Pub Date : 2022-06-21DOI: 10.1177/23220937221082772
S. Nair, Jain Mathew, Ravikumar T
The concept of sustainability brought into focus the need for research into how to measure and achieve sustainable growth. The triple bottom line framework and the resource-based view of the firm suggest the need for organisations to look beyond profits and take into consideration the needs and effectiveness of its workforce. Research suggests that an effective workforce can be achieved through constant learning and development. Organisations have also expressed the need for training techniques that are more effective than the traditional methods. Gamification has been proposed as one such technique, and in the current study, the researchers evaluate the effectiveness of gamification in organisational training. For the purpose of the current study, 120 participants were chosen from public sector organisations in India. This is primarily because the technology-enhanced training effectiveness model (TETEM) suggests that the effectiveness of gamification would depend on the culture of the organisation, and prior research has been based in privately owned firms. The findings are in line with the theory of gamified learning and suggest that participants of the gamified module reported higher levels of learning, reaction and learner motivation. Additionally, learner motivation was found to strengthen the impact of gamification on the learning and reaction.
{"title":"Levelling Up Organisational Learning Through Gamification: Based on Evidence from Public Sector Organisations in India","authors":"S. Nair, Jain Mathew, Ravikumar T","doi":"10.1177/23220937221082772","DOIUrl":"https://doi.org/10.1177/23220937221082772","url":null,"abstract":"The concept of sustainability brought into focus the need for research into how to measure and achieve sustainable growth. The triple bottom line framework and the resource-based view of the firm suggest the need for organisations to look beyond profits and take into consideration the needs and effectiveness of its workforce. Research suggests that an effective workforce can be achieved through constant learning and development. Organisations have also expressed the need for training techniques that are more effective than the traditional methods. Gamification has been proposed as one such technique, and in the current study, the researchers evaluate the effectiveness of gamification in organisational training. For the purpose of the current study, 120 participants were chosen from public sector organisations in India. This is primarily because the technology-enhanced training effectiveness model (TETEM) suggests that the effectiveness of gamification would depend on the culture of the organisation, and prior research has been based in privately owned firms. The findings are in line with the theory of gamified learning and suggest that participants of the gamified module reported higher levels of learning, reaction and learner motivation. Additionally, learner motivation was found to strengthen the impact of gamification on the learning and reaction.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.7,"publicationDate":"2022-06-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46676992","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 : 2022-06-08DOI: 10.1177/23220937221101261
A. Hameed, Muddasar Ghani Khwaja
Stress causes serious illnesses and damages employee well-being. The mutual gains human resource management (HRM) framework places HRM practices as the custodian of employee well-being in an organisation. This study presents a mutual gains HRM framework which has three components. First, employees can perceive that their organisation enacts HRM practices from two benevolent intentions (a) to help employees perform better and b) to improve their well-being. Second, these benevolent HRM attributions invoke gratitude among employees. Third, gratitude reduces employees’ perceived stress and improves their engagement levels. Fourth, gratitude mediates the relationship between both benevolent HRM attributions, employee stress and engagement levels. Purposive sampling technique was deployed for the collection of data using structured questionnaire from 294 respondents, working in the telecommunications sector of Pakistan. Measurement and structural model validity were tested through structural equation modelling (SEM) using Mplus 7.0. The findings confirmed theoretical connotations among the constructs. The study contributes to the literature by introducing a new HRM framework mediated by gratitude to reduce employee stress levels and improve their engagement.
