From family to fortune: the dual impact of family-friendly policies and ethical work climate on employee career success, 2025
Purpose
This study examines how and when family-friendly policies influence employee subjective c... more Purpose This study examines how and when family-friendly policies influence employee subjective career success in terms of work–home enrichment, perceived career success and work–home interference.
Design/methodology/approach Pakistani employees (n = 369) working full-time in multiple organizations participated in this study. Structural equation modeling in Mplus 8.3 was utilized to test the hypotheses.
Findings The results demonstrate that family-friendly policies foster work–home enrichment and perceived career success while reducing work–home interference. Furthermore, the findings suggest that an ethical work climate, in conjuction with family-friendly policies, leads to positive outcomes regarding employees’ subjective career success.
Originality/value Based on the broaden-and-build theory, the authors provide new theoretical insights into how and when family-friendly policies affect subjective career success in terms of work–home enrichment, perceived career success and work–home interference. They also identify new boundary conditions (i.e. ethical work climate) that moderate the effect of family-friendly policies’ effect on subjective career success.
Effect of team-member exchange on team innovative work behavior: a chained double mediation model, 2024
Purpose
This study examines the direct influence of team-member exchange (TMX) on team innovative... more Purpose This study examines the direct influence of team-member exchange (TMX) on team innovative work behavior (IWB) and the mediating roles of team knowledge sharing and team job crafting.
Design/methodology/approach To test our research model, we collected multilevel, multisource, and multi-wave data from 284 employees and 74 teams in Pakistan.
Findings TMX positively relates to team IWB directly and indirectly via serial mediation of team knowledge sharing and team job crafting.
Originality/value This is the first study to investigate how TMX promotes team IWB through team knowledge sharing and team job crafting.
The effects of servant leadership and despotic leadership on employees’ happiness at work (HAW): the role of job crafting, 2025
Purpose – Drawing on the conservation of resources (COR) theory, this study aims to examine the e... more Purpose – Drawing on the conservation of resources (COR) theory, this study aims to examine the effects of servant leadership and despotic leadership on employees’ happiness at work (HAW) through job crafting.
Design/methodology/approach – To test the hypothesized relationships, the data were collected from 309 Pakistani employees. Structural equation modeling was used to analyze the data.
Findings – The findings showed that servant leadership is an optimal leadership style for creating employees’ HAW. In addition, job crafting was found to mediate the effects of servant leadership on employees’ broad-based positive attitudinal outcome (HAW). Moreover, results showed that despotic leadership negatively influences employees’ HAW through job crafting.
Originality/value – This study is novel as it investigates how newer forms of positive (servant) and negative (despotic) leadership styles influence employees’ multidimensional attitudinal outcome (HAW) via job crafting. By doing so, this research extends the nomological network of servant leadership, despotic leadership, job crafting and HAW
Discretionary HR practices and happiness at work (HAW): a sequential mediation model of perceived organizational support and meaning of work, 2025
Purpose – This paper aims to explore the mechanisms by which employees’ happiness at work (HAW) c... more Purpose – This paper aims to explore the mechanisms by which employees’ happiness at work (HAW) can be promoted. Drawing on the social exchange theory (SET), this study examined the relationships among discretionary human resource (HR) practices, perceived organizational support (POS), meaning of work (MOW)
and HAW.
Design/methodology/approach – A three-path mediation model was developed to test the proposed relationships. The data were collected from Pakistani business professionals (n 5 361), and hypotheses were tested using the PROCESS macro for SPSS .
Findings – The results suggest that POS mediates the relationship between discretionary HR practices and HAW. Also, MOW mediated the relationship between discretionary HR practices and HAW. Hence, both POS and MOW were found to be independent mediators. Further, the data provided support for the serial mediation
of POS and MOW in the relationship between discretionary HR practices and HAW.
Practical implications – This research provides insights to organizations and their management on how discretionary HR practices can enhance employees’ POS, MOW and HAW.
Originality/value – The findings show that discretionary HR practices are associated with employees’ HAW. In addition, two mediators (POS and MOW) were found to serially mediate the aforesaid relationships. These findings are novel, as no prior research has used this nascent methodological approach to deepen our understanding by examining the associations between discretionary HR practices, POS, MOW and employees’ HAW.
