THE RELATION OF HIGH-PERFORMANCE WORK SYSTEMS WITH EMPLOYEE INVOLVEMENT

The basic aim of high performance work systems is to enable employees to exercise decision making, leading to flexibility, innovation, improvement and skill sharing. By facilitating the development of high performance work systems we help organizations make continuous improvement a way of life.The notion of a high-performance work system (HPWS) constitutes a claim that there exists a system of work practices for core workers in an organisation that leads in some way to superior performance. This article will discuss the relation that HPWS has with the improvement of firms’ performance and high involvement of the employees.human resources management, employee involvement, work performance

DETERMINANTS OF CUSTOMER LOYALTY AND PROPOSING A CUSTOMER LOYALTY MODEL FOR THE BANKING SECTOR OF PAKISTAN

It is always costly to attract new customers, so the managers always try to find ways to retain their current customers and concentrate on different factors which enhances the customer loyalty among the customers of the organizations. This research attempts to find the factors of customer loyalty and their relationships with banking industry in one of the developing countries i.e. Pakistan. Then analyzing the relationship among different factors a model for the customer loyalty is proposed at the end of the research. In order to do this, a questionnaire is designed and validated, then based on the data which were gained from the 316 respondents' answers to the designed questionnaire, the analysis is done and the results and the relations among the factors are explained. Perceived Quality, Satisfaction, Trust, Switching Cost and Commitment are the factors which influence the Loyalty of the customers. Theses factors also influence each other as well. The relationships of different factors with each other are also studied and the SPSS software is used to analyze the data gathered from the respondents.customer loyalty, banking sector, perceived quality

THE RELATION OF HIGH-PERFORMANCE WORK SYSTEMS WITH EMPLOYEE INVOLVEMENT

The basic aim of high performance work systems is to enable employees to exercise decision making, leading to flexibility, innovation, improvement and skill sharing. By facilitating the development of high performance work systems we help organizations make continuous improvement a way of life.The notion of a high-performance work system (HPWS) constitutes a claim that there exists a system of work practices for core workers in an organisation that leads in some way to superior performance. This article will discuss the relation that HPWS has with the improvement of firms’ performance and high involvement of the employees

Subordinate's trust in the supervisor and its impact on organizational effectiveness

This study tested a model of trust-in-supervisor that included propensity to trust and supervisor attributes (i.e., ability, benevolence, and integrity) as antecedents, and affective organiza­tional commitment and helping intention as criterion outcomes. A field survey using a structured questionnaire was used to gather data from 255 white-collar employees from diverse occupations and organizations. Path analysis results showed that supervisor ability, benevolence, and integrity as well as employees' propensity to trust were positively associated with trust-in-supervisor. Trust­ in-supervisor, in turn, predicted employees' affective organizational commitment but did not have any influence on their willingness to help co-workers. Implications of the findings and suggestions for future research are discussed

CONSUMER PANACEA OVER INTERNET USAGE IN PAKISTAN

The present age is the era of information technology and everywhere microwaves are scattered. Everybody wants to explore itself with this information technology and happenings taking place of Internet for the purpose of education, awareness, entertainment and especially interaction with strangers. In Pakistan, the awareness of internet usage is increasing and people are gaining knowledge about online buying and selling. Although the Internet may well empower consumers, there is a paucity of systematic conceptual, analytical, or empirical research indicating that the Internet will in fact lead to more and better information, which in turn will lead to better consumer decision making. The Internet is not, in and of itself, a monolithic entity subject to broad generalizations. It is a complex phenomenon, unlike anything else in history and not completely understood. This research finds that consumers who have more positive beliefs about Internet apparel shopping have more positive attitude toward Internet apparel shopping than do consumers who have less positive beliefs about Internet apparel shopping and consumers who have more social support for Internet apparel shopping perceive more social acceptance of Internet apparel shopping than do consumers who have less social support for Internet apparel shopping.e-Marketing, internet usage.

