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Muhammad Nisar Muhammad Sharif Khan
- Assistant Professor
- Ext: 5241
I have completed my PhD in organizational behaviors/leadership from the Queensland University of Technology Australia. I am currently working as an Assistant Professor in the College of Business Administration, Ajman University, UAE. My areas of interest in research are servant leadership, trust, organizational justice/injustice, organizational politics and women entrepreneurship. I have published in the leading management journals including the Personnel Review, International Journal of Conflict Management, Management Research Review, Asia Pacific Management Review and International Journal of Entrepreneurial Behavior & Research.
Education
- PhD, Queensland University of Technology, Australia, 2018.
- MS, International Islamic University Islamabad, Pakistan, 2010.
- MBA, Northern University Nowshera, Pakistan, 2006.
PhD, Queensland University of Technology, Australia, 2018.
MS, International Islamic University Islamabad, Pakistan, 2010.
MBA, Northern University Nowshera, Pakistan, 2006.
Experience
- Lecturer, Faculty of Management Sciences, International Islamic University Islamabad, Pakistan, 04-02-2010 to 30-06-2013.
- Lecturer, Department of Higher Studies, Holmes Institute Brisbane Campus, Australia, 23-07-2018 to 31-07-2020.
- Assistant Professor, College of Business Administration, University of Sharjah, UAE, 30-08-2020 to 22-08-2021.
- Assistant Professor, College of Business Administration, Ajman University, UAE, 22-08-2021 till date.
Lecturer, Faculty of Management Sciences, International Islamic University Islamabad, Pakistan, 04-02-2010 to 30-06-2013.
Lecturer, Department of Higher Studies, Holmes Institute Brisbane Campus, Australia, 23-07-2018 to 31-07-2020.
Assistant Professor, College of Business Administration, University of Sharjah, UAE, 30-08-2020 to 22-08-2021.
Assistant Professor, College of Business Administration, Ajman University, UAE, 22-08-2021 till date.
Teaching Area
- Human Resources Management, Recruitment and Selection, Training and Development, Organization Behaviors, Strategic Management.
Human Resources Management, Recruitment and Selection, Training and Development, Organization Behaviors, Strategic Management.
Research
- Servant Leadership, Organizational Politics, Trust, Organizational Justice/Injustice, Deviant Behaviors.
Servant Leadership, Organizational Politics, Trust, Organizational Justice/Injustice, Deviant Behaviors.
Publications
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The underlying mechanism between perceived organizational injustice and deviant workplace behaviors: Moderating role of personality traits.
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Psychological empowerment and employee attitudinal outcomes. The pivotal role of Psychological capital.
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The influence of Muslim society marriages on entrepreneurial intentions and business growth: The perspective of Muslim women entrepreneurs.
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Linking transformational leadership and continuous improvement: The mediating role of trust.
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Combined effect of perceived organizational injustice and perceived politics on deviant behaviors.
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The interplay between servant leadership and organizational politics.
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Understanding the interplay between support agencies and small and medium-sized enterprises in a conflict environment from an institutional theory perspective
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JournalZeeshan Ahmad (Department of Business Administration, Multan Campus, Air University, Multan 60600, Pakistan), Nadir Munir Hassan (Department of Business Administration, Multan Campus, Air University, Multan 60600, Pakistan) , Mohammad Nisar Khattak (Department of Management, College of Business Administration, Ajman University) , Mohamed A. Moustafa (Department of Management, College of Business Administration, King Faisal University) and Mahendra Fakhri (Department of Business Administration, Faculty of Communication and Business, Telkom University, Bandung 40257, Indonesia), Impact of Tourists’ Environmental Awareness on Pro-Environmental Behaviors with the Mediating Effect of Tourists’ Environmental concern and Moderating Effect of Tourists’ Environmental Attachment, Sustainability, Nov 2021, doi: doi.org/10.3390/su132312998