{"title":"Employee Gratitude: A Win-Win for the Employer and the Employee","authors":"A. Hameed, Muddasar Ghani Khwaja","doi":"10.1177/23220937221101261","DOIUrl":"https://doi.org/10.1177/23220937221101261","url":null,"abstract":"Stress causes serious illnesses and damages employee well-being. The mutual gains human resource management (HRM) framework places HRM practices as the custodian of employee well-being in an organisation. This study presents a mutual gains HRM framework which has three components. First, employees can perceive that their organisation enacts HRM practices from two benevolent intentions (a) to help employees perform better and b) to improve their well-being. Second, these benevolent HRM attributions invoke gratitude among employees. Third, gratitude reduces employees’ perceived stress and improves their engagement levels. Fourth, gratitude mediates the relationship between both benevolent HRM attributions, employee stress and engagement levels. Purposive sampling technique was deployed for the collection of data using structured questionnaire from 294 respondents, working in the telecommunications sector of Pakistan. Measurement and structural model validity were tested through structural equation modelling (SEM) using Mplus 7.0. The findings confirmed theoretical connotations among the constructs. The study contributes to the literature by introducing a new HRM framework mediated by gratitude to reduce employee stress levels and improve their engagement.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.7,"publicationDate":"2022-06-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48699945","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 : 2022-06-08DOI: 10.1177/23220937221103335
P. Bhowmik, Pratishtha Bhattacharyya, K. Sahoo
Organisational justice has attained considerable attention due to work-related uncertainties induced by the COVID-19 pandemic. Using the uncertainty management theory of fairness at work, social exchange theory and norm reciprocity theory, this article investigates the mediating effects of work-related quality of life and job embeddedness on the relationship between organisational justice and job involvement during COVID-19. Data were collected through a survey questionnaire from five IT companies in India. Hayes’ PROCESS macro was used to test the parallel mediation effect in our study. The findings indicate that work-related quality of life and job embeddedness fully mediate the association between organisational justice and job involvement, and the point estimate of the differences between the two mediators confirms that work-related quality of life and job embeddedness are no different from each other, and they mediate the relationship between organisational justice and job involvement in parallel manner. The study highlights benefit that organisations may achieve from devising policies that capitalise on organisational fairness and facilitate working factors for better employee performance amid uncertain situations and shock events such as the current pandemic. The article also discusses other managerial implications to overcome the unwanted effects of employees’ work life uncertainties.
{"title":"How Fair Is My Job? The Effects of Organisational Justice on Job Involvement among Indian IT Workers during COVID-19","authors":"P. Bhowmik, Pratishtha Bhattacharyya, K. Sahoo","doi":"10.1177/23220937221103335","DOIUrl":"https://doi.org/10.1177/23220937221103335","url":null,"abstract":"Organisational justice has attained considerable attention due to work-related uncertainties induced by the COVID-19 pandemic. Using the uncertainty management theory of fairness at work, social exchange theory and norm reciprocity theory, this article investigates the mediating effects of work-related quality of life and job embeddedness on the relationship between organisational justice and job involvement during COVID-19. Data were collected through a survey questionnaire from five IT companies in India. Hayes’ PROCESS macro was used to test the parallel mediation effect in our study. The findings indicate that work-related quality of life and job embeddedness fully mediate the association between organisational justice and job involvement, and the point estimate of the differences between the two mediators confirms that work-related quality of life and job embeddedness are no different from each other, and they mediate the relationship between organisational justice and job involvement in parallel manner. The study highlights benefit that organisations may achieve from devising policies that capitalise on organisational fairness and facilitate working factors for better employee performance amid uncertain situations and shock events such as the current pandemic. The article also discusses other managerial implications to overcome the unwanted effects of employees’ work life uncertainties.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.7,"publicationDate":"2022-06-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44456701","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 : 2022-06-07DOI: 10.1177/23220937221101283
Faheem Ahmed Patoli, Noman Soomro, S. Raza
Human Resource Development (HRD) is a source of competitive advantage and a fundamental approach to achieve organisational objectives. Considering the lack of empirical pieces of evidence. A need was felt to unfold and understand the HRD dimensions adopted by the Pakistani organisations. An interview-based methodology was opted to obtain the required information. The interview’s key themes involved HRD; needs, strategies, role in managing workforce diversity, organisational development initiatives and concern for technology. The interview’s core purpose remained limited to unfold the HRD activities in line with the identified themes. The interview was concluded with challenges, future roles, and recommendations and competencies for HRD professionals in Pakistan with broader and generalised implications to the South Asian region.
