The purpose of the study is to present a conceptual definition and validate the structural dimens... more The purpose of the study is to present a conceptual definition and validate the structural dimensions of workplace persuasion. Applying both qualitative and quantitative approach, we found that workplace persuasion encompasses three distinct dimensions: reciprocation, cooperation and consensus. The quantitative approach followed in the study with two different sample sets confirm a 21-item workplace persuasion scale. The nomological, convergent and discriminant validity with other related constructs further establishes the intent and psychometric properties of the scale. Theoretical and practical implications of the study were discussed in light of the findings.
Purpose-Based on the unfolding theory of voluntary turnover, the purpose of this paper is to inve... more Purpose-Based on the unfolding theory of voluntary turnover, the purpose of this paper is to investigate the linkage between abusive supervision (a shock) and subordinate's intention to quit (withdrawal cognition). The study also explores the multi-mediation routes by testing the abusive supervision-intention to quit relationship via psychological contract breach and via burnout. Design/methodology/approach-To test the proposed hypotheses, the study draws cross-sectional data from Indian employees working in various MNCs in the country. Data were collected using an electronic data collection method. The online form link was send to 600 employees, out of which 246 valid and complete responses were received (n ¼ 246). Partial least square (PLS-SEM) was used for the analysis. Findings-Results showed that abusive supervision is positively related to intention to quit. Similarly, psychological contract breach and burnout partially mediates the abusive supervision-intention to quit linkage. Originality/value-First, the current study has conceptualized and tested abusive supervision as a shock that triggers various adverse cognitions including withdrawal cognition (intention to quit). Second, the study also empirically investigated multi-mediational routes via psychological contract breach and burnout that explained the indirect effect between abusive supervision and intention to quit.
Purpose-The purpose of this study is to test the relationship between abusive supervision and emp... more Purpose-The purpose of this study is to test the relationship between abusive supervision and employee's knowledge hiding behaviour among Indian information technology (IT) employees. The paper also strives to theoretically discuss and then seek empirical evidence to the two mediational paths (namely, psychological contract violation and supervisor directed aggression) that explain the focal relationship between abusive supervision and knowledge hiding. Design/methodology/approach-To test the proposed hypotheses, the study draws cross-sectional data from Indian IT employees working in various IT firms in India. Data were collected at two time points (T1 and T2) separated by one month to counter the priming effect and neutralize any threat of common method bias. The final sample of 270 valid and complete responses was analysed using SmartPLS 3 to test the hypotheses. Findings-Results showed that abusive supervision is positively related to employee's knowledge hiding behaviours. Also, both psychological contract violation and supervisor directed aggression partially mediates the abusive supervision-knowledge hiding behaviour linkage. Originality/value-First, the current study has tested the positive relationship between abusive supervision and knowledge hiding behaviours unlike most of the previous investigations that have focussed on knowledge sharing behaviour (the two are different constructs having different antecedents). Second, the study also empirically investigated the two parallel mediational routes, namely, psychological contract violation and supervisor directed aggression that explains the blame attributed by the beleaguered employee that led to covert retaliatory behaviour, such as knowledge hiding.
World Review of Science, Technology and Sustainable Development, 2017
Understanding people's psychological contract and commitment levels in manufacturing industries m... more Understanding people's psychological contract and commitment levels in manufacturing industries may benefit the organisations to retain their valuable talent. The present study was designed to explore the influence of organisational commitment on employee retention in manufacturing organisations of Eastern India. The study also tried to investigate the mediating role of psychological capital between organisational commitment and employee retention. A questionnaire survey was conducted on 208 executives randomly selected from Indian manufacturing organisations. Data were analysed by using structural equation modelling. Results revealed that organisational commitment positively influence retention. Further, psychological capital was found to be significantly mediating the relationship between organisational commitment and employee retention. Results were discussed in light of empirical findings and the existing literature. The study suggested that employer and employee should take cognisance of their obligations to each other for enhancing the commitment, retention and satisfaction.
Vision – The Journal of Business Perspective, 2017
Several studies have conceptualized and tested the relationship between employee engagement and a... more Several studies have conceptualized and tested the relationship between employee engagement and affective organizational commitment. Yet, the mediating mechanism that explains the association between these two constructs was rarely investigated. This article attempts to test the indirect effect of employee voice on employee engagement-affective organizational commitment linkage by drawing responses from 301 executives working in Indian service sector. The finding of the study reported employee voice mediating the association of employee engagement and affective organizational commitment. In conclusion, the implications, limitations of the study and scope for future research are discussed.
