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Zahid Hameed
- Assistant Professor
- Ext: 5290
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Dr. Zahid Hameed holds a PhD in Human Resource Management from the University of Science and Technology of China. He currently serves as an Assistant Professor in the College of Business Administration at Ajman University, UAE. His research interests include leadership, HRM practices, job design, workplace mistreatment, organizational justice, and counterproductive work behavior. Dr. Hameed has published in leading management journals, including Human Relations, Technological Forecasting and Social Change, International Journal of Manpower, Personnel Review, International Journal of Conflict Management, Asia Pacific Journal of HR, and Current Issues in Tourism.
Education
- Ph.D. in Business Administration, University of Science & Technology, China, 2017.
- MS in Management, PMAS-Arid Agriculture University, Pakistan, 2013.
- Master in Business Economics, The Islamia University of Bahawalpur, Pakistan, 2010
Ph.D. in Business Administration, University of Science & Technology, China, 2017.
MS in Management, PMAS-Arid Agriculture University, Pakistan, 2013.
Master in Business Economics, The Islamia University of Bahawalpur, Pakistan, 2010
Experience
- Assistant Professor, Faculty of Management Sciences, Khwaja Fareed University of Engineering & Information Technology, Paksitan, 22-01-2018 to 30-08-2021.
- Assistant Professor, College of Business Administration, Prince Mohammad Bin Fahd University, Saudi Arabia, 01-09-2021 to 15-08-2024.
- Assistant Professor, College of Business Administration, Ajman University, UAE, 15-08-2024 - Present.
Assistant Professor, Faculty of Management Sciences, Khwaja Fareed University of Engineering & Information Technology, Paksitan, 22-01-2018 to 30-08-2021.
Assistant Professor, College of Business Administration, Prince Mohammad Bin Fahd University, Saudi Arabia, 01-09-2021 to 15-08-2024.
Assistant Professor, College of Business Administration, Ajman University, UAE, 15-08-2024 - Present.
Teaching Area
- Human Resources Management, Recruitment and Selection, Training and Development, International HRM, Organization Behaviors, Organizational Change and Development, Negotiation and Conflict Management, Strategic Management.
Human Resources Management, Recruitment and Selection, Training and Development, International HRM, Organization Behaviors, Organizational Change and Development, Negotiation and Conflict Management, Strategic Management.
Research
- Leadership, human resource management (HRM) practices, job design, workplace mistreatment, organizational justice, and counterproductive work behaviors.
Leadership, human resource management (HRM) practices, job design, workplace mistreatment, organizational justice, and counterproductive work behaviors.
Publications
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JournalMI Rasheed, Z Hameed, P Kaur, A Dhir, Too sleepy to be innovative? Ethical leadership and employee service innovation behavior: A dual-path model moderated by sleep quality., Human Relations, Vol: 77, pp.739 - 767, Apr 2023, doi: 10.1177/001872672311630
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JournalRana Muhammad Naeem, Qingxiong (Derek) Weng, Zahid Hameed, Ghulam Ali Arain, Zia Ul Islam, Supervisor incivility and counterproductive work behavior: the role of job and personal resources, Personnel Review, Vol: 53 , pp.857 - 876, May 2024, doi: 10.1108/PR-09-2022-0603
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JournalZahid Hameed, Rana Muhammad Naeem, Tahir Islam, Safiya Mukhtar Alshibani, How does CEO ethical leadership transform Saudi SMEs into green firms? A moderated mediation model, Corporate Social Responsibility and Environmental Management, Vol: 31, pp.3855 - 3868, Apr 2024, doi: 10.1002/csr.2769
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JournalZahid Hameed, Thomas Noel Garavan, Rana Muhammad Naeem, Muhammad Burhan, Muhammad Farrukh Moin, Thomas McCabe, Subjective well‐being, COVID‐19 and financial strain following job loss: stretching the role of human resource management to focus on human sustainability beyond the workplace, Asia Pacific Journal of Human Resources, Vol: 62, Jan 2024, doi: 10.1111/1744-7941.12384
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JournalMuhammad Farrukh Moin, Paola Spagnoli, Ali Nawaz Khan & Zahid Hameed , Challenge-hindrance stressors and service employees job outcomes, Current Psychology, Vol: 42, pp.24623 - 24634., Aug 2022, doi: 10.1007/s12144-022-03531-y
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JournalZahid Hameed, Rana Muhammad Naeem, Pooja Misra, Varun Chotia & Areej Malibari , Ethical leadership and environmental performance: The role of green IT capital, green technology innovation, and technological orientation, Technological Forecasting and Social Change, Sep 2023, doi: 10.1016/j.techfore.2023.122739
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JournalSamson Samwel Shillamkwese, Qingxiong (Derek) Weng, Hirra Pervez Butt, Hussain Tariq, Zahid Hameed, From a restless pillow to a ruffled mind: testing a moderated mediation model of off-the-job antecedents of abusive supervision, International Journal of Conflict Management, Vol: 34, pp.511 - 544, Apr 2023, doi: 10.1108/IJCMA-05-2022-0100
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JournalHafiz Muhammad Usman Khizar, Jawad Iqbal, Junaid Khalid, Zahid Hameed, Unlocking the complementary effects of multiple strategic orientations on firm performance: an interplay of entrepreneurial, sustainability and market orientation, Kybernetes, Vol: 53, pp.1939 - 1957, Jan 2023, doi: 10.1108/K-03-2022-0319
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JournalMuhammad Burhan, Omar Abou Hamdan, Hussain Tariq, Zahid Hameed, Rana Muhammad Naeem Employee Relations, The role of contextual factors in shaping HRM formality in SMEs, Employee Relations: The International Journal, Vol: 45, pp.345 - 365, Oct 2022, doi: 10.1108/ER-08-2020-0386
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JournalZahid Hameed, Rana Muhammad Naeem, Marria Hassan, Muhammad Naeem, Muhammad Nazim, Adnan Maqbool, How GHRM is related to green creativity? A moderated mediation model of green transformational leadership and green perceived organizational support, International Journal of Manpower, Vol: 45, pp.595 - 613, Jul 2022, doi: 10.1108/IJM-05-2020-0244
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JournalExploring the effects of culture on acceptance of online banking: A comparative study of Pakistan and Turkey by using the extended UTAUT model, Journal of Internet Commerce, Apr 2022
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JournalSotirios Zygiaris, Zahid Hameed, Mubarak Ayidh Alsubaie & Shafiq Ur Rehman, Service quality and customer satisfaction in the post pandemic world: A study of Saudi auto care industry, Frontiers in Psychology, Vol: 13, Nov 2022, doi: 10.3389/fpsyg.2022.842141
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JournalUmer, M., Sadiq, S., Missen, M. M. S., Hameed, Z., Aslam, Z., Siddique, M. A., & Nappi, M. , Scientific Papers Citation Analysis using Textual Features and SMOTE Resampling Techniques, Pattern Recognition Letters, Vol: 150, pp.250 - 257, Oct 2021, doi: 10.1016/j.patrec.2021.07.009
