Piyali Ghosh

Towards more effective training programmes: a study of trainer attributes

Purpose – The paper aims to ascertain the predictors of training effectiveness with special reference to the characteristics of trainers.Design/methodology/approach – Characteristics of trainers as obtained from the extant literature served as seven independent variables to predict training effectiveness, measured in terms of trainee satisfaction with the training programme. Data were collected by administering a structured questionnaire on employees selected through simple random sampling. A total of 80 responses were obtained and subjected to multiple regression analysis.Findings – Of the seven independent variables, only two, namely trainers comfort level with the subject matter and trainers rapport with trainees, were found to be the significant predictors of trainee satisfaction. Hence, the hypothesis that all seven independent variables are significant predictors of trainee satisfaction was partially proved.Originality/value – Training programmes should be designed keeping in mind the knowledge le...

Organizational justice and employee engagement

Purpose – The purpose of this paper is to explore whether perceptions of distributive, procedural and interactional justice are related to employee engagement, as an extension of the antecedents-consequences model of Saks (2006), and to examine the possibility of inter-relationships between these three dimensions of justice. Design/methodology/approach – A survey of 210 employees of public sector banks in India covered measures of job and organization engagement (OE) proposed by Saks (2006) and the scale on distributive, procedural and interactional justice developed by Niehoff and Moorman (1993). The relationships between justice perceptions and engagement were analysed using correlations and hierarchical regression analysis. Findings – Results show that distributive, procedural and interactional are inter-related with each other. Further, distributive and interactional justice take precedence over procedural justice in determining job engagement, while distributive justice plays the most important role ...

Evaluating effectiveness of a training programme with trainee reaction

Purpose – This paper aims to deal with evaluation of different parameters of an induction programme conducted by a transmission and distribution major in India. The study aims to indicate which aspects of the training programme need to be emphasised when devising induction programmes for managers and non‐managers, and to ascertain whether there is any significant difference in their reactions.Design/methodology/approach – Evaluation has been done with the help of trainee reaction measured by a questionnaire. The statistical tools used include factor analysis to generate factors that influence trainee satisfaction and a t‐test to test the hypothesis that there will be a significant difference between managerial and non‐managerial levels in their satisfaction with different aspects of the programme.Findings – Factor analysis generated six factors, namely clarity of trainer, other facilities, venue of the programme, food served, practical application, and communication of trainer. The t‐test run on these fac...

The Impact of Support at the Workplace on Transfer of Training: A Study of an Indian Manufacturing Unit

This study aims to assess the individual impacts of two components of support at the workplace, namely, support from peers and supervisor, on transfer of training in a post-training environment. Mediation by motivation to transfer in the relationship of supervisor and peer support with transfer of training has also been examined. Data on 149 respondent employees working in a manufacturing unit owned by a leading player in the power transmission business in India has been subject to hierarchical regression analysis. Results confirm the key role of supervisor support in transfer of learned skills. However, the impact of peers on transfer is found to be greater than that of supervisors. The findings prompt us to recommend that peers should be involved in publicizing post-training experiences and benefits. Organizations and supervisors should encourage peers to motivate employees in applying training skills to the job by means of rewards and recognition. Overall the results contribute to a better understanding of support at workplace as a predictor of transfer.

Exploring the moderating role of context satisfaction between job characteristics and turnover intention of employees of Indian public sector banks

Purpose – An employee’s satisfaction with the work context may affect her/his perception of the organization and may hence be a predictor of her/his intention to leave. The purpose of this paper is to explore the possible mediating role of context satisfaction between employees’ perception of job characteristics and their turnover intention and rests on the Job Characteristics Model (JCM). Design/methodology/approach – Hierarchical regression analysis was used to test the moderation hypothesis on sample data of 214 employees of 19 public sector banks in India. The population comprised both junior and middle management grade employees as these are expected to succeed retiring middle and senior management employees. Findings – Findings suggest that in addition to enriched jobs, context satisfaction is critical to establish a positive environment to lessen turnover intention of employees. This highlights the need for a positive and supportive work context to maximize the benefits of jobs with positive charac...