Vision – The Journal of Business Perspective, 2015
The current study examines the relationship between transformational leadership and the followers... more The current study examines the relationship between transformational leadership and the followers' affective organizational commitment and their contextual performance. Transformational leaders through their compelling vision and moral guidance arrest their follower's commitment and motivate them to exert more effort and engage them in extra-role behaviours which are not explicit part of their job description. The follower's commitment and decision to stay in the organization are guided by an emotional bond with the leader and the organization rather than by any logical reasoning. The study also explores the effect of affective organizational commitment on contextual performance. An individual who is firmly committed towards the goals of the organization will look beyond his/her vested interests and will demonstrate more of discretionary prosocial behaviours. These positive desirable behaviours otherwise called contextual performance will add to the overall performance of the organization. This cross-sectional study includes a sample of 480 software professionals working in several information technology (IT) companies across India. SPSS 18 and AMOS 16 were used for data analysis and result interpretation. Results suggested a significant positive influence of transformational leadership on the follower's affective organizational commitment and their contextual performance. Affective organizational commitment is also found to have positive linkage with the contextual performance of the followers. The results are consistent with previous findings which also claimed positive and significant linkage among the transformational leadership, affective organizational commitment and contextual performance.
The primary objective of this article is to critically examine the existing and contemporary lite... more The primary objective of this article is to critically examine the existing and contemporary literature on workplace spirituality and propose a conceptual framework linking workplace spirituality with various job outcomes. Spirituality at work or workplace spirituality has been conceptualised by several authors. This profusion of definitions and constructs developed by many authors has led to a lot of confusions regarding the dimensionality of workplace spirituality. Spirituality for many has been incompatible with business and construed to be something that should be confined to temples and churches. At the same time, others believe that spirituality has multiple advantages at the workplace and that it immensely contributes towards employees' performance and effectiveness. In this paper, we extend several propositions believing that there is a positive relationship between workplace spirituality and various job outcomes like job commitment, job satisfaction, task performance and organisational citizenship behaviour. This paper proposes a theoretical framework on spirituality and job outcome in the Indian context and shows directions for future empirical researches.
The issue of increasing retention and reducing turnover is of paramount importance in organizatio... more The issue of increasing retention and reducing turnover is of paramount importance in organizational life. Workplace spirituality may act as a potential solution for employee attraction and retention mechanisms. To investigate this question, the researchers collected data from 761 executives working with various public-and private-sector industries across India. The findings of the study show a positive association between workplace spirituality and employee retention, whereas partial mediation was observed between workplace spirituality and employee retention. . (1998). The role of organizational citizenship behavior in turnover: Conceptualization and preliminary tests of key hypotheses.
This study seeks answer to the question surrounding the linkage between leadership and deviant wo... more This study seeks answer to the question surrounding the linkage between leadership and deviant work behaviours of the employees. The study focuses on two types of leadership: transformational and transactional leadership and its role in promoting or curbing deviant activities in the workplace. Transformational leadership differs from other leadership type especially transactional one on the basis of its moral influence on the followers. This extraordinary form of leadership raises both the leader and the follower to a different level of morality and values. Transformational leadership differs from the transactional leadership where the leader maintains a give and take relationship or transactional relationship with its followers. The obsessive focus on end result prompts followers to sometimes deviate from the rule and commit organizational crime. This paper raises the issue of deviant workplace behaviours which causes great financial hardship to both the organization and its stakeholders. A conceptual model is offered and few propositions are stated to clear our understanding of the relationship maintained by the two types of leadership with deviant workplace behaviours. The article concludes by suggesting certain ways by which organizational misconduct can be checked and employee's ethical character can be strengthened.
Joyful living is found to be a highly valued goal of our society. However, in organizational sett... more Joyful living is found to be a highly valued goal of our society. However, in organizational settings, the achievement of joy is a modest area of enquiry and there is an imperfect understanding of the phenomenon. We have conducted 2 separate studies to validate the construct of "joy at work" among managerial executives employed in Indian multinational corporations. Exploratory (Study 1) and confirmatory (Study 2) factor analysis have generated an 18-item Joy at Work Scale with 3 discrete dimensions: Meaning, Engagement, and Growth; Compassion, Sensitivity and Respect; and Trust, Support, and Flexibility. The findings of the 2 studies revealed high internal consistency among its 3 subscales whereas the composite framework emerged as a perfect model fit. The present study is one of the first few studies to confirm the importance of eudemonic aspects in behavioral science especially in workplace settings.
