UW JOURNAL OF MANAGEMENT SCIENCESuwjms.org.pk/downloads/v4/issue1/uwjms_v4_i1.pdf · 2020. 8. 16. · Aamir Abbas, Saqib Qamar, Muhammad Shahzad 40-52 4. Usage and Acceptability of

ISSN: 2523-0417 (Online)

ISSN: 2521-5876 (Print)

UW JOURNAL OF MANAGEMENT SCIENCES

Volume 4 (Issue 1)

March 2020

Faculty of Management Sciences University of Wah

www.uwjms.org.pk www.uow.edu.pk

UNIVERSITY OF WAH

JOURNAL OF MANAGEMENT SCIENCES

(UWJMS)

Volume 4 (Issue 1)

March 2020

Department of Management Sciences

University of Wah, Wah Cant.

Pakistan

University of Wah Journal of Management Sciences (UWJMS)

Volume 4, Issue 1, March 2020

ISSN (Print): 2521-5876 & ISSN (Online): 2523-0417

ii

University of Wah Journal of Management Sciences

The ‘UW Journal of Management Sciences’ (UWJMS) is a bi-annual publication of the University of

Wah, Wah Cantt, Pakistan. UWJMS is an international journal dedicated to advancing the understanding

of the intricacies of management in private and public sector through empirical investigations and

theoretical analyses. UWJMS is a double-blind peer-reviewed journal that publishes quality articles in

the field of management sciences.

Aim and Scope

The Journal aims to provide a focus for worldwide expertise in the required techniques, practices and areas

of research; present a forum for readers to share common experiences across the full spectrum of industries

and sectors in which management research is conducted; cover all areas of industry and management; and

link theory with practice by publishing case studies and covering the latest important issues in special

series. The journal aims at wide circulation and visibility of its research to professionals and practitioners

both within Pakistan and internationally.

The editorial board welcomes quality research articles from all areas of management sciences. The board

also encourages quality research from the newly developing business and management fields. Therefore,

‘UWJMS’ welcomes papers in the areas of:

Business,

Marketing,

Entrepreneurship,

Technology and Innovation,

Human Resource Management,

Finance,

Knowledge Management

Economics,

Employees/Consumers Psychology,

Business Ethics and

Sustainable Development etc.




iii

EDITORIAL BOARD

Patron

Dr. Aftab Sadiq

A/Vice Chancellor, University of Wah

Executive Editor

Prof. Mushtaq Ahmad

Dean, Faculty of Management Sciences, University of Wah

Editor-in-Chief

Dr. Faiza Saleem, Assistant Professor, Management Sciences, University of Wah

Associate Editor

Dr. Nasir Mehmood, Assistant Professor / Chairperson, Management Sciences, University of Wah

Assistant Editor(s)

Dr. Anam Javeed, Assistant Professor, Management Sciences, University of Wah

Dr. Shafqat Mukarram, Assistant Professor, Management Sciences, University of Wah

Mr. Ahmad Ali, Lecturer, Management Sciences, University of Wah

______________________________________________________________________




iv

ADVISORY BOARD

INTERNATIONAL MEMBERS

Prof. Amin U Sarkar

Dean, College of Business and Public Affairs, Alabama A&M University Huntsville, USA

Prof. Muhammad Shahbaz

Professor, Montpellier Business School, France

Prof. Zhang Xiaojuan

Professor, Wuhan University, China

Prof. Kubilay Ozyer

Associate Professor, Gaziosmanpasa University, Turkey

Prof. Sema Polatci

Associate Professor, Gaziosmanpasa University, Turkey

Prof. Balal

Associate Professor, University of Science & Technology, China

Prof. Rabia Imran

Associate Professor, Department of Management Sciences, Dhofar University, Oman

Dr. Abdul Karim Khan

Assistant Professor, UAE University, UAE

Dr. Amjad Shamim

Assistant Professor, University Teknologi PETRONAS, Malaysia

Dr. Muhammad Imran Qureshi

Director & Senior Lecturer, University Kuala Lumpur, Malaysia

Dr. Aila Khan

Senior Lecturer, School of Business, Western Sydney University, Australia




v

NATIONAL MEMBERS

Prof. Rauf I Azam

Vice Chancellor, Professor, University of Education, Lahore

Prof. Farzand Ali Jan

Vice Chancellor, Professor, IQRA National University, Peshawar

Prof. Idrees Khawajah

Dean, Professor, Air University School of Management, Air University, Islamabad

Prof. Khurram Shahzad

Associate Dean, Department of Business Administration, RIPHAH, Rawalpindi

Prof. Abdul Raheman

Dean, Faculty of Management Sciences, University of Gujrat, Gujrat

Prof. Shujaat Mubarak

Dean, Faculty of Management Sciences, Muhammad Ali Jinnah University, Karachi

Prof. Mohsin Butt

Air University School of Management, Air University, Islamabad

Prof. Sajid Bashir

HOD & Associate Professor, Faculty of Management Sciences, Capital University Science & Technology,

Islamabad

Dr. Imran Hameed

HOD & Assistant Professor, Lahore Business School, University of Lahore, Lahore

Dr. Farida Faisal

Director, University Institute of Management Science, PMAS Arid Agriculture University, Rawalpindi

Dr. Hassan Rasool

Assistant Professor, Pakistan Institute of Development Economics, Islamabad




vi

The Editor’s Note

I am pleased to introduce ‘University of Wah Journal of Management Sciences’, the emerging journal in the

field of management sciences. UWJMS will provide a platform for the original research in the field of

management, marketing, finance, human resource management and economics. The objective of UWJMS is to

publish up-to-date, high-quality and original research papers alongside relevant and insightful reviews. As such,

the journal aspires to be vibrant, engaging and accessible, and at the same time integrative and challenging.

Each issue of the journal will incorporate mix of qualitative and quantitative research papers covering emerging

aspects of management sciences.

Our editorial policy is governed by independent quality control, blind peer-review, strict adherence to HEC

policy requirements, zero tolerance to plagiarism and adherence to academic ethics in publishing. These guiding

principles are guaranteed by our Editorial/Advisory Board that contains world class national and international

scholars of high repute who have great contribution in the field of management sciences. This issue contains

the research related to the areas of marketing, management, finance, and organizational change. We are grateful

to our contributors of this issue. Our team led by imminent scholars and administrators aspire to lead this journal

to reach the height of perfection, and authenticity in the field of management sciences. We are pleased to share

that we aspire to make this journal a world-class publishing platform by producing original research and getting

membership in renowned abstracting agencies. Our goal is to make it recognized journal by all regulating

agencies including HEC very soon. It is only possible when the contributors of this journal share their valuable

wisdom in the shape of up-to-date knowledge in the form of research papers whether qualitative or quantitative

to this journal.

In conclusion, I would like to thank our Vice Chancellor (University of Wah) and all members of our Editorial

Board/Advisory Board and Contributors for joining us in this new fascinating and promising academic project.

Dr. Faiza Saleem

Editor-in-Chief





vii

UNIVERSITY OF WAH JOURNAL OF MANAGEMENT SCIENCES


Title Page

1.

Impact of Training and Development on Job Satisfaction and Job Performance with

Moderating Effect of Person Job Fit

Muhammad Yar Khan, Jawaria Mushtaq, Shumaila Naz

01-20

2.

Employee Engagement: Antecedents and Consequences

Mahwash Ghafoor Chaudhry

21-39

3.

Factors Influencing Consumers’ Preference for Purchasing Footwear Brands

Aamir Abbas, Saqib Qamar, Muhammad Shahzad

40-52

4.

Usage and Acceptability of Electronic Human Resource Management (e-HRM) in

Pakistani Organizations

Ayesha Zareef, Adnan Jamil, Shazia Hassan

53-68

5.

Efficacy of Knowledge, Attitude and Practices of Households towards Municipal Solid

Waste Management in Karachi

Aamir Abbas, Muhammad Imran, Yasmeen Sultana, Muhammad Zohaib Awan

69-82

ISSN: 2523-0417(Online), 2521-5876 (Print)

1Comsats University Islamabad. Wah Campus. Email: [email protected] 2Ripah International University, 3Research Scholar, Zhejiang Normal University, Jinhua, China.


Volume 4, Issue 1, March 2020, pp. 1-20

Impact of Training and Development on Job Satisfaction and Job

Performance with Moderating Effect of Person Job Fit

1*Muhammad Yar Khan, 2Jawaria Mushtaq, 3Shumaila Naz

Article History:

Received:

01 Feb, 2020

Revised:

05 Mar, 2020

Accepted:

21 May, 2020

ABSTRACT

Purpose: The main motive behind the study is to find out the impact of training and

development on the satisfaction level as well as their performance on their respective

jobs. The factor of personal job has been employed as the moderator in the study.

Design and Methodology: As a sample of 450 respondents was taken from different

Foundation Colleges.

Findings: The results revealed the positive influence of training and development on

individual performance and the important role it plays in improving the gratification

level of an employee with his job. Furthermore, person job fit variable acts as an active

moderator among the relationships. This work leads potentially to the establishment of

a sense of training and development awareness through past experiences in different

institutes.

Implications: This study also provides insights regarding the comparison of these

variables. Future researchers may involve the survey strategy for this study.

Keywords: Training and Development, Job satisfaction, Job performance, Person job

fit.

1. Introduction

The basic objective of the study is to examine the effects on job satisfaction level and job

performance of employee Training and Development (T&D). In this competitive and modern arena,

it is important that businesses examine the factors affecting rates of employee satisfaction, as

employee satisfaction plays a direct role in individual work results. The key role of T&D is to

examine workers on their jobs with organizational efficiency. Successful businesses recognize the

importance of T&D and invest on T&D resources and other sources. Since the labor market is

improving and increasing in size fast day by day, so the top management is responsible to adapt

these kinds of changes and efforts to make the organization profitable. So to fill this gap T&D is

necessary to compete and survive in market. Job satisfaction is a term used with a true spirit to

describe what happy employees are and how they fulfill their tasks. Different researchers described

mailto:[email protected]

ISSN: 2523-0417(Online), 2521-5876 (Print) 1Muhammad Yar Khan, 2Jawaria Mushtaq, 3Shumaila Naz

2

different methods to explain the job satisfaction. As (Hoppock, 1935) defined “job satisfaction is

the mixture of the psychological and the environmental conditions that can cause an individual

truthfully say that Hoppock satisfied with their job”. McCrea, Wieber and Myers (2012) suggested

that “employees today change jobs frequently and do not have the company loyalty that existed 30

years ago when your valued employees were hired”.

Organizations also acknowledged that the effect of T&D on job performance is very

important. Training and learning play a major role in increasing workplace productivity. Education

and creation is one of the best and most effective approaches. Ijigu (2015) described that now

employees are aware about other opportunities and options, that is if they are not happy and satisfied

with their work then they will choose and switch to other place for job. So this is major responsibility

of manager to ensure that every employee is happy and pleasant with their present job. A good

manager must know the way to retain and satisfy employees.

Another factor “Job performance” is used to examine an employee and organization

performance. Employee performance is characterized as a good performance of an employee's

responsibilities and duties. According to June and Mahmood (2011) and Lado and Wilson (1994),

high performance of individual can allow an organization to succeed with it’s objectives and obtain

competitive advantages for defined goals and organizations. Job performance is basically the ability

of an individual knowing their duties and responsibilities, fulfilling expectation and completing

giving targets defining and giving by organizations (Azman, Sieng, Ajis, Dollah, &

Boerhannoeddin, 2009). It was found that job performance has positive influence on employee self-

efficacy. According to Edwads and Roger (2015) most researches done on the topic of “person job

fit” focused on the employees’ wants as employee needs relate to job with the fit perspective.

T&D's main goal is to enhance and improve an employee's overall productivity. If

employee is well trained and has full knowledge related to his/her work then he/she can perform the

organizational tasks with great effectiveness. The first element is to identify the training needs. If

organizations correctly identifies the training needs then it can meet the basic objectives of training

functions. Manager must design an appropriate training policy to achieve the training objectives.

Top management's commitment represents training policies for employees. The present study's main

aim is to explore how any organization needs T&D.

The phenomenon of T&D implies the continuous efforts which are made in order to advance the

performance of the company. The effort of training the employees can also instill the spirit of self-

fulfillment among them. In the contemporary organizations such efforts are carried out on a large

scale for the professional skill development. T&D has bloomed as a formal business action, and the

companies also include it in their strategic orientation.

In this analysis, a variable person-job match acts as a moderator factor. Person job fit is

about setting an individual into a place specifically shaped to match that individual’s needs, abilities

and goals. 1991 person-job fit is, according to Edwards, a well-founded scientific explanation for

allowing an individual to take desirable work results by becoming person-job fit. Furthermore,

ISSN: 2523-0417(Online), 2521-5876 (Print) Impact of Training and Development on Job Satisfaction and Job Performance with Moderating Effect of

Person Job Fit

3

Barrett and Myrick (1998) defined the theory of congruence and also cited by Borman (2004) who

defined fit perspective between employee’s job needs, level of their preferences, priorities and their

level of knowledge, skills, ability (KSAs). Grunberg, Anderson-Connolly and Greenberg (2000) and

Lin, Yu and Yi (2014) explained when congruency lives between individual preferences and the

KSAs, will get the motivational results. On this topic collective research had been done by Caldwell

and O'Reilly III (1990) elaborated that other variables are connected with person-job fit such as

employee’s commitment with the organization. Another variable is employee’s personality in

organization defined by Erdogan and Bauer (2005) and third variable is job satisfaction added by

(June & Mahmood, 2011). The fourth variable is employee performance added in fit perspective as

described by Kristof‐Brown, Zimmerman and Johnson (2005). So these variables show positive

connection of “Person job fit” with employee presentation and job satisfaction.

Even though the relationship between the training and development, person job fit and job

satisfaction has been checked in various other contexts yet the relationship needs to be tested in the

Pakistani organizations also. The organizations of Pakistan are yet in the phase of adopting the

international practices of organizational well-being, so the research is necessary in this context.

In this paper, we discuss how T&D related positively to job satisfaction, job performance

with the effect of fitting a person's job. All these variables are positively linked with each other. The

real reason for doing this study is that companies need to increase the workers ' diverse and

appropriate incentives and various T&D programs to improve the quality efficiency of employees.

1. Literature Review

2.1 The Universalistic Theory

The universalistic theory is associated with the best practices and high performance work

practices. The underlying assumptions of the theory states that best human resource practices can

ultimately lead to high organizational performance. The best practices and investing on the

employees can add to the high performance work levels of the individuals. The best practices are

universally accepted and applicable. Furthermore, the theory states that various factors for instance,

employment security, merit recruiting, fair wages, incentives, training and development, cross

utilization and promotion can help in creating job satisfaction and ultimately higher organizational

performance.

2.2 Training and Development:

Employee’s T&D within an organization is vital function being carried out in human

resource management. Learning and training help to develop a proper job-related mindset and

through their knowledge and skills train workers for higher roles and assignments. Job satisfaction

and job performance positively influences by T&D. According to the findings of Jehanzeb and


4

Bashir (2013) T&D is the process of development, analyses, design making and assessment. The

basic purpose of training is to grow the performance and productivity of the employee to change the

behavior of an employee with the organization.

Furthermore Pearson and Brew (2002) argued that T&D is learning process that depends on an

individual interests, capabilities, understanding, personalities, skills and aptitudes as well as aids in

elevating the happiness and performance of the employees. Learning and training allows an

organization to improve the information and abilities of its workers to carry out specific tasks

(Fletcher, Alfes, & Robinson, 2018). The process of T&D in an organization is a well-organized

process and procedure via which employees embrace different knowledge and acquire new skills to

perform specific tasks. A proper T&D given to employees will bridge the job requirements with the

expertise required to perform different tasks in order to comply with the objectives (Hammond &

Churchill, 2018). Learning and development worked in the company as a tool to increase an

employee's productivity and work quality. Through training we can improve the working ability of

an employee (Sugahara, 2018).

Various studies have shown that T&D have a positive effect on job satisfaction and job

performance with a moderating function as the role of an instance-fit person (Jehanzeb & Mohanty,

2018). Organization must make staffing strategies-the company’s selection about the staffing from

where to find new employees and how to make selection of desired mix of employee’s skills and

status that are compulsory for specific job (Sekiguchi, 2007). Company must hire appropriate

candidates that fit with job requirements and then provide them T&D (Kooij et al., 2013).

Competing with the organization's priorities and objectives will be very beneficial. Therefore,

learning and growth and the connection between people and jobs are two very important factors that

positively affect job satisfaction and job performance (Irshad, 2011). On basis of the discussion

above, the study's first two hypotheses are as follows.

H1: T&D has positive effects on job satisfaction.

H2: T&D has impact on performance at work.

