http://hdl.handle.net/123456789/33 2026-04-04T10:42:18Z http://hdl.handle.net/123456789/8969 Role of SME in Poverty Alleviation in SAARC Region via Panel Data Analysis Faiza Manzoor; Longbao Wei; Mohammad Nurunnabi; Qazi Abdul Subhan The key objective of the formation of the South Asian Association of Regional Cooperation (SAARC) is to join hands collectively for slow economic growth, poverty eradication, deprived health and education sectors. In the 12th SAARC Summit, it has been declared that poverty eradication is the main area of concentration and SAARC countries would strive their best to minimize all types of poverty with the help of any possible strategy. The main objectives of the current study are to evaluate the development of the agenda of poverty eradication in SAARC countries through small and medium enterprise (SME) development because it would be considered as a short-routed remedy to mitigate poverty. The poorest 20% income holder as a percentage of GDP has been used as the proxy for poverty in the SAARC region. SME development has been measured through the SME share in GDP in respective countries. The panel dataset has been developed for the period of 1990 to 2015. The fixed e ect method (FEM) and regression equation techniques were used to analyse the observed data. The results of the FEM were misleading. The regression equations for the respective countries were used for empirical analysis. The results have identified that there are three main factors that are essential in reducing poverty in the SAARC region: SME growth, openness of trade and social sector development. 2019-01-01T00:00:00Z http://hdl.handle.net/123456789/7908 Unhappy on the Job: An Unpleasent Experience Faced by Cashiers in the Banking Sector of Pakistan: Evidence from District Faisalabad Muhammad Naeem Shahid; Faisal Aftab; Abdul Sattar; Muhammad Ali Saeed The study is aimed to depict the factors that affect the job satisfaction of cashiers in the banking sector of Pakistan and make them to feel unhappy on the job. For in-depth understanding of the concept under study, qualitative research strategy is applied. To achieve the objectives, MCB Bank Limited and Habib Bank Limited were selected as population of the study from city district Faisalabad, Pakistan. A semi structured interview technique is employed to collect the data from cashiers of study who provide the necessary information about their feelings at their jobs and its different facets. Nvivo-10 software is used to analyze the data. Different queries are run to explore the factors contributing towards unhappiness of employees. We find that cashiers feel unhappy on the job at banks due to low salary, limited benefits & opportunities for promotion, job insecurity, long working hours, imbalance in work & family life, lack of participation in decision making and nature of work itself. The findings are helpful to the HR departments of the banking sector as the findings reveal cashiers are unhappy on their jobs which may lead towards increased absenteeism/turnover. HR department of banks can make effective policies to change the feelings of cashiers to increase their performance and avoid turnover costs. A wide range of factors contributing to unhappy feelings of cashiers, but in the current study we explore not many factors. Furthermore the study is limited to only two banks of district Faisalabad with only 30 interviews. 2018-01-01T00:00:00Z http://hdl.handle.net/123456789/7910 How Patient-Perpetrated Workplace Violence Leads to Turnover Intention Among Nurses: The Mediating Mechanism of Occupational Stress and Burnout Syed Harris Laeeque; Atif Bilal; Samreen Babar; Zoya Khan; Saif Ul Rahman This study looked into the impact of patient-perpetrated workplace violence on nurses’ turnover intention by examining the sequential mediation effect of occupational stress and burnout. Results were obtained by analyzing the data collected from 216 nurses working in four public hospitals of central Pakistan. Results provided full support to the research hypotheses, demonstrating that patient-inflicted violence negatively affects nurses’ turnover intention, and that occupational stress and burnout both individually mediate the patient violence–turnover intention relationship. Particularly, the results illustrated that patient violence is related to turnover intention through occupational stress first and then burnout. These results widen the focus of past research by demonstrating that the patient violence–turnover intention link is not as simple as previously believed. Future researchers can use these findings to further develop integrated models that explore the adverse consequences of workplace violence on nursing staff’s personal and professional well-being. 2018-01-01T00:00:00Z http://hdl.handle.net/123456789/7907 Workplace ostracism as a predictor of employee Performance and employee turnover- evidence from The banking sector Saman Javed; Taqadus Bashir; Hassan Shabbir Shah Workplace ostracism has been identified as a separate entity from workplace harassment. Practised through banishing the target from a social group and social interaction, workplace ostracism is probable to have negative impact on the employees. Though different from harassment, it is equally destructive when it comes to the workplace environment. It manifests itself in a number of forms not only at individual level but also at the organizational level. This paper aims to explore the effects of ostracism on employee behaviour in terms of their performance and turnover. Testing the study in the banking sector, the results suggest that ostracism adversely affects employee performance. Similarly, the former leads to high turnover trend. Statistical significance has been found in the inverse relationship between workplace ostracism and employee performance; and workplace ostracism and employee turnover. The study makes a significant contribution towards the literature on Workplace Ostracism, as it examines the effect of workplace ostracism on two of the key performance indicators i.e. Performance and Turnover. The study will also provide managers with insight on the construct of ostracism will enlighten them about the costs associated with the presence of ostracism in the workplace in terms of employee performance & employee turnover. 2018-01-01T00:00:00Z