July'23
The IUP Journal of Organizational Behavior
Archives
Examining the Influence of Principled Leadership Approach on Learning Organization Culture
This explorative and non-experimental study investigates how the Principled Leadership Approach (PLA) impacts the creation of Learning Organization Culture (LOC). The study defined PLA as an institutional system anchoring on three critical aspects-compassion, integrity, and inclusivity-and how this aspect supports the basic structure of the learning organization's culture-purposeful orientation, leadership support, and structure flexibility. This model was tested with the help of 604 sample data collected randomly from varied business professions in India between April 2020 and September 2021. The model for the study was tested using EFA and CFA. The study found that PLA's dimension has a significant favorable influence on LOC's dimension, indicating PLA builds a positive pathway to unfold the ideal of learning organization culture. FullArticle...
Influence of Spirituality on Organizational Commitment and Role of Demographics: A PLS-SEM Analysis
The study examines the influence of workplace spirituality and individual spirituality on employee commitment and the role of gender and age as moderating variable. It was conducted among bank employees from various public and private banks in India's northern region. Employees' spirituality had a beneficial influence on their commitment to work as per Partial Least Square-Structural Equation Modeling (PLS-SEM). Also, it was revealed that age and gender had no substantial moderating influence on employee commitment. This study would serve as a valuable resource for HR professionals and management teams who are looking to create a culture of spiritual engagement in their organizations. It may also assist employees in developing a sense of fulfillment in their job, which would boost their productivity and commitment. FullArticle...
Effect of Perceived Organizational Support and Supervisor Support on Employee Engagement: A Study on SMEs in Gujarat
The paper investigates the relationship of perceived organizational support and supervisor support with employee engagement and its subsequent effect on job satisfaction of employees working in SMEs in the state of Gujarat, India. The conceptual framework of research was formed based on Social Exchange Theory (SET) and Organizational Support Theory (OST). A total of 353 responses from employees working in SMEs were collected through a survey and analyzed using Structural Equation Modeling in AMOS 20. It was found that perceived organizational support and perceived supervisor support positively lead to employee engagement in SMEs. There was also a positive relationship between employee engagement and job satisfaction. This shows that support is much needed in organizations irrespective of size. The findings also indicate that employee engagement leads to an individual outcome like job satisfaction. FullArticle...
Sustaining Organizational Culture Amid Workplace Bullying: A Review of Employee Responses Using EVLN Model
In pursuit of sustaining competitiveness, organizations are striving to maximize both productivity and profitability. This phenomenon has led to forming three clusters of employees: highly engaged, highly disengaged and indifferent. The classification of employees found in organizations kind of dictates the organizational culture. If not governed appropriately, workplace bullying or any negative action that takes place among the employees will hamper the organizational culture. The paper aims to review the literature to examine the culture of workplace bullying and employees' responses to it with respect to Exit, Voice, Loyalty and Neglect (EVLN) outcomes. Further, the paper aims to draw outcomes on how organizations have been affected in the process and what role organizational culture plays in the process. The study is based on secondary data gathered from online platforms, for instance, Google Scholar, EBSCO, Jstor, etc. Mismatch between national culture and organizational culture leads to negative workplace behavior like workplace bullying and eventually employee responses in terms of EVLN model. Most of the employees facing bullying resort to behaviors of exit and silence, so there is less loyalty and more neglect. Strategies for sustaining organizational culture are suggested. FullArticle...