The effect of servant leadership on employees' extra-role behaviors in NPOs: The role of work engagement, 2022
Building on the social exchange theory and the rule of reciprocity, this study examines the effec... more Building on the social exchange theory and the rule of reciprocity, this study examines the effect of servant leadership on employees' extra-role behaviors (innovative work behavior, organizational citizenship behavior, and creativity) in the nonprofit organizations (NPOs) context. In this model, we examined work engagement as a mediator. Data were collected in two waves from 309 employees and complemented by their supervisors' evaluations. We analyzed the data using structural equation modeling and the Baron and Kenny method for mediation. The findings reveal that servant leadership exerts a positive influence on employees' extra-role behaviors. Furthermore, work engagement plays a significant role as a mediator in the relationship between servant leadership and extra-role behaviors. Finally, discussion, implications, and limitations are presented.
Meeting Halfway? The Moral Dilemma of Muslim Migrants Engaging in the Austrian Labor Market, Jun 2021
Most of the studies on the labour market integration of migrants in Europe have hitherto focused ... more Most of the studies on the labour market integration of migrants in Europe have hitherto focused on host countries’ efforts to foster integration and the consequent effectiveness of these efforts. This study, however, emphasises on the much-needed migrant-side of the integration process to explore migrants perceived cultural challenges and their corresponding ability to deal with these challenges. With the help of a series of in-depth interviews targeted at exploring the lived experiences of highly skilled Muslim migrants settled in Innsbruck, this study shows that the religious beliefs and value systems, rather than the ability to speak and understand the local language, mainly hinder Muslim migrants from fully integrating into the Austrian society. Using the framework of French pragmatic sociology of conventions, the study further articulates that in order to be perceived as ‘included’ migrants use the instrument of compromise at three levels of extent, i.e., liberation, selective adaptation, and simulation. Some migrants are able to get liberated and they bring themselves closer to the local value system at the ontological and ideological level (liberation). Others change a few selective principles (values) to make use of most of the integration opportunities (selective adaptation). And yet at another level of compromise, some migrants pretend in the public as if they are very close to the local norms while in actual continuously believing in their originating belief systems and keep disliking the value system of the host country from deep within (simulation).
Fire in the belly: the impact of despotic leadership on employees work-related outcomes in the hospitality setting, 2021
Purpose
Building on conservation of resources theory and unfolding theory of turnover, this paper... more Purpose Building on conservation of resources theory and unfolding theory of turnover, this paper aims to propose a model of the effects of despotic leadership on employees’ job satisfaction and turnover intention in the hospitality industry. In this model, the authors theorize psychological distress to play an intervening role among the aforesaid linkages.
Design/methodology/approach The data were collected in three-waves from 212 employees working in Palestinian restaurants. A covariance-based matrix in structural equation modeling was used to verify the proposed linkages in the study. A marker variable was used to control the common method bias.
Findings The results showed that despotic leadership has a direct negative effect on job satisfaction and a positive indirect effect on turnover intentions. Besides, psychological distress showed to play significant mediating effects among the aforementioned relationships.
Practical implications This study gives insights to the hospitality industry on how despotic leadership can be destructive and lead to negative consequences.
Originality/value This study is unique, as it is the first study conducted on despotic leadership in a hospitality setting. The study responded to scholarly calls made to enrich the literature pertaining to despotic leadership and its outcomes.
Impact of high-performance work systems on export-oriented SMEs performance: The mediating role of human capital development, 2017
Small and medium enterprises (SMEs) contribute substantially to the economic development, income ... more Small and medium enterprises (SMEs) contribute substantially to the economic development, income generation, poverty reduction, and particularly job creation for both developed and developing economies. However, compared with large firms, SMEs face several challenges related to their performance and competitiveness. The role of human capital (HC) and human resource practices (HR Practices) in enhancing SMEs competitiveness and performance is vital but understudied areas. Therefore, the purpose of this study was to investigate the role of HC development between the relationship of high-performance work systems (HPWS) and export-oriented SMEs performance. Quantitative strategy and cross-sectional survey method was used to collect data from 205 managerial staff through a self-administered structured questionnaire. HPWS had a significant positive impact on export-oriented SMEs performance. The findings of the study provide evidence that HC development plays a mediating role between HPWS and enterprises performance.
