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Article
Publication date: 10 October 2016

Ridhi Arora and Santosh Rangnekar

The purpose of this paper is to investigate the relationship of the Big Five personality factors (extraversion, conscientiousness, agreeableness, emotional stability, and…

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Abstract

Purpose

The purpose of this paper is to investigate the relationship of the Big Five personality factors (extraversion, conscientiousness, agreeableness, emotional stability, and intellect/openness to experience) with career commitment measured in terms of three factors as career identity, career resilience, and career planning.

Design/methodology/approach

The study included 363 managers from public and private sector organizations in North India.

Findings

The authors found that in the Indian context, openness to experience/intellect is the Big Five personality dimension that acts as the significant predictor of all the three dimensions of career commitment (career identity, career resilience, and career planning). Further, conscientiousness was found as the significant predictor of only career identity, which indicated Indian managers who are focused identify well with their career line. In addition, the Big Five personality dimension of agreeableness was found to have a positive significant influence on career planning. From this, the authors inferred that tendency to get along well with others helps Indian managers in enhancing their career planning.

Originality/value

The study contributes to the existing literature on personality and careers in the South-Asian context.

Details

Journal of Management Development, vol. 35 no. 9
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 17 October 2016

Ridhi Arora and Santosh Rangnekar

The purpose of this paper is to investigate the role of personality factors in influencing mentoring relationships in the South-Asian context.

Abstract

Purpose

The purpose of this paper is to investigate the role of personality factors in influencing mentoring relationships in the South-Asian context.

Design/methodology/approach

The sample included 363 subjects from public and private sector organizations in North India.

Findings

Results revealed that in the Indian context, conscientiousness acts as significant predictor of perceived psychosocial mentoring, agreeableness acts as significant predictor of perceived career mentoring support, and emotional stability acts as significant predictor of both categories of mentoring relationships. Further, managers employed in public sector organizations were found to be high on all the Big Five personality factors and mentoring functions in contrast to managers from private sector organizations.

Research limitations/implications

Overall, the results suggest that mentoring relationships should operate in organizations with a firm understanding of employees’ personality traits. Implications and future research directions were also discussed. Further, suggestions have also been given for incorporating various interventions in order to handle employees with different personality attributes such as counseling for helping emotionally unstable employees manage their emotions and stress.

Originality/value

To the knowledge, this is the first study that seeks to examine impact of personality factors on mentoring relationships in the South-Asian context.

Details

South Asian Journal of Global Business Research, vol. 5 no. 3
Type: Research Article
ISSN: 2045-4457

Keywords

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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

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Article
Publication date: 14 May 2018

Nagendra Singh Nehra and Santosh Rangnekar

This paper aims to discuss a survey, carried out by the authors, of 256 employees employed in public and private manufacturing organizations in north India, to determine…

Abstract

Purpose

This paper aims to discuss a survey, carried out by the authors, of 256 employees employed in public and private manufacturing organizations in north India, to determine if emotional maturity factors have positive association with self-disclosure in the Indian context. Specifically, capitalization and social exchange theories support as major theoretical framework to examine the proposed relationship.

Design/methodology/approach

The sample data used were collected through a cross-sectional survey-based research design and a convenience sampling method. Totally, 290 questionnaires were distributed during office hours, administered with a paper and pencil survey. However, in the final analysis, only 256 responses were considered for analysis using multiple hierarchical regression analysis.

Findings

Results reveal that all dimensions of emotional maturity positively associated with self-disclosure. This study fully supports the applicability of capitalization and social exchange theories while explaining the proposed relationships in Indian context.

Research limitations/implications

The present study used a cross-sectional survey-based research design; future studies may use longitudinal research design.

Practical implications

The study shows how to develop collective work culture and supportive work climate through emotional maturity and self-disclosure. Thus, employees become accustomed to multicultural team and cultural diversity issues at the workplace. The study also recommended that the organized employees social gathering will create positive feeling, and that such feelings of belonging to a group among employees will give reasons for self-disclosure and finally, in turn, to employee effectiveness.

Originality/value

More predominantly, the proposed association has not been examined before and the findings serve as a potential policy guideline for the self-disclosure literature through the perspective of capitalization and social exchange theories in understudied non-US cultures such as India.

Details

International Journal of Organizational Analysis, vol. 26 no. 2
Type: Research Article
ISSN: 1934-8835

Keywords

Content available
Article
Publication date: 14 December 2018

Teena Bharti and Santosh Rangnekar

The purpose of this paper is to test the cognitive construct of optimism (positive future outcome expectancies) and the age-gender differences in Indian sample.

Abstract

Purpose

The purpose of this paper is to test the cognitive construct of optimism (positive future outcome expectancies) and the age-gender differences in Indian sample.

Design/methodology/approach

The sample consists of 363 older, middle-aged and younger male and female employees. The study adopted a cross-sectional survey based research design.

Findings

Results revealed that middle-aged employees have high levels of optimism as compared to the old age and younger employees. Further, the males reflected high optimism levels in comparison to female employees in middle and old aged adult employees, whereas females have higher optimism level in younger age in Indian select organisations.

Research limitations/implications

The study suggests that the continuous changes in the lifespan lead to changes in one’s attitude and hence results in behavioural changes. The research indicates that optimism should be cultivated in the individuals by providing training and development to promote the competence and skill-building events which would help in enhancing the productivity resulting in better understanding of the scenario at workplace.

