Browsing by Author "Naim, Mohammad Faraz"

Now showing 1 - 20 of 38

Brace Up for the New Generation: Decoding the Psychological Contract Expectations of Gen Z in a Digital World
(Springer, 2021-02) Naim, Mohammad Faraz
The present chapter endeavors to map the psychological contract expectations of Gen Z members in a digital world context. Relied on theoretical underpinnings of psychological contract theory and generational cohort perspective, a conceptual framework is proposed representing the work expectations and preferences of Gen Z members. Gen Z members harbor high expectations in terms of workplace flexibility, learning and development opportunities, career advancement pathways, access to latest technologies, consistent feedback, work-life balance, and a social atmosphere. The conceptual framework of this study offers insights into the high expectations held by Gen Z members, which acts as a guiding mechanism for human resource managers to tailor generation-specific policies to tap the potential of this upcoming workforce segment
Connecting the dots: linking empowering leadership, employee work passion, and flourishing-at-work
(Emerald, 2023-11) Naim, Mohammad Faraz
This paper aims to examine the relationship between empowering leadership and the holistic well-being construct, i.e. flourishing-at-work. On the basis of an extensive review of literature and using conservation of resource (COR) theory and self-determination theory (SDT), this study proposes a conceptual framework with employee work passion (EWP) as a link connecting empowering leadership and flourishing-at-work.
Development and retention of Generation Y employees: a conceptual framework
(Emerald, 2018-02) Naim, Mohammad Faraz
The purpose of this paper is to present a conceptual framework of development, commitment, and retention of Generation Y employees.
Does empowering leadership enhance employee agility? A serial mediation model
(Emerald, 2024-07) Naim, Mohammad Faraz
Organizational success in a dynamic environment demands leadership and agility. The extant literature on employee agility needs more empirical evidence and appropriate theoretical explanations. This study aims to contribute to the literature by bringing empirical evidence to understand the intervening mechanisms through which empowering leadership influences employee agility and to suggest alternate theoretical explanations.
Down the Rabbit Hole: Social Media, Workplace Collaboration, Millennial Psychological Need Satisfaction and Affective Commitment in Industry 4.0
(Springer, 2019-08) Naim, Mohammad Faraz
The main purpose of this chapter is to examine the relationship between workplace use of social media, collaboration, psychological need satisfaction and Millennial employees’ affective commitment. Based on a review of extant literature and using social exchange theory, this study develops a conceptual framework to spur affective commitment of Millennials. Different workplace patterns of social media application offer opportunities to enhance collaboration. It can facilitate the fulfilment of employees’ psychological needs, leading to an increased affective commitment. The framework suggests a social media-enabled approach of collaboration to satisfy Millennial employees’ psychological needs, leading to their affective commitment. The framework should be empirically tested in future research. This study contributes to the literature in human resources pertaining to social media as an asset to promote collaboration and develops a linkage between social media and Millennial employees’ affective commitment via psychological need satisfaction.
Employee flourishing-at-work: a review and research agenda
(Emerald, 2025) Naim, Mohammad Faraz
This study aims to identify current trends in flourishing-at-work (FAW) research, highlight significant gaps in the literature and guide future research directions in this important area. This study adopts a framework-based systematic literature review (SLR) approach, focusing on established theories, contexts and methods and antecedents, decisions and outcomes framework. The utilization of Web of Science and Scopus databases ensures the inclusion of high-quality, peer-reviewed articles, adhering to the Scientific Procedures and Rationales for Systematic Literature Reviews framework.
Employee voice behaviour: envisaging the role of ambidextrous leadership and employee thriving
(Emerald, 2024-03) Naim, Mohammad Faraz
This study examines the relationship of ambidextrous leadership with employee voice behaviour, underscoring the intervening role of employee thriving
Evolving face of workplace learning and development: a case of an Indian HR consulting firm
(Emerald, 2020-11) Naim, Mohammad Faraz
The purpose of this paper is to illustrate existing learning and development (L&D) practices of an Indian HR consulting firm.
