42 results on '"Abdul Karim Khan"'
Search Results
2. Intrinsic Motivation and Extrinsic Motivation as the Factors involved in English Learning in District Bannu
- Author
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Abdul Karim Khan
- Subjects
Mathematics education ,Intrinsic motivation ,Psychology - Published
- 2021
3. Do self-monitors experience less emotional exhaustion? Testing the role of supervisor-rated performance and perceived competitive climate
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Aqsa Ejaz, Abdul Karim Khan, and Samina Quratulain
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Research design ,Strategy and Management ,media_common.quotation_subject ,05 social sciences ,Confirmatory factor analysis ,Antecedent (behavioral psychology) ,Moderated mediation ,0502 economics and business ,Self-monitoring ,Personality ,050211 marketing ,Optimal distinctiveness theory ,Emotional exhaustion ,Psychology ,Social psychology ,050203 business & management ,media_common - Abstract
PurposeThe purpose of this research is to examine frontline employees' self-monitoring personality as an antecedent of their emotional exhaustion and how supervisor-rated performance mediates this relationship. In addition, the authors explored the moderating role of perceived competitive climate on the indirect relationship between self-monitoring and emotional exhaustion.Design/methodology/approachTwo hundred and thirty-seven frontline employees and their immediate supervisors working in hospitality organizations responded to the survey using time lagged research design. Measurement model was tested using confirmatory factor analysis to assess the distinctiveness of study constructs, and proposed moderated mediation model was tested using Process macro.FindingsResults show that high self-monitoring leads to high supervisor-rated performance, and this relationship is stronger in highly competitive work climate. The supervisor-rated performance was negatively related to emotional exhaustion.Originality/valueThis study is the first to examine the interaction effects of self-monitoring and perceived competitive climate on frontline employees' performance and emotional exhaustion, particularly in the frontline jobs. Supervisor-rated performance has not been previously theorized or researched as an underlying mechanism of the effect of self-monitoring on emotional exhaustion.
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- 2021
4. An Exploration of Classroom-related Sources of Foreign Language Speaking Anxiety of Pakistani University Students
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Abdus Samad, Abdul Karim Khan, and Mansoor Ali
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Future studies ,Content analysis ,medicine ,Mathematics education ,Anxiety ,Qualitative property ,medicine.symptom ,Psychology ,Fear of negative evaluation ,Language acquisition ,Foreign language speaking ,Foreign language anxiety - Abstract
Foreign language anxiety is a distinct variable particular to language learning and it has debilitative effects on the learning and production of language. The current study aims to explore the perspectives of Pakistani postgraduate non-major English language students specifically regarding classroom-related factors that may contribute to their speaking anxiety (SA). A questionnaire was administered to 170 students and aiming to find a more comprehensive explanation of their SA, 20 students were interviewed. Quantitative data were analyzed through SPSS while exploratory content analysis was followed to analyze the qualitative data. Findings highlight several classroom-related sources of SA namely; a formal classroom environment, oral tests, fear of negative evaluation, large classrooms, fear of being put on the spot, short time granted to formulate answers, and unfamiliarity among classmates. The last four sources of SA have not been mentioned earlier in the field of SA. Implications and recommendations are offered for language teachers and material designers. Finally, recommendations for future studies are given.
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- 2021
5. The Efficacy of the Application of Mother Tongues Education in Pakistan
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Shah Nawaz Khan, Abdul Karim Khan, and Ihsan Ullah Khan
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Medium of instruction ,Medical education ,Second language ,First language ,education ,Subject (philosophy) ,Primary level ,Psychology ,Focus group - Abstract
No doubt, the importance of English cannot be denied, but at the same time, mother tongue has also due importance concerning one's culture and understanding basic concepts at schools at primary level. This paper is an attempt to prove the importance of mother tongue as a medium of instruction at the primary level in District Bannu. The data were collected from students’ focal groups of fifty classrooms from ten schools. Two questions were asked in each subject from the focus groups to check their concept of the subject. Similarly, among the teachers, thirty respondents were interviewed in the Parents-Teachers Meeting (PTM) to find out their views about the efficacy of mother tongue instructions at the primary level. In this connection, parents were also interviewed. The results showed that among the students whose concept was clear, eighty percent of students were those who were taught in their mother tongue whereas twenty percent of students were those who were taught in English. Again, among the thirty teachers, eighty-five percent felt comfortable with teaching in the mother tongue whereas fifteen percent of teachers showed positive inclination towards teaching in a second language. Lastly, parents also felt at ease with the mother tongue instructions as they conveyed that their children go to school with zeal. Thus, mother tongue instruction proved helpful at the primary level. This study will also prove helpful to other researchers in the future for conducting similar studies in other districts.
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- 2020
6. Impact of Inclusive Leadership on Innovative Work Behavior: The Role of Creative Self‐Efficacy
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Sajid Bashir, Basharat Javed, Tasneem Fatima, and Abdul Karim Khan
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Self-efficacy ,Visual Arts and Performing Arts ,Work behavior ,Developmental and Educational Psychology ,Psychology ,Social psychology ,Education - Published
- 2020
7. Loaded with knowledge, yet green with envy: leader–member exchange comparison and coworkers-directed knowledge hiding behavior
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Asfia Obaid, Abdul Karim Khan, Qingxiong Weng, Naukhez Sarwar, Hussain Tariq, Kashmala Latif, and Hirra Pervez Butt
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Social comparison theory ,Knowledge management ,business.industry ,Strategy and Management ,media_common.quotation_subject ,05 social sciences ,Public sector ,050109 social psychology ,Interpersonal communication ,Test (assessment) ,Feeling ,Management of Technology and Innovation ,0502 economics and business ,0501 psychology and cognitive sciences ,Knowledge hiding ,business ,Psychology ,Social psychology ,050203 business & management ,media_common - Abstract
PurposeThis study aims to explore an interpersonal predictor of coworkers-directed knowledge hiding behavior – the leader–member exchange social comparison (LMXSC). This study integrates leader–member exchange literature with social comparison theory to hypothesize that an individual’s upward LMXSC is positively correlated with coworkers-directed knowledge hiding and that an individual’s feelings of envy are mediated by the relationship between upward LMXSC and coworkers-directed knowledge hiding behavior. Also, this study proposes two-way and three-way interaction patterns of goal interdependence, which can influence LMXSC–envy relationships.Design/methodology/approachTwo independent studies are conducted to test the hypothesized relationships. In Study 1, the authors collected multi-wave data from a large public sector university in China (N = 1,131). The authors then replicated the Study 1 findings by collecting multi-source and multi-wave data from a telecom company based in China (n = 379).FindingsThe authors found support across both studies for the idea that upward LMXSC is a possible interpersonal predictor of coworkers-directed knowledge hiding behavior. More specifically, it was found that feelings of envy ensue from upward LMXSC, resulting in further coworkers-directed knowledge hiding behavior. Further, this study shows that the influence of upward LMXSC on knowledge hiding behavior via feelings of envy was weaker (stronger) when employees have high (low) cooperative goal interdependence with coworkers, respectively, and when employees have low (high) competitive goal interdependence with the coworkers, respectively.Originality/valueThis study extends current knowledge management literature by introducing LMXSC as an interpersonal predictor of coworkers-directed knowledge hiding behavior. This will help practitioners to curb such counterproductive behavior.
