Ë®ÃÛÌÒapp

Dr. Mamoona Arshad is a dedicated lecturer at Ë®ÃÛÌÒapp (Ë®ÃÛÌÒapp) Business School, specializing in Management, Organisational Behaviour, and Human Resource Management and aFellow of the Higher Education Academy (FHEA). With a PhD in Organisational Behaviour, she teaches at undergraduate, postgraduate, and executive levels, using asynchronous, synchronous, and face-to-face methods. She has taught in both South Asia and the UK, bringing a global perspective to her teaching.

Before joining Ë®ÃÛÌÒapp, Dr. Arshad was a research associate at Norwich Business School, where she contributed to significant research projects. Her research portfolio reflects a broad international experience, with notable contributions in both the UK and Pakistan. She has presented her work at leading global conferences such as the Academy of Management (AOM) and the British Academy of Management (BAM), where she was nominated for research awards, including Best Conference Paper at AOM. Additionally, Dr. Arshad has been recognized as a Rising Star by a Ë®ÃÛÌÒapp professor and has received a Research Excellence Award at Ë®ÃÛÌÒapp.

Dr. Arshad is currently seeking PhD candidates, particularly in areas such as counterproductive work behaviour, paradoxical leader behaviour, inclusion, and bystander deviance. Her rich research experience and international teaching background make her a strong mentor for students interested in these fields.

Open to take PhD candidates. Updated: 11/09/2024

Institute for Responsible Business and Social Justice

• • Arshad, M., & Malik, M. A. R. (2023). Vicarious or direct? Testing experiences of interpersonal deviance and employees’ defensive strategies at work. International Journal of Stress Management, 30(2), 184–194. 
  • Arshad, M., Malik, M. A. R., & Amjad, S. (2023). “Silent Victims: Negative Effects of Observing Workplace Deviance on Employees' Emotional Exhaustion and Workplace Thriving.” Australian Journal of Management. DOI: 10.1177/03128962231171653
  • Arshad, M. (2023). When Abusive Supervision Increases Workplace Deviance: The Moderating Role of Psychological Safety and Organizational Identification. The Lahore Journal of Business, 11(1), 1-26.
  • Arshad, M., and Rehman, A. U. (2022). Corporate Entrepreneurship: A Systematic Literature Review. Bulletin of Business and Economics, 11(2), 44-63. 
  • Arshad, M., & Malik, M. A. R. (2021). Workplace Deviance-A Move Towards the Social Constructivist Perspective. Abasyn University Journal of Social Sciences, 14(2).
  • Chatha, K. A., Butt, I., Jajja, M. S. S., & Arshad, M. (2018) "Theoretical developments in empirical quantitative manufacturing strategy literature", International Journal of Operations & Production Management, 38(1), 183-210, 
  • Arshad, M., & Akram, M. S. (2018). Social Media Adoption by the Academic Community: Theoretical Insights and Empirical Evidence from Developing Countries. International Review of Research in Open and Distributed Learning, 19(3),243-262. DOI: 10.19173/irrodl.19i3.3500 

• Arshad, M., & Malik, M. A. R. (2023). Vicarious or direct? Testing experiences of interpersonal deviance and employees’ defensive strategies at work. International Journal of Stress Management, 30(2), 184–194. 
• Arshad, M., Malik, M. A. R., & Amjad, S. (2023). “Silent Victims: Negative Effects of Observing Workplace Deviance on Employees' Emotional Exhaustion and Workplace Thriving.” Australian Journal of Management. DOI: 10.1177/03128962231171653
• • Chatha, K. A., Butt, I., Jajja, M. S. S., & Arshad, M. (2018) "Theoretical developments in empirical quantitative manufacturing strategy literature", International Journal of Operations & Production Management, 38(1), 183-210, 

Counterproductive workplace behaviors; Pradoxical leadership; Conservative of resource theory; Quantitative research methods

Organisational Behaviour, Management, Human Resource Management

Ph.D. Organisational Behaviour

Module leader for BHRM2001:  BHRM2001: HRM at Workplace, HRMG5051: Leading, Managing, and Developing People and Organisations, MGMT142: Principles of Management, Introduction to Consumer Behaviour.

