Pooja Garg

Climate profile and OCBs of teachers in public and private schools of India

Purpose – This research aims to assess the significant differences in the climate profile and organizational citizenship behaviors (OCBs) of teachers working in public and private schools of India.Design/methodology/approach – The sample comprised of 100 teachers, out of which 50 teachers were from public school and 50 teachers were from private schools. Following data collection, significant differences regarding climate profile and OCBs were examined by using t‐test.Findings – The findings indicated significant differences in the climate profile of public and private schools. Also, there was significant difference in the exhibition of citizenship behaviors of teachers working in public and private schools.Research limitations/implications – The research represents the beginning and not an end to the examination of climate of schools as well as exhibition of citizenship behaviors of teachers. The study makes feasible suggestions for improving the climate profile of private schools and citizenship behavio...

Workplace spirituality and managerial effectiveness among Indian managers

Historically, managerial effectiveness is a vital construct, which has been acknowledged by management practitioners in corporate and by researchers in academia. Synchronically, workplace spirituality is another key issue that has been recognised as a valuable concept in the organisational and management context; however, the concept lies in its infancy and neophyte stage, and there is a dearth of empirical studies in this newly developing area. Keeping these views in mind, this study is an attempt to explore the relationship between workplace spirituality and managerial effectiveness among Indian managers. Data have been collected through the questionnaire-based surveys. On the basis of correlation and regression analysis, results indicate that workplace spirituality can be recognised as a key driver of managerial effectiveness. Further, findings may also be helpful to organisations in developing spirituality at workplace to enhance managerial effectiveness.

The relationship between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change

Purpose The aim of the research is to empirically investigate the relationship between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change. Also, the paper examines the mediating effect of employee resilience on the relationship between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change. Design/methodology/approach The sample comprised of responses from 510 employees’ working in information technology (IT) companies based in India. Confirmatory factor analysis (CFA) was employed to analyse the proposed measurement model and structural equation modelling (SEM) was used to test the study hypotheses. Additionally, the study utilised mediation analyses proposed by Preacher and Hayes (2004) to investigate the mediating role of employee resilience. Findings The results show significant relationship between the study variables. Employee resilience was found to partially mediate the relationship between learning...

Employee Resilience and OCB: Mediating Effects of Organizational Commitment:

Executive Summary With increased popularity of positive psychology, there is a greater emphasis on exploring positive human resource strengths to address the workplace challenges and augment organizational performance. Previous research suggests that resilience positively relates to desired employee attitudes, behaviours, and performance such as organizational citizenship behaviour (OCB). However, it would be intriguing to understand the underlying mechanism of resilience-OCB relationship. Towards this, the study examines the mediating role of organizational commitment. In the light of identified research gaps, the study explores the mechanism of the relationship between resilience and OCB in the context of Indian organizations. The study sample comprised employees (N = 345) working in the manufacturing industries of Uttarakhand and Himachal Pradesh in India. Data were collected with the help of self-administered questionnaires through systematic random sampling. A model was developed and tested in which the effects of resilience on OCB were hypothesized to be mediated by organizational commitment. The hypotheses testing was done using hierarchical multiple regression and for testing the mediating effects, bootstrapping in SPSS was used. The results provide empirical evidence for the positive relationship between resilience and OCB. Also, the results emphasize that resilience influence organizational commitment as well. As hypothesized, results have also supported the mediating effect of organizational commitment in the relationship between resilience and OCB, explaining the underlying mechanism of resilience-OCB relationship. The mediation is partial which means that resilience influences OCB directly as well as indirectly through organizational commitment. The study offers significant advancements for both resilience and OCB research. The results also offer direction to organizations which desire to stimulate and maintain employee outcomes in their organizations for competitive advantage. Employee outcomes in organizations can be improved by developing resilience among its employees. Implications of promoting resilience at workplace are discussed.

Learning organization and work engagement: exploring the nexus in Indian IT sector

The purpose of this paper is to examine the effect of learning organization on work engagement in Indian IT firms. Also, this study provides a holistic understanding of antecedents of work engagement at the individual, team, and organizational levels of learning organization.,The sample comprised of responses from 250 managerial employees’ working in IT companies based in India. Confirmatory factor analysis was employed to analyze the proposed measurement model. The study utilized hierarchical multiple regression for testing the research hypotheses. Furthermore, incremental validity was examined to depict the variance contribution of the predictor variables (learning organization).,The results of hierarchical regression analysis revealed that learning organization dimensions have varied predicting effects on work engagement. The findings of the study showed that vigor and dedication were most significantly predicted by embedded system and continuous learning opportunities of learning organization where as inquiry and dialogue has the most significant influence on absorption.,This study offers concrete insights to human resource managers for developing prioritized composite-level interventions at individual, team, and organizational levels of learning organization for building highly engaged workforce.,Despite number of research works on work engagement, research is deficient in examining the role of learning organization dimensions (individual, team and organization level) in influencing work engagement. By investigating the relationship between learning organization and work engagement, the present study embarks to fill the paucity in academic and practitioner literature in the Indian organizational context.

