Ridhi Arora

The joint effects of personality and supervisory career mentoring in predicting occupational commitment

Purpose – The purpose of this paper is to examine the joint effects of personality (agreeableness and conscientiousness) and perceived supervisory career mentoring (SCM) on occupational commitment (OC) in the Indian context. In addition, the role of SCM support as a predictor of OC was also analyzed. Design/methodology/approach – A cross-sectional survey-based research design was adopted using data from 121 employees of public and private sector organizations in North India. Findings – The results showed that the relationship between perceived SCM and OC was stronger for employees reporting high levels of agreeableness in contrast to low agreeableness. Further, perceived SCM support was observed as a significant predictor of OC in the Indian context. Practical implications – This study suggests that for fostering an occupationally committed workforce, it is critical for supervisory mentors to understand how to deal with employees of different personality traits. Further, supervisory mentors need to be tra...

Moderating mentoring relationships and career resilience: Role of conscientiousness personality disposition

ABSTRACT Past research has shown that a protégé’s personality and workplace mentoring relationships play a crucial role in enhancing employees’ career outcomes. This study extends this by empirically examining the moderating effects of the Big Five personality trait of conscientiousness on mentoring and career resilience relationship in the Indian context. The data were collected from 254 participants employed in public and private sector organizations in North India. Consistent with expectations, the authors found that the relationship between both categories of mentoring (psychosocial and career mentoring) and career resilience is stronger for the managers who score high on conscientiousness personality in contrast to those with low scores on this factor. The implications and future research directions are discussed in the article.

Relationships Between Emotional Stability, Psychosocial Mentoring Support and Career Resilience

This study empirically investigates the mediating role of psychosocial mentoring support on emotional stability personality disposition and career resilience relationship. In addition, this research also focuses on estimating the interrelationship between emotional stability, psychosocial mentoring support and career resilience. The results show substantive direct relations between emotional stability and psychosocial mentoring as well as between emotional stability and career resilience. Psychosocial mentoring is also seen as a significant predictor of career resilience. Further, it mediates partially the relationship between emotional stability personality and career resilience. Future and practical implications of research have also been provided.

Linking the Big Five personality factors and career commitment dimensions: A study of the Indian organizations

Purpose The purpose of this paper is to investigate the relationship of the Big Five personality factors (extraversion, conscientiousness, agreeableness, emotional stability, and intellect/openness to experience) with career commitment measured in terms of three factors as career identity, career resilience, and career planning. Design/methodology/approach The study included 363 managers from public and private sector organizations in North India. Findings The authors found that in the Indian context, openness to experience/intellect is the Big Five personality dimension that acts as the significant predictor of all the three dimensions of career commitment (career identity, career resilience, and career planning). Further, conscientiousness was found as the significant predictor of only career identity, which indicated Indian managers who are focused identify well with their career line. In addition, the Big Five personality dimension of agreeableness was found to have a positive significant influence on career planning. From this, the authors inferred that tendency to get along well with others helps Indian managers in enhancing their career planning. Originality/value The study contributes to the existing literature on personality and careers in the South-Asian context.

Perceived Mentoring Relationships and Career Outcomes—Results from the Indian Power Sector

There has been a growing realization among the organizations for nurturing their workforce through mentoring programmes. The role of mentoring has been found to be highly crucial in influencing the employee’s career outcomes. This study examined the impact of perceived mentoring relationships on the career outcomes of career satisfaction and career commitment. The participants consisted of 124 managers from the Indian power sector organizations. Results depicted that in the Indian power sector, managers only perceived psychosocial mentoring support acted as a significant predictor of career outcomes of career satisfaction and career commitment. However, perceived career mentoring was not found to have any significant impact on career outcomes. Overall, this research contributed in mapping the scenario of perceived mentoring relationships from the employee’s perspective and their linkage with career commitment and career satisfaction in the Indian power sector context. Further, discussion on managerial implications and future directions was also provided.

