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Jain, Sheelam
- Organizational Justice Climate & Organizational Citizenship Behavior in Indian Banks
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Authors
Affiliations
1 Vikram University, Ujjain 456010, IN
2 MIT Group of Institutes, Ujjain, IN
1 Vikram University, Ujjain 456010, IN
2 MIT Group of Institutes, Ujjain, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 50, No 4 (2015), Pagination: 613-624Abstract
The present study measures and compares organizational justice climate (OJC) prevailing in public sector, private sector and foreign banks operating in India. Impact of OJC on OCB has also been assessed. OJC was assessed with respect to examination of the three dimensions viz., distributive justice, procedural justice and interactional justice. The results of the study revealed that all the three dimensions of organizational justice exist at moderate level in the selected banks but with significant variations among the three banking sectors. Overall OJ level was found significantly higher in foreign banks followed by private sector banks and public sector banks. Correlation analysis reflects that all the three dimensions of OJ were found positively correlated with each other.- Organizational Citizenship Behavior & HRM Practices in Indian Banks
Abstract Views :213 |
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Authors
Affiliations
1 Mahakal Institute of Technology, Vikram University, Ujjain 456010, IN
2 Vikram University, IN
1 Mahakal Institute of Technology, Vikram University, Ujjain 456010, IN
2 Vikram University, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 50, No 2 (2014), Pagination: 257-269Abstract
This study presents the current status of OCB and HRM practices in Indian banks. The study also assessed the impact of selected HRM practices on OCB of the bank managers. Overall OCB of Indian bank Managers was found at moderate level. However, significant variation was found between the OCB levels of managers belonging to different banking sectors. Organizational climate, employee training, employee empowerment and performance appraisal were found to exist at moderate level in the selected banks. Regression analysis reveals that employee empowerment and employee training, and, to a lesser extent, organizational climate and performance appraisal have positive and significant effect on OCB of the bank managers.- Employee Reactions to Performance Appraisal System in Indian Banks
Abstract Views :211 |
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Authors
Affiliations
1 Vikram University, Ujjain 456010, IN
1 Vikram University, Ujjain 456010, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 49, No 4 (2014), Pagination: 576-589Abstract
The present study assesses and compares the level of Performance Appraisal (PA) reactions among managers of public sector, private sector and foreign banks operating in India. The PA reactions were measured with respect to outcomes in terms of performance improvement and employee development; fairness of PA rating; accuracy of PA rating; providing feedback; explaining rating decisions; and overall satisfaction with appraisal system. The findings suggest that although all the seven dimensions of PA reactions were found at moderate level in the three banking sectors providing feedback and explaining rating decisions were found at significantly higher levels in foreign banks operating in India as compared to public sector and private sector banks.- Development Oriented Training Climate in Institutions of Higher Education
Abstract Views :251 |
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Authors
Affiliations
1 Business Management, Vikram University, Ujjain 456010, IN
2 Mahakal Group of Institutes, Ujjain, IN
1 Business Management, Vikram University, Ujjain 456010, IN
2 Mahakal Group of Institutes, Ujjain, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 51, No 3 (2016), Pagination: 391-405Abstract
The present study contributes to the extant literature in ‘Development Oriented Training Climate’ (DOTC). The model suggests that the seven dimensions, viz., effective information flow from institution to the trainees, effective performance evaluation of the trainees by the faculty, supportive & empathetic feedback to the trainees from the faculty, effective problem-solving communication from faculty to the trainees, openness in faculty-trainees communication, practice of developmental leadership style by the faculty, and supportive relationship and collaboration in learning among trainees contribute to create such a climate. The suggested model and the measure of DOTC provide a concrete foundation for future research studies in the area of training effectiveness across a variety of contexts.- HRD Climate, HRD Systems & OCB:Linkages Conceptualization, Measure & Model Fit
Abstract Views :206 |
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Authors
Affiliations
1 MIT Group of Institutes, Ujjain 456010, IN
2 Vikram University, Ujjain 456010, IN
1 MIT Group of Institutes, Ujjain 456010, IN
2 Vikram University, Ujjain 456010, IN