If you would like to write for this, or any other Emerald publication, then please use our Emeral... more If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information.
This article proposes a conceptual model that explores the effect of abusive supervision on subor... more This article proposes a conceptual model that explores the effect of abusive supervision on subordinates' intention to quit the organization. We refer to several justice theories like social exchange theory and met expectations theory to strengthen our assertion that subordinates' intention to quit the organization is high when they perceive their supervisor's behaviour to be abusive. This article also strives to identify factors which might act as neutralizer in mitigating the pernicious effect of abusive supervision on subordinates' decision to quit. These factors are positive affect, perceived coworker support, emotional intelligence and meaningful work which might act as buffer in reducing the deleterious effect of abusive supervision on subordinates, thereby minimizing their intention to quit the organization. We offer several research propositions which can be empirically tested, and conclude with implications of the study, limitations of the proposed model and research directions for future investigations.
International Journal of Strategic Business Alliance, 2016
Several studies have proposed a strategic influence of workplace spirituality on various individu... more Several studies have proposed a strategic influence of workplace spirituality on various individual and organisational outcomes, but few studies have empirically tested the relationship. The current study examines the effect of workplace spirituality on two important job outcomes, i.e., affective organisational commitment and job satisfaction. The responses are collected from 480 IT professionals working in various organisations located in several Indian cities. Structural equation modelling is used to analyse the data and test the hypotheses. The findings report a positive influence of workplace spirituality on employee's affective organisational commitment and job satisfaction. In the concluding part, results are discussed, both theoretical and business implications are delineated, limitations of the study are highlighted and future directions are proposed.
International Journal of Productivity and Performance Management, 2018
Purpose -Transformational leaders engage their employees' self-concept in such a meaningful way t... more Purpose -Transformational leaders engage their employees' self-concept in such a meaningful way that it results in an extra effort exerted by employees in addition to what is expected of them. This extra effort or pro-social behavior leads to contextual performance (CP) which supplements the individual's task performance and lead to superior organizational performance. The purpose of this paper is to empirically investigate the influence of transformational leadership (TL) on employees' CP. The paper also tests the moderating role of integrity on the relationship between TL and CP. Design/methodology/approach -Data were gathered through self-administered questionnaires from 480 Indian information technology (IT) employees across India. Harman's single-factor test was used through analysis of moment structures (AMOS 20.0) to test the bias associated due to common method variance. Regression analysis was carried out through a series of hierarchical models in SPSS 20.0 to test the direct and interactive effect of integrity between TL and CP. Findings -The result supports the assertion that TL has a positive influence on employees' CP. However, the moderational effect of integrity on the relationship between TL and CP was found to be insignificant. Practical implications -The findings of the study have confirmed that employees deriving higher degree of integrity at work will engage in discretionary behaviors and they are more likely open to organizational changes and improvement. The IT organizations may take clues from the findings of the study for creating conducive working environment where affective organizational commitment can influence the CP and job satisfaction. Originality/value -This study is critical in a sense that as the Indian IT industry has one of the highest turnover rates in the service industry, it would take a strong and compelling reason for the IT professionals to stay committed to the organization, derive satisfaction at work and help peers and others by engaging in extra role of CP.
International Journal of Organizational Analysis, 2017
If you would like to write for this, or any other Emerald publication, then please use our Emeral... more If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information.
Human Resource Management International Digest, 2018
If you would like to write for this, or any other Emerald publication, then please use our Emeral... more If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information.
Transformational leaders inspire their followers to exert more than their normal share of efforts... more Transformational leaders inspire their followers to exert more than their normal share of efforts and demonstrate unflinching loyalty towards the organizational goals. Although previous studies have reported positive influence of transformational leadership on employee's affective organizational commitment and their contextual performance, the process by which transformational leadership influences the affective commitment and contextual performance has not yet been adequately studied. Hence, the present study will empirically investigate one such mediator's (meaningful work) role in explaining the relationship between transformational leadership and the two job outcomes. This study includes a sample of 480 IT professionals working in several IT firms across India. SPSS 18 was used for data analysis and interpretation. Results of the present study reported a significant positive effect of transformational leadership on follower's affective organizational commitment and contextual performance. The findings of this study also reported meaningful work partially mediating the relationship between transformational leadership and affective organizational commitment and contextual performance. The implications of the findings, limitations of the study and its scope for future research are also discussed.
