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?
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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
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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
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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