Pub Date : 2016-06-07DOI: 10.21863/JOHB/2016.5.2.031
Durga Wati Kushwaha, R. K. Lodhwal
This paper is an attempt to identify the role played by rewards (Payment, Promotion, etc.) in motivating employees. The study explores factors determining rewards and their level of contribution towards employee motivation along with the relationship between rewards and motivation and differences in the motivation of employees based on the demographic variables. Descriptive statistics is used in the study to provide information on demographic variables. The results are analysed in terms of descriptive statistics followed by inferential statistics on the variables. The study revealed multiple factors affecting employee work motivation and performance which have got their own unique approach, significance and contribution towards motivation and performance that elevate and maximize organizational progress.A quantitative methodology was used for the study and questionnaire method was used as the measuring instrument. A total of 250 questionnaires were distributed to respondents and a total of 202 employees completed the questionnaire. The four independent variables of reward included, payment, promotion, recognition, benefits and the dependent variable was employee work motivation. The results indicate that there is a statistical significant relationship between all of the independent variables with dependent variable employee work motivation, all the independent variables have a positive influence on employee work motivation and results also showed that among four independent variables, promotions was most important and more influential variable.
{"title":"Factors Influencing Employee Motivation In Indian University: A Case Study of Banaras Hindu University","authors":"Durga Wati Kushwaha, R. K. Lodhwal","doi":"10.21863/JOHB/2016.5.2.031","DOIUrl":"https://doi.org/10.21863/JOHB/2016.5.2.031","url":null,"abstract":"This paper is an attempt to identify the role played by rewards (Payment, Promotion, etc.) in motivating employees. The study explores factors determining rewards and their level of contribution towards employee motivation along with the relationship between rewards and motivation and differences in the motivation of employees based on the demographic variables. Descriptive statistics is used in the study to provide information on demographic variables. The results are analysed in terms of descriptive statistics followed by inferential statistics on the variables. The study revealed multiple factors affecting employee work motivation and performance which have got their own unique approach, significance and contribution towards motivation and performance that elevate and maximize organizational progress.A quantitative methodology was used for the study and questionnaire method was used as the measuring instrument. A total of 250 questionnaires were distributed to respondents and a total of 202 employees completed the questionnaire. The four independent variables of reward included, payment, promotion, recognition, benefits and the dependent variable was employee work motivation. The results indicate that there is a statistical significant relationship between all of the independent variables with dependent variable employee work motivation, all the independent variables have a positive influence on employee work motivation and results also showed that among four independent variables, promotions was most important and more influential variable.","PeriodicalId":130584,"journal":{"name":"Journal of Organization and Human Behaviour","volume":"215 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-06-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132315009","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2016-04-01DOI: 10.21863/JOHB/2016.5.2.030
P. Rishi
All human beings, in whatever profession they work, are ultimately made suitable to justify their positions by academicians only. Whether imparted through formal or informal mode, imparting knowledge and wisdom used to be compared with divinity and the person instrumental in imparting knowledge used to be considered as ' Guru ' (the one who gives) and was treated over and above all professions. In India teachers have traditionally been accorded the highest esteem, even if it was not matched by commensurate economic rewards.
{"title":"Academic Leadership:Current Challenges and Future Prospects","authors":"P. Rishi","doi":"10.21863/JOHB/2016.5.2.030","DOIUrl":"https://doi.org/10.21863/JOHB/2016.5.2.030","url":null,"abstract":"All human beings, in whatever profession they work, are ultimately made suitable to justify their positions by academicians only. Whether imparted through formal or informal mode, imparting knowledge and wisdom used to be compared with divinity and the person instrumental in imparting knowledge used to be considered as ' Guru ' (the one who gives) and was treated over and above all professions. In India teachers have traditionally been accorded the highest esteem, even if it was not matched by commensurate economic rewards.","PeriodicalId":130584,"journal":{"name":"Journal of Organization and Human Behaviour","volume":"44 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114534739","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2015-10-01DOI: 10.21863/JOHB/2015.4.4.018
D. D. Roy
Policing is a value driven noble profession. Functions of police are to protect people and property of the nation. They assist in maintaining law and order in the community. There is limited empirical evidence focusing on value orientation of police. Therefore there is a gap to understand how far police values are in conformity with values of common people. Value is an enduring belief that has specific mode of conduct and end state of existence. Dutta Roy and Bandopadhay (2010) by analysis of the script of Reverend Rabindranath Tagore's songs identified 14 path and 14 goal oriented work values. The path-oriented values are instrumental to goal oriented values.This study has two objectives (a) to determine value hierarchy of police officers and (b) to determine extent of profile similarity between value orientation of police and the common people. Data were collected from 18 war returned senior rank police officers through Rabindrik value scale. The scale measures orientation to path and goal values. Results revealed value hierarchy of police officers. Police officers preferred self-understanding, cleanliness, active, self-awakening, and no work-family conflict values. With respect to goal oriented values, they preferred morefamily security, self-respect, positive feeling, inner harmony and peace. When compared with comparison group, results show high similarity in path orientation values than goal oriented values suggesting unique development of human values in the police officers. Finally, some suggestions like positive feeling, feedback and public-police interface were given to design value based training for the police officers.