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JournalMoin, M. F., Omar, M. K., Wei, F., Rasheed, M. I., & Hameed, Z. , Green HRM and psychological safety: How transformational leadership drives follower’s job satisfaction, Current issues in Tourism, Vol: 24, pp. 2269 - 2277, Aug 2021, doi: 10.1080/13683500.2020.1829569
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JournalSafeer Ullah Khan, Xiang-dong Liu, Cheng Liu, Ikram Ullah Khan, Zahid Hameed, Understanding uncertainty dimensions and Internet stock trading service in China from a social cognitive perspective, Information Technology & People, Vol: 34, pp.812 - 834, Mar 2021, doi: 10.1108/ITP-02-2019-0062
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JournalRana Muhammad Naeem, Khalil Ahmed Channa, Zahid Hameed, Ghulam Ali Arain, Zia Ul Islam, The future of your job represents your future: a moderated mediation model of transformational leadership and job crafting, Personnel Review, Vol: 50, pp.207 - 224, Jan 2021, doi: 10.1108/PR-07-2019-0404
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JournalZahid Hameed, Ikram Ullah Khan, Tahir Islam, Zaryab Sheikh, Rana Muhammad Naeem, Do green HRM practices influence employees' environmental performance?, International Journal of Manpower, Vol: 41, pp.1061 - 1079, Nov 2021, doi: 10.1108/IJM-08-2019-0407
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JournalRasheed, M. I., Okumus, F., Weng, Q., Hameed, Z., & Nawaz, M. S. , Career adaptability and employee turnover intentions: The role of perceived career opportunities and orientation to happiness in the hospitality industry, Journal of Hospitality and Tourism Management, Vol: 44, pp.98 - 107, Sep 0220, doi: 10.1016/j.jhtm.2020.05.006
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JournalMuhammad Burhan, Stephen Swailes, Zahid Hameed, Imran Ali, HRM formality differences in Pakistani SMEs: a three-sector comparative study, Employee Relations: The International Journal, Jul 2020, doi: 10.1108/ER-11-2019-0440
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JournalNaeem Akhtar, Tahir Islam, Zahid Hameed, Abdul Ghaffar, Anshuman Sharma, Tomáš Kincl, Fazila Islam, Unveiling mechanism of SNSs addiction on wellbeing: the moderating role of loneliness and social anxiety, Behaviour and Information Technology, Oct 2024, doi: 10.1080/0144929X.2024.2417390
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JournalAliana Man Wai Leong, Jing Yi Bai, Muhammad Imran Rasheed, Zahid Hameed, Fevzi Okumus, AI disruption threat and employee outcomes: Role of technology insecurity, thriving at work, and trait self-esteem, International Journal of Hospitality Management, Vol: 126, Apr 2025, doi: 10.1016/j.ijhm.2024.104064
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ConferenceZahid Hameed, Ethics-Centered HRM System and Knowledge Hiding: A Moderated Mediation Model, Academy of Management Proceedings, Chicago
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ConferenceRana Muhammad Naeem, WENG Qingxiong and Zahid Hameed, Empowering Leadership and Employee Well-being in Extreme Context: The Moderated Mediation Model, Academy of Management Proceedings, Chicago
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ConferenceZahid Hameed, Rana Muhammad Naeem, Muhammad Imran Rasheed and Farrukh Moin, How does Leadership Transform Saudi SMEs Into Green Firms? The Role of Ethical Leadership, Green HRM, Academy of Management Proceedings, Boston
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ConferenceZia Ul Islam, Zahid Hameed and Rana Muhammad Naeem, Does Economic Hardship Influence the Job Search Quality and Reemployment Outcomes?, Academy of Management Proceedings, Boston
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ConferenceZahid Hameed, Thomas Garavan, Rana Muhammad Naeem, Muhammad Burhan and Ghulam Ali Arain, Financial strain and subjective well-being of unemployed individuals during COVID-19, Academy of Management Proceedings, Virtual
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JournalSaira Yousaf, Muhammad Imran Rasheed, Zahid Hameed, Adeel Luqman, Occupational stress and its outcomes: the role of work-social support in the hospitality industry, Personnel Review, Vol: 49, pp.755 - 773, Oct 2019, doi: 10.1108/PR-11-2018-0478
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JournalMuhammad Naeem, Qingxiong (Derek) Weng, Ahmed Ali, Zahid Hameed, Linking family incivility to workplace incivility: Mediating role of negative emotions and moderating role of self-efficacy for emotional regulation, Asian Journal of Social Psychology, Vol: 23, pp.69 - 69, Nov 2019, doi: 10.1111/ajsp.12391
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JournalMuhammad Naeem, Qingxiong (Derek) Weng, Ahmed Ali, Zahid Hameed, An eye for an eye: does subordinates’ negative workplace gossip lead to supervisor abuse?, Personnel Review, Vol: 49, pp.284 - 302, Nov 2019, doi: 10.1108/PR-05-2018-0174
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JournalRana Muhammad Naeem,Qingxiong (Derek) Weng, Zahid Hameed & Muhammad Imran Rasheed, Ethical leadership and work engagement: A moderated mediation model, Ethics & Behavior, Vol: 30, pp.63 - 82, May 2019, doi: 10.1080/10508422.2019.1604232
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JournalZahid Hameed, Ikram Ullah Khan, Zaryab Sheikh, Tahir Islam, Muhammad Imran Rasheed, Rana Muhammad Naeem, Organizational justice and knowledge sharing behavior: The role of psychological ownership and perceived organizational support, Personnel Review, Vol: 48, pp.348 - 773, Mar 2019, doi: 10.1108/PR-07-2017-0217
MI Rasheed, Z Hameed, P Kaur, A Dhir, Too sleepy to be innovative? Ethical leadership and employee service innovation behavior: A dual-path model moderated by sleep quality., Human Relations, Vol: 77, pp.739 - 767, Apr 2023, doi: 10.1177/001872672311630
This research explores the association of ethical leadership with employee service innovation behavior through a moderated mediation model. Theorizing on uncertainty reduction theory, we explore psychological ownership and creative self-efficacy as the underlying psychological mechanisms in the association between ethical leadership and employee service innovation behavior while considering the moderating role of sleep quality. We tested our theoretical model in two studies involving hospitality sector employees in the United States. Study 1 employed a three-wave (two-week period) time-lagged design (N = 237), and Study 2 used a two-wave (four-week period) survey design (N = 313). The findings suggest that workers’ psychological ownership and creative self-efficacy mediate the association between ethical leadership and employee service innovation behavior. In addition, sleep quality functions as an important boundary condition of the association between creative self-efficacy and service innovation behavior. Our research has important implications for understanding the impact of ethical leadership on important employee outcomes while considering the boundary condition role of employee sleep quality. The limitations of the study and future research directions are discussed.
