Since, Pakistan achieved independence, socio-economic development has faced various challenges. The human development index (HDI), published annually, shows several weaknesses. Furthermore, the HDI does not take into account several important indicators, and is an inappropriate mechanism by which to measure human development. The present study assess the level of Pakistan's social economic development (SED) based on 20 developing countries and using new variables. Socioeconomic development is the process of social and economic development in a society which is measured by indicators, such as mean years of schooling, education expenditure (%GDP), life expectancy, health expenditure (%GDP), crime, corruption, GDP, level of employment, GINI index, agriculture, industries, services, exports, investment, and total reserves. In the light of these variables Pakistan's economic development is i n much better condition as compared to social development. Pakistan is socially and economically very backward in latest year.
{"title":"Where we are going? Empirical Analysis of Pakistan's Economy","authors":"Adiqa Kausar Kiani, Sana Ullah, Zaib Maroof","doi":"10.33897/fujbe.v2i2.125","DOIUrl":"https://doi.org/10.33897/fujbe.v2i2.125","url":null,"abstract":"Since, Pakistan achieved independence, socio-economic development has faced various challenges. The human development index (HDI), published annually, shows several weaknesses. Furthermore, the HDI does not take into account several important indicators, and is an inappropriate mechanism by which to measure human development. The present study assess the level of Pakistan's social economic development (SED) based on 20 developing countries and using new variables. Socioeconomic development is the process of social and economic development in a society which is measured by indicators, such as mean years of schooling, education expenditure (%GDP), life expectancy, health expenditure (%GDP), crime, corruption, GDP, level of employment, GINI index, agriculture, industries, services, exports, investment, and total reserves. In the light of these variables Pakistan's economic development is i n much better condition as compared to social development. Pakistan is socially and economically very backward in latest year.","PeriodicalId":162952,"journal":{"name":"Foundation University Journal of Business & Economics","volume":"105 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2017-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114897277","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Maryam Zeb, Ahmad Sher, Muhammad Awais, Hussaun A. Syed
Globalization has caused immense changes in the business environment and has made difficult for the organizations to respond quickly and effectively to the changing customer preferences. Therefore, organizations that are flexible and are involved in the learning process are able to compete in the modern markets. This research study seeks to achieve the understanding of the contribution of organizational learning along with strategic flexibility to enhance the customer performance in sustaining competitive advantage in a rapidly changing business environment. This allows the organizations to react quickly towards the changing market requirement. Questionnaire was used to collect data. Findings suggested that both the constructs of organizational learning and strategic flexibility help firms to adapt to the changing business conditions in order to satisfy the needs of their customers. The cellular companies in Pakistan call for new approaches to engage customers therefore, managers are required to focus on learning process along with strategic flexibility to respond to the changing market conditions in a timely manner.
{"title":"Engaging Customers by Fostering Learning Process and Strategic Flexibility Together in Cellular Sector of Pakistan","authors":"Maryam Zeb, Ahmad Sher, Muhammad Awais, Hussaun A. Syed","doi":"10.33897/fujbe.v2i2.122","DOIUrl":"https://doi.org/10.33897/fujbe.v2i2.122","url":null,"abstract":"Globalization has caused immense changes in the business environment and has made difficult for the organizations to respond quickly and effectively to the changing customer preferences. Therefore, organizations that are flexible and are involved in the learning process are able to compete in the modern markets. This research study seeks to achieve the understanding of the contribution of organizational learning along with strategic flexibility to enhance the customer performance in sustaining competitive advantage in a rapidly changing business environment. This allows the organizations to react quickly towards the changing market requirement. Questionnaire was used to collect data. Findings suggested that both the constructs of organizational learning and strategic flexibility help firms to adapt to the changing business conditions in order to satisfy the needs of their customers. The cellular companies in Pakistan call for new approaches to engage customers therefore, managers are required to focus on learning process along with strategic flexibility to respond to the changing market conditions in a timely manner.","PeriodicalId":162952,"journal":{"name":"Foundation University Journal of Business & Economics","volume":"124 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2017-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131180186","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Shahbaz Khan, Muhammad Awais, Muhammad Naeem Khan, Owais Ahmed Khan