{"title":"Rabindrik Value Orientations of War Returned Senior Rank Police Officers","authors":"D. D. Roy","doi":"10.21863/JOHB/2015.4.4.018","DOIUrl":"https://doi.org/10.21863/JOHB/2015.4.4.018","url":null,"abstract":"Policing is a value driven noble profession. Functions of police are to protect people and property of the nation. They assist in maintaining law and order in the community. There is limited empirical evidence focusing on value orientation of police. Therefore there is a gap to understand how far police values are in conformity with values of common people. Value is an enduring belief that has specific mode of conduct and end state of existence. Dutta Roy and Bandopadhay (2010) by analysis of the script of Reverend Rabindranath Tagore's songs identified 14 path and 14 goal oriented work values. The path-oriented values are instrumental to goal oriented values.This study has two objectives (a) to determine value hierarchy of police officers and (b) to determine extent of profile similarity between value orientation of police and the common people. Data were collected from 18 war returned senior rank police officers through Rabindrik value scale. The scale measures orientation to path and goal values. Results revealed value hierarchy of police officers. Police officers preferred self-understanding, cleanliness, active, self-awakening, and no work-family conflict values. With respect to goal oriented values, they preferred morefamily security, self-respect, positive feeling, inner harmony and peace. When compared with comparison group, results show high similarity in path orientation values than goal oriented values suggesting unique development of human values in the police officers. Finally, some suggestions like positive feeling, feedback and public-police interface were given to design value based training for the police officers.","PeriodicalId":130584,"journal":{"name":"Journal of Organization and Human Behaviour","volume":"41 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132146249","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2015-10-01DOI: 10.21863/JOHB/2015.4.4.017
S. Lukose, E. A. Azeez
Nurses are identified as one of the professional groups with high level of job related stress and related issues. The magnitude of the problem this segment faces is very intensive as a large number of them are women. They are victimised for multiple roles in the home and hospital. Stressors for nurses are always been identified with workload, dual role and pressures which are associated with demands of the existing working environment. The nature of illness/diseases a nurse dealing with has significant effects on the stress and mental health level. Healthcare professionals dealing with psychiatric illness and other chronic/traumatic conditions faces more stress while comparing to the other domains of healthcare. The present study is a cross sectional hospital based study carried out at four centres and 100 samples were collected by judgmental sampling method which consisted of 50 female nursing staff from general hospital and same number from psychiatric hospitals. A socio-demographic data sheet along with General Health Questionnaire was administered and those who have satisfactory health have been considered as further samples. Mental health, stress level, and attitude towards mental illness were analysed. The results shows that psychiatric nursing staff scored higher in overall occupational stress index and in the subs-domains of role overload, role ambiguity, role conflict, role unreasonable group and political pressure compared to general nursing staff. Also the mental health inventory total score is negatively correlated with role overload sub- domain of occupational stress index scale. Present study implicates the need of comprehensive psycho-social management plans for the professionals working in psychiatric hospitals.