NEGATIVE AFFECTIVITY, CONSCIENTIOUSNESS AND JOB SCOPE (A CASE OF IT AND TELECOM INDUSTRY)

Based on a sample of 350 employees in the telecommunication and telecommunication, we obtained empirical evidence suggesting that while individuals high on conscientiousness tended to react more positively to job scope, individuals high on negative affinity tended to react less positively. Job scope was defined as the extent to which a job required the jobholder to be mentally and physically involved to get it done effectively. Typically, a job characterized by a high job scope would be non-repetitive, would need a great deal of independent thought/action and training, would entail the job holder to keep track of his/her progress, and others. The affirmative results obtained in regard of the moderating roles of personality factors in the present study suggested that job design researchers should further explore individuals’ personality differences in response to job scope

Relationship Between Work-Family Conflict, Job Embeddedness, Workplace Flexibility, and Turnover Intentions

The present study seeks to propose and test a research model that investigates job embeddedness as a mediator and workplace flexibility as a moderator of the effect of family-work conflict on turnover intentions. This study uses a survey method and a structured questionnaire to collect data from 187 nurses working in various hospitals in Islamabad, Pakistan. The results showed that on-the-job embeddedness partially mediated the effect of work-family conflict on nurses\u27 turnover intention. Furthermore, workplace flexibility moderated the relationship between work-family conflict and turnover intention. Management of the hospitals should take decisive steps to establish and maintain a supportive and flexible work environment because such an environment would help nurses to balance their work (family) and family (work) roles and lead to increased job embeddedness. Otherwise, it would be very difficult to retain high performing nurses in the workplace. The current study contributes to the existing knowledge base by testing job embeddedness as a mediator and workplace flexibility as a moderator of the impact of work-family conflict on turnover intentions of nurses

The dynamics of leader technical competence, subordinate learning, and innovative work behaviors in high-tech, knowledge-based industry

This study tests a conceptual model for understanding the relationship between subordinates’ ‘learning work behaviour’ and ‘innovative work behaviour’, with the moderating role of their leaders’ self-reported as well as subordinates’ rated ‘leader technical competence’. The study was conducted in the context of a high-tech, knowledge-based telecommunications industry. Based on the evaluation of job description, leaders/managers with responsibilities of not only managing internal and external stakeholders but also capable to lead engineers to resolve any technical issue multiple-source data were collected from the identified leaders and their respective subordinates working with telecommunication operator (n¼179). This study proposed a three-way interaction moderation model between the independent variable (subordinate learning work behaviour) and the moderator variables (that is, the self-assessed leaders’ ‘technical competence’ and subordinates’ rated ‘leader’ technical competence’) to predict the subordinates’ ‘innovative work behaviour’. Our results demonstrate that that subordinate learning work behaviour had the strongest positive relationship with subordinate innovative work behaviour when both the leader self-assessment of technical competence and the subordinates rated leader’s technical competence were high. This study fills an important gap in leadership literature by focussing on the technical competence of leaders which has received little attention from leadership research in knowledge-based industries

How moral efficacy and moral attentiveness moderate the effect of abusive supervision on moral courage?

Moral courage is a competency exercised in the workplace as employees face ethical challenges with a moral response. Managers exert considerable effort to foster subordinates’ moral courage given its positive organisational consequences. However abusive supervision, not uncommon in the organisational context, negatively affects moral courage. The purpose of this article is to examine the relationship between abusive supervision and moral courage as well as to test the moderating roles of moral efficacy and moral attentiveness on that very relationship. Data were collected from six public hospitals in Pakistan. The sample included 359 nurses and 121 nurse heads. The moderating roles were tested using the moderated hierarchical regression analysis. Results revealed that there was a significant negative relationship between abusive supervision and moral courage. In addition, this very relation was weaker when both moral efficacy and moral attentiveness were higher than when they were lower. The study provided new insights into the influence that abusive supervision might have on nurses’ moral courage and it also offered a practical assistance to employees in the health care industry and their leaders that moral efficacy and moral attentiveness would act as neutralisers in mitigating the pernicious effect of abusive supervision on nurses’ moral courage