2.3 Job Satisfaction

Job satisfaction is correlated with an individual's satisfaction with their job. Job satisfaction

described as the feelings or circumstances of a person and the state of mind associated with the

nature of the job (Freund, 2005). There are various factors that will help to increase employee

satisfaction rates and these factors include employee T&D, organizational strategies, organizational

management and its administration, compensation, and employee quality of life. According to Porter

(1962) employment satisfaction is directly affected by organizational factors, the main factor of

which is T&D. In the standard rating, job satisfaction is also visualized as a description of the many

isolated dimensions of job distinguishability identified (Prothero, Marshall, Fosbinder, & Hendrix,

2000). As per the findings of Parvin and Kabir (2011) job satisfaction is an attitude which is a


Person Job Fit

5

resultant of good and bad experiences of an employee with the work”. Furthermore, Ab Talib and

Johan (2012) persisted that job satisfaction is an important factor which is majorly impacted by the

way employees are trained and developed by the organization. Lambert, Hogan, and Barton (2001),

described the connection between job satisfaction and job performance as it relates to an increase in

organizational well-being. Job satisfaction is basically employee consideration and hence a very

important factor in personal fitness for work.

An employee's satisfaction with the state of mind of the person is an essential part of the

job. The employee’s satisfaction on job is effected by various factors for instance the salary package,

relationship with the boss, T&D as well as the quality of the work environment (Choi & Dickson,

2009). All of these factors also impact the turnover ratio of the employees also. The employer's

investments in education and workforce growth are directly related to the employee satisfaction rate

(Hanaysha & Tahir, 2016). Furthermore it has been emphasized by various scholars (Jaworski,

Ravichandran, Karpinski & Singh ,2018; Hanaysha &Tahir, 2016) that T&D programs of the

company are assumed to inculcate a higher level of employee satisfaction.

2.4 Job Performance

The quality of an employee on the job refers to the success and effectiveness of a person

performing his or her work. According to Davis (2004), job performance is well-defined as “all the

behaviors employee engages in while at job”. The individuals on the jobs encounter various types

of experiences on the work place. According to McCloy, Campbell, and Cudeck (1994) the

employment quality is directly influenced by the workplace T&D programs carried out in the

company. According to Frieder, Wang and Oh (2018) the commitment of the worker to work in an

organization depends on the job fit of the individual. The fitness of the employee with his or her

career can increase or decrease the performance level of the employees. Three approaches had been

defined to discuss the different dimensions related to the job performance (Judge, 1994).

i) It is a function of outcome.

ii) It is a function of behavior.

iii) It is a function of personal traits.

2.4.1 Behavior vs Outcomes

According to employee “job performance is important the outcome a series of behaviors”.

Different daily tasks lead to the commonly reported job performance (Gruman & Saks, 2011).

i) Job-specific task effectiveness: core tasks of the job that relates to behavior;

ii) Non-job-specific task effectiveness: work behavior generally;

iii) Effectiveness of written and verbal communication;

iv) Showing effort: dedicational core tasks;

v) Support for individual disciplines;


6

vi) Encourage research by colleagues and teams;

vii) Oversight / Leadership;

viii) Management/Administration.

If we discuss this with the supervisor’s point of view, for the performance appraisal process

results and outcomes are the main elements. Basically, results are more essential to a manager more

than the performance as lead outcomes defined by Gruman and Saks (2011). So what kind of

approach is essential? No better approach is available is there in all cases: there are some benefits

and drawbacks of both approaches (Gruman & Saks, 2011).

T&D are necessary elements to increase the quality of employee performance. There are some

policies and procedures that are involved in putting out the employees or HR management aspects

about position such as recruitment, screening, training and appraising. Training is one of HRM

practices that involves acquiring understanding, knowledge, techniques and practices that lead to

improved work efficiency.

The most crucial source of any enterprise is its human resource (workforce). The staff of a

company shows significant role in the performance and well-being of an enterprise. The power of

workforce cannot be undermined. Through their insightful research, the scholars have demonstrated

that the work of employee advancement, For example, learning and career development have a

straight influence on the performance of employees through their work (Asfaw, Argaw, & Bayissa,

2015). Various studies in the past has emphasized on the point that employee performance is

significantly compressed by the T&D activities (Cohen, 2017; Hassan, 2016). The past evidence

also supports that training of an employee is coupled with various benefits towards the performance

of an employee towards his job (Hayeemad, Jaroenwanit, & Khamwon, 2015).

2.4.2 Person-Job Fit:

The satisfaction and happiness is reflective of an individual’s well-being on his or her

workplace. According to the findings of Resick, Baltes, and Shantz (2007), the employee's

personality correlation with the job they do can raise the level of employee satisfaction as well as

the quality ratio. The personal relevance (person job fit) has been used as moderator in various

studies for instance (Boon, Den Hartog, Boselie, & Paauwe, 2011).

As Rousseau and McLean Parks (1993) stated that very important factors such as

productivity and commitment are related to person job fit. Greenberg (2002) further argued that job

performance is heavily influenced by a person's fitness for work. Also on the basis of the

performance of the employees, the manager checks the perspective of the person-job fit and the

person-job organization (Kristof‐Brown et al., 2005). The main connection between them has been

the modest correlations that deny according to the study of Li and Hung (2010), where the job

performance is closely intertwined with the person fit. However, in relation to different results, as

compare to organization job fit, person job fit is still showing higher correlation. In previous studies,


Person Job Fit

7

person-job fit relationship with the performance results compiled, literary research requires closer

analysis of the relationship that may exist between person-job fit and the job performance of those

working in the service sector SMEs in Malaysia at the moment (Lauver & Kristof-Brown, 2001).

An important factor in the form of fit literature is to realize the main difference between objective

fit and subjective fit. This formulation of fit was referred to as the subjective fit (Hoffman & Woehr

2006; Kristof‐Brown et al., 2005; Verquer, Beehr & Wagner, 2003) where researchers added the

element of perceived fit. This factor is used as a moderator in this study to provide support for T&D

in order to increase job satisfaction and job performance.

The character that suits the nature of the job will increase or decrease the degree of

employee satisfaction at work. Better adjustment to the job can rise the employee's performance

level. In addition, on the basis of the analysis, the other research hypotheses are derived as below.

H3: Person job-fit has positive influence on job satisfaction.

H4: Person job-fit has positive influence on job performance

H5: T& D has positive influence on job satisfaction with the moderating role of person

job-fit.

H6: T&D has positive influence on job performance with the moderating role of person

job-fit.

2. Theoretical Framework

While carrying out this research, we need to consider autonomous and reliant variables in

the theoretical framework. T&D is the autonomous variable and two reliant variables are job

satisfaction and job performance. A factor individual job-fit is chosen as a moderator in this analysis.

To check the association between these variables, these variables were selected. T&D have a

positive influence on job satisfaction and job performance with person-fit moderating effect. Events

in T&D contribute to the quality of the activities that take place. The efforts of training are targeted

on the employees whose increased performance can elevate the level overall employee performance

and satisfaction. Employee learning and growth thus enhance the employees ' level of performance

and satisfaction. The person job fit has become a topic of increased interest in the employment

relationship. Past research, for example, linked person-job match with employee satisfaction rate

(Hoffman & Woehr, 2006). The construct has also been tested with employee performance and

positive outcomes have been found. The moderating power of person job fit has also been tested in

various past studies where it has been found that fitness of the person with increases the employee

performance and satisfaction (Peng, Lee, & Tseng, 2014). The following diagram has shown the

theoretical framework.


8

Figure 1: Theoretical Framework

3. Methodology

The study's research approach refers to the specific procedures or techniques used to

identify, select, process, and analyze a topic information. In this particular study quantitative

methodology has been used. In quantitative study design the relationships between the variables are

tested. This mode of research commences with establishment of hypotheses from a particular theory.

The quantitative mode of study aids into the objectivity and neutrality of the study and results. The

study encompasses the data collection through the questionnaires. Collecting data through

questionnaires provides a broader spectrum for collecting the data. The items of the questionnaire

has been adapted from (Choo & Bowley, 2007). The questions were asked on five point likert scale

which provides the researcher with variety of opinions of the respondents. Table 1 shows the sample

of the items from the questionnaire.

Table 1 Questionnaire Items

Item 1 Conducting training need analysis and preparation of training calendar should be done

by the organizations

Item 2 Designing, developing training materials, and implementing training & development

programs can enhance the satisfaction among the individuals

Item 3 Identifying and selecting training and development providers for skill development is

important for organizations

Item 4 Analyzing, interpreting, evaluation data and reporting conclusions to the relevant

management personnel can make the employees perform better

Item 5 The fitness of the person with the job can impact the performance of the personnel

Item 6 Conducting training need analysis and preparation of training calendar should be done

by the organizations

Training &

Development

Job Satisfaction

Job Performance

Person Job Fit


Person Job Fit

9

As a major source of data collection within the Talagang region, this particular study used

questionnaires. Since Talagang is one of those cities of Pakistan from which limited research work

has been published so the researcher selected this area in order to broaden the area of knowledge.

As there are limited organizations in this small city so a sample 450 respondents were selected from

different organizations (colleges) was selected. The questionnaire was floated among the office

hours of the organizations using a simple random sampling technique. Since there was direct contact

with the respondents so there was no problem related to rejection of questionnaires due to unreturned

questionnaires. Due to its ease of use and accuracy of representation, modest random sampling was

used in the study. The sampling method has been adopted by following the study of (Khan et al.,

2019). The questions for the purpose of data collection have been adapted from (Marsick and

Watkins (2003) and (Jin, McDonald and Park (2018). The items of person-job fit have been adopted

from Cable and Judge 1996) and are reported in appendix.

SPSS is used widely in the areas of social sciences due to its proven analytical power. This particular

study also used SPSS for calculating means and medians were calculated. For the determination of

independent variables, descriptive statistics was used. Primary and secondary data used to conclude

the results. Mostly results were based on secondary data.

4. Analysis and Discussion

Occupational satisfaction represents the subjective well-being of a person at work and

relates to the optimistic and adverse emotional feelings of the workers on the way to their

employment and their mental evaluations of their jobs (Khan, Awan, Saleem, & Javeed, 2017; Bono

& Judge, 2003) Studies usually use metrics such as job satisfaction, dedication to job, positive

emotional experience in the workplace, etc. as indirect measure of the well-being of employees

(Hakanen, Perhoniemi, & Toppinen-Tanner, 2008).

5.1 Frequencies

Table 2 show that 3.3% of the respondents held a master’s degree. Majority of the

respondent’s i-e 80.2% held a bachelor degree. 15.1% and 1.3% fell into the category of intermediate

and matriculation respectively.

Table 2 Academic Qualification

Frequency Percent Valid Percent Cumulative Percent

Valid

1 15 3.3 3.3 3.3

2 361 80.2 80.2 83.6

3 68 15.1 15.1 98.7

4 6 1.3 1.3 100.0

Total 450 100.0 100.0


10

Table 3 shows that 76.7% of the respondents belonged to the segment of work experience

of 6-10 years whereas, 7.1% of the respondents has an experience of less than 5 years. Other

respondents who had an experience of 11 to 15 years were 10% and more than 16 years were only

6.2 % of the respondents.

Table 3 Experience


Valid

1 32 7.1 7.1 7.1

2 345 76.7 76.7 83.8

3 45 10.0 10.0 93.8

4 28 6.2 6.2 100.0

Total 450 100.0 100.0

The respondents working in the organization were 19.1% females whereas 80.9% of the data

respondents were males. The result is being shown in the Table 4.

Table 4 Gender


Valid 1 86 19.1 19.1 19.1

2 364 80.9 80.9 100.0

Total 450 100.0 100.0

The age group in which most of the defendants fall was the age group of 35 and above is shown in

Table 5.

Table 5 Age Group


Valid

1 39 8.7 8.7 8.7

2 60 13.3 13.3 22.0

3 40 8.9 8.9 30.9

4 311 69.1 69.1 100.0

Total 450 100.0 100.0

Table 6 shows that the respondents of the questionnaires were 70.7% married whereas 29.3% among

them were unmarried. Since most of the respondents fall into the age category of 35 and above, they

were also married in the majority.


Person Job Fit

11

Table 6 Marital status

Frequency Percent Valid Percent Cumulative

Percent

Valid

1 44 29.3 29.3 29.3

2 106 70.7 70.7 100.0

Total 150 100.0 100.0

All the above tables show the demographic profiles of the respondents of the questionnaires.

5.2 Descriptive

The descriptive statistics demonstrate minimum and maximum values. The descriptive

values of all variables are also shown by mean and standard deviation values. The following table 7

indicates that mean and standard deviation values are within acceptable range and there are no such

significant deviations.

Table 7 Descriptive Statistics

N Minimum Maximum Mean Std. Deviation

TD 450 1.000 5.000 3.932 0.6276

JS 450 1.000 5.000 3.970 0.6431

JP 450 1.0 5.0 4.025 0.6875

PJF 450 1.00 5.00 4.115 0.7043

5.3 Correlations

Correlation informs us how closely the pairs of variables are interrelated. Therefore, the

comparison is extended between all the variables under consideration. The table 8 shows that no

strong correlation exists between the variables which no pair of variables rely heavily on each other.

Table 8 Correlations

TD JS JP PJF

TD

Pearson Correlation 1 .499** .468** .481**

Sig. (2-tailed) .000 .000 .000

N 450 450 450 450

JS

Pearson Correlation .499** 1 .490** .466**

Sig. (2-tailed) .000 .000 .000

N 450 450 450 450


12

JP

Pearson Correlation .468** .490** 1 .442**

Sig. (2-tailed) .000 .000 .000

N 450 450 450 450

PJF

Pearson Correlation .481** .466** .442** 1

Sig. (2-tailed) .000 .000 .000

N 450 450 450 450

**. Correlation is significant at the 0.01 level (2-tailed).

5.4 Reliability Analysis

Cronbach’s alpha is the most commonly used technique of inquiring reliability of items.

The higher values of Alpha show that the items are reliable. The value of Cronbach’s alpha 0.7 and

above shows a strong reliability (Hair, Ringle, & Sarstedt, 2013). The items under investigation

show a value of 0.782 which is relatively high value. The value in table 9 depicts that the items are

reliable enough for further analysis.

Table 9 Reliability Statistics

Cronbach's Alpha N of Items

0.782 4

The table 10 of model summary shows the stoutness of the relationship of the model under

investigation and criterion variable. R shows the multiple correlations. The larger value shows a

strong relationship. The R squared value depicts the coefficient of determination. The table values

show that the independent variable accounts for 31.6 percent of the variation in the dependent

variable.

Table 10 Model Summary

Model R R Square Adjusted R Square Std. Error of the

Estimate

1 .562a .316 .313 .5332

a. Predictors: (Constant), PJF, TD

Table 11 shows the variables ' regression analysis. Job satisfaction is the study's dependent

variable. T&D have a positive relationship with job satisfaction. The work fit of the individual

often shows a strong correlation with job satisfaction.


Person Job Fit

13

Table 11 Regression

Model Unstandardized

Coefficients

Standardized

Coefficients

t Sig.

B Std. Error Beta

1

(Constant) 1.425 .179 7.955 .000

TD .366 .046 .357 8.006 .000

PJF .269 .041 .294 6.592 .000

a. Dependent Variable: JS

The next model under review has a dependent job performance factor and the independent

variables are training and development and work fit for the worker. Table 12 shows model

description reveals that the independent variable induces 28.8 percent of the variability in dependent

variable. The remaining R values and the adjusted R square are within the acceptable range as well.

Table 12 Model Summary

Model R R Square Adjusted R

Square

Std. Error of the

Estimate

1 .530a .280 .277 .5845

Application of regression was used to test the hypotheses. Table 13 shows that there is a

significantly positive relationship between T&D and job performance. Also positive relationship

exists between individual roles fit with job performance.

Table 13 Regression Analysis

Model Unstandardized Coefficients Standardized

Coefficients

t Sig.

B Std. Error Beta

1

(Constant) 1.460 .196 7.437 .000

TD .364 .050 .332 7.260 .000

PJF .275 .045 .282 6.164 .000

In the model, the individual job fit was employed as a moderator. Process model 1 has used

in Statistical package of social sciences. Table 14 results show that the higher the value-person job

match, the higher the job satisfaction rate as well as job performance.


14

Table 14 Interaction Results

Interaction P value Result

PJF JP 0.002 Accepted

PJF JS 0.001 Accepted

5. Discussion

This study's main objective is to observe the impact of T&D on job satisfaction and job

performance with moderating the function of individual job fit. The first research goal is to assess

the effect on job satisfaction of T&D. Through T&D programs can be raised the performance level

of an employee. So our first hypothesis (H1) is “the impact of T&D on job satisfaction’. The results

are in line with the findings of (Costen & Salazar, 2011).

Organizations need to provide their workers with different opportunities for learning and also

provide opportunities to use their newly learned skills. T&D play a very powerful role by combining

the company and the workers in achieving the organizational goals. The second hypothesis of this

study (H2), that was described as a significant connection exists T&D and job performance. The

results of the hypothesis coincide with the outcome of (Kennedy, 2009).

Training raises the level of employees and the organization with their effective and efficient

performance. So many factors have a high impact on employee performance. But the most important

factor is training that influences the employee performance. Education is the key factor in polishing

and improving workers ' skills and abilities. The better performers are the employees with more job

experience and skills and skills required. Because of their high experience, employees have

complete grip on their organizational tasks. The study's third hypothesis (H3) indicated that

moderator factor individual role fit would have a positive effect on job satisfaction. This "person

job fit" factor has recently become an interesting area for researchers and managers whose concern

is people's background and comparable consequences and the organizations they work in. The

results of a study by Lauver and Kristof-Brown (2001) confirm the findings of this study.