About the journal
Rana Muhammad Naeem, Qingxiong (Derek) Weng, Zahid Hameed, Ghulam Ali Arain, Zia Ul Islam, Supervisor incivility and counterproductive work behavior: the role of job and personal resources, Personnel Review, Vol: 53 , pp.857 - 876, May 2024, doi: 10.1108/PR-09-2022-0603
Purpose Studies show that supervisor incivility can have detrimental consequences for subordinates. However, little is known about the job and personal resources that can reduce the effect of supervisor incivility on subordinates' counterproductive work behavior (CWB). Based on the Job Demand-Resources (JD-R) model, we investigate social job crafting (job resource) and internal locus of control (LOC; personal resource) as buffers on the relationship between supervisor incivility and subordinates' CWB toward the organization. Design/methodology/approach Two field studies to test our proposed hypotheses were conducted. A two-wave time-lagged design was used and data was collected from 115 supervisors and 318 subordinates from a large electricity provider company (study 1) and 121 employee–coworker dyads from a large insurance company (study 2). Findings Across the two studies it was found that supervisor incivility positively relates to subordinates' CWB toward the organization. Further, this relationship was weaker for individuals with high internal LOC and those who engaged in social job crafting. Practical implications The findings are helpful for HR managers to figure out how to stop supervisor incivility through civility training and motivating employees to social job crafting behavior. Originality/value This study implies that social job crafting (job resource) and internal LOC (personal resource) are essential factors that can reduce the effects of supervisor incivility on subordinates' CWB toward the organization.
About the journal
Zahid Hameed, Rana Muhammad Naeem, Tahir Islam, Safiya Mukhtar Alshibani, How does CEO ethical leadership transform Saudi SMEs into green firms? A moderated mediation model, Corporate Social Responsibility and Environmental Management, Vol: 31, pp.3855 - 3868, Apr 2024, doi: 10.1002/csr.2769
In the aftermath of global warming, companies face huge pressure to minimize waste, reduce carbon emissions, and generally become more responsible in their operations. Against this backdrop, researchers argue that top management can significantly shape a firm's environmental performance (EP). This research aims to investigate the impact of CEO ethical leadership style on Saudi firms' EP in the presence of green human resource management (GHRM) practices as a mediator and stakeholder pressure as a moderator. We utilize the resource-based view and stakeholder theory to develop hypotheses on these relationships. Multisourced data were collected from 272 small and medium-sized manufacturing enterprises (SMEs) in Saudi Arabia. Our findings revealed that CEO ethical leadership positively influences firm EP via GHRM practices. The results also indicated that stakeholder pressure moderates the direct relationship between CEO ethical leadership and GHRM practices. Moreover, the stakeholder pressure moderates the indirect effect of CEO ethical leadership on firms' EP via GHRM. This study suggests that stakeholder pressure and GHRM practices are important mechanisms between CEO ethical leadership and firms' EP. Our research highlights essential theoretical and empirical contributions and provides insights for HR practitioners when and why SMEs engage in environment-friendly practices.
About the journal
Zahid Hameed, Thomas Noel Garavan, Rana Muhammad Naeem, Muhammad Burhan, Muhammad Farrukh Moin, Thomas McCabe, Subjective well‐being, COVID‐19 and financial strain following job loss: stretching the role of human resource management to focus on human sustainability beyond the workplace, Asia Pacific Journal of Human Resources, Vol: 62, Jan 2024, doi: 10.1111/1744-7941.12384
The unprecedented COVID-19 pandemic resulted in significant negative consequences for employee well-being across the globe, including job loss leading to significant financial strain. Job loss and financial strain have important implications for the role of human resource management (HRM) in achieving human sustainability beyond the employment relationship given that decreased subjective well-being was driven by financial strain. The two studies reported here – one quantitative and one qualitative – investigate the impact of financial strain arising from job loss due to COVID-19 on subjective well-being of tourism and hospitality employees in Pakistan. The first study used survey data collected from a sample of 284 employees laid off during the early stages of the pandemic to test a model of the relationship between financial strain and subjective well-being mediated by negative affectivity and moderated by core self-evaluations. The second study qualitatively investigated the long-term impact of job loss on financial strain with a sample of 30 respondents who completed the survey in study 1. We found in study 1 a strong negative relationship between financial strain and subjective well-being that was mediated through negative affectivity. Core self-evaluations acted as a buffer on the relationship between financial strain and negative affectivity and the overall negative indirect relationship between financial strain and subjective well-being via negative affectivity. In study 2 we found that financial strain was a long-term problem arising from job loss due to COVID-19 and that employees who lost their jobs drew on a wide range of contextual and personal resources to mitigate the impacts of financial strain on long-term subjective well-being. We discuss the implications for HRM theory and practice.
About the journal
Muhammad Farrukh Moin, Paola Spagnoli, Ali Nawaz Khan & Zahid Hameed , Challenge-hindrance stressors and service employees job outcomes, Current Psychology, Vol: 42, pp.24623 - 24634., Aug 2022, doi: 10.1007/s12144-022-03531-y
Building on cognitive appraisal theory of stress, we examined the direct relationship between the emotional labor strategies of employees (i.e., surface and deep acting) and outcomes (i.e., psychological strain and creativity). In addition, we investigated the indirect relationship between emotional labor strategies and outcomes via job stressors (i.e., challenge and hindrance stressors). We collected time-lagged data from service sector employees in Italy and tested the data using path analysis. We found that surface acting predicted psychological strain and creativity, and the indirect relationship between surface acting and outcomes via hindrance stressor was significant. Whereas, deep acting predicted psychological strain but not creativity and the indirect relationship between deep acting and psychological strain via challenge stressor was significant. Our data failed to support the indirect association between deep acting and creativity. Our study highlighted that emotion regulation strategies of employees were related to challenge and hindrance stressors and thus underlines that employees should carefully manage their emotional displays at work. Implications and future research directions are discussed.
