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Article
Publication date: 14 March 2017

Alka Rai, Piyali Ghosh, Ragini Chauhan and Navin Kumar Mehta

Indian banking industry is one the biggest players in the country’s service sector, with public sector banks (PSBs) occupying the major share. The purpose of this paper is to…

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Abstract

Purpose

Indian banking industry is one the biggest players in the country’s service sector, with public sector banks (PSBs) occupying the major share. The purpose of this paper is to develop a model linking job characteristics (JC) and work engagement, moderated by perceived organizational and supervisor support as contextual variables.

Design/methodology/approach

Data on 214 employees from 15 PSBs were used to examine this model. Analysis of data has established the moderating role of support at work in the relationship between JC and work engagement.

Findings

Findings suggest that employees who have a positive perception of organizational and supervisor support are more likely to respond positively to JC and therefore would have a higher propensity to engage with their jobs. In addition to enriched jobs, the wider organizational climate characterized by support from supervisors and organization as a whole is critical to establish a positive environment, which would lead to greater work engagement.

Originality/value

The moderating role of support at workplace on JC and work engagement has been researched very rarely in literature. This study, hence, aims at investigating whether interaction between JC and perceived organizational and supervisor support influences work engagement of employees working in Indian PSBs.

Details

International Journal of Sociology and Social Policy, vol. 37 no. 1/2
Type: Research Article
ISSN: 0144-333X

Keywords

Article
Publication date: 12 December 2016

Piyali Ghosh, Alka Rai, Ragini Chauhan, Gargi Baranwal and Divya Srivastava

The purpose of this study is to examine the potential mediating role of employee engagement between rewards and recognition and normative commitment.

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Abstract

Purpose

The purpose of this study is to examine the potential mediating role of employee engagement between rewards and recognition and normative commitment.

Design/methodology/approach

Responses of a sample of 176 private bank employees in India were used to examine the proposed mediated model.

Findings

The variable rewards and recognition is found to be significantly correlated to both employee engagement and normative commitment. Results of regression have been analyzed in line with the four conditions of mediation laid down by Baron and Kenny (1986). Further, SPSS macro developed by Preacher and Hayes (2004) is used to test the proposed mediation model. The relationship between rewards and recognition and normative commitment is found to become smaller after controlling the variable employee engagement. The results provide partial support to the mediation hypothesis.

Originality/value

Normative commitment has been less researched relative to the attention paid to affective commitment. Further, no research has yet focused on the impact of rewards and recognition on normative commitment, with the mediating impact of employee engagement. This study hence provides the first empirical test of the established relationship between rewards and recognition and employee engagement by introducing normative commitment as an outcome variable.

Details

Management Research Review, vol. 39 no. 12
Type: Research Article
ISSN: 2040-8269

Keywords

Article
Publication date: 8 May 2017

Ragini Chauhan, Piyali Ghosh, Alka Rai and Sanchita Kapoor

In response to a perceived need for research investigating the relatively less-explored role of supervisor support as a moderator in the transfer mechanism, this paper aims to…

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Abstract

Purpose

In response to a perceived need for research investigating the relatively less-explored role of supervisor support as a moderator in the transfer mechanism, this paper aims to empirically examine the influence of transfer design on transfer of training and also the moderating role of supervisor support between these constructs.

Design/methodology/approach

A survey was conducted using a self-reported questionnaire administered on employees of a manufacturing unit engaged in power transmission and located at the city of Allahabad in India. The sample size of the study is 149. The role of supervisor support as a moderator was tested using hierarchical regression analysis.

Findings

Findings of the study direct organizations to consider both transfer design and supervisor support to get the maximum output from training. The moderating role of supervisor support is confirmed in the study.

Practical implications

If a trainer is not able to provide much practice to the trainee during training programme, then a supportive supervisor can counter such poor transfer design. A well-designed training programme should be coupled with supervisor support to ensure effective transfer of training. Influence of transfer design on transfer of training is likely to be more if the supervisor is supportive.

Originality/value

The authors have hypothesized and established the direct influence of transfer design on training transfer. Further, supervisor support has been found to moderate the relationship between transfer design and transfer of training.

Details

Journal of Workplace Learning, vol. 29 no. 4
Type: Research Article
ISSN: 1366-5626

Keywords

Article
Publication date: 1 June 2018

Alka Rai, Piyali Ghosh, Ragini Chauhan and Richa Singh

This study aims to explore the possibility that rewards and recognition may be instrumental in improving both in-role and extra-role performances of retail sales associates, with…

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Abstract

Purpose

This study aims to explore the possibility that rewards and recognition may be instrumental in improving both in-role and extra-role performances of retail sales associates, with an underlying mediating role of employee engagement in this relationship.

Design/methodology/approach

A survey was conducted across 35 retail stores in five cities located in North India on 247 sales associates. Hierarchical multiple regression analysis was conducted to test the mediation hypotheses. Analysis was done in lines with the conditions of mediation laid down by Baron and Kenny (1986).

