Santosh Rangnekar

Relationships between occupational self efficacy, human resource development climate, and work engagement

Purpose – Improving work engagement can have significant implications for performance at individual, team and organisational level. The purpose of this paper is to investigate the effects of occupational self efficacy and human resource development (HRD) climate on work engagement among business executives of select business organisations in India. In addition, it aims to attempt to examine the mediating effect of HRD climate on self efficacy and work engagement relationship.Design/methodology/approach – The sample consisted of 150 business executives from both public and private sector manufacturing and service organisations in India. Data were collected through both personal visits and online questionnaires. Correlation and regression analyses were used to test the research hypotheses. Specifically, Baron and Kennys method was used for testing the hypotheses of mediation.Findings – A significant relationship was found between all variables in the study. All the study hypotheses were supported. HRD clim...

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...

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...

Leadership style and team processes as predictors of organisational learning

Purpose – This paper aims to explore the independent and interactive leadership style and team processes on organisational learning in an Indian context.Design/methodology/approach – The methodology used is survey based. Primary data were collected from 36 Indian manufacturing sector executives and in total there were three teams (n=11, n=13 and n=12).Findings – It was found that overall leadership style and transactional leadership had significant positive impact on organisational learning. Furthermore, team processes like cohesion and support and confrontation and problem solving were also found to be important predictors of organisational learning. The interactive effect of independent variables on dependent variable was also positive and significant.Research limitations/implications – Discussions are performed and conclusions are drawn in the light of existing literature. The study bears implications for researchers to take on similar research in other contexts.Practical implications – The study bears...

HRD Climate, Occupational Self-Efficacy and Work Engagement: A Study from India

While a good deal of the research on engagement has been conducted in the United States and Europe, less is known and written about engagement in developing countries. Addressing this, in light of gaps identified from literature review, a model was proposed and tested with occupational self-efficacy as the intervening variable between human resource development climate and work engagement. The sample for the study consisted of 214 business executives from both public and private sector manufacturing and service organizations with 81.7 % of them being males. Hypotheses were tested using a cross sectional design with the help of hierarchical regression analysis. The series of hierarchical regression analyses revealed that self-efficacy partially mediates the climate-engagement relationship. In addition, results of moderated regression analysis provided support for moderating effects of self-efficacy, with the relationship between climate and engagement being stronger for low self-efficacious individuals as ...

Supervisory support and organizational citizenship behavior

Purpose - – The purpose of this paper is to investigate the role of participation in decision making (PDM) and job satisfaction (JS) in supervisory support and the organizational citizenship behavior (OCB) relationship. Design/methodology/approach - – Two models with PDM and JS as mediators were tested on the supervisory support-OCB relationship. A sample of 198 Indian business executives was collected exclusively through management development programs (MDPs). To test the hypotheses in this research, correlation and regression analysis were both used. Furthermore, to test the mediation level, Baron and Kenny’s (1986) method was deployed. Findings - – All variables in the study were found to be significantly related to each other. Both models were supported by the findings, suggesting that supervisory support promotes both PDM and JS. This, in turn, increases OCB in employees. PDM was found to be the better mediator within the relationship. Implications of these results are also discussed. Research limitations/implications - – Self-reported responses could give biased results; peers should also have been included in the data gathering. Variables in the study cannot be analyzed in isolation. Hence control variables need to be included to arrive at more accurate and informative results. Practical implications - – The findings contribute to better understanding of the supervisory support/OCB relationship, and the ways of improving this through PDM and JS. As an outcome of this research, organizations should aim to support, empower and involve their employees. Satisfying their needs will lead to them becoming more effective citizens within the organization. Businesses can harness the potential of OCB in employees by giving them a “voice” in decision making and by encouraging them to share ideas. Originality/value - – The use of PDM and JS in this relationship is unprecedented. The establishment of PDM as a better mediator of the relationship is also unique. The study draws its strength from a multi-organizational sample and the use of MDPs to provide unbiased responses. Since the study is based on an Indian sample, it also adds to the growing literature of OCB from non-western economies.

Psychological Empowerment and Role Satisfaction as Determinants of Creativity

Organisations nowadays want to grow creatively and make the most out of creativity in the long run. The main aim of this article was to empirically check the relationship of psychological empowerment and role satisfaction with creativity in Indian organisations. The sample had responses from 333 business executives and managers. On performing correlation analysis, it was found that all the variables in the study were having significant relationship. The backward stepwise regression analysis was performed in order to delete those dimensions that do not contribute towards creativity. The findings revealed that meaning, self-determination and impact significantly predict creativity. Interestingly, achievement, influence and extension were also observed to be the determinants of creativity. Thus, creativity requires the workforce that is high on psychological empowerment and role satisfaction. This study identified two essential variables that affect creativity. It is an innovative attempt to utilise psychological empowerment and role satisfaction independently to improve creativity in an Indian framework.

Human Resource Development Climate in India: Examining the Psychometric Properties of HRD Climate Survey Instrument

The purpose of the present study was to examine the psychometric properties of scores from human resource development (HRD) climate survey instrument by Rao and Abraham (1986). Data were obtained from 403 Indian business executives working in both public and private sector business organizations. Six interpretable factors were extracted as a result of exploratory factor analysis instead of three dimensional structure proposed by the authors of the scale. Confirmatory factor analysis (CFA) results provided support for the superiority of six factor model over alternative models. All the six factors were found to be internally consistent. Results indicated that Rao and Abraham’s scale with sound psychometric properties showed promise for HRD research. Establishing the psychometric properties of the instrument will further accelerate the HRD research in India. Importantly, the study has made an attempt to address the lack of research and practice on organizational climate, which is a matter of concern as expressed by several researchers, and revive the interest in climate studies to some extent.

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.

The Mediating Role of Trust: Investigating the Relationships among Employer Brand Perception and Turnover Intentions

The research study investigated the interrelationships among employer brand perception (EBP), trust in leaders (TRT) and turnover intentions (TI). In this study, responses from 350 junior-, middle- and senior-level executives working in Indian organizations were collected. The findings of the study indicate that EBP and subordinate’s TRT were negatively associated with TI. Further, Baron and Kenny’s (1986) four-step regression technique was used to test the mediating effect of subordinate’s trust in their leaders in establishing the relationships between EBP and TI. The results indicate that the relationship between EBP and TI was not only direct but also indirectly mediated significantly by the subordinate’s trust in their leaders. In the current study, employer brand perception emerged as a significant predictor of employee’s TI. The implications for future research on employee’s TI, EBP and subordinate’s trust in their leaders are further discussed in light of the findings.