About the journal
Zahid Hameed, Rana Muhammad Naeem, Pooja Misra, Varun Chotia & Areej Malibari , Ethical leadership and environmental performance: The role of green IT capital, green technology innovation, and technological orientation, Technological Forecasting and Social Change, Sep 2023, doi: 10.1016/j.techfore.2023.122739
Drawing upon the resource-based perspective, we develop and test a serial mediation model of CEO ethical leadership and environmental performance. Specifically, we propose that ethical leadership enhance environmental performance and this link is explained by green IT capital and green technology innovation, with a particular focus on the moderating role of firm technological orientation. The hypothesized relationships were tested in structural equation modeling with survey data from 303 Saudi small and medium-sized enterprises (SMEs). The results illustrate that the indirect effect of CEO ethical leadership on environmental performance is serially mediated by green IT capital and green technology innovation. The results also show that firm technological orientation moderates the relationship between CEO ethical leadership and green IT capital. This study offers practical insights and suggests that SMEs leadership focus on the creation and implementation of green infrastructure for successful implementation of green practices that can contribute to improved environmental performance.
About the journal
Samson Samwel Shillamkwese, Qingxiong (Derek) Weng, Hirra Pervez Butt, Hussain Tariq, Zahid Hameed, From a restless pillow to a ruffled mind: testing a moderated mediation model of off-the-job antecedents of abusive supervision, International Journal of Conflict Management, Vol: 34, pp.511 - 544, Apr 2023, doi: 10.1108/IJCMA-05-2022-0100
Purpose Although work-related antecedents of abusive supervision are well-known, knowledge on the cross-domain antecedents of this destructive leadership behavior is scarce. Accordingly, this study aims to investigate off-the-job supervisors’ after-work experiences that may influence their work behavior. The authors explore how and when a supervisor’s poor recovery experiences lead to abusive supervisory behaviors through a negative start-of-workday mood for high vs low supervisor sleep quality. Design/methodology/approach The authors conducted a single-source, three-phase field study (N = 422) to test the proposed moderated mediation model for participants from a large telecommunications company located in Anhui province, People’s Republic of China. Findings Poor recovery experiences in the supervisor’s personal life can spill over to their work domain and provoke abusive supervisory behavior through the mediating effect of a negative start-of-workday mood. Moreover, a supervisor’s good night’s sleep (i.e. first-stage moderator) serves as a key mitigating factor to diminish the negative start-of-workday mood resulting from a lack of relaxation, mastery experiences and control experiences (except for the lack of psychological detachment from work) and lessens abusive supervision. Originality/value This study contributes to the literature examining off-the-job events to understand the antecedents of abusive supervision that are beyond organizations’ control but significantly influence workplace behaviors, showing that not all antecedents of abusive supervision exist in the workplace; some are transferred from the home domain through nonvisible moods. Finally, the inclusion of sleep quality as a first-stage moderator provides insights on preventing abusive supervision caused by nonwork-related events. This adds a unique dimension to the abusive supervision literature by highlighting factors in the home domain that can prevent negative spillovers to the work domain. The authors conclude with some theoretical and practical implications for researchers and practitioners.
About the journal
Hafiz Muhammad Usman Khizar, Jawad Iqbal, Junaid Khalid, Zahid Hameed, Unlocking the complementary effects of multiple strategic orientations on firm performance: an interplay of entrepreneurial, sustainability and market orientation, Kybernetes, Vol: 53, pp.1939 - 1957, Jan 2023, doi: 10.1108/K-03-2022-0319
Purpose This study aims to investigate how the interplay of multiple strategic orientations influences the growth-based performance of small and medium enterprises (SMEs). The authors have specifically examined the direct and complementary effects of multiple strategic orientations [i.e. entrepreneurial orientation (EO), market orientation (MO) and sustainability orientation (SO)] on firm performance. Design/methodology/approach The data have been collected from 410 SMEs operating in Pakistan. Findings The results revealed that the multiple strategic orientations (EO, SO and MO) have positive direct as well as complementary effects on SMEs' growth-based performance. Specifically, the joint effects of EO and MO were shown higher than other combinations and complementarities. Moreover, the direct effect of SO is found far lesser than the joint implementation of SO with either EO or MO. Originality/value This study provides key insights into corporate sustainability, strategic orientations and SME performance literature. The implications for theory, practice, policy and future research are discussed.
About the journal
Muhammad Burhan, Omar Abou Hamdan, Hussain Tariq, Zahid Hameed, Rana Muhammad Naeem Employee Relations, The role of contextual factors in shaping HRM formality in SMEs, Employee Relations: The International Journal, Vol: 45, pp.345 - 365, Oct 2022, doi: 10.1108/ER-08-2020-0386
Purpose This study examines the influence of contextual factors (e.g. age and ownership type) on HRM formality (including the underlying functions of recruitment, selection, training and development, performance appraisal and compensation) in SMEs. Design/methodology/approach Data were collected through a quantitative survey of 300 owners/managers of services, manufacturing and trade SMEs in Pakistan. Findings Firm age, association with a larger parent entity, existence of a strategic business plan and the presence of a human resource information system (HRIS) are positively related with higher HRM formality. Firm size, family ownership and exporting characteristics had no association with formality. Practical implications This study suggests a highly influential role for contextual factors in shaping HRM practices in Pakistani SMEs. Since the lack of a strategic approach towards human resource development is directly linked to the inferior performance of SMEs in Pakistan, this study provides an understanding of the contextual institutional setting that shapes the nature of HRM practices. The findings inform both SME owners/managers and policy makers. Originality/value Institutional influences on HRM systems have attracted attention but organisational factors are less often studied. Studies mostly relate to Western contexts and lack perspectives from SMEs. The findings of this empirical investigation highlight the importance of context specific research given the different nature of institutional settings.
About the journal
Zahid Hameed, Rana Muhammad Naeem, Marria Hassan, Muhammad Naeem, Muhammad Nazim, Adnan Maqbool, How GHRM is related to green creativity? A moderated mediation model of green transformational leadership and green perceived organizational support, International Journal of Manpower, Vol: 45, pp.595 - 613, Jul 2022, doi: 10.1108/IJM-05-2020-0244
Purpose This study aims to examine the relationship between green human resource management (GHRM) practices and green transformational leadership toward inducing employees' green creativity. Specifically, drawing upon the ability, motivation and opportunity theory, the authors tested how green perceived organizational support (green POS) mediates the link between GHRM practices and employees' green creativity. Furthermore, based on the firm's resource-based view, the authors examine the moderating role of green transformational leadership on the relationship between GHRM practice and green POS. Design/methodology/approach Using a survey questionnaire, this research was conducted with a multi-source sample of 201 supervisors and their 428 subordinates from organizations working in grocery, food and personal care products in Pakistan. Findings The findings of structural equation modeling revealed that green POS plays a mediating role between GHRM and employees' green creativity. The study findings also highlighted that green transformational leadership moderates the positive relationship between GHRM practices and green POS. Practical implications Organizations need to implement GHRM practices to achieve environmental performance. Individuals are likely to recognize themselves with organizations that are engaged in green practices, and therefore, organizations can get benefits from implementing GHRM practices. Originality/value This research explores green POS and green transformational leadership as novel mechanisms through which GHRM practices influence employees' green creativity in organizations. In addition, the authors empirically examined our theorized relationships in the South Asian context.
