Faculty Publications

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    Antecedents of employee turnover intention in Indian automotive industry
    (Serials Publications serialspublications@vsnl.net, 2016) Giri, V.N.; Kumar, S.P.; Rajesh, V.
    It is important for any organization to have favorable Human Resource Development Climate (HRDC) at the workplace. Because of changing global business scenario, organizations are facing tough competition. To remain economically viable in such business environment, there is a need for positive HRDC. The present study examines the impact of HRDC, affective organizational commitment, job satisfactionand employee performance on employee turnover intention. Data were collected from 457 employees working in various automotive industries across India. The structural equation modeling technique using Warp PLS 5.0 tool was used to analyze the data. The results reveal that HRDC has a significant role in predicting job satisfaction, employee performance, and affective organizational commitment. In turn, job satisfaction, employee performance, and affective organizational commitment had significant influence on turnover intention of employees. Further, affective organizational commitment shows significant positive relationship with job satisfaction, employee performance. The findings provide an important bearing in framing the HRD system in organizations, which may help HR managers to understand the existing practices in Indian automotive industries to achieve maximum HRD effectiveness.Limitations and implications of the study have been discussed.
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    Influence of participation in decision making on job satisfaction, group learning, and group commitment: Empirical study of public sector undertakings in India
    (Penerbit Universiti Sains Malaysia aamj@usm.my, 2017) Saha, S.; 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.
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    Subjective well-being as a moderator between job satisfaction and job performance: A conceptual framework
    (Serials Publications serialspublications@vsnl.net, 2017) 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.
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    Does job satisfaction help in understanding automotive employees' turnover intention?
    (Associated Management Consultants Pvt. Ltd. editor@indianjournalofmarketing.com, 2017) Giri, V.N.; Kumar, S.; Rajesh, V.
    The present paper explored the mediation effect of job satisfaction (JS) on the relationship between subjective well-being (SWB), affective organizational commitment (AOC), employee performance (PRFM), and turnover intention (Tl). Data were collected from 457 employees working in various automotive industries across India. Structural equation modelling (SEM) technique using WarpPLS 5.0 was used to verify the proposed hypotheses. The results revealed that SWB, AOC, and JS significantly influenced employee turnover intention and JS acted as a potential mediator between SWB, AOC, PRFM, and Tl. The findings are pertinent for the managers of the automotive industries since it would help them to reduce employee turnover intention. Implications of the findings were discussed in greater detail in the discussion section of the paper.
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    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.
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    Influence of University teachers’ job satisfaction on subjective well-being and job performance
    (Rajarambapu Institute Of Technology, 2022) Kumar, S.P.
    Research previously found a direct relationship between job satisfaction (JS) and employee job performance (JP). However, the literature reveals that the influence of intervening variables such as employee subjective well-being (SWB) might have an impact on job satisfaction and job performance relationship. Broaden-and-build model as the theoretical base, a conceptual model was developed where SWB moderates the relation between JS and JP. One unique addition of the study is the introduction of Necessary Condition Analysis (NCA). Three hundred and ninety-five teachers working for private engineering institutions participated in the study. Results revealed that teachers job satisfaction predicts job performance directly and also through subjective well-being. It show that more satisfied teachers are more likely to show increased job performance when they are experiencing low level and a moderate level of subjective well-being. NCA scatterplots and bottleneck analysis prove the necessity of JS and SWB to predict JP. © 2022, Rajarambapu Institute Of Technology. All rights reserved.
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    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.