Job stress and performance nexus in tourism industry: A moderation analysis

The aim of this research was to examine the impact of job stress on performance (creativity and in-role performance) of employees working in tourism sector of Pakistan. Over and above the direct effect of stress on performance, this study also proposes and empirically tests the moderating effects of social support and perceived organizational politics. Social support is proposed to have positive moderating effect such that higher level reduces, whereas lower level of social support enhances the adverse effect of stress on performance. Contrary to this, perceived organizational politics is suggested as negative moderator where a greater level of perceived organizational politics increases the negative effect of stress on performance. Data were collected from 322 employees working in tourism organizations of Pakistan and were analyzed using hierarchical regression analysis. Findings suggest that employees with higher level of stress perform poor on both creativity and in-role performance. Further, if employees are provided low social support at workplace, it increases the detrimental effect of stress on employee creativity and in-role performance. In addition to that, the findings highlight that higher level of organizational politics catalyzes the detrimental effect of stress on performance. Findings imply that tourist firms can foster employee creativity and in-role performance by providing social support and facilitating workplace environment to cope with stress and organizational politics

The Impact of Leadership on Project Performance

In this research study, leadership factors of HR planning were adopted on the basis of project nature and analyzed the effect of the factors on the performance of the project. The links of these factors with strategic goals and objectives of the project were explored in order to improve project performance and develop organizational culture that foster innovativeness, flexibility, formulating and executing HR systems & policies and activities that produce the employees competencies and behavior the project needs to achieve its strategic aims. The data was collected from includes 70 employees from four main consultancies companies working together on a project, located in Lahore, Pakistan. Responses were gone through EFA and Cronbach's alpha test to assure consistency and reliability. Finally, path analysis in SEM using Amos was run to explore the nature and strength of the links. Results suggest that leadership has positive links with project performance. Keywords: HR Planning, Project Human Management System (PHMS), Leadership, SE

Factors Affecting Company Performance and New Product Performance

Customer relationship management (CRM) is a key factor that affects company performance and acting as back-bone for companies in 21st Century. CRM helps an organization to improve not only its existing products, services and procedures but also enables it to develop better and novel new products. However, the antecedents of CRM have only been explored in the context of existing products but CRM's potential to support in future new product development (NPD) has been ignored. The aim of this paper is to develop and test a model for factors affecting company performance and new product performance. This study develops a theoretical framework with multiple aspects of CRM having links with new product performance and company performance. The results from the analysis of 233 responses suggest that when a firm employs more of its CRM processes in an NPD context, the higher is firm's new product performance. On the other hand, data does not support for any significant influence of CRM technology on new product development and new product performance. In addition to this, the application of CRM reward systems does not play a facilitating role in new product performance

Job stress and performance nexus in tourism industry: A moderation analysis

The aim of this research was to examine the impact of job stress on performance (creativity and in-role performance) of employees working in tourism sector of Pakistan. Over and above the direct effect of stress on performance, this study also proposes and empirically tests the moderating effects of social support and perceived organizational politics. Social support is proposed to have positive moderating effect such that higher level reduces, whereas lower level of social support enhances the adverse effect of stress on performance. Contrary to this, perceived organizational politics is suggested as negative moderator where a greater level of perceived organizational politics increases the negative effect of stress on performance. Data were collected from 322 employees working in tourism organizations of Pakistan and were analyzed using hierarchical regression analysis. Findings suggest that employees with higher level of stress perform poor on both creativity and in-role performance. Further, if employees are provided low social support at workplace, it increases the detrimental effect of stress on employee creativity and in-role performance. In addition to that, the findings highlight that higher level of organizational politics catalyzes the detrimental effect of stress on performance. Findings imply that tourist firms can foster employee creativity and in-role performance by providing social support and facilitating workplace environment to cope with stress and organizational politics

Determining Project Performance: The Role of Training and Compensation

The HR is one of the important departments for any organization to accomplish its management tasks in an effective and efficient manner. Major failures of projects may occur due to lack of proper HR planning. This study is aimed to assess whether training and compensations of a project team have any links with the project performance. The data was collected from 73 employees from four main consultant companies working together on a project, located in Lahore, Pakistan. Responses were gone through EFA and Cronbach's Alpha test to assure consistency and reliability. Finally, path analysis in SEM using Amos was run to explore the nature and strength of the links. Results suggest that both training and compensation of project team members are positively associates with project performance. Keywords: HR Planning, Training, Project performance, Compensation, Pakista

Linking Transformational Leadership, Absorptive Capacity, and Corporate Entrepreneurship

