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Gupta, Bindu
- Organizational Commitment & Psychological Contract in Knowledge Sharing Behaviour
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1 Institute of Management Technology, Ghaziabad, IN
2 Institute of Management Technology, Ghaziabad, GH
1 Institute of Management Technology, Ghaziabad, IN
2 Institute of Management Technology, Ghaziabad, GH
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 47, No 4 (2012), Pagination: 737-749Abstract
How to foster knowledge sharing among employees so that companies can leverage their richest resource? The present paper examined the effect of organizational commitment and psychological contract on employees' knowledge sharing behaviour. The study conjectured that organizational commitment and psychological contract fulfilment would be positively related to knowledge sharing behaviour. Further, if employees perceive psychological contract breach, they will be less involved in knowledge sharing behaviour. A survey was conducted in different organizations from various industries such as IT, automobiles, FMCG etc. The findings of the study indicated that relational psychological contract positively influenced knowledge sharing behaviour. Organizational commitment, transactional psychological contract and psychological contract breach did not have significant influence on knowledge sharing behaviour.
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- Understanding the Preferences of Creative & Non-creative Employees
Abstract Views :204 |
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Authors
Affiliations
1 Institute of Management Technology, Gaziabad, IN
1 Institute of Management Technology, Gaziabad, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 45, No 2 (2009), Pagination: 289-301Abstract
More than ever, today, organizations are pressured to innovate and adapt. Highly creative employees are the building block for developing novel ideas and producing useful products and effective procedures as well as their implementation. Organizations need to focus on attracting and motivating creative employees. To attract and retain creative employees, organizations need to know what they seek. This study attempts to understand the preferences of creative employees in terms of motivators. It also examines the differences in the preferences of creative and non-creative employees. The findings of the study indicate that there are significant differences between creative and non-creative employees in terms of their preferences of job motivators.References
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- Work Place Motivators & Employees’ Satisfaction: A Study of Retail Sector in India
Abstract Views :521 |
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Authors
Sita Mishra
1,
Bindu Gupta
1
Affiliations
1 Institute of Management Technology, Ghaziabad 201001, IN
1 Institute of Management Technology, Ghaziabad 201001, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 44, No 3 (2009), Pagination: 509-519Abstract
Success of retail firms is dependent on a motivated workforce; hence these firms are trying to use different job motivators to keep employees motivated and satisfied. This empirical study examines the job motivators which Indian retail firms are using for front line sales personnel and their effectiveness in terms of employees' satisfaction. Data were collected from 114 sales employees belonging to 10 retail stores in the National Capital Region. The most important motivators used by retail stores were: working conditions, skill development, recognition, role clarity, career growth and support from management. The results of regression analysis indicated compensation, working conditions, and support from management as the most significant predictors of employees' satisfaction.References
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- Strategy & Structural Dimensions – A Comparative Study of Four Industries
Abstract Views :163 |
PDF Views:1
Authors
Bindu Gupta
1,
Ajay Singh
2
Affiliations
1 IMT, Ghaziabad, IN
2 IIM Lucknow, Ghaziabad, IN
1 IMT, Ghaziabad, IN
2 IIM Lucknow, Ghaziabad, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 50, No 1 (2014), Pagination: 180-192Abstract
This study examines the linkage between organization's strategy and structural dimensions. There are significant differences among the organizations in terms of structural dimensions and the strategy used. Prospector strategy is used more in the IT industry, analyzer strategy in the banking industry and reactor strategy in power industry. Vertical linkages and formalization are more used in the power sector, horizontal linkages in automobile sector, centralization in banking sector. When the organization uses reactor as dominant strategy, vertical linkages and formalization were perceived more. Horizontal linkages are more prevalent in the organization using prospector strategy and organizations using the analyzer strategy were found to be high on centralization.- Predicting Employee Engagement, Knowledge Sharing & OCB
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Authors
Bindu Gupta
1,
Ajay Singh
2
Affiliations
1 Institute of Management Technology, Ghaziabad, IN
2 Indian Institute of Management, Lucknow, IN
1 Institute of Management Technology, Ghaziabad, IN
2 Indian Institute of Management, Lucknow, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 52, No 4 (2017), Pagination: 675-688Abstract
This study evaluates the role of fair performance appraisal (PA) and reward and recognition (R&R) practices in fostering knowledge sharing, organizational citizenship behavior (OCB), and employee engagement. It also examines whether trust culture moderates the effect of PA and R&R on the above behavior.The data was collected from 217 full-time employees of manufacturing and service organizations in India. The results of the moderated multiple regression analysis suggest that fairness of PA and R&R significantly influence OCB and employee engagement. For knowledge sharing behavior only the effect of trust culture is significant. Trust culture also influence OCB and moderates the relationship between R&R and OCB. Organizations need to have fair PA and R&R practices and a culture of trust to encourage these behaviors.- Thought Self-leadership & Performance:Examining the Role of Work Engagement
Abstract Views :280 |
PDF Views:0
Authors
Affiliations
1 Institute of Management Technology, Ghaziabad, IN
2 Asian Institute of Management, PH
1 Institute of Management Technology, Ghaziabad, IN
2 Asian Institute of Management, PH
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 55, No 1 (2019), Pagination: 121-134Abstract
This research aims to examine the effect of thought self-leadership (TSL) on performance through selfefficacy and work engagement. The study collected data through a questionnaire survey administered to the employees of various Indian organizations representing different roles. The findings suggest relationships between TSL and performance and mediation mechanism through which self-efficacy impacts performance. The findings imply that TSL has a positive effect on performance through self-efficacy and work engagement.Thus, organizations should invest in developing TSL skills across all levels of employees and also create an enabling environment to boost work engagement. The contribution of the study lies in integrating the research in self-leadership and performance area and testing the relationship in different cultural context.References
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