About the journal
Exploring the effects of culture on acceptance of online banking: A comparative study of Pakistan and Turkey by using the extended UTAUT model, Journal of Internet Commerce, Apr 2022
About the journal
Sotirios Zygiaris, Zahid Hameed, Mubarak Ayidh Alsubaie & Shafiq Ur Rehman, Service quality and customer satisfaction in the post pandemic world: A study of Saudi auto care industry, Frontiers in Psychology, Vol: 13, Nov 2022, doi: 10.3389/fpsyg.2022.842141
The aim of this research is to examine the impact of service quality on customer satisfaction in the post pandemic world in auto care industry. The car care vendor in the study made effective use of social media to provide responsive updates to the customers in the post pandemic world; such use of social media provides bases for service quality and customer satisfaction. The study examined the relationship between service quality and customer satisfaction using the SERVQUAL framework. According to the findings, empathy, reliability, assurance, responsiveness, and tangibles have a significant positive relationship with customer satisfaction. Our findings suggest that it is critical for workshops to recognize the service quality factors that contribute to customer satisfaction. Findings also suggest that empathy, assurance, reliability, responsiveness, and tangibles contribute to customer satisfaction. Auto repair industry must regularly provide personal attention, greet customers in a friendly manner, deliver cars after services, notify customers when additional repairs are required, and take the time to clarify problems to customers. Furthermore, workshops must screen and hire courteous staff who can clearly communicate the services required to customers both in-person and online and effectively communicate the risks associated with repairs. Service quality seems to be aided by prompt services.
About the journal
Umer, M., Sadiq, S., Missen, M. M. S., Hameed, Z., Aslam, Z., Siddique, M. A., & Nappi, M. , Scientific Papers Citation Analysis using Textual Features and SMOTE Resampling Techniques, Pattern Recognition Letters, Vol: 150, pp.250 - 257, Oct 2021, doi: 10.1016/j.patrec.2021.07.009
Ascertaining the impact of research is significant for the research community and academia of all disciplines. The only prevalent measure associated with the quantification of research quality is the citation-count. Although a number of citations play a significant role in academic research, sometimes citations can be biased or made to discuss only the weaknesses and shortcomings of the research. By considering the sentiment of citations and recognizing patterns in text can aid in understanding the opinion of the peer research community and will also help in quantifying the quality of research articles. Efficient feature representation combined with machine learning classifiers has yielded significant improvement in text classification. However, the effectiveness of such combinations has not been analyzed for citation sentiment analysis. This study aims to investigate pattern recognition using machine learning models in combination with frequency-based and prediction-based feature representation techniques with and without using Synthetic Minority Oversampling Technique (SMOTE) on publicly available citation sentiment dataset. Sentiment of citation instances are classified into positive, negative or neutral. Results indicate that the Extra tree classifier in combination with Term Frequency-Inverse Document Frequency achieved 98.26% accuracy on the SMOTE-balanced dataset.
About the journal
Moin, M. F., Omar, M. K., Wei, F., Rasheed, M. I., & Hameed, Z. , Green HRM and psychological safety: How transformational leadership drives follower’s job satisfaction, Current issues in Tourism, Vol: 24, pp. 2269 - 2277, Aug 2021, doi: 10.1080/13683500.2020.1829569
Prior research highlighted the significance of transformational leadership in predicting important job outcomes using different mechanisms. However, psychological safety and pro-environmental behaviour received considerable less attention in the hospitality industry. Drawing on social exchange theory and supplies-values fit theory, we investigated the effect of transformational leadership on follower’s job satisfaction via psychological safety and green human resource management (GHRM) practices in hospitality organizations. We collected time-lagged survey data from hotels employees in Malaysia. Moreover, we tested the data using Mplus. We found support for the direct effect of transformational leadership on job satisfaction. In addition, we found support for the indirect effects of transformational leadership on job satisfaction via psychological safety and GHRM. We discussed the implications of the study in the hospitality industry.
About the journal
Safeer Ullah Khan, Xiang-dong Liu, Cheng Liu, Ikram Ullah Khan, Zahid Hameed, Understanding uncertainty dimensions and Internet stock trading service in China from a social cognitive perspective, Information Technology & People, Vol: 34, pp.812 - 834, Mar 2021, doi: 10.1108/ITP-02-2019-0062
Purpose This paper investigates the effects of different uncertainties on Internet stock trading (IST) adoption intentions of individual investors in China and aims to determine the interaction effects of trust and perceived benefits in the relationship between uncertainty dimensions and IST adoption intentions. Design/methodology/approach Using a structured questionnaire, a survey of 353 experienced stock traders was conducted in China. The proposed uncertainty-trust-perceived benefits framework was examined through structural equation modelling using Smart PLS 3.0. Findings The study found significant negative effects of perceived technology uncertainty, perceived regulatory uncertainty and perceived information asymmetry on the IST adoption intentions of individual investors. Perceived service intangibility was found to have only insignificant effects on IST adoption intentions. In terms of interaction results, trust significantly moderates the relationship between IST adoption intentions and, respectively, perceived technology uncertainty and perceived information asymmetry. Similarly, perceived benefits significantly moderate the relationship between intentions to adopt IST and both perceived technology uncertainty and perceived regulatory uncertainty. Practical implications The regulators for IST development in China could utilise the results of this study as guidelines for strategies to increase the use of IST among existing and potential investors. Originality/value Using social cognitive theory, this research investigates the effects of various uncertainties on IST adoption intentions of individual investors in China; these effects have not been explored by previous literature. Furthermore, few studies other than this one have investigated the interaction effects of factors which counteract the negative effect of other factors.
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Rana Muhammad Naeem, Khalil Ahmed Channa, Zahid Hameed, Ghulam Ali Arain, Zia Ul Islam, The future of your job represents your future: a moderated mediation model of transformational leadership and job crafting, Personnel Review, Vol: 50, pp.207 - 224, Jan 2021, doi: 10.1108/PR-07-2019-0404
Purpose In this study, the authors aim to explain the mechanism between transformational leadership and job crafting. They predict that job-based psychological ownership (job-based PO) mediates the relationship between transformational leadership and job crafting. Furthermore, job-based PO is more effective when employees have a high level of affective organizational commitment. Design/methodology/approach The authors collected time-lagged data through a paper–pencil survey from the sales department of large pharmaceutical companies in Pakistan. Findings The findings of this study suggest that job-based PO mediates the positive relationship between transformational leadership and job crafting. Moreover, the relationship of job-based PO with job crafting is moderated by affective organizational commitment such that the relationship was stronger at the high levels of affective organizational commitment than that of the low levels of affective organizational commitment. Practical implications On practical grounds, job crafting can be useful for individuals and organizations. On individuals’ side, it helps them to balance their job demands and resource; on organizations’ side, it provides a solution to the ongoing problem of disengaged employees and suggests managers identify new ways to support employees with their job redesign. Originality/value This study suggests that job-based PO and affective organizational commitment are important factors that influence the relationship between transformational leadership and job crafting.