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JournalMohammad Nisar Khattak, Peter O'Connor, Noor Muhammad, The buffering role of servant leadership on the relationship between organizational politics and employee task performance and citizenship behaviors, Personnel Review, Feb 2022, doi: https://doi.org/10.1108/PR-11-2020-0848
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JournalNessrin Shaya, Rawan Abukhait, Rehaf Madani & Mohammad Nisar Khattak , Organizational Resilience of Higher Education Institutions: An Empirical Study during Covid-19 Pandemic., Higher Education Policy, May 2022, doi: https://doi.org/10.1057/s41307-022-00272-2
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JournalRawan Abukhait, Mohammad Nisar Khattak, Nessrin Shaya, Usha Ramanathan, The underlying mechanism between compulsory citizenship behaviors and employee innovative work behaviors and knowledge sharing: A moderated mediation model., Frontiers in Psychology, Feb 2023, doi: https://doi.org/10.3389/fpsyg.2023.1128499
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JournalMohammad Nisar Khattak, Moyassar Zuhair Al-Taie, Ifzal Ahmed, Noor Muhammad, Interplay between servant leadership, leader-member-exchange and perceived organizational support., Journal of Organizational Effectiveness: People and Performance, Sep 2023, doi: https://doi.org/10.1108/JOEPP-11-2022-0328
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JournalAsif Khan, Ashfaq Khan, Tazeem Ali Shah, Mohammad Nisar Khattak, Rawan Abukhait, Management’s internal governance policies on flexible work practices and the mediating lens of work life enrichment – Outcome for employee work engagement and organizational attractiveness, Journal of Organizational Effectiveness: People and Performance, Jul 2023, doi: https://doi.org/10.1108/JOEPP-02-2023-0059
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JournalMohammad Nisar Khattak & Rawan Abukhait, Impact of perceived organizational injustice on deviant behaviors: moderating impact of self-control, Current Psychology, Sep 2023, doi: https://doi.org/10.1007/s12144-023-05160-5
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JournalIfzal Ahmad, Dima Rachid Jamali, Muhammad Nisar Khattak, Can organizations get away with greenwashing? CSR attributions and counterproductive sustainability behaviors., Business Ethics, the Environment and Responsibility, Sep 2023, doi: https://doi.org/10.1111/beer.12603
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JournalMuhammad Ali, Tariq Iqbal Khan, Mohammad Nisar Khattak and Irge SENER , Synergizing AI and business: Maximizing innovation, creativity, decision precision, and operational efficiency in high-tech enterprises, Journal of Open Innovation: Technology, Market, and Complexity, Aug 2024, doi: https://doi.org/10.1016/j.joitmc.2024.100352
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JournalMoyassar Zuhair Al Taie and Mohammad Nisar Khattak, The impact of perceived organizational support and human resources practices on innovative work behavior: Does gender matter?, Frontiers in Psychology, Jun 2024, doi: https://doi.org/10.3389/fpsyg.2024.1401916
The underlying mechanism between perceived organizational injustice and deviant workplace behaviors: Moderating role of personality traits.
This study tested the mediating role of outward focused negative emotions (anger) on the direct relationships between perceived injustice (distributive, procedural and interactional) and deviant workplace behaviors directed towards organization (DBO), and deviant workplace behaviors directed towards individuals (DBI). The study further theorized that dispositional variables (agreeableness and neuroticism) will moderate injustice perceptions-emotions-deviant behaviors relationships. Survey data were collected from employees of UWV (Employee Insurances Implementing Agency) Netherlands. Confirmatory factor analysis and mediation analyses were used for testing the hypothesized model of this study. Analyses revealed that there is an adequate fit between the data and the tested model. According to the expectations, a positive relationship was found between outward focused negative emotions (anger) and deviant workplace behaviors (DBO and DBI). In addition, the analysis further showed that anger fully mediated the positive relationships between perceived distributive and interactional injustice and deviant workplace behaviors (DBO and DBI). However, the direct positive relationship between procedural injustice and deviant workplace behaviors (DBO) was partially mediated by anger. The interaction between anger and dispositional traits (agreeableness and neuroticism) on deviant behaviors was also significant. Study limitations and practical implications are discussed.
About the journal
Psychological empowerment and employee attitudinal outcomes. The pivotal role of Psychological capital.
