The exit interview in Pakistan's IT and banking industries: Mere formality or catalyst for change?

Aqil, Rabeea; Memon, Salman Bashir

doi:10.1002/joe.21986

Cited by 4 publications

(4 citation statements)

References 16 publications

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“…Moreover, employees must be given adequate time to work on the change project. Considering change fatigue comes from the perception that too much change is taking place, organizations must prioritize their change initiatives and communicate to employees which changes are important and urgent and which ones are not (e.g., Aqil & Memon, 2020).…”

Section: Discussionmentioning

confidence: 99%

Leaders' political skills and organizational change

2023

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We studied the impact of leaders’ political skill on employee support for organizational change and the effect of the latter on change fatigue and change outcomes. Drawing from the theoretical characterization of the political skill construct domain proposed by Ferris et al. (2007), we posited that leaders’ political skill during organizational change plays an important role in garnering employee support for change and, ultimately, in achieving positive change outcomes. To conduct the study, we used survey data collected through SurveyMonkey on 197 participants working in Canadian organizations and used structural equation modeling techniques to analyze the data. We found that two dimensions of leaders’ political skill—their networking ability and apparent sincerity—positively affected employee support for change, which, in turn, positively affected change outcomes. However, neither of the other two dimensions examined (interpersonal influence and social astuteness) had a significant relationship with employee support for change. We also found that employee support for change and change fatigue were not significantly related, although change fatigue itself negatively affected change outcomes. From a theoretical perspective, this study is among the first to empirically test and confirm the impact of different dimensions of leaders’ political skill on employees’ change support. We also contribute theoretical knowledge by showing the detrimental effect of change fatigue on change outcomes. From a practical perspective, our findings imply that change leadership roles should be assigned to people who exhibit networking skills and apparent sincerity. Moreover, change leaders should prioritize seeking and securing employees’ support for change.

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Section: Discussionmentioning

confidence: 99%

Leaders' political skills and organizational change

2023

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“…Workers who are younger and/or have shorter organizational tenures report greater WIF, and this increases turnover intentions (Kraak et al, 2017). Overall, previous research has shown that being dissatisfied with work and family life leads to thoughts of quitting (Aqil & Memon, 2020). This turnover intention can be organizational or occupational, depending on the employee's decision to either leave the organization (current bank) voluntarily or to leave the occupation altogether (the banking profession).…”

Section: Independent Journal Of Management and Production (Ijmandp)mentioning

confidence: 99%

Work interference with family and turnover intentions in Pakistani banks: the role of psychological breach

Syed

Memon

Samad

2021

Ind. Jour. Manag. & Prod.

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The purpose of this study was to explore the relationship between work-family interference (WIF), organizational and occupational turnover intentions. Further, it was investigated if the relationships are mediated by ‘psychological contract breach’ (PCB) concerning ‘work-family balance obligations’. A study was completed by gathering data using a self-administered survey from employees working in the Pakistani Banking industry (n=359). The results indicate that WIF is positively linked to organizational and occupational turnover intentions. Results of mediation analyses showed a significant indirect effect of WIF, via PCB, on occupational turnover intentions but not on organizational turnover intentions. This study provides insight into the mechanisms through which WIF affects employee turnover intentions. Moreover, this study adds to psychological contract theory by revealing insight into the particular sub of work-family content of work-family balance obligations.

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“…Because of their smaller capital, they are unable to capitalize on market opportunities (e.g., stocking when prices are lower), and informal financing does not present their business transactions to formal loan providers such as banks in order to secure loans (Islam et al., 2019). Moreover, the limited networking of women entrepreneurs is another significant barrier that impacts business performance in the competitive market of Bangladesh (Aqil & Memon, 2020;Orser, 2020; Islam et al., 2019). As a result, many female entrepreneurial ventures face severe profit loss, and many are closed permanently in the initial stage (Chmura, 2020).…”

Section: Introductionmentioning

confidence: 99%

Missing catalysts of female entrepreneurship success: Evidence from an emerging economy

et al. 2023

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There is no denying that female entrepreneurship success has been making a significant impact on the world. Females now own businesses at a rate that surpasses males, and they are also leading the way in many industries. At the same time, extant literature indicates that female entrepreneurship success is low compared to male counterparts. Concerning enriching the literature, this study aimed to explore the missing catalysts of female entrepreneurship success in a developing country perspective, Bangladesh. Using a purposive sampling strategy, the researchers used semi‐structured interviews to collect data from 14 participants, including female entrepreneurs and professors of entrepreneurs. Collected data were thematically analyzed. The study's findings are concurrent with the previous literature, while it also provides some new insights relating to the catalysts for business success among female entrepreneurs. The study has found that networking, digital leadership, institutional supports, childcare centers, healthcare systems, and secure transportation are the missing catalysts for female entrepreneurship success in Bangladesh. The study concludes with implications for females’ entrepreneurial journey with regards to theory, practice, and future directions.

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The exit interview in Pakistan's IT and banking industries: Mere formality or catalyst for change?

Cited by 4 publications

References 16 publications

Leaders' political skills and organizational change

Leaders' political skills and organizational change

Work interference with family and turnover intentions in Pakistani banks: the role of psychological breach

Missing catalysts of female entrepreneurship success: Evidence from an emerging economy

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