Exploring Learning Preferences of Gen Z Employees: A Conceptual Analysis
(IRMA, 2021) Naim, Mohammad Faraz
The chapter focuses on a relevant topic of interest for academics and practitioners alike. Leveraging a review of scholarly and practitioner literature, this chapter proposes a broad map of Gen Z employees' learning and development preferences at workplace, using a Work-integrated learning perspective. Findings suggest that Gen Z employees place a strong emphasis on continuous learning and development, access to technological solutions, collaborative and informal learning, consistent feedback, an enabling learning ecosystem, mentoring, gamification in learning, and knowledge sharing. This study offers insights for HR managers and policymakers to configure generation-specific practices and create an appealing learning ecosystem, congruent to learning styles of Gen Z members. It illustrates how organizations should revamp their existing learning and development (L&D) strategy to suit Gen Z learning expectations. The results of the study furnish crucial implications for learning and development practitioners and extend the literature on Gen Z at the workplace.
Flourishing-at-work and turnover intentions: does trust in management moderate the relationship?
(Emerald, 2022-08) Naim, Mohammad Faraz
Based on the theoretical underpinnings of the theory of work adjustment and social exchange framework, the authors contend that an employee's trust in management (TIM) will interact with the flourishing-at-work (FAW) to predict turnover intentions (TIs). Specifically, the authors assumed that FAW will have a stronger negative effect on TIs, given the greater degree of TIM.
Flourishing-at-work: a framework to nurture employee well-being in the digital age
(Springer, 2025-06) Naim, Mohammad Faraz
Amid technological advancements in digital age, employee well-being is often overlooked and results in hindering organisational growth. Thus, the primary objective of this chapter is to address the holistic well-being of employees in this technology-driven era. Grounded in theoretical frameworks such as social information processing theory, conservation of resource theory, and self-determination theory, this study develops an integrative framework encompassing organisational agility, psychological empowerment, employee work passion, and flourishing-at-work. The framework suggests that agile organisations not only boost organisational efficiency but also psychologically empower employees. This empowerment fosters employees’ work passion, translating into a holistic state of well-being. This enhanced state extends beyond job satisfaction, contributing to emotional, psychological, and social well-being (termed as ‘flourishing-at-work’). This study contributes to the literature by providing a strategic approach to navigating the challenges presented by digital age in employee well-being at the workplace.
Generation Z and green hospitality: insights into eco-conscious decision-making
(USC's publishing, 2025-08) Naim, Mohammad Faraz
Green hotels have emerged in response to social demand (i.e., stakeholders pressure) for greater environmental care from the hotel sector, such as, reduction in water and energy consumption and waste generation. However, the initiatives carried out by green hotels have a cost that usually translates into a higher price for guests. The purpose of this study was to examine the variables that determine the willingness to pay a higher price to stay in a green hotel among Generation Z (Gen Z). The model was tested on a sample of 173 Spanish Gen Z using AMOS. The data were obtained through an online questionnaire administered to a convenience sample. The results of the study support the sequence awareness of consequences-ascription of responsibility-personal norm, as well as the inclusion of the attitude towards green hotels as a second mediating variable in the relationship awareness of consequences-personal norm. These findings have important implications for hotel management communication. In this regard, green hotel management should highlight the environmental issues in their surroundings and the environmentally friendly activities they carry out to encourage Gen Z to be willing to pay a higher price to stay at their hotels.
How Does Empowering Leadership Contribute to Organizational Commitment of Millennials?: An Indian Perspective
(IGI Global, 2022) Naim, Mohammad Faraz
This chapter explores the influence of empowering leadership on organizational commitment of Indian millennials. Also, the mediating effect of trust in the leader is examined. Primary data were collected from the sample of 440 IT employees working in Delhi/NCR. Structural equation modeling (SEM) was used to test the proposed relationships based on model fit and standard path coefficients. Findings indicate that empowering leadership has a significant positive effect on organizational commitment and trust in the leader, which also has a significant positive effect on organizational commitment, and trust in the leader has shown to have a partial mediating effect on the relationship between empowering leadership and organizational commitment of millennials. The chapter contributes to the limited empirical literature on the linkage between empowering leadership and organizational commitment in a generational context, specifically millennials in Indian context. The chapter provides a leadership-based approach to bolster organizational commitment of millennials.