{"title":"Occupational Stress, Mental Health and Attitude towards Mental Illness of Nursing Staff Working in General and Psychiatric Hospital:A Comparative Study","authors":"S. Lukose, E. A. Azeez","doi":"10.21863/JOHB/2015.4.4.017","DOIUrl":"https://doi.org/10.21863/JOHB/2015.4.4.017","url":null,"abstract":"Nurses are identified as one of the professional groups with high level of job related stress and related issues. The magnitude of the problem this segment faces is very intensive as a large number of them are women. They are victimised for multiple roles in the home and hospital. Stressors for nurses are always been identified with workload, dual role and pressures which are associated with demands of the existing working environment. The nature of illness/diseases a nurse dealing with has significant effects on the stress and mental health level. Healthcare professionals dealing with psychiatric illness and other chronic/traumatic conditions faces more stress while comparing to the other domains of healthcare. The present study is a cross sectional hospital based study carried out at four centres and 100 samples were collected by judgmental sampling method which consisted of 50 female nursing staff from general hospital and same number from psychiatric hospitals. A socio-demographic data sheet along with General Health Questionnaire was administered and those who have satisfactory health have been considered as further samples. Mental health, stress level, and attitude towards mental illness were analysed. The results shows that psychiatric nursing staff scored higher in overall occupational stress index and in the subs-domains of role overload, role ambiguity, role conflict, role unreasonable group and political pressure compared to general nursing staff. Also the mental health inventory total score is negatively correlated with role overload sub- domain of occupational stress index scale. Present study implicates the need of comprehensive psycho-social management plans for the professionals working in psychiatric hospitals.","PeriodicalId":130584,"journal":{"name":"Journal of Organization and Human Behaviour","volume":"83 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127193709","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2015-10-01DOI: 10.21863/johb/2015.4.4.019
Paramanandam Palanisamy
Locus of control refers to the perception of contingencies between action and outcomes - to what extent an action produces an outcome. The present study was aimed at studying the relationship between locus of control and job satisfaction among the employees of textile industry. A sample consisting of 124 employees working in textile industry participated in the study. Structured questionnaires were used to gather primary data to assess locus of control and job satisfaction among the employees. The obtained data were analysed with various statistical tools like mean, standard deviation, ANOVA, correlation, regression, and t-test. Results indicated that there was a significant negative correlation between locus of control and job satisfaction. Approximately twenty five per cent of the variance of job satisfaction was explained by locus of control. There was a statistically significant difference between the level of job satisfaction among the internals and externals.
{"title":"Locus of Control as a Predictor of Job Satisfaction among the Employees of Textile Industry","authors":"Paramanandam Palanisamy","doi":"10.21863/johb/2015.4.4.019","DOIUrl":"https://doi.org/10.21863/johb/2015.4.4.019","url":null,"abstract":"Locus of control refers to the perception of contingencies between action and outcomes - to what extent an action produces an outcome. The present study was aimed at studying the relationship between locus of control and job satisfaction among the employees of textile industry. A sample consisting of 124 employees working in textile industry participated in the study. Structured questionnaires were used to gather primary data to assess locus of control and job satisfaction among the employees. The obtained data were analysed with various statistical tools like mean, standard deviation, ANOVA, correlation, regression, and t-test. Results indicated that there was a significant negative correlation between locus of control and job satisfaction. Approximately twenty five per cent of the variance of job satisfaction was explained by locus of control. There was a statistically significant difference between the level of job satisfaction among the internals and externals.","PeriodicalId":130584,"journal":{"name":"Journal of Organization and Human Behaviour","volume":"3 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114194803","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2015-10-01DOI: 10.21863/JOHB/2015.4.4.020
Genuine Narzary, S. Palo
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.
{"title":"Structural Empowerment as Antecedent of Organisational Citizenship Behaviour: An Empirical Analysis of Auxiliary Nurses and Midwives","authors":"Genuine Narzary, S. Palo","doi":"10.21863/JOHB/2015.4.4.020","DOIUrl":"https://doi.org/10.21863/JOHB/2015.4.4.020","url":null,"abstract":"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.","PeriodicalId":130584,"journal":{"name":"Journal of Organization and Human Behaviour","volume":"56 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125491832","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2015-07-01DOI: 10.21863/JOHB/2015.4.2AND3.010
K. Kumari
Today's business revolves largely around people, not capital. This is of great importance especially in 'people businesses' like software companies with relatively high people costs and low capital costs. Humans and the potential they possess drive an organisation. Today's organisations are continuously changing. Organisational change impacts not only the business but also its employees. In order to maximise organisational effectiveness, human potential-individuals' capabilities, time, and talents-must be managed. Human resource management works to ensure that employees are able to meet the organisation's goals by motivating them to do better continuously. Hence, proper treatment of the human resource-employees in an organisation should be given priority. Where an extensive range of HR policies exist and are well known, managers are provided with the tools, techniques and procedures to use in people management. These then can be expected to modify or influence the relationship between managers and their subordinates. Employee commitment to the organisation will be influenced by their perceptions of these practices as well as their relationship with their managers. They have been subjected to intense pressure to cut down costs while keeping the standards and quality of services high. In such a scenario, the stage is set for path-breaking reforms and candid innovation to keep both factors of production, that is, employees and employers satisfied. This paper discusses in detail the importance of innovative Human Resource Management techniques and practices that have deemed importance in the current economic scenario. It also discusses the importance and functions of a Human Resource Manager and the prudent steps that he/she can take in order to increase organisational effectiveness.
