Browsing by Author "Nauman, Shazia"

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Building a Technology Transfer Community in Malaysia
(Department of Marketing Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2021) Mohamad, Ahmad Razif; Vinayan, Gowrie; Macintosh, Robert; Nauman, Shazia
While there is a prevailing rich body of studies on the technology transfer ecosystem and different models (i.e. Triple Helix and Quadruple Helix) that supports the commercialisation process, but what is essential is the outcome and output of the commercialised products that is being measured. In the Malaysian context, the commercialisation output from the public university has not been successful for the past five years. Many literature has explored the pain points, different perspective of stakeholders and different models for solutions. The objective of the paper is to explore the birth of the technology transfer community which existed in the liminal space. Drawing from the Quadruple Helix Model, which represents different stakeholders and becomes the building blocks of the technology transfer community. Preliminary literature review indicates that there is no known research that explores technology transfer community as a whole. This research hopes to provide an alternative solution on how the stakeholders can work better to increase the rate of commercialization of Malaysian products from public universities.
Does Grit Leadership Spur Employees Job Performance? Mediating Roles of Project Organizational Citizenship Behavior and Employee Resilience
(Department of Marketing Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2021) Ahmad, Hafiz Muhammad; Saeed, Amad; Nauman, Shazia
Employing the lens of social cognitive theory (SCT), the core purpose of this research is to investigate the grit leadership role in the IT sector to see how this positive leadership affects employee's job performance with mediating roles of project OCB, and employee resilience (ER).Data were collected from 275 employees working in the IT sector. Results support the proposed model and show that the positive relationship between GL and JP is mediated by project organizational citizenship behavior (OCB), and employee resilience. Consequently, we posit that GL is the core reason for employee's intent to increase job performance. The study has both theoretical and practical implications for professionals associated with the IT sector in Pakistan.
Effect of Workplace Bullying on Workplace Deviance and Project Success: Mediating Role of Perception of Politics
(Department of Marketing Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2021) Nauman, Shazia; Tariq, Asma; Saleem, Muhammad
Workplace bullying has been a critical issue at any workplace. In the last few decades, workplace bullying has negatively influenced work and project outcomes. Further, workplace bullying leads to many underlying negative mechanisms which will also affect project performance and thus overall organization performance. Employing of conversation of resources theory, the current research investigates the relationship between workplace bullying and (a) workplace deviance (b) project success via perceived organizational politics. Two wave data were collected from 200 employees working in various construction and industrial projects in Pakistan. SPSS 21 was used to analyze descriptive statistics, Cronbach alpha, correlation, and regression analysis while mediation was done through Hayes PROCESS macro (Model 4). The results suggest that workplace bullying has a positive and significant relationship with workplace deviance but a negative and significant relationship with project success. Furthermore, results also indicate that perceived organizational politics partially mediates the relationship between workplace bullying and workplace deviance. It is also found that perceived organizational politics partially mediates the relationship between workplace bullying and project success. This study suggests that the Human resource department and project managers should define and implement a proper code of conduct, organizational ethics, and policies in the team which can lead to decrease workplace bullying and perceived organizational politics. Organizations also need to deploy strict rules on uncivil behavior and misbehaving attitudes. Workplace bullying and perception of politics are significant workplace behavior, which is experienced by both men and women. Therefore, the most effective strategies to counter these problems may include problem-focused strategies like dealing collectively with colleagues, looking for support of the managerial staff, filing complaints to the management, mentoring, orientation, training for potential victims, and employee engagement. This would, in turn, result in better team performance and project outcomes.
