ASGHAR MUHAMMA

国籍：巴基斯坦

研究领域：组织行为与人力资源管理、旅游管理

合作导师：熊正德

学术背景：

（1）学士：2007-2009拉合尔旁遮普大学商学院（School of Commerce, University of the Punjab, Lahore）

（2）硕士：2010-2011伊斯兰堡阿拉玛·伊克巴尔开放大学管理科学学院(School of Management Sciences, Allama Iqbal Open University, Islamabad)；

2014-2016费萨拉巴得政府学院大学工商管理学院（School of Business Administration, Government College University，Faisalabad）

（3）博士：2018-2022燕山大学

研究成果：

[1]Asghar M, Tayyab M, Gull N, Zhijie S*, Xialong T. (2020). Polychronicity at work: Work engagement as a mediator of the relationships between job outcomes.Journal of hospitality and tourism management, 45, pp 470-478, DOI:10.1016/j.jhtm.2020.10.002

[2]Asghar M, Tayyab M, Gull N, Zhijie S*, Rui S, Xialong T. (2021) Polychronicity, work engagement, and turnover intention: The moderating role of perceived organizational support in hotel industry.Journal of hospitality and tourism management, 49, pp 129-139, DOI: 10.1016/j.jhtm.2021.09.004

[3] Gull N, Zhijie S, Rui S*,Asghar M*, Rafique M A, Yupeng L.(2021). Paternalistic leadership, polychronicity, and life satisfaction of nurses: The role of work-family conflict and family-work conflict in public sector hospitals.Frontier in Psychology,12, pp 1-10, DOI: 10.3389/fpsyg.2021.648332

[4] Xialong T, Gull N, Akram Z*,Asghar M*, Jimin Z. (2021). Does polychronicity undermine procrastination behavior through ICTs? Insights from multi-level modeling.Frontier in Psychology, 12, pp1-12, DOI: 10.3389/fpsyg.2021.733574

[5] Xialong T, Gull N, Iqbal S,Asghar M*, et al. (2021). Exploring and Validating the Effects of Mega Projects on Infrastructure Development Influencing Sustainable Environment and Project Management.Frontier in Psychology(ISSN: 1664-1078), 12, pp 1-9, DOI: 10.3389/fpsyg. 2021.663199

[6]Sarfraz M, Xiangbo J,Asghar M, Ivascu L*, Ozturk I. (2022). Signifying the relationship between fear of COVID-19, psychological concerns, financial concerns and healthcare employees job performance: a mediated model.International Journal of Environmental Research and Public Health, 19(5), 2657. DOI: 10.3390/ijerph19052657

[7]Gull N,Asghar M, Mohsin B, Xiliang L*,Zhengde X. (2023). Does a family-supportive supervisor reduce the effect of work-family conflict on emotional exhaustion and turnover intentions? A moderated mediation model.International Journal of Conflict Management, 34 (2), pp 253-272. DOI: 10.1108/IJCMA-03-2022-0046

[8] Zhijie S, Gull N,Asghar M*, Sarfraz M，Rui S，Rafique M A, (2022). Polychronicity, time perspective, and procrastination behavior at the workplace: An empirical study.Anales de Psicologia, 38 (1), pp 355-364, DOI: 10.6018/analesps.427401

[9] Akram Z*, Ahmad S, Akram U,Asghar M, Jiang T. (2021). Is abusive supervision always harmful toward creativity? Managing workplace stressors by promoting distributive and procedural justice.International Journal of Conflict Management, 34 (2) , pp 253-272, DOI: 10.1108/IJCMA-03-2021-0036

[10]Xiaolong T, Gull N,Asghar M*,Sarfraz M, Jianmin Z. (2022). Does perceived supervisor support reduce turnover intention? The mediating effects of work engagement among healthcare professionals.Work-a journal of prevention assessment & rehabilitation, pp 1013, DOI: 10.3233/WOR-210509

[11]Zhijie S, Gull N*,Asghar M, Rui S*, Sarfraz M. (2022).Paternalistic leadership as an antecedent: Examining the comprehensive model of nurse's life satisfaction.Work-A Journal Of Prevention Assessment & Rehabilitation，73 (3), pp 961-968, DOI: 10.3233/WOR-210482

[12]Xialong T, Gull N,Asghar M*, Jimin Z. (2021). The relationship between polychronicity and job-affective well-being: The moderator role of workplace incivility in healthcare staff.Work-A Journal Of Prevention Assessment & Rehabilitation，70 (4), pp 1267-1277, DOI: 10.3233/WOR-205286