Employee's engagement is one of the very important topics in business world from years. Organizations are focusing on success by engaging its employees and retaining the talent with skills and competencies necessary for growth and sustainability. A multifaceted conception about engagement is influenced by numerous factors like organizational communication and managerial styles. To keep employees engaged manager needs to have certain abilities and skills, one of the ability is that a leader should be emotionally intelligent, who can understand his own emotions and feelings as well as of his workforce. Emotional intelligence consists of adaptive emotional functioning involving inter-related competencies relating to perception, understanding, utilizing and managing emotions in the self and others. Researchers in diverse fields have studied emotional intelligence and found the construct to be associated with a variety of factors such as mental health, relationship satisfaction, and work performance. The present study intends to investigate the moderating impact of employee's emotional intelligence on the relation of managers' emotional intelligence and employee engagement. The results of this research demonstrate that through emotional intelligence a manager can control his employees and he can use them according to the requirement of organizational goals. However, sometimes there are employees who are also emotionally intelligent and they use their own emotional intelligence that enhances their work engagement and causes other positive outcomes. These employees are engaged at work not because of their managers' emotional intelligence or leadership, but due to their own high emotional intelligence. For this research questionnaire was used to collect the data that was distributed in different construction companies working in Rawalpindi and Islamabad. Those questionnaires were adapted from the other research papers. The total sample size for this research paper is 274 employees and unit of measure is individual, for data collection simple convenience sampling technique was used. The study also offers suggestions for future research on the basis of certain limitations.
{"title":"Moderating Effect of Employee's Emotional Intelligence on the Relation of Emotionally Intelligent Project Manager and Employee Engagement","authors":"Shahbaz Khan, Muhammad Awais, Muhammad Naeem Khan, Owais Ahmed Khan","doi":"10.33897/fujbe.v2i2.123","DOIUrl":"https://doi.org/10.33897/fujbe.v2i2.123","url":null,"abstract":"Employee's engagement is one of the very important topics in business world from years. Organizations are focusing on success by engaging its employees and retaining the talent with skills and competencies necessary for growth and sustainability. A multifaceted conception about engagement is influenced by numerous factors like organizational communication and managerial styles. To keep employees engaged manager needs to have certain abilities and skills, one of the ability is that a leader should be emotionally intelligent, who can understand his own emotions and feelings as well as of his workforce. Emotional intelligence consists of adaptive emotional functioning involving inter-related competencies relating to perception, understanding, utilizing and managing emotions in the self and others. Researchers in diverse fields have studied emotional intelligence and found the construct to be associated with a variety of factors such as mental health, relationship satisfaction, and work performance. The present study intends to investigate the moderating impact of employee's emotional intelligence on the relation of managers' emotional intelligence and employee engagement. The results of this research demonstrate that through emotional intelligence a manager can control his employees and he can use them according to the requirement of organizational goals. However, sometimes there are employees who are also emotionally intelligent and they use their own emotional intelligence that enhances their work engagement and causes other positive outcomes. These employees are engaged at work not because of their managers' emotional intelligence or leadership, but due to their own high emotional intelligence. For this research questionnaire was used to collect the data that was distributed in different construction companies working in Rawalpindi and Islamabad. Those questionnaires were adapted from the other research papers. The total sample size for this research paper is 274 employees and unit of measure is individual, for data collection simple convenience sampling technique was used. The study also offers suggestions for future research on the basis of certain limitations.","PeriodicalId":162952,"journal":{"name":"Foundation University Journal of Business & Economics","volume":"351 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2017-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132127898","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Khalid Mahmood, Zaib Maroof, S. Qaim, Hina Affandi
The study investigated the impact of employee empowerment on affective commitment (AC), normative commitment (NC) and continuance commitment (CC). Further it also analyzed the mediating role of perceived organizational support between study variables. The data was collected from commercial banks of Pakistan (n=300) by using convenience sampling technique. All variables were measured by using scales developed by different scholars. Organizational commitment was measured with the help of scale developed by Meyer and Allen (1991). Employee empowerment was measured by a scale developed by Ashford, Lee and Bobko, (1989). Lastly, perceived organizational support was measured by a scale developed by Rhoades and Eisenberger, (2002). The data gathered was analyzed with the help of SPSS. Pearson correlation and multiple regression analysis performed that indicated, employee empowerment has a significant positive influence on organizational commitment of employees and perceived organizational support significantly mediated the relationship. The study included recommendations and directions for future research.
