, it was proven that the records kept in the different control systems are not related between them. Nonetheless, it was proven that there is a correlation between the fluctuation of the quantity of released production orders and the quantity of quality non-conformances recorded in the control systems.
Keywords: Manufacturing, Quality Non-conformances, Production Control, Control System, Phosphoric Acid Anodizing, Aircraft Company.
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Organizational Culture Analysis of Khyber Pakhtunkhwas Higher Educational Institutions, A Knowledge Culture Perspective SHABANA GUL and WASEEF JAMAL Pages: 28-53
This article offers an analysis of the prevailing organizational cultures of KP-HEI and their comparison with that of knowledge-based cultures. Primary data from 555 faculty members from 10 public sector KP-HEIs was collected. Two-layer stratified random sampling was used to reach the unit of observation. Organizational culture assessment instrument (OCAI) developed by Cameron and Quinn (1999) was used for collecting data on the organizational culture of sampled HEI. The unit of observation was the faculty members of sampled HEI whereas the unit of analysis was the respective HEI. The output of the study was 10 organizational culture profiles of KP-HEI, outlining the organizational culture types, orientations, and dominant characteristics of each of the sampled KP-HEI. The majority of KP-HEI were found to have clan culture as a dominant organizational culture type, with an internal focus in strategic emphasis.
Combined Role of Organizational Socialization & Person Job Fit on Supervisor Rated Job Performance of Newcomers NADEEM AHMED AWAN, MAZHAR IQBAL BHATTI and TARIQ JAMIL Pages: 54-64
The core objective of this study was to comprehend the role of organizational socialization in predicting job performance of new employees who were working in various banks of Pakistan. Besides that, to find out whether person job fit moderated between this connection. Data was gathered from 300 respondents working in various banks, located in Pakistan. The outcomes bolstered hypothesis of current study. Where OS was proven as a significant predictor of supervisor rated job performance while Person Job Fit as a significant moderator between them. The study confirmed the endorsements of congruence theorists and validated the role of organizational socialization. Findings are expected to exploit genuine capabilities of newcomers. Therefore, current study expected to add value in the existing literature.
Keywords: Organizational Socialization, Person Job Fit, Newcomers, Job Performance, Human Capital, Theory of Congruence.
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Impact of Carroll CSRs Pyramid on Firms Financial Performance in Pakistan as a Developing Country MAQSOOD HAYAT, SHEHZAD KHAN and ASIF IQBAL Pages: 65-79
The aim of this study is to examine the impact Carroll CSR’s Pyramid on the firm’s financial performance of the top companies listed on Pakistan’s stock exchange. The financial performance is proxied by earning per share (EPS), however, the Carroll CSR’s Pyramid is undertaken as; economic, philanthropical, legal and ethical environment of the firm. Panel data analysis of top 25 firms listed on Pakistan Stock Exchange during 2011 to 2015 is carried to determine the impact of Carroll CSR Pyramid on firm financial performance. The study found that the economic and philanthropic dimensions are statistically significant impact on the firm’s financial performance. However, the legal and ethical dimensions were found statistically significant only with the help of a fixed-effects model. This study concluded that engagement in CSR activities is valuable; however, it is also not necessary that every dimension of the CSR generate the same corporate benefits in developing countries. The sequences of the layers of CSR pyramid were also revisited to attest the notion that the concept of CSR differs geographically from place to place and even time to time.
Effects of Corporate Social Responsibility on Financial Performance of Islamic Banks in Pakistan BURHAN ALI SHAH, KAMRAN NASIR and GHULAM SHABBIR KHAN NIAZI Pages: 80-94
This study intended to evaluate association between corporate social responsibility (CSR) and financial performance of Islamic banks using accounting measures such as ROA, ROE and market-based performance measure, Tobin’s Q. Carroll’s Pyramid was used to measure the CSR. Secondary data were collected from the annual reports of 4 full-fledged Islamic banks of Pakistan for a period of five years i.e. 2013-2017. Data were analyzed through Stata software applying GLS to assess the requisite dependence of financial performance on the diverse dimensions of CSR. Results indicate a significantly positive relationship between economic responsibilities and financial performance whereas philanthropic and legal responsibilities have a negative relationship with financial performance. Consequently, it is concluded that CSR has a somewhat mixed (favourable as well as unfavourable) effect on the financial performance of Islamic banks. The nature of mixed results may be attributed to the diverse nature of dimensions of CSR. Therefore, the management of banks is recommended to relocate their resources to increase the financial performance of their banks.