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- 2020
8. Consequences of Supervisor Knowledge Hiding in Organizations: A Multilevel Mediation Analysis
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Imran Hameed, Abdullah Zafar Sheikh, Abdul Karim Khan, Waheed Ali Umrani, and Ghulam Ali Arain
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Supervisor ,Arts and Humanities (miscellaneous) ,Multilevel model ,Developmental and Educational Psychology ,Knowledge hiding ,Psychology ,Social psychology ,Applied Psychology ,Moral disengagement ,Multilevel mediation - Published
- 2020
9. Openness to Experience, Ethical Leadership, and Innovative Work Behavior
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Surendra Arjoon, Basharat Javed, Abdul Karim Khan, Adnan ul Haque, and Maria Mashkoor
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Visual Arts and Performing Arts ,Work behavior ,media_common.quotation_subject ,Creativity ,Work environment ,Education ,Ethical leadership ,Developmental and Educational Psychology ,Openness to experience ,Leadership style ,Big Five personality traits ,Psychology ,Social psychology ,media_common - Published
- 2020
10. The grapes are sour: An envier's attributional perspective of coworker impression management
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Abdul Karim Khan, Sundas Azeem, and Mueen Aizaz Zafar
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Organizational Behavior and Human Resource Management ,Impression management ,0502 economics and business ,05 social sciences ,Perspective (graphical) ,050109 social psychology ,0501 psychology and cognitive sciences ,Business and International Management ,Psychology ,Social psychology ,050203 business & management - Abstract
Arguing that it would serve scholars and practitioners better to view impression management (IM) from a coworker's perspective than from that of an actor's outcomes, this study demonstrates that IM by a coworker triggers a self-serving attributional process. The authors reason that denial of another's relative advantage leads the observing coworker to attribute this behavior to the actor's incompetence, consequently leading to counterproductive behavior toward them in efforts to reduce their own relative disadvantage. Data were collected at T1 and T2 from 142 service sector employees. Our results were consistent with our hypotheses. However, the moderated-mediation models for conditional effects of hostile attributional style were not supported. This study offers an integrated view of previously isolated domains of IM and attribution, suggesting future literature considers a similar perspective for more meaningful investigations.
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- 2020
11. How and when do employees hide knowledge from co-workers?
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Imran Hameed, Abdul Karim Khan, Alberto Dello Strologo, Amandeep Dhir, Ghulam Ali Arain, Arain, Ghulam Ali, Hameed, Imran, Khan, Abdul Karim, Dello Strologo, Alberto, and Dhir, Amandeep
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Knowledge management ,business.industry ,Multi level analysis ,Strategy and Management ,Moral disengagement ,Public relations ,Supervisor knowledge hiding ,Employee knowledge hiding ,Perceived organisational politic ,Management of Technology and Innovation ,Multi-level analysi ,business ,Psychology - Abstract
Purpose Drawing on social learning and social cognitive theories, this study aims to examine a multi-level moderated mediation model that tests the mediating effect of moral disengagement (MD: Level 1) between perceived organisational politics (POP: Level 1) and employee knowledge hiding from coworkers (EKHC: Level 1). The authors further propose that supervisor knowledge hiding from employees (SKHE: Level 2) moderates this mediation effect. Design/methodology/approach The authors obtained multi-sourced, multi-timed and multi-level data regarding 294 employees, working under 80 supervisors, from multiple organisations operating in Pakistan. The authors analysed these data using multi-level structural equation modelling via Mplus. Findings The results show that employee MD significantly mediates the direct relationship between POP and EKHC. The mediation effect is further positively moderated by SKHE, which amplifies the mediation effect. Originality/value To the best of the authors’ knowledge, this is the first empirical study that examines both EKHC and SKHE together in a single research model and provides a thorough understanding of why, how and when POP leads to EKHC.