Findings

Employee engagement is found to fully mediate the impact of rewards and recognition on in-role and extra-role performances.

Practical implications

Organizations should be committed to recognizing employees’ efforts and providing them with financial and non-financial rewards based on organizational policies. Such measures would improve in-role and extra-role performances through enhancing engagement level of employees.

Originality/value

This study makes significant contributions to literature on employee engagement and that on retail sector, especially in Indian context, through highlighting the mediating role of engagement. Given shortage and retention of skilled manpower as major challenges for Indian retailers, engaging sales associates through rewards and recognition to improve their performance at both in-role and extra-role levels can have significant implications for retailers.

Article
Publication date: 1 June 2015

Piyali Ghosh, Ragini Chauhan and Alka Rai

Of the various factors directly or indirectly influencing transfer of training, supervisor support as a work environment variable is found to have diverse relationships with…

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Abstract

Purpose

Of the various factors directly or indirectly influencing transfer of training, supervisor support as a work environment variable is found to have diverse relationships with transfer, further complicated with the perspective of time. The purpose of this paper is to bring together findings from past research to have a better insight on the impact of supervisor support on training transfer.

Design/methodology/approach

A qualitative approach has been adopted to review existing research on the selected constructs.

Findings

Literature reveals divergent influences of supervisor support on transfer: some researchers have established a direct-indirect relationship, some opine a positive-negative relationship and few show mixed results. Usually the relation is found to be indirect when trainee characteristics have been used as mediators. The authors may infer that the influence of supervisor support on transfer is contextual and nothing can be said affirmatively on their relation.

Practical implications

Supervisors can harness trainee characteristics by enhancing their motivation to learn and motivation to transfer. They can familiarize trainees with the programme, discuss how to apply newly learnt skills to jobs, set goals and provide timely feedback. Trainers should train supervisors about how to support trainees before, during and after training. Overall, organizations must structure the role of supervisors in a way that would ensure maximized training transfer and effective management of a training programme.

Originality/value

This study provides a better understanding of the association between supervisor support and training transfer, taking into consideration all dimensions, namely positive or negative, direct or indirect and even mixed.

Details

Industrial and Commercial Training, vol. 47 no. 4
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 10 August 2015

Piyali Ghosh, Alka Rai, Ragini Chauhan, Nitika Gupta and Anamika Singh

An employee’s satisfaction with the work context may affect her/his perception of the organization and may hence be a predictor of her/his intention to leave. The purpose of this…

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Abstract

Purpose

An employee’s satisfaction with the work context may affect her/his perception of the organization and may hence be a predictor of her/his intention to leave. The purpose of this paper is to explore the possible mediating role of context satisfaction between employees’ perception of job characteristics and their turnover intention and rests on the Job Characteristics Model (JCM).

Design/methodology/approach

Hierarchical regression analysis was used to test the moderation hypothesis on sample data of 214 employees of 19 public sector banks in India. The population comprised both junior and middle management grade employees as these are expected to succeed retiring middle and senior management employees.

Findings

Findings suggest that in addition to enriched jobs, context satisfaction is critical to establish a positive environment to lessen turnover intention of employees. This highlights the need for a positive and supportive work context to maximize the benefits of jobs with positive characteristics.

Originality/value

The study is important for academicians and practitioners alike as it is evidence to the underlying process of how perception towards job characteristics together with work context as a less researched construct of JCM may influence intention to quit. The findings find relevance in the Indian banking sector, where retaining talent is a major challenge.

Details

Journal of Management Development, vol. 34 no. 8
Type: Research Article
ISSN: 0262-1711

Keywords

Article
Publication date: 26 November 2024

Ragini, Piyali Ghosh and Senthil Kumar Shanmugam

This study has applied the model by Baldwin and Ford (1988) to empirically examine the influence of select trainee characteristics (i.e. instrumentality and motivation to…

Abstract

Purpose

This study has applied the model by Baldwin and Ford (1988) to empirically examine the influence of select trainee characteristics (i.e. instrumentality and motivation to transfer) and transfer design as a training design factor on the transfer of training to work. It also investigates the possible mediating role of the motivation to transfer and the moderating role of social support at work (comprising supervisor and peer support) in the transfer mechanism.

Design/methodology/approach

A self-reported questionnaire was used to survey employees working in a power major in India. In the first stage, we selected one geographical region of the organization using judgmental sampling. In the next stage, executives and non-executives from all five coal-based power stations in that region were selected using systematic sampling. Responses from 411 such employees were analyzed using PROCESS Macro in SPSS. A mediation analysis was done using Model 4, while the moderated mediation hypotheses were tested using Model 7 in PROCESS Macro.

Findings

Instrumentality and transfer design were found to impact training transfer through motivation to transfer. While supervisor support moderated the mediational impact of both predictors through transfer motivation, peer support moderated only the impact of instrumentality on transfer through transfer motivation.

