Search results

There is a growing array of literature that supports various implications of positive organizational psychology on workplace outcomes such as the positive work cultures. However, lack of appropriate measuring instruments is halting the progress in this field. Laid down in this article are the conceptual and empirical perspective regarding a positive group culture, i.e. meaningful group culture (MGC) and elaboration of what MGC is and how to measure it. For this study, the MGC is defined as a culture of humane orientation and explained through five dimensions: ideology infused, caring for employees, pro diversity, helping and employee-centric organization identification. The purpose of this paper is to address this issue.

To further elucidate, development and validation of the MGC instrument was carried out in three phases. In the very first phase, content and face validity was assessed by experts. Following it, the second phase construct validity was undertaken through exploratory factor analysis of the results from the use of the instrument on a sample of 540 professionals. To end with, in the third phase, multilevel confirmatory analysis was conducted on an organizational sample of 397 individuals and 106 groups.

The results of the Multilevel Confirmatory Factor Analysis (MCFA) provided further evidence of confirmation that the extraction of five factors was appropriate, and reliability analysis showed the MGC to be both valid and reliable. Consequently, the applications of the tool to Human Resource Development (HRD) professionals are suggested.

To broaden the coverage and enhance generalizability, the study focused on multi-sector convenient based sample.

HRD professionals can use it as a diagnostic tool for deeper exploration into systematic and organizational issues. The use of it can provide a window for addressing the developmental needs within the organizations.

This study is possibly one of the first to develop a psychometrically valid scale to measure higher order measure of a work group culture through multilevel assessment of the model.

The aim of the study is to identify the ways of making work a calling for employees. Based on signaling theory, the authors present an integrated model to develop calling in employees by finding an indirect effect of meaningful leadership on calling through sustainable human resource management (SHRM) practices. Furthermore, the authors predict that meaningful work will moderate this mediating effect.

In a three-wave time-lagged study, the authors followed 187 workers from multiple organizations across Pakistan to examine how meaningful leadership influences employee calling through SHRM practices in the form of signals. The authors established that this indirect effect is stronger when employees perceive their work as meaningful. The authors used structural equation modeling in MPlus to test a moderated mediational model.

The results show that meaningful leadership is positively related to calling through SHRM practices, and meaningful work significantly moderates this mediating relationship. Specifically, the indirect effect of meaningful leadership is stronger when meaningful work is high.

The study substantiates the high importance of meaningful leadership as a signaler and provides insight into the mechanism of meaningful work as a contingency to develop a calling. The uniqueness of the study lies in testing meaningful leadership empirically and identifying external antecedents of calling among employees.

Public library’s core function is to meet the changing needs of challenging users by providing access to library collection and services. This study aims to explore the current status of public libraries’ collection, services, users, staff, physical facilities and IT infrastructure in Punjab, the most populous province of Pakistan. It further investigates the problems faced by these public libraries and puts forward practical solution.

This is a quantitative study based on questionnaire survey. A semi-structured questionnaire was designed to collect data. In total, 21 Library and Information Science graduates were employed to ensure the physical visit of all 176 public libraries in 36 districts of the province.

The findings revealed that with a few exceptions, public libraries were mostly in a poor condition. Absence of professional staff, out-dated collections, dilapidated library buildings and lack of IT infrastructure were the major issues prevailing in the libraries. Furthermore, little interest of political leadership and higher authorities is observed in the development of public library system.

This data will be helpful for policy and decision makers to plan and develop human resources, physical facilities and IT infrastructure in libraries. Findings may facilitate higher authorities for designing better services and strengthening public library system in the province.

This is a baseline study on public libraries’ status in the province. It aims to fill the gap by identifying total number of existing public libraries and exploring their current status along with the problems faced by these libraries.