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- 2022
12. Paradoxical Leader Behaviors: Leader Personality and Follower Outcomes
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Erum Ishaq, Sajid Bashir, and Abdul Karim Khan
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Arts and Humanities (miscellaneous) ,media_common.quotation_subject ,Developmental and Educational Psychology ,Personality ,Big Five personality traits ,Psychology ,Social psychology ,Applied Psychology ,media_common - Published
- 2019
13. Supervisory Abuse of High Performers: A Social Comparison Perspective
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Qingxiong Weng, Remus Ilies, Hussain Tariq, and Abdul Karim Khan
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Social comparison theory ,INSTRUMENTALITY CONSIDERATIONS ,MEDIATION ,CONSEQUENCES ,PERCEPTIONS ,Social comparison orientation ,ABUSIVE SUPERVISION ,Abusive supervision ,Perspective (graphical) ,ENVY ,SELF ,ANTECEDENTS ,MODEL ,ABUSIVE SUPERVISION, COUNTERPRODUCTIVE WORK BEHAVIOR, WORKPLACE DEVIANCE, INSTRUMENTALITY CONSIDERATIONS, CONSEQUENCES, ENVY ,MODEL, MEDIATION, SELF, ANTECEDENTS, PERCEPTIONS, LEADERSHIP ,Arts and Humanities (miscellaneous) ,COUNTERPRODUCTIVE WORK BEHAVIOR ,WORKPLACE DEVIANCE ,Developmental and Educational Psychology ,LEADERSHIP ,Psychology ,Social psychology ,Applied Psychology - Published
- 2019
14. Effect of Self-Efficacy and Instrumentality Beliefs on Training Implementation Behaviors: Testing the Moderating Effect of Organizational Climate
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Meghna Sabharwal, Abdul Karim Khan, Samina Quratulain, and Basharat Javed
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Self-efficacy ,Organizational Behavior and Human Resource Management ,Public Administration ,05 social sciences ,Applied psychology ,Affect (psychology) ,Organisation climate ,Training (civil) ,0506 political science ,Transfer of training ,0502 economics and business ,050602 political science & public administration ,Psychology ,050203 business & management - Abstract
This study examines the individual and work-related factors that can affect the transfer of training processes. Specifically, our study focuses on organizational, individual, and training-related factors that can affect learning transfer in public service organizations. Based on a survey of public sector employees, our findings indicate that instrumentality/utility and self-efficacy beliefs are significant predictors of training implementation behaviors. Furthermore, organizational flexibility and feedback dimensions of organizational climate interact with trainees’ cognitions (instrumentality and self-efficacy) and positively affect training implementation behaviors. Our findings provide important insights that pave the way to extend our current understanding of training transfer processes in public organizations. This study adds to the literature by unpacking instrumentality—an understudied but key element of Vroom’s valence–instrumentality–expectancy framework—as an important predictor of training implementation behaviors among public sector employees.
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- 2019
15. Epistemic curiosity and perceived workload: a moderated mediation model of achievement striving and overwork climate
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Erum Ishaq, Abdul Karim Khan, Sajid Bashir, Muhammad Hassan, and Ramsha Zakariya
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Organizational Behavior and Human Resource Management ,ComputingMilieux_THECOMPUTINGPROFESSION ,Strategy and Management ,Overwork ,Context (language use) ,Workload ,Business environment ,Moderated mediation ,Epistemic curiosity ,Management of Technology and Innovation ,Industrial relations ,Business and International Management ,Psychology ,Social psychology - Abstract
In today’s increasingly complex and highly competitive business environment, hiring individuals who can cope with challenging job demands is considered critical. In this context, epistemic ...
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- 2019
16. Spillover of Workplace Bullying Into Family Incivility: Testing a Mediated Moderation Model in a Time-Lagged Study
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Aisha Sarwar, Sajid Bashir, and Abdul Karim Khan
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Workplace bullying ,Incivility ,Field data ,Emotions ,050901 criminology ,05 social sciences ,Bullying ,Sample (statistics) ,Clinical Psychology ,Moderated mediation ,Spillover effect ,Humans ,0501 psychology and cognitive sciences ,0509 other social sciences ,Workplace ,Psychology ,Social psychology ,Applied Psychology ,050104 developmental & child psychology - Abstract
Utilizing temporally segregated field data from a sample of nurses ( n = 251), the present study examined the relationship between workplace bullying and family incivility. We drew on spillover theory and the emotions literature to answer our research questions. We hypothesized that emotions would serve as an explanatory mechanism for the relationship between workplace bullying and family incivility. We further tested the moderating role of neuroticism on the relationship between emotions and family incivility. Our results indicated that workplace bullying triggered negative emotions, which in turn caused family incivility. Moreover, neuroticism moderated the positive relationship between emotions and family incivility.
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- 2019
17. The malevolent side of organizational identification: unraveling the impact of psychological entitlement and manipulative personality on unethical work behaviors
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Fauzia Syed, Abdul Karim Khan, Shadab Qazi, Dave Bouckenooghe, and Saima Naseer
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Research design ,Organizational identification ,business.industry ,media_common.quotation_subject ,05 social sciences ,050109 social psychology ,Entitlement ,General Business, Management and Accounting ,Work (electrical) ,Feeling ,0502 economics and business ,0501 psychology and cognitive sciences ,Industrial and organizational psychology ,Business and International Management ,Behavioral ethics ,Psychology ,business ,Social psychology ,Tertiary sector of the economy ,050203 business & management ,General Psychology ,Applied Psychology ,media_common - Abstract
This study expands the behavioral ethics literature by unraveling how and when the malevolent side of organizational identification promotes unethical work behaviors (i.e., pro-organizational and self-interested). Specifically, we examine whether employees’ engagement in unethical pro-organizational behaviors may be caused by overidentifying with their organization, which yields a sense of psychological entitlement that fosters careerist orientation and counterproductive work behaviors. We also hypothesize that psychological entitlement has an indirect effect contingent on employees’ manipulative personality. We used a multi-wave, two-source research design and collected data from 306 employees and their peers in Pakistan’s service sector. The data support the mediated effect between organizational identification and unethical pro-organizational behaviors through enhanced feelings of psychological entitlement. We also found that the impact of organizational identification on psychological entitlement was more pronounced among employees with higher manipulative personality scores.
