R. Krishnaveni

Controlling Common Method Variance while Measuring the Impact of Emotional Intelligence on Well-being

Emotional intelligence (EI) is the ability of an individual to use emotions intelligently for positive outcomes. This ability is said to have an impact on many aspects of our personal and professional lives. Well-being (WB) is a person�s state of mind regarding his/her life. Theory suggests that highly emotionally intelligent individuals are likely to experience psychological well-being at a higher level than individuals who are low in emotional intelligence. Based on this concept, this paper examines the empirical relation between EI and WB, both of which are attitudinal variables. A sample of 104 respondents from the manufacturing sector of South India was considered for the study and their emotional intelligence and well-being levels were assessed using appropriate tools. When two attitude-based constructs are obtained from the same respondent, using the same instrument, at the same time, then the relationship between them is said to be influenced by Common Method Variance (CMV). It is the variance that is attributable to the measurement method rather than to the constructs the measures represent and is said to introduce a spurious correlation between the variables of interest. In this study, both EI and WB were obtained from the same respondent, through a single instrument. Hence CMV was considered and acted upon. While controlling the effect of CMV on the empirical relation between EI and WB, this paper aims at the following sub-objectives: To assess the EI and WB levels of the respondents To implement procedural remedies to control CMV To implement statistical remedies to control CMV To prove that EI is a predictor of WB, over and above the effect of CMV. Procedural remedies were used with respect to questionnaire design and statistical remedies were used to partial out the effect of CMV. This paper should serve as a framework for researchers, who wish to evaluate the potential biasing effects of method variance in their research, pertaining to behavioural aspects.

Transforming Higher educational institution administration through ICT

The rapid development in Indian higher education sector has increased the focus on reforms in higher educational institution administration. Efficiency and accountability have become important elements, and the integration of Information and Communication Technology (ICT) into the educational administration process has become a necessity. The objective of this study is to know the current extent of ICT integration in Indian higher education institutions. The factors contributing to the successful integration of ICT into higher education administration (i.e., Knowledge administration and Information administration which constitute e-administration) are also discussed Keywords-Higher education; Information and Communication Technology; Integration; Knowledge administration; Information administration; e-administration. I. INTRODUCTION A. Overview

Human Resource Capacity Score GRID – a tool for Human Resource Management function excellence

Research paves way for insight into practices that organisations could adopt for enhancing their efficiency and effectiveness. Among the diverse techniques available for assessing the performance of organisations, Capacity Building has gained prominence among organisations for assessing the efficiency and effectiveness of the programmes and projects undertaken by them. Generally, organisations carry out assessment using indicators, which generate a wide range of questions (questionnaire) that include all the aspects of the concept to be measured. This article discusses the methodology adopted for developing Human Resource Capacity Score GRID, a bottom-up evaluation tool that organisations could use for assessing the capacity of Human Resource Management function. The methodology adopted for validating the tool includes statistical package for social sciences and Visual Partial Least Square technique. There is lot of scope in extending the same methodology to other functions in the organisation and the organisation as a whole.

Capacity Building Process for HR Excellence

The changing environment presses organisations to engage in actions aimed at increased access to resources and effective utilisation of the available resources. This necessitates assessment of resource utilisation and organisational performance efficiency periodically to ensure achievement of goals. Among the plethora of tools and processes available for assessing organisational performance, Capacity Building process had gained importance in the last two decades. Hence the authors attempted to extend the concept of Capacity Building to the HR function in an automobile component manufacturing organisation, using a developed and validated instrument to derive excellence in HR function. The respondents constituted 90 middle level managers selected on a stratified basis. Through perception and consensus oriented assessment, the capacity lag areas were identified. Suggestions for enhancing capacity in the identified lag areas were evolved through brainstorming sessions.

Identifying Factors for Developing a Compatible Culture to Sustain Employee Engagement

This review paper analyses studies which emphasize the importance of engagement and organizational culture for effectiveness in the workplace. Through this paper, the researcher tries to identify the important drivers and further examine the synergistic effect of organizational culture on it to fully leverage it to enhance the engagement practices in the firm.