Examinando por Autor "Zada, M."
Mostrando 1 - 6 de 6
Resultados por página
Opciones de ordenación
Ítem Challenges and Strategies for Employee Retention in the Hospitality Industry: A Review(MDPI, 2022-03) Ghani, B.; Zada, M.; Memon, K.; Ullah, R.; Khattak, A.; Han, H.; Ariza-Montes, A.; Araya-Castillo, L.Despite the issues that the hospitality industry encounters in retaining talented employees, little attention has been paid to the development of retention strategies, resulting in poor organizational performance and sustainable growth. The current study, therefore, aims to review and discuss the employee retention strategies in the hospitality industry in order to keep talented employees for a longer period of time. The study is based on past literature and peer-reviewed articles published between 2010 and 2020. The databases Web Knowledge, Emerald, Google Scholar, and Science Direct were used to find the relevant papers using the key words such as “Hospitality Industry”, “employee retention”, “employee turnover”, and “employees”. The findings of this study suggest that employee retention is contingent on employee satisfaction, which is comprised of four factors: sustainable positive work environment; sustainable growth opportunities; sustainable & effective communication; and sustainable & effective recruitment and selection practices. The paper contributes to a comprehensive review of the literature on employee retention strategies in the hospitality context. The study proposes a model for the hospitality industry to revamp its recruitment and selection practices in order to retain its employees. Furthermore, the study provides a focused directions that will aid in the establishment of employee retention strategies and practices. It was concluded that satisfied employees are less likely to leave their current job, while unsatisfied employees are expected to leave their current job for a better career opportunity. Managerial implications were also discussed.Ítem Examining Whistleblowing Intention: The Influence of Rationalization on Wrongdoing and Threat of Retaliation(MDPI, 2022-02) Khan, J.; Saeed, I.; Zada, M.; Ali, A.; Contreras‐barraza, N.; Salazar‐sepúlveda, G.; Vega‐muñoz, A.Whistleblowers who expose wrongdoing often face several concerns, pressures, and threats of retaliation before reaching a final decision. Specifically, this study examines the effects of perceived seriousness of wrongdoing (PSW) and perceived threat of retaliation (PTR), as well as the impact of rationalization (RNL), comparing perceived seriousness of wrongdoing, perceived threat of retaliation and whistleblowing intention. Furthermore, this study aims to determine the mediating effect of anticipated regret (AR) on the relationship between perceived seriousness of wrongdoing and whistleblowing intention. We validated our model by analyzing data gathered across three stages from employees in the telecom sector in Pakistan. The key findings of our research may be summarized as follows: (i) individuals’ willingness to ‘blow the whistle’ increases as a result of perceived seriousness of wrongdoing; (ii) whistleblowers are more likely to opt to remain silent if they anticipate a greater threat of retaliation, and (iii) our study establishes a positive connection between perceived seriousness of wrongdoing and whistleblowing intention, indicating that perceived seriousness of wrongdoing enhances people’s willingness to blow the whistle, and whistle-blowers are more likely to choose to emerge if the behaviour is more serious in nature.; (iv) the data we have uncovered indicates a moderating role of rationalization in regulating the connections between perceived seriousness of wrongdoing, perceived threat of retaliation, and whistleblowing intention; and (v) the findings demonstrate that anticipated regret mediates the connection between perceived seriousness of wrongdoing and the intention to report wrongdoing. Additionally, the results are discussed in terms of their significance for corporate ethics researchers and managers, as well as for end‐users who are interested in whistleblowing.Ítem How Classy Servant Leader at Workplace? Linking Servant Leadership and Task Performance During the COVID-19 Crisis: A Moderation and Mediation Approach(Frontiers Media S.A., 2022-03) Zada, M.; Zada, S.; Ali, M.; Jun, Z.; Contreras-Barraza, N.; Castillo, D.The COVID-19 pandemic has caused a record global crisis, particularly and extremely, for the service sectors. Due to extensive security measures, many service sector employees have to work remotely to maintain services. Drawing upon the conservation of resources theory, this research investigates the impact of servant leadership on the task performance of employees in virtual working environments during the COVID-19 crisis. Our theoretical model was tested using data collected from 335 individual employees in the education sector of Pakistan. SPSS version 26.0 was applied to find the hypothesized relationship between the study variables. To find the indirect mediating effect, we applied Model 4; for moderation, we applied Model 1; and for the moderation and mediation effect, we applied Model 7 of the Process Macro model of Hayes. The results of the study revealed that servant leadership is positively related to task performance in a virtual environment during crises. Furthermore, psychological empowerment partially mediates the relationship between servant leadership and task performance. Perceived supervisor support positively moderates the relationship between servant leadership and task performance. Moreover, the indirect effect of servant leadership on task performance via psychological empowerment is moderated by perceived supervisor support. The results provided guidance to the educational sector on how to lead effectively in times of crisis when service sector employees work predominantly in virtual environments. The theoretical and practical implications of these findings are discussed.