People living with Tuberculosis (TB) are stigmatized socially. Tuberculosis is an infectious disease transmitted through the air and can affect any part of the body, majority people do not know much about its mode of transmission and treatment protocols. Despite being curable, Tuberculosis is still a stigmatized disease, not only because of its clinical manifestations but also due to psychosocial behaviors. TB affected individuals are consider devalued in society and in an organizational context they get reduced opportunities of selection, promotion and income. Stigma is often explained as a discrediting attribute leading to an impairment of social status and position, rejection and/or exclusion. Likewise, stigmatized identities are devalued social identities or attributes given to an affected individual due to infectious diseases. This study examines the rel atively new phenomenon of (deviant workplace behavior, turnover intention and social isolation) as an outcome of tuberculosis stigmatized identities at workplace. The current study empirically and theoretically investigates self-esteem as an inter linking mechanism in the relationship between valence content (internal, enacted, anticipated and disclosure) tuberculosis stigmatized identities and workplace out comes (deviant workplace behavior, turnover intention and social isolation). In addition, magnitude (centrality and salience) Tb induced stigma used as a po tential moderating variable between valence content of TB induced stigmatized identities and self-esteem. Also, moderating role of perceived organizational sup port is also a salient feature of the study in the relationship between self-esteem and workplace outcomes. Data were collected through self-administrated questionnaire that is translated into native language. Population of current study was middle and low level em ployees working in public and private Tuberculosis hospitals of Pakistan. Author used convenience/purposive sampling to obtain the data. The data of current study collected into three time lags. The total number of questionnaire was 550. The same number of questionnaires was distributed in all three time intervals and the response rate was 321 only. x The result of current study indicates that valence content (internalized and antic ipated) TB stigmatized identities positively related with self-esteem. IV Accord ingly, enacted TB stigma has negative impact on self-esteem and disclosure TB stigma has positive impact on self-esteem. The moderating role of centrality TB stigma only established in the relationship between enacted TB induces stigma and self-esteem. The role of centrality tuber culosis stigma as moderator is not established with (internal, anticipated, disclo sure) TB stigmatized individuals and self-esteem. Similarly, the role of salience tuberculosis stigma as moderating variable also not established in current study. Furthermore, self-esteem as interlinking mechanism in the relationship between valence content and workplace outcome i.e. turnover intention not established in current study. Accordingly, self-esteem mediates in the relationship between valence content of TB stigmatized identities workplace outcomes (deviant work place behavior and social isolation).In addition, self-esteem not act as a mediating variable in the relationship between (enacted, disclosure) tuberculosis stigmatized identities and social isolation. In the current research POS not act as a mod erating variable between self-esteem and workplace outcome (Deviant workplace behaviors and social isolation).In addition, perceived organizational support act as facilitating moderating variable in the relationship between self-esteem and social isolation. Social identity theory has been used as an overarching theory for cur rent theoretical model. Theoretical and practical implications along with future recommendations have been discussed.
Abstract The employee job insecurities problem could directly hit to the performance level of employees of textile sector. The success of an organization to achieve goals and objectives is largely determined by the performance of employees. This study is conducted to evaluate the factors that have influence on the employee’s job insecurities of the textile sector. Analytical approach is used for the conduction of this project and the data is qualitative in nature. The findings of the project disclosed that all the factors like employee’s job insecurities, monetary rewards, intrinsic motivations and performance of the employees working in textile industry. The action of prompting a reduced the employees’ job insecurities as that can increase the performance level ofthe workforce.
Employee engagement in the corporate world, as well as in the academia, is an area of inquiry and exploration of its virtual importance. The objective of this research study is to present a conceptual model designed to probe the key antecedents and consequences of employee engagement, which determine the impact of empowering leadership, psychological capital, and job characteristics as antecedents, and employee service performance and organizational citizenship behavior as consequences related to employee engagement. This thesis replicates and expands Kahn‘s theory of engagement by integrating various variables designated as core antecedents and consequences of employee engagement. This research study is intended to contribute substantial knowledge to the argumentative literature on the employee engagement for academic researchers and business experts, which has mostly remained under the shadow of burnout concept based on Job Demand – Resource Model. The findings of this research study and significant suggestions, relevant to the banking sector will oblige leaders to re-evaluate their strategies and policies accordingly. Simple random sampling technique has been applied to select banks to collect requisite data through self-administered questionnaire from 1200 employees of the banking sector working in different banks posted in various cities located in all provinces of the Pakistan. The Analysis of a Moment Structures has been applied for confirmatory factor analysis and SPSS has been used to examine and determine inter-relationships among the study variables. PROCESS macro method developed by Hayes (2013) in SPSS has been applied to test the hypotheses. Empirical findings of the research study demonstrated positive and significant relationship among antecedents and consequences of employee engagement. Similarly, the results confirmed the partial mediation of employee engagement between aforementioned antecedents and consequences. Overall, this research study establishes and concludes that Kahn‘s theory of employee engagement is a sound conceptual basis for further research on this subject and guides future researchers to consider application of this theory for exploration of other relationships in the purview of employee engagement.