The Impact of Organizational Support for Career Development and Supervisory Support on Employee Performance: An Empirical Study from Pakistani Academic Sector

Many organizations are turning to human resource development to increase their employees’ knowledge, skills, and capabilities so that they can survive. This thrust has raised up career development programs to become an integral part of many organizations’ strategic plans. This research study is focused upon identifying the need and exploring the level of its intensity for career development of employees and its essential relationship with the success of an organization. It is a comparative study whereby the difference in attitude of the organization as a whole towards career development of the individuals has been studied. This study considers the difference in the significance and commitment attached to the individuals’ career development and its integration into the Human Resource Processes and procedures by organizations following different types of management styles. This study analyzes the supportive role of learning organization towards the individuals’ careers while itself moving towards the final stage of development. The organizational support for career development and supervisory support are independent variables and employees’ performance is dependent variable. Keywords: Organizational support, Employee career developmen

The Effect of Monetary and Non-Monetary Rewards on Employee Engagement and Firm Performance

This research explores the concept of employee engagement and how employee engagement can be strengthened by offering monetary and non-monetary rewards to employees. The objective of this research was to assess the relationship between employee engagement and high firm performance. For testing hypothesis data were collected through questionnaires from 250 respondents. Hierarchical linear regression was used to estimate the effect of rewards on firm performance mediated through employee engagement. Results disclosed the fact that monetary and non-monetary rewards can increase the level of employee engagement and high level of employee engagement is an important cause for high firm performance. Keywords: Employee Engagement, Monetary Rewards, Non-Monetary Rewards, Perceived Organizational Performance