Abstract Purpose – The main purpose of this paper is to examine the mediating role of psychological capital in the relationship between perceived psychological empowerment and employee satisfaction, normative organizational commitment and turnover intentions. Design/methodology/approach – To test the proposed research model, the authors collected field data from seven telecommunication companies located in the Islamabad Capital Territory of Pakistan. Through a two-wave data collection design, a total of 411 participants reported their perceptions about psychological empowerment and psychological capital at Time 1 and their job satisfaction, normative organizational commitment and turnover intention at Time 2. Findings – Results supported the hypothesized relationships, showing that psychological capital fully mediates the relationship between perceived psychological empowerment and employee job satisfaction, normative organizational commitment and turnover intention. Research limitations/implications – This study relied on cross-sectional data, which does not fully satisfy the conditions of establishing causality. Practical implications – Results of this study will help organizations and practitioners to understand the importance of psychological empowerment and psychological capital and how they positively influence organizational performance, including employee job satisfaction, normative organizational commitment and turnover intention. Originality/value – Drawing upon the self-determination theory of Deci and Ryan (2000), this study contributes to organizational behaviour literature by proposing and testing psychological capital as an underlying mechanism that can explain the impact of psychological empowerment on employee satisfaction, normative organizational commitment and turnover intention. Keywords: Psychological capital, Organizational commitment, Turnover intention, Job satisfaction, Attitudes, Psychological empowerment, Organizational theory and behaviour Paper type: Research paper
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The influence of Muslim society marriages on entrepreneurial intentions and business growth: The perspective of Muslim women entrepreneurs.
Abstract Purpose – The purpose of this paper is to examine the influence of Muslim society marriages – forced, arranged or marriages of choice/love, on women entrepreneurial intentions (EI), with reference to Ajzen’s (2002) theory of planned behaviour. It is postulated that marriage type has a significant influence on women household dynamics towards EI and business growth. Design/methodology/approach – A qualitative methodology was used and a total of 20 semi-structured face-to-face interviews were conducted with Muslim married women entrepreneurs operating home-based and market-based small businesses. Findings – The findings show that all these three types of married women entrepreneurs are active in the entrepreneurial process. However, the authors found different paradoxes in their EI and desire for business growth based on their marriage choices or marriage-related constraints that may have been imposed on them. Research limitations/implications – Qualitative research on a small sample size certainly presents a limitation on the generalizability of this work, because it is difficult to capture data regarding this sensitive issue. Future research could also be carried out in other cultural and religious traditions. Social implications – The paper provides good insights to understand the entrepreneurial journey of Muslim women entrepreneurs in the conservative society based on their marriages options. Originality/value – The contribution of this research is twofold. First, the paper offers a theoretical perspective related to female EI and business growth based on religious marriages. Second, it applies Ajzen’s (2002) planned behaviour theory to establish how marriage constraints may influence women EI in the Muslim society. Keywords: Entrepreneurial intention, Theory of planned behaviour, Women entrepreneurs, Muslim marriages, Business growth Paper type: Research paper
About the journal
Linking transformational leadership and continuous improvement: The mediating role of trust.
Abstract Purpose – The purpose of this study is to investigate employee trust in the leader as the underlying mechanism between transformational leadership and employees’ organizational identification and their continuous improvement efforts. Design/methodology/approach – Survey data were collected from 282 employees, working in 8 different private and public sector organizations from the banking, higher education, telecommunications and health sectors in Pakistan. Structural equation modeling was used to test the study hypotheses. Findings – The results support the hypothesized relationships showing that trust in the leader partially mediates the relationship of transformational leadership with organizational identification and continuous improvement efforts. Research limitations/implications – This study relied upon cross-sectional data, which does not satisfy the conditions to establish causality. Practical implications – The results of this study will help organizations and practitioners to understand the importance of trust between transformational leaders and followers, which ultimately results in higher organizational identification and continuous improvement. Originality/value – Using the broader framework of social exchange theory (Blau, 1964), this study contributes to the extant employee – organization relationship literature by proposing and testing trust in the leader as an underlying psychological mechanism that can explain the impact of transformational leadership on employees’ organizational identification and their continuous improvement efforts. Keywords: Transformational leadership, Organizational behaviour, Leadership, Trust, Continuous improvement, Social exchange, Organization identification, Continuous improvement efforts Paper type: Research paper
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Combined effect of perceived organizational injustice and perceived politics on deviant behaviors.
Abstract Purpose – The main purpose of this study is to examine the catalytic impact of perceptions of politics in organizations on the relationship between perceived unfairness and deviant behavior at work. Design/methodology/approach – To test the proposed research model, the authors collected field data in a public sector university located in Islamabad Capital Territory, Pakistan. A two-wave questionnaire was distributed to 400 employees. In the first wave, the questionnaire was used to collect data on participants’ perceptions of perceived injustice and organizational politics. After two weeks, the second wave of data collection was conducted by sending another questionnaire to the same respondents to collect data on their organizational and interpersonal deviance. Findings – Empirical findings revealed that perceived interactional injustice results in interpersonal deviance, and perceived distributive and procedural injustice results in organizational deviance. Moreover, the direct relationship between perceived injustice and deviant behaviors was stronger when the perception of politics factor was high. Originality/value – To the best of the authors’ knowledge, this study is one of the first to test the detrimental effect of perception of politics on deviance in a public organization in Pakistan. Keywords: Procedural justice, Interactional justice, Distributive justice, Organizational politics, Perceived injustice, Organizational deviance, Perceived politics Paper type: Research paper
About the journal
The interplay between servant leadership and organizational politics.
