Author: admin

Abstract- Measuring the employee performance in the bank
sector has become a vital policy tool for all bankers since it
enhances the overall performance through applying different
human resource practices. Recently, personality traits and
emotional intelligence have become more accepted at the level of
human resource researches especially in the growing banking
sectors. However, the nature of relationship among these
variables and other human resource practices is still under study
especially in relation to the employee’s performance. This paper
presents a conceptual framework including the human resource
practices and its effect on the employee performance. It also
suggests studying the mediating effect of personality traits as
well as the moderating effect of emotional intelligence on this
relationship.
Keywords: HR practices, Personality Traits, Emotional
Intelligence, and Employee Performance.

Abstract
Job performance of managersis affected by so many factors in business organizations. Job
performance stands on different factors; few of them are personal or individual traits and
opportunities or system factors. This all is related to the work, which have significantrelationshipon employees’ task and contextual performance. Good leadership acts asa very
vitalpart and leading towards betterperformance and accomplishment of organizational goals. On
the other hand, a large number of performance measures were infertile as a result of factors such
as unsuccessful leadership styles of the leaders. This paper proposes that transactional leadership
and transformational leadership styles have direct relationship on the job performance of
managers. The paper further incorporates the work engagement as mediator between leadership
styles and job performance of managers. It is mainly targeted to improve the strengthof
leaders.Consequently they take up onthose leadership styles which refine abilities of the leaders
and assist them to obtain job performance. The paper finally suggests future research direction
in view of leader member exchange theory and equity fairness and justice theory.
Keywords: Transformational Leadership, Transactional Leadership, Work Engagement, Job Performance.

ABSTRACT
Across the globe, organizations and institutions are working to reduce the environmental impacts. Despite these
efforts, progress in integrating sustainability processes and decision criterions has been limited. In this regard,
sustainable procurement is a new global trend in the development of sustainability. However, there are numerous
barriers in the implementation of sustainable practices. One of the major barrier is the lack of sustainable
procurement behaviour (SPB) among the procurement managers. The main purpose of this research is (1) to
examine the relationship of awareness (AW) and personal values (PV) with SPB; (2) to determine the mediating
effect of commitment towards change (CTC) on PV and AW. In this quantitative study, the population was the
procurement managers working in the government departments. The data was collected from 206 managers
employed in these departments. A survey was conducted using a self-administrated questionnaire and having
systematic random sampling by using the cross sectional design. Partial least Squares Structural Equation
Modelling (PLS-SEM) was used for the data analysis. The results of this paper found that there is a significant
direct relationship between AW and CTC and CTC and SPB. On the other hand, it is found that there is neither
PV nor AW relationship has been mediated by the CTC. The findings of this paper can promote the SPB by
providing an opportunity to understand the level of AW, PV and CTC of the managers. Consequently, the
government would not only understand the role of PV, AW and CTC but can also enhance the levels for SPB by
taking appropriate measures.
JEL classification: C91; D22; L20; Q55.
Keywords: Sustainable; Procurement Behaviour; Personal Values; Awareness; Commitment.

Abstract
The present study attempted to study the impact of job demands including workload and
emotional demands on employees work engagement. The study sampled bank employees from the large six banks in Pakistan. A total of 537 questionnaires were distributed out of which, 385 were received back and 277 were only were further found to be appropriate for final analysis. Structural equation modeling through using Smart PLS 2.0 was deployed which found workload marked a significant negative impact on employees work engagement.
Accordingly, the study also concluded significant negative impact of emotional demands upon
employees` work engagement. The study has confirmed the deleterious effects of job demands
like workload and emotional demands on employees work wellbeing, resulting in negatively
affecting their engagement.
Keywords: Work engagement, Job Demands, Workload, Emotional Demands, Smart PLS.

DOI: http://dx.doi.org/10.6007/IJARBSS/v7-i6/2949

Abstract
Supervisor support plays a substantial role in increasing employee job satisfaction. The aims of this conceptual paper is to provide a theoretical rationale of: a) direct impact of supervisor support on job satisfaction; and b) the moderating role of fairness perception for the positive relationship between supervisor support and job satisfaction. It is argued that increasing competition in the global markets is pushing businesses to focus on ways through which they could help build a much stronger and more competitive workforce. This, principally can be achieved when the employees are happy and contented with their jobs. Job satisfaction has been empirically studied as a significant predictor for various organizational outcomes such as employee commitment, engagement, organizational citizenship behavior, information sharing,
etc.
Keywords: Job satisfaction, Supervisor Support, Fairness Perception.

DOI: http://dx.doi.org/10.6007/IJARBSS/v7-i3/2729