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Zahid Hameed, Ikram Ullah Khan, Tahir Islam, Zaryab Sheikh, Rana Muhammad Naeem, Do green HRM practices influence employees' environmental performance?, International Journal of Manpower, Vol: 41, pp.1061 - 1079, Nov 2021, doi: 10.1108/IJM-08-2019-0407
Purpose Recent research has demonstrated an increasing awareness among business communities about the importance of environmental concerns. Green human resource management (GHRM) has become a crucial business strategy for organizations because the human resource department can play a key role in going “green.” This study tests an integrative model incorporating the indirect effects of GHRM practices on employee organizational citizenship behavior toward environment (OCBE), through green employee empowerment. Moreover, this study investigates the moderating effect of individual green values on OCBE. Design/methodology/approach Using a paper–pencil survey, we collected multisource data from 365 employees and their immediate supervisors from Pakistan. Findings The results of structural regression revealed that GHRM has a significant indirect effect on OCBE through green employee empowerment. The results also indicated that individual green values moderated the positive relationship between green employee empowerment and OCBE. Practical implications Organizations should appropriately appraise workers’ green behavior and align their behavior to pay and promotion. Organizations should also encourage and motivate employees to be engaged in green activities and contribute to environmental management. Originality/value This study suggests that green employee empowerment and individual green values are important factors that influence the relationship between GHRM and employees' OCBE, and it empirically analyzes these proposed relationships in a developing country context.
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Rasheed, M. I., Okumus, F., Weng, Q., Hameed, Z., & Nawaz, M. S. , Career adaptability and employee turnover intentions: The role of perceived career opportunities and orientation to happiness in the hospitality industry, Journal of Hospitality and Tourism Management, Vol: 44, pp.98 - 107, Sep 0220, doi: 10.1016/j.jhtm.2020.05.006
Employee turnover is an important concern for organizations in the hospitality industry. Drawing on career construction theory (CCT), this paper demonstrates how career adaptability is related to hospitality employee turnover intentions. Suggesting orientation to happiness (OTH) as an underlying reason, this study collected three waves of data from employees working in hotels of varying star ratings situated in the eastern region of the People's Republic of China. Study results found career adaptability to be negatively related to employee turnover intentions via OTH. In addition, perceived career opportunity (PCO) was determined to be an important boundary condition in that the mediated relationship was weaker when lower levels of PCO were present. This study offers specific theoretical and practical implications for the hospitality industry.
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Muhammad Burhan, Stephen Swailes, Zahid Hameed, Imran Ali, HRM formality differences in Pakistani SMEs: a three-sector comparative study, Employee Relations: The International Journal, Jul 2020, doi: 10.1108/ER-11-2019-0440
Purpose Guided by institutional theory, this empirical paper examines variations in the adoption of HRM practices among SMEs in three different business sectors (services, manufacturing and trade). Design/methodology/approach Data from 300 owners/managers representing three business sectors were collected through a survey method. Findings The results suggest that service SMEs use more formal HRM practices than manufacturing and trade SMEs. Manufacturing SMEs are more formal than trade firms. Results are not affected by firm age. Research limitations/implications Social desirability bias may have influenced respondents into portraying a positive image of the organization by inflating HRM sophistication. A further limitation is that the performance of the firms was not measured. As such, it is not possible to judge whether greater HRM formality correlated with improved organizational performance. Practical implications This study shows how the business sector shapes HRM practices in Pakistani SMEs. Findings help to inform Pakistan's Small and Medium Enterprise Development Authority (SMEDA) in dealings with manufacturing and trade firms in terms of improving HRM practices. Originality/value Given the important role of SMEs in economic development, comparative research on HRM in SME contexts is scarce. Since SMEs are vital for Pakistan's economy, an improved understanding of the sector's approach to human resource development is important. The findings extend the boundaries of prior comparative HRM literature in SMEs by addressing sector influences while controlling for contextual factors.
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Naeem Akhtar, Tahir Islam, Zahid Hameed, Abdul Ghaffar, Anshuman Sharma, Tomáš Kincl, Fazila Islam, Unveiling mechanism of SNSs addiction on wellbeing: the moderating role of loneliness and social anxiety, Behaviour and Information Technology, Oct 2024, doi: 10.1080/0144929X.2024.2417390
Social networking sites (SNSs) play a crucial role in the lives of online users. This research aims to investigate the underlying mechanisms of SNS addiction and its subsequent impact on the wellbeing of online users. Employing the Stimulus-Organism-Response (SOR) model, we examine the influence of perceived enjoyment, utilitarian needs, and social influence on SNSs addiction and its associated consequences. Additionally, we consider the boundary conditions of loneliness as the predictors of SNSs addiction and social anxiety in the association between SNSs addiction and strain. We collected data (Time 1 and II) from 558 SNSs users using an online survey. By employing structural equation modelling via Smart PLS 4.0, our findings indicate that perceived enjoyment, utilitarian needs, and social influence significantly contribute to SNSs addiction. Furthermore, SNS addiction is positively correlated with strain, which positively triggers users’ wellbeing. We also found a significant positive moderating effect of loneliness and social anxiety on the proposed relationships. Overall, this study enhances our understanding of the theoretical foundations and multifaceted influences contributing to the literature on SNSs addiction and its impact on wellbeing through strain. It also acknowledges the study's limitations and suggests directions for future research.
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Aliana Man Wai Leong, Jing Yi Bai, Muhammad Imran Rasheed, Zahid Hameed, Fevzi Okumus, AI disruption threat and employee outcomes: Role of technology insecurity, thriving at work, and trait self-esteem, International Journal of Hospitality Management, Vol: 126, Apr 2025, doi: 10.1016/j.ijhm.2024.104064
Although artificial intelligence (AI) has shown a crucial role in the digital transformation of hospitality businesses, our understanding of AI influence on employee performance outcomes has yet to be developed. We draw on self-determination theory (SDT) and aim to investigate when and how AI disruption threat influences employees’ service performance and innovative work behavior. Across a two-wave paper-pencil survey among 500 employees of an integrated resort in Macao, results reveal that AI disruption threat among hospitality workers is positively associated with technology insecurity but is negatively associated with thriving at work, which, in turn, has countervailing effects on service performance and innovative work behavior. In addition, trait self-esteem moderates these relationships, such that the negative indirect effects are attenuated when employees have high-level trait self-esteem. This study expands our understanding of the effects of AI adoption at work and offers practical insights into AI usage in hospitality and tourism businesses.