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- 2019
18. Inclusive Leadership and Innovative Work Behavior: Examination of LMX Perspective in Small Capitalized Textile Firms
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Abdul Karim Khan, Samina Quratulain, and Basharat Javed
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Adult ,Employment ,Male ,ComputingMilieux_THECOMPUTINGPROFESSION ,Work behavior ,05 social sciences ,Perspective (graphical) ,Organizational Innovation ,Education ,ComputingMilieux_GENERAL ,Leadership ,Textile Industry ,0502 economics and business ,Humans ,Business, Management and Accounting (miscellaneous) ,Female ,Interpersonal Relations ,Pakistan ,050211 marketing ,Marketing ,Social Behavior ,Psychology ,Textile (markup language) ,050203 business & management ,General Psychology - Abstract
The purpose of this paper is to explore the relationship between inclusive leadership, Leader-Member Exchange (LMX) and innovative work behavior (IWB) in employees of small capitalized textile firms of Pakistan. We hypothesized that LMX mediates the relationship between inclusive leadership and IWB. We collected data from 150 supervisors-subordinate dyads to test our hypotheses. We selected small capitalized firms because they are more innovative and change-oriented in order to enhance their innovativeness. Moreover, these firms enjoy the benefits of lack of bureaucracy and low resistance to change. Therefore, employees are better able to experience a close relationship with entrepreneurial leaders who tend to be inclusive, in order to facilitate the process of innovation. In line with these facts, our results also suggest that inclusive leadership is positively related with IWB and LMX partially mediates this relationship. The theoretical and practical implications of our findings are also discussed.
- Published
- 2018
19. The impact of abusive supervision on employees’ feedback avoidance and subsequent help-seeking behaviour: A moderated mediation model
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Sehrish Bukhari, Abdul Karim Khan, Ghulam Ali Arain, and Imran Hameed
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Value (ethics) ,Organizational Behavior and Human Resource Management ,Mediation (statistics) ,Resource dependence theory ,Abusive supervision ,media_common.quotation_subject ,05 social sciences ,Multilevel model ,050109 social psychology ,Help-seeking ,Moderated mediation ,Perception ,0502 economics and business ,0501 psychology and cognitive sciences ,Business and International Management ,Psychology ,Social psychology ,050203 business & management ,media_common - Abstract
Based on the conservation of resource theory, this study investigated a moderated mediation model in which perceived co-worker support moderated the mediation of supervisory feedback avoidance between abusive supervision and help-seeking behaviour. Data from matching dyads of 220 house officers and 86 postgraduate medical staff were collected from several hospitals in Pakistan. Results of hierarchical multiple regression analyses supported the hypothesized model that abusive supervision first positively led to supervisory feedback avoidance, which in turn positively led to help-seeking from co-workers. Moreover, the mediating effect of supervisory feedback avoidance was stronger at the high value of co-worker support than that at the low value of co-worker support. This study contributes to the recently emerged notion in abusive supervision research that supervisees’ perception of abusive supervision may not always lead to abundantly reported negative work behaviours; instead, it may also lead to positive work behaviours, such as help-seeking behaviour that is highly beneficial for both supervisees and the organization.
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- 2018
20. When and how abusive supervision leads to knowledge hiding behaviors
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Maria Khalid, Sajid Bashir, Nida Abbas, and Abdul Karim Khan
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Organizational Behavior and Human Resource Management ,Abusive supervision ,Work ethic ,business.industry ,media_common.quotation_subject ,05 social sciences ,Perspective (graphical) ,Interpersonal communication ,Hospitality industry ,Social exchange theory ,Perception ,0502 economics and business ,Business, Management and Accounting (miscellaneous) ,050211 marketing ,Justice (ethics) ,Psychology ,business ,Social psychology ,050203 business & management ,media_common - Abstract
Purpose The purpose of this paper is to examine the association between abusive supervision and knowledge hiding behaviors. The authors further investigate how abusive supervision is linked with knowledge hiding behaviors, and why some subordinates, unlike others, tend to engage in more knowledge hiding behaviors in response to abusive supervision. The authors propose that interpersonal justice mediates the relationship between abusive supervision and knowledge hiding behaviors, and that Islamic work ethics (IWE) weaken the hypothesized relationship between abusive supervision and knowledge hiding behaviors. Design/methodology/approach The data were gathered in three time lags from 224 respondents working in the hospitality industry of Pakistan. Findings The results reveal that the abusive supervision is positively associated with a knowledge hiding behaviors. This relationship is mediated by perceptions of interpersonal justice, but the IWE moderated this relationship such that in the presence of high levels of IWE, the impact of abusive supervision on knowledge hiding behaviors is weak. Practical implications Employees’ values and beliefs can serve as a safeguard against reactions to abusive supervision. The impact of abusive supervision on employees’ behaviors may be minimized by building their ethical values around Islamic principles. Originality/value To the best of the knowledge, this is the first study to examine the relationship between abusive supervision and knowledge hiding behaviors. The authors integrate displaced aggression and social exchange theory with the IWE literature to offer new insights in-to the mechanisms and boundary conditions associated with the relationship between abusive supervision and knowledge hiding behaviors.
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- 2018
21. How and when do employees hide knowledge from co-workers? A multilevel moderated-mediation model
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Abdul Karim Khan, Imran Hameed, Zeeshan Bhatti, and Ghulam Ali Arain
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Politics ,Moderated mediation ,Relation (database) ,Cognition ,General Medicine ,Social learning ,Psychology ,Social psychology - Abstract
Based on the social learning and cognitive theories, this study examines a multilevel moderated-mediation model that tests the direct relation between perceived organizational politics (POP: level-...
- Published
- 2021
22. Procedural Fairness, Public Service Motives, and Employee Work Outcomes: Evidence From Pakistani Public Service Organizations
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Abdul Karim Khan, Meghna Sabharwal, and Samina Quratulain
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Organizational Behavior and Human Resource Management ,Public Administration ,media_common.quotation_subject ,05 social sciences ,Compassion ,Affective events theory ,Organizational commitment ,0506 political science ,Public interest ,Public service motivation ,0502 economics and business ,050602 political science & public administration ,Normative ,Public service ,Job satisfaction ,Psychology ,Social psychology ,050203 business & management ,media_common - Abstract
Studies in public administration hypothesize the direct effect of public service motivation (PSM) on employee attitudes and behavior. We examine the relationship between public employees’ perceptions of procedural fairness on job satisfaction and organizational commitment, and propose the moderating effect of PSM dimensions on the aforementioned relationships. Using a sample of 232 respondents drawn from multiple public service organizations, our findings indicate a positive relationship between procedural fairness perceptions and employee work outcomes (job satisfaction and organizational commitment). PSM dimensions of attraction to policy making (rational motive) and public interest (normative motive) moderate the relationship between procedural fairness and employee outcomes. However, their effect was significant only for individuals who experienced low levels of these motivations. The moderating effect of compassion (affective motive) was significant for individuals possessing high level of compassion. The implications and future research directions are discussed.
