Branded Entertainment: A New Avenue Shaping Brand Equity and Sales

Over the decades social media has gained a crucial place in marketing mix of brands. Owing to the visual appeal of fashion industry social media serves as a suitable advertising tool. The current study used case study research design to investigate the influence of branded entertainments marketing strategies on brands equity and sales. Gul Ahmed fashion clothing brand was selected as a single case for this article. Content based data was collected in the duration of eight months and then categorized. On the whole 432 Facebook, 732 Instagram and 90 Twitter posts were analyzed. The results of social media marketing were related with the Gul Ahmed’s financial information regarding equity and sales. Our results have shown raised sales, brand equity and stability in financial assets as a result of employing correct business promotional strategies. A gradual increase in brand equity can be seen in 2016 onwards owing to the influence of latest marketing technologies. Similarly, brand regained strength in 2017 by showing an increase of 24% in sales. Regular updates and attractive appearance on social media has brought out full potential by gaining profitable results

Branded Entertainment: A New Avenue Shaping Brand Equity and Sales

Over the decades social media has gained a crucial place in marketing mix of brands. Owing to the visual appeal of fashion industry social media serves as a suitable advertising tool. The current study used case study research design to investigate the influence of branded entertainments marketing strategies on brands equity and sales. Gul Ahmed fashion clothing brand was selected as a single case for this article. Content based data was collected in the duration of eight months and then categorized. On the whole 432 Facebook, 732 Instagram and 90 Twitter posts were analyzed. The results of social media marketing were related with the Gul Ahmed’s financial information regarding equity and sales. Our results have shown raised sales, brand equity and stability in financial assets as a result of employing correct business promotional strategies. A gradual increase in brand equity can be seen in 2016 onwards owing to the influence of latest marketing technologies. Similarly, brand regained strength in 2017 by showing an increase of 24% in sales. Regular updates and attractive appearance on social media has brought out full potential by gaining profitable results

EFFECT OF JOB AUTONOMY, JOB SECURITY AND EMPLOYEE TRANNING ON PERCEIVED ORGANIZATION SUPPORT

ABSTRAC

Relationship between Job Burnout, Interpersonal Conflicts and Intentions to Leave

Deficiency of nurses is one of the very prominent issues in many countries. A high turnover rate among nurses is contributing to the deficit; interpersonal conflicts, job burnout, and intentions to leave. All these have been identified as the predictors of nurses’ turnover. The evidence demonstrates that the working conditions for nurses certainly influence nurses’ interpersonal conflicts, burnout and intentions to leave. From the best of the researchers knowledge the relationship of these variables in a single model has not been investigated worldwide. For investigating the mediating role of job burnout in the relationship between interpersonal conflicts and intentions, a cross-sectional research design was utilized in this study. The data was collected from 232 nurses of public and private teaching hospitals in Lahore, Pakistan. Three standardized scales were used: the Interpersonal Conflicts Scale, the Job Burnout Scale and the Intentions to leave Scale. The nurses working in the hospitals with less intentions to leave have significantly less interpersonal conflicts and job burnout. Moreover, job burnout partially mediates the relationship of interpersonal conflicts and intentions to leave. Results of demographic data show that number of female nurses is overwhelmingly more with none from top level management. The nurses’ intentions to leave are a significant concern. They can be facilitated by reducing the nurses’ interpersonal conflicts and job burnout in Pakistani teaching hospitals. Interpersonal conflicts and ‘intentions to leave’ partially mediate job burnout. Reducing interpersonal conflicts for nurses may decrease burnout and intentions to leave. Hence, focusing on these research outcomes, it is likely to retain nurses in the hospitals. This research may help policymakers and health managers to minimize interpersonal conflicts and job burnout. They can make policies to employ more women especially men in nursing profession to overcome the shortage. They may also encourage the nursing staff to compete for top level management. Future research can be extended beyond interpersonal conflicts, job burnout and intentions to leav

