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1 – 10 of over 2000Jatinder Kumar Jha, Jatin Pandey and Biju Varkkey
This paper aims to examine the relationship between perceived investments in employees’ development (PIED) on work engagement and the moderating effects of psychological capital…
Abstract
Purpose
This paper aims to examine the relationship between perceived investments in employees’ development (PIED) on work engagement and the moderating effects of psychological capital on this relationship for liquid knowledge workers, employed in the Indian cutting and polishing of diamond industry (CPD).
Design/methodology/approach
A questionnaire composed of established scales was administered to 134 liquid knowledge workers. Having established convergent and discriminant validity using structural equation modelling, the model was further analysed using the Process macro to check for direct and moderating effects.
Findings
The research findings suggest that the perceived investment in employee development and psychological contract enhancement (relational and transactional) made by CPD units for liquid knowledge workers positively influenced their work engagement level. The study also finds that relational contract (not transactional contract) positively moderates the relationship between perceived investment in employee development and work engagement.
Research limitations/implications
This is a cross-sectional single source study; future studies could look at longitudinal and multisource perspective.
Practical implications
The study presents a “star matrix of engagement” that guides the application of the two strategies of perceived employee development and psychological contract enhancement for liquid knowledge workers. This has implications for design and implementation of human resource management practices and policies for employee management.
Originality/value
The study makes significant contributions to existing literature on antecedents of work engagement of liquid knowledge workers by examining the direct and moderating influences.
Details
Keywords
- Quantitative
- Employee management
- Indian cutting and polishing of diamond (CPD) industry
- Liquid knowledge workers
- Liquid workforce
- Perceived investment in employee development (PIED)
- Relational psychological contact
- Transactional psychological contract
- Work engagement
- Highly skilled work force
- Training
Piyali Ghosh, Geetika Goel, Tanusree Dutta and Richa Singh
This study aims to analyze how perceived organizational support (POS), perceived supervisor support (PSS) and perceived co-worker support (PCS) as components of social exchange at…
Abstract
Purpose
This study aims to analyze how perceived organizational support (POS), perceived supervisor support (PSS) and perceived co-worker support (PCS) as components of social exchange at work influence turnover intention through affective commitment.
Design/methodology/approach
Perception of sales professionals working in life insurance companies, categorized as liquid knowledge workers, on the study variables was assessed through a questionnaire-based survey. Data on a sample of 212 such professionals across 11 companies were analyzed using structured equation modeling. Maximum likelihood estimate method was used to test the extent of model fit. Mediation has been confirmed through bootstrapping.
Findings
Results reveal a significant direct relationship between PSS and turnover intention. POS and PCS were found to have significant indirect effects on turnover intention, mediated by affective commitment.
Research limitations/implications
Overall results prompt the authors to recommend that organizations in insurance business must invest resources in promoting organizational support and also adopt a supportive work culture in which social exchange can easily occur. Level of withdrawal intention among sales professionals can be lowered by establishing emotional bonding with them. Supervisors may also be provided adequate training in soft skills to support their subordinates.
Originality/value
This study has highlighted that support at workplace is a binding force between an employee and his/her organization, and thus it negatively affects his/her withdrawal intention directly or indirectly via affective commitment. This paper stands out in the multitude of existing research as especially the relation of PCS and turnover intention has been explored less. It also adds to the scarce literature available on turnover intention among liquid knowledge workers in Indian insurance sector.
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Keywords
The purpose of this paper is to examine the mediating role of work engagement between the relationship of perceived career support and work performance as well as between the…
Abstract
Purpose
The purpose of this paper is to examine the mediating role of work engagement between the relationship of perceived career support and work performance as well as between the relationship of career adaptability and work performance.
Design/methodology/approach
Data were collected form 606 i-generation liquid knowledge workers. They had completed their internship program in the industry for a period of at least one month. Regression analysis was carried out to test the hypothesized framework.
Findings
Most of the results indicated support for the hypotheses. Work engagement was found to be mediating the perceived career support and work performance relationship fully. However, work engagement was found to be mediating the career adaptability and work performance relationship only partially.
Research limitations/implications
Engaging liquid workers plays a crucial role in passing the positive effects of perceived career support and career adaptability to work performance.
