8 found
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  1. Entrepreneurial Passion to Entrepreneurial Behavior: Role of Entrepreneurial Alertness, Entrepreneurial Self-Efficacy and Proactive Personality.Cai Li, Majid Murad, Fakhar Shahzad, Muhammad Aamir Shafique Khan, Sheikh Farhan Ashraf & Courage Simon Kofi Dogbe - 2020 - Frontiers in Psychology 11.
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  2.  18
    Green Innovation Practices and Its Impacts on Environmental and Organizational Performance.Haijun Wang, Muhammad Aamir Shafique Khan, Farooq Anwar, Fakhar Shahzad, Daniel Adu & Majid Murad - 2021 - Frontiers in Psychology 11.
    This study aims to investigate the impact of stakeholders’ views on the practices of green innovation, consequent effect on environmental and organizational performance, and moderating influence of innovation orientation. A quantitative method was employed for the sample size of 515 responses. To accumulate the data from the respondents, convenient random sampling was used. Data were collected from manufacturing and services firms through a field survey by using a closed-ended questionnaire based in the Punjab province of Pakistan. The analysis was done (...)
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  3.  35
    Interrelations Between Ethical Leadership, Green Psychological Climate, and Organizational Environmental Citizenship Behavior: A Moderated Mediation Model.Muhammad Aamir Shafique Khan, Moazzam du JianguoAli, Sharjeel Saleem & Muhammad Usman - 2019 - Frontiers in Psychology 10:475518.
    Synthesizing theories of ethical leadership, psychological climate, pro-environmental behavior, and gender, first, we proposed and tested a model linking supervisors’ ethical leadership and organizational environmental citizenship behavior via green psychological climate. Then we tested the moderating effect of gender on the indirect (via green psychological environment) relationship between supervisors’ ethical leadership and organizational environmental citizenship behavior. Time-lagged (three waves, two months apart) survey data were collected from 447 employees in various manufacturing and service sector firms operating in China. Data were (...)
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  4.  17
    The Enjoyment of Knowledge Sharing: Impact of Altruism on Tacit Knowledge-Sharing Behavior.Bojan Obrenovic, Diana du JianguoTsoy, Slobodan Obrenovic, Muhammad Aamir Shafique Khan & Farooq Anwar - 2020 - Frontiers in Psychology 11.
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  5.  11
    Work-Family Conflict Impact on Psychological Safety and Psychological Well-Being: A Job Performance Model.Bojan Obrenovic, Akmal du JianguoKhudaykulov & Muhammad Aamir Shafique Khan - 2020 - Frontiers in Psychology 11.
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  6.  25
    Be Aware Not Reactive: Testing a Mediated-Moderation Model of Dark Triad and Perceived Victimization via Self-Regulatory Approach.Hira Salah ud din Khan, Ma Zhiqiang, Shakira Huma Siddiqui & Muhammad Aamir Shafique Khan - 2020 - Frontiers in Psychology 11:555968.
    Generally toxic employees are under performers, yet some get better salaries and excel at workplace, getting positioned at higher ranks. This research assesses the relationship between the dark triad (Narcissism, Machiavellianism, and Psychopathy) and perceived victimization with a focus on the mediating effect of abusive supervision and the moderating effect of mindfulness. The data were gathered in three waves. Both the structural equation model with partial least square and Process were used to analyze the data. The study findings suggest that (...)
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  7.  26
    Moderated Mediation Model of Interrelations between Workplace Romance, Wellbeing, and Employee Performance.Muhammad Aamir Shafique Khan, Muhammad du JianguoUsman & Malik I. Ahmad - 2017 - Frontiers in Psychology 8.
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  8.  22
    “Articulating Cognizance About What to Hide What not": Insights into Why and When Ethical Leadership Regulates Employee Knowledge-Hiding Behaviors.Moazzam Ali, Muhammad Usman, Muhammad Aamir Shafique Khan, Imran Shafique & Farooq Mughal - 2024 - Journal of Business Ethics 190 (4):885-895.
    Given the dearth of research examining the distinctions across various facets of employee knowledge-hiding (KH) behaviors, there is little known about why and when leadership negatively influences playing dumb and evasive hiding but positively influences rationalized hiding. The present study fills this void by hypothesizing that employee justice orientation (JO) acts as a mediator of the associations of ethical leadership (EL) with different facets of employee KH behaviors. We also propose employee conscientiousness moderates the relationship of EL with JO and (...)
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