Originality/value

This is the first empirical work that has integrated important predictors at trainee, training design, and work environment levels based on the perspective of factors an organization can control. Besides, establishing supervisor and peer support as contextual factors adds to the celebrated model by Baldwin and Ford.

Details

Journal of Management Development, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0262-1711

Keywords

Article
Publication date: 9 April 2021

Ragini and Piyali Ghosh

Purpose of this study is to investigate the role of learner readiness in enhancing transfer of training by empirically testing a moderated mediation mechanism in which learner…

Abstract

Purpose

Purpose of this study is to investigate the role of learner readiness in enhancing transfer of training by empirically testing a moderated mediation mechanism in which learner readiness influences transfer through motivation to transfer, and this indirect impact is moderated by supervisor support.

Design/methodology/approach

The perception of trainees about the constructs considered has been captured through a survey of 250 employees of a unit of a manufacturing organization in India. For hypotheses testing, PROCESS macro developed by Hayes (2013) has been used.

Findings

Results have confirmed the significant role played by learner readiness in predicting transfer. This apart, supervisor support has been proved to moderate the indirect impact of learner readiness on transfer.

Practical implications

Trainees need to have pre-requisite knowledge to learn the content of a training programme, which would enable them to grasp such content and transfer the same subsequently to work. It is also essential that trainees are willing to attend any training voluntarily. Specific interventions may be designed for supervisors to bolster their catalytic role in training transfer.

Originality/value

An interactionist approach has been adopted by focussing on learner readiness as a less-studied trainee characteristic and supervisor support as a situational factor of transfer. This is construed as a significant contribution of this study to training literature. The potential overlap between learner readiness and motivation to transfer as trainee characteristics is seen to be neutralized by the presence of supervisor support as a moderator. Findings help in understanding how a trainee’s readiness and motivation, together with supervisor’s positive attitude, can enhance transfer.

Details

European Journal of Training and Development, vol. 46 no. 1/2
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 3 September 2019

Alka Rai, Piyali Ghosh and Tanusree Dutta

The purpose of this paper is to explore how total rewards might influence intention to stay among employees of private sector banks in India. A moderated-mediation mechanism is…

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Abstract

Purpose

The purpose of this paper is to explore how total rewards might influence intention to stay among employees of private sector banks in India. A moderated-mediation mechanism is hypothesized, in which a system of total rewards leads to intention to stay via engagement and organizational justice (OJ) moderates the linkage of total rewards with engagement.

Design/methodology/approach

Perception of employees about the constructs considered has been assessed by a survey, using a structured questionnaire. Employees of private banks located in the State of Uttar Pradesh were the population for this study. A total of 17 branches of 7 private banks were covered, and the number of valid responses was 761. Hypotheses testing has been done with SPSS PROCESS command.

Findings

Hypotheses proposing mediation (engagement as mediator between total rewards and intention to stay), moderation (OJ as moderator between total rewards and engagement) and moderated mediation have found support.

Practical implications

Results obtained direct us to infer that in addition to the amount or value of any reward, aspects of OJ, such as equity and fairness in allocation of such reward and transparency in the procedure followed, are likely to influence the effectiveness of total rewards practices in engaging employees and motivating them to stay with their present employer.

Originality/value

This study adds to total rewards literature by highlighting how a total rewards system can lead to engagement, and consequently to employees’ intention to stay. Results establish OJ as an important attribute to any total rewards package to make the latter more valuable and effective.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 7 no. 3
Type: Research Article
ISSN: 2049-3983

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Article
Publication date: 4 March 2021

Mahender Reddy Gavinolla, Vikrant Kaushal, Agita Livina, Sampada Kumar Swain and Hemant Kumar

The purpose of the paper is to review the existing landscape of consumption and production in wildlife tourism and, more precisely, discuss how tiger tourism is packaged and…

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Abstract

Purpose

The purpose of the paper is to review the existing landscape of consumption and production in wildlife tourism and, more precisely, discuss how tiger tourism is packaged and produced as a product or commodity for the consumption of wildlife tourists. In doing so, the study explores the issues and challenges for responsible consumption and production (SCP) of wildlife tourism in the context of progress toward sustainable development goal (SDG12) responsible consumption and production.

Design/methodology/approach

The paper combines an analysis of existing literature and insights from the tiger reserve stakeholders. Qualitative analysis using semi-structured interviews and participant observation methods are used to derive insights.

Findings

This paper explores the status of SCP of wildlife tourism, particularly tiger tourism in Indian national parks. The paper then discusses the implications of SCP for various stakeholders in wildlife tourism.

Originality/value

This paper explores the perspective of SCP in wildlife tourism, and it provides innovative approaches that stakeholders should adopt.

Details

Worldwide Hospitality and Tourism Themes, vol. 13 no. 1
Type: Research Article
ISSN: 1755-4217

Keywords

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