Informatics Publishing Limited

Bijaya Mishra ¹, A. Uday Bhaskar ²

Affiliations
1 Asia Pacific Institute of Management, New Delhi, IN
2 International Management Institute, Delhi, IN

Abstract

There are diverse opinions regarding the design of a learning organization. As has been pointed out by existing literature, system-level learning occurs when organizational structure, culture, and its people centric elements interact with each other. Interaction of these attributes shapes the nature and extent of organizational learning. The structural dimension defines the 'real energy' of an organization competing on dyna-mic capability in a knowledge economy. A study has been carried out by the first author in 2006 in IT sector pertaining to construction of a learning enabling structure scale. The present study, an exten-sion of the earlier research, aims at a better understanding of the factor structure and content of the construct. It empirically validates the scale using data from non-IT sectors.

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A. Uday Bhaskar ¹, Bijaya Mishra ²

Affiliations
1 Institute of Management Technology, Ghaziabad, IN
2 IIM Ranchi, IN

Abstract

The study explores the link between organization learning and work engagement in an IT Organization. Dimensions of the Learning Organization Questionnaire was used to collect data from the sample respondents. The data was subjected to statistical analysis. Regression results indicate that only two dimensions (connecting the organization to the environment and empowering employees) out of the seven Dimensions of the Learning Organization Questionnaire emerged as significant predictors of work engagement. The results and implications of the findings are discussed.

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Bijaya Mishra ¹, Baldev R. Sharma ², A. Uday Bhaskar ³

Affiliations
1 Indian Institute of Management, Ranchi, IN
2 International Management Institute, New Delhi, IN
3 IMT, Ghaziabad, IN

Abstract

This paper explores the predictors of employee engagement in a public sector undertaking. The roles of situational factors, (HR policies and practices), personal attributes (age, gender, qualifications, work experience designation) and work values were examined as the potential predictors of employee engagement. A conceptual model was developed and tested with a sample collected using the survey method. The findings show that while some of the situational factors predict employee engagement, none of the personal attributes emerged as a critical predictor. The study demonstrated the importance of the situational factors and hence calls for giving increased importance to these factors while managing the human resources.

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