Razia Shaukat
Biographic Data
| ID | 6541709 |
|---|---|
| NAME | Razia Shaukat |
| GIVEN NAMES | Razia |
| FAMILY NAME | Shaukat |
| SIGNATURE | SHAUKAT R |
| AFFILIATIONS | Department of Management Sciences COMSATS University Islamabad Islamabad Pakistan |
| ORCID | 0000-0002-3687-3175 |
| VERIFIED | Yes |
| TOTAL WORKS | 2 |
| TOTAL CITATIONS | 3 |
| AUTHOR COUNT | 2 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2021 |
| LATEST PUBLICATION YEAR | 2021 |
| H-INDEX | 1 |
Linkages between group level task conflict and individual level outcomes in non-routine technical jobs
Purpose This study aims to build on the existing research regarding workplace conflict by arguing that task conflict (TC) leads to resource gains for individuals with non-routine technical jobs, which increases individuals’ work engagement (WE) and leads to positive individual-level outcomes. Specifically, this study uses a resource investment/acquisition approach with the aim of offering insight into the consequences of group-level TC on individ…
International differences in employee silence motives
Employee silence, the withholding of work‐related ideas, questions, or concerns from someone who could effect change, has been proposed to hamper individual and collective learning as well as the detection of errors and unethical behaviors in many areas of the world. To facilitate cross‐cultural research, we validated an instrument measuring four employee silence motives (i.e., silence based on fear, resignation, prosocial, and selfish motives) i…
International differences in employee silence motives
Employee silence, the withholding of work‐related ideas, questions, or concerns from someone who could effect change, has been proposed to hamper individual and collective learning as well as the detection of errors and unethical behaviors in many areas of the world. To facilitate cross‐cultural research, we validated an instrument measuring four employee silence motives (i.e., silence based on fear, resignation, prosocial, and selfish motives) i…
Linkages between group level task conflict and individual level outcomes in non-routine technical jobs
Purpose This study aims to build on the existing research regarding workplace conflict by arguing that task conflict (TC) leads to resource gains for individuals with non-routine technical jobs, which increases individuals’ work engagement (WE) and leads to positive individual-level outcomes. Specifically, this study uses a resource investment/acquisition approach with the aim of offering insight into the consequences of group-level TC on individ…
International differences in employee silence motives
Employee silence, the withholding of work‐related ideas, questions, or concerns from someone who could effect change, has been proposed to hamper individual and collective learning as well as the detection of errors and unethical behaviors in many areas of the world. To facilitate cross‐cultural research, we validated an instrument measuring four employee silence motives (i.e., silence based on fear, resignation, prosocial, and selfish motives) i…
Job Satisfaction and Organizational Behavior (2 works) · Political science (2 works) · Psychology (2 works) · Social Psychology (2 works) · Applied Psychology (1 works) · Computer Science (1 works) · Confirmatory factor analysis (1 works) · Cultural Differences and Values (1 works) · Economics (1 works) · Gender Diversity and Inequality (1 works)