Purpose -Based on the conservation of resources theory, the purpose of this paper is to investiga... more Purpose -Based on the conservation of resources theory, the purpose of this paper is to investigate the linkage between abusive supervision (a workplace stressor) and subordinate's intention to quit by focusing on the mediating role of emotional exhaustion. The study also explores the conditional mediation model by testing the moderational role of perceived coworker support on the mediated abusive supervision-intention to quit relationship via emotional exhaustion. Design/methodology/approach -To test the proposed hypotheses, the study draws data from 382 healthcare employees working in several hospitals and clinics in the eastern and north-eastern states of India. The authors collected data on the predictor and criterion variables at two time points with a separation of three to four weeks in a reversed order to counter priming effect. Findings -The findings of the study reported that emotional exhaustion partially mediated the abusive supervision-intention to quit relationship. The result also supported the assertion that perceived coworker support will moderate the relationship between abusive supervision and subordinate's intention to quit. The authors also found support to the moderated mediation hypothesis, that suggest perceived coworker support will reduce the mediating effect of abusive supervision-intention to quit relationship via emotional exhaustion. Originality/value -This study is among few empirical investigations to investigate and report the interactional effect of perceived coworker support (a buffer) on the indirect relationship between abusive supervision and subordinate's intention to quit via emotional exhaustion.
Development & Learning in Organization: An International Journal, 2017
If you would like to write for this, or any other Emerald publication, then please use our Emeral... more If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information.
The purpose of the study is to present a conceptual definition and validate the structural dimens... more The purpose of the study is to present a conceptual definition and validate the structural dimensions of workplace persuasion. Applying both qualitative and quantitative approach, we found that workplace persuasion encompasses three distinct dimensions: reciprocation, cooperation and consensus. The quantitative approach followed in the study with two different sample sets confirm a 21-item workplace persuasion scale. The nomological, convergent and discriminant validity with other related constructs further establishes the intent and psychometric properties of the scale. Theoretical and practical implications of the study were discussed in light of the findings.
Purpose-Based on the unfolding theory of voluntary turnover, the purpose of this paper is to inve... more Purpose-Based on the unfolding theory of voluntary turnover, the purpose of this paper is to investigate the linkage between abusive supervision (a shock) and subordinate's intention to quit (withdrawal cognition). The study also explores the multi-mediation routes by testing the abusive supervision-intention to quit relationship via psychological contract breach and via burnout. Design/methodology/approach-To test the proposed hypotheses, the study draws cross-sectional data from Indian employees working in various MNCs in the country. Data were collected using an electronic data collection method. The online form link was send to 600 employees, out of which 246 valid and complete responses were received (n ¼ 246). Partial least square (PLS-SEM) was used for the analysis. Findings-Results showed that abusive supervision is positively related to intention to quit. Similarly, psychological contract breach and burnout partially mediates the abusive supervision-intention to quit linkage. Originality/value-First, the current study has conceptualized and tested abusive supervision as a shock that triggers various adverse cognitions including withdrawal cognition (intention to quit). Second, the study also empirically investigated multi-mediational routes via psychological contract breach and burnout that explained the indirect effect between abusive supervision and intention to quit.
Purpose-The purpose of this study is to test the relationship between abusive supervision and emp... more Purpose-The purpose of this study is to test the relationship between abusive supervision and employee's knowledge hiding behaviour among Indian information technology (IT) employees. The paper also strives to theoretically discuss and then seek empirical evidence to the two mediational paths (namely, psychological contract violation and supervisor directed aggression) that explain the focal relationship between abusive supervision and knowledge hiding. Design/methodology/approach-To test the proposed hypotheses, the study draws cross-sectional data from Indian IT employees working in various IT firms in India. Data were collected at two time points (T1 and T2) separated by one month to counter the priming effect and neutralize any threat of common method bias. The final sample of 270 valid and complete responses was analysed using SmartPLS 3 to test the hypotheses. Findings-Results showed that abusive supervision is positively related to employee's knowledge hiding behaviours. Also, both psychological contract violation and supervisor directed aggression partially mediates the abusive supervision-knowledge hiding behaviour linkage. Originality/value-First, the current study has tested the positive relationship between abusive supervision and knowledge hiding behaviours unlike most of the previous investigations that have focussed on knowledge sharing behaviour (the two are different constructs having different antecedents). Second, the study also empirically investigated the two parallel mediational routes, namely, psychological contract violation and supervisor directed aggression that explains the blame attributed by the beleaguered employee that led to covert retaliatory behaviour, such as knowledge hiding.