From family to fortune: the dual impact of family-friendly policies and ethical work climate on employee career success, 2025
Purpose
This study examines how and when family-friendly policies influence employee subjective c... more Purpose This study examines how and when family-friendly policies influence employee subjective career success in terms of work–home enrichment, perceived career success and work–home interference.
Design/methodology/approach Pakistani employees (n = 369) working full-time in multiple organizations participated in this study. Structural equation modeling in Mplus 8.3 was utilized to test the hypotheses.
Findings The results demonstrate that family-friendly policies foster work–home enrichment and perceived career success while reducing work–home interference. Furthermore, the findings suggest that an ethical work climate, in conjuction with family-friendly policies, leads to positive outcomes regarding employees’ subjective career success.
Originality/value Based on the broaden-and-build theory, the authors provide new theoretical insights into how and when family-friendly policies affect subjective career success in terms of work–home enrichment, perceived career success and work–home interference. They also identify new boundary conditions (i.e. ethical work climate) that moderate the effect of family-friendly policies’ effect on subjective career success.
Effect of team-member exchange on team innovative work behavior: a chained double mediation model, 2024
Purpose
This study examines the direct influence of team-member exchange (TMX) on team innovative... more Purpose This study examines the direct influence of team-member exchange (TMX) on team innovative work behavior (IWB) and the mediating roles of team knowledge sharing and team job crafting.
Design/methodology/approach To test our research model, we collected multilevel, multisource, and multi-wave data from 284 employees and 74 teams in Pakistan.
Findings TMX positively relates to team IWB directly and indirectly via serial mediation of team knowledge sharing and team job crafting.
Originality/value This is the first study to investigate how TMX promotes team IWB through team knowledge sharing and team job crafting.
The effects of servant leadership and despotic leadership on employees’ happiness at work (HAW): the role of job crafting, 2025
Purpose – Drawing on the conservation of resources (COR) theory, this study aims to examine the e... more Purpose – Drawing on the conservation of resources (COR) theory, this study aims to examine the effects of servant leadership and despotic leadership on employees’ happiness at work (HAW) through job crafting.
Design/methodology/approach – To test the hypothesized relationships, the data were collected from 309 Pakistani employees. Structural equation modeling was used to analyze the data.
Findings – The findings showed that servant leadership is an optimal leadership style for creating employees’ HAW. In addition, job crafting was found to mediate the effects of servant leadership on employees’ broad-based positive attitudinal outcome (HAW). Moreover, results showed that despotic leadership negatively influences employees’ HAW through job crafting.
Originality/value – This study is novel as it investigates how newer forms of positive (servant) and negative (despotic) leadership styles influence employees’ multidimensional attitudinal outcome (HAW) via job crafting. By doing so, this research extends the nomological network of servant leadership, despotic leadership, job crafting and HAW
Discretionary HR practices and happiness at work (HAW): a sequential mediation model of perceived organizational support and meaning of work, 2025
Purpose – This paper aims to explore the mechanisms by which employees’ happiness at work (HAW) c... more Purpose – This paper aims to explore the mechanisms by which employees’ happiness at work (HAW) can be promoted. Drawing on the social exchange theory (SET), this study examined the relationships among discretionary human resource (HR) practices, perceived organizational support (POS), meaning of work (MOW)
and HAW.
Design/methodology/approach – A three-path mediation model was developed to test the proposed relationships. The data were collected from Pakistani business professionals (n 5 361), and hypotheses were tested using the PROCESS macro for SPSS .
Findings – The results suggest that POS mediates the relationship between discretionary HR practices and HAW. Also, MOW mediated the relationship between discretionary HR practices and HAW. Hence, both POS and MOW were found to be independent mediators. Further, the data provided support for the serial mediation
of POS and MOW in the relationship between discretionary HR practices and HAW.
Practical implications – This research provides insights to organizations and their management on how discretionary HR practices can enhance employees’ POS, MOW and HAW.