Ítem Indigenous Forestry Tourism Dimensions: A Systematic Review(MDPI, 2022-02) Salazar-Sepúlveda, G.; Vega-Muñoz, A.; Contreras-Barraza, N.; Zada, M.; Adsuar, J.Tourism activities developed in forested areas are a non-wood forest exploitation method that contributes to sustainability objectives, even more so when they consider the participation of the community and the government in favor of its conservation. Under this context, this article will review the different investigations that relate to indigenous tourism, the conservation of the ecosystem and what attributes are important when measuring them. To do this, a scientometric meta-analysis was carried out, which extracts a set of articles that strictly refer to the themes of indigenous tourism in forests, considering two databases integrated into the Core Collection Web of Science, the selection process of which is aligned with the guidelines of the PRISMA methodology, establishing, with the PICOS tool, the eligibility criteria of the articles, which were applied to a qualitative systematic review. Finally, a model for measuring attributes in levels on indigenous tourism stands out, which incorporates the limit between the number of visitors to the tourist destination; the incorporation of tourists guides the identification of the necessary infrastructure facilities for an adequate experience and environmental conservation.Ítem Linking Ethical Leadership to Followers’ Knowledge Sharing: Mediating Role of Psychological Ownership and Moderating Role of Professional Commitment(2022-02) Saeed, I.; Khan, J.; Zada, M.; Zada, S.; Vega-Muñoz, A.; Contreras-Barraza, N.This study examined (1) the influence of ethical leadership on knowledge sharing, (2) the mediating role of psychological ownership, and (3) the moderating effect of professional commitment between ethical leadership (EL) and knowledge sharing (KS). Data were collected from 307 public listed Pakistani companies’ employees. Statistical analyses were performed by using SPSS Version 25 and AMOS version 22. The findings indicate a positive relationship between EL and KS behavior. Additionally, the impact of EL on KS was partially mediated by psychological ownership. Furthermore, professional commitment buffers the link between EL and KS. This study contributes to the body of knowledge in the field of leadership by confirming the role of ethics. The results show that ethical leaders develop employee attitudes (i.e., psychological ownership and professional commitment) that contribute to employee KS behavior. Ethical leaders create and encourage a learning culture to enhance organizational performance. This study adds to the little data on the positive impact of EL on listed company’s employees and addresses the gaps in previous studies on the role of EL in changing environments. In addition, professional commitment as a moderator has not been previously investigated with ethical leadership antecedents.Ítem Towards Examining the Link Between Workplace Spirituality and Workforce Agility: Exploring Higher Educational Institutions(Dove Medical Press Ltd, 2022-01) Saeed, I.; Khan, J.; Zada, M.; Ullah, R.; Vega-Muñoz, A.; Contreras-Barraza, N.Purpose: Spiritual inherited employees quickly shift to new changes that occur very quickly in our daily lives in different ways. We are inspired by the dynamic changes in our daily lives due to the Covid 19 situation, an urgent need to specify the shift from the traditional approach to the agile approach during a pandemic. This study aimed to figure out the effect of workplace spirituality on workforce agility; further, this study underpinning spillover theory to examine the role of job involvement as a mediator. Methods: This study investigates a sample of 236 teaching and administrative staff working in public sector institutes located in Peshawar, Pakistan. For data analysis, we used SPSS v. 25, and for model fitness, we used AMOS version 22. Furthermore, we used Process Hayes (Model 4) to test the theoretical model and research hypothesis for mediation. Results: This unique study offers a paradigm in which spirituality in the workplace substantially influences the agility of teaching and administrative professionals by positively mediating the effects of job involvement. Discussion: An in-depth examination of the literature showed that no prior research had studied the connection between WPS, job involvement, and workforce agility. Furthermore, there is very little research regarding WPS and its connection with other components in the Covid 19 scenario. The current study was a modest attempt to address this gap in the literature. This research has succeeded in making substantial additions to management literature.