How Does Mentoring Contribute to Gen Y Employees’ Intention to Stay? An Indian Perspective
(EJOP, 2017-05) Naim, Mohammad Faraz
The present study is aimed at investigating the impact of mentoring on intention to stay of Gen Y employees working in Indian IT industry. Also, the mediating roles of perceived organization support and affective commitment are examined. Primary data were collected from a sample of 314 Gen Y employees (born between 1980-2000) from IT industry in Delhi, NCR India. Data analysis was carried out using AMOS and SPSS to test sequential mediation. Findings reveal that mentoring has a direct influence on intention to stay of Gen Y employees and perceived organization support and affective commitment sequentially mediate the relationship between the two. This study contributes to the literature on mentoring, perceived organization support, affective commitment, and intention to stay.
Humble leadership and employee flourishing-at-work: towards a novel framework
(Springer, 2024-08) Naim, Mohammad Faraz
This study explores the relationship between humble leadership (HL) and flourishing at work (FAW). Moreover, it examines the potential mediating role of psychological empowerment (PE) in this relationship. Utilizing the theoretical lenses of COR and SIP theories, we have developed a conceptual framework. Our framework suggests that HL positively influences PE, and PE positively influences FAW. Moreover, PE mediates the relationship between HL and FAW. This is a pioneering study that links HL and holistic well-being construct i.e. FAW and develops a holistic framework, incorporating PE as a mediator in the relationship between HL and FAW
The impact of knowledge sharing on employee engagement through the mediating role of competency development and moderating role of social climate
(Emerald, 2024-07) Naim, Mohammad Faraz
This study aims to test the relationship between knowledge sharing and employee engagement. In particular, the mediating and moderating roles of competency development and social climate, respectively, are also the focus of this research.
The Impact of LMX and Job Stress on Service Quality of Police Personnel Through the Mediating Role of Job Satisfaction and Moderating Role of Social Support
(Sage, 2024-05) Naim, Mohammad Faraz
This study examines how leader–member exchange (LMX) and job stress affect the calibre of service provided by police personnel, considering the mediating effects of job satisfaction and the moderating effects of social support. Structural equation modelling was used to analyse data from 1,273 people from North India and 552 police personnel. According to the findings, job satisfaction acts as a buffer between job stress and the good effects of LMX on service quality. Particularly at moderate and higher levels, social support reduces the mediation effect of job satisfaction between LMX and service quality as well as between job stress and service quality. This study offers insights to improve service quality for Indian police personnel through the presentation of a comprehensive framework that tackles job stress, job satisfaction, LMX and social support.
The impact of social media and collaboration on Gen Y employees’ engagement
(Emerald, 2017-09) Naim, Mohammad Faraz
This paper aims to examine the relationship between workplace use of social media, collaboration and Gen Y employees’ engagement.
An Integrative Framework of Employees' Flourishing-at-work
(CRC Press, 2023) Naim, Mohammad Faraz
The main purpose of this paper is to present a conceptual framework, proposing the association among empowering leadership, employee work passion, and flourishing-at-work. Design/methodology/approach—Based on the extensive literature review and employing conservation of resource theory (COR) and self-determination theory (SDT), this study proposes a conceptual framework connecting empowering leadership, employee work passion, and flourishing-at-work.
Investigating the Impact of Social Media on Gen Y Employees' Engagement: An Indian Perspective Investigating the Impact of Social Media on Gen Y Employees' Engagement: An Indian Perspective
(IGI Global, 2017) Naim, Mohammad Faraz
The study examines the influence of social media on Gen Y employees' engagement. Hypotheses are developed to explain the influence of social media on Gen Y employees' engagement. A sample of 256 Indian Gen Y employees from IT industry participated in the survey. Structural equation modeling is used to test the research hypotheses. Findings reveal that social media has a significant positive effect on Gen Y employees' engagement. It is revealed that social media moderates the relationship of HR practices (communication, collaboration; knowledge sharing and recognition) and engagement in Gen Y employees. While the scope of this study is limited to IT industry and results may not generalize to different industries in different regions. Hence, future studies should test the given hypotheses in different industries of different regions. The findings suggest that organizations should incorporate social media into their HR strategy. The study is one of the first to date, to empirically test the effect of social media on Gen Y employee engagement.