Practical implications
The findings suggest that managers may take steps to enhance engagement levels of the employees so that it can help the interns high on perceived career support and career adaptability perform well at work.
Originality/value
To the best of the authors’ knowledge, this study is unique that tests and finds the intervening role of work engagement between work performance and the two career-related constructs.
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C. Lakshman, Sumita Rai and Sangeetha Lakshman
This study aims to theorize a knowledge-based perspective on organizational commitment and turnover intentions among knowledge workers. The authors contribute by examining the…
Abstract
Purpose
This study aims to theorize a knowledge-based perspective on organizational commitment and turnover intentions among knowledge workers. The authors contribute by examining the impact of knowledge sharing, and managerial human capital respectively, on commitment and turnover in a sample of 274 knowledge workers (engineers) from India. Additionally, the authors examine the crucial moderating role of intra-firm causal ambiguity on these relationships.
Design/methodology/approach
Using structural equation modeling and analysis of survey responses, the authors test a moderated mediation model to provide evidence of the positive impact of knowledge sharing and human capital, respectively, on turnover intention, mediated by organizational commitment. More importantly, the authors theorize and present evidence on the moderating role of intra-firm causal ambiguity, on these relationships.
Findings
The authors find that knowledge sharing behaviors are both intrinsically and extrinsically motivating for knowledge workers, which results in their emotional attachments and higher levels of identification and commitment, which subsequently results in lower turnover intention. Our findings also highlight the role of intra-firm causal ambiguity in making things difficult for organizations to retain talented employees in tough environments.
Originality/value
The authors provide a knowledge-based perspective of commitment and turnover in knowledge-intensive work contexts. The authors also contribute by provide an interesting account of the role of intra-firm causal ambiguity in knowledge processes leading to commitment.
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Keerti Shukla and Musarrat Shaheen
This study investigates the relationship between self-leadership and the work performance of gig workers as moderated by perceived organizational support and mediated by work…
Abstract
Purpose
This study investigates the relationship between self-leadership and the work performance of gig workers as moderated by perceived organizational support and mediated by work engagement.
Design/methodology/approach
Linear regression and the Process macro by Hayes were used to examine the hypothesized model, on a data set of 384 gig workers.
Findings
The outcomes indicated a positive relationship between the self-leadership strategies of the freelancers and their work performance. The association of self-leadership and work performance was moderated by perceived organizational support and partially mediated by work engagement.
Originality/value
This study responds to the need for exploration of the moderation and mediating mechanisms through which self-leadership influences how gig workers perform at work.
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Keywords
Kishore Ashok Manelkar, Radha Iyer, Kiran Gupta and Brinda Sampat
Owing to business uncertainty, it is prudent for organizations to rely on temporary employees to achieve numerical flexibility. This paper investigates the effect of perceived…
Abstract
Purpose
Owing to business uncertainty, it is prudent for organizations to rely on temporary employees to achieve numerical flexibility. This paper investigates the effect of perceived investment in temporary employee development (PITED) on organizational performance (OP) through the mediation process of organizational identification (OI), work engagement (WE) and the moderation process of perceived human resource policies (PHRP). A conceptual framework was built on social exchange theory and job demands-resource theory.
Design/methodology/approach
Data was collected from skilled temporary employees deputed at client organizations in the information technology business process management (IT-BPM) industry. Analysis was done using the partial least squares-structural equation modelling (PLS-SEM) method using SmartPLS 3.0 software.
Findings
The study established a significant association between PITED, OI and OP, in which OI acts as a partial mediator. In contrast, the mediating relationship of WE between PITED and OP was insignificant. PHRP moderated the relationship between PITED and OP.
Practical implications
This research suggests to top management and human resource leaders that PITED makes temporary employees identify with client organizations, resulting in increased OP.
Originality/value
This research builds on theoretical assumptions to adopt a temporary employee perspective on organizational initiatives and performance in the IT-BPM industry, which is uncommon.
