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Article
Publication date: 8 February 2021

Rinki Dahiya

Amidst the new realities of the modern world, a happy and satisfied workforce has become a necessary requirement for organizations to maintain their competitive edge…

Abstract

Purpose

Amidst the new realities of the modern world, a happy and satisfied workforce has become a necessary requirement for organizations to maintain their competitive edge. While most of the available literature revolves around positive organizational behaviour, there is dearth of research on the influence of interpersonal forgiveness on affect and life satisfaction in employees. Keeping this precept in mind, this study aims at bridging this gap in research by developing and testing a mediation model to examine the link between interpersonal forgiveness to affect and life satisfaction.

Design/methodology/approach

The sample consists of 378 employees working in different Indian manufacturing organizations. To test the hypotheses, structural equation modelling was applied.

Findings

The results reveal that interpersonal forgiveness significantly influences life satisfaction and affect partially mediates this relationship in employees.

Practical implications

The study recommends that organizational development practitioners and human resource professionals focus on forgiveness among co-workers to foster a balanced affect and enhanced life satisfaction by developing and implementing positive psychological interventions and practices. This can help organizations in regulating interpersonal transgressions and conflicts at an early stage and also make the employees happy and satisfied.

Originality/value

This study offers concrete insights into the complicated interplay of affect in the link between interpersonal forgiveness and life satisfaction in the yet underexplored context of Indian organizations.

Details

International Journal of Organizational Analysis, vol. 30 no. 2
Type: Research Article
ISSN: 1934-8835

Keywords

Article
Publication date: 23 June 2021

Rinki Dahiya and Juhi Raghuvanshi

Researchers have strived to identify the factors enhancing happiness at work (HAW), and the causal relations among the enablers of happiness remained underexplored…

Abstract

Purpose

Researchers have strived to identify the factors enhancing happiness at work (HAW), and the causal relations among the enablers of happiness remained underexplored. Therefore, this study aims to map and prioritize the causal relation structures of enablers of HAW.

Design/methodology/approach

Data were collected from key representatives of information technology (IT) firms located in India. A framework based on the cause and effect relationship among enablers of HAW is proposed, and to establish this causality, the decision-making trial and evaluation laboratory (DEMATEL) technique was applied.

Findings

The findings indicate five out of 12 enablers as causal, namely, transformational leadership, authentizotic work climate, person–organization work fit, organizational virtuousness and meaningfulness in work.

Originality/value

Human resource managers, organizational policymakers and scholars will gain greater understanding through this causal framework of enablers of HAW. Knowledge and facilitation of these enablers will aid in nurturing a happy workplace.

Details

Journal of Indian Business Research, vol. 13 no. 4
Type: Research Article
ISSN: 1755-4195

Keywords

Article
Publication date: 30 August 2021

Rinki Dahiya and Juhi Raghuvanshi

Notwithstanding the findings of several published articles on human capital, there is scarcity of a comprehensive instrument to measure it. In this direction, the…

290

Abstract

Purpose

Notwithstanding the findings of several published articles on human capital, there is scarcity of a comprehensive instrument to measure it. In this direction, the objective of present research is to develop a valid and reliable scale to assess human capital.

Design/methodology/approach

This research was divided into two parts. Study 1 focused on literature review of human capital measures, development of items and exploring the factor structure of human capital construct on a sample of 184 employees. Study 2 was based on the survey of 212 employees, and reliability assessment and confirmatory factor analysis was performed to validate the factor structure of human capital construct.

Findings

The findings can be summarized in two ways. Study 1 present that human capital scale is multidimensional consisting of employee capability, leadership and motivation, employee satisfaction and creativity. The findings of study 2 confirms the validity and reliability of three factor structure of human capital construct consisting of 18 items in total.

Practical implications

The study provides a multidimensional psychometric instrument which can help in measuring the human capital of the organization from the perspective of capabilities, satisfaction and creativity and leadership and motivation. Moreover, it can serve as an aid to human resource (HR) and human resource development (HRD) professionals for human capital assessment in the organizations.

Originality/value

This study provides a measure to assess human capital in Indian manufacturing sector organizations that makes a novel contribution to the area.

Details

International Journal of Productivity and Performance Management, vol. 71 no. 6
Type: Research Article
ISSN: 1741-0401

Keywords

Article
Publication date: 1 June 2021

Rinki Dahiya

With the enhancing notions of job insecurity in employees, the objective of this study is to revisit the association between job insecurity and employee performance…

Abstract

Purpose

With the enhancing notions of job insecurity in employees, the objective of this study is to revisit the association between job insecurity and employee performance behaviour (task performance and contextual performance) with the mediating role of organizational identification. Specifically, the study examines how and why there is a negative link between job insecurity and performance and whether organizational identification may serve as a mediating mechanism.

