Abdul Karim Khan
Biographic Data
| ID | 5789026 |
|---|---|
| NAME | Abdul Karim Khan |
| GIVEN NAMES | Abdul Karim |
| FAMILY NAME | Khan |
| SIGNATURE | KHAN A K |
| AFFILIATIONS | United Arab Emirates University, UAE, |
| VERIFIED | No |
| TOTAL WORKS | 6 |
| TOTAL CITATIONS | 4 |
| WORKS AS AUTHOR | 6 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2019 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 1 |
Trickling out effects of abusive supervision
Can an employee rationalize their supervisory abuse to the point where sabotaging customers seems justified? Drawing from the social information processing theory perspective, we introduce three distinct types of supervisor–supervisee dyadic cognitive influences (i.e. attention-shifting, role-sending, and role-modeling mechanisms) to explain the trickle-out effects of abusive supervision on customers. We hypothesized that an abused employee’s per…
Sometimes enough is enough
Does work politics get in the way of nurses’ passions even when mired in a global pandemic? To address this question, we examined the nonlinear associations of general work passion with job outcomes for practicing nurses and investigated whether these relationships were consistent across levels of perceived work politics. Results from multi-source, time-separated data indicated that passion possessed nonlinear associations with job satisfaction (…
How and when does leader knowledge hiding trickle down the organisational hierarchy in the tourism context? A team-level analysis
This research aims to extend the literature on knowledge hiding and tourism by integrating the theoretical frameworks of social exchange and social learning. Employee knowledge hiding has scarcely been examined in the tourism literature while leader knowledge hiding has not been analysed at all. Recognising that knowledge hiding can seriously undermine the ability of employees to offer innovative customer service and that leaders’ knowledge hidin…
Impact of Inclusive Leadership on Innovative Work Behavior
This study examines the relationship between the relational mode of leadership (i.e., inclusive leadership) and innovative work behavior with the mediating role of creative self‐efficacy. Data were collected from employees of small and medium textile enterprises in Pakistan. Results show that there is a positive relationship between inclusive leadership and innovative work behavior. While aligned with previous research, the results of this study …
Impact of employees’ perceived threat of market competition on unethical marketing and selling practices
This study draws on the social cognitive theory to examine the effect of perceived market competition on employees’ unethical marketing and selling practices. The boundary conditions associated with this relationship were examined, and we posit that perceived market competition is related to unethical marketing and selling practices through the mediating mechanism of moral disengagement. We further propose that ethical leadership moderates the re…
Impact of inclusive leadership on innovative work behavior
The purpose of this study is to examine inclusive leadership as a predictor of innovative work behavior with the mediating role of psychological safety. Data were collected from supervisors–subordinates dyads working in textile industry in Pakistan. Our findings suggest that inclusive leadership is a positively related with innovative work behavior, and psychological safety mediates the effect of inclusive leadership on innovative work behavior. …
How and when does leader knowledge hiding trickle down the organisational hierarchy in the tourism context? A team-level analysis
This research aims to extend the literature on knowledge hiding and tourism by integrating the theoretical frameworks of social exchange and social learning. Employee knowledge hiding has scarcely been examined in the tourism literature while leader knowledge hiding has not been analysed at all. Recognising that knowledge hiding can seriously undermine the ability of employees to offer innovative customer service and that leaders’ knowledge hidin…
Trickling out effects of abusive supervision
Can an employee rationalize their supervisory abuse to the point where sabotaging customers seems justified? Drawing from the social information processing theory perspective, we introduce three distinct types of supervisor–supervisee dyadic cognitive influences (i.e. attention-shifting, role-sending, and role-modeling mechanisms) to explain the trickle-out effects of abusive supervision on customers. We hypothesized that an abused employee’s per…
Sometimes enough is enough
Does work politics get in the way of nurses’ passions even when mired in a global pandemic? To address this question, we examined the nonlinear associations of general work passion with job outcomes for practicing nurses and investigated whether these relationships were consistent across levels of perceived work politics. Results from multi-source, time-separated data indicated that passion possessed nonlinear associations with job satisfaction (…
Impact of inclusive leadership on innovative work behavior
The purpose of this study is to examine inclusive leadership as a predictor of innovative work behavior with the mediating role of psychological safety. Data were collected from supervisors–subordinates dyads working in textile industry in Pakistan. Our findings suggest that inclusive leadership is a positively related with innovative work behavior, and psychological safety mediates the effect of inclusive leadership on innovative work behavior. …
Impact of Inclusive Leadership on Innovative Work Behavior
This study examines the relationship between the relational mode of leadership (i.e., inclusive leadership) and innovative work behavior with the mediating role of creative self‐efficacy. Data were collected from employees of small and medium textile enterprises in Pakistan. Results show that there is a positive relationship between inclusive leadership and innovative work behavior. While aligned with previous research, the results of this study …
Impact of employees’ perceived threat of market competition on unethical marketing and selling practices
This study draws on the social cognitive theory to examine the effect of perceived market competition on employees’ unethical marketing and selling practices. The boundary conditions associated with this relationship were examined, and we posit that perceived market competition is related to unethical marketing and selling practices through the mediating mechanism of moral disengagement. We further propose that ethical leadership moderates the re…
How and when does leader knowledge hiding trickle down the organisational hierarchy in the tourism context? A team-level analysis
This research aims to extend the literature on knowledge hiding and tourism by integrating the theoretical frameworks of social exchange and social learning. Employee knowledge hiding has scarcely been examined in the tourism literature while leader knowledge hiding has not been analysed at all. Recognising that knowledge hiding can seriously undermine the ability of employees to offer innovative customer service and that leaders’ knowledge hidin…
Sometimes enough is enough
Does work politics get in the way of nurses’ passions even when mired in a global pandemic? To address this question, we examined the nonlinear associations of general work passion with job outcomes for practicing nurses and investigated whether these relationships were consistent across levels of perceived work politics. Results from multi-source, time-separated data indicated that passion possessed nonlinear associations with job satisfaction (…
Trickling out effects of abusive supervision
Can an employee rationalize their supervisory abuse to the point where sabotaging customers seems justified? Drawing from the social information processing theory perspective, we introduce three distinct types of supervisor–supervisee dyadic cognitive influences (i.e. attention-shifting, role-sending, and role-modeling mechanisms) to explain the trickle-out effects of abusive supervision on customers. We hypothesized that an abused employee’s per…
Psychology (6 works) · Social Psychology (6 works) · Job Satisfaction and Organizational Behavior (5 works) · Political science (5 works) · Business (3 works) · Engineering (3 works) · Mediation (3 works) · Moderated mediation (3 works) · Perception (3 works) · Social Psychology (3 works)