Originality/value – The findings show that discretionary HR practices are associated with employees’ HAW. In addition, two mediators (POS and MOW) were found to serially mediate the aforesaid relationships. These findings are novel, as no prior research has used this nascent methodological approach to deepen our understanding by examining the associations between discretionary HR practices, POS, MOW and employees’ HAW.
The effect of servant leadership on employees' extra-role behaviors in NPOs: The role of work engagement, 2022
Building on the social exchange theory and the rule of reciprocity, this study examines the effec... more Building on the social exchange theory and the rule of reciprocity, this study examines the effect of servant leadership on employees' extra-role behaviors (innovative work behavior, organizational citizenship behavior, and creativity) in the nonprofit organizations (NPOs) context. In this model, we examined work engagement as a mediator. Data were collected in two waves from 309 employees and complemented by their supervisors' evaluations. We analyzed the data using structural equation modeling and the Baron and Kenny method for mediation. The findings reveal that servant leadership exerts a positive influence on employees' extra-role behaviors. Furthermore, work engagement plays a significant role as a mediator in the relationship between servant leadership and extra-role behaviors. Finally, discussion, implications, and limitations are presented.
Meeting Halfway? The Moral Dilemma of Muslim Migrants Engaging in the Austrian Labor Market, Jun 2021
Most of the studies on the labour market integration of migrants in Europe have hitherto focused ... more Most of the studies on the labour market integration of migrants in Europe have hitherto focused on host countries’ efforts to foster integration and the consequent effectiveness of these efforts. This study, however, emphasises on the much-needed migrant-side of the integration process to explore migrants perceived cultural challenges and their corresponding ability to deal with these challenges. With the help of a series of in-depth interviews targeted at exploring the lived experiences of highly skilled Muslim migrants settled in Innsbruck, this study shows that the religious beliefs and value systems, rather than the ability to speak and understand the local language, mainly hinder Muslim migrants from fully integrating into the Austrian society. Using the framework of French pragmatic sociology of conventions, the study further articulates that in order to be perceived as ‘included’ migrants use the instrument of compromise at three levels of extent, i.e., liberation, selective adaptation, and simulation. Some migrants are able to get liberated and they bring themselves closer to the local value system at the ontological and ideological level (liberation). Others change a few selective principles (values) to make use of most of the integration opportunities (selective adaptation). And yet at another level of compromise, some migrants pretend in the public as if they are very close to the local norms while in actual continuously believing in their originating belief systems and keep disliking the value system of the host country from deep within (simulation).
Fire in the belly: the impact of despotic leadership on employees work-related outcomes in the hospitality setting, 2021
Purpose
Building on conservation of resources theory and unfolding theory of turnover, this paper... more Purpose Building on conservation of resources theory and unfolding theory of turnover, this paper aims to propose a model of the effects of despotic leadership on employees’ job satisfaction and turnover intention in the hospitality industry. In this model, the authors theorize psychological distress to play an intervening role among the aforesaid linkages.
Design/methodology/approach The data were collected in three-waves from 212 employees working in Palestinian restaurants. A covariance-based matrix in structural equation modeling was used to verify the proposed linkages in the study. A marker variable was used to control the common method bias.
Findings The results showed that despotic leadership has a direct negative effect on job satisfaction and a positive indirect effect on turnover intentions. Besides, psychological distress showed to play significant mediating effects among the aforementioned relationships.
Practical implications This study gives insights to the hospitality industry on how despotic leadership can be destructive and lead to negative consequences.
Originality/value This study is unique, as it is the first study conducted on despotic leadership in a hospitality setting. The study responded to scholarly calls made to enrich the literature pertaining to despotic leadership and its outcomes.
Impact of high-performance work systems on export-oriented SMEs performance: The mediating role of human capital development, 2017
Small and medium enterprises (SMEs) contribute substantially to the economic development, income ... more Small and medium enterprises (SMEs) contribute substantially to the economic development, income generation, poverty reduction, and particularly job creation for both developed and developing economies. However, compared with large firms, SMEs face several challenges related to their performance and competitiveness. The role of human capital (HC) and human resource practices (HR Practices) in enhancing SMEs competitiveness and performance is vital but understudied areas. Therefore, the purpose of this study was to investigate the role of HC development between the relationship of high-performance work systems (HPWS) and export-oriented SMEs performance. Quantitative strategy and cross-sectional survey method was used to collect data from 205 managerial staff through a self-administered structured questionnaire. HPWS had a significant positive impact on export-oriented SMEs performance. The findings of the study provide evidence that HC development plays a mediating role between HPWS and enterprises performance.