How Green Knowledge Sharing Enhances Green Innovation: The Roles of Innovation Capacity and Knowledge Creation
(Department of Marketing Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2021) Qadeer, Nosheen; Nauman, Shazia
In the current era, the business environment of the firms is changing day by day. Increasing trends in industrial growth and transformation are causing, many environmental problems like carbon emission, chemical wastage, plastic waste, etc. Many manufacturing firms face difficulties to utilize green knowledge sharing (GKS) among employees and managers. Today, manufacturing firms face many difficulties to cope up with environmental policies forced by global energy service companies and energy savings companies. Manufacturing firms must be aware of knowledge sharing and obtain the best techniques and utilize the resources that must be applied to maintain and expand their business operations which will help them to compete in the global market.Accordingly, this research aimed to investigate the relationship between GKS and GI, and how CI is strengthening or weakening the relationship of GKS and IC, GKS and KC in order to achieve Green Innovation in our manufacturing industries. Innovation Capability and Knowledge Creation were used as mediator in relationship between GKS and GI. This issue can be resolved if the firms share green knowledge and build up innovation capability, leading to green innovation, thus reducing various wastes. Employing the lens of knowledge base view theory (KBV), the present study investigates the effect of green knowledge sharing (GKS) on green innovation (GI) via innovation capability and knowledge creation.A cross sectional study was conducted and data was collected from 200 employees working in the manufacturing industry of Pakistan. Data was analysed using Hayes PROCESS macro. Results supported the proposed model and show that green knowledge sharing (GKS) and green innovation (GI)'s positive relationship is mediated by innovation capability and knowledge creation. From moderation results it was also found that CI shows full moderation. Consequently, the study posits that green knowledge sharing is the core reason for a firm to improve innovation capability and knowledge creation to enhance green innovation. The study has practical and theoretical implications for manufacturing industries by recycling waste (plastic, fabric, and paper, etc.) and using portable machinery instead of conventional machines.Green knowledge sharing performance would be aided by company policies and associated initiatives like training, informational and inspirational seminars, learning sessions, and workshops. Organizations must increase employee understanding related to green innovation in their job and improve overall organizational performance by meeting green consumers' environmental demands and implementing environmental management ideas, because lack of green knowledge sharing may not lead our organizations toward green innovation. Hence we may not able to compete globally.
How Perceived Organizational Politics Influences Emotional Exhaustion: The Role of Psychological Safety and Knowledge Hiding
(Department of Marketing Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2021) Shabbir, Aqsa; Nauman, Shazia
Perceived organizational politics has been a great issue for every organization and is widely discussed in the literature as an antecedent of job stress, turnover intention, reduce organizational commitment, etc. Nowadays due to this pandemic and increasing trend of downsizing in the professional world, there is a decrease in stability of the emotional state. Under the lens of conservation of resources theory, perceived organizational politics is being considered with emotional exhaustion, by taking knowledge hiding and psychological safety as mediators. A cross-sectional study was used with a quantitative approach and collected data was used further to investigate the theoretical framework. Data was collected using online questionnaire surveys.Based on data from 206 employees from the construction sector, we found that perceived organizational politics is a strong predictor of emotional exhaustion. We additionally found that both knowledge hiding and psychological safety partially mediates the positive relationship between perceived organizational politics and emotional exhaustion.Organizations should create a healthy environment and make transparent policies and procedures to minimize emotional exhaustion among their workers. Managers are required to encourage knowledge sharing within their organizations by tying it with organizational rewards (salary incentives, bonuses) and also increase their efforts to foster the targeted reciprocal relationships and interpersonal interactions of employees. Psychological safety can be increased by using the open feedback method and including your subordinates in decision-making.
Perceived Organizational Career Management and Turnover Intention: A Parallel Mediation Model of Psychological Empowerment and Career Satisfaction
(Department of Marketing Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2021) Sarwar, Ayesha; Shakeel, Asma; Nauman, Shazia
The employee's turnover intention during the projects has become a primary concern in the service sector, affecting the triple constraint of the projects. There are several reasons for turnover intention, but lack of proper career growth and low intrinsic task motivation can be core reasons for the high turnover intention in project employees. The growing literature on turnover intention suggested examining its antecedents. Several factors can reduce turnover intention. Perceived organizational career management is one of the key elements that will help to decrease turnover intention as it is essential for employees' career growth. Existing studies have specifically thrown light on how organizational career management impacts employee's turnover intention. However, there is still a need to examine other underlying mechanisms to better understand this relationship. Employing the lens of social exchange theory, the current study examines the effect of perceived organizational career management on turnover intention directly and via psychological empowerment and career satisfaction as parallel underlying mechanisms. A cross-sectional study design was used to collect online data via a Google Form, and data was collected from 156 employees of the service sector of Pakistan. Data was analyzed using SPSS 21, Hayes PROCESS macro model 4 for parallel mediation. The results show that there is a negative relationship between perceived organizational career management and turnover intention. Also, the study's outcomes illustrate that psychological empowerment and career satisfaction partially mediates perceived organizational career management and turnover intention relationship. Consequently, we posit that career management in an organization will reduce employee's intent to leave their jobs in the service sector. Psychological empowerment and career satisfaction of employees will be also helpful in lowering employees' turnover intention. Organizations should arrange professional training and mentoring sessions and can also use motivational tools, i.e. rewards and appreciations, to enhance psychological empowerment and career satisfaction, which reduces employee's intent to leave the organization.