Work Engagement in India: Validation of the Utrecht Work Engagement

This study aims at delineating the recent worldwide developments in the factorial structure of popular work engagement measure, the Utrecht Work Engagement Scale (UWES) and exploring its psychometric properties in terms of factorial validity, scale reliability, descriptive statistics and discriminant validity in an Indian sample of working population. The study is based on cross-sectional questionnaire survey responses from 304 Indian employees working in ITES. We conducted confirmatory factor analyses to compare the fit of a three-factor model to that of an alternative one-factor model of UWES-9 followed by an analysis of discriminant validity of UWES-9 in relation to organisational citizenship behaviour questionnaire (OCBQ) and organisational commitment questionnaire (OCQ) using chi-square difference tests. A comprehensive review of validation studies of UWES across other nations of the world in different time, culture and context represents instability of its factorial structure. Empirical evidences demonstrate a better fit of multidimensional structure of UWES-9 in comparison to that of unidimensional solution for the construct in the Indian context and support the discriminant validity of UWES-9 against OCQ and OCBQ. The study provides first direct evidence for the psychometric properties and unique identification of the UWES-9 in the Indian context.

The influence of quality of work life on trust: empirical insights from a SEM application

The main purpose of this study is to link quality of work life with various forms of trust among IT employees. The study deploys path analysis method to generate and tested a model of quality of work life and its constituting factors toward trust. The model was analysed and evaluated with the help of SEM software AMOS 20.0 version. The findings indicated that most indices of the model were desirable and the fitness of the model was proved. It was found that quality of work life is an important factor to be considered for infusing trust among employees. The sample size was limited to NCR (India) conducted in IT industry and it is recommended that relationship between QWL and trust in these findings can be extended to other professionals and non-professionals employed in other industries. This study is new as there has been little recent research undertaken examining the IT sector. More generally, there is a scarcity of work focusing on quality of work life with trust. The research has developed a comprehensive model linking quality of work life and trust.

Learning organization and work engagement: the mediating role of employee resilience

Abstract As automation and structural transformations mark the new digital realities of the twenty first century, contemporary organizations demand a highly resilient and engaged workforce to sustain their competitive edge. Despite an eminent literature revolving around learning organization in the management discourse, there is a lack of research investigating the effect of learning organization on employee resilience and work engagement. With this precept in mind, this study developed and tested a mediation model linking learning organization to employee resilience and work engagement. The present study draws on the tenets of Fredrickson’s broaden-and-build theory and conservation of resource theory for supporting the study results. This study used cross sectional surveys of 300 IT professionals in India. Structural equation modeling was used for empirically testing the study hypotheses. Additionally, the study utilized Preacher and Hayes mediation analyses to investigate the mediating effect of employee resilience on the relationship between learning organization and work engagement. The results revealed significant relationship between variables of the study and shows that learning organization positively effect employee resilience and work engagement. The findings suggest that employee resilience partially mediate the effect of learning organization on work engagement. This study offers concrete insights to HR managers for fostering employee resilience which in turn can play a key role in building a highly engaged workforce. Future implications for theory and HRM practitioners are discussed.

Work Values and Its Impact on Managerial Effectiveness: A Relationship Study in Indian Context

Competent managers are very important assets to any organization as they drive it to success through the challenges of global competition. Managerial effectiveness has gained much research attention in recent years due to its importance to the organization as a whole. The purpose of this study is to test the impact of work values on managerial effectiveness in Indian organizations. To this end, a survey was conducted on a sample of 300 managers working in different organizations in India. The article employs factor analysis, Pearson’s r and step-wise multiple regression analysis to determine the effect of work values on managerial effectiveness. Findings indicate that work values have a positive and significant relationship with managerial effectiveness. The study provides valuable implications for practitioners and researchers by providing a deep understanding of the relationship between work values and managerial effectiveness, and between the dimensions and aspects of the two constructs. Practitioners could use the findings of the study to identify which work values influence managerial effectiveness most and work towards incorporating those values in the organizational culture.

Does perception of justice effect psychological well-being of employees?

The present study has been initiated with a viewpoint that research pertaining to the unique effects of justice dimensions on psychological well-being would be a nascent area of study in management discourse. It attempts to investigate the relationship between the perception of justice and psychological well-being of employees. A total sample of 195 managers was selected from the banking and automobile industry in India. The collected data were subjected to exploratory factor analysis, confirmatory factor analysis, Pearson correlation and stepwise regression analysis. The results show the emergence of a new justice dimension labelled as empowerment justice. The findings also indicate that justice is a significant predictor of psychological well-being. However, interestingly none of the justice dimension predicted purpose in life dimension of psychological well-being. It was supported that employees who are cognitively satisfied experience well-being at the workplace.