{"title":"Adaptive Capability of HR Towards Revival and Transformation of Industry","authors":"K. Kumari","doi":"10.21863/JOHB/2015.4.2AND3.010","DOIUrl":"https://doi.org/10.21863/JOHB/2015.4.2AND3.010","url":null,"abstract":"Today's business revolves largely around people, not capital. This is of great importance especially in 'people businesses' like software companies with relatively high people costs and low capital costs. Humans and the potential they possess drive an organisation. Today's organisations are continuously changing. Organisational change impacts not only the business but also its employees. In order to maximise organisational effectiveness, human potential-individuals' capabilities, time, and talents-must be managed. Human resource management works to ensure that employees are able to meet the organisation's goals by motivating them to do better continuously. Hence, proper treatment of the human resource-employees in an organisation should be given priority. Where an extensive range of HR policies exist and are well known, managers are provided with the tools, techniques and procedures to use in people management. These then can be expected to modify or influence the relationship between managers and their subordinates. Employee commitment to the organisation will be influenced by their perceptions of these practices as well as their relationship with their managers. They have been subjected to intense pressure to cut down costs while keeping the standards and quality of services high. In such a scenario, the stage is set for path-breaking reforms and candid innovation to keep both factors of production, that is, employees and employers satisfied. This paper discusses in detail the importance of innovative Human Resource Management techniques and practices that have deemed importance in the current economic scenario. It also discusses the importance and functions of a Human Resource Manager and the prudent steps that he/she can take in order to increase organisational effectiveness.","PeriodicalId":130584,"journal":{"name":"Journal of Organization and Human Behaviour","volume":"10 5","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132285465","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2015-07-01DOI: 10.21863/JOHB/2015.4.2AND3.015
N. Tripathi, B. Upadhyay
Though the field of stress has gained a lot importance in the last few decades, stress studies in the forestry sector are still on cross roads. Looking at the dearth of studies in the field of stress in forestry sector, this paper directs at reviewing the researches about the prevalent stress among the forest personnel. The study encompassed comprehensive review and analysis of physiological as well as psychological stress. A systematic review and meta-synthesis of stress studies was done. The studies met the eligibility criteria only if it had included stress as one of the measures directly or referred to the same indirectly in relation to measured variable in the article by last 50 years. A total of 19 studies/articles dealing with the stress among forestry staff were included in the present study. Both qualitative as well as quantitative analysis were incorporated in the study. The qualitative analysis was directed towards analysing the paper in terms of various methodologies adopted by the researchers and causes and effects of stress assessed. Further, quantitative analysis was conducted by assessing effect-sizes taking due consideration of methodological approach, source and practical significance of selected studies. The paper concludes with a note on importance and gap in stress related studies pertaining to forestry sector.
{"title":"Stress Among Forest Personnel:A Meta-Synthesis","authors":"N. Tripathi, B. Upadhyay","doi":"10.21863/JOHB/2015.4.2AND3.015","DOIUrl":"https://doi.org/10.21863/JOHB/2015.4.2AND3.015","url":null,"abstract":"Though the field of stress has gained a lot importance in the last few decades, stress studies in the forestry sector are still on cross roads. Looking at the dearth of studies in the field of stress in forestry sector, this paper directs at reviewing the researches about the prevalent stress among the forest personnel. The study encompassed comprehensive review and analysis of physiological as well as psychological stress. A systematic review and meta-synthesis of stress studies was done. The studies met the eligibility criteria only if it had included stress as one of the measures directly or referred to the same indirectly in relation to measured variable in the article by last 50 years. A total of 19 studies/articles dealing with the stress among forestry staff were included in the present study. Both qualitative as well as quantitative analysis were incorporated in the study. The qualitative analysis was directed towards analysing the paper in terms of various methodologies adopted by the researchers and causes and effects of stress assessed. Further, quantitative analysis was conducted by assessing effect-sizes taking due consideration of methodological approach, source and practical significance of selected studies. The paper concludes with a note on importance and gap in stress related studies pertaining to forestry sector.","PeriodicalId":130584,"journal":{"name":"Journal of Organization and Human Behaviour","volume":"240 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124646218","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2015-07-01DOI: 10.21863/JOHB/2015.4.2AND3.012
Swati Mishra, S. M. Khan, P. Mishra
In this article, a search for antecedents' latent variables of organisational commitment from organisational health, occupational role stress, and social support for Indian Nationalised Bank Managers was made. Structural Equation Modelling (SEM) was used to assess the fit of the model that identified autonomy, cohesiveness, goal focus, role overload, and responsibility for the person as statistically significant antecedents of organisational commitment. Our models provided a good fit. Direct and indirect effects of exogenous variables on endogenous variables estimated and resultant percent of variance accounted into organisational commitment reported.