- Published
- 2017
23. The two faces of envy: perceived opportunity to perform as a moderator of envy manifestation
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Abdul Karim Khan, Samina Quratulain, and Chris M. Bell
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Value (ethics) ,Organizational Behavior and Human Resource Management ,media_common.quotation_subject ,05 social sciences ,Multilevel model ,Collectivism ,050109 social psychology ,Context (language use) ,Moderation ,Constructive ,Originality ,0502 economics and business ,0501 psychology and cognitive sciences ,Opportunity structures ,Psychology ,Social psychology ,050203 business & management ,Applied Psychology ,media_common - Abstract
PurposeThe purpose of this paper is to investigate, with a Pakistani sample, the destructive and constructive behavioral intentions associated with benign and malicious envy in the context of perceived opportunity to perform.Design/methodology/approachThe authors conducted two cross-sectional studies to test the hypotheses. In Study 1, data were obtained from students (n=90), whereas in Study 2, the authors used an executive sample (n=83).FindingsThe primary motivation of benign envy was to bring oneself up by improving performance on the comparison dimension, whereas the primary motive of malicious envy was to pull the envied other down. The relationship between malicious envy and behavioral “pulling down” intentions of derogating envied other was conditional on perceived opportunity on the comparison dimension. Consistent with a motive to improve self-evaluation, this study also found that perceived opportunity to perform interacted with benign envy to promote performance intentions on an alternative dimension. Furthermore, malicious envy was also associated with self-improving performance intentions on the comparison dimension, conditional upon perceived opportunity to perform.Practical implicationsEnvy, depending on its nature, can become a positive or negative force in organizational life. The pattern of effects for opportunity structure differs from previous findings on control. The negative and positive effects of malicious envy may be managed by attention to opportunity structures.Originality/valueThis study supports the proposition that benign envy and malicious envy are linguistically and conceptually distinct phenomena, and it is the first to do so in a sample from Pakistan, a non-western and relatively more collectivistic culture. The authors also showed that negative and hostile envy-based behaviors are conditional upon the perceived characteristics of the context.
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- 2017
24. Impact of inclusive leadership on innovative work behavior: The role of psychological safety
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Abdul Karim Khan, Surendra Arjoon, Hafiz Habib Tayyeb, Basharat Javed, and Sayyed Muhammad Mehdi Raza Naqvi
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Organizational Behavior and Human Resource Management ,Work behavior ,media_common.quotation_subject ,05 social sciences ,Applied psychology ,Psychological safety ,Safety climate ,Creativity ,Social exchange theory ,Organizational change ,0502 economics and business ,050211 marketing ,Business and International Management ,Psychology ,Practical implications ,Social psychology ,050203 business & management ,media_common - Abstract
The purpose of this study is to examine inclusive leadership as a predictor of innovative work behavior with the mediating role of psychological safety. Data were collected from supervisors–subordinates dyads working in textile industry in Pakistan. Our findings suggest that inclusive leadership is a positively related with innovative work behavior, and psychological safety mediates the effect of inclusive leadership on innovative work behavior. The leader–member exchange theory was used to build our theoretical model. We have also discussed theoretical and practical implications of our findings.
- Published
- 2017
25. When and How Subordinate Performance Leads to Abusive Supervision: A Social Dominance Perspective
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Sherry E. Moss, Imran Hameed, Samina Quratulain, and Abdul Karim Khan
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Supervisor ,Abusive supervision ,Strategy and Management ,education ,05 social sciences ,050109 social psychology ,Social dominance theory ,Developmental psychology ,Dominance (ethology) ,Job performance ,0502 economics and business ,Management methods ,0501 psychology and cognitive sciences ,Psychology ,human activities ,Social dominance orientation ,Social psychology ,050203 business & management ,Finance - Abstract
While we would typically expect poor performers to elicit abusive responses from their supervisors, we theorize that high performers may also be victims of abusive supervision. Specifically, we draw on social dominance theory to hypothesize and demonstrate that subordinate performance can have a positive, indirect effect on abusive supervision through the mediator of perceived threat to hierarchy. And this positive indirect effect prevails when the supervisor’s social dominance orientation is high. We found support for our theoretical model using data collected from supervisor–subordinate dyads.
- Published
- 2016
26. Double Jeopardy: Subordinates’ Worldviews and Poor Performance as Predictors of Abusive Supervision
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Abdul Karim Khan, Samina Quratulain, and Jonathan R. Crawshaw
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Abusive supervision ,Salience (language) ,05 social sciences ,Authoritarianism ,050109 social psychology ,Context (language use) ,Private sector ,General Business, Management and Accounting ,Moderated mediation ,Job performance ,0502 economics and business ,0501 psychology and cognitive sciences ,Industrial and organizational psychology ,Business and International Management ,Psychology ,Social psychology ,050203 business & management ,General Psychology ,Applied Psychology - Abstract
Purpose - To test a moderated mediation model where a positive relationship between subordinates’ perceptions of a dangerous world—the extent to which an individual views the world as a dangerous place—and supervisory abuse is mediated by their submission to authority figures, and that this relationship is heightened for more poorly performing employees. Design/Methodology/Approach - Data were obtained from 173 subordinates and 45 supervisors working in different private sector organizations in Pakistan. Findings - Our model was supported. It appears that subordinates’ dangerous worldviews are positively associated with their perceptions of abusive supervision and that this is because such views are likely to lead to greater submission to authority figures. But this is only for those employees who are performing more poorly. Implications - We highlight the possibility that individual differences (worldviews, attitudes to authority figures, and performance levels) may lead employees to become victims of abusive supervision. As such, our research informs organizations on how they may better support supervisors in managing effectively their subordinate relationships and, in particular, subordinate poor performance. Originality/Value - We add to recent work exploring subordinate-focused antecedents of abusive supervision, finding support for the salience of the previously untested constructs of individual worldviews, authoritarian submission, and individual job performance. In so doing we also extend research on dangerous worldviews into a new organizational setting. Finally, our research takes place within a new Pakistani context, adding to the burgeoning non-US based body of empirical work into the antecedents and consequences of abusive supervision.
