Search results

The purpose of this paper is to examine how perceptions of politics (POP) impact individuals’ willingness to engage in organizational citizenship behavior (OCB) and how this relationship is impacted by individuals’ conscientiousness and political skills.

Primary data collected from 211 employee working in the consultancy sector in India were analyzed using hierarchical moderated regression technique.

The authors found a significant three-way interaction between POP, conscientiousness and political skill in predicting OCB. Presence of high conscientiousness and high political skill alleviates the negative effect of politics on OCB.

The data were collected from consultancy sector organizations, and thus, generalizability of the results is somewhat limited. Further, self-report surveys are used for data collection. Future studies should use multiple methods to collect data to avoid common method bias.

The results suggest that to alleviate the negative effect of POP on OCB, practitioners should recruit employees with high levels of conscientiousness and impart training to develop political skill.

This study attempts to take a holistic person-centric approach to study the moderating effect of personality variable and political skill when examining the linkage between perceived politics and citizenship behavior.

The growing environmental awareness all through the world has motivated a standard change toward planning and designing better materials having good performance, which are very much suited to the environmental factors. The purpose of this study is to investigate the impact on mechanical, thermal and water absorption properties of sawdust-based composites reinforced by epoxy, and the amount of sawdust in each form.

Manufacturing of the sawdust reinforced epoxy composites is the main area of the research for promoting the green composite by having good mechanical properties, biodegradability or many applications. Throughout this research work, the authors emphasize the importance of explaining the methodology for the evaluation of the mechanical and water absorption properties of the sawdust reinforced epoxy composites used by researchers.

In this paper, a comprehensive review of the mechanical properties of sawdust reinforced epoxy composite is presented. This study is reported about the use of different Wt.% of sawdust composites prepared by different processes and their mechanical, thermal and water absorption properties. It is studied that after optimum filler percentage, mechanical, thermal properties gradually decrease, but water absorption property increases with Wt.% of sawdust. The changes in the microstructure are studied by using scanning electron microscopy.

The novelty of this study lies in its use of a systematic approach that offers a perspective on choosing suitable processing parameters for the fabrication of composite materials for persons from both industry and academia. A study of sawdust reinforced epoxy composites guides new researchers in the fabrication and characterization of the materials.

The purpose of this paper is to examine the mediating roles of two variables of psychological empowerment and affective commitment of frontline service employees (FSEs) in the relationship between transformational leadership (TFL) and proactive customer service behavior (PCSB) of FSEs.

In a rigorous research design, the authors obtained data from 225 FSE-supervisor dyads working in a large Indian IT services organization. Analysis was done using structural equation modeling approach in LISREL 8.72.

As expected, affective commitment and psychological empowerment of FSEs fully mediated the positive relationship between TFL and PCSB of FSEs, even after controlling for age and tenure. The specified model explained 24 percent of the variance in PCSB of FSEs.

As FSEs act as the face of a service organization, therefore their proactive behavior plays an important role in customer satisfaction. Enactment of TFL by supervisors fosters PCSB of FSEs. Therefore, organizations must develop TFL skills in their managers to psychologically empower FSEs and get them committed to a superior service delivery through PCSB.

The study is one amongst the few studies to explore the relationship between TFL and proactive behavior in the customer service domain. Additionally, to the best of the authors’ knowledge, this is the first study to examine the explanatory mechanisms through which transformational leaders foster PCSB of FSEs.

Scholarly studies have criticized transformational leadership (TFL) for its lack of conceptual clarity and inadequate operationalization. This study endeavors to do a detailed examination of the dimensions of the construct to address the lack of conceptual clarity. Further, with respect to concerns regarding operationalization, the study does an exploratory evaluation of reconceptualized TFL's relationship with psychological empowerment, a construct through which TFL mostly has its beneficial outcomes.

Respondents (n = 335) from an Indian information technology (IT) services organization report on their psychological empowerment and the transformational behaviors of their supervisors using temporally separated (15 days) online questionnaires.

As expected, the dimensions of transformational leadership are not equally salient in influencing psychological empowerment; however, they explain variance in all dimensions of psychological empowerment. Visioning relates to meaning and impact; inspirational communication relates to all dimensions of empowerment; personal recognition relates to impact and competence; finally, intellectual stimulation relates to self-determination. Contrary to expectations, however, data did not support the relationship of intellectual stimulation and supportive leadership on competence.

Data collected from a single organization limit the claims of generalizability, and the use of a cross-sectional design prevents claims of causality. Given the significant variation in relational properties of individual dimensions, scholars can use dimensions of TFL, and therefore theorizing with these is possible.