{"title":"Unfolding the Dimensions of HRD Activities in Pakistan: An Interview with Mr Jawaid Iqbal (CEO, Board of Director and Chairman)","authors":"Faheem Ahmed Patoli, Noman Soomro, S. Raza","doi":"10.1177/23220937221101283","DOIUrl":"https://doi.org/10.1177/23220937221101283","url":null,"abstract":"Human Resource Development (HRD) is a source of competitive advantage and a fundamental approach to achieve organisational objectives. Considering the lack of empirical pieces of evidence. A need was felt to unfold and understand the HRD dimensions adopted by the Pakistani organisations. An interview-based methodology was opted to obtain the required information. The interview’s key themes involved HRD; needs, strategies, role in managing workforce diversity, organisational development initiatives and concern for technology. The interview’s core purpose remained limited to unfold the HRD activities in line with the identified themes. The interview was concluded with challenges, future roles, and recommendations and competencies for HRD professionals in Pakistan with broader and generalised implications to the South Asian region.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.7,"publicationDate":"2022-06-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44653556","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 : 2022-06-02DOI: 10.1177/23220937221101259
Rajesh Gupta, Rajneesh Gupta
Along with advancements in information technology and related infrastructure, the gig economy is expanding to more and more cities in the world. In emerging economies like India, due to increasing urbanisation and Internet connectivity, many services are being delivered through technology platforms, and their numbers are growing fast. However, not much is known about the impact of app-based employment on the workers. The online food delivery sector is a suitable segment to probe the same. How vulnerable is this ever-dispensable food delivery employee in his monotonous job? These workers are employed under the mobile apps that control them like in a sci-fi game. What does it mean to be constantly under the mobile app surveillance? Does the flexibility of the gig economy impact the skills and aspirations of these boys? Does it dehumanise the workers and transform them into human drones? This study maps the lived experience of food delivery boys and their families, which has so far remained behind the celebrated success of the platform economy in India. Using both interview and participant observation methods to study gig workers and deploying dimensional analysis to unpack the context, this study finds evidence of unobtrusive dehumanisation. Given the mushrooming trend of such gig workers, the findings of this study call for a deeper analysis of the social impact of the gig economy and have far-reaching implications.
{"title":"Lost in the Perilous Boulevards of Gig Economy: Making of Human Drones","authors":"Rajesh Gupta, Rajneesh Gupta","doi":"10.1177/23220937221101259","DOIUrl":"https://doi.org/10.1177/23220937221101259","url":null,"abstract":"Along with advancements in information technology and related infrastructure, the gig economy is expanding to more and more cities in the world. In emerging economies like India, due to increasing urbanisation and Internet connectivity, many services are being delivered through technology platforms, and their numbers are growing fast. However, not much is known about the impact of app-based employment on the workers. The online food delivery sector is a suitable segment to probe the same. How vulnerable is this ever-dispensable food delivery employee in his monotonous job? These workers are employed under the mobile apps that control them like in a sci-fi game. What does it mean to be constantly under the mobile app surveillance? Does the flexibility of the gig economy impact the skills and aspirations of these boys? Does it dehumanise the workers and transform them into human drones? This study maps the lived experience of food delivery boys and their families, which has so far remained behind the celebrated success of the platform economy in India. Using both interview and participant observation methods to study gig workers and deploying dimensional analysis to unpack the context, this study finds evidence of unobtrusive dehumanisation. Given the mushrooming trend of such gig workers, the findings of this study call for a deeper analysis of the social impact of the gig economy and have far-reaching implications.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.7,"publicationDate":"2022-06-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47453441","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 : 2022-04-19DOI: 10.1177/23220937221078118
C. Prakash, R. Yadav, A. Singh, Aarti
In this competitive global market, where organisations struggle to attract the best talent, providing a unique employer value proposition (EVP), educational sector does not lag behind other sectors. In this study, the researchers tried to identify the dimensions of employer brand attractiveness among higher educational institutions’ potential faculty members. Furthermore, this study compares higher educational institutions’ attractiveness dimensions as employers among potential faculty members based on gender. A sample of 250 potential faculty members of higher educational institutions has been drawn from the national capital region (NCR), India. Confirmatory factor analysis and independent-sample t-test has been used to attain the objectives of the study. The study highlighted that economic value, social value, developmental value, interest value and application value significantly contribute to higher educational intuitions’ employer attractiveness. Furthermore, the independent sample t-test showed a significant difference among male and female potential employees of higher education institutions based on application value. The remaining dimensions, namely economic, social, developmental and interest, do not significantly differ. The study will help the management of higher educational institutions frame their unique EVP to attract quality academic talent.