Personal job fit has an important relationship with other significant factors like work

satisfaction, employee commitment with organization and performance of the employee. Person job

fit and job satisfaction these two variables are positively linked withed each other. The subsequent

hypothesis (H4) which measured the direct relationship shows that person's job fit is closely related

to job performance. For the determination the performance of an organization, the crucial factor is

job performance. A reasonable predictor for job performance can be person organization job fit

because had got positive outcomes related to work of individuals with high person-job fit

perspective. The results are in accordance with the study of Lam, Huo and Chen (2018).

The successive hypothesis H5 stated a significant effect of T&D and work-fit person for job

satisfaction. If person is fit with his/her job and his/her competency level is matching with the


Person Job Fit

15

organization’s criteria then with T&D programs easily increases his/her level of satisfaction with

the organization. The next hypothesis H6 of the study proposed that T&D and person job-fit have

positive influence on job performance. The outcomes of the hypotheses H5 and H6 are totally in line

with the results of previous study (Tasselli, Kilduff, & Landis, 2018).

6. Conclusion

The overall outcomes of the study indicate that the T&D activities performed in an

organization have a direct effect on the job satisfaction level and job performance. Personal job fit

(personal relevance) with job nature could improve employees ' job satisfaction and job

performance. Taking into consideration the outcomes of the study the organizational executives are

left with the only choice to take the T&D of employees a serious task. In fact, during the hiring

practices of the company, the personal significance that makes the employee's work compatibility

with the nature of the job should also be taken into account. The under study model has widely been

tested in other contexts however a niche exists in Pakistani context. The model gives useful insights

from Pakistani organizations and gives a strong recommendation regarding the T&D activities of

the organization.

7.1 Theoretical Implications

T&D is considered very important for every organization to compete the challenge and

getting competitive advantages. T&D is linked with employees directly but it also effects the

organization indirectly because the organization itself is the end user. This study will be very helpful

for the organizations interested in developing the knowledge and understanding about the

importance of T&D. The study also adds to the generalizability of “theory of universality” as it

proves that best HR practices for instance spending training and development can result in job

satisfaction and better performance.

7.2 Practical Implications

After the study of this article organization can understand the important factors that needs

to be considered during the training sessions and in planning, organizing and delivering effective

trainings to their employees. An effective T&D program can play significant role to increase the

satisfaction and performance level of an employee. This study will help to get awareness about the

importance of person fit job perspective and to know about its significant role for the organizations

to develop training programs for their employees. After training, employees will be able to

effectively perform their assignment tasks. T&D have a major impact on job satisfaction and job

performance.


16

7.3 Recommendations

For both employees and organizations, T&D are important. It is not only important for

employees but also for organization because organization can be upshot by low performance of an

employee. When employee performance is not great, the entire organization will be effected. It is

obligatory to understand the idea of a person's job fit with the value of T&D. If employee is

competent and fit with organization then T&D can give better benefits to organization and

employees as well. Hence the findings of the study propose that it is important for the organizations

to invest in the developmental activities of the employees. It is also recommended to give a keen

importance to the person-job fitness as it has a direct impact on the satisfaction and performance

level of the employees. This study depends on primary and secondary data. We need to realize the

importance of T&D and give employees knowledge. Such work can be carried out on various

organizations and departments that need further learning. T&D programs must be introduced and

organized in each department of every organization. Different results can be achieved by focusing

on gender. Individual can do research on different training designs, various kinds of training plans

and programs.

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1, Management Sciences, Islamia University Bahawalpur. Email: [email protected]



Employee Engagement: Antecedents and Consequences 1Mahwash Ghafoor Chaudhry

Article History:

Received:

16 Feb, 2020

Revised:

05 Apr, 2020

Accepted:

10 May, 2020

ABSTRACT

Purpose: In continuously emerging environment, organization needs to gain

competitive edge to stay dynamic and sometimes simply to survive. Despite the fact

the technology plays a dominant role in providing a sustainable competitive advantage,

the essential and significant role played by human resource and its management in the

analysis of the competitive advantage cannot be overlooked. This brings the attention

of the academia and researchers on investigating the value of employees to

organizations by fostering employee engagement (EE). This research aims to study

antecedents and consequences of EE.

Design/Methodology: The research uses the quantitative research approach using

survey method with analysis conducted on the responses from 150 respondents. The

research focused three service sectors namely banking, education and

telecommunications in the cities of Bahawalnagar, Bhawalpur, Pakpatan and Lahore.

Findings: Results of the present study provides evidence of existence of a strong

relationship between Job Satisfaction (JS), Reward and Recognition (R&R), Leader

Membership Exchange (LMX), Employee Engagement (EE), and a negative but

significant relationship between Intention to quit (I-Q), JS & EE, but none between

Organizational Citizenship Behavior (OCB) and JS.

Managerial Implications: This research offers better understanding of EE in

organizational context and in relation to the variables considered highly significant in

relation to EE as suggested by literature. This will help organizations to improve EE

to enhance overall organizational performance. The limitations are that the OCB

organizational and OCB Individual was not differentiated, improved response resulted

using translated questionnaire and cross sectional study by using different techniques.

Keywords: Employee Engagement, Job satisfaction, Reward and recognition, LMX,

Organizational citizenship behavior, Intention to quit.

1. Introduction

In current unstable economic environment organizations are always in need of employees

displaying a high level of engagement, having strong commitment and dedication to their work

while delivering and performing at a higher level. This is the only possible way for the organizations


ISSN: 2523-0417(Online), 2521-5876 (Print) Mahwash Ghafoor Chaudhry

22

to exist and compete successfully. EE is an area of organizational practice located within the Human

Resource Management but due to the positive impacts that it has on the range of business, service

and operational outcomes it is viewed in a wider organizational contexts. Its definition encompasses

an array of emotional and rational factors concerned with enthusiasm , passion , satisfaction ,

positive attitudes, confidence and empowerment (Turner, 2020).Employee Engagement (EE) being

one of most trendy topics now days in business world, is concerned with the employee related

outcomes, success of the organizations and financial performance (Bates, 2004; Baumruk, 2004;

Bakker & Leiter 2010). EE has become a popular phenomenon (Robinson & Morrison 1995). EE is

attachment of organization’s personnel to their task roles, allowing employees to use it as a vital

tool to express themselves physically, cognitively, and emotionally in performing their roles in the

organization role performances (Kahn, 1990). On the other hand, it is considered as an optimistic

yet at the same time a satisfying state of mind related to task that is represented by dynamism and

vigor, dedication , absorption (Saks & Gruman, 2011) as well as energetic involvement with

fulfilling activities enhancing the employees sense of professional efficacy (Turner, 2020). It is the

involvement in organization’s task to the extent that they display optimum level of productivity and

maximum outcomes. Hence, defined as amalgamation of commitment and cognitive actions towards

his or her organization. Burnout is exactly opposite of engagement (Moorman, 1993).

Engagement is explained by energy, attachment and efficiency contrary to burnout aspects

of inefficiency, tiredness and pessimism (Maslach, Schaufeli, & Leiter, 2001). Employee

engagement has its basis on Social Exchange Theory (SET) as it is most widely accepted

phenomenon (Saks & Gruman, 2011). In another view persons at large take decision while keeping

in view of benefits and losses (Cropanzano & Mitchell, 2005). Employees can reciprocate to their

organization by showing increased level of engagement. It is matter of choice for employees to

engage themselves or not in return of the benefits they get. This idea gives the basis of “give and

take” what an employee gets as a support from organization and in return what will he deliver to

organization as an individual and team member. The involvement and emotional attachment of

employee with his organization and task that can be converted negative and positive set of behavior

at their job. Employees have array of choices to indulge in their tasks and organization in return of

the benefits they get from their organization. The way people involve themselves emotionally

psychologically into their organization, shows their level of engagement. This research aims to

explore and investigate the antecedents and consequences of EE. The research attempts to address

the problem of applicability of western research on variables having a significant relationship with

EE in Pakistani context.

The research attempts to study the literary supported relationships of certain variables

found in the previous research to have a strong impact on EE in Pakistan. Earlier studies emphasized

on job engagement and the role which a person performs shows the person’s level of engagement

(Randall, M. L., Cropanzano, R., Bormann, C. A., & Birjulin, A. ,1999). JS is an expression

emotions and feeling the employee have about their jobs, hence the job satisfaction shows the level

ISSN: 2523-0417(Online), 2521-5876 (Print) Employee Engagement: Antecedents and Consequences

23

of pleasure from job that person perceives (Moorman, 1993) and if people considers themselves

happy and contented the emotion of satisfaction arises (Campbell & Pritchard, 1976). Reward and

recognition can be divided into extrinsic and intrinsic rewards. The link between a supervisor &

subordinates is usually termed as leaders-member exchange (LMX) theory, based on faithful,

respectful, trustworthy attitude and unfaithfulness, disloyalty and arrogant behavior demonstrates

negative relationship (Meijman, Mulder, Drenth, Thierry, & de Wolff, 1998). Turnover intention is

to leave the job or the idea of leaving job exists in two ways one is physical and other psychological.

Organizational citizenship behavior (OCB) defines as these set of behavior that person exhibits

while on job and those go beyond their job description (Organ & Ryan 1995) and adds value to

organization and person’s task.

The present research attempts to address the following research objectives

To explore the relationship of Job Satisfaction (JS) with Employee Engagement

(EE).

To investigate the relationship of Reward and Recognition (R&R) with Employee

Engagement (EE).

To study the impact of Leader Membership Exchange (LMX) on Employee

Engagement (EE).

To study the impact of Employee Engagement (EE) on Intention to Quit (I-Q).

To investigate the relationship between Employee Engagement (EE) and

Organizational Citizenship Behavior (OCB).

To explore the impact Job Satisfaction ( JS) has on Intention to Quit (I-Q)

To investigate the impact of Job Satisfaction (JS) on Organizational Citizenship

Behavior (OCB).


2.1 Employee Engagement (EE):

In Human Resource literature, EE became prominent as a new term after year 2000. Out

of 1000 communication & HR practitioners almost 74 percent focus only the issues came forward

from year 2000 to 2004 (Shaw & Bastock 2005). EE is a commitment of work force which exists to

accomplish the work, vision & mission of the organization morally & intellectually. When

employees want to work for the profit of internal & external clients for the growth of organization

as a whole, engagement is visible in them. Organization can acquire increased profits and stable

their competition through HR as their assets in every business environment. EE is all about creating

and developing a connection of organizational members to their task related roles. Especially due to

the contribution made by engagement to the bottom line within the organization, it holds great

importance for the organization as a whole (Demerouti, Cropanzano, Bakker, & Leiter, 2010).


24

However the engagement being an individual level construct needs to considered first in terms of

impact the individual level outcomes before it leads to any business results. this is the very reason

as to why the employee engagement is expected to be related to individual attitudes, intentions and

behaviors (Saks, 2006). It is the positive attitude of the employees for their employers as

characterized by vigor, absorption and dedication creating a is a positive, fulfilling, work-related

state of mind in the employee (Schaufeli., Salanova, González-Romá, & Bakker, 2002).

EE is also defined as the immersion , satisfaction and motivation that the an individual has

with the work he performs (Harter, Schmidt, & Hayes., 2002). EE is when employees of the

organization work for the growth & profit of their employers. Researches show that work

engagement has a strong impact on professionalism in all aspects (Harter et al., 2002, Park & Gursoy

2012). Increased work effort by employees results in more motivational and promising outcome for

them. Elements of commitment are a part of employee engagement but it does not rely on these

parts completely (Robinson, Perryman, & Hayday, 2004). Engagement relates to the safety,

availability & meaningfulness (May, Gilson, & Harter, 2004). Six areas which include values,

perceived fairness, recognition and reward, control, workload, community and social support of

work life runs its way to burnout and engagement (Maslach et al., 2001). Important physiological

goals are advance study & peace of mind & willingness (Peterson, Park, & Seligman, 2005).

Organizational practitioners & researchers of academics consider employee engagement as an

important debate (May et al., 2004; Schaufeli & Bakker 2004). These undeniable proofs will develop

relationship of different variables such as reward, recognition, satisfaction, and professional ethics

with EE.

2.2 Reward and Recognition (R&R):

R&R is that profit which employees are entitled to against their services for organizational

growth. Job Demands-Resources (JD-R) model (Bakker, Demerouti, & Verbek, 2004) concluded

that jobs are the social, or physical, organizational areas of a task that decreases job requirements,

and the linked psychological price. Role of job resourcing is very motivational. R&R is a key feature

to encourage the EE (Maslach et al., 2001). It appears that R&R relates to the extent to which the

organization provides sufficient R&R for the workload that had been completed in acquiring defined

goals. Tangible rewards such as increase in basic pay, bonuses, and incentives offered to employees

are known as “Extrinsic”, whereas rewards which employees receive in form of recognition by

getting the jobs done is physiological and are known as “Intrinsic”. It is advised to encourage R&R

as its lacking it can cause disengagement. SET states that when employees are offered with R&R

from entities they honor the appreciation & in response they offer noticeably increased engagement

(Robinson et al., 2004). R&R has been reported as one of the work life areas contributing motivation

towards the improvement of the employee engagement (Maslach &Leiter 2008). In another study it

was found that there existed a significant relationship and an impact of 43.2 of the organizational


25

practice namely organizational communication and R&R on EE (Choo, Mat, & Al‐Omari, 2013).

Employee perceptions of the total rewards including monetary rewards has a significant impact on

the employee work engagement and happiness at work (Gulyani & Sharma 2018). Business bodies

should always offer suitable packages to motivate the employees to increase their engagement.

Based on this we posit:

H1: R&R is positively associated with EE.

2.3 Organizational Citizenship Behavior (OCB):

For explaining organizational behavior in general, by interaction between individual

characteristics and contextual variables (Bogler and Somech 2004), we need to understand role of

this interaction in explaining OCB’s (Podsakoff, MacKenzie, Paine, & Bachrach., 2000).

Organizational Citizenship behavior can be understood as the passion of employee of being

identified with the organization of which he/ she is a part of. Focus has been specifically on positive

relationship between EE and OCB (Chughtai & Buckley 2009, Babcock-Roberson & Strickland,

2010). OCB are behaviors aimed at individual and the organization (Williams & Anderson, 1991).

The previous studies and theories such as SET (Blau, 1964 ; Cropanzano & Mitchell, 2005) where

a teacher becomes more engaged then before through bestowed recognition and beneficial behavior

in return for beneficial conduct (Saks & Gruman, 2011), support the give and take relationship

between EE and OCB (Wat and Shaffer 2005 ; Babcock-Roberson & Strickland, 2010).

Some of the earlier researches found a correlation between the Employee Engagement and

OCB. OCB, having a proactive behavior is considered as an antecedent or internal constructs of

employee engagement (Saks 2006). Employee engagement holds the potential to improve the team

performance in an organization under the mediating effect of with organizational commitment and

citizenship behavior (Uddin, Mahmood, & Fan,2019). Although engagement factors when mediated

with employee engagement the contribution of employee factors to OCB is greatly increased and

enhanced. As according to a study the relationship between Work life balance, communication and

OCB is strongly enhanced and strengthened due to EE (Subramanian, 2016). On basis of former

research, this study hypothesizes a positive relationship among EE and OCB’s.

H2: Employee engagement is significantly and positively relates to Organizational

Citizenship Behavior.

2.4 Intention to Quit (I-Q):

An estimated prediction by individual about leaving the organization in near future is

defined as intention to leave (Vandenberg & Nelson, 1999). This phenomenon is considered

significant by both employee, thinking about quitting as well as for the manager faced by hiring

costs, training costs and organizational production (Siong, Mellor, Moore, & Firth, 2006), having

negative effects on organizations effectiveness and efficiency (Hom & Kinicki, 2001). Although


26

behind the scene triggering psychological process of this phenomenon is still vague. Behaviors are

immediate consequences of intentions and their true indicators ( Van Dick, Christ, Stellmacher,

Wagner, Ahlswede, Grubba, & Tissington, 2004); McCarthy et al., 2007). By identifying I-Q

factors, predictions about subsequent behavior and hence effective preventive measures, could take

taken. The contest to retain the capable employees in the petrochemical industry is an important

example for the organizations (Hwang & Kuo, 2006). Previous researches validate the negative

relationship among EE and turnover Intention (Saks & Gruman, 2011), where intention to leave is

caused by low EE (Harter et al., 2002 ; Firth, Mellor, Moore, & Loquet, 2004). Replicating past

literature, we propose:

H3: EE correlates negatively with turnover intention (I-Q)

2.5 Job Satisfaction (JS):

Job satisfaction (JS) can be defined as the degree to which people are likely to be are

indulged in work they perform, having completely or specifically an attachment to some reward or

condition (Spector, 1997). Causally speaking JS, through its association with practical success on

the job is effected by self-efficacy (Judge & Bono 2001; Luthans, Zhu, & Avolio, 2006). Only a

satisfied employee can become an engaged employee. Engaged employees have JS and commitment

by focusing on broad job and work attitudes. Fruitful output is based on these positive experiences

and emotions. Relationship of six work conditions with various work is mediated by the variable

of engagement outcomes and should be related to outcomes such as lower performance, increased

withdrawal, commitment and JS (Maslach et al., 2001). So, based on this we hypothesize that

H4: Job satisfaction is positively associated with employee engagement.