Originality/value

The work supplements the existing literature on positive attitude or outcome expectancies by adding to the lifespan development theory.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 7 no. 2
Type: Research Article
ISSN: 2049-3983

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Article
Publication date: 14 August 2018

Nishant Singh and Santosh Rangnekar

This paper aims to illustrate the need for workplace spirituality (WPS) through the planned implementation of strategies in the Indian manufacturing sector.

Abstract

Purpose

This paper aims to illustrate the need for workplace spirituality (WPS) through the planned implementation of strategies in the Indian manufacturing sector.

Design/methodology/approach

This paper is a viewpoint based on literature review.

Findings

WPS is useful for reducing employee turnover as well as increasing satisfaction, commitment, and engagement among employees. Employees feel empowered if they get ample opportunities and challenging tasks to grow in a positive environment.

Originality/value

The latest prevalent issues of industry have been addressed, and the strategies to overcome these problems are suggested.

Details

Development and Learning in Organizations: An International Journal, vol. 32 no. 5
Type: Research Article
ISSN: 1477-7282

Keywords

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Article
Publication date: 25 September 2019

Mohit Yadav, Santosh Rangnekar and Anugamini Priya Srivastava

The purpose of this paper is to examine the impact of quality of work life (QWL) on organizational citizenship behaviour (OCB) of employees. Also, the paper examines the…

Abstract

Purpose

The purpose of this paper is to examine the impact of quality of work life (QWL) on organizational citizenship behaviour (OCB) of employees. Also, the paper examines the role of demographic variables, i.e. gender, position and type of organization as moderators of relationship between QWL and OCB.

Design/methodology/approach

A survey with sample of 375 was used in this study. PROCESS tool by Hayes (2013) was used to analyze the relation between QWL, OCB and demographic variables.

Findings

QWL was found to positively influence OCB. Gender and type of organization were found to moderate the relationship, whereas position failed to moderate the relation significantly.

Practical implications

The study reinforced the significance of QWL practices by organizations to improve extra-role behaviours of employees. Also, importance of considering gender and the industry you are in is emphasized in using and designing the QWL programme for employees.

Originality/value

While many antecedents have been studied in relation to OCB, QWL is rarely discussed. The paper attempts to reemphasize QWL’s importance in doing so in light of demographic variables as moderators.

Details

Industrial and Commercial Training, vol. 51 no. 7/8
Type: Research Article
ISSN: 0019-7858

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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

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Article
Publication date: 1 June 2018

Mansi Rastogi, Santosh Rangnekar and Renu Rastogi

It has been claimed that workplace flexibility is beneficial for employees as well as employers. However, not many studies have attempted to examine the impact of…

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1100

Abstract

Purpose

It has been claimed that workplace flexibility is beneficial for employees as well as employers. However, not many studies have attempted to examine the impact of workplace flexibility on employees. The purpose of this paper is to examine the impact of flexibility dimensions on quality of work life (QWL) of employees.

Design/methodology/approach

Data were collected from a sample of 380 middle-level employees from service and manufacturing sector in India. Analyses were carried out using multiple regressions with the help of SPSS AMOS 21.

Findings

Flexibility in time and place as well as operations has a significant impact on QWL of middle-level employees. Additionally, flexibility in time and place is indicated to be a strong predictor for enhanced QWL particularly for married female employees as compared to their male counterparts. The type of organisation and sector also influences QWL of middle-level employees.

Research limitations/implications

This study has projected theoretical justification indicating how workplace flexibility satisfies needs of middle-level employees and promotes their QWL. It contributes to positive psychology literature by illustrating empirical evidence supporting the crucial role of flexibility at workplace in enhancing QWL of employees in India.

Practical implications

The findings may be valuable in all kinds of organisational settings when reviewing and proposing motivational employee well-being related policies. The empirical findings may have practical implications when it comes to designing jobs for enhanced work engagement.

Originality/value

The variables examined in this study reflect an understanding about how support mechanism at workplace creates a positive effect in employees’ well-being in unique cultural settings of India. Thus, this study is a significant contribution to the well-being literature in India.

Details

Industrial and Commercial Training, vol. 50 no. 5
Type: Research Article
ISSN: 0019-7858

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Article
Publication date: 25 February 2020

Abhishek Singh and Santosh Rangnekar

This research paper aims to develop and test a conceptual model which explains whether and how empowering leadership, through employee goal orientation and job conditions…

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1148

Abstract

Purpose

This research paper aims to develop and test a conceptual model which explains whether and how empowering leadership, through employee goal orientation and job conditions, influences employee proactivity. The authors suggest two simultaneous pathways from empowering leadership to employee proactivity based on path-goal theory and social exchange theory.

Design/methodology/approach

Data were collected from 253 frontline employees working in Indian NABH accredited hospitals. Regression analysis was performed to analyze the data with the help of SPSS 24. Further, SPSS process macro was used to test the parallel mediation effects with the help of bootstrapping procedures.

Findings

The important findings of this study are as follows: (1) empowering leadership has direct influence on employee proactivity; (2) empowering leadership, employees' goal orientation and job conditions are important antecedents of employee proactivity; (3) goal orientation and job conditions simultaneously partially mediate the relationship between empowering leadership and employee proactivity. In particular, employees' goal orientation is a more important mediating variable than job conditions in the studied relationship.

Practical implications

Organizations may reap the benefits of employee's proactive work behavior by hiring, training, and developing empowering leaders.

Originality/value

The study adds to the existing literature by building theory in the area of employee proactivity. In doing so, this study explains the less understood relationship between empowering leadership and employee proactivity.

Details

International Journal of Productivity and Performance Management, vol. 69 no. 7
Type: Research Article
ISSN: 1741-0401

Keywords

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