{"title":"Employees Empowerment, Organizational Commitment & Mediatory Role of Perceived Organizational Support: An Empirical Evidence from Banking Sector of Pakistan","authors":"Khalid Mahmood, Zaib Maroof, S. Qaim, Hina Affandi","doi":"10.33897/fujbe.v2i2.121","DOIUrl":"https://doi.org/10.33897/fujbe.v2i2.121","url":null,"abstract":"The study investigated the impact of employee empowerment on affective commitment (AC), normative commitment (NC) and continuance commitment (CC). Further it also analyzed the mediating role of perceived organizational support between study variables. The data was collected from commercial banks of Pakistan (n=300) by using convenience sampling technique. All variables were measured by using scales developed by different scholars. Organizational commitment was measured with the help of scale developed by Meyer and Allen (1991). Employee empowerment was measured by a scale developed by Ashford, Lee and Bobko, (1989). Lastly, perceived organizational support was measured by a scale developed by Rhoades and Eisenberger, (2002). The data gathered was analyzed with the help of SPSS. Pearson correlation and multiple regression analysis performed that indicated, employee empowerment has a significant positive influence on organizational commitment of employees and perceived organizational support significantly mediated the relationship. The study included recommendations and directions for future research.","PeriodicalId":162952,"journal":{"name":"Foundation University Journal of Business & Economics","volume":"42 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2017-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131609705","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Mah-a-Mobeen Ahmed, Muhammad Awais, Dr. Kashif Ur Rehman
This paper examines the role of capital market and saving pattern in the acceleration of economic growth in Sri Lanka, Pakistan and Bangladesh with special emphasis on the impact of financial sector reforms initiated in 2000. The data used in this study was collected from the period of 2000 to 2012 of 3 South Asian countries namely, Pakistan, India and Sri Lanka. The result showed that Pakistan tryed to improve its saving patterns but didn't achieve its goal. Pakistan achieved its higher saving pattern in 2003.Pakistan was trying to strengthen its stock market as it considered as a proxy of economy. Pakistan achieved its goal during the period of 2002-07. Pakistan was trying to focus on its “human development” Pakistan started achieving its goal in 2011 & 2012, which was the period of “Pakistan People's Party (PPP)”, as PPP is most dominant in Pakistan in terms of pay structure reforms. Bangladesh was trying to improve its saving patterns and has also achieved its goal. Bangladesh achieved its higher saving pattern in 2009.Bangladesh was trying to strengthen its stock market as it considered as a proxy of economy. Bangladesh was continuously achieving its goals during the period of 2002-11. Bangladesh was trying to focus on its “human development”, but Bangladesh didn't achieve its goal because of some mismanagement of policies. Sri Lanka was trying to improve its saving patterns but didn't achieve its goal properly because of too much uncertainty & fluctuations. Sri Lanka was trying to strengthen its stock market as it considered as a proxy of economy. Sri Lanka was continuously achieving its goal during the period of 2002-06. Sri Lanka tryed to focus on its “human development”, but Sri Lanka didn't achieve its goal because of some negligence of strategies. Sri Lanka achieved its higher saving pattern in 2005.