Uploads
Papers by Zeeshan Hamid
This study examines how and when family-friendly policies influence employee subjective career success in terms of work–home enrichment, perceived career success and work–home interference.
Design/methodology/approach
Pakistani employees (n = 369) working full-time in multiple organizations participated in this study. Structural equation modeling in Mplus 8.3 was utilized to test the hypotheses.
Findings
The results demonstrate that family-friendly policies foster work–home enrichment and perceived career success while reducing work–home interference. Furthermore, the findings suggest that an ethical work climate, in conjuction with family-friendly policies, leads to positive outcomes regarding employees’ subjective career success.
Originality/value
Based on the broaden-and-build theory, the authors provide new theoretical insights into how and when family-friendly policies affect subjective career success in terms of work–home enrichment, perceived career success and work–home interference. They also identify new boundary conditions (i.e. ethical work climate) that moderate the effect of family-friendly policies’ effect on subjective career success.
This study examines the direct influence of team-member exchange (TMX) on team innovative work behavior (IWB) and the mediating roles of team knowledge sharing and team job crafting.
Design/methodology/approach
To test our research model, we collected multilevel, multisource, and multi-wave data from 284 employees and 74 teams in Pakistan.
Findings
TMX positively relates to team IWB directly and indirectly via serial mediation of team knowledge sharing and team job crafting.
Originality/value
This is the first study to investigate how TMX promotes team IWB through team knowledge sharing and team job crafting.
Design/methodology/approach – To test the hypothesized relationships, the data were collected from 309 Pakistani employees. Structural equation modeling was used to analyze the data.
Findings – The findings showed that servant leadership is an optimal leadership style for creating employees’ HAW. In addition, job crafting was found to mediate the effects of servant leadership on employees’ broad-based positive attitudinal outcome (HAW). Moreover, results showed that despotic leadership negatively influences employees’ HAW through job crafting.
Originality/value – This study is novel as it investigates how newer forms of positive (servant) and negative (despotic) leadership styles influence employees’ multidimensional attitudinal outcome (HAW) via job crafting. By doing so, this research extends the nomological network of servant leadership, despotic leadership, job crafting and HAW
and HAW.
Design/methodology/approach – A three-path mediation model was developed to test the proposed relationships. The data were collected from Pakistani business professionals (n 5 361), and hypotheses were tested using the PROCESS macro for SPSS .
Findings – The results suggest that POS mediates the relationship between discretionary HR practices and HAW. Also, MOW mediated the relationship between discretionary HR practices and HAW. Hence, both POS and MOW were found to be independent mediators. Further, the data provided support for the serial mediation
of POS and MOW in the relationship between discretionary HR practices and HAW.
Practical implications – This research provides insights to organizations and their management on how discretionary HR practices can enhance employees’ POS, MOW and HAW.
Originality/value – The findings show that discretionary HR practices are associated with employees’ HAW. In addition, two mediators (POS and MOW) were found to serially mediate the aforesaid relationships. These findings are novel, as no prior research has used this nascent methodological approach to deepen our understanding by examining the associations between discretionary HR practices, POS, MOW and employees’ HAW.
Building on conservation of resources theory and unfolding theory of turnover, this paper aims to propose a model of the effects of despotic leadership on employees’ job satisfaction and turnover intention in the hospitality industry. In this model, the authors theorize psychological distress to play an intervening role among the aforesaid linkages.
Design/methodology/approach
The data were collected in three-waves from 212 employees working in Palestinian restaurants. A covariance-based matrix in structural equation modeling was used to verify the proposed linkages in the study. A marker variable was used to control the common method bias.
Findings
The results showed that despotic leadership has a direct negative effect on job satisfaction and a positive indirect effect on turnover intentions. Besides, psychological distress showed to play significant mediating effects among the aforementioned relationships.
Practical implications
This study gives insights to the hospitality industry on how despotic leadership can be destructive and lead to negative consequences.