This paper provides additional support for the unpacking of TFL, by hypothesizing and demonstrating the dimensional relationships between TFL and psychological empowerment.

The paper explores the relationship of humane orientation of organizations with members' reactions to such treatment by the organization. Orientation of mangers to form good relationships with subordinates has been reflected through subordinatesa’ perception of quality of leader-member exchange (LMX) and it was expected to predict members’ reaction through feeling of exhaustion (burnout). The roles of humane orientation of organizational support measured through perceived organizational support (POS) by subordinates and organizational identification (OID) as possible explicators of the relationship between LMX quality and organizational burnout have also been explored. We conducted three step hierarchical linear regressions on a sample involving data at two time waves. As expected, all the hypotheses were supported. A major contribution of the research to academic literature is the corroboration of directionality of some of the relationship through two time wave design. Also, burnout in this research has been measured at an organizational level and the results were in line with burnout measured at the job level in some earlier studies on burnout.

The main purpose of this paper is to extend the technology acceptance model (TAM) in the context of internet banking adoption in India under security and privacy threat.

Keeping the TAM proposed by Davis as a theoretical basis, an extended TAM incorporating security‐ and privacy‐related issues for internet banking adoption is conceptualized. The authors have incorporated various inhibitors of internet banking which restrict the use of internet banking adoption under “perceived risk”, and also consider the role of the bank web site as a key determinant of perceived risk and of perceived ease of use in the context of internet banking services.

The paper reveals that perceived risk has a negative impact on behavioral intention of internet banking adoption and trust has a negative impact on perceived risk. A well‐designed web site was also found to be helpful in facilitating easier use and also minimizing perceived risk concerns regarding internet banking usage.

Financial bank institutions should give attention to the inhibitors or perceived risk factors of internet banking adoption in order to retain existing customers as well as attract new consumers. The study also suggests that banks should build a web site with features to facilitate users' assessment of internet banking services and thus minimize the perceived risk and maximize the perceived ease of internet banking services. Web‐based retailers depending on online payments would also be benefit by incorporating the elements of perceived risk and trust in their own web design and online services.

In addition to the traditional construct of TAM, a new construct of perceived risk has been added. The impact of web site design and trust on internet banking adoption has also been examined and shown to be significant in India in the context of internet banking adoption.

The apparent differences between the leadership requirements of traditional and empowered environments suggest that traditional measures of leadership may not be applicable to empowered work environments. Through an exhaustive literature review and a series of in‐depth interviews with scientists in five national R&D labs in India, the purpose of this study is to develop a set of leader behaviors having high potential to impact creativity of R&D professionals.

A total of 52 interviews were conducted with scientists of five Indian R&D labs located in five different cities of India. The interview transcripts were content coded and a list of behavior items were generated. The list of items was given to five doctoral students to sort them into different behavior categories. Each behavior incident was coded using a modified version of the leader behavior taxonomy presented in the Managerial Practices Survey (MPS) (Yukl, Wall and Lepsinger).

Based on the consistency score, a final list of 52 behavior items representing five behavior metacategories was generated that has high potential of promoting employee creativity. A set of contextual variables was identified that can moderate the impact of leadership on employee creativity.

A large‐scale follow‐up survey would be useful to find outz which of the identified leader behaviors do indeed have the proposed connection with employees' creativity.

The identified behaviors can be of immense help to practitioners who often wrestle with the task of identifying appropriate behaviors that can ensure leader effectiveness.

This is the first study of its type and identifies a set of leader behaviors that can enhance creativity of R&D professionals.

This paper aims to explore the impact of a company's diversity strategy on employees’ attitudes and behaviors at the workplace. Specifically, the paper seeks to test the relationship between perceived diversity climate and employee's organizational loyalty with mediating role of perceived organizational support.

The paper is based on survey based empirical research. Measurements of predictor and criterion variables were temporally separated and the hypothesized relationships were investigated by using a structural equation modelling approach.

The findings show that perceived organizational support mediates the positive relationship between perceived diversity climate and employee's organizational loyalty, after controlling for the demographic factors.

This paper relies on self‐report surveys for data collection from a single organization. Future studies should consider multiple organizations for generalizability and collect data through multiple methods to avoid common‐method bias.

The paper suggests that management should adopt a strategic approach to diversity management for building employees’ organizational loyalty, which will help them counter talent attraction and retention problems.

This study contributes to the diversity management literature by investigating how the company's diversity strategy influences employees’ attitudes and behaviors at the workplace.