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The purpose of the present research is to study the influence of transformational leadership, self efficacy, management practices, and perception of customer satisfaction on psychological empowerment. Perception of customer satisfaction is a mediating variable as it is driven by managerial practices and leading to psychological empowerment. The data were collected from three leading Indian Information Technology (IT) organizations during the period of two months using standard questionnaire. 130 managers and 180 executives who interacted on the day to day basis with their clients/customers participated in the exercise. Hypothesis testing was done using Structural Equation Modeling (SEM). The results indicate the acceptance of all the direct and indirect relationship as hypothesized with psychological empowerment. Perception of customer satisfaction emerges as the most important antecedent of psychological empowerment.

Keywords

Transformational Leadership, Self-efficacy, Management Practices, Perception of Customer Satisfaction, Psychological Empowerment

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Organizational Culture and Commitment:A Study at Indian IT and ITES Sector

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Authors

Sumi Jha ¹, Manjari Srivastava ²

Affiliations
1 National Institute of Industrial Engineering Near Vihar lake, Powai, Mumbai, 400087, IN
2 Narsee Monjee Institute of Management Studies, Vile Parle (w), Mumbai, 400056, IN

Source

Journal of Management Research, Vol 14, No 4 (2014), Pagination: 227-238

Abstract

The main purpose of the study was to find out the relationship between organizational culture and employee commitment and also to see whether commitment in organizations is a function of gender and employee age. The sampling was purposive. The data was collected from 152 executives employed in IT and ITes sector. The measures used were scales on Organizational commitment (Allen and Meyer 1990) and Organizational Culture (Koteshwara, Srinivasan and George, 2005). Result finding reveals the significant positive relationship between organizational commitment and culture. Out of the three types of commitment that is Normative, Affective and Continuance Commitment, affective commitment has emerged as the strong positive predictor of organization culture in IT and ITES sector in India. Results with respect to employees' demography show that organizational commitment varies with different age group of employees and there is no difference in male and female employees about the perception of organizational commitment. However the mean value of organizational commitment for male employees is higher than the female employees. The finding can be of high value for practicing managers. Managers can groom affective commitment among employees and can observe the rippling effect it creates in the organization. Diverse employee base will also help in establishing the culture or transferring the culture from one generation to the other. The paper is an original piece of research and has brought up the much contemporary issue of organizational commitment and culture.

Keywords

Organizational Commitment, Affective Commitment, Culture, Gender, Age.

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