World Review of Science, Technology and Sustainable Development, 2017
Understanding people's psychological contract and commitment levels in manufacturing industries m... more Understanding people's psychological contract and commitment levels in manufacturing industries may benefit the organisations to retain their valuable talent. The present study was designed to explore the influence of organisational commitment on employee retention in manufacturing organisations of Eastern India. The study also tried to investigate the mediating role of psychological capital between organisational commitment and employee retention. A questionnaire survey was conducted on 208 executives randomly selected from Indian manufacturing organisations. Data were analysed by using structural equation modelling. Results revealed that organisational commitment positively influence retention. Further, psychological capital was found to be significantly mediating the relationship between organisational commitment and employee retention. Results were discussed in light of empirical findings and the existing literature. The study suggested that employer and employee should take cognisance of their obligations to each other for enhancing the commitment, retention and satisfaction.
Vision – The Journal of Business Perspective, 2017
Several studies have conceptualized and tested the relationship between employee engagement and a... more Several studies have conceptualized and tested the relationship between employee engagement and affective organizational commitment. Yet, the mediating mechanism that explains the association between these two constructs was rarely investigated. This article attempts to test the indirect effect of employee voice on employee engagement-affective organizational commitment linkage by drawing responses from 301 executives working in Indian service sector. The finding of the study reported employee voice mediating the association of employee engagement and affective organizational commitment. In conclusion, the implications, limitations of the study and scope for future research are discussed.
Vision – The Journal of Business Perspective, 2015
The current study examines the relationship between transformational leadership and the followers... more The current study examines the relationship between transformational leadership and the followers' affective organizational commitment and their contextual performance. Transformational leaders through their compelling vision and moral guidance arrest their follower's commitment and motivate them to exert more effort and engage them in extra-role behaviours which are not explicit part of their job description. The follower's commitment and decision to stay in the organization are guided by an emotional bond with the leader and the organization rather than by any logical reasoning. The study also explores the effect of affective organizational commitment on contextual performance. An individual who is firmly committed towards the goals of the organization will look beyond his/her vested interests and will demonstrate more of discretionary prosocial behaviours. These positive desirable behaviours otherwise called contextual performance will add to the overall performance of the organization. This cross-sectional study includes a sample of 480 software professionals working in several information technology (IT) companies across India. SPSS 18 and AMOS 16 were used for data analysis and result interpretation. Results suggested a significant positive influence of transformational leadership on the follower's affective organizational commitment and their contextual performance. Affective organizational commitment is also found to have positive linkage with the contextual performance of the followers. The results are consistent with previous findings which also claimed positive and significant linkage among the transformational leadership, affective organizational commitment and contextual performance.
The primary objective of this article is to critically examine the existing and contemporary lite... more The primary objective of this article is to critically examine the existing and contemporary literature on workplace spirituality and propose a conceptual framework linking workplace spirituality with various job outcomes. Spirituality at work or workplace spirituality has been conceptualised by several authors. This profusion of definitions and constructs developed by many authors has led to a lot of confusions regarding the dimensionality of workplace spirituality. Spirituality for many has been incompatible with business and construed to be something that should be confined to temples and churches. At the same time, others believe that spirituality has multiple advantages at the workplace and that it immensely contributes towards employees' performance and effectiveness. In this paper, we extend several propositions believing that there is a positive relationship between workplace spirituality and various job outcomes like job commitment, job satisfaction, task performance and organisational citizenship behaviour. This paper proposes a theoretical framework on spirituality and job outcome in the Indian context and shows directions for future empirical researches.
The issue of increasing retention and reducing turnover is of paramount importance in organizatio... more The issue of increasing retention and reducing turnover is of paramount importance in organizational life. Workplace spirituality may act as a potential solution for employee attraction and retention mechanisms. To investigate this question, the researchers collected data from 761 executives working with various public-and private-sector industries across India. The findings of the study show a positive association between workplace spirituality and employee retention, whereas partial mediation was observed between workplace spirituality and employee retention. . (1998). The role of organizational citizenship behavior in turnover: Conceptualization and preliminary tests of key hypotheses.
