5.

3 Recommendations

Few empirical studies have been conducted in this regards and current study provides a
foundation to further test and analyze the relationship among the present study variables in
services sector.
The scope of the investigation should be widened to the other service sector industries
Moreover cross cultural analysis to the individualist societies would also increase the
generalizability of the results (Klauw et al., 2014)..
The new variables should be tested with inclusive leadership like psychological contract
as a mechanism between inclusive leader and innovative work behaviour which would provide
deeper insight of the of innovative behavior.
The hypothesized model presented in this study has theoretical implications, as the
mediating role of trust between ethical leadership and employee creativity was confirmed. A
deep insight is available about the role of ethical leadership in the services sector of Pakistan.
The study has presented a detailed analysis of relationship stemming from the ethical
leadership to creativity. It is very much necessary for a developing country like Pakistan to focus
on creativity and creative behavior of employees in order to align the business model.
In Pakistan, it has been becoming need of the time to adopt the change in order to meet
the changing standards there is a need of creativity further creative behavior can be measured by
using trust in leader as a mechanism.

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5.3 Recommendations
The study has produced very important results of the bullying phenomenon which is the
issue of almost all organizations and all the cultures. The focus of the study was Pakistani cement
industry that is a collectivist society with greater power distance leaving more space for stressors
like bullying. The scope of the investigation should be widened to the agriculture and
construction sectors which have higher rates of bullying other than manufacturing sector (Klauw
et al., 2014). Moreover cross cultural analysis to the individualist societies would also increase
the generalizability of the results. The new variables should be tested with bullying like breach of
psychological contract as a mechanism between workplace bullying and work deviance
behaviour which would provide deeper insight of the bullying phenomenon. Furthermore, NAQR scale for bullying by (Einarsen, Hoel & Notelaers, 2009) should be empirically tested in
Pakistani culture to tape more accurate response.
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(5.3 Recommendations
The study has presented a detailed analysis of relationship stemming from organization
change to organization cynicism. The study also analyze the mediating role of selected negative
emotions (Anger, Aggression, Anxiety) and breach of psychological contract (Transactional
Contract & Relational Contract). It is very much necessary for a developing country like
Pakistan to focus on its education sector and reforms about the education policies and system.
The growth of developing countries lies in the growth of its education industry. Therefore, need
is to accept the changes as instructed by Higher Education Commission (HEC). The universities

are required to pay special attention towards the attainment of standards for faculty induction as
regulated by the HEC of Pakistan.
In Pakistan, it has been becoming need of the time to adopt the change in order to meet
the changing standards of education worldwide as a result of education reforms in developed
countries. These reforms has not only benefited the universities in developed countries but also
some of the under developed countries such as in African Region. This study suggest that the
change process originated by the HEC of Pakistan has been of immense importance and is
largely seen and taken positively by the different faculty members working in the universities
including in investigation. In order to facilitate the faculty members, the universities can start
training sessions, arrange seminars and conferences to encourage faculty to participate but also to
exert efforts to attain certain qualification, experience and impact factor publications.
The universities should initiate change process with positive notion and also to ensure
that there should be an effective communication and assistantship for the faculty members to
keep pace with the emerging changes in the education sector of Pakistan. Moreover, the
universities should also start mentoring program with the senior members of the universities to
assist the new comers and the members who have not yet attained the required criteria. )
Strengths
This study has some methodological strength that increases the confidence in the results.
First, to avoid the common method bias, we collected data from separate sources like the data
regarding criterion variable was collected from the supervisor and the data related to predictor,
mediator, and moderator variables from employees. Second, the time lag between the responses
of supervisor and employees was one month. Moreover, the data were collected from different

hotels located in a city. These strengths reduce the potential effects of common methods and
single source bias. These biased result from the fact that the respondent providing the measure of
the predictor and criterion variable is the same person. This type of self report bias may be said
to result from any artifactual covariance between the predictor and criterion variable produced by
the fact that the respondent providing the measure of these variables is the same (Podaskoff,
2003). Thus this study, reduces the effect of these biases therefore results on theses studies can be
generalized.
5.4Limitations
In the current study, some limitations should be highlighted. First, the sample size very
small that creates barriers to generalize the findings of this study. The responses were crosssectional in its nature. It is logical to believe that situational factors on a given day and time can
affect the responses of the employees. Self-reported data might have created biased data
collected in this study known as common method variance.
Second, we only explored how inclusive leadership may affect IWB via mediating role of
psychological safety and moderating role of IWE, however there are different variables may
effect on the relationship of between predictor and criterion variables of this study.
Moreover, the external validity of the conclusion of this study was restricted, because we
selected sample only in Pakistan.
Fourthly, the study comprise of 6 Hotels situated in Rawalpindi/ Islamabad. However, the
studies including majority of the Hospitality sector in all over Pakistan may have different and
more generalize results.