{"title":"Analyzing the Capital market movements and saving patterns of South Asian Countries: Evidence from Pakistan, Bangladesh and Sri Lanka","authors":"Mah-a-Mobeen Ahmed, Muhammad Awais, Dr. Kashif Ur Rehman","doi":"10.33897/fujbe.v2i2.124","DOIUrl":"https://doi.org/10.33897/fujbe.v2i2.124","url":null,"abstract":"This paper examines the role of capital market and saving pattern in the acceleration of economic growth in Sri Lanka, Pakistan and Bangladesh with special emphasis on the impact of financial sector reforms initiated in 2000. The data used in this study was collected from the period of 2000 to 2012 of 3 South Asian countries namely, Pakistan, India and Sri Lanka. The result showed that Pakistan tryed to improve its saving patterns but didn't achieve its goal. Pakistan achieved its higher saving pattern in 2003.Pakistan was trying to strengthen its stock market as it considered as a proxy of economy. Pakistan achieved its goal during the period of 2002-07. Pakistan was trying to focus on its “human development” Pakistan started achieving its goal in 2011 & 2012, which was the period of “Pakistan People's Party (PPP)”, as PPP is most dominant in Pakistan in terms of pay structure reforms. Bangladesh was trying to improve its saving patterns and has also achieved its goal. Bangladesh achieved its higher saving pattern in 2009.Bangladesh was trying to strengthen its stock market as it considered as a proxy of economy. Bangladesh was continuously achieving its goals during the period of 2002-11. Bangladesh was trying to focus on its “human development”, but Bangladesh didn't achieve its goal because of some mismanagement of policies. Sri Lanka was trying to improve its saving patterns but didn't achieve its goal properly because of too much uncertainty & fluctuations. Sri Lanka was trying to strengthen its stock market as it considered as a proxy of economy. Sri Lanka was continuously achieving its goal during the period of 2002-06. Sri Lanka tryed to focus on its “human development”, but Sri Lanka didn't achieve its goal because of some negligence of strategies. Sri Lanka achieved its higher saving pattern in 2005.","PeriodicalId":162952,"journal":{"name":"Foundation University Journal of Business & Economics","volume":"22 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2017-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122507860","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The purpose of this study was to examine the role of goal setting on job related outcomes, employee engagement and workplace optimism mediates the relationship between goal setting and work place optimism in the supplier industry of IT sector. Employee engagement and work place optimism mediations are examined on the relationship between goal setting and job related outcomes. Job satisfaction, organizational commitment and turnover intentions are examined as the job related outcomes. Questionnaire method was used to collect data from targeted respondent. A total of 180 questionnaires were distributed from which 152 were received in useable form. Simple linear regression is used to test the first hypothesis and Baron and Kenny (1986) regression analysis is used to test remaining three hypotheses. It is determined that, to improve the job related outcomes effective goal setting by the management is important. Employee engagement and workplace optimism are also important factors to improve the outcomes
{"title":"Goal Setting and Job Related Outcomes-Mediations of Employee Engagement and Workplace Optimism in IT Supplier Industry","authors":"Ali Raza Nasir, Muhammad Awais, Hussaun A. Syed","doi":"10.33897/fujbe.v2i1.117","DOIUrl":"https://doi.org/10.33897/fujbe.v2i1.117","url":null,"abstract":"The purpose of this study was to examine the role of goal setting on job related outcomes, employee engagement and workplace optimism mediates the relationship between goal setting and work place optimism in the supplier industry of IT sector. Employee engagement and work place optimism mediations are examined on the relationship between goal setting and job related outcomes. Job satisfaction, organizational commitment and turnover intentions are examined as the job related outcomes. Questionnaire method was used to collect data from targeted respondent. A total of 180 questionnaires were distributed from which 152 were received in useable form. Simple linear regression is used to test the first hypothesis and Baron and Kenny (1986) regression analysis is used to test remaining three hypotheses. It is determined that, to improve the job related outcomes effective goal setting by the management is important. Employee engagement and workplace optimism are also important factors to improve the outcomes","PeriodicalId":162952,"journal":{"name":"Foundation University Journal of Business & Economics","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2017-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129064918","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The rationale of this study is to examine the impact of organizational trust and empowering leadership on the knowledge sharing of employees in Pakistan .This study also explores the intervening role of organizational commitment and attitude of employees towards knowledge sharing. In this study the data is collected from many private and government organizations. Almost 170 questionnaires were filled by employees. Regression and correlation techniques are used to test the hypothesis. The results have shown that organizational trust and empowering leadership have direct and indirect impact on knowledge sharing. The sample size of this study and Pakistani context might border the generalizability of outcome. This research adds to the past research and gives better understanding of knowledge sharing in the context of Pakistan. Practically this work will help the organizations to understand how to enhance knowledge sharing in the work place for getting competitive advantage. In setting where employees have trust on each other and are led by empowering leadership, knowledge sharing will better.
