3.
An Exploration of Managerial Competency in Public University: A Qualitative Finding of Training Needs Assessment (2019)
9.
The Effect of HR Relational Strategy and Transactional Strategy on Supply Chain Performance: The Moderating Role of Environment Orientation (2019)
10.
Contract management and performance characteristics: An empirical and managerial implication for Indonesia (2019)
11.
Leaders' emotional intelligence and employee retention: Mediation of job satisfaction in the hospitality industry (2019)
12.
Addressing the issue of job performance among hospital physicians in Pakistan: The role of job security, organizational support, and job satisfaction (2019)
13.
Financial performance and corporate social responsibility in the banking sector of Bahrain: Can engagement moderate? (2019)
14.
Academic press and student engagement: Can academic psychological capital intervene? test of a mediated model on business graduates (2019)
15.
Modelling the Link Between Developmental Human Resource Practices and Work Engagement: The Moderation Role of Service Climate (2020)
16.
Towards Crisis Prevention: Factors Affecting Lending Behaviour
17.
Job Demands and Work Engagement: Call for More Urgent Empirical Attention (2019)
18.
Ahmed. U et al., (2019). Do consumers expect companies to be socially responsible? The impact of corporate social responsibility on buying behavior
19.
Ahmed. U et al., (2019). Can meaningful work really moderate the relationship between supervisor support, coworker support and work Engagement?
20.
Ahmed. U et et al., (2018). Performance on the road: examining the critical role of training effectiveness amongst the blue-collar employees in Bahrain
21.
Ahmed. U et al., (2018). Digging Deep in Students` Engagement in Bahrain:Contributions From Academic Self-Efficacy and Academic Resilience
22.
Ahmed. U et al., (2018). Entrepreneurial Intentions amongst Female Students: test of a Moderated Model in an Emerging Economy
23.
Ahmed. U et al., (2018). Nurturing Innovation Performance Through Corporate Entrepreneurship: The Moderation of Employee Engagement
24.
Ahmed. U et al., (2017). Engaging PhD Students: Investigating the Role of Supervisor Support and Psychological Capital in a Mediated Model
25.
Ahmed. U et al., (2017). Troubling Job Demands at Work: Examining the Deleterious Impact of Workload and Emotional Demands on Work Engagement
26.
Ahmed . U. et al., (2017). Assessing Moderation of Employee Engagement on the Relationship between Work Discretion, Job Clarity and Business Performance in the Banking Sector of Pakistan
27.
Ahmed. U et al., (2017). Towards Understanding Work Engagement: Can HR Really Buffer HR? Test of a Moderated Model
28.
Ahmed. U et al., (2016). HR Moderating HR: Critical link between Developmental HR Practices and work engagement in a Moderated Model
29.
Ahmed. U. et al., (2016). Loosing Your Best Talent: Can Leadership Retain Employees? The Dilemma of the Banking Sector of Hyderabad Sindh, Pakistan: A Mediation Investigation
30.
Ahmed. U. et al., (2016). Unveiling the Direct Effect of Corporate Entrepreneurship’s Dimensions on the Business Performance: A Case of Big Five Banks in Pakistan
31.
Ahmed. U. et al., (2016). Construct validation of 17-item Utrecht University work engagement scale amongst the white collar employees of Malaysian Universities
1.
Really Too Much! Abuse, Emotions and Workload in the Distribution Business: Implications for Employees' Engagement In Clute International Academic Conference on Business (IACB) United States of America 4-8th of August 2019
2.
Ahmed. U. (2017). The Mediating Role of Meaningful Work in the Relationship Between Career Growth Opportunities and Work Engagement
Engineering a Lean Startup Published in Book Titled, On-Startups
Ahmed. U. (2019). The Ultimate HR Mantra for Employee Engagement Published In The DNA of Development. BSTD. Bahrain
1.
Best Papers Award in International Academic Conference on Business and Economics, Indonesia. October 2017.