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Zahid Hameed, Ethics-Centered HRM System and Knowledge Hiding: A Moderated Mediation Model, Academy of Management Proceedings, Chicago
This study contributes to knowledge management literature by investigating psychological contract fulfillment (PCF) as an underlying mediating mechanism between an ethics-centered HRM system and knowledge hiding (KH). In addition, we explored the moderating role of mindfulness between the ethics-centered HRM system and PCF. We employed a time-lagged multi-source research design to obtain 118 employee-coworker dyads (236 employees total). The hypothesized relationships were tested in structural equation modeling. The study findings indicate that an ethics-centered HRM system is negatively related to KH; this effect was mediated by PCF and moderated by mindfulness. Taking into account the negative consequences of KH for individuals, teams, and organizations, we suggest that PCF and mindfulness are important mechanisms and boundary conditions that explain the association between the HRM system and KH. Our research adds to the field of knowledge management by disentangling how the ethics-based HRM system influences KH via PCF. This may help the organization to get insights about what type of HRM practices are useful to reduce the employees’ KH behavior.
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Rana Muhammad Naeem, WENG Qingxiong and Zahid Hameed, Empowering Leadership and Employee Well-being in Extreme Context: The Moderated Mediation Model, Academy of Management Proceedings, Chicago
Emergency service organizations are currently grappling with challenges related to the poor well-being of their staff and higher turnover intention. Limited research investigates the factors that may increase work engagement and decrease turnover intention among those working in extreme contexts. Drawing from the Job Demands-Resources model, this study examines the relationship between empowering leadership (EL), work engagement and turnover intention, with psychological resilience as the mediator and social support as the moderator. We tested our hypothesized model using three-wave data (with a two-month time lag between each wave) collected from 396 emergency service employees. Results from multi-wave data reveal that EL positively influences psychological resilience, leading to increased work engagement and decreased turnover intention. The study results suggest that psychological resilience significantly mediates between EL and outcome variables. Furthermore, the EL and psychological resilience relationship is strengthened at high levels of social support, indicating a beneficial effect for emergency service employees working in extreme work contexts. These findings carry significant theoretical and practical implications.
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Zahid Hameed, Rana Muhammad Naeem, Muhammad Imran Rasheed and Farrukh Moin, How does Leadership Transform Saudi SMEs Into Green Firms? The Role of Ethical Leadership, Green HRM, Academy of Management Proceedings, Boston
In the aftermath of global warming, companies are facing huge pressure to minimize waste, reduction in carbon emissions, and generally become more responsible in their operations. To this backdrop, researchers argue that organizational leadership have significant potential in shaping firm’s environmentally friendly practices. The aim of this research is to investigate the impact of CEO ethical leadership style on Saudi firms’ environmental performance in the presence of green human resource management (HRM) as a mediator and stakeholder pressure as a moderator. We utilize resource-based theory and stakeholder theory to develop hypotheses on these relationships. A three-wave time-lagged data collected from 278 employees from 34 small and medium sized manufacturing enterprises (SMEs) located in Saudi Arabia. The results reveal stakeholder pressure moderates the relationship CEO ethical leadership and GHRM, which in turn mediates the effect of CEO ethical leadership on firm’s environmental performance. Our research highlights important theoretical and empirical contributions and provides insights for HR practitioners about why and under what conditions small and medium sized enterprises engage in environmentally friendly practices.
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Zia Ul Islam, Zahid Hameed and Rana Muhammad Naeem, Does Economic Hardship Influence the Job Search Quality and Reemployment Outcomes?, Academy of Management Proceedings, Boston
The objective of this study is to unearth the association among economic hardship, job search quality (i.e. the use of more or less quality job search strategies) and reemployment outcomes (i.e. status and quality). We utilized the conservation of resource (COR) framework and integrated the stress and self-regulation discourse with additional support from the perceived fit literature. In a longitudinal study (four-waves), using self-report measures, we collected data from recently unemployed individuals (N=413) actively looking for a new job. The hypotheses were tested in structural equation modeling (SEM).Our findings revealed that economic hardship is negatively related to focused job search strategy and positively related to haphazard job search strategy. The association between focused strategy and reemployment outcomes was positive whereas the relationship of haphazard strategy and reemployment outcomes was negative. Further, the job strategies mediated the relationship between economic hardship and reemployment outcomes. Theoretical and practical implications were discussed in detail.
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Zahid Hameed, Thomas Garavan, Rana Muhammad Naeem, Muhammad Burhan and Ghulam Ali Arain, Financial strain and subjective well-being of unemployed individuals during COVID-19, Academy of Management Proceedings, Virtual
The sudden outbreak of COVID-19 has engendered unprecedent challenges and disruptions in nearly every field across the globe. The destabilized economic conditions have resulted in large-scale downsizing and layoffs, particularly in the hospitality and tourism sector which is the focus of the study. This scenario has prompted financial strain and reduced subjective well-being among those individuals who were laid off. Using the conservation of resources (COR) theory, we investigated the impact of financial strain on the subjective well-being of the laid off employees (N=284) in the hospitality and tourism sector through the mediating mechanism of negative affectivity. We also investigated the extent to which this mediated relationship is moderated by the individuals’ core-self evaluations. The results provided support for the hypothesized relationships in the study. We discuss the theoretical and practical implications of our research.
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Saira Yousaf, Muhammad Imran Rasheed, Zahid Hameed, Adeel Luqman, Occupational stress and its outcomes: the role of work-social support in the hospitality industry, Personnel Review, Vol: 49, pp.755 - 773, Oct 2019, doi: 10.1108/PR-11-2018-0478
Purpose The purpose of this paper is to apply conservation of resource (COR) theory and the buffering hypothesis of social support to explore occupational stress and its negative outcomes such as job engagement and turnover intentions for front-line hospitality industry employees in the People’s Republic of China. Design/methodology/approach Primary data were collected in two waves from 318 front-line employees in a chain of restaurants located in the eastern region of the People’s Republic of China. Findings Integrating COR theory and the buffering hypothesis of social support, job satisfaction is found to be a mediating mechanism in the relationships between occupational stress and job engagement and occupational stress and employee turnover intentions for front-line hospitality industry workers. Moreover, the authors found the boundary condition role of work-social support. The relationships between stress and its negative outcomes are weak for the employees receiving high social support at work. Originality/value This study calls for researchers’ attention towards the issues of occupational stress focussing on the implications of work-social support for front-line hospitality industry employees.
