Arif Nazir Butt
Biographic Data
| ID | 229446 |
|---|---|
| NAME | Arif Nazir Butt |
| GIVEN NAMES | Arif Nazir |
| FAMILY NAME | Butt |
| SIGNATURE | BUTT A N |
| AFFILIATIONS | Lahore University of Management Sciences |
| VERIFIED | No |
| TOTAL WORKS | 11 |
| TOTAL CITATIONS | 33 |
| AUTHOR COUNT | 11 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2005 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 3 |
From dormant to active: Understanding triggers and pathways of demographic faultlines on group performance
This study aims to identify a trigger that activates dormant demographic faultlines into activated faultlines and the downward mechanism that links the activated faultlines to diminished group performance. We theorize that intragroup entitlement beliefs are a key trigger that transforms dormant demographic faultlines into activated faultlines and that once activated, the downstream mechanism is an intragroup power struggle that undermines group p…
Drivers of radical and incremental creativity—A moderated mediation framework
Researchers establish that rewards play an important role in shaping employees' creative behaviors. However, little is known about the underlying mechanisms that transmit the effects of rewards for creativity on different types of creative behaviors. Drawing on the sense making perspective, this study identifies unique mediators and moderators of reward—creativity relationship. The results of this survey‐based study, comprising of 220 independent…
Impact of Peer Unethical Behaviors on Employee Silence: The Role of Organizational Identification and Emotions
Attitudes of millennials toward corporate responsibility: A 28-Society Multilevel Analysis
Purpose We examined the attitudes of millennial-aged business students toward economic, social and environmental corporate responsibility (CR). Currently, these individuals are of an age that they have entered the workforce and are now ascending or have ascended into roles of leadership in which they have decision-making power that influences their company’s CR agenda and implementation. Thus, following the ecological systems perspective, we test…
The impact of gender-role-orientations on subjective career success: A multilevel study of 36 societies
The Effects of Gender Faultlines and Distribution of Rewards on Intragroup Power Struggles and Group Performance
Reflected self-efficacy and creativity: The power of being recognized by others toward individual creative performance
Reflected self-efficacy, defined as one's perception of how others assess one's ability to perform a task, may be a meaningful predictor of creative performance over and above self-assessed self-efficacy. We examined if reflected self-efficacy, compared to self-assessed self-efficacy, is a more meaningful predictor of creative performance. A sample of 141 Master of Business Administration students completed measures of self-efficacy, reflected se…
Distinct effects of intrinsic motivation and extrinsic rewards on radical and incremental creativity: The moderating role of goal orientations
Previous studies have investigated the role of intrinsic motivation and extrinsic rewards in enhancing employee creativity. However, the possibility that these motivational factors affect the creativity of different types remains largely unexplored, particularly in the organizational settings. Moreover, the potential that personality traits may moderate the function of these motivational factors toward creativity is another underresearched area. …
Rewards and employee creative performance: Moderating effects of creative self‐efficacy, reward importance, and locus of control
The effects of extrinsic rewards on creative performance have been controversial, and scholars have called for the examination of the boundary conditions of such effects. Drawing upon expectancy theory, we attend to both reinforcement and self‐determination pathways that reveal the informational and controlling functions of creativity‐related extrinsic rewards. We further identify the individual dispositions that moderate these two pathways. Spec…
Managerial Values in Developing Countries: Global Convergence or Local Divergence
The effects of self‐emotion, counterpart emotion, and counterpart behavior on negotiator behavior: A comparison of individual‐level and dyad‐level dynamics
This study expands the negotiation literature by examining how negotiator behavior is predicted by various emotions felt by the negotiators and their counterparts and by counterpart negotiation behavior. Using hierarchical linear modeling, we also compare individual‐ and dyad‐level processes that lead to negotiator behavior and outcomes. The results from a dyadic negotiation simulation showed that both the valence and agency of negotiator and cou…
Rewards and employee creative performance: Moderating effects of creative self‐efficacy, reward importance, and locus of control
The effects of extrinsic rewards on creative performance have been controversial, and scholars have called for the examination of the boundary conditions of such effects. Drawing upon expectancy theory, we attend to both reinforcement and self‐determination pathways that reveal the informational and controlling functions of creativity‐related extrinsic rewards. We further identify the individual dispositions that moderate these two pathways. Spec…
The effects of self‐emotion, counterpart emotion, and counterpart behavior on negotiator behavior: A comparison of individual‐level and dyad‐level dynamics
This study expands the negotiation literature by examining how negotiator behavior is predicted by various emotions felt by the negotiators and their counterparts and by counterpart negotiation behavior. Using hierarchical linear modeling, we also compare individual‐ and dyad‐level processes that lead to negotiator behavior and outcomes. The results from a dyadic negotiation simulation showed that both the valence and agency of negotiator and cou…