This study seeks answer to the question surrounding the linkage between leadership and deviant wo... more This study seeks answer to the question surrounding the linkage between leadership and deviant work behaviours of the employees. The study focuses on two types of leadership: transformational and transactional leadership and its role in promoting or curbing deviant activities in the workplace. Transformational leadership differs from other leadership type especially transactional one on the basis of its moral influence on the followers. This extraordinary form of leadership raises both the leader and the follower to a different level of morality and values. Transformational leadership differs from the transactional leadership where the leader maintains a give and take relationship or transactional relationship with its followers. The obsessive focus on end result prompts followers to sometimes deviate from the rule and commit organizational crime. This paper raises the issue of deviant workplace behaviours which causes great financial hardship to both the organization and its stakeholders. A conceptual model is offered and few propositions are stated to clear our understanding of the relationship maintained by the two types of leadership with deviant workplace behaviours. The article concludes by suggesting certain ways by which organizational misconduct can be checked and employee's ethical character can be strengthened.
Joyful living is found to be a highly valued goal of our society. However, in organizational sett... more Joyful living is found to be a highly valued goal of our society. However, in organizational settings, the achievement of joy is a modest area of enquiry and there is an imperfect understanding of the phenomenon. We have conducted 2 separate studies to validate the construct of "joy at work" among managerial executives employed in Indian multinational corporations. Exploratory (Study 1) and confirmatory (Study 2) factor analysis have generated an 18-item Joy at Work Scale with 3 discrete dimensions: Meaning, Engagement, and Growth; Compassion, Sensitivity and Respect; and Trust, Support, and Flexibility. The findings of the 2 studies revealed high internal consistency among its 3 subscales whereas the composite framework emerged as a perfect model fit. The present study is one of the first few studies to confirm the importance of eudemonic aspects in behavioral science especially in workplace settings.
If you would like to write for this, or any other Emerald publication, then please use our Emeral... more If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information.
This article proposes a conceptual model that explores the effect of abusive supervision on subor... more This article proposes a conceptual model that explores the effect of abusive supervision on subordinates' intention to quit the organization. We refer to several justice theories like social exchange theory and met expectations theory to strengthen our assertion that subordinates' intention to quit the organization is high when they perceive their supervisor's behaviour to be abusive. This article also strives to identify factors which might act as neutralizer in mitigating the pernicious effect of abusive supervision on subordinates' decision to quit. These factors are positive affect, perceived coworker support, emotional intelligence and meaningful work which might act as buffer in reducing the deleterious effect of abusive supervision on subordinates, thereby minimizing their intention to quit the organization. We offer several research propositions which can be empirically tested, and conclude with implications of the study, limitations of the proposed model and research directions for future investigations.
International Journal of Strategic Business Alliance, 2016
Several studies have proposed a strategic influence of workplace spirituality on various individu... more Several studies have proposed a strategic influence of workplace spirituality on various individual and organisational outcomes, but few studies have empirically tested the relationship. The current study examines the effect of workplace spirituality on two important job outcomes, i.e., affective organisational commitment and job satisfaction. The responses are collected from 480 IT professionals working in various organisations located in several Indian cities. Structural equation modelling is used to analyse the data and test the hypotheses. The findings report a positive influence of workplace spirituality on employee's affective organisational commitment and job satisfaction. In the concluding part, results are discussed, both theoretical and business implications are delineated, limitations of the study are highlighted and future directions are proposed.
International Journal of Productivity and Performance Management, 2018
Purpose -Transformational leaders engage their employees' self-concept in such a meaningful way t... more Purpose -Transformational leaders engage their employees' self-concept in such a meaningful way that it results in an extra effort exerted by employees in addition to what is expected of them. This extra effort or pro-social behavior leads to contextual performance (CP) which supplements the individual's task performance and lead to superior organizational performance. The purpose of this paper is to empirically investigate the influence of transformational leadership (TL) on employees' CP. The paper also tests the moderating role of integrity on the relationship between TL and CP. Design/methodology/approach -Data were gathered through self-administered questionnaires from 480 Indian information technology (IT) employees across India. Harman's single-factor test was used through analysis of moment structures (AMOS 20.0) to test the bias associated due to common method variance. Regression analysis was carried out through a series of hierarchical models in SPSS 20.0 to test the direct and interactive effect of integrity between TL and CP. Findings -The result supports the assertion that TL has a positive influence on employees' CP. However, the moderational effect of integrity on the relationship between TL and CP was found to be insignificant. Practical implications -The findings of the study have confirmed that employees deriving higher degree of integrity at work will engage in discretionary behaviors and they are more likely open to organizational changes and improvement. The IT organizations may take clues from the findings of the study for creating conducive working environment where affective organizational commitment can influence the CP and job satisfaction. Originality/value -This study is critical in a sense that as the Indian IT industry has one of the highest turnover rates in the service industry, it would take a strong and compelling reason for the IT professionals to stay committed to the organization, derive satisfaction at work and help peers and others by engaging in extra role of CP.
