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Palo, Sasmita
- The Determinants of Sickness Presenteeism
Abstract Views :192 |
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Authors
Sasmita Palo
1,
Sneha Pati
2
Affiliations
1 Centre for Human Resources Management & Labor Relations, Tata Institute of Social Sciences, Mumbai, IN
2 ITC Limited
1 Centre for Human Resources Management & Labor Relations, Tata Institute of Social Sciences, Mumbai, IN
2 ITC Limited
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 49, No 2 (2013), Pagination: 256-269Abstract
Sickness presenteeism refers to attending work while ill. This article replicated some of the existing results relating to presenteeism as well as evidenced new hypotheses that have only been hinted in the literature. It examined effects of three broad categories of determinants i.e. work related, personality related and personal circumstances of an individual on presenteeism. A major addition in this study was inclusion of personality factors in predicting Sickness presenteeism. It is contended that presenteeism has important implications for organizational theory and practice, and presents a research agenda for organizational scholars.Keywords
No Keywords
- Structural Empowerment as Antecedent of Organisational Citizenship Behaviour:An Empirical Analysis of Auxiliary Nurse and Midwives
Abstract Views :176 |
PDF Views:0
Authors
Affiliations
1 Tata Institute of Social Sciences, Mumbai, Maharashtra, IN
1 Tata Institute of Social Sciences, Mumbai, Maharashtra, IN
Source
Journal of Organization and Human Behaviour, Vol 4, No 4 (2015), Pagination: 16-22Abstract
The present study aims at investigating effect of structural empowerment on organisational citizenship behaviour of auxiliary nurse and midwives. The study was conducted using standardised questionnaires. Responses were gathered from 178 auxiliary nurse and midwives working in primary healthcare centres in Chirang and Kokrajhar districts of Assam. The relationship between structural empowerment and organisational citizenship behaviour was assessed using structural equation modeling. The proposed research model was able to explain 11.9% of variation in organisational citizenship behaviour. The result is important to understand the role of structural empowerment in predicting organisational citizenship behaviour of auxiliary nurse and midwives. This is very essential as higher degree of organisational citizenship behaviour leads to improved attraction and retention of auxiliary nurse and midwives, which may ultimately serve to improve patient outcomes.Keywords
Structural Empowerment, Organisational Citizenship Behaviour, Auxiliary Nurse and Midwives.- Factors Influencing Sabbatical Decision Making
Abstract Views :160 |
PDF Views:1
Authors
Affiliations
1 Tata Steel Limited, Jamshedpur, IN
2 Centre for Human Resources Management, Tata Institute of Social Sciences, Mumbai 88, IN
1 Tata Steel Limited, Jamshedpur, IN
2 Centre for Human Resources Management, Tata Institute of Social Sciences, Mumbai 88, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 51, No 1 (2015), Pagination: 121-136Abstract
This study found that career progression and promotions are not linked to higher studies in the organizations. Many employees particularly at middle management level still want to avail it to pursue their aspirations and need for personal advancement. Recognition and respect from their professional counterparts and from society at large, job performance requirements and individual aspirations for higher education were the primary reasons to avail sabbaticals. Presence of hygiene factors such as maintenance of seniority, regular salary and retention of accommodation during sabbaticals prompted many employees to pursue higher studies by taking sabbaticals. Bureaucratic hurdles, family responsibilities, negative attitude of reporting managers are major deterrents that beat down the gusto of employees to apply for it.- Incidences of Workplace Deviance Behavior among Nurses
Abstract Views :163 |
PDF Views:1
Authors
Sasmita Palo
1,
Avi Chawla
2
Affiliations
1 Centre for Human Resources Management & Labor Relations, Tata Institute of Social Sciences, Deonar, Mumbai, IN
2 Novartis Pharmaceutical Corporation, New Jersey, US
1 Centre for Human Resources Management & Labor Relations, Tata Institute of Social Sciences, Deonar, Mumbai, IN
2 Novartis Pharmaceutical Corporation, New Jersey, US
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 51, No 1 (2015), Pagination: 150-161Abstract
The present study addresses two fold objectives: to investigate acts of deviance and to examine the correlations between different demographic factors and acts of deviance among nurses. The study was carried out in hospitals located in Mumbai, Delhi and Chandigarh. Results indicate that the most frequently occurring acts of deviance are: loosing temper while at work, saying something hurtful to others and making fun of someone at work. The more striking finding is the use of illegal drugs or consumption of alcohol or tobacco while on duty. A few respondents discussed confidential information about hospitals and patients with unauthorized persons. Demographic factors such as age, gender, tenure, marital status indicated no significant relation with deviance.- Leaders’ Perspectives on Learning Proclivity of Narcissistic Employees
Abstract Views :101 |
PDF Views:0
Authors
Affiliations
1 PhD scholar, IN
2 Professor, Tata Institute of Social Sciences, Mumbai., IN
1 PhD scholar, IN
2 Professor, Tata Institute of Social Sciences, Mumbai., IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 57, No 1 (2021), Pagination: 111-129Abstract
Leaders play a significant role in determining the culture, direction, growth and sustainability of an organization. In today’s volatile uncertain complex ambiguous (VUCA) world, it is imperative that leaders are cognitively agile and flexible. Globalization and digitization are two of the foremost phenomena that business leaders are grappling with. The leader’s personality and characteristics must lend themselves to these complex and changing circumstances accordingly. The approach to managing complexity and adeptness at learning, not only impacts the leader personally, but also has a ripple influence across the organization. In the exploration of narcissism as a manifested behavior in business organizations, leaders of the stature of Chief Executive/Finance/Marketing/HR Officer (CXO) or above were interviewed. A verbatim presentation of their views on how narcissism interplays with humility, self-awareness, inclusiveness, diversity and curiosity, is juxtaposed with relevant literature.References
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