Keywords: CSR, ROA, ROE, Tobin’s Q, Islamic Banks.
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Organizational Culture Predicts Emotional Intelligence among Pharmaceutical Industrial Employees ANDLEEB AKHTAR, SADAF AHSAN and RAHAT BAKHTIYAR Pages: 95-108
Today organizations are faced with challenges regarding management of employees that need to be dealt technically. The organizational culture thus facilitates organizations in creating a medium for productive behaviors. The study was intended to reveal the relationship between Organizational Culture (OC) and Emotional Intelligence (EI) on a sample of 100 employees from pharmaceutical sector of Hattar Industrial state, Pakistan. The study was conducted using Denison Organizational Culture Survey and Genos Emotional Intelligence Scale. The alpha reliabilities were found out to be .94 and .86 of both scales respectively. SPSS was used for data analysis. The hypotheses of study were supported. It was found that organizational culture predicts emotional intelligence positively and significantly with (β= .801, R2 =.638) and p< .001. There exists a high significant positive correlation between the two variables. Results indicated significant gender differences and significant differences of management levels also. Among the demographic variables (age, gender, salary, education, total job experience) only gender has a significant impact on organizational culture and emotional intelligence.
The Relationship Between Organizational Stress And Organizational Identification: A Research on The Shopping Center Employees MITHAT TURHAN and ONUR KOPRULU Pages: 109-118
The main objective of this research is to determine the effects of stress factors on the organizational identification process of shopping center employees. Population of this study is consisted of shopping center employees in Ankara. Easy sampling method was used in this research. Survey was used as the data gathering method in this study. 156 surveys out of 200 were evaluated. On the other hand, correlation and regression alalyzes were conducted to test the hypotheses of the research model According to regression coefficient values of sub-dimensions of organizational stress managers, Tangible Possibilities and colleagues dimensions have statistical significance with negative effect on organizational identification. According to the findings on literaure review, it is evaluated that there are limited number of scientific researches trying to figure out the relationship between organizational identification and organizational stress. Therefore, this research aim to fulfill the gap in this field and contribute to scientific knowledge.
Keywords: Organizational Stress, Organizational Identifıcation, Shopping Center Employees.
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Socio-economic Role of Zakat: A Case Study of Zakat Spent for Human Resource Development through Education in Abbottabad District, Pakistan MUHAMMAD TARIQ KHAN and SYED ALI RAZA HAMID Pages: 119-133
Zakat is third of the five pillars of faith in Islam, an instrument practiced in the Muslim world considered as part of wealth of man designated for the poor. Zakat is an obligatory requirement for Muslims to give, on idle & horded savings, wealth, assets, silver & gold every year at the rate of 25 %. It constitutes the most important product of Islamic civilization and a very effective mean of alleviating or at least reducing poverty, inequality, circulation of money in society and a step towards equal distribution of wealth helping the poor in attaining their basic needs. It facilitates rendering of social services such as health care, education, and employment generation which are important for human resource development. Moreover, it helps in establishing business and employment opportunities and promotes community services. In Islamic world, Zakat system is quite an instrumental process that comprises serving the society by making endowments for construction of educational institutions, projects of welfare such as water supply, and many others. The present study has focused on the aspects of Zakat for endowments in HRD in the light of definitions, interpretation and explanation of HRD; thus addressing a recent case of District Zakat Committee (DZC) Abbottabad District of Pakistan which successfully managed the deployment of zakat funds particularly by imparting scholarships to talented but poorest students for attaining technical education. This further helped them in securing reasonable jobs.
Keywords: Zakat, Poverty, Education, HRD.
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Do Top Executives Determine Firm Risk and Stock Liquidity? Evidence from Selected BRICS Firms KHURRAM IFTIKHAR BHATTI, MUHAMMAD IFTIKHAR UL HUSNAIN and ABUBAKR SAEED Pages: 134-149
The objective of the study is to investigate the role of observable and unobservable characteristics of top management team on firms’ risk and stock liquidity. To examine this relationship, we have used manager-firm matched panel data from 2010 to 2018 of top non-financial listed companies of BRICS. Our result shows that managers’ financial styles do have an influence on stock liquidity and firms’ risk and that too differs from country to country and across different managers. Additionally, observable characteristics like gender, age, experience and qualification are also important to explain the manager financial styles. Based upon the findings we suggest that potential investors and Investment analysts should not only focus on quantitative analysis, but they should also consider the manager individual characteristics when evaluating any company.