- Published
- 2016
27. When and how the psychologically entitled employees hide more knowledge?
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Abdul Karim Khan, Amir Gulzar, and Maria Khalid
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Abusive supervision ,business.industry ,Strategy and Management ,media_common.quotation_subject ,Attribution bias ,Time lag ,Entitlement ,Hospitality ,Tourism, Leisure and Hospitality Management ,Perception ,Knowledge hiding ,business ,Psychology ,Social psychology ,media_common - Abstract
The purpose of this study is to examine how psychological entitlement is associated with knowledge hiding behaviors and why some individuals, unlike others, indulge in more knowledge hiding behaviors because of entitlement tendency. Using a time lag study design, we collected data from 241 participants from hospitality sector of Pakistan. The results indicate that psychological entitlement is positively associated with knowledge hiding behaviors and this relationship is mediated by abusive supervision perceptions. Our results also show that hostile attribution bias strengthens the positive impact of psychological entitlement on abusive supervision perceptions. Moreover, the indirect effect of psychological entitlement on knowledge hiding behavior via abusive supervision perceptions is stronger for employees with high levels of hostile attribution bias than employees with low levels of hostile attribution bias.
- Published
- 2020
28. A study of employee affective organisational commitment and retention in Pakistan:the roles of psychological contract breach and norms of reciprocity
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Jonathan R. Crawshaw, Ghulam Ali Arain, Imran Hameed, Abdul Karim Khan, and Samina Quratulain
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Organizational Behavior and Human Resource Management ,business.industry ,Strategy and Management ,05 social sciences ,050209 industrial relations ,Bootstrapping (linguistics) ,Norm of reciprocity ,Organizational commitment ,Public relations ,Structural equation modeling ,Social exchange theory ,Management of Technology and Innovation ,0502 economics and business ,Industrial relations ,Public university ,Business and International Management ,business ,Psychology ,Social psychology ,050203 business & management ,Reciprocity (cultural anthropology) ,Psychological contract breach - Abstract
Social exchange theory and notions of reciprocity have long been assumed to explain the relationship between psychological contract breach and important employee outcomes. To date, however, there has been no explicit testing of these assumptions. This research, therefore, explores the mediating role of negative, generalized, and balanced reciprocity, in the relationships between psychological contract breach and employees’ affective organizational commitment and turnover intentions. A survey of 247 Pakistani employees of a large public university was analyzed using structural equation modeling and bootstrapping techniques, and provided excellent support for our model. As predicted, psychological contract breach was positively related to negative reciprocity norms and negatively related to generalized and balanced reciprocity norms. Negative and generalized (but not balanced) reciprocity were negatively and positively (respectively) related to employees’ affective organizational commitment and fully mediated the relationship between psychological contract breach and affective organizational commitment. Moreover, affective organizational commitment fully mediated the relationship between generalized and negative reciprocity and employees’ turnover intentions. Implications for theory and practice are discussed.
- Published
- 2018
29. How Does Employees’ Public Service Motivation Get Affected? A Conditional Process Analysis of the Effects of Person–Job Fit and Work Pressure
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Samina Quratulain and Abdul Karim Khan
- Subjects
Organizational Behavior and Human Resource Management ,Job shadow ,Public Administration ,Strategy and Management ,Job design ,Job attitude ,Public service motivation ,Job performance ,Management of Technology and Innovation ,Job analysis ,Job satisfaction ,Personnel psychology ,Psychology ,Social psychology - Abstract
Organizational experiences can affect employees’ public service motivation (PSM) in a myriad of ways. Drawing on the institutional perspective of PSM theory, we argue that an individual’s PSM gets affected due to feelings of personal fit with the job requirements and indirect effects of perceived fit on job satisfaction is mediated through PSM. We expect that the direct effect of job fit on job satisfaction is contingent on the experience of work pressure, such that the effect would be stronger in low pressure conditions. Similarly, the indirect effect of personal job fit on job satisfaction is also contingent on the experience of work pressures. In conditions of high workload, the strength of the effect of job fit on job satisfaction through PSM may be weaker as compared with low work pressure conditions. Analysis of a survey of 213 respondents supports our hypotheses. Implications of these findings and future research directions are also discussed.
- Published
- 2015
30. Red Tape, Resigned Satisfaction, Public Service Motivation, and Negative Employee Attitudes and Behaviors
- Author
-
Samina Quratulain and Abdul Karim Khan
- Subjects
Organizational Behavior and Human Resource Management ,Public service motivation ,Moderated mediation ,Public Administration ,Great Rift ,fungi ,Turnover intention ,Individual difference ,Public service ,Psychology ,Social psychology ,Odds - Abstract
We examine the effect of red tape on resigned satisfaction, Public Service Motivation (PSM), and negative employee attitudes and behaviors. Based on responses of 217 public servants, this study demonstrates the role of resigned satisfaction as a mediating mechanism for transferring the effect of red tape on negative employee outcomes. PSM was hypothesized as an individual difference variable that can either mitigate or exacerbate the indirect effect of red tape on employee attitudes and behaviors. Our study is among the first few that demonstrate the dark side of PSM. We found that PSM exacerbates the adverse effects of red tape on negative employee attitudes and behaviors and that these effects are transmitted through the mechanism of resigned satisfaction. These findings are at odds with the dominant conception that employees having higher levels of PSM tend to pursue their motivations of public service despite excessive formalization and procedural constraints.