{"title":"An Empirical Investigation of the Higher Educational Institutions’ Attractiveness as an Employer","authors":"C. Prakash, R. Yadav, A. Singh, Aarti","doi":"10.1177/23220937221078118","DOIUrl":"https://doi.org/10.1177/23220937221078118","url":null,"abstract":"In this competitive global market, where organisations struggle to attract the best talent, providing a unique employer value proposition (EVP), educational sector does not lag behind other sectors. In this study, the researchers tried to identify the dimensions of employer brand attractiveness among higher educational institutions’ potential faculty members. Furthermore, this study compares higher educational institutions’ attractiveness dimensions as employers among potential faculty members based on gender. A sample of 250 potential faculty members of higher educational institutions has been drawn from the national capital region (NCR), India. Confirmatory factor analysis and independent-sample t-test has been used to attain the objectives of the study. The study highlighted that economic value, social value, developmental value, interest value and application value significantly contribute to higher educational intuitions’ employer attractiveness. Furthermore, the independent sample t-test showed a significant difference among male and female potential employees of higher education institutions based on application value. The remaining dimensions, namely economic, social, developmental and interest, do not significantly differ. The study will help the management of higher educational institutions frame their unique EVP to attract quality academic talent.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.7,"publicationDate":"2022-04-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80316150","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 : 2022-04-19DOI: 10.1177/23220937221094996
{"title":"Peer Review Excellence Award Winners","authors":"","doi":"10.1177/23220937221094996","DOIUrl":"https://doi.org/10.1177/23220937221094996","url":null,"abstract":"","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.7,"publicationDate":"2022-04-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87891042","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 : 2022-04-18DOI: 10.1177/23220937221083813
Zunaira Saqib, Mariam Khan
Organisations are making efforts to enhance diversity and become inclusive, yet there is little agreement on what leads an organisation to become inclusive. This article explores how organisations become inclusive through certain policies, practices, and behaviours. We conducted this study on a multinational subsidiary based in Pakistan with its parent company headquartered in Europe. Single case study methodology was used along with semi-structured interviews to gather in-depth data. Our findings suggest that inclusive organisations and inclusion can be considered relative concepts based on the context. An effort to find standardised policies, practices and behaviours to create inclusive organisations may not be possible. Organisations may be considered inclusive in the context that they operate in. The study strongly demonstrates the need to further refine the concept of inclusive organisations especially in light of societal context. The study serves as a valuable point of discussion in understanding how local operating context is balanced with international transfer of human resource (HR) practices. Our study contributes to diversity and inclusion literature through discussing behavioural and procedural elements that contribute towards building an inclusive workplace in a non-western context.
{"title":"Striving for Inclusion of Diverse Employees: How Important is the Context?","authors":"Zunaira Saqib, Mariam Khan","doi":"10.1177/23220937221083813","DOIUrl":"https://doi.org/10.1177/23220937221083813","url":null,"abstract":"Organisations are making efforts to enhance diversity and become inclusive, yet there is little agreement on what leads an organisation to become inclusive. This article explores how organisations become inclusive through certain policies, practices, and behaviours. We conducted this study on a multinational subsidiary based in Pakistan with its parent company headquartered in Europe. Single case study methodology was used along with semi-structured interviews to gather in-depth data. Our findings suggest that inclusive organisations and inclusion can be considered relative concepts based on the context. An effort to find standardised policies, practices and behaviours to create inclusive organisations may not be possible. Organisations may be considered inclusive in the context that they operate in. The study strongly demonstrates the need to further refine the concept of inclusive organisations especially in light of societal context. The study serves as a valuable point of discussion in understanding how local operating context is balanced with international transfer of human resource (HR) practices. Our study contributes to diversity and inclusion literature through discussing behavioural and procedural elements that contribute towards building an inclusive workplace in a non-western context.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.7,"publicationDate":"2022-04-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47054165","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 : 2022-04-18DOI: 10.1177/23220937221087022
Md Sohel Chowdhury, Dae-seok Kang
Using the tenets of the theory of planned behaviour (TPB), this study aims to investigate the role of person–organisation (P–O) fit in predicting the job-seeking intentions of university graduates in Bangladesh. There is a lack of adequate research into the theoretical phenomenon in career-related literature, especially in light of inconsistent findings for the suggested relationships under the TPB framework. This may be one of the pioneer studies that examines the role of perceived P–O fit in the association between the TPB core constructs (i.e., subjective norms, self-efficacy and attitudes) and job-seeking intentions. Based on data collected from 239 unemployed university graduates in Bangladesh, this article examines the hypothesised relationships among the study variables with structural equation modelling. The results indicated that P–O fit significantly predicted job-seeking intentions, both directly and indirectly, through the influence of attitudes. Additionally, attitudes partially mediated the association between self-efficacy and job-seeking intentions. Notably, although subjective norms could not influence job-seeking intentions, the boundary conditions of P–O fit perceptions on the relationship between subjective norms and job-seeking intentions appeared significant. Based on the findings, there is a discussion of practical implications for career counsellors and recruitment policymakers. Finally, the study’s limitations and possible research directions are highlighted.