Team/Co-teaching: BHRM2005: Reward and Performance Management, Organisational Behaviour, HRMG3005: Project, BHRM5005: Research methods, BHRM1002: Professional development, BHRM2002: Learning & Organisational developement

• • Nominated for the category of ‘rising start’ in the Ë®ÃÛÌÒapp year awards. 2023
  • Smith, I.S., Fida, R., Barbaranelli, C., Paciello, M., & Arshad, M. (2023) “Organizational Moral Disengagement: Suspending Morality at Work”. Presented in 83^rd Annual Meeting of the Academy of Management, Aug 04-08, Boston, Massachusetts, USA. (Nomination for Best paper award) 
  • Arshad, M., & Malik, M. A. R. (2018). Importance of individual differences and work design in being authentic at work. Colloquium conducted at Lahore University of Management Sciences, Lahore, Pakistan. (Best paper award).
  • All Pakistan "Pitching Research" Competition (APPRC) 2017-18, selection in top 10 pitches. Title: Being authentic at work - Exploring the contradiction between state and trait. 2018

• Associate member of association for learning technologies (from 2024)
• Academic members of AOM (2021-2024)
• Student membership BAM (2018-19; 2022-23) and AOM (2020-2022).

FHEA, Higher education academy

e.g Licence obtained, certifying institute, not commercially sensitive information

Counterproductive workplace behaviors, Self-efficacy, Paradoxical leadership behaviours, authenticity at work

• Smith, I.S., Fida, R., Barbaranelli, C., Paciello, M., & Arshad, M. (2023). “Organizational Moral Disengagement: Suspending Morality at Work”. Presented in 83^rd Annual Meeting of the Academy of Management, Aug 04-08, Boston, Massachusetts, USA. (Nomination for Best paper award).
  • Arshad, M. & Malik, M. A. R. (2023). “How and When Vicarious Interpersonal Deviance Influence Defensive Strategies”. Presented at 21st EAWOP Congress. May 24-27, Poland, Katowice.

• Asad, H., Arshad, M., & Zahid, F. (2023). A Trait Activation Perspective on how Authoritarian Leaders emerge and stimulate higher Task Performance. Presented at 37^th Annual conference of British Academy of Management, University of Sussex. 1^st-6^th September. UK.

• Arshad, M. Malik, M. A. R., & Faheem, M. (2022). “Third-Party Observation Matters: How and When Third-Party Observation of Workplace Deviance Effects Workplace Thriving”. Presented at 36^th Annual conference of British Academy of Management, University of Manchester. 31^st August – 2^nd September. UK.

• Arshad, M. & Malik, M. A. R. (2022). “Third-Party Observation Matters: How and When Third- Party Observation of Workplace Deviance Effects Workplace Thriving. Presented at EAWOP specialized group meeting on counterproductive work behaviors. Jun 22-24, Amsterdam.

• Arshad, M. & Malik, M. A. R. (2021). Being Real: How and When Authenticity at Work Effects Interpersonal Deviance. Presented at 81^st Annual Meeting of the Academy of Management. Online proceedings. July 29 - August 4, US.

• Arshad, M. & Malik, M. A. R. (2020). Workplace Deviance: A Systematic Literature Review and Future Agenda. Presented at 80^th Annual Meeting of the Academy of Management. Online proceedings. August 7-11, Vancouver, BC, Canada.

• Arshad, M. & Malik, M. A. R. (2018). Role of Individual Differences and Work Design in Being Authentic at Work. Presented at 32nd British Academy of Management hosted by Bristol Business School, University of the West of England 4th - 6th September.

Accepted book chapter:

Arshad, M. & Altaf, Meryem. 'Resource passageways and personal resources: Influence of cooperative psychological climate on workplace thriving. Accepted July 31. Springer Nature books, February 2025

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