- Published
- 2013
31. Episodic envy and counterproductive work behaviors: Is more justice always good?
- Author
-
Samina Quratulain, Chris M. Bell, and Abdul Karim Khan
- Subjects
Employee productivity ,Organizational Behavior and Human Resource Management ,Sociology and Political Science ,media_common.quotation_subject ,Jealousy ,Procedural justice ,Perception ,Distributive justice ,Psychology ,Attribution ,Social psychology ,General Psychology ,Applied Psychology ,media_common - Abstract
Summary The authors examined how perceived event-specific procedural and distributive justice about own and envied others’ outcomes interacts with episodic envy to predict counterproductive work behaviors. Our results were consistent with the attribution model of justice, finding that episodic envy significantly predicted counterproductive work behaviors aimed at envied others in the workplace and that this relationship was more pronounced when perceptions of procedural, but not distributive, justice about own or envied others’ outcomes were high rather than low. We tested a moderated-mediation model in which self-attributions for the outcome mediated the effect of episodic envy on counterproductive work behaviors and that the effect of envy was stronger when perceptions of own or others’ procedural justice were high rather than low. This research contributes to the literature on envy processes in the workplace and is the first to use a specific emotion, envy, as a proxy for a negative outcome in a demonstration of the attribution model of justice. Copyright © 2013 John Wiley & Sons, Ltd.
- Published
- 2013
32. Validity and Reliability of the Golombok Rust Inventory of Sexual Satisfaction in Couples with Incontinent Partners
- Author
-
Renly Lim, Kah Hay Yuen, Nurzalina Abdul Karim Khan, Men Long Liong, Lim, Renly, Liong, Men Long, Khan, Nurzalina Abdul Karim, and Yuen, Kah Hay
- Subjects
Male ,validity ,Intraclass correlation ,030232 urology & nephrology ,Validity ,Urinary incontinence ,Personal Satisfaction ,Developmental psychology ,03 medical and health sciences ,Interpersonal relationship ,0302 clinical medicine ,Cronbach's alpha ,Asian People ,Cronbach alpha coefficient ,Surveys and Questionnaires ,medicine ,Humans ,In patient ,Interpersonal Relations ,Marriage ,Spouses ,correlation coefficient ,rust (plant disease) ,Malay ,reliability ,030219 obstetrics & reproductive medicine ,questionnaire ,Malaysian ,language.human_language ,Clinical Psychology ,Sexual Dysfunction, Physiological ,Urinary Incontinence ,Asian population ,language ,Female ,medicine.symptom ,Psychology ,sexual satisfaction ,Clinical psychology - Abstract
There is currently no published information on the validity and reliability of the Golombok Rust Inventory of Sexual Satisfaction in the Asian population, specifically in patients with stress urinary incontinence, which limits its use in this region. Our study aimed to evaluate the psychometric properties of this questionnaire in the Malaysian population. Ten couples were recruited for the pilot testing. The agreement between the English and Chinese or Malay versions were tested using the intraclass correlation coefficients, with results of more than 0.80 for all subscales and overall scores indicating good agreement. Sixty-six couples were included in the subsequent phase. The following data are presented in the order of English, Chinese, and Malay. Cronbach's alphas for the male total score were 0.82, 0.88, and 0.95. For the female total score, Cronbach's alphas were 0.76, 0.78, and 0.88. Intraclass correlation coefficients for the male total score were 0.93, 0.94, and 0.99, while intraclass correlation coefficients for the female total score were 0.89, 0.86, and 0.88. In conclusion, the English, Chinese, and Malay versions each proved to be valid and reliable in our Malaysian population. Refereed/Peer-reviewed
- Published
- 2016
33. Interplay of Supervisor Undermining & Rejection Sensitivity on FNE & Outcomes
- Author
-
Abdul Karim Khan, Saima Naseer, and Fauzia Syed
- Subjects
Organizational citizenship behavior ,Coping (psychology) ,Moderated mediation ,Supervisor ,ComputingMilieux_THECOMPUTINGPROFESSION ,General Medicine ,Appraisal theory ,Fear of negative evaluation ,Psychology ,Social psychology - Abstract
Utilizing the reasoning of Cognitive Appraisal Theory of Stress and Coping and Approach-Avoidance framework the current study examines how and when Fear of negative evaluation (FNE) acts as a unique protective mechanism between supervisor undermining (SU) and deviant work behaviors (Organizational citizenship behaviors and negative gossips). Specifically, we hypothesized that employees who face supervisor undermining might depict decreased OCBs and engage in increased negative gossiping about the supervisors. Further we hypothesized that fear of negative evaluation (FNE) acts as an explanatory process through which supervisor undermining translates into higher OCBs and negative gossips. We also hypothesized that the supervisor undermining and fear of negative evaluation relationship will be strengthened for the individuals high on rejection sensitivity. Using moderated mediation process technique, adopting a three-wave design; and two source time lagged data collected from 206 dyads in the service sector ...
- Published
- 2018
34. Emotional Reactions to Perceived Injustice: Anger, Envy or Sadness?
- Author
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Naheed Sultana, Samina Quratulain, Jean-Marie Peretti, and Abdul Karim Khan
- Subjects
Sadness ,media_common.quotation_subject ,General Social Sciences ,Anger ,Psychology ,Social psychology ,media_common ,Perceived injustice - Published
- 2009
35. Supervisor’s Machiavellianism, Subordinate Performance And Abusive Supervision
- Author
-
Samina Quratulain and Abdul Karim Khan
- Subjects
Supervisor ,ComputingMilieux_THECOMPUTINGPROFESSION ,Abusive supervision ,media_common.quotation_subject ,education ,General Medicine ,Moderated mediation ,health services administration ,Perception ,Psychology ,human activities ,Social psychology ,Machiavellianism ,media_common - Abstract
Drawing on dual process model, the authors examined how and when supervisors’ Mach lead to abusive supervision. We tested our theoretical model using three source data. Our results suggest that supervisors’ Mach is positively associated with supervisors’ perceptions of competitive world views which in turn are associated with abusive supervision. We also tested a moderated mediation model, our results support the prediction that the mediated effect of supervisors’ Mach on subordinate’s perceptions of abusive supervision through competitive world views is stronger when subordinate performance is low. This research contributes to the literature on Machiavellianism and abusive supervision.
