Dr Irfan Ullah
Irfan Ullah holds PhD from Iqra University, Islamabad Campus, Department of Business Administration. He did MS from the same university from where he did his PhD. He completed his MBA program from the Federal Urdu University of Arts, Science and Technology, Islamabad, scoring good marks. He is interested in human resource management, operations management, transformational leadership and human capital development.
Irfan Ullah is a goal-oriented person with the enthusiasm to work in line with the organizational vision and objectives. He believes in teamwork, communication, leading through example and motivation, and achieving synergy while working in harmony with other departments. He is a vibrant and dynamic team player seeking a challenging position in a competitive environment for acquiring knowledge and enhancing capabilities with the contemporary trends in the professional world.
Irfan Ullah is a goal-oriented person with the enthusiasm to work in line with the organizational vision and objectives. He believes in teamwork, communication, leading through example and motivation, and achieving synergy while working in harmony with other departments. He is a vibrant and dynamic team player seeking a challenging position in a competitive environment for acquiring knowledge and enhancing capabilities with the contemporary trends in the professional world.
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Papers by Dr Irfan Ullah
team innovation climate, altruistic intention, creative culture, and knowledge
sharing behavior of employees. A survey-base study was conducted with 319
software managers working in teams in Pakistan. The results of this study
revealed that team innovation climate had positive impact on altruistic intention
and knowledge sharing behavior. Moreover, altruistic intention and
organizational culture had positive impact on knowledge sharing behavior.
Limitation of the study and recommendations for future study are also
discussed.
the leader, gender of the leader and voluntary turnover intention of the subordinates in the
organization. More specifically gender role of leader has the primary objective in this study. Satisfaction
with the leader has mediating effect on the turnover intention of the employee. The theory posits that
there is direct negative relation between the behavior of leader and voluntary turnover intention.
However, satisfaction with the leader has a negative relationship between leadership behavior and
voluntary turnover intention. Employee turnover intention in any organization has important and
significant role for the organization. Potential and experienced employees are valuable assets of any
organization. Every good leader is backbone for organization effectiveness in term of good leader has
good character. Good leaders adaptability makes longevity possible and self made, which will affect
organizational performance. Leader is important in the organization while implementation the change,
creating future vision, explaining norms of the organization to the employees, making the plan,
motivating subordinates, team work implementation, observe the plans for accomplishment, evaluating
the change and vision to create potential leaders from among the subordinates. Influence of leadership
is very essential regarding working and job quite thinking of subordinates. Many employees leave the
organization due to poor dealing and style of leadership and executives. Satisfaction with the leader
has a mediatory role in this study. Job Satisfaction is a type of motivation, which is related to
transformational leadership behavior. It will enhance working and commitment of the employee towards
achieving organizational goals and objectives. This is driving force to the employee, gender and other
demographical variables of the leader, which influence the turnover intension of employee.
team innovation climate, altruistic intention, creative culture, and knowledge
sharing behavior of employees. A survey-base study was conducted with 319
software managers working in teams in Pakistan. The results of this study
revealed that team innovation climate had positive impact on altruistic intention
and knowledge sharing behavior. Moreover, altruistic intention and
organizational culture had positive impact on knowledge sharing behavior.
Limitation of the study and recommendations for future study are also
discussed.
the leader, gender of the leader and voluntary turnover intention of the subordinates in the
organization. More specifically gender role of leader has the primary objective in this study. Satisfaction
with the leader has mediating effect on the turnover intention of the employee. The theory posits that
there is direct negative relation between the behavior of leader and voluntary turnover intention.
However, satisfaction with the leader has a negative relationship between leadership behavior and
voluntary turnover intention. Employee turnover intention in any organization has important and
significant role for the organization. Potential and experienced employees are valuable assets of any
organization. Every good leader is backbone for organization effectiveness in term of good leader has
good character. Good leaders adaptability makes longevity possible and self made, which will affect
organizational performance. Leader is important in the organization while implementation the change,
creating future vision, explaining norms of the organization to the employees, making the plan,
motivating subordinates, team work implementation, observe the plans for accomplishment, evaluating
the change and vision to create potential leaders from among the subordinates. Influence of leadership
is very essential regarding working and job quite thinking of subordinates. Many employees leave the
organization due to poor dealing and style of leadership and executives. Satisfaction with the leader
has a mediatory role in this study. Job Satisfaction is a type of motivation, which is related to
transformational leadership behavior. It will enhance working and commitment of the employee towards
achieving organizational goals and objectives. This is driving force to the employee, gender and other
demographical variables of the leader, which influence the turnover intension of employee.