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Dr. Muhammad Naseer Akhtar (HEC Pakistan – Approved PhD Supervisor)
Assistant Professor
Management & HR

National University of Sciences and Technology (NUST)
NUST Business School, H-12 Sector, Islamabad
Tel : +92-51-90853217

Organizational Change and Employee Relations

PhD Business Administration(2012-15)Huazhong University of Science & Technology, Wuhan–PR China. MA Management(2007-09)Chester Business School(United Kingdom). M Com(2000-03)University of The Punjab, Lahore–Pakistan

Dr. Muhammad Naseer Akhtar has graduated with PhD Business Administration from Huazhong University of Science and Technology, Wuhan – PR China in November 2015.

His professional career spans over 12 years, during which period he has gained considerable experience working in banking industry, international education management (student recruitment, international academic partnerships, accreditation programs etc.), teaching and research across different countries (i.e. United Kingdom, Lithuania, Hungary, Cyprus, PR China, and Indonesia).

Dr. Naseer’s teaching at NUST Business School is based on sound pedagogy, and informed by latest thinking in HRM research as well as his engagement with industry. A staunch believer in inclusivity and considers students to be at the heart of learning. Hence, he is continuously seeking ways to enhance his professional practice in order to enrich students’ learning experiences and transform understanding. 

Dr. Naseer’s research interests consist of employee sense-making, and social perspective based on social exchanges for employees-employer relations in organizations. Similarly, I conduct research on employees in three major areas: organizational change and strategy, employees’ attitude and behavior, and psychological contracts. First stream of research focuses on , organizational change and strategy, examines the employees’ perspective through the lens of sense-making of post-major organizational change time and its effects on employees’ behavioral responses, with a primary focus on how being perceived as an underdog can influence the energy and effort that employees have invested be influenced by post organizational change impact. Second research area, employee behavior and psychological contracts, examines the central interest that how employees behave positively and negatively during and after major organizational changes and how their psychological contracts are influenced i.e. perceived fulfillment of organizational obligations. 

​S.No ​​Title​ ​Targeted Journal  ​Impact Factor
​1 ​Reactions in the aftermath of major organizational changes: A sensemaking model of perceived fulfillment of organizational obligations.​ ​Journal of Change Management ​1.33
​2 Exploring the mediating role of resistance to change between antecedents of major organizational changes and work-related consequences. ​ ​Journal of Change Management ​1.33
​3 ​Linking psychological safety between workplace ostracism and information exchange.  ​Journal of Managerial Psychology ​1.136
4​ ​Experiencing major organizational changes towards work-related and personal consequences. A merger and acquisition perspective.  ​Journal of Change Management ​1.33
​5 ​Transformational leadership and organizational commitment: moderating role of job involvement.  ​International Journal of Human Resource Management  ​1.262
​6 ​Exit, voice, loyalty, and neglect reactions towards job enrichment: moderating role of work role fit.  ​Employee Relations ​0.933
​7 ​Exploring the role of career satisfaction in the link between boundaryless careers and career commitment.  ​Career Development  ​1.054
​8 ​The mediating role of employee's negative reactions on the relationship between perceptions of organizational politics and performance.  ​Journal of Managerial Psychology ​1.136
​9 ​HPWP and employee agility: a moderated mediation model. ​International Journal of Human Resource Management  ​1.262

  • ​​​​​Akhtar, M. N., Bal, M., & Long, L. (2016). Exit, voice, loyalty, and neglect reactions to frequency of change, and impact of change: A sensemaking perspective through the lens of psychological contract. Employee Relations,38 (4), 536-562.​​
  • Organizational Change Management
  • Human Resource Management
  • ​Business Research Methods
  • Dr. Muhammad Naseer Akhtar has worked in number of industries before joining NUST Business School. Started his career with MCB Bank Limited then later moved to Bank Alfalah Limited. After serving banking industry for three years, travelled to UK and graduated his MA Management from Chester Business School – University of Chester, United Kingdom. Upon his return from UK, joined School of Management Studies – The University of Faisalabad as Lecturer/MBA Program Leader till 2010. In year 2010, set up IVS Consulting to provide education consultancy services and has worked with number of reputable universities and colleges from UK, Europe, and Asia.

    Dr. Naseer has initiated and arranged many international academic partnership programs with number of universities from UK, Europe, and Asia and during this period and served as an International Academic Partnership Adviser to Mykolo Romero University (MRU) – Lithuania and some other universities.