Abstract Purpose – Using the frameworks of social exchange theory (SET) and conservation of resources (COR) Theory, this study examined the influence of servant leadership on employees’ performance through the social exchange indicator (trust), and how perceived organizational politics (POP) influences these relationships. Design/methodology/approach – Survey data were collected from 236 supervisor/subordinate dyads in a public sector organization in Pakistan. Structural equation modeling and bootstrapping were used to test the study hypotheses. Findings – Servant leadership was found to positively influence employees’ task performance and organizational citizenship behaviors (OCBs). Further, analysis revealed that trust in leader partially mediated the positive relationship between servant leadership and subordinates’ task performance and OCBs. However, although POP moderated the indirect relationship between servant leadership and subordinates’ task performance, it did not moderate the indirect relationships between servant leadership and OCBs. Originality/value – This is one of the first studies to be conducted in the South Asian context, testing the relationship between servant leadership and employee performance through the social exchange indicator (trust) in a political organizational environment. Theoretical contributions, practical implications, study limitations and future research directions are discussed at the end of the study. Keywords: Servant leadership, Trust, Task performance, Citizenship behaviors, Perceived organizational politics Paper type: Research paper
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Understanding the interplay between support agencies and small and medium-sized enterprises in a conflict environment from an institutional theory perspective
Abstract Purpose – This study determines the relationship between small and medium-sized enterprises (SMEs) and their support providers during three phases: pre-conflict environment, during conflict environment, and the post-conflict (uncertain) environment with the reference to institutional theory in the northwest region of Pakistan where there is ongoing unrest between the authorities and the insurgents. Design/methodology/approach – Using a qualitative approach, a total of 23 semi-structured interviews were conducted, 19 with the owner-managers of small manufacturing firms and 4 from small business support providers in the region. Findings – The authors theorise the changing role of support agencies as differing institutional gaps, while conflict is destructive for SMEs and support agencies; paradoxically the crisis results in stronger relationships between the support providers and SMEs which was weaker in the pre-conflict environment. Such stronger relationship enhanced the cognitive pillar of institutional theory where entrepreneurship is supported by various groups including government agencies and SMEs to alleviate unemployment in the region which is one of the potential reasons of terrorism in the country. Practical implications – The study may have value for policymakers who need to know more about how small businesses and support providers develop a support network in difficult regions and give a comprehensive framework to other conflictual regions who face similar circumstances. Originality/value – This research contributes to the previous literature in several ways. First, the study reveals the impact of conflict environment on small businesses and support providers where a little research has been undertaken. Second, the study shows the support mechanism in three different intervals pre-conflict, during the conflict and post-conflict and how the Talibanization in the region has a positive impact by strengthening the support structure among small businesses and support providers. Finally, the study contributes to the growing body of literature on entrepreneurship in conflict environments. Keywords: SMEs, Institutional theory, Business support, Conflict environment, Pakistan Paper type: Research paper
About the journal
Zeeshan Ahmad (Department of Business Administration, Multan Campus, Air University, Multan 60600, Pakistan), Nadir Munir Hassan (Department of Business Administration, Multan Campus, Air University, Multan 60600, Pakistan) , Mohammad Nisar Khattak (Department of Management, College of Business Administration, Ajman University) , Mohamed A. Moustafa (Department of Management, College of Business Administration, King Faisal University) and Mahendra Fakhri (Department of Business Administration, Faculty of Communication and Business, Telkom University, Bandung 40257, Indonesia), Impact of Tourists’ Environmental Awareness on Pro-Environmental Behaviors with the Mediating Effect of Tourists’ Environmental concern and Moderating Effect of Tourists’ Environmental Attachment, Sustainability, Nov 2021, doi: doi.org/10.3390/su132312998
Abstract: Pakistan has been blessed with rich tourism potential because of its rich history, culture, biological and geographical diversity. Travelers have for quite some time been attracted to Pakistan to encounter a nation that flaunts rugged natural beauty, cultural richness, and unparalleled hospitality. Pakistan has various tourist destinations in the northern areas of Pakistan. Kumrat Valley has become a tourist hotspot in recent times after the prime minister of Pakistan, Mr. Imran Khan, visited the valley. To reduce the negative effects on these tourist destinations due to the accelerating increase in tourists, the present study used a quantitative approach to uncover whether there is an environmental awareness–behavior gap among the tourists, with their level of environmental awareness outweighing pro-environmental behavior. Using a sample of 426 tourists who have visited the valley, the analysis of the results indicates that the pro-environmental behavior is positively and significantly affected by the components, environmental awareness, environmental concern, and environmental attachment. Environmental attachment is added as a moderator between environmental awareness and pro-environmental behavior. This study suggests that environmental awareness must be promoted among tourists to ensure that they exhibit pro-environmental behavior.
