Faculty Publications

Now showing 1 - 3 of 3

Impact of demographics on multiple commitments: Empirical evidence from Indian public sector undertakings
(Associated Management Consultants Pvt. Ltd. editor@indianjournalofmarketing.com, 2016) Saha, S.; 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.
Organizational culture as a moderator between affective commitment and job satisfaction: Empirical evidence from Indian public sector enterprises
(Emerald Group Publishing Ltd. Howard House Wagon Lane, Bingley BD16 1WA, 2018) Saha, S.; Kumar, S.P.
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.
A green human resource management approach of participation in decision-making and behavioural outcomes – a moderated mediated model
(Emerald Publishing, 2023) Kumar, S.P.; Saha, S.; Anand, A.
Purpose: This study aims to assess the moderating and mediating role of supportive culture (SC) in the relationship between participation in decision-making (PDM) and job satisfaction (JS) and the dimensions of commitment, such as affective commitment (AC), normative commitment (NC) and continuance commitment (CC). Design/methodology/approach: Data were collected from 712 employees working in different public sector undertakings (PSUs) across India. Necessary condition analysis and partial least square analysis were used to test the proposed hypotheses. Findings: The findings of the present study indicated that SC is partially mediating the relationship between PDM and JS; PDM and AC. However, SC did not mediate the relationship between PDM and NC; PDM and CC. PDM was positively and significantly related to SC, JS, AC, NC and CC. JS had a significant impact on AC, NC and CC. It is highly desirable for organizations to retain their employees ranging from line managers to top management levels and provide opportunities for everyone to actively use their experience and expertise. Originality/value: The findings have implications for managers, as well as employees in PSUs, as they demonstrate how several work-related factors can be emphasized to maintain employees' commitment and motivation. Until now, India has paid scant attention to the role of SC as a mediator and moderator between PDM, JS and multiple commitments. This study cautiously collected responses from unbiased employees working in a variety of organizational functional units. © 2021, Emerald Publishing Limited.

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