Oct'18
The IUP Journal of Organizational Behavior
Focus
The current issue is an amalgamation of varied topics in the field of organizational behavior, such as meta-perception and its role in organizational commitment, job crafting and its impact on individual performance and organizational climate and its role in enhancing productivity, etc.
The first paper, "Meta-Perception of Employees: A Study of Selected Private Universities in Punjab and Himachal Pradesh" by Nita Sunny and Sakshi Sharma, investigates the relationship between meta-perception and organizational commitment with personality as the moderator. The authors have investigated an interesting topic that has been explored in psychology literature, with negligible studies taken up in the management literature. Almost all individuals are concerned about how others perceive them, especially the supervisor. The present study investigates the meta-perception of an employee of how he/she is perceived by the supervisor and how that impacts organizational commitment. Moreover, optimism as a part of personality variable has been investigated as a moderator in the present study. The study contributes significantly to management literature, especially in India.
The second paper, "The Critical Dimensions of Job Satisfaction of Academicians: An Empirical Analysis" by Anu Kohli and Alka Sharma, addresses the issue of high turnover of academicians in higher educational institutions in India. The authors have identified job dissatisfaction as the core factor for the high turnover and have further investigated the core dimensions that make up job satisfaction amongst academicians. The authors empirically investigated the same on a sample of 150 faculty members of varied institutions of both private and government and found three core dimensions of job satisfaction. The study is relevant to the literature on job satisfaction with a focus on the academicians of higher educational institutions in India.
The third paper, "The Moderating Role of Organizational Climate in Competency-Performance Relationship: A Study on Salespersons in Central India" by Sushil Punwatkar and Manoj Verghese, investigates the role of organizational climate in the relationship between competency and performance in a sample of salespersons. With the increase in foreign direct investment and a rise in the retail sector in India, this study is important to the practitioners and the academicians. The study, based on its findings, highlights the importance of organizational climate in facilitating the relationship between competency and performance. The study is another proof of how the presence of individual competence alone will not deliver results unless appropriate organizational climate is nurtured.
The fourth paper, "The Role of Job Crafting in Feedback-Performance Relationship: A Study of Supervisors and Managers of the Indian Railways" by Sanapala S Srinivas and Karri Ashok, has highlighted the role of job crafting in feedback-performance relationship. The authors have investigated the important aspect of in-role job performance which is shaped by job crafting. The authors have highlighted the importance of job crafting in the relationship between feedback and performance. The study contributes significantly to understating the importance of in-role performance and job crafting.
Consulting Editor
|
|
|||
| Article | Price (₹) | ||
| Meta-Perception of Employees: A Study of Selected Private Universities in Punjab and Himachal Pradesh |
100
|
||
| The Critical Dimensions of Job Satisfaction of Academicians: An Empirical Analysis |
100
|
||
| The Moderating Role of Organizational Climate in Competency-Performance Relationship: A Study on Salespersons in Central India |
100
|
||
| The Role of Job Crafting in Feedback-Performance Relationship: A Study of Supervisors and Managers of the Indian Railways |
100
|
||
Meta-Perception of Employees: A Study of Selected Private Universities in Punjab and Himachal Pradesh
The present study attempts to examine the relationship between meta-perception and organizational commitment taking personality as a moderator variable. The study was conducted among 70 faculty members of private universities of Punjab and Himachal Pradesh. The data thus collected was analyzed with the help of SPSS 17.0. To analyze the data, statistical tools, viz., Factor Analysis, Pearson Correlation Coefficient and Multiple Regression, were used. The findings of the study demonstrated correlation between meta-perception and organizational commitment of the employees, with more optimistic employees showing higher organizational commitment.
The Critical Dimensions of Job Satisfaction of Academicians: An Empirical Analysis
Academicians' turnover is mainly associated with job dissatisfaction. Most of the institutions today are faced with the challenge of retaining their academicians. Employee dissatisfaction leads to lower productivity, stress and conflict in the organization. Therefore, it is necessary for the organization to develop and ensure employee satisfaction. There are various factors affecting the job satisfaction of employees such as salary, working conditions, relationship with co-workers, promotional opportunities, etc. The purpose of this study was to determine the critical dimensions of job satisfaction for academicians. Data was collected from 150 academicians of professional courses in higher education institutions using stratified snowball sampling. Factor analysis using principal component analysis with varimax rotation was conducted. The result identified three dimensions, namely, work itself, work relations and employee-centric policies and principles as important dimensions of job satisfaction for the academicians. The findings of the study are significant for both the government and private higher educational institutions as by working on these dimensions, they can enhance academicians' satisfaction, which will ultimately lead to higher job commitment and overall development of the students.
The Moderating Role of Organizational Climate in Competency-Performance Relationship: A Study on Salespersons in Central India
The purpose of the paper is to investigate the relationship between competencies of salespersons (in organized retail outlets) and job performance and to test for the moderating role of organizational climate in that relationship. Data was collected using a questionnaire in a survey of consumers, supervisors and salespersons at various retail stores in Bhilai and Raipur, the tier-II cities of Chhattisgarh state in India, designed on the basic items relating to competencies, job performance and organizational climate. Hierarchical regression analysis of data from 245 respondents was used to test two hypotheses. The results show that salespersons' competencies are an antecedent of job performance. The impact of competencies on job performance is stronger and more significant when the organizational climate is favorable. If it is unfavorable, competencies do not project significant effect on job performance. This study extends previous research by examining the moderating role of organizational climate. Further research is indicated to identify the other key moderators and mediators of the competencies in relation to salespersons' job performance. A 24-item competency assessment scale is developed in the study that can be applied in practice to measure salespersons' skill levels on various aspects and provide opportunity to managers to understand the skill gap and the way to fill them efficiently.
The Role of Job Crafting in Feedback-Performance Relationship: A Study of Supervisors and Managers of the Indian Railways
Self-determined work behaviors and job redesign strategies are characterized by autonomous regulation. They bear a marked influence on job performance. Job crafting in the form of employee level proactive reshaping of job characteristics at the cognitive, task, and relational levels has been found to mediate significantly between personal as well as contextual antecedents and various positive workplace outcomes such as work engagement and job performance. While feedback-performance relationship, directly and through various mediating factors like work engagement, has been examined in prior studies, there appears to be no published study exploring the mediating role of job crafting between feedback and performance. The current study tested, through Structural Equation Modeling (SEM), the influence of job crafting behaviors in the relationship between contextual factor of performance feedback and outcome variable of in-role performance. The study used sample data (N = 191) drawn from junior and middle managers and supervisors of the Indian Railways, a government organization. The study results support the hypothesized positive mediation effect of job crafting in the relationship between feedback and in-role performance in the sample population. Contribution to extant literature centered in job crafting and practical implications for the select organization and public organizations in India have been discussed.