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Gangai, Khagendra Nath
- The Influence of Workplace Spirituality on Organisational Commitment among Public Sector Employees
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1 Department of Applied Psychology, University of Delhi, South Campus, New Delhi, IN
2 Department of Management, Bhartiya Vidya Bhavan’s Usha & Lakshmi Mittal Institute of Management (Bulmim), New Delhi, IN
1 Department of Applied Psychology, University of Delhi, South Campus, New Delhi, IN
2 Department of Management, Bhartiya Vidya Bhavan’s Usha & Lakshmi Mittal Institute of Management (Bulmim), New Delhi, IN
Source
Journal of Organization and Human Behaviour, Vol 4, No 1 (2015), Pagination: 37-46Abstract
Spirituality in organisational sector is quite different from its traditional meaning. In organisational sector, spirituality means the work ethics or how the employees value their job and their workplace. Although many studies conducted in the area of spirituality and its relation to organisation motivation, culture, leadership etc; very few studies have been conducted to find out the relationship of organisational spirituality and organisational commitment, especially in India. In this regard the present study was planned to find out the relationship of organisational spirituality and organisational commitment among employees from different age group working in Government jobs in Delhi Municipal Corporation. A total of 120 samples was selected using purposive sampling technique for the study. The study included Organisational Commitment Questionnaire by Meyer&Allen (1990) and Spirituality at Work Scale by Kinjerski,&Skrypnek,. (2006b). The results of the study satisfied to the three hypotheses formulated such as- the first hypothesis: relationship exists between spirituality and organisational commitment (r=0.35) for the age group 25 to 35 years of old whereas the correlation is (r=0.60) among the male participants from the age group 36 to 59 years of age. This also satisfies the second hypothesis that: increase with age will increase the spirituality and organisational commitment among the employees. Similarly the third hypothesis: male and female participants are different in their workplace spirituality and commitment attributes in organisational sector. From the study it can be concluded that employees with increased age are more spiritual and committed towards their organisation than to the lower age group people, which might be due to the job loss or few chances for job turnover.Keywords
Organizational Commitment, Spirituality, Public sector, Self Esteem, Intrinsic Work Satisfaction.- Effectiveness of Training Evaluation in Autoancillary Industry
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Authors
Affiliations
1 Jaipuria Institute of Management, Noida, Uttar Pradesh, IN
2 Bharatiya Vidya Bhavan’s Usha & Lakshmi Mittal Institute of Management (BULMIM), New Delhi, IN
1 Jaipuria Institute of Management, Noida, Uttar Pradesh, IN
2 Bharatiya Vidya Bhavan’s Usha & Lakshmi Mittal Institute of Management (BULMIM), New Delhi, IN
Source
Journal of Organization and Human Behaviour, Vol 5, No 1 (2016), Pagination: 29-35Abstract
In today's dynamic and competitive world, organisations also need to be dynamic in nature. One of the most important needs of a dynamic organisation is right talent. In the labour market of India, though we have a large number of human resources, but skilled workers are very less in numbers. So all organisation basically focus on hiring potential candidates and then in training them according to the job profile, skill sets required, and culture of the organisation. These training processes involve a large amount of investment, it becomes imperative to analyse benefit of it. The aim of this study is to analyse the effectiveness of training for workers and different factors affecting for which study has been done in auto-ancillary Industry. A total of 120 samples were collected for the study from various organisations in the auto-ancillary industry. The Kirkpatrick model of training evaluation was used, which includes reaction, learning, behaviour, result as four main dimensions to check the effectiveness of any training programme. The result reveals that the training need identifications have significant impacts on training effectiveness. There is a positive significant relationship among the variables such as training need identification (TNI), reaction, learning, behaviour, results, and training effectiveness. Similarly, age and experience have significant influence on training effectiveness, but qualification has no significant influence on training effectiveness. The demographic variables such as age, experience, and qualifications are observed that there has significant influence on the common factor which is leaning during the training programme.Keywords
Training Evaluation, Training Effectiveness, Training Need Identification, Reaction, Learning, Behaviour, Results.- Relationship Between Perceived Leadership Style and Employee Engagement in Service Sector:An Empirical Study
Abstract Views :252 |
PDF Views:6
Authors
Affiliations
1 Bhartiya Vidya Bhavan’s Usha & Lakshmi Mittal Institute of Management (BULMIM), New Delhi, IN
2 Jaipuria Institute of Management, Noida, Uttar Pradesh, IN
1 Bhartiya Vidya Bhavan’s Usha & Lakshmi Mittal Institute of Management (BULMIM), New Delhi, IN
2 Jaipuria Institute of Management, Noida, Uttar Pradesh, IN
Source
Journal of Organization and Human Behaviour, Vol 6, No 4 (2017), Pagination: 1-7Abstract
The purpose of the present study is to examine the relationship between perceived leadership styles and employee engagement in the service sector. The causal research design with cross-sectional nature of data was used for the study. A sample of 450 valid responses was randomly collected from respondents in private service sector in India. The results revealed that perceived leadership style and employee engagement are having a highly significant relationship. Further, the perceived leadership style has a highly significant impact on the employee engagement. Transformational leadership is more imperative than transactional leadership for bringing more prominent employee engagement. The study has implication for organisations to consider leaders with the transformational style of leadership in work task and decision-making for facilitating organisation change. One important implication of the study is for a leader to be able to identify his/her style that works best in a particular situation and the expectations of the employees which would lead them to be engaged employee easily and push them for better performance.Keywords
Transformational Leadership, Transactional Leadership, Employee Engagement, Service Sector.References
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