Further, the context in which the particular study has been conducted may also vary with
the results depending upon the cultural dominance. This is due to the fact that multiple contexts
and cultures separate one country/ region from the other. Thus an investigation into the way
individuals belonging to a particular area behave can produce change and comprehensive results.
Future Directions
Future studies must pay attention of large sample size to overcome sample size limitation
of this study. Future research should go further by incorporating other mediating or even
moderating variables, such as intrinsic motivation, psychological empowerment, leader member
exchange, personality, and so on. to increase the generalizability of this research, the researchers
can replicate this study in a culture or context differet from Pakistan. Finally, considering
Pakistans social reality and the cultural particularistic and with the emergence of the research on
the inclusive leadership-IWB relationship, it is important to conduct more studies in the Pakistan
This study was conducted to find out the role of Inclusive leadership on innovative work
behavior, mediating role of psychological safety and moderating role of Islamic Work Ethic.
The present study fulfills three main gaps in literature. That confirms the relationship
between four variables, impact of inclusive leadership on innovative work behavior mediating
role of psychological safety and moderating role of Islamic work ethic.
However, there are many other variables playing role on this domain like, openness to
experience, creative self efficacy, psychological climate, job satisfactions and other work
environmental characteristics, therefore, it is significant, other researchers should study the role
of inclusive leadership with other work outcomes in much more broader characteristics. A
combine impact of all leadership traits on creativity would be worthwhile.

The focus of the study was Pakistani hospitality industry that is a collectivist society with
greater power distance leaving more space for leader and member. The scope of the investigation
should be widened to the education and construction sectors which have higher rates of
innovation and there is highly need of innovation because of changing world other than
manufacturing sector (Klauw et al., 2014). Moreover cross cultural analysis to the individualist
societies would also increase the generalizability of the results. The new variables should be
tested with inclusive leadership and innovative work behaviour like breach of psychological
contract as a mechanism between inclusive leadership and innovative work behaviour which
would provide deeper insight of the innovative behavior phenomenon. Furthermore, NAQ-R
scale for innovative work behavior by (Jansson et al, 2009) should be empirically tested in
Pakistani culture to tape more accurate response.
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5.2 CONCLUSION
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5.6 Conclusion

Present study, was conducted on role of inclusive leadership on employee innovative

work behavior. Ethical develop a context that employee appreciate, therefore they tend to show
risky and non-routine behavior. Supporting context build trust in leader and employees having
creative personality show more creativity. Creativity is the focus of the organizations in the
current time to meet new changes. Therefore, this study is highly beneficial to these organization,
that how they can cultivate a creativity supportive culture, initiating through ethical leadership.

Howover Change is mandatory for every organization that every organization adopts during its
life cycle.
In this study i have some theoretical implications. Ethical leadership with creative
involvement, has been found in the literature, however the relationship between ethical
leadership and creativity through the mechanism of trust in leader is a new contribution of this
study. Furthermore, mediating mechanism of trust in leader between ethical leadership and
creativity is a new contribution of this study.
The current study has important implications for managers. By demonstrating that ethical
leader behavior influence creativity, it is recommended in order to foster creativity managers
should develop ethical leadership style by emphasizing morality in workplace, respecting the
right and dignity of others, encourage their followers that come up with new ideas and put their
ideas into practice. Leader must make sure that that employees are treated with dignity, respect
and justice and serve as a gardener for its follower (Lawton and Paez, 2014) and using
psychological empowerment as a mediator the present study revealed that manger should pay
more attention in psychologically empowering their followers. Manager should motivate their
followers to do work for the sake of work itself rather than external reward by giving them
significant autonomy in doing their work, taught them the significance and impact of their work
on others. Furthermore leader in organization should act as ethical role models for their followers
and organization should follow proper human resource policies regarding ethical and moral
standards.)

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(5.2 CONCLUSION

Change is mandatory for every organization that every organization adopts during its life
cycle. The study has analyzed that the change that has been initiated in the education sector of
Pakistan. The common conclusion of organization change is cynicism. This has detrimental
effect on the organization and its different aspects. The concept of cynicism has caught attention
by many of the researchers and practitioners recently. This study has focused specifically the
change initiated by Higher Education Commission throughout Higher Education Institutions/
Universities of Pakistan. The study has examined the consequences of change and resultant
changed behavior by the individuals. Results of the study indicate that management has to be
very careful while implementing any changes as they are confronted by employees behavior
either positive behavior or negative behavior. The study indicates that due to change employees
suffer from negative emotions & breach of psychological contract. However, there is need to
focus on the social context, managers and administrators and need to create an environment
conducive to change & organizational cynicism.
The ultimate responsibility is on the shoulders of the organization leaders to manage the
change in a way that they are successful in changing the attitude and behavior of the employees
in the organization (Karp&Helgo, 2008). Their study also indicates that leaders should pay
special attention to the complexities and realities to form and identify new relationship in the
organization. However, it is very much important for the change managers to clearly define,
identify and communicate the new changes to the organization members to have support by them
(Chen, 1995).)
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5.2 Conclusions

The study, empirically establishes that workplace bullying leads to occupational injuries.
This gives an additional insight to bulling and safety phenomena. Study fills the gap in literature
by further explaining the mechanism through which bullying affects the occupational injuries. In
stress - strain relationship, the current investigation answers that how bullying, as a stressor,
instigates psychological distress which leads to occupational accidents and injuries. It also
explains that psychosocial safety climate (support and commitment from management and coworkers) plays a buffering role between workplace bullying and psychological distress in such a
way that if psychosocial safety is high, fewer chances are there for psychological distress and
hence leaves a little space for workplace injuries and accidents. So, on one hand, the detrimental
effects of bullying are surfaced as serious safety repercussion, at the same time, mediating and
moderating roles of psychological distress and psychosocial safety climate are discussed.