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Aamir Zamir Kamboh
Superior University, Pakistan
Economics, Econometrics & Finance Social Sciences

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The Impact of Employees’ Recognition, Rewards and Job Stress on Job Performance: Mediating Role of Perceived Organization Support Syed Durrab Hussain; Dr. Abdul Khaliq; Qasim Ali Nisar; Aamir Zamir Kamboh; Shahzad Ali
SEISENSE Journal of Management Vol. 2 No. 2 (2019): SEISENSE Journal of Management
Publisher : SEISENSE (PRIVATE) LIMITED

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (765.227 KB) | DOI: 10.33215/sjom.v2i2.121

Abstract

Aim - the purpose of this study is to examine the role of employee rewards, recognition, and job-related stress towards employee performance considering the mediating role of perceived organizational support in the call-centers located in Lahore, Pakistan. Design - The data has been gathered through the survey method of the questionnaire. A simple random sampling technique is used for this study. Confirmatory factor analysis (CFA) and structure equation modeling (SEM) techniques have been used for statistical analysis. Findings - Results showed that employee rewards and recognition have a significant and positive effect on employee performance whereas job stress has a significant and negative effect on employee performance. Findings also revealed that perceived organizational support significantly and fully mediates the relationship between employee rewards, recognition, and job stress and employee performance. So this study puts light on crucial factors that lead to better employee performance. Implications - Employee rewards and recognition play an important role in overall employee performance. If the companies will not take it seriously, then it might lead to negative consequences. On the other hand, job stress also plays a vital role in employee performance.
Psychological Contract Fulfillment on Employees Reactions within the Context of Organizational Justice Abdul Khaliq; Kashif Mehmood; Aamir Zamir Kamboh; Kainat Durrani; Muhammad Haidar Zarar; Shaheen Nazar
SEISENSE Journal of Management Vol. 2 No. 3 (2019): SEISENSE Journal of Management
Publisher : SEISENSE (PRIVATE) LIMITED

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (871.166 KB) | DOI: 10.33215/sjom.v2i3.131

Abstract

Aim - The objective of the study was to examine the psychological contract expectations by employees and the impact of any deviation from its perceived benefits by the employees of an organization, as they occur within social exchange relationships to account for employee responses. Methodology - This is an exploratory longitudinal study in which an investigation is made into the changes in employment obligations as perceived by employees based on the level of fulfillment of contract obligations by their employer(s). Findings - It was deduced that an employer's inability to fulfill its contractual commitments was the foundational cause associated with the decline in cooperation of the employees to fulfill their employment obligations. Significance - The results of the current study show that there is a significant and positive relationship between Psychological Contract Fulfilment and Employee Reaction. Results presented that there is a significant and positive relationship between Organizational Justice and Employee Reaction. Results presented that there is a significant and positive relationship between Organizational Justice and Psychological Contract Fulfilment.
Co-Authors Abdul Khaliq Dr. Abdul Khaliq Kainat Durrani Kashif Mehmood Muhammad Haidar Zarar Qasim Ali Nisar Shaheen Nazar Shahzad Ali Syed Durrab Hussain