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Mohammad Nisar Khattak, Peter O'Connor, Noor Muhammad, The buffering role of servant leadership on the relationship between organizational politics and employee task performance and citizenship behaviors, Personnel Review, Feb 2022, doi: https://doi.org/10.1108/PR-11-2020-0848
Purpose The purpose of this study was to examine whether servant leadership (SL) buffers the negative relationship between perceived organizational politics (POP) and employee performance outcomes. Design/methodology/approach Time-lagged multi source data were collected from 236 supervisor-subordinate dyads in a public sector university in Pakistan. SL, POP and several control variables were measured in subordinates at time 1, and supervisor ratings of organization citizenship behaviors and task performance were measured at time 2. The authors performed moderated multiple regression analysis to test the hypotheses underpinning the study. Findings Findings revealed that POP was negatively related to employee task performance and two types of organization citizenship behavior (individual and organizational). Findings also revealed that SL attenuated the negative effect of POP on employee task performance and the two types of organization citizenship behavior. Practical implications SL is particularly important in organizational cultures characterized by high politics; therefore, managers seeking to enhance task performance and citizenship behavior in employees should adopt this style of leadership if possible. Originality/value This is the first study conducted in the South Asian context that has examined whether, and how, SL buffers the negative effects of POP on employee task performance and organization citizenship behavior.
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Nessrin Shaya, Rawan Abukhait, Rehaf Madani & Mohammad Nisar Khattak , Organizational Resilience of Higher Education Institutions: An Empirical Study during Covid-19 Pandemic., Higher Education Policy, May 2022, doi: https://doi.org/10.1057/s41307-022-00272-2
Resilient organizations and academic institutions have been identified as contributing immensely to resilient communities. The majority of organizations showing preparedness to mitigate the impact of COVID-19 have deployed an efficient organizational resilience framework. Yet, there is little research on organizational resilience, and the conceptualization of resilience as a complex variable has not been achieved. Focusing on the higher education sector in the UAE during the COVID-19 pandemic, the current study aims to contribute to this promising research area by exploring and expanding a theoretical model on organizational capabilities that constitute organizational resilience. A qualitative phenomenological research design was utilized, where a total of 13 executives from reputable universities were interviewed, followed by a thematic analysis of the data. Findings provided deep insight into the status of universities in the UAE that are currently in the early adaptation stage of the current crisis. Organizational resilience was conceptualized as a process that comprises three successive stages (anticipation, coping, and adaptation), five key antecedents (knowledge, resources availability, social resources, power relationships, and innovative culture), and two main moderators (crisis leadership traits and employee resilience). Important findings were also identified on the needed crisis leadership styles. Recommendations for practice and research are discussed.
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Rawan Abukhait, Mohammad Nisar Khattak, Nessrin Shaya, Usha Ramanathan, The underlying mechanism between compulsory citizenship behaviors and employee innovative work behaviors and knowledge sharing: A moderated mediation model., Frontiers in Psychology, Feb 2023, doi: https://doi.org/10.3389/fpsyg.2023.1128499
Purpose This paper draws on conservation of resources theory to advance the literature on extra-role performance behaviors among academics, particularly innovative work behaviors and knowledge sharing, through the lens of work stressors. Methods We develop a moderated-mediated model based on multi-source, multi-timed, and multi-level data from a sample of 207 academics and 137 direct supervisors in five higher education institutions in the United Arab Emirates (UAE). Findings Results show that academics’ compulsory citizenship behaviors positively influence negative affectivity, which, in turn, negatively impacts academics’ innovative work behavior and knowledge sharing. The detrimental effect of compulsory citizenship behaviors on negative affectivity is then positively moderated by passive leadership, which amplifies this relationship. The combined effect of compulsory citizenship behaviors and negative affectivity exerted on innovative work behavior and knowledge sharing are magnified amid the elevated presence of passive leadership, while gender does not significantly influence this association. Originality This is a pioneering study in the context of UAE to look into the counterproductive impact of CCB on employee innovative work behaviors and knowledge sharing. Implications Pertinent theoretical and managerial implications are discussed.
