International Journal of Public Sector Management, 2018
PurposeThe purpose of this paper is to investigate the moderating role of organizational culture ... more PurposeThe purpose of this paper is to investigate the moderating role of organizational culture in affective commitment and job satisfaction relationship.Design/methodology/approachResponses were collected from 712 employees working in nine different Indian central public sector enterprises /state-owned enterprises (SOEs) by using a questionnaire-based survey. Theoretical analysis is based on social exchange theory and managerial grid theory. Data were analyzed by using partial least squares structural equation modeling.FindingsThe establishment of organizational culture as a moderator in Indian organizations is unique. This study has utilized data from employees working in different departments of organizations to provide unbiased responses. The results demonstrate that impact of affective commitment on employees’ job satisfaction is moderated by supportive and innovative cultures. Additionally, this research also proves that bureaucratic culture does not play a crucial role in mo...
Trust is an important component that needs to be present among individuals. Survey data from 712 ... more Trust is an important component that needs to be present among individuals. Survey data from 712 managerial employees from public sector undertakings were used to examine the effects of trust and participation in decision making on attitudinal outcomes. Results indicate that trust is significantly related to job satisfaction, group commitment, and affective commitment. Participation in decision making is a predictor of job satisfaction and affective commitment, but it did not predict group commitment. Job satisfaction significantly influences group commitment and affective commitment. Group commitment predicts affective commitment and acts as a mediator between job satisfaction and affective commitment. These findings suggest that managers need to facilitate trust and active participation among employees by taking their opinions on different work aspects. Organizations that allow employees' participation in decision making and are perceived as trustworthy have employees who exhibit more attachment and identification with their organization.
International Journal of Public Sector Management, 2018
PurposeThe purpose of this paper is to investigate the moderating role of organizational culture ... more PurposeThe purpose of this paper is to investigate the moderating role of organizational culture in affective commitment and job satisfaction relationship.Design/methodology/approachResponses were collected from 712 employees working in nine different Indian central public sector enterprises /state-owned enterprises (SOEs) by using a questionnaire-based survey. Theoretical analysis is based on social exchange theory and managerial grid theory. Data were analyzed by using partial least squares structural equation modeling.FindingsThe establishment of organizational culture as a moderator in Indian organizations is unique. This study has utilized data from employees working in different departments of organizations to provide unbiased responses. The results demonstrate that impact of affective commitment on employees’ job satisfaction is moderated by supportive and innovative cultures. Additionally, this research also proves that bureaucratic culture does not play a crucial role in mo...
Trust is an important component that needs to be present among individuals. Survey data from 712 ... more Trust is an important component that needs to be present among individuals. Survey data from 712 managerial employees from public sector undertakings were used to examine the effects of trust and participation in decision making on attitudinal outcomes. Results indicate that trust is significantly related to job satisfaction, group commitment, and affective commitment. Participation in decision making is a predictor of job satisfaction and affective commitment, but it did not predict group commitment. Job satisfaction significantly influences group commitment and affective commitment. Group commitment predicts affective commitment and acts as a mediator between job satisfaction and affective commitment. These findings suggest that managers need to facilitate trust and active participation among employees by taking their opinions on different work aspects. Organizations that allow employees' participation in decision making and are perceived as trustworthy have employees who exhibit more attachment and identification with their organization.
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Papers by Shilpi Saha