Antecedents and outcomes of expatriate adjustment

Diese Forschung konzentriert sich auf die Bedingungen und die Ergebnisse von Anpassungen der im Ausland lebenden Mitarbeiter an die neue Umgebung. Die Auswirkungen der Bedingungen werden meta-analytisch auf die Anpassungen der Expatriates sowie auf die Ergebnisse der Anpassungen untersucht. Die Auswirkungen von vier Bedingungen, Sprache, interkulturelles Training, Rollenkonflikt und Unterstützung sowie Anpassung von Familien, werden hinsichtlich der Anpassung der Expatriates und der Ergebnisse derer untersucht. Zu den Ergebnissen der Anpassung zählen Arbeitszufriedenheit, Arbeitsleistung, Absichten zu kündigen und organisatorisches Engagement. Insgesamt wurden 98 wissenschaftliche Studien, die durch einen umfangreichen Suchprozess identifiziert werden, in die Meta-Analyse einbezogen. Die Ergebnisse zeigen positive Effekte der Sprache und der Unterstützung durch die Familie und deren Anpassung. Negative Effekte bestehen hingegen mit Rollenkonflikten auf die Anpassungen der Expatriates. Interkulturelles Training zeigt keinen signifikanten Effekt. Zusätzlich werden die Auswirkungen der Anpassungen von im Ausland lebenden Mitarbeiter auf die Ergebnisse der Anpassung getestet. Die Ergebnisse zeigen positive Auswirkungen der Anpassung auf Arbeitszufriedenheit, Arbeitsleistung und organisatorisches Engagement sowie negative Auswirkungen auf die Absicht zu kündigen. Während die Arbeitszufriedenheit bei den Ergebnissen eine positive Wirkung auf organisatorisches Engagement zeigt, hat sie negative Auswirkungen auf die Absicht zu kündigen. Das organisatorische Engagement hat einen positiven Effekt auf die Arbeitsleistung und negative Auswirkungen auf die Absicht zu kündigen. Darüber hinaus werden die Kausalzusammenhänge zwischen Bedingungen, Anpassung und Ergebnisse in Form von zwei verschiedenen Strukturmodellen getestet (Anpassung-Ergebnis Modell und Bedingungen-Anpassung-Ergebnis Modell). Die Überprüfung von kausalen Modellen durch diese Strukturgleichungsmodelle bestätigt die Ergebnisse und betont die Wichtigkeit von Anpassung im Auswanderungsprozess. Es wird auch eine allgemeine Wirkung der Bedingungen auf die Anpassung und deren Ergebnisse bestätigt. Um die Unterschiede zwischen den Effektgrößen aufzuzeigen, wurde eine fundierte Moderator-Analyse durchgeführt. Die Ergebnisse zeigen signifikante moderierende Wirkung von Dauer des Aufenthaltes, eigene im Vergleich zu externen Beurteilungskriterien, Herkunftsland der Stichprobe, ein vs. verschiedene Länder der Auswanderung, Alter der Expatriates, Beschäftigungsdauer, Landessprache, vorhergehende internationale Erfahrung und Publikationsstatus der meta-analytischen Beziehungen zwischen Bedingungen und Anpassung. Untergruppen auf der Basis dieser Moderatoren zeigen statistisch unterschiedliche Korrelationen für bestimmte meta-analytischen Beziehungen. Diese Forschung leistet einen Beitrag durch die Validierung von Theorien hinsichtlich der Bedingungen auf die Anpassungen der im Ausland lebenden Mitarbeiter an die neue Umgebung. Uneinheitliche Ergebnisse in der Literatur sind geklärt. In Bezug auf die Theorie unterstreichen die Ergebnisse die Notwendigkeit im Forschungsdesign eine Längsschnittanalyse zu verwenden, um tatsächliche „turnover“-Daten anstelle von „turnover“-Absichten und um Moderatoren mit ausreichenden Daten auch auf der individuellen Studienebene zu nutzen. Für die Praxis empfiehlt diese Forschung die Ausarbeitung eines geeigneten Expatriate-Auswahlmechanismus, eine sorgfältige Planung von Cross-Cultural Trainings einschließlich eines Sprachunterrichts mit Einbindung der Expatriate-Familien in das Ausbildungsprogramm und die zur Verfügung Stellung eines transparenten Einblicks in das zukünftige Gastland.This research focuses on antecedents and outcomes of expatriate employees’ adjustment. The effects of antecedents are tested on expatriate adjustment and outcomes of adjustment meta-analytically. The effects of four antecedents: language, cross-cultural training, role ambiguity, and family support & adjustment are examined on expatriate adjustment and outcomes of adjustment. The outcomes of adjustment include job satisfaction, job performance, intentions to quit, and organizational commitment. Total 98 research studies, identified through an extensive search process, are included in the meta-analysis. The results indicate positive effects of language and family support & adjustment; and negative effects of role ambiguity on expatriate adjustment. Cross-cultural training shows non-significant effects. Furthermore, the effects of expatriate adjustment are tested on outcomes of adjustment. The results show positive impact of adjustment on job satisfaction, job performance, and organizational commitment; and negative impact on intentions to quit. Within outcomes; job satisfaction shows positive effect on organizational commitment and negative effect on intentions to quit; and organizational commitment shows positive effect on job performance and negative effect on intentions to quit. Moreover, causal links are theorized between antecedents, adjustment, and outcomes and are tested through two different structural models (adjustment-outcomes model and antecedents-adjustment-outcomes model). Testing of causal models through structural equation modeling corroborates these findings and establishes criticality and centrality of adjustment in the expatriation process. It also confirms an overall effect of antecedents on adjustment as well as on outcomes. To address the variation across effect sizes, extensive moderator analysis is conducted. The results show significant moderating effects of length of stay; self versus external measures of assessment; sample’s country of origin; single versus multiple countries of expatriation; age of the expatriates; tenure length; host country’s language; previous international experience; and publication status on the meta-analytic relationships between antecedents and adjustment. Subgroups based on these moderators show statistically different correlations for certain meta-analytic relationships. This research contributes to the literature by validating theories regarding antecedents of expatriate adjustment. Inconsistent findings in the literature are clarified. With respect to theory, the findings emphasize a need to use longitudinal research design, to use actual turnover data instead of turnover intentions, and to treat moderators with sufficient data and also on individual study level. For practice, this research strongly recommends devising proper expatriate selection mechanism, careful planning of cross-cultural training including language training, including expatriate’s families into training programs, and providing a clear preview of assignment at the host location

Comparison of the Morbidity after Laparoscopic Cholecystectomy for Acutely Inflamed Gall Bladder with and without Drain Insertion: A Randomized Controlled Trial