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Jatin Pandey, Manish Gupta and Yusuf Hassan
Intrapreneurship is gaining traction in organizations to buckle up for the dynamic business environment. Scholars have argued that intrapreneurship increases positivity at work…
Abstract
Purpose
Intrapreneurship is gaining traction in organizations to buckle up for the dynamic business environment. Scholars have argued that intrapreneurship increases positivity at work and helps employees attach themselves better with their job. However, empirical evidence suggests that these relationships do not exist. The objective of this paper is to examine the mediating role of psychological capital (PsyCap) in the relationship between intrapreneurship and work engagement.
Design/methodology/approach
Data were collected through an online survey. Responses from 309 employees working in different industries in India were analysed. Structural equation modelling (SEM) was used to analyse the hypothesized relationships.
Findings
The results show that there exist positive relationships among intrapreneurship, psychological capital (PsyCap) and work engagement. Further, it was observed that the PsyCap partially mediates the relationship between intrapreneurship and work engagement.
Practical implications
Managers may not only encourage intrapreneurial behaviour in their organizations but also ensure that the employees are psychologically capable (high on PsyCap). It would enable the employees to engage themselves wholeheartedly into their work.
Originality/value
To the best of the authors' knowledge, this study is one of its kinds to relate intrapreneurship with PsyCap and work engagement.
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Keywords
Sushmita Singh, S.K. Singh and Shashi Srivastava
This study is an effort to explore a relationship between benefits of schemes (BoS) on the job satisfaction among handloom weavers. The weavers who are engaged in this work…
Abstract
Purpose
This study is an effort to explore a relationship between benefits of schemes (BoS) on the job satisfaction among handloom weavers. The weavers who are engaged in this work however face lot of challenges in terms of remuneration and working conditions. The government has been immense with various schemes that cater to the work-related problems. This paper aims to understand whether work-related support can be a predictor for job satisfaction in this context.
Design/methodology/approach
A cross-sectional survey design was used where 335 handloom weavers randomly participated in the study. Questionnaire was administered and scale was developed and validated for the measurement of BoS by using exploratory factor analysis and confirmatory factor analysis. The effect of the benefits on the job satisfaction was investigated by using structural equation modelling on AMOS 21 platform.
Findings
The outcome suggested that the BoS significantly affects the job satisfaction and a possible predictor. This which was indicated by the value of r^2, i.e.0.38 at significance level p < 0.001.
Research limitations/implications
The study suggests a method for analyzing the schemes/policies in the light of the benefits that schemes intend to deliver. This would help in making suitable modifications in the schemes order to have wider outreach and large-scale inclusion of the beneficiaries.
Practical implications
The study can be useful for the policymakers to further strengthen the features of the schemes. They might work in direction of inclusion of more handloom weavers in the framework of the schemes.
Originality/value
The effects of the work-related policies on job satisfaction is still in nascent stage, so this work is all about exploration in that area.
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Anushree Karani, Revati Deshpande, Sunita Mall and Mitesh Jayswal
The study investigates the impact of psychological contract breach on employees' innovative behavior and well-being (happiness, work engagement and mental well-being) who are…
Abstract
Purpose
The study investigates the impact of psychological contract breach on employees' innovative behavior and well-being (happiness, work engagement and mental well-being) who are working from home during this COVID-19 pandemic situation. Drawing on social information processing (SIP) and job-demand resource (JD-R) theory, job stress was proposed as a mediator explaining this relationship.
Design/methodology/approach
Data were collected via a structured questionnaire through Google Docs from 258 respondents working at different capacity in Indian organizations. The study includes those respondents who are working from home during COVID-19 pandemic situation. The hypotheses were tested using structural equation modeling (SEM).
Findings
Psychological contract breach was negatively impacting innovative behavior and well-being. Job stress mediated the relationship between psychological contract breach and innovative behavior as well as well-being during the COVID-19 pandemic situation and especially for those who are working from home only.
Research limitations/implications
The data for the study were collected from the employees working from home during this COVID-19 pandemic situation was cross-sectional. The study implied or spoke about the unmet expectations leading to reduced innovative behavior harming the organization's effectiveness and it also reduces well-being which harms the individual in the era of social and financial uncertainty.
Originality/value
The novel contribution of the study is integrating SIP and JD-R theory during the pandemic situation. The results highlighted meticulous empirical evidence which answers the question that how the unmet expectations cause a detrimental effect on the employees as well as the organizations in this COVID-19 pandemic situation.
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