Previous literature reports various evidences of a positive relationship existing between

OCB and JS (Bateman & Organ 1983; Organ, 1988; Williams & Anderson, 1991; Lee & Allen,

2002). In “supervisory ratings of OCB" and "employee self-reported levels of job satisfaction." were

compared concluding a longitudinal and cross lagged relationship (Bateman & Organ, 1983). There

is a positive link between JS & OCB. Supervision & incentives makes this link more permanent.

Positive connection has been found between Extrinsic and intrinsic JS & OCB dimensions

(Williams & Anderson, 1991; Lee & Allen, 2002). Intrinsic satisfaction has been found to be

positively related to Organizational Citizenship Behavior Organization (OCBO) and not to

Organizational Citizenship Behavior Organization Individual OCBI (Lee & Allen, 2002) yet some

studies did not find a significant relationships of JS with either OCBO or OCBI (Chen, Hui, &

Sego, 1998 ; Randall et al., 1999). In the Malaysian context academicians' citizenship behaviors has

been found to be positively and directly affected by four job attitudes which include organizational

commitment, JS, procedural justice as well as distributive (Zulaiha, 2006).

H5: JS is positively associated with OCB.


27

Employee turnover is also known as the intention to quit (I-Q) an organization voluntarily.

The JS and I-Q are inversely related and I-Q is strong when total JS is low (Kinicki & Miao 2008).

JS is one the factors that contribute to people’s I-Q their jobs (Moore, 2001) yet importance of

identifying the factors that mediate the relationship between job turnover and job stress, from the

perspective of mangers as well as individual cannot be underestimated or ignored. One of the main

reason behind employees leaving their jobs is level the satisfaction of employees have with their

jobs (Mor Barak, Nissly, & Levin, 2001). A survey measuring team commitment, OCB and JS

involving self-directed teams conducted at three geographically diverse manufacturing facilities

found that JS and OCB are related and team commitment mediated this relationship (Foote & Tang,

2008).

H6: JS is negatively associated with I-Q.2.6 Leader Membership Exchange (LMX):

Considering the leadership with an organization brings us to the concept of LMX formed

on the assumption that a mature relationship among leader and follower is brought about by effective

leadership ( Dansereau, Graen, & Haga, 1975; Gerstner & Day 1997). The maturity of relationship

is determined by characteristics of mutual trust, influence, and respect for one another in developing

mutual responsibilities. A relationship in which the leader can dependent on follower for support

and productive feedback and the follower can also depend and rely at time of need on leader for

motivation, assistance and career investments (Graen & Uhl-Bien, 1995). The individuals with high

quality LMX relationship are better due to benefits they get such as more time , direction and

emotional assistance from leaders, are mentored (Scandura & Schriesheim, 1994) and are

introduced to key people in social network, generally an important source of political as well as

social resources and additional information (Sparrowe & Liden, 1997). Most importantly high

quality LMX relationship existing among the subordinate and manger provides psychological

safety which in turn enhances work engagement by restoration of vigor ( a core dimension of EE).

Another perspective for viewing the link between LMX and EE is offered by SET theory

which supports the reciprocation, as a fundamental human belief (Macey, Schneider, Barbera, &

Young, 2011). In return for the growth opportunities from leader the subordinates do feel compelled

to repay it with higher organizational commitment, citizenship behavior (Bhal, 2006), trust (Bauer

& Green, 1996), competency, innovation (Scott & Bruce, 1998) and most importantly with

dedication , absorption and vigor (Saks & Gruman, 2011). The mentors experiencing high quality

exchange relationship provide subordinates with resources to achieve work related goals, provoke

personal development and enhance work engagement as well as EE (Bhatnagar, 2007). Quality of

exchanges between the employee and immediate supervisors do have an impact on the engagement

within the organization. Moreover the study found that relationship between LMX and innovative

work behavior is mediated by work engagement and partially mediates I-Q ( Agarwal, Datta, Blake‐


28

Beard & Bhargava, 2012). On basis of previous literary evidence, we propose the following

hypothesis.

H7: LMX correlates positively with work engagement.

3. Research Model

4. Research Methodology

4.1 Causal Research

We collected the data through survey method. Being a self-administrated study we used

questionnaire as a tool to measure our scale for the study. Our research is causal research that is the

testing of a hypothesis on the cause and effect within a given market. To determine causality, the

variable causing a change in the other variable(s) is considered as a constant and then measure the

changes in the other variable (s). A common design of causal research is educational research

studies.

4.2 Sample/Data

It is essential to select a sufficient and large number of participants in order to develop

confidence in the survey results while making these results representative at the same time .In order

to ensure that there is a good and adequate sample size in a study, a 95% confidence level is used

(Niles, 2006). The study uses a self-administered survey technique to gather the responses from the

respondents with a 75% response rate. From the target population, a total of randomly selected 200

Job Satisfaction (JS)

Reward & Recognition

(R&R)

Leader Member Exchange (LMX)

Employee Engagement

(EE)

Organizational Citizenship Behavior

(OCB)

Intention to Quit (I-Q)


29

respondents were contacted out of which 150 respondents completed the survey which happens to

be quite good when comparing the response rates where the sample sizes tend to quite less.

The sampling technique which we used was convenient sampling and non-probability

sampling. Non-probability is a sampling method which is used when elements of the population

have either very few or no chance of selection at all where as in convenience sampling is about

getting a representative data through selecting people either due to the ease of their volunteering or

selecting respondents because they are either easily available.

4.3 Instruments and Measures

The first section was designed to include the demographics of respondents consisted of

gender, age, income and educational level. Section 2 includes the latent variables that are important

in the current study (Table 1). The scales of the study were based on past researches. Respondents

used a five-point Likert scale (1= strongly agree 2=agree 3=neutral 4=disagree 5=strongly disagree).

Table 1 Scales of the Study

No. Variable Items

1 EE 1. I find the work that I do full of meaning and purpose. 1

2. Time flies when I am working. 1.

3. I am enthusiastic about my job. 2

4. When I am working, I forget everything else around me. 4

5. When I get up in the morning, I feel like going to work. 3

6. I am proud of the work that I do. 5

7. It is difficult to detach myself from my job. 4

8. I can continue working for very long periods at a time. 6

9. To me, my job is challenging. 5

10. At my work, I always persevere, even when things do not go well.

2 JS 1. My basic salary is sufficiently paid according to my daily working hours and

workload.

2. I am satisfied with my chances for salary increases.

3. The work I do is appreciated.

4. I believe those that do well on the job have fair chances of being promoted.

5. It is possible to get promoted fast in my job.

3 I-Q 1. I will likely actively look for a new job in the next year.

2. I often think about quitting.

3. I probably look for a new job in the next year.

4 OCB

(individual)

1. I am willing to help others with work related problems.

2. I can adjust my work schedule to meet off time requests of others.


30

3. I am willing to give up my time for others with work /non work problems.

4. I am willing to assist others with their duties.

5 OCB

(Organizational)

1. I attend non required functions for organizational image.

2. I do offer ideas for organizational functioning improvement.

3. I am willing to take actions to protect the organization from potential problems.

4. I defend the organizations when other employees criticize.

6 LMX 1. I like my supervisor very much as a person.

2. I admire my supervisor’s professional skills.

3. I do not mind working my hardest for my supervisor.

4. My supervisor would defend me to others in organization if I made an honest.

7 R & R 1. I believe a pay raise is the reward my efforts.

2. I prefer job security as a reward of my services.

3. I feel promotion will reimbursement of my services to organization.

4. I believe in more freedom and opportunities as a reward.

5. I desire respect from people I work with in return for my services.

6. In return for my services, I want training and development opportunities.

7. I feel rewarded when efforts are publicly admired and applauded.

4.4 Procedure

The research was conducted on service sectors including banks, educational institutes and

telecommunication franchise of four cities: Bahawalpur, Bahawalnagar, Pakpatan and Lahore. After

the completed questionnaires have been collected, data in these questionnaires were entered and

coded into SPSS and further analysis was done.

4.5 Reliability Analysis:

Overall Cronbach’s alpha of EE questionnaire items was 0.915, which is that is more than

acceptable and recommended values of 0.50 (Nunnally, 1970) and 0.60 ( Moss, Prosser, Costello,

Simpson, Patel, Rowe, & Hatton, 1998). The results of the reliability indicate that all the 37 items

were reliable and valid in order to measure the opinions of respondent towards engagement.

Table 2 Reliability of Measurements Instrument

Scales Items Cronbach Alpha

EE

JS

I-Q

OCBI

10

5

3

4

0.892

0.797

0.871

0.740


31

OCBO

LMX

R&R

4

4

7

0.675

0.805

0.844

5 Analysis and Results

5.1 Profile of the Respondents

Personal and demographic information of the respondents is given in the following table.

Table 3 Respondents Profile

Variable Category Frequency Percentage

Gender Male

Female

91

59

60.7

39.3

Age(Years) 20-30 Years

30-40 Years

40-50 Years

50-60 Years

Above 60

100

31

14

4

1

66.7

20.7

9.3

2.7

0.7

Education Matriculation

Intermediate

Bachelor

Masters

MS/M Phil

PHD

8

3

25

81

27

6

5.3

2.0

16.7

54.0

18.0

4.0

Income(Rs.) Below 15,000

15,000-25,000

25,000-35,000

35,000-45,000

45,000-50,000

Above 50,000

32

44

29

22

7

16

21.3

29.3

19.3

14.7

4.7

10.7

5.2 Hypothesis Testing:

In this section, after meeting the reliability requirements, the proposed relationships in the

model are tested.


32

5.2.1 EE, LMX, R&R and JS

In this study the proposed relationship H1, among EE and LMX is validated by regression

results, where (β=0.206) and (p<0.01), supports a strong positive relationship between EE and LMX.

Also regression results confirm H2, indicating a very significant and positive relationship existing

between EE and Reward & Recognition with results (β=0.526) and (p<0.001). A positive/

significant relationship between EE and JS with (β= 0.241) and (p<0.001) was confirmed by the

regression analysis.

5.2.2 OCB (OCB), EE and JS:

The regression analysis show a very strong positive relationship between EE and OCB

resulting in (β=0.608) and (p<0.001).This validates the proposed H3. But results of the regression

analysis conducted do not validate the H6, that there is a significant positive relationship between

OCB and JS giving values of (β=0.55) and (p= .460).

5.2.3 I-Q, EE and JS:-

The regression results do support a negative and significant relationship between EE and

I-Q and accept H4. The resulting values are (β=- 0.167) and (p<0.010). The relationship between I-

Q and JS or H7 is confirmed by supportive evidence of (β= -0.97) and (p<0.05). Table given below

summaries the above regression results conducted under this study and Figure 1 shows the graphical

arrangement of the structural model.

Table 4 Regression Results

Hypothesis Model Variables Estimates S.E p Results

H1 LMX EE .206 .052 ** Supported

H2 R&R EE .526 .062 *** Supported

H3 EE OCB .608 .072 *** Supported

H4 EE IQ -.167 .153 ** Supported

H5 JS EE .241 .048 *** Supported

H6 JS OCB .55 .060 .460 Not Supported

H7 JS IQ -.097 .128 * Supported

Where *** p<0.001, **p<0.01 and *p<0.0

6. Discussion

In recent time EE is matter of great discussion especially among consultants. There is little

proof available about the importance of EE in organizations and it is still unclear whether it is really


33

important or is it just a new concept in management cult. This research gives us insight in the

antecedents and consequences of EE. SET is an important concept in understanding the construct of

EE. Our research studied the mutual relationships and the relationships of job satisfaction, reward

and recognition, LMX on EE and effects of EE on OCBO and I-Q were discussed. Earlier studies

confirmed that autonomy in job leads to JS as employee feels successful (Judge &Bono 2001). Our

study confirmed that there is strong relationship between JS and EE. One important aspect is reward

and recognition in creating EE in employees. The benefits and rewards is the main cause of

employee to be engaged with his /her job. Previous studies found out 26 key antecedents to EE and

R&R is one of them. The research confirmed that people feel more satisfied and engaged if they are

rewarded materially, financially and emotionally (psychologically). Our findings confirmed that

there is very strong relationship between EE and R&R whereas level of satisfaction also exist on

positive side. Previous studies showed that when people are contented with HR procedures in the

organizations, they are energetic, perform better and are supportive towards supervisor

/subordinates. Findings suggested that standard of relationship with immediate boss defines

engagement level .The more the employee is engaged with his organization more he will feel

pleasure and enjoy his work and working environment (McCarthy, Tyrrell, & Lehane, 2007 ; Saks

& Gruman 2011). Another study suggested the immediate leader or manager is just like guide and

teacher who gives their subordinates direction and information moreover they create positive

attitude to put more efforts and abilities to their assigned task whereby enabling them to generate

Engagement within themselves (McCarthy et al., 2007). Our study confirmed that a good leader or

supervisor is very important to foster engagement in their subordinates. Previous researches showed

the strongest relationship between OCBO and JS suggesting that engaged employee are more

satisfied, having higher productivity levels and adding value to organization. Moreover they have

no intentions to leave as they perceive organization’s goals as their own personal individual goals

(Schaufeli & Bakker, 2010).They become risk takers and pioneers in better interest of organization.

The results of the present finding are in support of the evidence from previous research work

employee engagement (job and organization engagement) mediated the relationship between reward

and recognition and job satisfaction, Intention to Quit and OCB (Saks, 2006).

The concept of SET best explains the OCBO according to that the benefits and rewards

one receive from organization is returned in the form of high level of engagement (Blau, 1964 ;

Cropanzano & Mitchell, 2005). Our study confirmed that people showed high level of OCBO and

OCBI if they are highly engaged and high levels of engagement showed higher level of OCBO and

OCBI, but study does not confirm that satisfied employee showed high standards of OCBO and

OCBI. Employee Turnover can be avoided by taking preventive measures against leave intentions

and turn over intentions (Hwang & Kuo, 2006). Studies showed that low EE leads to leave intentions

(Firth, Mellor, & Loquet, 2004). Our studies confirmed these results and it was found out that there

is negative relationship between EE and turnover intentions. It was also found out that JS and turn

over intention is also related to each other.


34

6.1 Limitations and Future Findings

A combined measure of OCB including both individual and organization factors with

majority data gathered is the first limitation. Future research could better understand and interpret

effects of both OCB types on employee engagement. Secondly, research is irrespective of employee

status (full-time versus part-time employees) or specific work context. Future studies of variables

effecting EE, of a single profession / industry, considering employee status could be more useful.

Thirdly, though questionnaires were self-administered, people found it difficult to understand of

questions asked due to lack of language (English) proficiency and command .A translated

questionnaire might provide more accurate responses. Fourthly, self-reports limited possible

answers to questionnaire items thus failing to incorporate the richness and diversity of the

participants’ responses and inclining them to give sociably suitable or biased responses. Fifthly the

cross sectional data was gathered using survey method. Multiple data collection methods and

longitudinal research design across different employee designations and levels could be used. Lastly

the small random sample selected could have overlooked some significant aspects. Future

replicative researches with larger sample sizes, using other sampling techniques can help to validate

the research findings.

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1*College Of Education, Air University Islamabad, Pakistan E.mail: [email protected] 2Institute of Health Management, DOW University, Karachi) E.mail: [email protected] 3Institute of Health Management, DOW University, Karachi) E.mail: [email protected]



Factors Influencing Consumers’ Preference for Purchasing Footwear Brands 1*Aamir Abbas, 2Saqib Qamar, 3Muhammad Shahzad

Article History:

Received:

09 Aug, 2019

Revised:

13 Mar, 2020

Accepted:

10 May, 2020

ABSTRACT

Objective: Objective of the present study was to analyze the key factors influencing

consumers’ preference and selection for purchasing footwear brands.

Methodology: In order to assess the factors influencing consumers’ footwear brands

preference, Students of three departments i.e. Institute of Health Management; Dow

College of Pharmacy and Institute of Medical Technology of Dow University of Health

Sciences were selected for the data collection. A sample size of 150 respondents was

recruited by using convenience sampling technique. Data was analyzed with the help

of Statistical Package of Social sciences (SPSS 22). Correlation, Anova and

Regression analysis was applied to analyze the relationship of independent variables

and the dependent variable.

Results: Results of correlation, anova and regression analysis shows that there is a

significant relationship between price, product quality and consumers’ preference.

Recommendation: Present study is beneficial for the footwear manufacturing

industry. They have to incorporate product quality in their product since this variable

is more influential on the consumers’’ preference. Particularly, they have to build the

name of the brand which is recalled in their consumers’ subconscious mind, in terms

of features and perceived quality which fulfill their functional benefits.