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Mohammad Nisar Khattak, Moyassar Zuhair Al-Taie, Ifzal Ahmed, Noor Muhammad, Interplay between servant leadership, leader-member-exchange and perceived organizational support., Journal of Organizational Effectiveness: People and Performance, Sep 2023, doi: https://doi.org/10.1108/JOEPP-11-2022-0328
Purpose This study aims to investigate the effect of servant leadership on employee organizational identification and career satisfaction through the mediating lens of leader-member-exchange (LMX). Furthermore, this study also examines whether perceived organizational support (POS) strengthens the positive effect of servant leadership on LMX and subsequently, on employee organizational identification and career satisfaction. Design/methodology/approach Survey data were collected from 314 respondents working in hotels in United States of America (USA). Structural equation modeling (SEM), hierarchical moderation analysis and bootstrapping were used to test the study hypotheses. Findings Servant leadership was found to positively influence employee organizational identification and career satisfaction. Further, analysis revealed that LMX partially mediated the positive relationship between servant leadership and employee career satisfaction and fully mediated the positive relationship between servant leadership and organizational identification. However, although POS moderated the indirect relationship between servant leadership and employee’ career satisfaction, it did not moderate the indirect relationships between servant leadership and organizational identification. Practical implications This study provides insight into the nexus of servant leadership and organizational support in hospitality industry to foster the employee organizational identification and career satisfaction which are extremely needed for competitive advantage in hotel industry. Originality/value This study addresses recent calls for future researchers to investigate the important of servant leadership in the hospitality industry.
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Asif Khan, Ashfaq Khan, Tazeem Ali Shah, Mohammad Nisar Khattak, Rawan Abukhait, Management’s internal governance policies on flexible work practices and the mediating lens of work life enrichment – Outcome for employee work engagement and organizational attractiveness, Journal of Organizational Effectiveness: People and Performance, Jul 2023, doi: https://doi.org/10.1108/JOEPP-02-2023-0059
Purpose Using Pakistan's public sector higher education institutions as the study site, this study aims to empirically substantiate, under the theoretical underpinnings of job enrichment theory (Hackman and Oldham, 1976) and Maslow's (1943) theory of the hierarchy of needs, the impact of flexible work practices (FWPs), on employee work engagement and organizational attractiveness, with the mediating lens of work life enrichment. Design/methodology/approach Field data were collected at five higher education institutions located in the Islamabad Capital Territory (ICT) of Pakistan, using the convenience sampling technique and analyzed under the quantitative research paradigm. Findings This study substantiates with an empirical evidence that flexible work practices (FWPs) have a significant positive impact on both employee work engagement and organizational attractiveness. Markedly, the study findings reveal that the said impact is significantly stronger than that of sabbaticals. Furthermore, the study reveals that the positive relationship is mediated by work life enrichment, signaling its significance in understanding FWP's such impact on employee work engagement and organizational attractiveness. Practical implications The study findings provide significant implications for academia, practitioners, and policymakers, in evidence-based recommendations for higher education institutions to design and implement FWPs that are effective in enhancing employee work engagement and organizational attractiveness, and, in turn, leading to improved organizational performance. Originality/value This research study provides a novel contribution to the existing literature by exploring the combined impact of flexible work practices on employee work engagement and organizational attractiveness in the peculiar context of Pakistan's public sector higher education institutions. Additionally, the study's focus on the mediating role of work life enrichment further adds to its novelty.
