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Empowerment
as a Moderator of the Relationship Between Work Stress and
Psychosomatic Symptoms
-- PT Srinivasan
and P David Jawahar
Work
Stress and its unfavorable effects in the workplace have been
well researched and documented. Stress itself has been studied
from various perspectives. Research has progressed to "uncover"
personal and situational moderators of the stressor-strain
relationship. It is in this context that the role of empowerment
as a moderator of the individual outcomes is explored. This
research work aims to address the effectiveness of psychological
empowerment as a moderator of work stress in relation to individual
outcomes. The results prove the moderating qualities of empowerment
and suggest that organizations adopt empowerment strategies.
Further research may examine the relative efficacy of the
empowerment dimensions.
©
IUP. All Rights Reserved.
Mergers
and Acquisitions: People
Issues and Cultural Integration
--
Nupur
Hetamsaria
Even
companies that appear to be very similar can have different
corporate cultures, and those cultures can be hard to integrate
when companies merge or are acquired. Managing cultural change
is critical to the success of a merger or acquisition. This
paper discusses what culture is, how to assess it, and how
to integrate two different corporate cultures. It also focuses
on effective communication and human resource practices required
for successful transitions in mergers and acquisitions. Prior
studies in this area have been identified and analyzed. Findings
show that the neglect of due diligence factors of culture
and human resource compatibility hampers the transition and
effective integration of the new entity.
©
IUP. All Rights Reserved.
Some
Aspects of Organizational Communication
in India: An Empirical Study
Jigisha
Dholakia
This
study, being essentially empirical in nature, is based on
primary data relating to Indian organizations. The primary
data has been collected through a sample survey based on a
questionnaire. An attempt has been made in the study to try
and examine communication dealings by differentiating between
the people working in the corporate and academic organizations
and, males and females. The study highlights significant differences
between males and females in terms of several aspects of organizational
communication. There are a few differences in some aspects
of organizational communication between the people working
in the corporate and academic organizations. In most cases,
the differences in the given aspects of organizational communication
across categories and levels observed in this study seem to
corroborate the broad conceptual patterns emerging from the
available literature on organizational communication.
©
Jigisha Dholakia. IIMA Working Papers 2002-08-04. (http.//netec.mcc.ac.uk).
Reprinted with permission.
Management
of Expatriate Repatriation:A
Comprehensive Framework
-- Andrew
Dutta and Manjeesh K Singh
Multinational
corporations have been sending their executives to various
countries across the globe for decades. Though these multinationals
managed the process of expatriation properly, empirical research
reveals that they have been an outright failure when the management
of repatriation of their expatriates was concerned thus leading
to a high attrition rate of these knowledge-rich, crossculturally
experienced executives. This is partly due to the inability
and unwillingness of the HR managers to understand and deal
with the intricacies of a repatriation program and largely
due to dearth of any comprehensive repatriation management
framework, which combines all the critical components of repatriation,
in the literature of international human resource management.
This research study, based on grounded theory research methodology
provides a comprehensive and practical framework, which the
HR managers can apply, in order to bring in greater retention
of their valuable repatriates. The framework suggested through
this study can be applied in any organization as long as the
intention is to retain these repatriates so as to make full
use of their rich, cross-cultural work experience.
©
IUP. All Rights Reserved.
Response
Preference in Organizational Behavior Research: Do Respondents
to Classical and Internet Surveys Possess Different Psychological
Characteristics?
Steven
Mestdagh and Marc Buelens
The
Internet has become a widespread tool for conducting research
in organizational behavior. Little is known, however, of the
psychological characteristics of Internet users. In the present
study, differences in motivation, satisfaction, behavioral
patterns and work outcomes are examined among respondents
who had the choice of either filling in an online or a traditional
pen-and-paper version of a large-scale Flemish survey. Participants
in both groups were mostly professional workers. After controlling
for demographic variables, our results suggest that those
who responded over the Internet place higher importance on
opportunities for self-development and on assuming responsibility
than those who opted for the pen-and-paper version. Moreover,
Internet respondents appeared to be less satisfied with the
content of their jobs and with their bosses. They also reported
a significantly higher intention to leave the organization.
Finally, the Internet group reported less compulsive work
addiction, fewer health complaints, and less work-to-family
conflict. The results allow us to conclude that Internet respondents
more closely represent the image of the modern professional
workforce, as often characterized in terms of shifting psychological
contracts, values and career expectations.
©
Steven Mestdagh and Marc Buelens. Vlerick Working Papers 2003/01
(papers.ssrn.com). Reprinted with permission.
Role
of Work Centrality in Indian Banks: A
Comparative Study in Public and Private Sector Banks
-- Naval
Bajpai and Deepak Srivastava
The
present study has been designed to examine the degree of work
centrality of two public sector and two private sector banks.
For this purpose, two public sector banks and two private
sector banks were selected and from each organization 25 subjects
were selected randomly. A questionnaire developed by Sinha
(1990) was used for ascertaining the level of work centrality.
Data were analyzed employing one-way ANOVA. F ratio was found
to be significant and it indicates that the means of four
organizations taken in the present study were significantly
different from one another. Work centrality of private 1,
private 2, public 1, and public 2 were found to be 2.22, 2.16,
1.44, and 1.62 respectively.
©
IUP. All Rights Reserved.
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