Keywords: Factors; Consumers’ Preference; Purchasing; Footwear Brands

1. Introduction

Globalization has changed every aspect of our lives; previously consumers’ were focused

on price of the product but now consumers’ have knowledge and they compare different footwear

brands with each other. The consumer focus on quality has led to the fashion constituting the

purchase of expensive brands which are of better quality. Present study explores factors that

influence consumers’ when they make decision for purchasing footwear. Ladies want an attractive,

stylish footwear which feels comfortable to them to create a good impression on others. Footwear




ISSN: 2523-0417(Online), 2521-5876 (Print) Factors Influencing Consumers’ Preference for Purchasing Footwear Brands

41

is a major and lucrative industry resulting in many competitors offering low prices which switch

consumers from one brands to other brand (Nasar et al., 2012).

Different competitors have different strategies for selling the product. Some are offering

discounted prices and some are making loyal consumers’ by providing quality footwear. In the

footwear industry the method for promotion is providing a quality product which will create an

excellent image in the minds of consumers’. Now a day’s females wear different types of footwear,

not only to shield and comfort their feet but also to convey good representation through stylish

footwear (Wang, 2014). Shoes industry creates a rank character for people and they accept it easily

(Guzel, 2013).

1.1 Problem of the Statement

There are various types of factors which were used by marketers and manufacturing

industry to influence the consumers’ purchasing decisions. The problem this research addresses is

to analyze and determine the factors that affect the consumers’ preference in purchasing the

footwear brands. Present study also concludes that which are the most significant factors that

influence consumers’ preference of the footwear brands. The findings of this study will be greatly

beneficial for the marketers and manufacturing industry alike.

1.2 Research Objective

Objectives of the present study are as following;

To find out the socioeconomic conditions of the respondents

To analyze the key factors which affect the consumers’ preference for purchasing

brand footwear in Karachi

To find out the consumers’ perceptions about purchasing brand footwear

1.3 Justification of Study

There are many footwear brands available in the market. Additionally, many factors are

involved to attract the consumers’ attention, through which consumers’ are influenced for the

selection or preference to that footwear brand. This research was mainly focused on the analysis of

those factors that affect the consumers’ selection or preference towards those footwear brands.

The outcome of this research will be beneficial for marketers, apparel or clothing companies and

footwear brands. This research also assists the footwear brands on how they should expand their

strategies, which affects the consumers’ selection preference.

ISSN: 2523-0417(Online), 2521-5876 (Print) Aamir Abbas, Saqib Qamar, Muhammad Shahzad

42

1.4 Scope

This research is beneficial for companies’ financial growth and increasing their

market share.

This research will be helpful for upcoming footwear brands and existing footwear

brands to improve their strategy.

This research will be helpful for marketers to enhance the quality of their products to

grab the attention of their consumers’.

1.5 Hypothesis

Following are the hypothesis of the present study.

H1: There is a significant relationship between footwear brands price and consumers’

preference

H2: There is a significant relationship between footwear brands quality and consumers’

preference

H3: There is a significant relationship between consumers’ brands conscious and

consumers’ preference

H4: There is a significant relationship between brand loyalty and consumers’ preference

H5: There is a significant relationship between brand’s store location and consumers’

preference

1.6 Conceptual framework

Price

Quality

Consumers

Preference

Brands

Loyalty

Brands

conscious

Store

location


43


According to the study of Girma & Mulugeta, (2016) consumers’ demands and their

preferences have changed now towards the footwear industry. People are more conscious about their

outlook and they follow new trends of fashion industry. Consumers’ behaviors have also changed

towards new products. With the rapid advancement in the field of information communication

technology, people now a day are adopting different new fashion trends. Anand & Alekya, (2015)

determined in their research study that footwear industry has been generating more employment

opportunities, revenue and enhanced exports. According to their study the footwear industry’s

production increases their market share at a higher rate in the future from a current rate of 10-15%,

by incorporating advanced technologies.

A study on brand conscious buyers of India reveals that on the basis of quality, consumers

evaluate features of brands, their design and comfortably which make them loyal to specific brands

(Naushad et al., 2014). Previously Price was very important point in the mind of consumers’ but

now they focus on the quality of the product (Lim., Atik., & Aprianingsih, 2015). According to the

previous researches it is showed that most of the consumers’ considers the reduction in the price

and discount deals to transform their purchasing decision but most of them are the mature

consumers’ (Kumar & Advani, 2015). Another research study shows that the style, quality, variety,

brands consciousness, price of the product and durability are the most considerable factors that alter

the purchasing decision and the brand loyalty of the consumers (Ayandis, 2014). Most of the

researches showed that discounted prices or special deals negatively affect brand loyalty, as well as

the high price conscious consumers want to pay additional prices for better quality and they have

lower buying intention. Consumers’ preference decision has been based on the product quality rather

than the lower prices (Derakhshide & Emadzadeh, 2012).

Another research of (Al-Salamin & Al- Hassan, 2016) proposed, when consumers’ glance

his sight on a price of $4.99 since this being closer to four dollars than almost five dollars, this

triggers an enhanced consumers’ reaction towards such pricing strategy which is constructed on the

theory that prices have a psychological impact on the psyche of consumers’ buying preference.

Product quality has different features and uniqueness in service that has potential to convince

consumers. Previous research studies reviewed that quality of the product consists of such

components which include features, functions, services of the product, and material that create the

capability to satisfy the needs of the consumers (Lim & Aprianingsih, 2015). Product quality

includes the following elements such as material, size, color, fitting and the performance of the

product, which will affect the consumers’ preference for purchasing a single brand or switch around

to different brands (Mohan, 2014). According to Girma & Mulugeta, (2016) brands are symbolic

which provide all the information of product which is associated with the product such as product

features, characteristics, assistance and values, because it helps for developing the position of the

brands and positive self-image in consumer’s mind. Most of the latest researches state that brands


44

would be built through the name, symbol, its interior design or it would be integration of these

elements that will help the consumers’ to identify (Hussain & Ali, 2015).

For the marketing purpose loyalty concept is very important (Maheshwari & Jacobsen,

2014). Research in the clothing sector revealed that brand loyalty creates a positive result when it

comes to consumers’ preference and consumers’ purchase decision. The notion of brand loyalty is

considered as highly appropriate among researcher such as quality, right pricing, sales services and

store location for shoes manufacturers (Wang, 2014). Store environment creates huge impact on

consumers’ emotion and satisfaction, as well as convenient store location retail outlets influence the

consumers’ purchase decision (Hussain & Ali, 2015). Consumers’ preference is the decision

making process for buying product and services. Marketer should know if they want to satisfy the

consumers’ needs, make consumers’ loyal and retain the existing consumers’ they have to make a

strong strategy, therefore increase their competitive position. It is impossible today to continue being

cost competitive and present every feature wanted by consumers’ (Kocoglu, et al., 2015).

3. Research Methodology

Present study is designed to determine the factors influencing consumers’ preference for

purchasing footwear brands. Researchers adopted a quantitative approach for the present study and

selected a sample for data collection, composed of girls who have purchased and used footwear

brands. A sample size of 150 respondents was selected through convenience sampling technique.

The research has been conducted in Institutes of Dow University of Health Sciences and data was

obtained from the respondents of three departments Institute of Health Management; Dow College

of Pharmacy and Institute of Medical Technology. 50 respondents were selected from each

department to assess the factors influencing consumers’ preference for purchasing footwear brands.

Data was collected using a 20 items questionnaire having 5 point Likert scale. (Citation/ Was the

questionnaire adopted/adapted?) SPSS version 22 was used for data analysis. Correlation, Anova

and Regression analysis was applied to analyze the relationship of independent variables and

dependent variable. The data is presented in the shape of appropriate tables.

4. Data Analysis

4.1 Reliability Test

Table: Reliability, Mean, and Standard Deviations Values

Variable Cronbach’s Alpha Mean Std. Deviation

Price .593 7.7000 1.86364

Quality .622 5.6533 1.92471

Brands loyalty .733 7.0933 2.13110


45

Brands conscious .781 7.1467 2.64039

Store location .410 7.4067 2.03690

The value of Cronbach’s Alpha for the three items of price of footwear brands is 0.593, for

the variable of quality of footwear brands the value is 0.622, for the variable of brands loyalty the

value is 0.733. Similarly, the Cronbach’s Alpha for the variable of brand consciousness is 0.781 and

the value of the three items of the variable of store location is 0.410, which shows that data is reliable

and suitable for use in this research.

Table 4.2: Age of consumers’ - Frequency Percentage out of 150 samples

Age Frequency Percentage

18-22 Years 85 56.7%

23-28 Year 65 43.3%

Table 4.2 computes the variable of age of the consumers’, results show that the majority of

the respondents at 56.7% belong in the age group of 16-20 years and remaining 43.3% respondent’s

fall in-between 23-28 years.

Table 4.3: Brands selection of footwear brands by the respondents

Footwear Brands Frequency Percentage

Aero soft 10 6.7

Bata 37 24.7

English 24 16.0

Service 20 13.3

Borjan 2 1.3

Hush puppies 17 11.3

Stylo shoes 40 26.7

Table 4.3 computes the variable brands selection of footwear brands by the respondents,

results show that 6.7% respondents prefer Aerosoft, 24.7% prefer Bata, 16% EBH, 13.3% Service,

1.3% Borjan, 11.3% Hush Puppies and 26.7% respondents prefer Stylo shoes.


46

Table 4.4: Correlation of Dependent and Independent Variables

Pearson Correlation

CP PR PQ BL BC SL

CP 1.000 .293 .315 .281 .274 .280

PR .293 1.000 .057 .281 .540 .333

PQ .315 .057 1.000 .325 .327 .260

BL .281 .281 .325 1.000 .534 .399

BC .274 .540 .327 .534 1.000 .461

SL .280 .333 .260 .399 .461 1.000

Consumers’ Preference

(Sig 1 tailed) . .000 .000 .000 .000 .000

PR .000 . .245 .000 .000 .000

PQ .000 .245 . .000 .000 .001

BL .000 .000 .000 . .000 .000

BC .000 .000 .000 .000 . .000

SL .000 .000 .001 .000 .000 .

In the table 4.4 results of the correlation analysis show that consumers’ preference was

found positively correlated to price of footwear brands; product quality; brands loyalty; brands

conscious and store location. Following are the results of dependent and independent variable

correlation.

There is a significant relationship between price of footwear brands and consumers’

preference as values (Sig = .000; Pearson Correlation = .293), indicates that the relationship is

significant: p-value is below standard p-value of 0.01. There is a significant relationship between

brand quality of footwear and consumers’ preference as values (Sig = .000; Pearson Correlation =

.315), indicates that the relationship is significant: p-value is below standard p-value of 0.01. There

is a significant relationship between brand loyalty of footwear and consumers’ preference as values

(Sig = .000; Pearson Correlation = .281), indicates that the relationship is significant: p-value is

below standard p-value of 0.01. There is a significant relationship between brands conscious of

footwear and consumers’ preference as values (Sig = .000; Pearson Correlation = .274), indicates

that the relationship is significant: p-value is below standard p-value of 0.01. There is a significant

relationship between store location and consumers’ preference as values (Sig = .000; Pearson

Correlation = .280), indicates that the relationship is significant: p-value is below standard p-value

of 0.01.


47

4.5 Regression Analysis

Table: 4.5 Model Summary

Model R R 2 Standard

Error

R2

Change

F Change DF1 DF2 Sig

Level

1 .445 .170 .56696 .198 7.125 5 144 .000

a. Predictors: (Constant), Store Location, Product Quality, Price, Brands Loyalty, Brands

Conscious

In the model Summary table, the value of “R” is .445 which shows the correlation or

strength of association is 44.5% between the independent variables that are store location; product

quality; price; brands loyalty; brands conscious and dependent variable is consumers’ preference. R

Square is the percentage of the variation on dependent variable due to change in independent

variable. The value of R Square is .170, which shows that 17% of variation in dependent variable

(consumers’ preference) is due to change in independent variables (Pr, SL, PQ, BL, BC). Likewise,

the value of Durbin Watson illustrates that no autocorrelation error in data exist.

Table 4.6: ANOVA Analysis

ANOVAb

Model Sum of square df Mean square F Sig Level

1 Regression 11.452 5 2.290 50.125 .000a

Residual 46.287 144 .321

Total 57.739 149

Dependent Variable: Consumers’ Preference

Predictors: (Constant), (PR, PQ, BL, BC, SL)

In regression model ANOVA table 4.6 shows the overall significance of model. The

significance value is .000 less than .05, which shows that over all model is significant. The F Value

50.125 shows the combine effect of the model. The degree of freedom shows that the number of

independent variables that went into calculating the estimate. In regression, the value of df is 5

which indicate 5 independent variables that went into calculating the estimate. The value of df in

total that, there are 144 samples and in residual it is 149.


48

Table 4.7: Regression Coefficients - Values and Effects of each Independent Variable

Model

Unstandardized Coefficients

Standardized

Coefficients

T Sig. B Std. Error Beta

1 (Constant) .624 .261 2.392 .018

Price .235 .091 .234 2.591 .011

Product Quality .243 .079 .251 3.063 .003

Brands Loyalty .100 .080 .115 1.253 .212

Brands

Conscious -.034 .075 -.048 -.452 .652

Store Location .103 .080 .113 1.294 .198

a. Dependent Variable: Consumers’ Preference

Table 4.7 found the values and effects of each independent variable (PR, PQ, BL, BC, SL)

on dependent variable (CP). The beta of Price is .235, which shows this variable positively impact

on consumers’ preference and their impact is significant because sig. value is .011, which is less

than 5%. The beta of product quality is .243 which indicates that variable has a positive impact on

consumers’ preference and its impact is significant because the sig. value is .003, which is less than

5%.

The beta of brands loyalty is .100, which also shows the positive and insignificant impact

on consumers’ preference because their sig. value is .212, which is greater than 5%. The beta of

brand conscious is -.034, which shows the positive and insignificant impact on consumers’

preference because their sig. value is .252, which is greater than 5%. The beta of store location is

.103, which shows the positive but insignificant impact on consumers’ preference

Table 4.8: Mean, Standard Deviation

Factors Rank Mean St. dev.

1 Price

I usually prefer to purchase expensive footwear

brands

2.7200 .98390

I prefer to purchase footwear which available on

sale

2.6133 1.02837


49

Price is crucial determinant for me 2.3667 .82264

1st 2.56 0.944

2 Quality

I connect this brands with high quality 1.9600 .84250

I am willing to pay higher price for the

guarantee of quality

2.0600 .88409

Quality is important to me when i am

purchasing footwear brands

1.6333 .82264

5th 1.88 0.847

3 Brands loyalty

I repeatedly purchase this brands 2.2200 .83441

This brands is more prominent than their rival

brands

2.2400

.84090

Quality is important to me when i am

purchasing footwear brands

2.6333 .95830

4th 2.36 0.877

4 Brands conscious

I usually prefer and buy well-known brands 2.2200 1.06102

Try to stick to certain footwear brands 2.3467 .93407

Pay more attention to the brands name 2.5800 1.08850

3rd 2.38 1.02

5 Store location

More store sell this brands shoe in comparison

to their competing rivals

2.6400 .92163

Stores offering sales/promotion 2.4000 .93407

Store design encourage me to purchase more 2.3667 1.13762

2nd 2.46 0.99

5. Conclusion and Recommendations

5.1 Hypothesis Results

Hypothesis Statements Sig Level Results

Ha1: There is a significant relationship between

price and consumers’ preference

0.011< 0.05 Alternate Hypothesis is

Accepted


50


quality and consumers’ preference


Accepted


brands conscious and consumers’ preference


Rejected


brands loyalty and consumers’ preference


Rejected


store location and consumers’ preference


Rejected

5.2 Conclusion

The present research will be supportive for footwear industry in discovering the preference

of consumers’ as to their inclinations in footwear brands and the factors affecting them

(preferences). The research was conducted in Dow University for student’s preference in selection

of footwear. The results show that the relationship between price and consumers’ preference

coefficient is of significance at a value of 0.011 which is less than 0.05, so existing alternate

hypothesis” There is a significant relationship between price and consumers’ preference” is

accepted. Relationship between quality and consumers’ preference coefficient is also of significance

at a value of 0.003 which is less than 0.05, so alternate existing hypothesis “There is a significant

relationship between quality and consumers’ preference” is accepted, Relationship between brands

consciousness price and consumers’ preference coefficient significance value 0.212 which is greater

than 0.05, So existing Alternate hypothesis “There is a significant relationship between brands

conscious and consumers’ preference” is rejected, Relationship between brands loyalty and

consumers’ preference coefficient significance value 0.652 which is greater than 0.05, So existing

alternate hypothesis There is a significant relationship between brands loyalty and consumers’

preference” is rejected, Relationship between store location and consumers’ preference coefficient

significance value 0.198 which is greater than 0.05, so existing alternate hypothesis “There is a

significant relationship between store location and consumers’ preference” is rejected.