About the journal
Mohammad Nisar Khattak & Rawan Abukhait, Impact of perceived organizational injustice on deviant behaviors: moderating impact of self-control, Current Psychology, Sep 2023, doi: https://doi.org/10.1007/s12144-023-05160-5
The main purpose of this study is to identify the buffering role of employee self-control on the positive association between perceived organizational injustice and deviant behaviors. We got surveys-based data from full-time workers of the Netherlands’ Employee Insurances Agency (UWV). Fundamental analysis of data exhibited a good fit between the data and the model tested. In line with our expectation, a significant positive significant relationship was observed between the predictor and outcome variables. Moreover, the moderating impact of self-control on the positive significant relationship between distributive injustice (DJ) and procedural injustice (PJ) with organization-directed deviant workplace behaviors (DBO) was also confirmed. Similarly, analysis also revealed that self-control moderated the association between perception of interactional injustice (IJ) of employees and Individual-directed deviant workplace behaviors (DBI).
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Ifzal Ahmad, Dima Rachid Jamali, Muhammad Nisar Khattak, Can organizations get away with greenwashing? CSR attributions and counterproductive sustainability behaviors., Business Ethics, the Environment and Responsibility, Sep 2023, doi: https://doi.org/10.1111/beer.12603
Over the past couple of decades, research on the perks of corporate social responsibility has reported that it is a source of competitive advantage and can increase the bottom-line performance of the organization. However, a somewhat small proportion of this research is focused on the ‘greenwash’ side, which posits that not all CSR would lead to positive impacts. By extending this line of research, the current study is aimed at investigating the differential impacts of CSR by developing a scale for the three-dimensional model of CSR attributions coined by Ahmad in 2017, that is, Embedded, P-Social, and P-Instrumental CSR, and testing the same with counterproductive sustainability behaviors. The attribution theory was used to explain the relationship between the study variables. Data (N = 311) were collected from the tourism and hospitality sectors. It was found that Embedded and P-Social CSR practices would be attributed to more genuine CSR and would lead to a reduction in counterproductive sustainability behaviors. Furthermore, the P-Instrumental CSR would be attributed to more selfish and instrumental practices and hence would be considered as greenwashing, which will consequently lead to enhancing counterproductive sustainability behaviors. The study further tested the mediating role of employees' organizational trust, which was also supported by the results. Several theoretical and practical implications are discussed.
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Muhammad Ali, Tariq Iqbal Khan, Mohammad Nisar Khattak and Irge SENER , Synergizing AI and business: Maximizing innovation, creativity, decision precision, and operational efficiency in high-tech enterprises, Journal of Open Innovation: Technology, Market, and Complexity, Aug 2024, doi: https://doi.org/10.1016/j.joitmc.2024.100352
The study was conducted on 125 US based high-tech firms from software engineering, hardware production, biotechnology, and telecommunications. Senior-level executives, including CEOs, board members, and CTOs, provided insights through structured questionnaires. Key findings indicate that AI adoption significantly enhances organizational capabilities in terms of employees’ innovation, creativity, and experimentation. Moreover, AI adaptation positively impacts decision making thus yielding more accurate and timely valuable decisions. These findings contribute to both theoretical understanding and managerial practice by guiding strategic investments in AI technologies, fostering innovation, and advocating for ethical AI deployment practices. Future study should examine longitudinal impacts across industries and regions to optimize benefits and minimize risks in digital transformation efforts. It should also integrate qualitative methods for deeper insights and appropriate AI governance systems.
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Moyassar Zuhair Al Taie and Mohammad Nisar Khattak, The impact of perceived organizational support and human resources practices on innovative work behavior: Does gender matter?, Frontiers in Psychology, Jun 2024, doi: https://doi.org/10.3389/fpsyg.2024.1401916
Modern organizations nowadays are striving to survive and thrive within the intense competition, complex environment, and ongoing globalization. Employees’ innovative work behavior has become the primary vehicle for these organizations to achieve this aim. The purpose of this study is to examine the effect of perceived organizational support (POS) and high commitment human resource practices (HCHRPs) on employee innovative work behaviors (IWB) within the moderating role of gender. Data was obtained from 359 academic staff members working in 124 higher education institutions in all emirates of the United Arab Emirates (UAE). Findings revealed that POS and HCHRPs are positively related to employee innovative work behaviors. Moreover, the moderating effect of gender on the direct relationship between POS and employee innovative work behaviors was significant, but not significant on the direct relationship between HRPs and employee innovative work behaviors. Implications of the findings for academics and practitioners were presented, and limitations and future research were discussed.
