Neerpal Rathi

Work-family conflict and job and family satisfaction: Moderating effect of social support among police personnel

Purpose – This study aims to investigate the relationship of work‐family conflict (work‐to‐family conflict and family‐to‐work conflict) with job and family satisfaction among police personnel. Moreover, this study focuses on exploring the moderating effect of social support from co‐workers on the relationship of work‐family conflict dimensions with job and family satisfaction.Design/methodology/approach – This study is quantitative in nature. The data for the present study were collected from a total of 148 police personnel based in India.Findings – The results of the study indicate that work‐to‐family and family‐to‐work conflict are negatively correlated with job satisfaction. Moreover, social support from co‐workers is observed to significantly moderate the relationship of work‐to‐family and family‐to‐work conflict with family satisfaction.Research limitations/implications – The research has a few limitations like cross‐sectional nature of the study, use of self‐reported measures for data collection, an...

Retaining talent by enhancing organizational prestige: An HRM strategy for employees working in the retail sector

Purpose – The purpose of this paper is to investigate the impact of perceived external prestige on turnover intentions among retail employees in India. Moreover, this study aims to explore the mediating effect of affective commitment on the relationship between perceived external prestige and turnover intentions. Design/methodology/approach – This study is quantitative in nature. The data for the present study were collected from 186 employees working in various retail stores. Existing, established scales were used to measure the research constructs. Findings – The results of the study indicate a negative relationship between perceived external prestige and turnover intentions. A negative relationship was observed between affective commitment and turnover intentions. Moreover, affective commitment was observed to partially mediate the relationship between perceived external prestige and turnover intentions. Practical implications – This study provides valuable insights into understanding the significance ...

Effect of Emotional Labor on Emotional Exhaustion and Work Attitudes among Hospitality Employees in India

The present research explores the relationship of emotional labor strategies (i.e., surface and deep acting) with emotional exhaustion, organizational commitment, and turnover intentions among employees in the hospitality industry in India. Data were collected from 204 frontline hotel employees representing different departments. The results of the study demonstrate that surface acting is positively related with emotional exhaustion and turnover intentions and negatively related to affective organizational commitment. Moreover, deep acting was observed to have a negative influence on emotional exhaustion. The findings of the study indicate that frequent use of surface acting may have detrimental consequences for employees as well as for the organization. Managerial implications of the study are discussed.

Developing Leadership Skills among EMBA Students: Innovations in Design

Saying that doing business in a highly dynamic and volatile work environment poses unprecedented challenges to organizations and their leaders is stating the obvious. In order to effectively deal with various challenges, and succeed, organizations need leaders who could help them realize their objectives. Furthermore, it is required that people from each level in the organization are involved in leading. Management researchers and practitioners argue that it is vital for any organization to develop leadership skills among its members if it aspires to succeed and take an edge over others. Scholars, working in the area of leadership development, maintain that leadership skills can be developed among organizational members and MBA students through carefully designed programmes/interventions. The challenge often is that leadership training is extremely resource-intensive. Leadership development arguably needs an understanding of self, others, and the systems. It is assumed that it can be best done in small groups with attention to the individual, and it takes prolonged engagement. Thus, designing learning inputs for large groups is a challenge that is real and remains unaddressed by many practitioners and faculty in management schools.

Emotional exhaustion and work attitudes: Moderating effect of personality among frontline hospitality employees

ABSTRACT The construct of emotional exhaustion has been widely investigated in service organizations, particularly in the hospitality industry. Individual differences in experiencing emotional exhaustion, however, have attracted less research attention. The present study explores the moderating effect of personality dimensions of extraversion and neuroticism on the relationship of emotional exhaustion with job satisfaction and organizational commitment among hospitality employees. Data for this study were collected from 250 frontline employees (waiters and waitresses) working in various hotels and restaurants in India. The results of the study indicate that emotional exhaustion is negatively associated with job satisfaction and organizational commitment. The Extraversion dimension of personality was observed to have a significant interaction effect on the relationship of emotional exhaustion with job satisfaction and organizational commitment. Moreover, neuroticism was observed to have a significant interaction effect on the association between emotional exhaustion and organizational commitment. The implications of these findings are mentioned.

Understanding the role of supervisor support in retaining employees and enhancing their satisfaction with life

Purpose The purpose of this paper is to investigate the association of supervisor support with organizational commitment, turnover intentions, and life satisfaction, while also examining the mediating role of quality of work life (QWL) in these associations. Design/methodology/approach For testing the research hypotheses, data were collected from 244 respondents working in organizations within the organized retail sector in India. Existing, established scales were used to measure the research constructs. Findings The results of this study indicate that supervisor support was positively related to QWL. Moreover, QWL was found to be positively related to organizational commitment and life satisfaction, whereas a negative association was observed between QWL and turnover intentions. Finally, the results show that QWL mediated the association of supervisor support with organizational commitment, turnover intentions, and life satisfaction. Practical implications The current study suggests that a supportive supervisor enhances employees’ emotional attachment to the organization and life satisfaction by augmenting their QWL. The findings of this study may be helpful for organizational leaders in designing human resource practices that focus on enhancing supervisor support. An enhanced level of supervisor support may further help in retaining employees and improving their lives in today’s highly competitive and stressful business environment. Originality/value Although the association of supervisor support with employee attitudes and behavior at work has been extensively investigated, previous research did not clarify how supervisor support is linked to these outcomes. By investigating the mediating role of QWL, this research elucidates the underlying mechanisms linking supervisor support with organizational commitment, turnover intentions, and life satisfaction. This research provides an important contribution not only to the workplace support literature, but also to the field of human resource management.

Role of basic psychological need satisfaction in retaining talent: an investigation in the Indian context

Purpose The purpose of this paper is to investigate the association of the satisfaction of the basic psychological needs for competence, autonomy, and relatedness with affective commitment and turnover intentions among retail employees in India while also examining the mediating role of job satisfaction in these associations. Design/methodology/approach Research hypotheses were tested using a cross-organizational sample of 244 employees. Existing, established scales were used to measure the research constructs. Findings The results of this study show that the satisfaction of the needs for competence, autonomy, and relatedness was positively related to affective commitment and negatively related to turnover intentions. Moreover, the results indicate that job satisfaction mediated the association of basic psychological need satisfaction with affective commitment and turnover intentions. Practical implications This study highlights the significant role of basic psychological need satisfaction in retaining employees in a rapidly growing economy that is experiencing very high employee turnover. The findings of this study may be helpful for organizational leaders in taking appropriate actions to create working conditions that facilitate the satisfaction of employees’ basic psychological needs. Satisfaction of employees’ basic psychological needs at work may help in retaining them in the current economic scenario, which is witnessing very high employee turnover. Originality/value This research tested the applicability of basic psychological need satisfaction to Eastern collectivistic cultures, particularly to India. Recent socio-economic changes, unique workforce demographics and a predominantly collectivistic culture make India distinct from western and European countries, where most of the earlier research on understanding the nature, antecedents, and consequences of basic psychological need satisfaction has been conducted. This research provides an important contribution not only to basic psychological need satisfaction theory, but also to international business literature.