Relationship between Organizational Benefits and Employee Job Engagement

Current research explores the association of components of organizational benefits i.e. employee empowerment and employee compensation with employee job engagement. The current investigation does not only discover the relationship of these variables with employee job engagement but at the micro level this study incorporates the actual concept of employee job engagement (Khan 1990 model) i.e. physical engagement, emotional engagement and cognitive engagement. A designed questionnaire with 23 items was utilized for collection of primary data. 312 fully completed questionnaires were utilized in the final analysis. Results of current research validate that employee empowerment has low positive impact on employee job engagement and employee compensation has a prominent positive influence on employee job engagement. The result reports that employee empowerment has a minor positive effect on physical engagement. Additionally, employee compensation benefits have remarkable effect on physical engagement. Results impart that employee empowerment has a positive but very insignificant effect on emotional engagement. Employee compensation benefits have a positive momentous effect on emotional engagement. Lastly the influence of employee empowerment and Compensation Benefits on cognitive engagement demonstrates that both variables have a predominant influence on cognitive engagement

Relationship between Job Burnout, Interpersonal Conflicts and Intentions to Leave

Deficiency of nurses is one of the very prominent issues in many countries. A high turnover rate among nurses is contributing to the deficit; interpersonal conflicts, job burnout, and intentions to leave. All these have been identified as the predictors of nurses’ turnover. The evidence demonstrates that the working conditions for nurses certainly influence nurses’ interpersonal conflicts, burnout and intentions to leave. From the best of the researchers knowledge the relationship of these variables in a single model has not been investigated worldwide. For investigating the mediating role of job burnout in the relationship between interpersonal conflicts and intentions, a cross-sectional research design was utilized in this study. The data was collected from 232 nurses of public and private teaching hospitals in Lahore, Pakistan. Three standardized scales were used: the Interpersonal Conflicts Scale, the Job Burnout Scale and the Intentions to leave Scale. The nurses working in the hospitals with less intentions to leave have significantly less interpersonal conflicts and job burnout. Moreover, job burnout partially mediates the relationship of interpersonal conflicts and intentions to leave. Results of demographic data show that number of female nurses is overwhelmingly more with none from top level management. The nurses’ intentions to leave are a significant concern. They can be facilitated by reducing the nurses’ interpersonal conflicts and job burnout in Pakistani teaching hospitals. Interpersonal conflicts and ‘intentions to leave’ partially mediate job burnout. Reducing interpersonal conflicts for nurses may decrease burnout and intentions to leave. Hence, focusing on these research outcomes, it is likely to retain nurses in the hospitals. This research may help policymakers and health managers to minimize interpersonal conflicts and job burnout. They can make policies to employ more women especially men in nursing profession to overcome the shortage. They may also encourage the nursing staff to compete for top level management. Future research can be extended beyond interpersonal conflicts, job burnout and intentions to leav

Relationship between Organizational Benefits and Employee Job Engagement

Current research explores the association of components of organizational benefits i.e. employee empowerment and employee compensation with employee job engagement. The current investigation does not only discover the relationship of these variables with employee job engagement but at the micro level this study incorporates the actual concept of employee job engagement (Khan 1990 model) i.e. physical engagement, emotional engagement and cognitive engagement. A designed questionnaire with 23 items was utilized for collection of primary data. 312 fully completed questionnaires were utilized in the final analysis. Results of current research validate that employee empowerment has low positive impact on employee job engagement and employee compensation has a prominent positive influence on employee job engagement. The result reports that employee empowerment has a minor positive effect on physical engagement. Additionally, employee compensation benefits have remarkable effect on physical engagement. Results impart that employee empowerment has a positive but very insignificant effect on emotional engagement. Employee compensation benefits have a positive momentous effect on emotional engagement. Lastly the influence of employee empowerment and Compensation Benefits on cognitive engagement demonstrates that both variables have a predominant influence on cognitive engagement