- Published
- 2017
36. Impact of inclusive leadership on innovative work behavior: The role of psychological safety – CORRIGENDUM
- Author
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Surendra Arjoon, Sayyed Muhammad Mehdi Raza Naqvi, Hafiz Habib Tayyeb, Abdul Karim Khan, and Basharat Javed
- Subjects
Organizational Behavior and Human Resource Management ,Work behavior ,media_common.quotation_subject ,05 social sciences ,Applied psychology ,050109 social psychology ,Psychological safety ,Safety climate ,Creativity ,Organizational change ,0502 economics and business ,0501 psychology and cognitive sciences ,Business and International Management ,Psychology ,Social psychology ,050203 business & management ,media_common - Published
- 2017
37. The mediating role of discrete emotions in the relationship between injustice and counterproductive work behaviors:a study in Pakistan
- Author
-
Jonathan R. Crawshaw, Samina Quratulain, and Abdul Karim Khan
- Subjects
media_common.quotation_subject ,Context (language use) ,Anger ,General Business, Management and Accounting ,Structural equation modeling ,Injustice ,Confirmatory factor analysis ,Sadness ,Industrial and organizational psychology ,Business and International Management ,Psychology ,Social psychology ,General Psychology ,Applied Psychology ,Deviance (sociology) ,media_common - Abstract
Purpose: Our study explores the mediating role of discrete emotions in the relationships between employee perceptions of distributive and procedural injustice, regarding an annual salary raise, and counterproductive work behaviors (CWBs). Design/Methodology/Approach: Survey data were provided by 508 individuals from telecom and IT companies in Pakistan. Confirmatory factor analysis, structural equation modeling, and bootstrapping were used to test our hypothesized model. Findings: We found a good fit between the data and our tested model. As predicted, anger (and not sadness) was positively related to aggressive CWBs (abuse against others and production deviance) and fully mediated the relationship between perceived distributive injustice and these CWBs. Against predictions, however, neither sadness nor anger was significantly related to employee withdrawal. Implications: Our findings provide organizations with an insight into the emotional consequences of unfair HR policies, and the potential implications for CWBs. Such knowledge may help employers to develop training and counseling interventions that support the effective management of emotions at work. Our findings are particularly salient for national and multinational organizations in Pakistan. Originality/Value: This is one of the first studies to provide empirical support for the relationships between in/justice, discrete emotions and CWBs in a non-Western (Pakistani) context. Our study also provides new evidence for the differential effects of outward/inward emotions on aggressive/passive CWBs.
- Published
- 2013
38. Impact of Intensity of Supervisor’s Mistreatment on Employee Attitudes
- Author
-
Carolina Serrano Archimi, Samina Quratulain, Caroline Manville, and Abdul Karim Khan
- Subjects
Supervisor ,Hofstede's cultural dimensions theory ,General Medicine ,Psychology ,Social learning theory ,Social psychology ,Intensity (heat transfer) - Abstract
Existing research generally believes that supervisory mistreatment leads to negative employee attitudes and behaviors. Drawing on the social learning theory, present study extends the content domai...
- Published
- 2015
39. When High Performers Become Victim of Abusive Supervision
- Author
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Imran Hameed, Abdul Karim Khan, and Samina Quratulain
- Subjects
Supervisor ,ComputingMilieux_THECOMPUTINGPROFESSION ,Abusive supervision ,Right-wing authoritarianism ,ComputerApplications_COMPUTERSINOTHERSYSTEMS ,General Medicine ,Hardware_CONTROLSTRUCTURESANDMICROPROGRAMMING ,Psychology ,Social dominance orientation ,Social psychology - Abstract
The authors examined how supervisor’s evaluations of subordinate performance interact with supervisor’s social dominance orientation and subordinate’s right wing authoritarianism to predict subordi...
- Published
- 2014
40. Interactional Justice and Creativity: Exploring the Mediating Role of Psychological Engagement
- Author
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Chris M. Bell and Abdul Karim Khan
- Subjects
Status quo ,Organizational justice ,Interactional justice ,media_common.quotation_subject ,General Medicine ,Psychology ,Creativity ,Social psychology ,media_common - Abstract
Creativity is a form of self-expression that can challenge the status quo. The literature on organizational justice and creativity suggests that employees engage in creativity because it is a perso...
- Published
- 2013
41. Benign envy and malicious envy: Relative deprivation, anomie, and perceived opportunity
- Author
-
Samina Quratulain, Abdul Karim Khan, and Chris M. Bell
- Subjects
South asia ,Anomie ,medicine ,General Medicine ,Psychology ,Relative deprivation ,medicine.disease_cause ,Social psychology - Abstract
This research empirically supports the distinction between two types of envy, benign and malicious envy, that have culturally specific terms in South Asian culture. The results supported hypotheses...
- Published
- 2012
42. The moderating impact of Hofstede's cultural dimensions on the relationship between organisational justice and organisational citizenship behaviours: a study in Pakistani work context
- Author
-
Jean-Marie Peretti, Abdul Karim Khan, and Samina Quratulain
- Subjects
Value (ethics) ,Individualism ,Social exchange theory ,media_common.quotation_subject ,Collectivism ,Hofstede's cultural dimensions theory ,Psychology ,Economic Justice ,Social psychology ,Work related ,Citizenship ,media_common - Abstract
The relationships among employee’s work related variables, cultural variables and OCBs are investigated in Pakistani work setting. The study sought to extend the literature by investigating whether individual differences in employees’ cultural value orientations effect the organisational justice-OCB relationships. Based on Hofstede’s (1980) cultural values framework the dimensions of individualism/collectivism and power distance were hypothesised as moderators of social exchange relationship between employee’s perception of organisational justice and OCB. Results demonstrate that organisational justice (distributive and interactional) is strongly related to citizenship behaviour for employees who endorse individualistic orientations. The moderating influence of power distance orientation was not found for the relationship between justice and citizenship behaviour. Findings of the study are discussed in terms of generalisability of citizenship behaviour and its relation to organisational justice and cultural context.
- Published
- 2012
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