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Reception
of Emotional Intelligence Training by Management Students
--
R
Krishnamurthi and S Ganesan
The
study demonstrates how business schools can enhance Emotional
Intelligence (EI) of their graduates by imparting experiential
learning through a specially designed training and development
module on EI. Five dimensions of EI were measured before and
after imparting experiential learning on EI to 27 second year
MBA students in a business school. Weisinger's EI Instrument
for developing EI was used for measurement. Statistical analysis
through t-test and paired t-test established that EI can be
enhanced through well-designed experiential learning modules.
There was a significant difference between the EI scores of
the respondents, after the experiential learning intervention.
©
2008 IUP . All Rights Reserved.
Emotional
Intelligence and Perceived Stress
--
Yogamaya
Panda
This
paper investigates the relationship between Emotional Intelligence
(EI) and perceived stress among 31 male and 31 female management
students in a business school. Emotional Intelligence Test
(EIT) developed by Chadha and Perceived Stress Scale (PSS)
developed by Cohen, Kamarck and Mermelstein were used for
the study. Correlational analysis has proved that EI is negatively
correlated with perceived stress. t-test on the mean result
has revealed that there is no gender difference for EI and
perceived role stress among management students. The study
highlights the importance of EI for management students.
©
2008 IUP . All Rights Reserved.
Length
of Service and Role Stress
-- Christo
F V Fernandes, Satish Kumar and Nandakumar Mekoth
Stress
experienced in organizational roles was studied on 486 executives
in public and private sector banks in Goa. Pareek's Organizational
Role Stress (ORS) scale was used to measure ten types of role
stress. The sample was divided into three parts as short,
medium and long tenure groups on the basis of length of service
of the respondent. Analysis of Variance (ANOVA) was used to
find out if significant differences existed between the groups
in terms of the different types of role stress and the total
role stress experienced. The study revealed significant differences
in stress experience among short, medium and long tenure groups.
For the total and for the six types of role stress, long tenure
groups experienced the minimum stress, medium tenure group
experienced a medium level stress and the short tenure group
experienced the maximum stress, pointing to the existence
of a negative relationship between length of service and role
stress.
©
2008 IUP . All Rights Reserved.
Learning
Organization: Exploring Employee Perception
--
Kartinah
Ayupp and Anandan Perumal
Factors
responsible for building a successful learning organization
were studied in a financial firm in Malaysia. Data on employee
perception of these factors on standing of the firm as a successful
learning organization was collected through a questionnaire
designed for the purpose. Ranking (on the basis on employee
perception) done for the six factors (identified for the study)
revealed the following order: (i) Organization Culture; (ii)
Management Skill and Employee Attitude; (iii) Human Resource
Development (HRD) Resources; (iv) Senior Management Commitment;
(v) Organization of Work. Correlation Analysis revealed that
each one of these factors was significantly and positively
related with the firm's `standing as a successful learning
organization'. Multiple Regression Analysis (for `standing
as successful learning organization' as the dependent variable
and the six factors as independent variables) brought out
that HRD Resources emerged as the dominant factor contributing
to standing as a successful learning organization. The study
has important implications for promoting organizational learning,
particularly through HRD.
©
2008 IUP . All Rights Reserved.
Personality
and Quality of Work Life
--
Nirmala
Kaushik and Manju Singh Tonk
Relationship
between personality and Quality of Work Life (QWL) was studied
in the colleges and universities in Haryana. Five dimensions
of personality and eight dimensions of QWL were measured on
200 randomly selected teachers, using NEO-Five Factor Inventory
(NEO-FFI) and QWL Scale. Correlational analysis was carried
out. Three dimensions of personality are positively correlated
with the QWL. Extroversion is positively related to opportunities
to use and develop human capacity. Agreeableness is positively
related to social integration in the work force. Conscientiousness
is positively related to opportunities to use and develop
human capacity, social integration in the work force and constitutionalism
in the work organization.
©
2008 IUP . All Rights Reserved.
Job Satisfaction and Psychological Well-Being
--
Neerpal Rathi and Renu Rastogi
The
study explores the relationship among job satisfaction, psychological
well-being and personal variables. Job satisfaction and psychological
well-being were measured on 144 randomly selected employees
working in different organizations, using Warr, Cook and Wall's
`Job Satisfaction Scale' and Goldberg and Williams' `General
Health Questionnaire-12', respectively. Five personal variables
(age, gender, marital status, educational level and rank)
were also recorded for each respondent. Correlation analysis
has revealed that job satisfaction was positively related
with age and psychological well-being. Regression analysis
has proved that job satisfaction is a significant predictor
of psychological well-being. t- test on the mean has brought
out that married employees experience higher job satisfaction
than their unmarried counterparts. Analysis of variance (ANOVA)
on job satisfaction and psychological well-being with respect
to respondents' age, education and rank has revealed that
employees differ on job satisfaction and psychological well-being
on the basis of their education and rank. Existence of an
inverted U-shaped relationship between employee rank and psychological
well-being, peaking at mid-ranks has also been reported in
this study.
©
2008 IUP . All Rights Reserved.
Achievement
Motivation Amongst Front Line Managers
-- J K Nandi
In
any organization, front line managers are responsible for
the largest number of direct workers. Their motivations influence
their behavior which significantly influences their organizations.
McClelland identified three kinds of motivation as the need
for achievement, power, and affiliation. Every human being
has all these needs though in differing measures and one's
behavior is significantly dependent on the need which is dominating.
Need for achievement leads to higher quality of performance
and is a necessary imperative for front line managers. Thematic
Apperception Test (TAT), using pictures taken from Training
Manual on Developing Entrepreneurial Motivation by Akhori,
Mishra and Sengupta, was conducted on 100 front line managers
from four different organizations in Maharashtra to ascertain
if they were achievement-oriented or not. The study reveals
that about 27% of the Indian front line managers are achievement-oriented.
Further, the sub-categories of achievement imagery were examined
to throw light on the special characteristics of achievement-oriented
managers.
©
2008 IUP . All Rights Reserved.
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