Dispositional traits influence on mentoring relationships: A revisit to the Big Five personality model in the Indian context

Purpose The purpose of this paper is to investigate the role of personality factors in influencing mentoring relationships in the South-Asian context. Design/methodology/approach The sample included 363 subjects from public and private sector organizations in North India. Findings Results revealed that in the Indian context, conscientiousness acts as significant predictor of perceived psychosocial mentoring, agreeableness acts as significant predictor of perceived career mentoring support, and emotional stability acts as significant predictor of both categories of mentoring relationships. Further, managers employed in public sector organizations were found to be high on all the Big Five personality factors and mentoring functions in contrast to managers from private sector organizations. Research limitations/implications Overall, the results suggest that mentoring relationships should operate in organizations with a firm understanding of employees’ personality traits. Implications and future research directions were also discussed. Further, suggestions have also been given for incorporating various interventions in order to handle employees with different personality attributes such as counseling for helping emotionally unstable employees manage their emotions and stress. Originality/value To the knowledge, this is the first study that seeks to examine impact of personality factors on mentoring relationships in the South-Asian context.

Mentoring in Indian organisations: a revisit to Noe’s (1988) Mentoring Functions Scale

In this study, we attempted to validate Noe’s (1988) Mentoring Functions Scale on a sample of 363 managerial employees working in public and private sector organisations in North India. Further, we also analysed the influence of demographic variables on mentoring relationships in the Indian context. The results provided support for the two-dimensional factor-structure of mentoring functions in consonance with Noe’s (1988) study and Kram’s (1985) conceptualization. In terms of demographics linkage with mentoring functions, managers from older age-groups were found to carry strong perceptions about psychosocial mentoring in contrast to younger managers. Overall, the current research not only highlighted the potential utility of the measure in the Indian context but also suggested useful mentoring specific interventions that could be practised by the Indian organisations for sustaining managers’ career growth and development.

Perspectives of Entrepreneurship and Its Impact on Stakeholders’ Co-Creation

In the past decade, the topic of entrepreneurship has undergone a lot of scholarly examination by academics and management practitioners (Naude, 2013). Entrepreneurship aims to bring about the cohesive integration of social, economic, institutional, and cultural environments, both at the individual level and the group level. The entrepreneurship concept has been built on the strong historical roots that have led to advancements in entrepreneurial research and its related areas. This chapter provides coverage of the various theoretical perspectives underlying the origin and evolution of entrepreneurship. As the concept of entrepreneurship represents a “multifaceted phenomenon” (Toma et al., 2014), I will explain in this chapter the various definitions of “entrepreneur” and “entrepreneurship”. Further, I will integrate the various theoretical perspectives that form the strong roots for development in the field of entrepreneurship based on the work of eminent scholars. I will also highlight the role and significance of various entrepreneurial perspectives in influencing stakeholder co-creation. For example, the role of entrepreneurial activities has been recognized in economic growth and development. Besides this, entrepreneurship also provides opportunities for a company or a firm to take on a start-up project to foster creativity and innovation which further helps in value co-creation.

Exploring the Relationship between Employee Engagement and Emotional Intelligence

Success of any organization largely depends upon its productive workforce. Research has demonstrated that emotional intelligence plays significant role in influencing the performance and productivity of employees at workplace. Emotional intelligence is the ability to recognize and monitor one’s own emotions, ability to motivate one self and others and being empathetic to others. Past research studies focus on the importance and linkage of emotional intelligence with job satisfaction and its impact on the job performance and productivity. Still there is significant requirement of research to be conducted in the Indian context to study the relationship between emotional intelligence and employee engagement which has become the topmost challenge for the organizations in today’s world of cut throat competition. The paper attempts to investigate the relationship between employee engagement and emotional intelligence among service sector employees. For the purpose of data collection, questionnaires were administered among 92 respondents by targeting service sector organizations located in the region of Jalandhar. Pearson correlation analysis was utilized as a tool to determine the relationship employee engagement and emotional intelligence. The findings of the study indicated that out of four factors which define emotional intelligence viz well-being, self-control, emotionality and sociability, well being had a significant positive relationship with employee engagement while emotionality showed significant negative relationship with employee engagement.

Graduate Employability and Students’ Orientation to Labor Market

Employability as a concept demonstrates true potential of students to undertake future employment. Simultaneously employability represents significant linkage between industry and academia. This paper attempts to measure the orientation of graduate students towards employability and the labor market. Sample of the study included 124 MBA students of three higher education universities located in the region of Punjab and data collection was done through the administration of questionnaires among them. Analysis was done using the statistical technique of factor analysis with the help of SPSS version-17. Study findings identified four main factors that affect the graduate students’ orientation to labor market as goal-setting and accomplishment, performance consciousness, institute image and association, job scenario and skills in demand. The paper thus puts special emphasis on the higher education institutes and universities in context to prepare their students for future job prospects. Besides this, the research also discusses the implications of the same for the higher education sector and the industry.