{"title":"An Application of Structural Equation Modelling to Search Antecedents' Latent Variables in Organisational Health, Occupational Role Stress and Social Support for Organisational Commitment","authors":"Swati Mishra, S. M. Khan, P. Mishra","doi":"10.21863/JOHB/2015.4.2AND3.012","DOIUrl":"https://doi.org/10.21863/JOHB/2015.4.2AND3.012","url":null,"abstract":"In this article, a search for antecedents' latent variables of organisational commitment from organisational health, occupational role stress, and social support for Indian Nationalised Bank Managers was made. Structural Equation Modelling (SEM) was used to assess the fit of the model that identified autonomy, cohesiveness, goal focus, role overload, and responsibility for the person as statistically significant antecedents of organisational commitment. Our models provided a good fit. Direct and indirect effects of exogenous variables on endogenous variables estimated and resultant percent of variance accounted into organisational commitment reported.","PeriodicalId":130584,"journal":{"name":"Journal of Organization and Human Behaviour","volume":"17 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134341988","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2015-07-01DOI: 10.21863/JOHB/2015.4.2AND3.011
Anindita Bhatacharya, K. Chawla, N. Ravichandran
Purpose: The paper aims at looking at the influence of selected demographic variables on organisational innovation process. Design/Methodology/Approach: As organisations face more globalised and fast paced competitive environment today than ever before, the need of the hour has become a concentrated effort by organisations to be innovative. Innovation has emerged as a mainstay of organisational sustenance and thus an empirical study was attempted at, to understand the relationships between innovation and demographic variables, if any. Literature review was done to generate a representative pool of factors influencing innovation. An accepted scale of innovation measurement seems to be missing especially in the Indian context. The study also aimed at understanding the efficacy of including demographic variables as an innovativeness measurement parameter in developing such a scale. Based on the literature review a questionnaire was designed that was used to collect the data. A 7-point Likert scale was used to capture the data on the statements pertaining to innovation. The type of data obtained through the questionnaire was quantitative. Random and judgemental sampling techniques were used to identify the respondent pool for study. The study tried to gauge interrelationship between innovation and employee age, gender and length of service. Based on the findings, the study concludes that age and length of service seem to have strong influences on the innovation potential while gender did not seem to have a very significant impact on innovation process and thus age and length of service can be included as influencing measurement parameter for innovativeness in any innovation scale development.
{"title":"An Empirical Study on Innovation and Role of Demographic Variables","authors":"Anindita Bhatacharya, K. Chawla, N. Ravichandran","doi":"10.21863/JOHB/2015.4.2AND3.011","DOIUrl":"https://doi.org/10.21863/JOHB/2015.4.2AND3.011","url":null,"abstract":"Purpose: The paper aims at looking at the influence of selected demographic variables on organisational innovation process. Design/Methodology/Approach: As organisations face more globalised and fast paced competitive environment today than ever before, the need of the hour has become a concentrated effort by organisations to be innovative. Innovation has emerged as a mainstay of organisational sustenance and thus an empirical study was attempted at, to understand the relationships between innovation and demographic variables, if any. Literature review was done to generate a representative pool of factors influencing innovation. An accepted scale of innovation measurement seems to be missing especially in the Indian context. The study also aimed at understanding the efficacy of including demographic variables as an innovativeness measurement parameter in developing such a scale. Based on the literature review a questionnaire was designed that was used to collect the data. A 7-point Likert scale was used to capture the data on the statements pertaining to innovation. The type of data obtained through the questionnaire was quantitative. Random and judgemental sampling techniques were used to identify the respondent pool for study. The study tried to gauge interrelationship between innovation and employee age, gender and length of service. Based on the findings, the study concludes that age and length of service seem to have strong influences on the innovation potential while gender did not seem to have a very significant impact on innovation process and thus age and length of service can be included as influencing measurement parameter for innovativeness in any innovation scale development.","PeriodicalId":130584,"journal":{"name":"Journal of Organization and Human Behaviour","volume":"59 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126280436","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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