Correlation between price and consumers’ preference level of Sig value is .000 and Pearson

Correlation is .293). There is also a significant relationship between product quality and consumers’

preference (Sig = .000; Pearson Correlation = .315), brands loyalty and consumers’ preference (Sig

= .000; Pearson Correlation = .281), brands conscious and consumers’ preference (Sig = .000;

Pearson Correlation = .274) as well as between store location and consumers’ preference (Sig =

.000; Pearson Correlation = .280).

5.3 Recommendation

This research study has been beneficial for the footwear manufacture industry; they have

to incorporate product quality in their product since this variable is more influential on the


51

consumers’ preference. Particularly they have to build the name of the brands which is recalled in

their consumers’ subconscious mind, in terms of features, perceived quality which fulfill their

functional benefits.

Retailer and manufacture should create their brand value, which have to be incorporated with

emotional values, symbolic characteristics, and perceived brands status. Also the marketing strategy

such as promotion of the footwear manufacture should be tailored to specific consumers’ gender i.e.

that communication to the girls and ladies should focus on the comfort, durability, pricing strategy,

and product quality. This derives the long lasting features of the product, to develop their brands

loyalty relationship with their consumers’.

The manufacturer should understand their consumers’ preference variables which is built on the

brands name, develop effective brands strategy that influence consumers’. Additionally, the store

outlet interior designs and consumers’ friendly environment, create the impact on consumers’.

5.4 Future Implication

This study is limited to a particular industry and along with a limited sample size. Future

researchers should investigate other types of factors such as four marketing “P” and also analysis

should be done on the relationship between why product quality has a very strong relationship with

consumers’ preference, determinant the characteristics of brands quality and their implied element

which influence the consumers’ behavior. We have targeted only footwear sector as a category of

female respondent, there are other sectors such as luxury product, and brands clothing section and

daily FMGC products which can also be investigated.

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1,2,3National Defence University, Islamabad, Pakistan. Email: 1,[email protected], [email protected], [email protected]



Usage and Acceptability of Electronic Human Resource Management (e-

HRM) in Pakistani Organizations 1*Ayesha Zareef, 2Adnan Jamil, 3Shazia Hassan

Article History:

Received:

12 Mar, 2020

Revised:

29 Apr, 2020

Accepted:

10 May, 2020

ABSTRACT

Introduction: Today is the era of development in information technology. From the

past IT has increased benefits as well as opportunities for both individuals and

organizations. The demand for E-HRM adoption and its implementation is increasing

with every passing day. This paper aims to facilitate organizations to recognize and

know the importance of adoption and implementation of electronic human resource

management in Pakistan, to point out and recognize the factors affecting individuals

to use E-HRM, and to contribute to the literature on E-HRM.

Methodology: Relationship between Perceived performance expectancy, Perceived

effort expectancy, Social influence, Facilitation condition, Intentions to adopt and

Actual use is explained using UTAUT model. Questionnaire was distributed among

149 professionals working in different organizations in Rawalpindi and Islamabad.

Before hypothesis testing several tests have been conducted such as descriptive

analysis, correlation, and reliability test. Furthermore, SPSS has been used for

hypothesis testing.

Findings: The findings of this research study has underlined important aspects which

are affecting the adoption, implementation and actual use of technology in

organizations working in Pakistan, it has given empirical evidence for the applicability

of UTAUT to the adoption of technology (Rozee.pk) through survey of 149 Rozee.pk

users. From the results it is observed that both effort and performance expectancy

notably affect intention towards using Rozee.pk towards the actual use of technology.

Keywords: Electronic Human Resource Management, UTAUT, Rozee.pk, TAM

1. Introduction

Today is the era of advancement towards technology. From the recent past it is observed

that information technology has increased benefits as well as opportunities for both individuals and

organizations. Moreover, Globalization has increased the drive to be more successful and

competitive in market. The demand for E-HRM adoption and its implementation is increasing with

every passing day as technology is developing day by day. E-HRM provides information to

employees and employers at anytime and anywhere (Panayotopoulou, Vakola, & Galanaki, 2007a).



ISSN: 2523-0417(Online), 2521-5876 (Print) Ayesha Zareef and Adnan Jamil

54

E-HRM has been growing rapidly and has emerged as distinctive research area. Rapid development

of technology and excessive use of internet increased the adoption of E-HRM within organizations

(Strohmeier, 2007). Ruel, Bondarouk, & Van der Velde, (2007) and Yusoff, Ramayah, & Ibrahim,

(2010) also reveals that there is less study in E-HRM area, but it is widely being practiced in the

world. Using the electronic human resource management applications, the burden of HR experts is

reduced and it provides a more efficient and effective way to implement and practice HR activities.

Hence the intention of technology acceptance may have stronger implications in the adoption of E-

HRM. (Voermans & van Veldhoven, 2007) introduced the adoption of E-HRM on the basis of TAM.

According to technology acceptance model the behavior intention of an individual can be

identified toward using system through computers. According to (Davis, 1989) the impact on

various variables like acceptance of user, their attitude etc. should be covered by research on

technology acceptance model. According to (Venkatesh, Morris, Davis, & Davis, 2003) there had

been a criticism on simplicity of TAM to explain attitudes towards adopting technology, Therefore,

present investigations objective is towards contributing to literature with the help of UTAUT

framework. Unified theory acceptance and use of technology is the advanced form technology

acceptance model, it explains the ability and limit of individual to accept IT, and it also gives a

guideline for the research. UTAUT gives more simple and polished way to understand the intention

of individuals to adopt and use information technology and explain how their behavior changes over

time. However further research is necessary to improve this study for understanding individual

intentions and behavior with respect to technology adoption and its use (Borrero, Yousafzai, Javed,

& Page, 2014; Venkatesh et al., 2003).

In Pakistan the concept of electronic human resource management was not well known

previously, today due to globalization and the increasing demand of organizations efficiency and

effectiveness in business activities, HRM is adopted but still it is in its initial stages. In 1954

Government of Pakistan established a non-profit organization named as Pakistan institutes of

management (PIM) who introduced HRM and its significance and today it is one of the leading

organizations in Pakistan managing human resource development. Following PIM, Human

Resource Development Network (HRDN) was established in 1999 that focus on human resource

development professionals and corporations. Due to the continuous efforts on part of these institutes,

HRM gained popularity and importance within various organization of Pakistan.

Moreover, owing to the digital revolution, e-HR emerged as a new way of practicing HRM

activities with the latest web-based and computer-based tools and applications. E-HRM is mostly

practiced in developed countries like USA, most of the studies found are related to developed

countries and few are found on underdeveloped countries like Malaysia (Yusoff & Ramayah, 2011).

Today’s era is of rapidly changing technology and it is the need of organizations to adopt and use

applications of E-HRM to gain goals and objective of organization with efficiency and effectiveness.

In order to understand how E-HRM influences the work of human resource professionals, it is

important to look at the different ways in which human resource management is conducted within

ISSN: 2523-0417(Online), 2521-5876 (Print) Usage and Acceptability of Electronic Human Resource Management (e-HRM) in Pakistani Organizations

55

organizations. (Joma Mahfod, Noof Yahya, Khalifa, Faisal al, & Mad., 2017). Moreover, Electronic

human resource management (e-HRM) systems become more widely used by profit and non-profit

organization (Winarto, 2018). As Pakistan is one of the underdeveloped countries, its economy is

not that stable as compared to developed country economies, it lags behind in technological changes

and technological adoption. E-HRM is less practiced in organizations, there are few organizations

that have adopted E-HRM in Pakistan such as SNL financial Pakistan.

This research study explains the relationship between Perceived effort expectancy,

Perceived performance expectancy, Social influence, Facilitating conditions, Intentions to adopt and

actual use of technology. Present research study objective is to find out those factors which may

impact the acceptance of technology and its use for performing HR related activities. It will also

help HR professionals to understand the behavior of individual using electronic human resource

management applications and also explain the factors effecting to the usage and adoption of E-

HRM.

1.1 Research Problem

Past research lacks the study related to E-HRM practices particularly in Pakistani context.

Therefore, Present investigation proposes towards the identification of those factors which may

impact the adoption and use of technology (E-HRM) within organizations working in Pakistan.

1.2 Research Objective

Following research objectives are to explain the intentions to adopt E-HRM using UTAUT

model:

1. To examine the relationship between attitudes of individual and their intention to adopt E-

HRM.

2. To examine the usage and acceptability of Information system (E-HRM).

3. To examine the factors affecting the intentions to adopt and actual usage of E-HRM.

1.3 Research Questions

After developing deep insight about electronic human resource management and its

development, we draw following research question:

What are the factors that are important for adoption of E-HRM in an organization?

From the above given research question, we draw a number of sub-questions:

1. Is perceived performance expectancy related to intention to adopt E-HRM?

2. Is perceived effort expectancy related to intention to adopt E-HRM?

3. Does facilitating conditions related to intention to adopt E-HRM?

4. Is social influence related to intention to adopt E-HRM?


56

5. Does intention to adopt E-HRM predict the actual adoption?

1.4 Significance of the Study

Present research benefits organizations to help them understand the importance and ways

of adoption and implementation of E-HRM within organization working in Pakistan. Moreover,

Present investigation will be helpful towards finding and understanding those elements which may

directly or indirectly affect individual behavior, their intention towards adoption and using IT.

Furthermore, Pakistan is not a stable country and its economy is not developed, therefore, HRM

itself is in its developing stage and when we talk about E-HRM, it is in its initial stage. Moreover,

there are only few organizations in Pakistan which are using E-HRM systems for HR practices.

Little research is done regarding E-HRM, therefore present investigation will contribute towards a

better understanding of factors affecting technology adoption on the basis of UTAUT model as well

as contribute to the literature regarding E-HRM by professionals and organizations in Pakistan.

2. Research Model and Hypothesis

Research model used in this study is based on UTAUT model given by Venkatesh in 2003

and TAM (Mark et al., 2010) (Davis, 1989). In this research model the actual use represents an

individual’s behavior and its intention to use and adopt these models which are based on IT taking

into account the perceived performance expectancy, perceived effort expectancy, social influence,

and facilitation conditions.

2.1 Unified Theory of Acceptance and Use of Technology (UTAUT)

UTAUT model consists of four independent variables that are explaining behavioral

intention and usage: Performance expectancy, effort expectancy, social influence, facilitation

conditions (Venkatesh et al., 2003). For this research study these four constructs of UTAUT model

based on (Brown &Venkatesh, 2005; Venkatesh et al., 2003; Borrero et al., 2014) has been adapted

to explain the actual use of technology and relationship between them. In this context Perceived

performance expectancy refers to which actual use of IT will be supporting individuals who are

using such models. Perceived effort expectancy refers to simplicity and easiness towards actual use

of technology. Social influence explain how social circle perceive towards the use these models.

Finally, facilitation conditions is the degree of user’s perception on available support as

well as resources that will facilitate them in the actual use of model. As per UTAUT these four

constructs which are given below in model have an impact towards using and adopting technology

(Brown &Venkatesh, 2005; Venkatesh et al., 2003; Borrero et al., 2014).


57

Figure 1: Research Model

H1: Perceived effort expectancy will have positive impact on actual use of technology using

Unified Theory of Acceptance and Technology model.

H2: Perceived performance expectancy will have positive impact on actual use of

technology Unified Theory of Acceptance and Technology model.

H3: The Social influence in using Unified Theory of Acceptance and Technology model

will positively influence the actual use of technology.

H4: The Facilitating conditions in using Unified Theory of Acceptance and Technology

model will positively influence actual use of technology.

H5: Intentions to adopt E-HRM have a moderating effect on actual use of technology using

Unified Theory of Acceptance and Technology model.

2.2 Variables and Measures

To measure these four constructs of UTAUT model 5 point Likert scale is used with the

anchors being 1= (strongly Disagree) to 5= (strongly Agree).

2.3 Data Collection and Participant Profile

Present study is quantitative and cross sectional in nature. Moreover, this study shed light

on Professionals particularly, HR professional, HR heads and HR team members. Survey was

conducted online. A total of 35 companies were randomly chosen from Islamabad and Rawalpindi

Perceived Effort

Expectancy

Actual Use of

Rozee.pk

Perceived

Performance

Expectancy Intentions to

Adopt

Rozee.pk Social Influence

Facilitation

Conditions


58

to collect data through convenient sampling technique. Moreover, 200 questionnaires were

distributed out of which 149 were received back.

Data collection procedures used for this study was through questionnaire and emails.

Questionnaires were sent to professionals using google forms, however, keeping in view of response

various calls were conducted and on repetitive requests organizations started filling questionnaires.

Questionnaire was adopted given by (Venkatesh et al., 2003), some of the items related to variables

were adopted from (Borrero et al., 2014). The questionnaire was designed according to the

requirement of this study is on five point Likert scale; first part included the personal information

of individual, second part is related to independent variables, third include dimensions related to

moderated variable and finally, fourth contains items related to dependent variable.

3. Data Analysis Techniques

3.1 Regression and Correlation

Using SPSS Correlation results were generated. Correlation analysis was performed

between the independent variables, mediating and dependent variables. Pearson correlation

coefficients were used at 0.01 and 0.05 level of significance. After Correlation analysis, linear

regression was run using SPSS. In this section model fit (F-value), model adequacy (R square), and

parameter fit (beta and t-value) are discussed and interpreted.

3.2 Descriptive Analysis

A total of 149 participants responded. Out of which 42 were female respondents and 107

were male respondents. 35 companies were selected, out of which 86 responses were private

companies, 27 were public organizations and 36 were multinational corporations. There were four

levels of qualification included in this study i.e. Bachelors, Masters, MPHIL/MS and Doctoral.

3.3 Reliability and Correlation Analysis

Table 1 gives the Cronbach alpha value. A total of six variables were measured using 25

items that were adopted from (Borrero et al., 2014; Venkatesh et al., 2003). 5 items were used to

measure perceived performance expectancy, perceived effort expectancy, intentions to adopt 4 items

were used to measure facilitating conditions, 4 items were used to measure social influence, and 2

items were used to measure actual use. Reliability of all the variables listed below lies within the

acceptable region.

Findings shows that the results of correlation analysis are highly significant. Effort

expectancy Pearson correlation is .266** , Social influence Pearson correlation is .261** , Similarly

intentions to adopt Pearson correlation is .262** , which shows that results are highly statistically

significant. Results of facilitating conditions and actual use are not significant as they were expected


59

according to previous literature. Moreover, mean, standard deviation and Cronbach alphas of these

variables are also shown in this table. Actual use of technology and social influence is having lowest

mean among other variables.

Table 1: Reliability Correlation Analysis

PPE PEE SI FC INT ACTUAL

PPE

1

PEE

.266** 1

SI

.261** .136 1

FC

.152 .133 .243** 1

INT

.262** .386** .292** .227** 1

ACTUAL

.108 .118 .333** .119 .328** 1

Mean 16.0336 19.1611 12.5570 15.3893 16.5705 4.8188

S.D

2.96241 2.13107 2.14155 1.39841 2.73924 1.89257

Cronbach Alpha (α) .67 .65 .64 .60 .63 .64

**. Correlation is significant at the 0.01 level (2-tailed).

Results show that PPE Pearson correlation value is .266** which means that it is positively

and significantly related with PEE. PPE Pearson correlation value is .261** with SI which means

that it is positively related with SI. PPE Pearson correlation value is .262** with INT which means

that it is positively related with INT. Similarly, correlation results for PPE with FC and INT shows

that they are positively correlated with each other. PEE is positively correlated with SI, FC and

ACTUAL, Pearson correlation value is for SI is .136, Pearson correlation value for FC is .133 and

Pearson correlation value for ACTUAL is .118. Results show that PEE Pearson correlation value is

.368** with INT which means that it is positively with INT. SI Pearson correlation value is .243**

with FC which means that it is positively related with. SI Pearson correlation value is .292** with

INT which means that it is positively related with INT. SI Pearson correlation value is .333** with

ACTUAL which means that it is positively related with ACTUAL. Correlation results of FC shows

that is positively correlated with ACTUAL its Pearson correlation value is .119. FC Pearson

correlation value is .227** with INT which means that it is positively related with INT and. Finally,

table shows that INT Pearson correlation value is .328** with ACTUAL which means that it is

positively related with ACTUAL.

3.4 Regression Results

Regression analysis is sub divided into three sections given below i.e. Gender wise

regression analysis, Age wise regression analysis and finally education wise regression analysis. In


60

regression analysis standardized beta coefficients and t-values are reported. This table also consists

of adjusted R-Square and F- statistics.

3.4.1 Gender Wise Regression Analysis

Results shows that among females SI (β=0.37, p < 0.01), SI (β=0.46, p < 0.01) had

significant positive impact on intentions to adopt and actual use of technology and FC (β=-0.42, p

< 0.01) had negative impact on intentions to adopt and actual use of technology. Among male

respondents it was observed that PEE (β=0.19, p < 0.05) and SI (β=0.262, p < 0.01) had positive

impact on intention to use and actual use of technology.