Supervisor support in transfer of training: looking back at past research

Purpose – Of the various factors directly or indirectly influencing transfer of training, supervisor support as a work environment variable is found to have diverse relationships with transfer, further complicated with the perspective of time. The purpose of this paper is to bring together findings from past research to have a better insight on the impact of supervisor support on training transfer. Design/methodology/approach – A qualitative approach has been adopted to review existing research on the selected constructs. Findings – Literature reveals divergent influences of supervisor support on transfer: some researchers have established a direct-indirect relationship, some opine a positive-negative relationship and few show mixed results. Usually the relation is found to be indirect when trainee characteristics have been used as mediators. The authors may infer that the influence of supervisor support on transfer is contextual and nothing can be said affirmatively on their relation. Practical implicati...

Influence of job characteristics on engagement: does support at work act as moderator?

Purpose Indian banking industry is one the biggest players in the country’s service sector, with public sector banks (PSBs) occupying the major share. The purpose of this paper is to develop a model linking job characteristics (JC) and work engagement, moderated by perceived organizational and supervisor support as contextual variables. Design/methodology/approach Data on 214 employees from 15 PSBs were used to examine this model. Analysis of data has established the moderating role of support at work in the relationship between JC and work engagement. Findings Findings suggest that employees who have a positive perception of organizational and supervisor support are more likely to respond positively to JC and therefore would have a higher propensity to engage with their jobs. In addition to enriched jobs, the wider organizational climate characterized by support from supervisors and organization as a whole is critical to establish a positive environment, which would lead to greater work engagement. Originality/value The moderating role of support at workplace on JC and work engagement has been researched very rarely in literature. This study, hence, aims at investigating whether interaction between JC and perceived organizational and supervisor support influences work engagement of employees working in Indian PSBs.

Motivation and work values in Indian public and private sector enterprises: a comparative study

Manpower is an organisations most important asset and an organisation must pay adequate attention to the well-being and morale of its workforce. Therefore, the study of employee motivation, work values, and their interaction assumes great significance in an organisational context. With the existence of public as well as private sector enterprises in India, a comparison between the two on various dimensions of motivation and work values has widespread implications for HR policies and practices in organisations. A study was conducted using two questionnaires to assess the motivation and work values of employees in the two sectors. Results indicate that employees in the public sector enterprise are motivated to a greater extent by achievement and self-control, as compared to those in the private sector; they also value pride in work, job involvement, activity preference, and upward striving more than employees in the private sector enterprise who value earnings, and are motivated more by financial gains.

Job satisfaction in private sector banks in India

Job satisfaction is considered to be one of the primary requirements of a well-run organisation. This study focuses on employees of private banks in India and aims to identify the factors/variables instrumental for their job satisfaction and to empirically test such identified variables with the help of a survey. Several factors/variables have been clubbed as: work aspects, compensation, training, career development, supervision and work life balance. Sample comprised managerial and non-managerial staff of selected private sector banks in India; total sample size was 102. Reliability analysis was carried out using Cronbach alpha and, thereafter, factor analysis was conducted to understand factor loadings on the identified variables.

Rewards and recognition to engage private bank employees: Exploring the “obligation dimension”

Purpose The purpose of this study is to examine the potential mediating role of employee engagement between rewards and recognition and normative commitment. Design/methodology/approach Responses of a sample of 176 private bank employees in India were used to examine the proposed mediated model. Findings The variable rewards and recognition is found to be significantly correlated to both employee engagement and normative commitment. Results of regression have been analyzed in line with the four conditions of mediation laid down by Baron and Kenny (1986). Further, SPSS macro developed by Preacher and Hayes (2004) is used to test the proposed mediation model. The relationship between rewards and recognition and normative commitment is found to become smaller after controlling the variable employee engagement. The results provide partial support to the mediation hypothesis. Originality/value Normative commitment has been less researched relative to the attention paid to affective commitment. Further, no research has yet focused on the impact of rewards and recognition on normative commitment, with the mediating impact of employee engagement. This study hence provides the first empirical test of the established relationship between rewards and recognition and employee engagement by introducing normative commitment as an outcome variable.