1. Journal Articles
Permanent URI for this collectionhttps://idr.nitk.ac.in/handle/1/6
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Item Workplace Spirituality as an Antecedent of University Teachers' Subjective Well-Being: Mediating Role of Job Satisfaction and Job Performance(Informatics Publishing Limited, 2020) Pavan Kumar, S.There is a need to measure how university teachers' think and feel about their lives, especially when the work environment is dynamic and ever-changing. In this study, the scholar explores workplace spirituality's association with the teachers' subjective well-being directly and also indirectly through teachers' job satisfaction and job performance. Data were collected through survey instrument from 395 teachers' working for various private engineering institutions located in the states of Telangana and Andhra Pradesh. Results showed a relationship between workplace spirituality and subjective well-being directly, although the path coefficient was weak. Interestingly, the results discovered the positive and significant indirect relationship between workplace spirituality and subjective well-being through teachers' job satisfaction and job performance. The papers aim was to explore conceptually the role of spirituality contributing to University teachers' satisfaction with life as a whole, which is essentially the teachers' subjective well-being. The present study is probably one of its kind to explore the relationship between workplace spirituality and subjective well-being not only directly but also indirectly through job satisfaction and job performance. The outcomes of the study offer valuable insights and inputs for future research in the niche area of workplace spirituality. The implications of the study have been discussed in greater detail in the appropriate section.Item Does involving teachers' in decision making enable them to walk an extra mile? An empirical investigation(Serials Publications, 2017) Pavan Kumar, S.; Giri, Vijai N.Item Subjective well-being as a moderator between job satisfaction and job performance: A conceptual framework(2017) Pavan Kumar, S.The model proposed in this paper is based on the premise that "an attitude predicts behaviour". Following this logic, the attitude considered for present study is job satisfaction and the behaviour is employee job performance. Previous studies have either provided minimal or no relationship bteween job satisfaction and employee job performance. Enough research has been conducted to understand direct relationship, however literature suggests that there exist influence of other variables such as organizational tenure, cognitive ability, need for achievement, career stage, and pressure for performance on the proposed relationship. It can be drawn from the existing literature that an employee satisfied with his/her job situation is expected to demonstrate better job performance. However, a well-being employee is more likely than those less well-being strives to foster and facilitate increased level of job performance. As a result, recent research has increasingly come to recognize the importance of possible moderator variable, leading to expressive and meaningful relationship between job satisfaction and job performance. To that expiration, it has been proposed that subjective wellbeing moderates the relation between job satisfaction and job performance relationship. Possible managerial implications and scope for further research have been placed in the paper. Serials Publications Pvt. Ltd.Item Prospecting the enablers for adoption of e-recruitment practices in organisations: A proposed framework(2019) Mishra, S.; Pavan Kumar, S.The purpose of this paper is to provide a framework to understand and predict factors affecting the adoption of e-recruitment practices in organisations. By drawing up theoretical knowledge in human resource management (HRM) and information technology (IT), a framework is developed that delineates the enablers and outcome for the adoption of e-recruitment. It was quite interesting to introduce the population ecology model as the underpinning theory. The authors have identified following enablers of e-recruitment: - environmental factors, cost and time reduction, applicant pool, employer branding and ease of use for applicants and organisations. However, applicant attraction is figured out as one of the vital outcomes of e-recruitment. This study would contribute to the conceptualisation of e-recruitment. Managers may take up the mentioned ideas to develop innovative e-recruitment strategies for attracting future workforce and enhance organisational performance. We have suggested several directions for future research that provides a platform for further exploration. 2019 Inderscience Enterprises Ltd.Item Organizational culture as a moderator between affective commitment and job satisfaction: Empirical evidence from Indian public sector enterprises(2018) Saha, S.; Pavan Kumar, S.Purpose: The purpose of this paper is to investigate the moderating role of organizational culture in affective commitment and job satisfaction relationship. Design/methodology/approach: Responses were collected from 712 employees working in nine different Indian central public sector enterprises /state-owned enterprises (SOEs) by using a questionnaire-based survey. Theoretical analysis is based on social exchange theory and managerial grid theory. Data were analyzed by using partial least squares structural equation modeling. Findings: The establishment of organizational culture as a moderator in Indian organizations is unique. This study has utilized data from employees working in different departments of organizations to provide unbiased responses. The results demonstrate that impact of affective commitment on employees job satisfaction is moderated by supportive and innovative cultures. Additionally, this research also proves that bureaucratic culture does not play a crucial role in moderating the relationship between organizational commitment and employees job satisfaction. Research limitations/implications: Results are relevant to top-level and middle-level management in which people are involved in the governance of the organization, both directly and indirectly. There should be fixed working hours and optimum time management. Due to growing pressure, few employees who have personal obligations toward their families, such as nursing mothers and stressed individuals, should be provided with flexible working hours. In this way, culture can become supportive to cater to different needs of employees. Originality/value: Till date, organizational culture as moderator has received very less attention in India. The establishment of organizational culture as a moderator in Indian SOEs is unique. The results add to the growing literature of commitment from non-western context as this study is based on Indian samples. This study has utilized data from employees working in different departments of organizations to provide unbiased responses. 