International Journal of Organizational Analysis, 2017
If you would like to write for this, or any other Emerald publication, then please use our Emeral... more If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information.
Human Resource Management International Digest, 2018
If you would like to write for this, or any other Emerald publication, then please use our Emeral... more If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information.
Transformational leaders inspire their followers to exert more than their normal share of efforts... more Transformational leaders inspire their followers to exert more than their normal share of efforts and demonstrate unflinching loyalty towards the organizational goals. Although previous studies have reported positive influence of transformational leadership on employee's affective organizational commitment and their contextual performance, the process by which transformational leadership influences the affective commitment and contextual performance has not yet been adequately studied. Hence, the present study will empirically investigate one such mediator's (meaningful work) role in explaining the relationship between transformational leadership and the two job outcomes. This study includes a sample of 480 IT professionals working in several IT firms across India. SPSS 18 was used for data analysis and interpretation. Results of the present study reported a significant positive effect of transformational leadership on follower's affective organizational commitment and contextual performance. The findings of this study also reported meaningful work partially mediating the relationship between transformational leadership and affective organizational commitment and contextual performance. The implications of the findings, limitations of the study and its scope for future research are also discussed.
Purpose -Based on the conservation of resources theory, the purpose of this paper is to investiga... more Purpose -Based on the conservation of resources theory, the purpose of this paper is to investigate the linkage between abusive supervision (a workplace stressor) and subordinate's intention to quit by focusing on the mediating role of emotional exhaustion. The study also explores the conditional mediation model by testing the moderational role of perceived coworker support on the mediated abusive supervision-intention to quit relationship via emotional exhaustion. Design/methodology/approach -To test the proposed hypotheses, the study draws data from 382 healthcare employees working in several hospitals and clinics in the eastern and north-eastern states of India. The authors collected data on the predictor and criterion variables at two time points with a separation of three to four weeks in a reversed order to counter priming effect. Findings -The findings of the study reported that emotional exhaustion partially mediated the abusive supervision-intention to quit relationship. The result also supported the assertion that perceived coworker support will moderate the relationship between abusive supervision and subordinate's intention to quit. The authors also found support to the moderated mediation hypothesis, that suggest perceived coworker support will reduce the mediating effect of abusive supervision-intention to quit relationship via emotional exhaustion. Originality/value -This study is among few empirical investigations to investigate and report the interactional effect of perceived coworker support (a buffer) on the indirect relationship between abusive supervision and subordinate's intention to quit via emotional exhaustion.
Development & Learning in Organization: An International Journal, 2017
If you would like to write for this, or any other Emerald publication, then please use our Emeral... more If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information.
The 21st-century shift toward a technology-driven world is compelling a purpose movement. People ... more The 21st-century shift toward a technology-driven world is compelling a purpose movement. People of all ages are seeking a new perspective on how they fit into this changing world. With the advent of technology and fast paced life, we are challenged to find relevant answers to the age-old questions of "purpose and meaning." It is understood that in the quest for purpose, people suffer psychological difficulties when they are unable to explore the purpose of their existence . Therefore, in this era, purpose has the marks of a movement-and inner-directed quest. We could say that we are living in the exploration of a purpose age which is presumed as a vital element of leading a fulfilling life. To support our assertion, modern-day organizations are found to be witnessing a worrisome change in behavior and attitude over the years among their human resources, precisely to "venture inward and discover the purpose and venture outward to make a difference in the world" (Crum, 2009).
TODAY'S WORK EXPERIENCES are so full of emotional waste that many people see them as normal. Prac... more TODAY'S WORK EXPERIENCES are so full of emotional waste that many people see them as normal. Practitioners have viewed this paradox both as a cost of doing business and as an inevitable surtax companies pay for working with complex human beings. Ego-based resistance to change, employee disengagement, lack of alignment with strategic initiatives, and the lack of buy-in are costing companies millions of dollars each year. While there is no lack of training, tools, or techniques, the root causes of emotional waste have not yet been dealt with.
Presented & Published at “IIMK HR Summit 2013”, IIM Kozhikode, 8th -10th Feb.(ISBN: 978-93-82951-20-9), 2013
karta) i.e., Indians consider work to be a duty, an obligation towards others which one owes to t... more karta) i.e., Indians consider work to be a duty, an obligation towards others which one owes to them in previous life, hence performing one's duty without desire for worldly gains will yield higher (transcendental) benefit like liberation (mukti) from the cycle of birth, death and rebirth (sansara). Whereas in Western culture, work is considered means to attain materialistic gains and therefore Westerners expend effort so as to lead a pleasurable life (Aisharvya Jeevan). In this study, the author has conceptualized karma-yoga by identifying five important dimensions.