Distinct effects of intrinsic motivation and extrinsic rewards on radical and incremental creativity: The moderating role of goal orientations
Previous studies have investigated the role of intrinsic motivation and extrinsic rewards in enhancing employee creativity. However, the possibility that these motivational factors affect the creativity of different types remains largely unexplored, particularly in the organizational settings. Moreover, the potential that personality traits may moderate the function of these motivational factors toward creativity is another underresearched area. …
Attitudes of millennials toward corporate responsibility: A 28-Society Multilevel Analysis
Purpose We examined the attitudes of millennial-aged business students toward economic, social and environmental corporate responsibility (CR). Currently, these individuals are of an age that they have entered the workforce and are now ascending or have ascended into roles of leadership in which they have decision-making power that influences their company’s CR agenda and implementation. Thus, following the ecological systems perspective, we test…
The effects of self‐emotion, counterpart emotion, and counterpart behavior on negotiator behavior: A comparison of individual‐level and dyad‐level dynamics
This study expands the negotiation literature by examining how negotiator behavior is predicted by various emotions felt by the negotiators and their counterparts and by counterpart negotiation behavior. Using hierarchical linear modeling, we also compare individual‐ and dyad‐level processes that lead to negotiator behavior and outcomes. The results from a dyadic negotiation simulation showed that both the valence and agency of negotiator and cou…
Managerial Values in Developing Countries: Global Convergence or Local Divergence
Rewards and employee creative performance: Moderating effects of creative self‐efficacy, reward importance, and locus of control
The effects of extrinsic rewards on creative performance have been controversial, and scholars have called for the examination of the boundary conditions of such effects. Drawing upon expectancy theory, we attend to both reinforcement and self‐determination pathways that reveal the informational and controlling functions of creativity‐related extrinsic rewards. We further identify the individual dispositions that moderate these two pathways. Spec…
Reflected self-efficacy and creativity: The power of being recognized by others toward individual creative performance
Reflected self-efficacy, defined as one's perception of how others assess one's ability to perform a task, may be a meaningful predictor of creative performance over and above self-assessed self-efficacy. We examined if reflected self-efficacy, compared to self-assessed self-efficacy, is a more meaningful predictor of creative performance. A sample of 141 Master of Business Administration students completed measures of self-efficacy, reflected se…
Distinct effects of intrinsic motivation and extrinsic rewards on radical and incremental creativity: The moderating role of goal orientations
Previous studies have investigated the role of intrinsic motivation and extrinsic rewards in enhancing employee creativity. However, the possibility that these motivational factors affect the creativity of different types remains largely unexplored, particularly in the organizational settings. Moreover, the potential that personality traits may moderate the function of these motivational factors toward creativity is another underresearched area. …
The impact of gender-role-orientations on subjective career success: A multilevel study of 36 societies
The Effects of Gender Faultlines and Distribution of Rewards on Intragroup Power Struggles and Group Performance
Drivers of radical and incremental creativity—A moderated mediation framework
Researchers establish that rewards play an important role in shaping employees' creative behaviors. However, little is known about the underlying mechanisms that transmit the effects of rewards for creativity on different types of creative behaviors. Drawing on the sense making perspective, this study identifies unique mediators and moderators of reward—creativity relationship. The results of this survey‐based study, comprising of 220 independent…
Impact of Peer Unethical Behaviors on Employee Silence: The Role of Organizational Identification and Emotions
Attitudes of millennials toward corporate responsibility: A 28-Society Multilevel Analysis
Purpose We examined the attitudes of millennial-aged business students toward economic, social and environmental corporate responsibility (CR). Currently, these individuals are of an age that they have entered the workforce and are now ascending or have ascended into roles of leadership in which they have decision-making power that influences their company’s CR agenda and implementation. Thus, following the ecological systems perspective, we test…
From dormant to active: Understanding triggers and pathways of demographic faultlines on group performance
This study aims to identify a trigger that activates dormant demographic faultlines into activated faultlines and the downward mechanism that links the activated faultlines to diminished group performance. We theorize that intragroup entitlement beliefs are a key trigger that transforms dormant demographic faultlines into activated faultlines and that once activated, the downstream mechanism is an intragroup power struggle that undermines group p…
Psychology (8 works) · Social Psychology (8 works) · Job Satisfaction and Organizational Behavior (5 works) · Social Psychology (5 works) · Creativity (4 works) · Creativity in Education and Neuroscience (4 works) · Gender Diversity and Inequality (4 works) · Economics (3 works) · Motivation and Self-Concept in Sports (3 works) · Perception (3 works)