{"title":"Person–Organisation Fit and Occupation Selection in Bangladesh: A Study on Bangladesh Civil Service Applicants","authors":"Md Sohel Chowdhury, Dae-seok Kang","doi":"10.1177/23220937221087022","DOIUrl":"https://doi.org/10.1177/23220937221087022","url":null,"abstract":"Using the tenets of the theory of planned behaviour (TPB), this study aims to investigate the role of person–organisation (P–O) fit in predicting the job-seeking intentions of university graduates in Bangladesh. There is a lack of adequate research into the theoretical phenomenon in career-related literature, especially in light of inconsistent findings for the suggested relationships under the TPB framework. This may be one of the pioneer studies that examines the role of perceived P–O fit in the association between the TPB core constructs (i.e., subjective norms, self-efficacy and attitudes) and job-seeking intentions. Based on data collected from 239 unemployed university graduates in Bangladesh, this article examines the hypothesised relationships among the study variables with structural equation modelling. The results indicated that P–O fit significantly predicted job-seeking intentions, both directly and indirectly, through the influence of attitudes. Additionally, attitudes partially mediated the association between self-efficacy and job-seeking intentions. Notably, although subjective norms could not influence job-seeking intentions, the boundary conditions of P–O fit perceptions on the relationship between subjective norms and job-seeking intentions appeared significant. Based on the findings, there is a discussion of practical implications for career counsellors and recruitment policymakers. Finally, the study’s limitations and possible research directions are highlighted.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.7,"publicationDate":"2022-04-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90833280","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 : 2022-04-18DOI: 10.1177/23220937221084436
Vishal Garg, Arun Kumar Attree, Vibhash Kumar
The purpose of the study was to examine the association between managers’ transformational leadership style and employees’ innovative work behaviour (IWB) through psychological empowerment. We employed survey methodology and collected data by administering a standardised instrument to employees (n = 203) working in public and private sector bank branches in the Delhi-NCR region of India. By applying structural equation modelling, we found that by adopting a transformational leadership style, managers can encourage employees’ IWB. Psychological empowerment partially mediated the relationship between transformational leadership and the IWB of the employees. Additionally, we found that the transformational leadership style is positively associated with the psychological empowerment of employees, and employees’ psychological empowerment is positively related to the IWB of the employees. The study practically iterates that transformational leaders can augment their employees’ innovative behaviour by empowering them.
{"title":"The Mediating Role of Psychological Empowerment on the Transformational Leadership-Innovative Work Behaviour relationship: A Study of Indian Banking Sector","authors":"Vishal Garg, Arun Kumar Attree, Vibhash Kumar","doi":"10.1177/23220937221084436","DOIUrl":"https://doi.org/10.1177/23220937221084436","url":null,"abstract":"The purpose of the study was to examine the association between managers’ transformational leadership style and employees’ innovative work behaviour (IWB) through psychological empowerment. We employed survey methodology and collected data by administering a standardised instrument to employees (n = 203) working in public and private sector bank branches in the Delhi-NCR region of India. By applying structural equation modelling, we found that by adopting a transformational leadership style, managers can encourage employees’ IWB. Psychological empowerment partially mediated the relationship between transformational leadership and the IWB of the employees. Additionally, we found that the transformational leadership style is positively associated with the psychological empowerment of employees, and employees’ psychological empowerment is positively related to the IWB of the employees. The study practically iterates that transformational leaders can augment their employees’ innovative behaviour by empowering them.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.7,"publicationDate":"2022-04-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41681531","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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