Interactional Justice and Job Mobility Preparedness: Mediating Role of Leader-Member Exchange (LMX)

--P B Srikanth and L Gurunathan

There is substantial evidence that fairness is an important dimension affecting employees’ action within the social milieu of the organization. Researchers have still not adequately examined the mechanism through which fairness perceptions impact the attitude and behavior of the employees (Masterson et al., 2000). Using organizational justice literature, the present study examines the role of fairness perceptions and job mobility preparedness of the employees with the mediating role of supervisor support. Data collected from 186 respondents working in a large manufacturing company based in India provided support to establish partially mediating role of supervisory support in predicting job mobility preparedness. The study emphasizes social exchange relationships at workplace to understand how relationship with supervisor and supervisor’s actions affect employee attitude and how those relationships drive employee workplace behavior. The data is analyzed using multiple regression and mediating effects measured using Sobel test. The results of the study could be used by practicing managers and organizations to determine what kind of employees engage in job mobility preparedness and under what circumstances will such behavior occur.

© 2013 IUP. All Rights Reserved.

Psychological Climate and Organizational Effectiveness: Role of Work Engagement

--Aakanksha Kataria, Pooja Garg and Renu Rastogi

This study contributes to our understanding of the mediating mechanism of work engagement through which psychological climate of an organization is linked with the organizational effectiveness. We developed and tested a mediation model associating between the latent constructs of organizational effectiveness. Our model evaluates the premise that employees’ favorable perceptions of the organizational settings are directed towards increased organizational effectiveness through an individual-level construct, work engagement. Overall, data from 300 employees in different service organizations in India support this model. Data analysis, performed using Structural Equation Modeling (SEM) approach, revealed that work engagement fully mediates the relationship between psychological climate and organizational effectiveness, suggesting that employees’ engagement with their work plays a significant role in shaping the effectiveness of their organization.

© 2013 IUP. All Rights Reserved.

Profiling of Organizational Culture Using OCTAPACE Framework in Indian Insurance Industry

--Ajay Solkhe

The present study has attempted to probe the dynamics of organizational culture in the Indian insurance industry by using OCTAPACE framework. The empirical studies in the past revealed that conducive OCTAPACE culture is a necessary precondition for influencing organizational effectiveness positively. To achieve the objectives, 73 responses were evaluated on a 4-point scale of an OCTAPACE profile questionnaire developed by Udai Pareek, specifically measures organizational ethos in 8 values of Openness, Confrontation, Trust, Authenticity, Proaction, Autonomy, Collaboration and Experimentation. The study was conducted covering three (one from public sector and two from private sector) insurance organizations. The results suggested that there are significant differences on account of various dimensions of OCTAPACE culture, and correlations between various organizational ethos and values are found to be significant. The study also helps in figuring out the weaker aspects of culture in terms of values and beliefs that prevail in the organization, which certainly helps the top management of the organization to develop and maintain an effective organizational culture in the longer run. It further aids in generating the desired organizational performance and building a sustained competitive advantage.

© 2013 IUP. All Rights Reserved.

A Study on the Relationship Between Workgroup Process and Group Members’ Satisfaction with Reference to Women Self-Help Groups

--Latha Govindarajan and V Padhmanabhan

The study examines the relationship between women Self-Help Group (SHGs) satisfaction and process dimensions of workgroup characteristics. Women SHGs are formed with a purpose of promoting women’s economic and social empowerment. Members are motivated to engage in any economic activity in groups like producing bakery products, home furnishing decorative items, packaged readymade food mixes, etc. These SHGs are selected through eight NGOs that are affiliated with women’s welfare program, a scheme under ‘Mahalir Thittam’, Women’s Welfare Project, Coimbatore District Collectorate, Tamil Nadu, India, using multistage sampling. 116 samples (after removing fours samples due to errors) were selected for the study using convenience sampling. The variables such as potency, social support, workload sharing and communication and cooperation within the SHG group are studied under the process dimension of workgroup characteristics. Workgroup satisfaction was measured through team effectiveness scale. Correlation method was used to determine the relationship between the workgroup process and satisfaction.

© 2013 IUP. All Rights Reserved.