{"title":"Impact of Organizational Trust and Empowering Leadership on Knowledge Sharing","authors":"Arif Saleem Cheema, Muhammad Naeem, Iram Batool","doi":"10.33897/fujbe.v2i1.120","DOIUrl":"https://doi.org/10.33897/fujbe.v2i1.120","url":null,"abstract":"The rationale of this study is to examine the impact of organizational trust and empowering leadership on the knowledge sharing of employees in Pakistan .This study also explores the intervening role of organizational commitment and attitude of employees towards knowledge sharing. In this study the data is collected from many private and government organizations. Almost 170 questionnaires were filled by employees. Regression and correlation techniques are used to test the hypothesis. The results have shown that organizational trust and empowering leadership have direct and indirect impact on knowledge sharing. The sample size of this study and Pakistani context might border the generalizability of outcome. This research adds to the past research and gives better understanding of knowledge sharing in the context of Pakistan. Practically this work will help the organizations to understand how to enhance knowledge sharing in the work place for getting competitive advantage. In setting where employees have trust on each other and are led by empowering leadership, knowledge sharing will better.","PeriodicalId":162952,"journal":{"name":"Foundation University Journal of Business & Economics","volume":"21 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2017-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123502613","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Khalid Mehmood, Zaib Maroof, Dr. Adiqa Kousar Kiani, Shumaila Ahsan Cheema, Najam Ul Mabood
The revolution of IT has increased the competition manifold, consequently enforcing the businesses to target international customers belonging to different culture. Therefore, the current study investigates the relationship between organizational culture and organizational performance. It goes one step ahead and also measures the mediatory role of leadership in the relationship between organizational culture and organizational performance, in the Banking sectors of Pakistan. The instruments used to collect the data regarding organizational culture were developed by Denison and Mishra (1995), organizational performance was developed by Qureshi, (2010) and Leadership was developed by Sergiovanni, Metzeus and Burden (1969). The data was collected through a questionnaire from the banking sector of Pakistan by using convenient sampling technique. SPSS version 20 was used to analyze the results after testing the reliability. Regression analysis was performed to measure the said relationship between the study variables. Findings indicated that organizational culture has a significant and positive impact on performance of the banks. Further the study also evidenced that leadership partially mediates the relationship between organizational culture and banking performance.
信息技术革命增加了竞争的多样性，从而迫使企业瞄准属于不同文化的国际客户。因此，本研究对组织文化与组织绩效的关系进行了研究。它向前迈进了一步，也衡量了领导在组织文化和组织绩效之间的关系中的中介作用，在巴基斯坦的银行部门。用于收集组织文化数据的工具由Denison和Mishra(1995)开发，组织绩效由Qureshi(2010)开发，领导力由Sergiovanni, Metzeus和Burden(1969)开发。采用方便的抽样技术，通过问卷调查从巴基斯坦的银行部门收集数据。检验信度后，采用SPSS version 20对结果进行分析。采用回归分析来衡量上述研究变量之间的关系。研究发现，组织文化对银行绩效有显著的正向影响。进一步的研究也证明了领导在组织文化与银行绩效的关系中起到部分中介作用。
{"title":"Organizational Culture and Organizational Performance: Investigating the Mediatory Role of Leadership in the Banking Sector of Pakistan","authors":"Khalid Mehmood, Zaib Maroof, Dr. Adiqa Kousar Kiani, Shumaila Ahsan Cheema, Najam Ul Mabood","doi":"10.33897/fujbe.v2i1.115","DOIUrl":"https://doi.org/10.33897/fujbe.v2i1.115","url":null,"abstract":"The revolution of IT has increased the competition manifold, consequently enforcing the businesses to target international customers belonging to different culture. Therefore, the current study investigates the relationship between organizational culture and organizational performance. It goes one step ahead and also measures the mediatory role of leadership in the relationship between organizational culture and organizational performance, in the Banking sectors of Pakistan. The instruments used to collect the data regarding organizational culture were developed by Denison and Mishra (1995), organizational performance was developed by Qureshi, (2010) and Leadership was developed by Sergiovanni, Metzeus and Burden (1969). The data was collected through a questionnaire from the banking sector of Pakistan by using convenient sampling technique. SPSS version 20 was used to analyze the results after testing the reliability. Regression analysis was performed to measure the said relationship between the study variables. Findings indicated that organizational culture has a significant and positive impact on performance of the banks. Further the study also evidenced that leadership partially mediates the relationship between organizational culture and banking performance.","PeriodicalId":162952,"journal":{"name":"Foundation University Journal of Business & Economics","volume":"47 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2017-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121535928","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Abdul Rafeh, Waqas Ahmed, Dr. S. M. Amir Shah, Dr. Qaisar Ali Malik