This study aims to analyze the nexus between transformational leadership and corporate entrepreneurship through an integration of dispersed scholarly work on transformational leadership, absorptive capacity, and corporate entrepreneurship under one framework. A survey method was employed for the collection of data from small and medium-sized enterprises (SMEs) of Pakistan. The data were analyzed using structural equation modeling (SEM) technique to empirically test the hypotheses. The results demonstrate that transformational leadership positively affects corporate entrepreneurship and its dimensions—namely, innovation, new business venturing, self-renewal, proactivity, and risk-taking—both directly and through absorptive capacity. The potential of transformational leadership to influence corporate entrepreneurship via absorptive capacity added additional interesting substitutes. Future studies may produce novel insights by examining different leadership styles, settings, or utilizing qualitative technique. Firms should invest to initiate transformational leadership training programs for their managers. Additionally, if these firms are aiming to promote corporate entrepreneurship, they should focus on hiring managers that have attributes of transformational leadership. Furthermore, they should also invest in absorptive capacity to utilize outside knowledge for the enhancement of entrepreneurial activities. This study exploits research work on the relationship between transformational leadership and corporate entrepreneurship in a novel way; it investigates the dimensions of entrepreneurship individually, as well as unidimensionally, and includes the mediating role of absorptive capacity and tests several other hypotheses that previously have been ignored. This study, compared to the existing research, contributes to the impact of transformational leadership on corporate entrepreneurship and absorptive capacity, especially in Pakistan’s business settings

Un estudio de empresas de teléfonos inteligentes: ¿la cultura de innovación y la innovación radical afectan positivamente la institucionalización y la competencia sostenible?

Objective of the study: The present study examines how innovation culture and radical innovation elicit sustainable competition. The study proposes institutionalization as an important underlying mechanism that originates from innovation culture and radical innovation and provides the basis for sustainable competition. Design/methodology/approach: The data were collected from 763 employees working in smartphone companies located in Istanbul, Turkey. The analysis was performed employing PROCESS macro in order to test the hypothesized relationships. Findings: Results show that both innovation culture and radical innovation have a positive impact on institutionalization and sustainable competition. Moreover, the data also support the mediation effect of institutionalization in predicting sustainable competition. Practical implications: The findings imply that the structure of the firms must be ready for change in order to reap the benefits of sustainable competition. In fact, the creation of an innovation culture is very important in technology-intensive firms because there is a need to create common values that encourage employees to adopt innovative behaviors for sustainable competition. Furthermore, radical innovation can be more advantageous for firm-outcomes when large structural differences are identified and bridged successfully. Originality/value: The study develops a novel framework of innovation-competition using a structural perspective, empirically testing the proposed relationships using data from the technology-intensive industry of Turkey.Objetivo: O presente estudo examina como a cultura de inovação e a inovação radical geram competição sustentável. O estudo propõe a institucionalização como importante mecanismo subjacente, que se origina tanto da cultura da inovação quanto da inovação radical, e fornece a base para uma competição sustentável. Projeto/metodologia/abordagem: Os dados foram coletados de 763 funcionários que trabalham em empresas de telefonia móvel, localizadas em Istambul, Turquia. A análise foi realizada utilizando a macro PROCESS para testar os relacionamentos hipotetizados. Resultados: Os resultados mostram que tanto a cultura da inovação quanto a inovação radical têm impacto positivo na institucionalização e na competição sustentável. Além disso, os dados também apoiaram o efeito de mediação da institucionalização na previsão da competição sustentável. Implicações práticas: As descobertas implicam que a estrutura das empresas deve estar pronta para mudanças para colher os benefícios da competição sustentável por meio da inovação radical e da cultura de inovação. A criação de uma cultura de inovação é muito importante em empresas intensivas em tecnologia, pois é necessário criar valores comuns para incentivar os funcionários a comportamentos inovadores para competições sustentáveis. A inovação radical pode ser mais vantajosa para os resultados da empresa quando grandes diferenças estruturais são identificadas e superadas com sucesso. Originalidade/valor: O estudo desenvolve uma nova estrutura de inovação-competição usando perspectiva estrutural e testa empiricamente as relações propostas usando dados da indústria intensiva em tecnologia da Turquia.Objetivo: El presente estudio examina cómo la cultura de la innovación y la innovación radical provocan una competencia sostenible. El estudio propone la institucionalización como un mecanismo subyacente importante, que se origina tanto en la cultura de la innovación como en la innovación radical, y proporciona la base para una competencia sostenible. Diseño/metodología/enfoque: Los datos se recopilaron de 763 empleados que trabajan en empresas de telefonía móvil, ubicadas en Estambul, Turquía. El análisis se realizó empleando la macro PROCESO para probar las relaciones hipotetizadas. Hallazgos: Los resultados muestran que tanto la cultura de la innovación como la innovación radical tienen un impacto positivo en la institucionalización y la competencia sostenible. Además, los datos también respaldaron el efecto mediador de la institucionalización en la predicción de la competencia sostenible. Implicaciones prácticas: Los resultados implican que la estructura de las empresas debe estar preparada para el cambio a fin de cosechar los beneficios de la competencia sostenible a través de la innovación radical y la cultura de la innovación. La creación de una cultura de innovación es muy importante en las empresas intensivas en tecnología porque existe la necesidad de crear valores comunes para alentar a los empleados hacia un comportamiento innovador para competencias sostenibles. La innovación radical puede ser más ventajosa para los resultados de la empresa cuando se identifican y superan con éxito grandes diferencias estructurales. Originalidad/valor: el estudio desarrolla un marco novedoso de innovación-competencia utilizando una perspectiva estructural y prueba empíricamente las relaciones propuestas utilizando datos de la industria intensiva en tecnología de Turquía