2018, Emerald Publishing Limited.Item Influence of Trust and Participation in Decision Making on Employee Attitudes in Indian Public Sector Undertakings(2017) Pavan Kumar, S.; Saha, S.Trust is an important component that needs to be present among individuals. Survey data from 712 managerial employees from public sector undertakings were used to examine the effects of trust and participation in decision making on attitudinal outcomes. Results indicate that trust is significantly related to job satisfaction, group commitment, and affective commitment. Participation in decision making is a predictor of job satisfaction and affective commitment, but it did not predict group commitment. Job satisfaction significantly influences group commitment and affective commitment. Group commitment predicts affective commitment and acts as a mediator between job satisfaction and affective commitment. These findings suggest that managers need to facilitate trust and active participation among employees by taking their opinions on different work aspects. Organizations that allow employees participation in decision making and are perceived as trustworthy have employees who exhibit more attachment and identification with their organization. 2017, The Author(s) 2017.Item Influence of participation in decision making on job satisfaction, group learning, and group commitment: Empirical study of public sector undertakings in India(2017) Saha, S.; Pavan Kumar, S.This study assesses the impact of participation in decision making on job satisfaction, group commitment, and group learning. Data were collected from 397 managerial employees working in public sector undertakings across India. Structural equation modeling as a statistical technique and WarpPLS as a statistical tool was used to verify the proposed relationships. The findings of the study suggest that participation in decision making had a positive and significant relationship with job satisfaction. Further, participation in decision making had significant impact on group learning, but had no impact on group commitment. Job satisfaction had a positive and significant impact on group commitment. Group learning was positively and significantly related to job satisfaction and group commitment. The results suggest that employee participation in decision making process is highly desirable as it elevates employee identification with their respective organisation. The findings of the study are relevant to the people holding key managerial positions in public sector undertakings and they are discussed in detail. Asian Academy of Management and Penerbit Universiti Sains Malaysia, 2017.Item Impact of demographics on multiple commitments: Empirical evidence from Indian public sector undertakings(2016) Saha, S.; Pavan Kumar, S.Purpose: The purpose of this study was to determine the demographics that impact multiple commitments in Indian businesses. Design/Methodology/Approach: This research was conducted with the responses of 712 managerial employees working in Indian public sector undertakings. Findings: The results indicated that affective commitment is positively impacted by education. Continuance commitment is positively impacted by age, education, and tenure. Normative commitment is positively impacted by education and tenure. Group commitment is positively related to tenure. Job involvement is positively impacted by age and tenure. Implications: These findings are important for managers so that they can help build and improve different types of commitment of employees in organizations. Originality: This study is unique because it is the first of its kind in India to have investigated demographics for multiple commitments.Item Empirical validation of dimensionality of quality of work life in India(2016) Saha, S.; Pavan Kumar, S.Purpose - Quality of work life is a unique and distinctive construct that is highly valued in organizations. The purpose of this paper is to identify the dimensions of quality of work life from Indian perspective. Design/methodology/approach - Exploratory factor analysis was employed to identify the constituent dimensions suitable to measure quality of work life. Confirmatory factor analysis was then performed on these identified dimensions and their items to check validity, reliability and dimensionality and determine a factor structure. Findings - Results obtained suggested a three-dimensional conceptualization of quality of work life with twelve items. The dimensions identified are entitled as quality of work life with health and safety (QWLHS), family and pay (QWLFP) and knowledge (QWLK). Research limitations/implications - The findings can benefit managers at an operational level. They can make their employees work effectively with focus to improve every smallest aspect of work life. Originality/value - This paper is the first of its kind to conduct exploratory factor analysis followed by confirmatory factor analysis to identify a three-factor quality of work life conceptualization in Indian context.Item E-recruitment and training comprehensiveness: untapped antecedents of employer branding(2019) Mishra, S.; Pavan Kumar, S.Purpose: The purpose of this paper is to highlight e-recruitment and training comprehensiveness as the untapped antecedents of employer branding (EB) in the relevant literature, which might enhance the employer s knowledge and lead to organisational development. Design/methodology/approach: This study adopts an exploratory conceptual modelling approach based on the extant literature from 1964 to 2017 using the databases of Emerald, EBSCO, Scopus, Proquest, JSTOR and search engines such as Google Scholar to ensure the reliability of the literature. Findings: This paper suggests that e-recruitment and training comprehensiveness might be the untapped antecedents of EB as compared to traditional recruitment and training process explored in earlier studies. Research limitations/implications: The viewpoint can be further refined through academic conceptualisation and empirical validation. Practical implications: This paper lays a conceptual foundation in the emerging area of EB. Ideas expressed herein can be approached by academicians. Originality/value: Past studies have not explored e-recruitment and training comprehensiveness as the antecedents of EB. This work provides knowledge that candidly contributes to the conceptualisation of e-recruitment and training comprehensiveness. Further, this research has the potential to help academicians to understand the antecedents of EB leading to organisational development. 2019, Emerald Publishing Limited.