The focus of this study is to investigate the linkages between the intellectual capital and the financial performance in manufacturing companies of Pakistan. For the purpose of this study financial data of 46 selected manufacturing companies were collected from their financial statements, covering the year 2011 through 2015. Both descriptive and inferential statistics were used to generalize the results. Intellectual capital performance is measured by Value Added Intellectual Coefficient (VAIC™) that is comprised of human capital efficiency, structural capital efficiency and capital employed efficiency. The financial performance is measured through return on assets, return on equity, return on investments and earnings per share. The results showed that the intellectual capital has significant effect on the financial performance of the manufacturing firms.
{"title":"Intellectual Capital Efficiency and Corporate Financial Performance","authors":"Abdul Rafeh, Waqas Ahmed, Dr. S. M. Amir Shah, Dr. Qaisar Ali Malik","doi":"10.33897/fujbe.v2i1.116","DOIUrl":"https://doi.org/10.33897/fujbe.v2i1.116","url":null,"abstract":"The focus of this study is to investigate the linkages between the intellectual capital and the financial performance in manufacturing companies of Pakistan. For the purpose of this study financial data of 46 selected manufacturing companies were collected from their financial statements, covering the year 2011 through 2015. Both descriptive and inferential statistics were used to generalize the results. Intellectual capital performance is measured by Value Added Intellectual Coefficient (VAIC™) that is comprised of human capital efficiency, structural capital efficiency and capital employed efficiency. The financial performance is measured through return on assets, return on equity, return on investments and earnings per share. The results showed that the intellectual capital has significant effect on the financial performance of the manufacturing firms.","PeriodicalId":162952,"journal":{"name":"Foundation University Journal of Business & Economics","volume":"42 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2017-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127054718","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The purpose of this study was to examine impact of HR practices on employee wellbeing with mediating role of work place learning in IT supplier industry of Pakistan. Employment security, participative decision making, extensive training, career advancement, performance based reward system and performance appraisals were taken as HR practices and psychological, physical and social well-being were examined as employee well-being at workplace. Questionnaire was used to collect data from targeted respondents. A total of 180 questionnaires were distributed from which 152 were received in useable form. Utilization of HR practices were found to be essential for enhancing individual employee well-being at workplace. It was also determined that workplace learning mediates the relationship between HR practices and employee well-being in the organization.
{"title":"Mediating Role of Workplace Learning between HR Practices and Employee Well-Being in IT Supplier Industry","authors":"Ali Raza Nasir, Irfan Ullah, Muhammad Irfan","doi":"10.33897/fujbe.v2i1.118","DOIUrl":"https://doi.org/10.33897/fujbe.v2i1.118","url":null,"abstract":"The purpose of this study was to examine impact of HR practices on employee wellbeing with mediating role of work place learning in IT supplier industry of Pakistan. Employment security, participative decision making, extensive training, career advancement, performance based reward system and performance appraisals were taken as HR practices and psychological, physical and social well-being were examined as employee well-being at workplace. Questionnaire was used to collect data from targeted respondents. A total of 180 questionnaires were distributed from which 152 were received in useable form. Utilization of HR practices were found to be essential for enhancing individual employee well-being at workplace. It was also determined that workplace learning mediates the relationship between HR practices and employee well-being in the organization.","PeriodicalId":162952,"journal":{"name":"Foundation University Journal of Business & Economics","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2017-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131183619","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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