4th International Conference on “Integrating Spirituality & Organizational Leadership(ISOL)”, XIM Bhubaneswar, 10th -12th Jan.(ISBN: 978-81-920639-3-5)
Every year organizations around the globe lose some of their most valued employees and millions o... more Every year organizations around the globe lose some of their most valued employees and millions of rupees because of deviant workplace behaviours. Although, management literature is surfeit with both empirical and conceptual studies highlighting the benefits of positive work behaviour, there is still a conspicuous void when it comes to studies which have addressed the issue of toxic behaviours at workplace. This paper attempts to establish relationship between workplace spirituality as mentioned in Yoga and several deviant workplace behaviours like theft, sexual harassment, lying, hoarding information, and workplace violence. To conceptualize workplace spirituality we have referred to the "Yamas" which in Sanskrit means "yogic self control". Through this article we contend that the observation of the five yamas, which are mentioned in Raja Yoga, as abstention from violence (ahimsa), abstention from stealing (asteya), abstention from lying (satya), abstention from greed (aparigraha), abstention from sensuality (brahamacharya) will reduce toxic behaviours and contribute towards creating healthy work environment. Raja yoga which is one of the four yogas (the other three being Jnana Yoga, Bhakti Yoga and Karma Yoga) is mentioned in several darshans (Vedic Schools). It refers to achievement of divinity through eightfold path (Ashtanga Yoga). This paper also points toward several age old doctrines and religious scriptures which have emphasized the same practices as mentioned in Raja Yoga. As conclusion, we have Integrating Spirituality and Organizational Leadership proposed a conceptual framework and a set of testable propositions which will spur further research in this important but relegated field of management.
In A. K. Sannigrahi (ed.), Human Resource Development (pp. 57-77).New Delhi: New India Publishing Agency.(ISBN: 978-93-80235-76-9), 2011
Training is for improvement of a person. Training is no longer optional. In the 21st century, an ... more Training is for improvement of a person. Training is no longer optional. In the 21st century, an organization's capacity to effectively train its people is part of its ability to survive. And if that capacity isn't there, or if it's defective, then the organization itself will reveal that flaw in a number of destructive ways, including loss of bottom line profits. Needs identification will help to identify the necessary and relevant issues for proper planning and implementation. Needs identification is the first logical step to determine and justify the requirement for training in the first place, it acts as a prognosis of an organizational ailment. There are various methods and techniques to identify needs which are then categorized into four major categories : democratic, diagnostic, analytic and compliance needs. Since none of the technique is self sufficient in nature it is advisable to have a combination of techniques so as to get the true result i.e. the actual training needs. Need analysis is the next step in the training process to determine training for whom, why and what. The three major components of needs analysis are organizational/strategic analysis, task analysis and person analysis. Organizational analysis involves determining the extent to which training is congruent with the company's business strategy and resources. Since performance problems are one of the major reasons that companies consider training for employees, it is important to investigate how personal characteristics, input, output, consequences and feedback relate to performance and learning. A task analysis involves identifying the task and the knowledge, skills and abilities that will be trained for. Competency modeling is a new approach to needs assessment that focuses on identifying personal capabilities including knowledge, skills, attitudes, values, and personal characteristics.
In R. K. Pradhan & C. K. Podder (Eds.), Human Resources Management in India: Emerging Issues and Challenges (pp. 195-206). New Delhi: New Century Publications. (ISBN: 9788177083644)
Diversity is a key issue in a multiethnic, multicultural, multireligious, and multifaceted societ... more Diversity is a key issue in a multiethnic, multicultural, multireligious, and multifaceted society like India. Today workplaces are highly heterogeneous having employees from diverse backgrounds and having different orientations. Organisations will greatly benefit if they can attract, inspire and retain talented employees with divergent backgrounds and varied needs into a unified and dedicated workforce. Although diversity in workplace poses several challenges, it can be converted into an unenviable competitive advantage over its rivals. Indian organisations more than ever will have to address this issue of diverse workforce and requires formulating a strategy for creating an environment where people will respect each other's differences. India is known for its unity in diversity and tolerance towards outsiders. This attitude of accommodating people of diverse backgrounds will definitely pay rich dividends to the Indian Incorporation.
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