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Muhammad Naeem, Qingxiong (Derek) Weng, Ahmed Ali, Zahid Hameed, Linking family incivility to workplace incivility: Mediating role of negative emotions and moderating role of self-efficacy for emotional regulation, Asian Journal of Social Psychology, Vol: 23, pp.69 - 69, Nov 2019, doi: 10.1111/ajsp.12391
The research on work-related antecedents of workplace incivility (WI) is well-established, yet relatively less attention has been paid to non-work-related experiences as key antecedents to employees’ incivility at work. Drawing upon the incivility spiraling framework and spillover theory, we use a moderated-mediation model to investigate the impact of employees’ experience of family incivility on their behavioral WI through the mediation of negative emotions and the moderation of self-efficacy for emotional regulation (SEER). The multisource field data also demonstrate general support for the hypothesized relationships. Findings revealed that negative emotions carry the spiraling effect from family incivility to WI. In addition, SEER moderated the positive direct relationship of experienced family incivility and negative emotions, and indirect association with behavioral WI. These findings have implications for theory and management alike, further suggesting directions for future research.
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Muhammad Naeem, Qingxiong (Derek) Weng, Ahmed Ali, Zahid Hameed, An eye for an eye: does subordinates’ negative workplace gossip lead to supervisor abuse?, Personnel Review, Vol: 49, pp.284 - 302, Nov 2019, doi: 10.1108/PR-05-2018-0174
Purpose Drawing upon affective events theory, the authors propose that the subordinates’ negative gossip acts as a targeting affective event which leads to supervisor negative emotions. In turn, such negative emotions provoke supervisors to exhibit abusive behavior toward their subordinates. Additionally, the authors propose that an affective dispositional factor, namely, supervisor emotional regulation, moderates the hypothesized relationships. Using multisource data and a moderated-mediation model, the authors find that the supervisor’s perception of the subordinates’ negative workplace gossip is associated with abusive supervision through the supervisor’s negative emotions. Moreover, the supervisor’s emotional regulation mitigates the relationship between such negative gossip and the supervisor’s negative emotions. The paper aims to discuss this issue. Design/methodology/approach Data were collected from employees (e.g. subordinates) and their immediate supervisors in organizations representing a variety of industries (e.g. finance, health care, information technology, public safety and human services) located in three cities in China. Respondents were recruited from different professional online forums with the offer of free movie tickets in return for participation. Findings Using multisource data and a moderated-mediation model, the authors find that the supervisor’s perception of the subordinates’ negative workplace gossip is associated with abusive supervision through the supervisor’s negative emotions. Moreover, the supervisor’s emotional regulation mitigates the relationship between such negative gossip and the supervisor’s negative emotions, but not the relationship between the supervisor’s negative emotions and abusive supervision. Research limitations/implications Like all studies, the current one is not without limitations. First, the data were collected using a cross-sectional research design, which limits the interference of causality among the hypothesized relationships in the model. Future research work should apply alternative research designs such as a daily diary or longitudinal data collection (Shadish et al., 2002), in order to support the validity of the study. Practical implications In practical terms, abusive supervision is recognized as a destructive workplace behavior that is costly to organizations (Mackey et al., 2017; Martinko et al., 2013). Thus, it is important for organizational management and practitioners to understand the reasons why supervisors exhibit abusive behavior toward subordinates. Social implications Through this study, higher management must understand harmful effects of subordinates’ workplace negative gossip, it must be recognized as other types of workplace mistreatment (rudeness and incivility), establishment and enforcement of the code of conduct can prevent negative workplace gossip prevalence in the workplace. Originality/value This study has contributed to the organizational behavior literature in several aspects. First, most studies have examined the consequences of abusive supervisor through subordinates victimization, current study contributes in the ongoing stream of research by examining antecedents of abusive supervision through subordinates’ social victimization (e.g. negative workplace gossip) of supervisors.
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Rana Muhammad Naeem,Qingxiong (Derek) Weng, Zahid Hameed & Muhammad Imran Rasheed, Ethical leadership and work engagement: A moderated mediation model, Ethics & Behavior, Vol: 30, pp.63 - 82, May 2019, doi: 10.1080/10508422.2019.1604232
Drawing on social cognitive theory, this study extends our understanding of the relationship between ethical leadership and employee work engagement, by exploring self-efficacy as an important mediating variable. In addition, we propose that the quality of LMX moderates the relationships such that the direct and indirect relationships between ethical leadership, self-efficacy, and work engagement are stronger when the quality of LMX is high. Data collected in two-waves from 373 respondents working in different manufacturing organizations of Pakistan supported our hypothesized theoretical model. Theoretical and practical implications are discussed.
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Zahid Hameed, Ikram Ullah Khan, Zaryab Sheikh, Tahir Islam, Muhammad Imran Rasheed, Rana Muhammad Naeem, Organizational justice and knowledge sharing behavior: The role of psychological ownership and perceived organizational support, Personnel Review, Vol: 48, pp.348 - 773, Mar 2019, doi: 10.1108/PR-07-2017-0217
Purpose Knowledge sharing (KS) has been consistently acknowledged as a critical factor in the organizational development and the betterment of employees. The purpose of this paper is to extend previous empirical research on KS by testing psychological ownership as an underlying mechanism between the relationship of organizational justice (OJ) and KS behavior in developing country context. The authors also examine the moderating role of perceived organizational support (POS) between psychological ownership and KS behavior. Design/methodology/approach Using a survey questionnaire, data from 348 employees of multinational corporations in Pakistan were used to test the research hypotheses. Findings The results of this research reveal that dimensions of OJ (procedural, distributive and interactional justice) positively influence psychological ownership. In addition, psychological ownership is found as an underlying psychological mechanism between the relationship of OJ and KS behavior. The results also indicate that a higher level of POS strengthens the relationship between psychological ownership and KS behavior. Practical implications Organizations can enhance employees’ sense of psychological ownership by providing them fairness in procedures and resources. Moreover, management can create a perception of equality among the employees which subsequently helps employees engage in sharing their valuable knowledge with their team members and other workers in the organization. Originality/value This research suggests that psychological ownership and POS are important factors which influence the relationship between OJ and KS behavior and it empirically tests this model in a developing country context.
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Conference Presentation
- Ethics-Centered HRM System and Knowledge Hiding: A Moderated Mediation Model
- Empowering Leadership and Employee Well-being in Extreme Context: The Moderated Mediation Model
- How does Leadership Transform Saudi SMEs Into Green Firms? The Role of Ethical Leadership, Green HRM
- Does Economic Hardship Influence the Job Search Quality and Reemployment Outcomes?
- Financial strain and subjective well-being of unemployed individuals during COVID-19: the role of bo