Design/methodology/approach

A time-lagged survey of 192 employees having heterogeneous working background was analysed using the structural equation modelling (SEM) technique.

Findings

The findings highlight that the nexus between job insecurity and organizational citizenship behaviour is fully mediated by organizational identification. However, the organizational identification partially mediated the association between job insecurity and task performance.

Originality/value

The tendency of job insecurity in India is on the rise. This investigation gives a more profound comprehension of behavioural responses of job insecurity on employee performance behaviour with the social identity theoretical perspective. The study contributes to the extant literature by revisiting the model proposed by Piccoli et al. (2017) and includes organizational identification as a mediating mechanism, which has remained unexplored till now in the context of Indian manufacturing industry.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 10 no. 1
Type: Research Article
ISSN: 2049-3983

Keywords

Article
Publication date: 13 March 2019

Rinki Dahiya and Santosh Rangnekar

The purpose of this paper is to examine the psychometric properties of the positive and negative affect schedule (PANAS) in a sample of employees working in Indian…

Abstract

Purpose

The purpose of this paper is to examine the psychometric properties of the positive and negative affect schedule (PANAS) in a sample of employees working in Indian manufacturing and service sector organisations.

Design/methodology/approach

The data were collected through self-administered structured questionnaire from 53 employees for the pilot study and 383 employees for the final study. For the psychometric evaluation of the PANAS, item analysis, reliability, exploratory factor analysis, convergent–discriminant validity and confirmatory factor analysis were performed.

Findings

Results reveal that the two-factor model of affect (positive and negative affects) is valid in the Indian manufacturing and service sector organisations.

Originality/value

Despite being the largest skilled labour facilitator for the work economy and second largest populated country, India lags behind in studies evaluating affect at work when compared to western nations. The present study was taken up to validate an instrument to measure affect at work in Indian manufacturing and service sector organisations, which is a new contribution in the field. Validation of this instrument would help in promoting studies on affect at work in India and comparative studies across cultures.

Details

Industrial and Commercial Training, vol. 51 no. 3
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 28 April 2020

Rinki Dahiya and Santosh Rangnekar

In the modern world, life satisfaction has become a quintessential construct for large-scale organizations, and a valid measure to evaluate employee life satisfaction is…

Abstract

Purpose

In the modern world, life satisfaction has become a quintessential construct for large-scale organizations, and a valid measure to evaluate employee life satisfaction is required. Therefore, this study aims to evaluate the psychometric properties of the satisfaction with life scale (SWLS) in a sample of employees working in the Indian manufacturing sector.

Design/methodology/approach

Survey method was used for data collection among a sample of 404 employees. Further, the psychometric properties of SWLS were evaluated with reference to reliability and validity assessment (face, content and construct validity).

Findings

The results were found to be significant for SWLS to assess the life satisfaction of employees working in manufacturing organizations in India.

Originality/value

This study attempts to validate SWLS among employees, which is a novel contribution in the field. Also, it suggests that effective application of SWLS can help in identifying and understanding the work-related factors associated with life satisfaction.

Details

Asia-Pacific Journal of Business Administration, vol. 12 no. 3/4
Type: Research Article
ISSN: 1757-4323

Keywords

Article
Publication date: 4 October 2021

Rinki Dahiya and Juhi Raghuvanshi

Work values are a representation of people’s priorities as they reflect what is pertinent for them and what they want to accomplish. In light of this, the purpose of this…

Abstract

Purpose

Work values are a representation of people’s priorities as they reflect what is pertinent for them and what they want to accomplish. In light of this, the purpose of this study is to understand the priorities given to work values (extrinsic and intrinsic) by employees and also to explore whether these work values vary with the levels of work engagement and job burnout.

Design/methodology/approach

The study was based on the survey responses of 386 officers working in Indian manufacturing organisations engaged in different areas.

Findings

The findings reveal that security officers give much priority to extrinsic work values than intrinsic work values (IWVs). Moreover, IWVs vary with different levels of work engagement along with job burnout. The security officers belonging to the engaged group differ significantly with those belonging to the job burnout group in terms of IWVs. Moreover, work values also have a negative correlation with job burnout and a positive correlation with work engagement.

Originality/value

This study explores the variation in work values of security officers working in Indian manufacturing organisations with changes in levels of job burnout and work engagement, which is a novel contribution in the field. The findings also advocate that it is crucial for human resource managers, supervisors and key people in organisations to find out employees showing early signs of job burnout (exhaustion or disengagement) or early stages of strain and frustration as the priorities of work values of the employees are affected by these parameters. Such identified employees should be provided with required managerial support and necessary work resources immediately.

Details

International Journal of Organizational Analysis, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1934-8835

Keywords

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