Servant Leadership and Project Success in Megaprojects: Examining the Roles of Effective Project Governance and Trust
(Department of Marketing Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2021) Iqbal, Muhammad Shoaib; Nauman, Shazia
The increasing number of projectification indicates that projects are playing very key role in the economy of nation as they are costing very high amount of investment. Besides huge investment megaprojects are also influencing the lives of people and environment. However, practitioners and scholars are still facing difficulties in improving project results and long term benefits, which is projects mostly over budgeted, missing time frame and also impacting the quality of works. To a great extent the failure of the project is the failure of the project management theory, and practitioners are trying to recognize them by providing best theoretical foundation to substitute the obsolete one. People-oriented leadership tends to be more effective in improving culture of trust in project success. Despite the rich literature on project success, however, there is limited work on the role of leadership in project success.Accordingly, this research aimed to investigate how servant leadership can play role in enhancing trust in team members thus influencing the project success in megaprojects. Drawing on social exchange theory, we proposed trust in team members as an underlying mechanism in the relationship between servant leadership and project success. Trust in an organization is considered to be very fundamental in workplace environment, organizations invest on building effective relationship in between the leaders employee's relationship that improves culture, workplace ethics and overall productivity. We introduce effective project governance as a moderator in servant leadershipâ€”trust relationship. A cross sectional study was conducted and data was collected from 251 project workers mainly project managers, construction managers and project team members. Data was analyzed using Hayes PROCESS macro. The mediation results illustrated that trust fully mediates the servant leadership project success relationship. We also found that effective project governance moderates the servant leadership trust relationship. The present study contributes to the existing literature by suggesting that the servant leadership and effective project governance can enhance the trust in team members which ultimately translates to project success. It is hoped that this study will create more awareness among project management practitioners and lead towards better relationship between leaders and their followers. This study has several theoretical and practical implications for the professionals working on mega projects who are striving to achieve project success.
Unpacking the Missing Links of Job Insecurity and Affective Commitment through Perceived Organizational Politics and Role of Job Control
(Department of Marketing Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2021) Tahir, Zain; Nauman, Shazia
Organizations have been restructuring, downsizing, and merging in recent times. In such circumstances, job insecurity has become high in the employees working in a competitive environment. Moreover, the current pandemic has urged organizations to implement uncertain changes to neutralize economic challenges. These changes have led to a heightened sense of job insecurity worldwide with various adverse outcomes. Employing the lens of social exchange theory, the present study investigates the effect of job insecurity on employees' affective commitment through perceived organizational politics. Further, we identified job control as a boundary condition that weakens the relationship between perceived organizational politics and affective commitment. The data was cross-sectional in nature and was collected from 189 employees from the education sector of Pakistan via Google form. SPSS 21 was used to analyze correlation and regression, while Hayes PROCESS macro (model 14) was used to check mediation and moderation. Results show that the negative relationship between job insecurity and affective commitment is mediated by perceived organizational politics. Further, our moderation results reject the proposed hypothesis and depict that high-level job control exerted a significant moderating effect on perceived organizational politics and affective commitment relationship such that at high level of perceived organizational politics, employees' affective commitment decreases. Therefore, we posit that job insecurity and perceived organizational politics are the core reasons for reducing employees' affective commitment in the education sector. Employers should take various steps to minimize job insecurity and perceived organizational politics to enhance employees' affective commitment. Motivation tools like high wages, social support, and job security can be handy to minimize the adverse outcomes of job insecurity and perceived organizational politics in employees.