Table 2: Regression Analysis (Gender Wise)

Variables

Male Female

Intentions to

use

Rozee.pk

Actual Use Intentions to

use Rozee.pk Actual Use

Β t-value β t-value Β t-value Β t-value

PPE 0.18 1.84 0.06 .64 -0.01 -0.08 -0.14 -0.91

PEE 0.19* 2.04 0.03 .30 0.51 3.92 0.15 1.05

SI 0.12 1.24 0.26** 2.69 0.37** 2.68 0.46** 3.10

FC 0.18 1.88 0.18 1.90 0.02 0.19 -0.42** -2.96

Adj R2 .157 .120 .336 .235

F(df1, df2) 5.93** 4.62** 6.18** 4.14**

**significant at the 0.01 level (2-tailed)

*significant at the 0.05 level (2-tailed)

R2 shows that the variation in the intentions to adopt rozee.pk of males is about 15.7%.

Similarly, for actual use it shows that the variation in the actual use of rozee.pk of males about 12%

which is explained by the variation in all independent variables.

R2 shows that the variation in the intentions to adopt rozee.pk of females about 37%,

Similarly, for actual use it shows that the variation in the actual use of rozee.pk of males about 24%

which is explained by the variation in all independent variables.

3.4.2 Education Wise Regression Analysis

Results shows that among 14 years SI (β=0.37, p < 0.05), SI (β=0.35, p < 0.05) had

significant positive impact on intentions to adopt and actual use of technology. Among 16 years

PEE (β=0.49, p < 0.01) had positive impact on intentions to adopt and actual use of technology.


61

Among 18 years SI (β=0.37, p < 0.01) had positive impact on intentions to adopt and actual use of

technology.

Table 3: Regression Analysis (Education Wise)

Variable

14 years 16 years 18 or more

Intentions to


Intentions to


Intentions

to use

Rozee.pk

Actual Use

Β t Β t β t β t β t Β t

PPE -0.01 -0.09 -0.26 -1.47 0.05 0.37 0.07 0.45 0.16 1.20 0.02 0.18

PEE 0.11 0.61 -0.06 -0.34 0.49** 3.58 0.05 0.34 0.14 1.21 0.08 0.72

SI 0.37* 2.07 0.35* 2.00 0.15 1.30 0.19 1.31 0.17 1.26 0.37** 2.64

FC 0.33 1.85 -0.13 -0.74 0.05 0.44 0.11 0.83 0.17 1.33 0.03 0.29

Adj R2 0.08 0.11 0.32 0.02 2.35 0.11

F(df1,

df2)

1.73 1.94 7.39** 1.29 3.15*

2.99*

**significant at the 0.01 level (2-tailed)

*significant at the 0.05 level (2-tailed)

R2 shows that variation in the intentions to adopt rozee.pk of 14 years of education is about

8.9%. Similarly, for actual use it shows that the variation in the actual use of rozee.pk of 14 years

of education is about 11.2% which is explained by the variation in all independent variables.

R2 shows that the variation in the intentions to adopt rozee.pk of 16 years of education is

about 32.1%. Similarly, for actual use it shows that the variation in the actual use of rozee.pk of 16

years of education is about 2.1% which is explained by the variation in all independent variables.

R2 shows that the variation in the intentions to adopt rozee.pk of 18 years of education is

about 23%. Similarly, for actual use it shows that the variation in the actual use of rozee.pk of 18

years of education is about 11.4% which is explained by the variation in all independent variables.

3.5 Summary of Results

To summarize the results of this study, independent variables for males have shown

positive significant results as compared to females. Independent variables for 2nd age group have

shown positive significant results as compared to 1st and 3rd age group. Finally, comparing

independent variables for 16 and 18 years of education have shown positive significant results as

compared to 14 years of education.


62

4. Conclusion and Discussion

There has been strong effect on adoption of E-HRM systems from the time it is adopted

and implemented in the organization. The members of the organization become facilitated by

coming to a central point. An idealistic way is provided which is usually not possible without

adoption and usage of E-HRM applications within a traditional society. Intent of present study

focuses towards facilitating organizations for developing appropriate strategies for the acceptance

of technology.

Research findings reveal that due to growing trends in IT and competitions among

organizations, Organizations are moving towards E-HRM systems adoption and their usage. In

Pakistan, HRM itself is not matured yet among every organization in Pakistan, and when we look

towards E-HRM, is in its initial stages due to lack of awareness. Most of the organizations that opted

for E-HRM systems are seen stable and sound in terms of both financial position and awareness of

benefits of implementation of technology.

The aim of particular research investigation was to study those factors which may impact adoption

and actual use of technology within organizations working in Pakistan. In this study Intentions to

adopt is capturing the moderating effect.

Results show that Intentions to adopt rozee.pk have shown highly significant results that

depicts that among all other variables intentions play important role for individuals when using

technology. Unexpectedly facilitating conditions results were found not according as they were

expected by looking at previous researchers, reason found was that Pakistan is one of the

underdeveloped countries, it lacks technological advancements as well as people are not used to

adopt and use new technologies, still paper work is popular in most of the organizations.

Gender wise analysis has shown that males have shown more significant results as

compared to females as females are less prone to adopt new technology the way males respond.

Similarly, Age wise and education wise comparison has shown age and education have impact on

technology adoption.

4.1 Demographic and Descriptive Analysis Discussion

Table 4: Demographics and Descriptive Analysis

Categorical Variables Responses Frequency Percentage

Organization Type Public 27 18.1

Private 86 57.7

Multinational 36 24.1

Gender Male 107 71.8


63

Female 42 28.1

Numerical Variables

Education in years 14 years

31 20.8

16 years 55 36.9

18 & above

years 22 14.7

Tenure Less than a year 48 32.2

1-5 years 85 57

6-10 years 16 10.7

From the results it has been found that Professionals who are working in private

organizations and Multi-national Corporation (MNC) project are more likely to adopt technology

and showed positive response towards its usage. Reasons observed that they support their employees

more as compared to public organizations. Age group did not show significant results as compared

to education and gender-wise analysis.

4.2 Correlation and Regression Analysis Discussion

From the results it is observed that Social influence appeared as a significant forecaster of

intentions to adopt technology that shows that those individuals taking interest towards using

Rozee.pk were seen more in using Rozee.pk. Whereas facilitating conditions does not appear to be

a significant forecaster. These results are supported by the results of (Borrero, Yousafzai, Javed, &

Page, 2014). Findings reveal that more the age group is, less individuals are likely to adopt and use

technology. Results also show that intention to adopt technology mediates the relationship. These

findings support the past research that showed that men and women differ in their beliefs regarding

IT (Venkatesh et al., 2003).

Results reveal that female respondents are driven more by effort expectancy. However,

perceived performance expectancy results show that it is important for both males and females.

From the result interesting facts were seen, showing that female users were affected more as

compared to males regarding effort expectancy and their decision making on the use and adoption

and technology.

5. Implications of the Results

Several things can be derived from this study. Firstly, we illuminate the need to start

looking more deeply into technology adoption and in its usage.


64

Secondly, the way to achieve positive performance at an individual level using electronic

human resource management systems. Undoubtedly failure will be experienced when an electronic

human resource management system adoption organization lacks positive necessary capabilities.

Through manager coordination, proper control and motivation employees attain the required

knowledge for successful adoption and implementation. On the other hand, organizations need to

develop their internal environment before implementing E-HRM system in order to gain competitive

advantages and to pursue a successful adoption and implementation. Finally, for successful

electronic human resource management systems adoption and implementation, users should know

the electronic human resource management system requirements.

This research study has underlined important facets and elements which may have an

impact on adoption, implementation and actual use of technology in organizations working in

Pakistan, Organization may consider those factors in order to avoid further failure in adoption of

technology on individual level. Due to diversity in today’s era, organizations should acknowledge

such changes and take decision accordingly.

Thirdly, this study gives empirical support for the use of UTAUT and adoption of technology (149

Rozee.pk participants). Results confirm that effort and performance expectancy have a significant

impact towards intentions to use Rozee.pk towards actual use of technology.

5.1 Limitations and Future Work

Before concluding this study there are some limitations of the study itself, which is that

data collected was restricted in only two cities of Pakistan, other cities should be included next time

in order to get the depth knowledge about E-HRM. The organizations themselves adopt technology,

but at the same time they do not have awareness on the operation of it because of lack of importance

of IT knowledge in Pakistan.

Results of this study cannot be generalized because E-HRM has not matured in Pakistan.

Future research needs to be done to foretell E-HRM adoption and highlights its importance. Other

factors of E-HRM other than E-recruitment must be considered in future research to arbitrate this

relationship in order to make results significant.

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1*College of Education, Air University Islamabad, Pakistan. E.mail: [email protected] 2M.Sc Graduate, Ghazi University D.G. Khan, Pakistan. Email: [email protected] 3,4Sindh Madresatul Islam University Karachi, Pakistan. Email: [email protected]



Efficacy of Knowledge, Attitude and Practices of Households towards

Municipal Solid Waste Management in Karachi

1*Aamir Abbas, 2Muhammad Imran, 3Yasmeen Sultana, 4Muhammad Zohaib Awan

Article History:

Received:

19 Apr, 2020

Revised:

30 Apr, 2020

Accepted:

10 May, 2020

ABSTRACT

Objective: Objectives of the present study are to assess the Efficacy of knowledge,

attitude and practices of households on municipal solid waste management and to find

out the environmental factors associated with health due to solid waste management

which influence to health and major existing problems due to poor solid waste

management system in Karachi.

Methodology: In order to assess the Efficacy of knowledge, attitude and practices of

households on municipal solid waste management in Karachi, present study randomly

recruited 180 respondents from the five towns of two districts of Karachi. A house

hold survey was conducted and 36 households were recruited from each town through

stratified random sampling technique. Well-structured questionnaire was used for the

data collection by using likert scale. SPSS version 22 was used for data analysis.

Results: The results of the present supports that some existing practices of household,

unavailability of municipal containers, unavailability of solid waste collection

services, less utilization of containers and insufficient knowledge of about recycling

or reuse of solid waste are responsible for adverse condition of solid waste

management system in Karachi.

Suggestion: Present study suggests that more consolidated strategy for solid waste

management needs to be designed and implemented which streamlines the process of

waste collection and disposal. Municipalities should also invest in recycling plant, so

that all the recyclable material could be collected and processed at one place.

Households must be educated and should be given right information of dumping the

solid waste. Solid waste management laws should be implemented and citizen should

be aware about the penalties.

Keywords: Knowledge, Attitude, Practices, Household, MSWM

1. Introduction

Solid waste management is one of the burning issues of the urban cities of the world. The

phenomenon of solid waste management is concerned with living standards, urbanization and

consumption patterns of the people (Zurbrugg, 2003). Solid waste is known as the solid waste




ISSN: 2523-0417(Online), 2521-5876 (Print) 1Aamir Abbas, 2Muhammad Imran, 3Yasmeen Sultana,4Muhammad Zohaib Awan

70

material which has no importance for the particular person who is generating it (World Bank, 2008).

The term municipal solid waste management refers to the waste of residential and commercial areas

including bio medical wastes.

Pakistan is a developing country and according to the findings of Cox, (2014, pp.3-4) that

Karachi is the most populous city and urban center of the Pakistan and it is also ranked 2nd populous

Muslim city of the world. Karachi being the most populated city of Pakistan is also considered the

backbone of Pakistan’s economy with a population of 24 million which is almost 11% of the total

population of Pakistan. The population of Karachi is increasing rapidly with twice of national

growth rate (Abbas, et al., 2018, pp.79). Paracha, (2014, pp.5-6) stated in his studies that An

increasing trends of urbanization, infrastructural development and life style changes has changed

the rate of generation and decomposition of solid waste management. It demands extra care and

planning which is unfortunately missing out rightly.

The Karachi city now a day is fully loaded with a lot of problems and issues. In which

sewerage and solid waste management problem is the most serious problem of the day. Since 1970’s

it’s an increasing trend of urbanization in Karachi city and people start migrating from rural areas

to urban areas for the sake of better health services, educational institutions and employment

opportunities (Sharif & Raza, 2016, pp.5-6). Geographic location of Karachi has made this city an

economic hub of this country. There is an alarming situation that everyday 12000 tons of solid are

being generated in the city of Karachi and it has been increasing with every passing day. Everyday

12000 tons of solid waste is being generated in the Karachi city and it has been increasing with

every passing day.

According to the findings of one study revealed that 60% of the solid waste of Karachi city

is being disposed off in landfills and rest of the 40% of the solid waste remains in the streets (Shahid,

et al., 2014, pp.1521-1522). Karachi is divided in 6 districts and it is being administrated and

governed by the city government to look after the matter of this city and further it is splitted into 18

sub districts and furthermore every sub district is divided into 178 union councils. It’s the prime

responsibility of each union council to manage the solid waste system in their respective areas. The

Karachi Metropolitan Corporation (KMC) and District Municipal Corporation (DMC) are the two

cantonment boards which are working under the City District Government Karachi (CDGK) which

look after the management system of solid waste in the city.

In last two decades Karachi is facing terrible situation of solid waste, law and order

situation, crimes and terrorism. As in past few years provincial and federal Government main focus

was to knock down the terrorism and crime and to control the law and order situation of the city, So

that’s why across of the city including elite enclave of urban area garbage is piling out everywhere.

The situation of emergent areas of Karachi regarding solid waste is totally unaffordable and below

the life standards and much dangerous to living situation. Handling the problem of solid waste

management is the burning problem of any developing country. Abas & Wee, (2014, pp.3-4)

explored in his study that it is a great challenge for any developing city to manage the menace of

ISSN: 2523-0417(Online), 2521-5876 (Print) Efficacy of Knowledge, Attitude and Practices of Households towards Municipal Solid Waste Management in

Karachi

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solid waste. There is as such no proper estimate that how much solid waste is available in cities but

a rough guess by urban planner is that it might be in thousands ton from which mostly dumps in

alleyways and road which takes months to remove by local government for proper dispose off

(Marshall & Farahbakhs, 2013, pp.992-993). The local government almost fails to remove

maximum solid waste, so from many decades citizen make a practice to burn garbage which entirely

chocked the whole locality and also a main cause to produce diseases.

Expert says that mitigation measure taken by state and state-sponsored are vain and have

no long lasting effects. State does not operate properly in solid waste management due to many

reasons and does not have a tangible plan for solid waste management. For example; it is not clear

when garbage will be lifted and where it has to be disposed off and what will be next plan to make

it effective. Proper dispose off garbage is not only make a city neat, clean and green but it can be

also useful to generate energy, creation of compost from organic waste as well recycling of material

in a holistic manner which can also increase the state revenue . Solid waste is also an income source

for the poor people because it is also sold out like other materials too (Rehman, 2013, pp.34). If

there is need to make proper model cities, then it is much needed that state and elected members

have to run campaign to sensitize citizen for proper dispose off solid waste.

1.1 Objectives:

The objectives of present study are as following.

1. To find out the respondents demographic and socio economic characteristics of study

area

2. To examine the existing knowledge of households towards municipal solid waste

management

3. To examine the attitude of households towards municipal solid waste management

4. To examine the existing practices of households towards municipal solid waste

management

5. To find out the environmental factors associated with health issues

1.2 Hypothesis:

Hypothesis of the present study are as following.

H1: Households attitude towards SWM is positively affected by efficacy of Knowledge

H2: There is a significant relationship between environmental factors related to health &

major problems in area because of poor SWM


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1. Literature Review:

According to the definition of World Bank, (2008) solid waste is known as the solid waste

material that has no importance for the particular person who is generating it. It is estimated that

Karachi total population is almost 24 million The city of Karachi generates more than 12,000 tons

of solid waste every day, which has been increasing over time. Rehman, (2013, pp.33-34) stated in

his study that Pakistan environmental protection act was passed in 1997 for the environmental,

wildlife protection and conservation of renewable sources. Federal government also introduced the

national sanitation policies in 2006 (Ministry of Environment, 2006; Al-Maaded, et al., 2012,

pp.188). The basic objective of these policies was to focus on recycling, reduction, and reuse. These

policies are outlined for the efficient system of solid waste management for the appropriate disposal

of this heap of dumps properly.

Municipal authorities are responsible for the proper disposal of household waste, chemical

waste and industrial waste properly. In this regard in 1990 an Integrated Sustainable Waste

Management (ISWM) model was developed for the betterment of urban areas (Guerrero, Maas, &

Hogland, 2013, pp.224). The majority almost 88 percent of citizen believe that a solid waste is a

biggest problem of city which can be mobilize for positive change but many of them is needed from

government organization or so-called local municipal to manage the city waste issue. Zurbrugg,

(2003) stated in his studies that Solid waste management is a great challenge for the urban cities of

the world. Solid waste is directly concerned with the urbanization. Open sewerage system is another

issue which is found everywhere and open water found standing on the roads especially in the streets

of Karachi which creates hurdles and problems for the citizens.