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Conference Presentation
- Mohammad Nisar Khattak and Habib-ur-Rahman (2020). Impact of Terrorist Incidents on the Stock Returns: Empirical Evidence from Religious, Political, and Regional Incidents. 6th International Conference on “Multidisciplinary Academic Research & Global Innovation” (MARGI-2020). Amsterdam, Netherlands.
- Habib-ur-Rahman and Mohammad Nisar Khattak (2020). Impact of Privatization on Banking and Industrial Sector in Pakistan. 7th International Conference on “Multidisciplinary innovation for Sustainability and Growth” (MISG-2020). Kuala Lumpur, Malaysia.
- Mohammad Nisar Khattak and Habib-ur-Rahman (2020). Credit Rating Announcements and Stock Returns: Evidence from the Insurance Sector of Pakistan. 6th International Conference on “New Directions in Multidisciplinary Research & Practice” (NDMRP-2020) London, UK.
- Mohammad Nisar Khattak and Peter O’Connor (2019). Perceived organizational injustice and deviant behaviors: Moderating role of attitudes towards revenge. Australian conference on personality and individual differences (ACPID) (28-29 November, 2019). QUT Business School Australia.
- Mohammad Nisar Khattak (2019). Perceived organizational injustice and deviant behaviors: Moderating impact of neuroticism. 6th International Conference on Multidisciplinary Trends in Academic Research (MTAR-September 27-28, 2019) at Bangkok, Thailand.
- Mohammad Nisar Khattak, Zolin Roxanne and O’Connor Peter (2016). Give good and, get good? Do servant leadership behaviors work in a political organizational culture? 30th ANZAM conference, 6-9 December, 2016, School of Management, QUT Business School Brisbane, Australia.
- Mohammad Nisar Khattak, Mohammad Mohtsham Saeed and Tazeem Ali Shah (2011). Consumers’ attitudes towards non-local products: empirical evidence from Pakistan, 2nd International Conference on Business and Economic Research (14-16 March, 2011), Langkavi Kedah (Malaysia).
Mohammad Nisar Khattak and Habib-ur-Rahman (2020). Impact of Terrorist Incidents on the Stock Returns: Empirical Evidence from Religious, Political, and Regional Incidents. 6th International Conference on “Multidisciplinary Academic Research & Global Innovation” (MARGI-2020). Amsterdam, Netherlands.
Habib-ur-Rahman and Mohammad Nisar Khattak (2020). Impact of Privatization on Banking and Industrial Sector in Pakistan. 7th International Conference on “Multidisciplinary innovation for Sustainability and Growth” (MISG-2020). Kuala Lumpur, Malaysia.
Mohammad Nisar Khattak and Habib-ur-Rahman (2020). Credit Rating Announcements and Stock Returns: Evidence from the Insurance Sector of Pakistan. 6th International Conference on “New Directions in Multidisciplinary Research & Practice” (NDMRP-2020) London, UK.
Mohammad Nisar Khattak and Peter O’Connor (2019). Perceived organizational injustice and deviant behaviors: Moderating role of attitudes towards revenge. Australian conference on personality and individual differences (ACPID) (28-29 November, 2019). QUT Business School Australia.
Mohammad Nisar Khattak (2019). Perceived organizational injustice and deviant behaviors: Moderating impact of neuroticism. 6th International Conference on Multidisciplinary Trends in Academic Research (MTAR-September 27-28, 2019) at Bangkok, Thailand.
Mohammad Nisar Khattak, Zolin Roxanne and O’Connor Peter (2016). Give good and, get good? Do servant leadership behaviors work in a political organizational culture? 30th ANZAM conference, 6-9 December, 2016, School of Management, QUT Business School Brisbane, Australia.
Mohammad Nisar Khattak, Mohammad Mohtsham Saeed and Tazeem Ali Shah (2011). Consumers’ attitudes towards non-local products: empirical evidence from Pakistan, 2nd International Conference on Business and Economic Research (14-16 March, 2011), Langkavi Kedah (Malaysia).
Memberships, Awards and Honors
- I got an exchange scholarship (six months) from the University of Amsterdam Netherlands in 2013-14 of worth approximately EUR 10000.
- I got the prestigious QUTPRA (Queensland University of Technology Australia Postgraduate Research Award) in the years 2014-2018 for my PhD studies.
- I am a recipient of the QUT Momentum Visiting Fellowship which started from 19-08-2018 to 31-07-2020.
- Academy of Management (Member)
- American Psychological Association (Member)
- First International Network of Trust (Member)