Renu Rastogi

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...

Knowledge management implementation in NTPC: an Indian PSU

Purpose – The purpose of this article is to analyse the extent, strategy and imperatives of knowledge management (KM).Design/methodology/approach – The investigation was carried out with the aid of a case study of NTPC, a navratan PSU of the government of India. This paper discusses components of the knowledge management implementation plan and the KM imperatives to achieve its strategic business objectives. Information technology has been accorded an important role in much of the contemporary knowledge management literature. When these assumptions are challenged, the role of information technology in knowledge management processes also comes into question. The paper outlines this perspective of knowledge management and examines the way it characterises knowledge sharing processes and role of information technology in creating a virtual organisation for knowledge sharing purposes.Findings – The research findings indicate that KM could improve organisational and managerial as well as the financial aspects ...

Organizational climate and managerial effectiveness: an Indian perspective

Purpose – Research on organizational climate has shown a significant upward trend in the recent past. The purpose of the present study is to propose a conceptual model that empirically examines the relationship of dimensions of organizational climate with managerial effectiveness in Indian organizations.Design/methodology/approach – A data set of 245 managers/executives was collected from Indian organizations through a survey instrument. The collected responses were subsequently tested by using structural equation modeling (SEM). Further, the hypothesized model was tested by employing five stages of hierarchical multiple regressions.Findings – The findings suggest that organizational climate dimensions, i.e. organizational process, altruistic behaviour, role clarity and communication, results‐rewards orientation and certain aspects of interpersonal relationships play a significant role in increasing managerial effectiveness.Research limitations/implications – The results indicate ways in which organizatio...

Talent management: a paradigm shift in Indian public sector

Purpose – The functioning of an organization largely depends upon several remarkable components, with the talented employee occupying the central role for the accomplishment of organizational goals. In this context, organizations are making more investment into talent development initiatives, which currently is a challenge. The purpose of this paper is to examine the talent retention practices in Bharat Heavy Electricals Limited (BHEL), a Navratna PSE of the Government of India.Design/methodology/approach – The investigation is carried out through a case study that discusses BHELs well‐designed talent management strategy.Findings – Effective talent management practices help the Indian public sectors in general to retain their best talent. At BHEL, talent management practices are focused on competencies, knowledge, learning and increased broad group engineering and technology transference.Research limitations/implications – The case study could be enriched further by empirically measuring different factor...

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.

Managerial effectiveness: An Indian experience

Purpose – The purpose of this paper is to conduct an investigation into the interaction of three factors: ownership (public and private sector organizations), gender (male and female), and level of manager (senior, middle, junior) in relation to the concept of effectiveness in the Indian context. Design/methodology/approach – The study is based on a data set of primary responses from 200 Indian executives. Exploratory and confirmatory factor analysis was employed to retrieve and validate the instrument. Finally, 2×2×3 factorial ANOVA (GLM) was performed. Findings – First, the study proposes a valid and reliable measure of managerial effectiveness. Second, the interaction pattern of predictor variables in relation to managerial effectiveness provides further insights. Practical implications – Through its empirical evidence the study offers insight into issues of managerial effectiveness and provides suggestions for managerial action. Originality/value – The study attempted to gather the views of executives...

Work–Family Enrichment in India: Validation of Work–Family Enrichment Scale

In order to measure the positive side of work–family interface (i.e., work–family facilitation, enrichment, positive spillover and enhancement), a number of instruments have been developed, but majority of those instruments were developed and standardized on Western population. This study is an attempt to validate the Indian version of the work–family enrichment scale (WFES). The WFES was administered to a total of 370 Indian full-time employees from manufacturing and service industry. The psychometric properties were tested using exploratory factor analysis, confirmatory factor analysis, internal consistency, and item analysis and construct validity analysis. The results of the study revealed that psychometric properties of the scale were similar to originally developed scale when applied in Indian context.

Do Gender, Position, and Organization Shape Human Resource Flexibility?

Flexibility has been identified as a key practice to cope with uncertainties and enable organizations and their embers to adjust with surroundings. Since two decades it has magnetized scholars and change agents and remained the central theme of organizational change process. Since, empirically studies proved the positive association between flexibility firm and its performance. Recent trends in flexibility have raised new issues regarding how gender, position and organizations interacts with individual flexibility at workplace. However, only limited efforts were done to investigate the interaction of employee characteristics with their flexibility. Present study was conducted to respond this view. A sample of 189 managers comprising of all categories (male, female, junior, middle, senior, private and public) were collected by using a five items instrument. Next, factorial 2 × 3 × 2 ANOVA was employed and the results indicate that managerial flexibility remains static irrespective of managerial characteristics (Gender, Position/levels and type of organizations).

Measuring the level of employee engagement: a study from Indian automobile sector

This paper aims to examine the key drivers for employee engagement within an organisation. It seeks to answer the question: what are the keys for improving the level of employee engagement? This study first examines the theoretical understanding of employee engagement followed by an empirical investigation. The case study illustrates the strategy for employee engagement in Honda Siel Car India Ltd. (HSCI), which is based on research on the key drivers of engagement. Qualitative and quantitative studies on work engagement are reviewed to uncover the manifestations of engagement and reveal its antecedents and consequences. This paper presents practical lessons of employee engagement from HSCI - a leading manufacturer of premium cars in India. This paper ascertains some of the key drivers of employee engagement as illustrated by the case study. This practitioner-oriented paper builds upon a case study, which explores the employee engagement in an automobile industry and integrates the findings with contemporary knowledge on human resource management. The findings of this case study can be used to develop the strategy for employee engagement in todays workplace.

Psychometric evaluation of need-based quality of work life scale in an Indian sample

Purpose The purpose of this paper is to examine the psychometric properties of the need-based measure of quality of work life (QWL) in the Indian context. Design/methodology/approach The need-based QWL instrument was validated using the 380 samples collected from public and private sector employees working in India. The data were obtained via self-administered structured questionnaires. The data were examined conducting exploratory and confirmatory factor analyses with the help of SPSS AMOS (version 21). Findings The two-factor model confirmed the superiority over the seven-factor model in the Indian context. The results are strongly supported by the extant literature in organizational behavior domain. Originality/value Despite being the second highest populated country and one of the largest skill labor facilitator to the work economy, India lags behind in well-being-related studies as compared to its Western and Asian counterparts. This study has validated and simplified the complex need-based QWL measure in the Indian context. This is easily understandable that QWL instrument is believed to encourage the well-being research in India.