Abstract Objective: The study objective is to compare the pain frequency and mean hospital stay in patients with and without drain insertion, following laparoscopic cholecystectomy for acutely inflamed gallbladder. Methods: Randomized control trial was carried out in General Surgery Department Shifa International Hospital for a period of 1 year from October 2017 to October 2018. All patients with acutely inflamed gallbladder admitted underwent laparoscopic cholecystectomy using conventional 4 port method. Applying Lottery method patients were sorted into two groups; (Group A) – without drain and (Group B) – with drain. Post operatively parameters of pain and total hospital stay were assessed. Data was entered into a standard SPSS sheet version 15.0. Results: Mean age of patients in without drain (group A) was 52.00±14.84 years and in with drain (group B) was 47.50±18.28 years. In without drain (group A), there were 9 (30.0%) males and 21 (70.0%) females, mean VAS was 2.37±1.22, 16.7% (5 of 60 patients) had pain, and mean hospital stay was 1.93+/-0.79 days. In with drain (group B), 13 (43.3%) were males and 17 (56.7%) were females, mean VAS was 3.2 +/-1.36, 36.7% (11 of 60 patients) had pain and mean hospital stay was 3.17+/- 0.87 days. The difference between the two groups for mean VAS was significant (P<0.05), for mean hospital stay was significant (P<0.05) but for pain frequency was insignificant (P>0.05). Conclusions: It has been concluded that without drain, more appropriate results have been obtained as compared to drain. Clinical Trial Number: NCT0434655

Impact of Reward Systems on Employee Attitudes: The Moderating Role of Perceived Supervisory Support

This paper aims to examine the relationship between reward system and employee attitudes. It also explores either perceived supervisory support moderates the relationship between reward system and employee attitudes in the higher education sector of Pakistan. Among the sample of 300 employees 240 were obtained which were filled accordingly. So the response rate was 80%. Findings indicate the presence of a significant relationship between reward system and employee attitudes. Findings also proposed that perceived supervisory support moderates the relationship between reward system and employee attitudes. Keywords: Reward system, Employee attitudes

The Impact of Psychological Empowerment of Project-Oriented Employees on Project Success: A Moderated Mediation Model

In the current era of accelerated economic growth, project success – successful completion of the final product for which the project was initiated – is the ultimate goal of every organisation. It is essential for organisations to keep project-based employees motivated and focused on successfully accomplishing the project objectives. This research examined the association between psychological empowerment of project-based employees and project success. We explored the mediating role of knowledge sharing to explain the intervening mechanism between psychological empowerment and project success. We also tested the moderating role of employee creativity along with conditional indirect effects by performing a moderated mediation analysis. Using a time-lagged research design, multiple-source field data (N¼327) were collected from employees of project-based organisations in Pakistan. The findings of the study showed a positive association between psychological empowerment and project success and significant mediation of knowledge sharing. Project employees with high creativity are likely to achieve project success when they possess higher psychological empowerment too. Results concluded that psychological empowerment is positively associated with project success directly as well as indirectly through its impact on knowledge sharing. The study has its importance and implications for management specialists and project employees at all levels

‘Violating my home boundaries makes me dislike my job’: a multiple mediation model

The purpose of this study is to understand negative outcomes of boundary violation events or interruptions at home in which the work life crosses the home boundaries. In the line of boundary theory and affective events theory, the aim of this study is to analyze the effect of daily events of boundary violations at home on work interference with family (WIF). Moreover, incorporating the ego depletion theory, we study the impact of WIF on an individual’s emotional state (i.e., emotional exhaustion), and the impact of emotional exhaustion on job satisfaction. The data were collected through questionnaires (daily diary method for boundary violations and at one point in time for other variables) from the manufacturing (textile) sector of Pakistan. The results indicate a direct negative effect of average boundary violations at home on job satisfaction and an indirect negative impact through the sequential mediation of WIF and emotional exhaustion. Theoretical and managerial implications are also discussed

An Investigation of the Relationship between Compulsory Citizenship Behaviour and Psychological Withdrawal

This study used Lazarus and Folkman’s stress and coping theory to develop and test a model of the way employees’ cope with compulsory citizenship behavior at workplace. The model identifies psychological withdrawal as an emotion focused coping behavior. Factor analysis and linear regression were used to analyze the data collected from 368 clerical staff working in four large universities of Faisalabad, Pakistan. Analysis found that employees who experienced frequent compulsory citizenship behavior used psychological withdrawal to cope with it. This study contributes to the limited research on compulsory citizenship behavior at work. Recommendations for future research and implications are discussed