International Journal of Business and Management Sciences

Analyzing the Mediating Role of Cultural Intelligence between Transformational Leadership and Job Performance in Private Health Care Sector

2024-04-21T11:21:47+03:00

Work environment is rapidly changing. Due to this job performance is becoming the major concern for the various institutions, especially health care sector. Employees job performance is the main reason for the growth of the organization. Job performance is very essential in the health care sector as directly connected with the human lives and patients. Motivated health workers can contribute significantly towards the success of the organization. To influence and motivate the employee’s transformational leadership can play a substantial role in the workplace. Transformational leadership is becoming necessary to adopt in the healthcare sector, to increase the job performance of the health care workers. Transformational leaders with the high cultural intelligence can help the health care sector to enhance the job performance. To fulfil this objective, the study measured the role of transformational leadership on job performance through cultural intelligence. Cultural intelligence act as a mediator between transformational leadership and job performance in this study. Health care centers located in Islamabad and Rawalpindi are included in this study. Total sample of 530 responses was included in the final measurement. Convenience sampling technique was used. SmartPls 4.0 was used to measure the results. Structural; equation modeling was used to measure the path analysis. The results confirm that transformational leadership has a significant and positive impact on job performance. The mediating role of cultural intelligence is fully supported. This study contributed by measuring this new area of study by measuring cultural intelligence between transformational leadership and job performance. This study helps the healthcare sector by adopting these variables.

The Effect of Ethical Leadership on Employee Engagement: The Mediating Role of Work Meaningfulness and Person-Organization Fit. Moderating Role of Self-Efficacy

2024-10-15T12:59:53+03:00

Ethical leadership is increasingly essential for cultivating a vibrant workplace and strengthening employee-organization relationships. Using the framework of social exchange theory, this research delves into how ethical leadership directly affects employee engagement and indirectly influences it through work meaningfulness and person-organization fit.
Additionally, it examines how self-efficacy shapes the connection between employee engagement and person-organization fit. The study used a cross-sectional analysis with Structural Equation Modeling following data gathered from 279 employees across two Iranian factories. The findings highlight that employee engagement is influenced by ethical
leadership, work meaningfulness, and person-organization fit. Moreover, work meaningfulness and person-organization fit mediate the positive impact of ethical leadership on employee engagement. Additionally, self efficacy moderates the relationship between person-organization fit and employee engagement. The findings provide new perspectives for
business organizations by articulating a novel mechanism in ethical leadership literature to boost employee engagement.

Charting The Course of Investing Decisions Through Management Accounting Techniques, and Operations Quality in Manufacturing Landscape of Pakistan

2024-10-15T10:35:11+03:00

Companies can reduce operational costs and improve their reputation by ensuring consistent product quality allowing for more accurate cost analysis and better-informed investment decisions. Therefore, this research aims to probe the interplay between management accounting techniques (MATs) and investing decisions through moderation of operations quality control (OQC) in manufacturing firms of an emerging economy, Pakistan. The results indicate that MATs like just in time (JST), target costing (TRC), and balanced scorecard (BSR) have empirically positive and significant impacts on investing decisions (IDN). On the other hand, operations quality control (OQC) plays moderating role in the linkage between TRC and investing decisions (IDN), highlighting its critical role in cost management and efficacy improvement. The OQC was insignificantly moderated among just in time, balanced scorecards, and investing decisions. These findings contribute to the understanding of factors influencing investment decisions and emphasize the synergy between OQC and explicit management accounting approaches in the Pakistani manufacturing landscape. This study explores the categories of MATs and the production quality control driving these techniques which have rarely been probed in an emerging economy like Pakistan.

Dynamics of CPEC: Analyzing the Diversity Management and Organizational Performance

2024-10-15T10:27:48+03:00

The current study embarks upon the mega project of China Pakistan Economic Corridor (CPEC) as it has brought in diverse workforce in business organizations of Pakistan. This does not bring opportunities and benefits for the individuals and the organizations only in Pakistan, but it also imposed some imperative challenges to face especially for the human resource management perspective to organize and manage the multifaceted human resource sector with reference to diversity element is concerned. Over the years there has been a shift to consider Workforce Diversity Management as an intentional organizational Performance Theory. This perspective needed an examination to inspect the impact of Workforce Diversity Management (WDM) on Organizational Performance (OP) of business organizations in Pakistan under new developments of China Pakistan Economic Corridor. New models for assessing WDM, including diversity of nationality, culture and ethics in business organizations have also been recognized. This study is a descriptive nature of research and the targeted population for this study are 200 employees working in business organizations engaged at different projects within our case (China Pakistan Economic Corridor) hereinafter referred to as CPEC. The Data were collected through primary source by a self-administered questionnaire. Various tests had been employed to generate results based on the proposed hypotheses. The findings show great insights related to diversity management and organizational performance. This study provides many theoretical and practical implications as well. The recommendations generated at the end of this study serve as a policy model for Pakistan’s academia, theorists, researchers to steer these findings and colors into relevant policy so that the new challenges associated with diversity management in Pakistani business firms can be effectively countered.