Originality/value
This study is unique, as it is the first study conducted on despotic leadership in a hospitality setting. The study responded to scholarly calls made to enrich the literature pertaining to despotic leadership and its outcomes.
This study examines how and when family-friendly policies influence employee subjective career success in terms of work–home enrichment, perceived career success and work–home interference.
Design/methodology/approach
Pakistani employees (n = 369) working full-time in multiple organizations participated in this study. Structural equation modeling in Mplus 8.3 was utilized to test the hypotheses.
Findings
The results demonstrate that family-friendly policies foster work–home enrichment and perceived career success while reducing work–home interference. Furthermore, the findings suggest that an ethical work climate, in conjuction with family-friendly policies, leads to positive outcomes regarding employees’ subjective career success.
Originality/value
Based on the broaden-and-build theory, the authors provide new theoretical insights into how and when family-friendly policies affect subjective career success in terms of work–home enrichment, perceived career success and work–home interference. They also identify new boundary conditions (i.e. ethical work climate) that moderate the effect of family-friendly policies’ effect on subjective career success.
This study examines the direct influence of team-member exchange (TMX) on team innovative work behavior (IWB) and the mediating roles of team knowledge sharing and team job crafting.
Design/methodology/approach
To test our research model, we collected multilevel, multisource, and multi-wave data from 284 employees and 74 teams in Pakistan.
Findings
TMX positively relates to team IWB directly and indirectly via serial mediation of team knowledge sharing and team job crafting.
Originality/value
This is the first study to investigate how TMX promotes team IWB through team knowledge sharing and team job crafting.
Design/methodology/approach – To test the hypothesized relationships, the data were collected from 309 Pakistani employees. Structural equation modeling was used to analyze the data.
Findings – The findings showed that servant leadership is an optimal leadership style for creating employees’ HAW. In addition, job crafting was found to mediate the effects of servant leadership on employees’ broad-based positive attitudinal outcome (HAW). Moreover, results showed that despotic leadership negatively influences employees’ HAW through job crafting.
Originality/value – This study is novel as it investigates how newer forms of positive (servant) and negative (despotic) leadership styles influence employees’ multidimensional attitudinal outcome (HAW) via job crafting. By doing so, this research extends the nomological network of servant leadership, despotic leadership, job crafting and HAW
and HAW.
Design/methodology/approach – A three-path mediation model was developed to test the proposed relationships. The data were collected from Pakistani business professionals (n 5 361), and hypotheses were tested using the PROCESS macro for SPSS .
Findings – The results suggest that POS mediates the relationship between discretionary HR practices and HAW. Also, MOW mediated the relationship between discretionary HR practices and HAW. Hence, both POS and MOW were found to be independent mediators. Further, the data provided support for the serial mediation
of POS and MOW in the relationship between discretionary HR practices and HAW.
Practical implications – This research provides insights to organizations and their management on how discretionary HR practices can enhance employees’ POS, MOW and HAW.
Originality/value – The findings show that discretionary HR practices are associated with employees’ HAW. In addition, two mediators (POS and MOW) were found to serially mediate the aforesaid relationships. These findings are novel, as no prior research has used this nascent methodological approach to deepen our understanding by examining the associations between discretionary HR practices, POS, MOW and employees’ HAW.
Building on conservation of resources theory and unfolding theory of turnover, this paper aims to propose a model of the effects of despotic leadership on employees’ job satisfaction and turnover intention in the hospitality industry. In this model, the authors theorize psychological distress to play an intervening role among the aforesaid linkages.
Design/methodology/approach
The data were collected in three-waves from 212 employees working in Palestinian restaurants. A covariance-based matrix in structural equation modeling was used to verify the proposed linkages in the study. A marker variable was used to control the common method bias.
Findings
The results showed that despotic leadership has a direct negative effect on job satisfaction and a positive indirect effect on turnover intentions. Besides, psychological distress showed to play significant mediating effects among the aforementioned relationships.
Practical implications
This study gives insights to the hospitality industry on how despotic leadership can be destructive and lead to negative consequences.
Originality/value
This study is unique, as it is the first study conducted on despotic leadership in a hospitality setting. The study responded to scholarly calls made to enrich the literature pertaining to despotic leadership and its outcomes.