Another factor burning of this solid waste management smoke becomes the reason of air

pollution (Ejaz & Janjua, 2012, pp.168-169). The waste change is diversified due to dramatic change

in consumer behavior and lifestyle as well production process. Improper solid waste management

is a key factor of these crises in Karachi city which not only make a cause of viral and bacterial

disease but also produce new diseases. Open dumping of solid waste in Karachi is one of the biggest

factors creating environmental and health problems for the citizen. Healthcare and growing diverse

methods of treatment produce hazards medical waste, while induction of modern lifestyle with

electronics products has given a rise to electronics waste with hazards substances. Rubber, plastic

paper and biological waste is a common waste of industries (Muller, Mendelsohn, & Nordhaus,

2011, pp.1652-1653). The collection and transportation management system of the solid waste is

also unhygienic. It is the responsibility of municipal authorities to manage this solid waste properly.

Open dumping of this solid waste of household waste, offices, factories, hospitals and industrial

waste pollute the environment , ultimately which becomes the cause of several diseases for the

citizen.

Open trucks which collect the solid waste from the different areas of Karachi that is also

an unhygienic practice while transporting it from one place to dumping yards or landfill areas. In


Karachi

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order to address the prevailing issue it is the dire need of the time to make long term policies and

plan to combat this menace of solid waste from Karachi (Sabir et al., 2016, pp.157-158). Recycling

is always tough job which needs a proper organized management, in this process street-picker,

collector of waste, recycling plants, recycling goods buyers are involved in a systematic manner

(Jilani, 2007, pp.273-274). Rubber, wood raw material, medical waste, glass, metal, used cans are

main items are used in recycling process which estimated generate livelihoods 65,000 households.

It is the primary responsibility of government to provide a clean and healthy environment to its

citizen. The purpose of present study is to identify the flaws which are creating hurdles for the proper

solid waste management system in Karachi and it will also be the helpful for the policy makers to

make the effective policies and procedure to combat this menace of solid waste management system

effectively. The effective implementation of the solid waste management system in Karachi will not

only prevent the citizen from hazardous environmental effects but it will also be much helpful to

combat the menace of solid waste issue from the streets of Karachi.

3. Methodology:

Present study has designed to assess the Efficacy of knowledge, attitude and practices of

households on municipal solid waste management in Karachi. Population of the present study were

residing people in district central and district south of Karachi. District south is consist of one town

namely Saddar town and district central is consist of four towns namely; North Nazimabad Town,

Liaquatabad Town, New Karachi Town and Gulberg Town. To assess the knowledge, attitude and

practices of household about solid waste management system in the study area, a total of 180 sample

size was recruited for the data collection from the five towns of two districts of Karachi. A household

survey was conducted and 36 households were recruited from each town through stratified random

sampling technique. Similar sampling technique was adopted by the Warunasinghe & Priyathna,

(2016) in his study. Well-structured questionnaire was used for the data collection by using likert

scale. SPSS version 22 was used for data analysis. After data analysis, it is presented in the shape

of appropriate charts and graph.

4. Data Analysis:

Table 4.1: Descriptive Statistics

Variable Mean Std. Deviation Skewness Kurtosis

Knowledge 5.5538 .49024 .782 .758

Attitude 5..4507 .52999 .358 1.029

Practices 5.2097 .52927 .138 1.286


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Results of the above mentioned table 4.1 computes the construct of knowledge, attitude

and practices of household regarding SWM. Results of the table indicate that all variable have

positive value of kurtosis and the variable practices of household have a highest value of kurtosis

which is 1.286. The values of all variable are in the range of + 3.5, so it can be assured that data has

a normal tendency.In the table further results shows that variable knowledge of household has a

highest skewness value which is .782 whereas the variable practices of household has a lowest

skewness value which is .138.

Table 4.2: Reliability of construct

Variable Cronbach’s Alpha Mean Std. Deviation

Knowledge 0.61 5.5538 .49024

Attitude 0.83 5.4507 .52999

Practices 0.72 5.2097 .52927

Cronbach’s Alpha shows the reliability of data or questionnaire and for the reliable data

the value of alpha should be equal to or more than 0.6 is acceptable. In present study Cronbach’s

Alpha value for six items of knowledge of household regarding SWM is 0.61, the value of six items

of variable Attitude of household regarding SWM is 0.83 and the value of six items of variable

Practices of household regarding SWM is 0.72, which shows that data is reliable and suitable for

use in this research.

Table 4.3: Respondent’s demographic and socioeconomic characteristics

Variable Frequency Percentage Variable Frequency Percentage

Gender Family Type

Male 102 56.7 Nuclear 82 65.6

Female 78 43.3 Joint 71 39.4

Age Group Extended 27 15.0

20-24 Years 50 27.8 Job Status

25-29 Years 89 49.4

30-34 Years 37 20.6

35-39 Years 4 2.2

40 & Above Years 0 0 0-19 Thousand 2 1.1

Family Members 20-39 Thousand 24 13.3

<3 Members 2 1.1 40-59 Thousand 106 58.9

4-6 Members 97 53.9 60-79 Thousand 42 23.3

7-9 Members 78 43.3 80 & Above Thousand 6 3.3

10 & Above Members 3 1.7


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Above mentioned table 4.3 indicates that during the house hold survey majority of the

respondents 56.7% were male followed by 43.3% female were recruited for the present study and

the majority of the respondent’s age was 25-29 years 49.4% followed by 20-24 years 27.8%, 30-34

years 20.6% and 35-39 years 2.2% and further results of the present study highlights that significant

respondents almost fifty four (53.9%) family size was consist on 4-6 members, followed by 7-9

members 43.3%, less than 3 members 1.1% and 10 & above family members ratio was 1.7.

Results of the Present study identify that significant 65.6% of the respondents during the

house hold survey they belong from nuclear families followed by joint family structure 39.4% and

extended family structure 15% and majority of the house hold 58.9% monthly income was 40-59

thousand PKR followed by 23.3% respondents income is 60-79 thousand PKR, 13.3% income is

between 20-39 thousand PKR, 3.3% respondents are those whose house hold monthly income is

more than 80 thousand PKR and remaining 1.1% of the respondents house hold monthly income

was less than 19 thousand PKR.

Table 4.4: Knowledge of household regarding MSWM


Major problems in area because of poor SWM Access to solid waste primary or

secondary collection

service

Bad Smell 75 41.7 Not At All 66 36.7

Dirty Environment 48 26.7 A Little 39 21.7

Mosquito Abundance 32 17.8 Moderately 65 36.1

Cause Fly Menace 8 4.4 Mostly 10 5.6

Blockage Of Gutters 9 5.0 Prevalence Of Solid Waste In Your Area

Pollute Water Sources 8 4.5 Very Prevelant 155 86.1

Bad Smell 75 41.7

Not Prevelant 14 7.8

Indifferent 11 6.1

Knowledge Of Recycle Or Reuse Of Solid Waste Availability Of Municipal Containers

No 167 92.7 Not At All 72 40.0

Yes 13 7.3 A Little 48 26.7

Moderately 56 31.1

Mostly 4 2.2

Results of the table 4.4 shows that regarding prevalence of solid waste in the respective

residential area. Majority of the respondents revealed that solid waste was very prevalent 86.1%,

followed by not prevalent 7.7% and indifferent 6.1%. Further the variable major problem in study

areas because of poor solid waste management, Statistics of the table shows that majority of the

respondents 41% revealed that bad smell is the major prevalent problem in areas due to poor SWM

followed by dirty environment 26.7%, mosquito abundance 17.8%, cause of fly menace 4.4%,


76

blockage of gutter 5% and remaining 4.5% of the respondents stated that polluted water resource is

major issue due to poor SWM. Results of the study Trihadiningrum et al., (2015, pp.7-8) support

regarding access to SW primary or secondary collective services provided in the area results shows

that 36.7% of the respondents revealed that there is as such no access to solid waste primary or

secondary collective services provided in the area.

Furthermore, Majority of the respondents 40% described that municipal containers are not

available in the area followed by moderately 31.1%, a little 26.7% and remaining 2.2% are mostly

satisfy with the availability of municipal containers in the area. The respondent’s knowledge of

recycle or reuse of solid waste in the study area significant 92.7% of the respondents said they don’t

have knowledge of recycle or reuse of solid waste in the house where as only 7.3% of the

respondents said they have knowledge of the respondents of recycling and reuse of solid waste.

Researcher asked from those respondents who have knowledge of recycling of solid waste either

they recycle or reuse the solid waste in the house but all of those 7.3% respondents said they don’t

recycle or reuse solid waste.

Table 4.5: Attitude of household regarding MSWM


Willingness to pay for solid waste collection and

disposal waste

Importance of spending money in solid

Waste collection for family’s health

Not At All 3 1.7 Not At All 3 1.7

A Little 8 4.4 A Little 3 1.7

Moderately 47 26.1 Moderately 27 15.0

Mostly 100 55.6 Mostly 78 43.3

Completely 22 12.2 Completely 69 38.3

Type of solid waste generated in the house Private solid waste collector association

contributed for proper waste management

Ash 1 .6 Not At All 47 26.1

Sweeping 117 65.0 A Little 65 36.1

Paper 3 1.7 Moderately 68 37.8

Food Leftover 40 22.2

Metal 6 3.3

Plastic/Bottles 13 7.2

Results of above mentioned table 4.5 about willingness of household to pay for solid waste

collection and disposal waste in the area. Majority of the respondents 55.6% said that they are mostly

willing to pay for solid waste collection and disposal waste in the area followed by moderately

willing 26.1% , completely willing 26.1%, a little 4.4% and remaining 1.7% are not willing to pay

for solid waste collection and disposal waste in the area.


Karachi

77

Furthermore, perception of the respondents the importance of spending money for solid

waste collection for the family health. Majority of the respondents 43.3% said that they mostly

consider that it is very much important to spend money for solid waste collection for the better health

of the family followed by moderately 15%, completely 38.3%, a little 1.7% and remaining 1.7%

consider that it is not as such important to spend money for solid waste collection for the better

health of the family.

Results of the respondents regarding contribution of private solid waste collector

association for proper waste management in the area. Majority of the respondents 26.1% said they

do not believe that private solid waste collector association contributed for proper waste

management in the area followed by moderately response 37.8% and remaining 36.1% of the

respondents believe a little that private solid waste collector association contributed for proper waste

management in the area.

Further the results regarding type of solid waste generated in the house, Majority of the

respondents 65% stated that sweeping is solid waste mostly generated in the house followed by

22.2% responded as food left over, plastic material & bottles 7.2%, metal 3.3% and ash .6%

Table4.6: Practices of household regarding MSWM

Variable Frequency %age Variable Frequency %age

Collection of solid waste outside the house How solid waste is dispose off outside the house

Dumping Outside 33 18.3 Metal Bin 41 22.8

Door To Door 16 8.9 Plastic Bin 77 42.8

Block Collection 35 19.4 Plastic Bag 56 31.1

Backyard 56 31.1 Other 6 3.3

Municipal Container 35 19.4

Where solid waste is dispose-off outside the

house

Other 5 2.8

Open Dump Outside The

Yard Municipal 50 27.8

What type of material is used to store

solid waste in the house

Container 43 23.9

Metal Bin 28 15.6

Open Spaces Such As Open

Ditch, River, Roadside 56 31.1

Plastic Bin 105 58.3 Open Burning 10 5.6

Plastic Bag 27 15.0 Other 21 11.7

Other 20 11.1

Results of the above mentioned table 4.6 shows the perception of the respondents regarding

where solid waste is collected outside their houses. Majority of the respondents 31.1% response was

backyard followed by 19.4% block collection, dumping outside 18.3%, municipal container 19.3%,


78

door to door collection 8.9% and remaining 2.8% of the respondent’s response was any other method

of collection of solid waste outside the house.

Furthermore, the results regarding variable that where solid waste is collected outside their

houses. Majority of the respondents 31.1% response was backyard followed by 19.4% block

collection, dumping outside 18.3%, municipal container 19.3%, door to door collection 8.9% and

remaining 2.8% of the respondent’s response was any other method of collection of solid waste

outside the house.

Majority of the respondents 58.3% said that they use plastic bin to store the solid waste in

the house followed by plastic bag 15%, metal bin 15.6% and remaining 11.1% use other material to

store the solid waste material in the house. Further, the finding of the study reveal that Majority of

the respondents 42.8% said that they use plastic bin to dispose off the solid waste outside the house

followed by plastic bag 31.1%, metal bin 22.8% and remaining 3.3% use other material to dispose

off the solid waste material outside the house. This study offers results that support work previously

performed by other researchers (Sabir et al., 2016, pp.157-158).

Results of the table also compute the variable about where respondents dispose off the solid

waste outside the house. Majority of the respondents 31.1% said they dispose off solid off in open

spaces such as open ditch yard/road side followed by open dump outside yard 27.8%, municipal

container 23.9%, open burning 5.6% and remaining 11.7% of the respondents response was any

other. The researcher during study take the opinion of the respondents that if they dispose off solid

waste on open fields then what is the main reason of this practice. Majority of the respondents stated

that no municipal services are available in the area.

Table 4.7: Regression Table (H1)

Dependent variable: Attitude, Independent variable: Efficacy of Knowledge

R2: 0.369, Adjusted R2: 0.421, P<0.01

In above mentioned table 4.7 hypotheses were tested through regression model. Results of

the Table found that cause and effect of independent variable on dependent variable value of R

square is 0.369, which indicates the 36.9% variation on dependent variable attitude of household on

SWM due to change in independent variable efficacy of knowledge variance effect Beta value which

is 0.660 indicates that knowledge of household regarding SWM has a positive effect on household

attitude

Variable Un St. Co

-----------

Beta

St Error St. Co

-----------

Beta

T SIG

KNOWLEDGE .660 .063 .610 10.445 .000


Karachi

79

Table 4.8: Cross tabulation between environmental factors related to health & major

problems in area because of poor SWM (H2)

vironmental

factors related to

health

Major problems in area because of poor solid waste management situation

Total

Bad

Smell

Dirty

Enviro

nment

Mosquito

Abundance

Cause

Fly

Menace

Blockage

Of

Gutters

Pollute

Water

Sources

Not

Good

For

Eyes

Solid & Liquid

Waste Disposal 47 6 2 0 1

2 0 58

Water & Supply

Safety Measure 18 22 6 3 2

1 0 52

Food Hygiene 5 8 19 1 1 0 1 35

Clean Home 2 7 3 3 0 0 0 15

Personal Hygiene 3 1 1 0 4 0 2 11

Rodent Insect

Control 0 4 1 1 1

2 0 9

Total 75 48 32 8 9 5 3 180

X2: 157.849a; DF: 30; Sig Level: 0.000; R: .684;

Results of the above mentioned table 4.8 highlights relationship between environmental

factors related to health & major problems in area because of poor SWM. For the existing

hypotheses, Chi-Square test is applied. Results show that chi square value 157.849a which is greater

than the DF value which is 30. That’s why the value of P which is 0.000 shows highly significance

results. Therefore the alternate existing hypothesis entitled “There is a significant relationship

between environmental factors related to health & major problems in area because of poor SWM”

is highly significant at 0.000 value. Therefore the value of co-efficient correlation .684 also shows

a strong relationship between these two variables.

5. Discussion and Conclusion

Waste disposal and treatment is a linked exercise, from garbage generation to disposal, and

must be addressed in a systematic way. An increasing trend of urbanization, infrastructural

development and life style changes has changed the rate of generation and decomposition of solid

waste management. Geographic location of Karachi has made this city an economic hub of this

country. Everyday 12000 tons of solid waste is being generated in the city of Karachi and it has

been increasing with every passing day. The main objective of this study was to assess the Efficacy


80

of knowledge, attitude and practices of households on municipal solid waste management, health

factors related to health and major existing problems due to poor solid waste management system

in Karachi.

Findings of the present study explored that attitude and practices of household can play a

significant role for the proper and successful alleviation of solid waste. The results support some

existing practices of household, unavailability of municipal containers, unavailability of solid waste

collection services, less utilization of containers and insufficient knowledge of about recycling or

reuse of solid waste are responsible for adverse condition of solid waste management system in

Karachi. The results of the study revealed that illegal dumping is one of the largest faced by society.

In every DMC there is a lack of dumping sites which encourage illegal dumping habits among

residents. The collection and transportation management system of the solid waste is also

unhygienic in Karachi. Findings of the present study concluded that Karachi is facing different

health and environmental problems due to poor solid waste management. Open dumping of this

solid waste of household waste, offices, factories, hospitals and industrial waste pollute the

environment , ultimately which becomes the cause of several diseases for the citizen.

5.1 Study Suggestion:

In order to address the prevailing issue it is the dire need of the time to make long term

policies and plan to combat this menace of solid waste from Karachi. Some SWM steps must be

launched without delay. Present study suggests that:

More consolidated strategy for solid waste management needs to be designed and

implemented which streamlines the process of waste collection and disposal.

The Sindh administration must evolve a working relationship with KMC, take stock

of the situation, set priorities and devise a monitoring mechanism.

Municipalities should also invest in recycling plant, so that all the recyclable material

could be collected and processed at one place

Society must be educated and should be given right information of dumping the solid

waste.

Solid waste management laws should be implemented and citizen should be aware

about the penalties

Public-private partnership options can be explored for specialised domains such as

hospital waste management. Such attempts must essentially involve local private

entrepreneurs in a bid for capacity building


Karachi

81

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