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- 저자 : Shaista JABEEN (검색결과 2 건)
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Triggering of Herding Instincts due to COVID-19 Pandemic in Pakistan Stock Exchange
Shaista JABEEN,Sayyid Salman RIZAVI,Adeel NASIR 한국유통과학회 2021 The Journal of Asian Finance, Economics and Busine Vol.8 No.10
The present research intends to examine the herding aspect during the COVID-19 outbreak. The study is conducted to achieve specific objectives, so the underlying sampling technique is purposive sampling. The considered data source is the Pakistan Stock Exchange (PSX). Daily stock prices of 528 listed companies in PSX have been taken from the official website of PSX from 1998 to 2021. The current study envisions investigating the herding aspects for pre-pandemic and the time covering the pandemic period. The study has also targeted ten sectors of PSX. The present study’s motive is to investigate investors’ herding prospects before and during the pandemic in the Pakistan Stock Exchange (PSX) and its selected sectors. Daily closing stock prices of listed companies have been collected from the official website of PSX to calculate the stock returns. The Cross-Sectional Absolute Deviation (CSAD) has been used as a herding measure. Findings revealed that herding has not been observed in PSX during both time spans and even not during the bullish and bearish trends. However, robust sectoral evidence has been observed during the pandemic. It implies that investors in PSX tend to follow the crowd irrespective of making their own decisions to avoid further losses.
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Impact of Workplace Ostracism on Turnover Intention: An Empirical Study from Pakistan
Mobina FARASAT,Urooj AFZAL,Shaista JABEEN,Muhammad FARHAN,Ammara SATTAR 한국유통과학회 2021 The Journal of Asian Finance, Economics and Busine Vol.8 No.11
The current research aims to examine how workplace ostracism influences employee turnover-oriented intention and investigates the mediating role of job burnout in the workplace ostracism - turnover relationship. Drawing on conservation of resource theory, we hypothesize that higher levels of workplace ostracism develop employee turnover through job burnout. Precisely, we predict that workplace ostracism is positively associated with turnover intention, both directly and indirectly via job burnout. To test our theoretical model, we collected field data from 311 banking employees in Pakistan. Structural equation modeling is used to test the relationship between workplace ostracism and employee turnover intention. The empirical findings reveal that workplace ostracism is positively associated with turnover intention. Furthermore, the relationship between workplace ostracism and turnover intention is mediated by job burnout. By using job burnout as a mediator, the present study sheds light on “why” workplace ostracism is related to employee turnover intention. In doing so, the present research provides a comprehensive understanding of the negative effects of ostracism on the workplace. This has subsequently provided practitioners with new insight into how to reduce employee turnover in organizations. We conclude by discussing the future directions and practical implications of our study.
ScienceON
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