RELATIONSHIP OF CAREER SUCCESS AND ORGANIZATIONAL PERFORMANCE THROUGH THE PATH OF BUSINESS STRATEGY

Aim of this research was to find out the mediation of career success between the relationship of Business Strategy along with its four dimensions (Business Strategy prospectors,Business Strategy defenders, Business Strategy analyzers and Business Strategy reactors) and organizational performance. This research was conducted in the banking sector of Lahore, Pakistan. Data were collected through structured questionnaires by simple random sampling technique. Total 385 questionnaires were administrated to respondents;334 were returned,31were discarded and 303 were used for analysis. Findings showed significant impacts of Business Strategy on career success and organizational performance and for impact of these two kinds (Business Strategy Prospectors and Business Strategy Defenders) on organizational performance. The impact of two other factors (Business Strategy Analyzers and Business Strategy Reactors) on organizational performance was insignificant. Career success has positive significant effect on organizational performance. Career success partially mediates with Business Strategy(with its two kinds Business Strategy Prospector and Business Strategy Defender)with organizational performance. Business Strategy Analyzers and Business Strategy Reactors were rejected as mediators.Because of time constraint,data were not collected from more banks.This research adds to the body of literature by considering the mediation effect of career success between the relationship of Business Strategy as a whole and with dimensions of organizational performance,also by empirical checking of the relationship between career success and Business Strategy

The Impact of Organizational Justice on Organizational Performance in View Point of Employee Voice

Employee’s voice has a significant effect on the wellbeing of employees and it is a valuable factor in an organization’s functions. The main intention of current research is to explore the connection of employee voice with organizational justice and its ultimately impact on organizational performance. Banking sector of Lahore (Pakistan) has been considered as target population. 15 bank’s branches were selected randomly for conducting the research. Overall 220 questionnaires were distributed. 190 questionnaires were returned back and used for analysis. Results demonstrated the direct positive influence of organizational justice on employee voice and organizational performance. Moreover, results showed that the employee voice partially mediates the relationship between organizational justice and organizational performance along with its two dimensions (sales growth and profitability). These results will be very helpful in fostering the efforts of HR specialists towards formulating and embedding the employee’s voice mechanism in service sector

Relationship between Job Burnout, Interpersonal Conflicts and Intentions to Leave

Deficiency of nurses is one of the very prominent issues in many countries. A high turnover rate among nurses is contributing to the deficit; interpersonal conflicts, job burnout, and intentions to leave. All these have been identified as the predictors of nurses’ turnover. The evidence demonstrates that the working conditions for nurses certainly influence nurses’ interpersonal con-flicts, burnout and intentions to leave. From the best of the researchers knowledge the relationship of these variables in a single model has not been investigated worldwide. For investigating the mediat-ing role of job burnout in the relationship between interpersonal conflicts and intentions, a cross-sectional research design was utilized in this study. The data was collected from 232 nurses of pub-lic and private teaching hospitals in Lahore, Pakistan. Three standardized scales were used: the In-terpersonal Conflicts Scale, the Job Burnout Scale and the Intentions to leave Scale. The nurses working in the hospitals with less intentions to leave have significantly less interpersonal conflicts and job burnout. Moreover, job burnout partially mediates the relationship of interpersonal conflicts and intentions to leave. Results of demographic data show that number of female nurses is over-whelmingly more with none from top level management. The nurses’ intentions to leave are a sig-nificant concern. They can be facilitated by reducing the nurses’ interpersonal conflicts and job bur-nout in Pakistani teaching hospitals. Interpersonal conflicts and ‘intentions to leave’ partially me-diate job burnout. Reducing interpersonal conflicts for nurses may decrease burnout and intentions to leave. Hence, focusing on these research outcomes, it is likely to retain nurses in the hospitals. This research may help policymakers and health managers to minimize interpersonal conflicts and job burnout. They can make policies to employ more women especially men in nursing profession to overcome the shortage. They may also encourage the nursing staff to compete for top level man-agement. Future research can be extended beyond interpersonal conflicts, job burnout and intentions to leav