How Managers’ Emotional Intelligence Impacts Employees’ Satisfaction and Commitment: A Structural Equation Model

--Kerry Webb

The study explores the power of Structural Equation Model (SEM) to determine the relationship between managers’ emotional intelligence and employee satisfaction and commitment in the workplace. This investigation of managerial behavior utilizes SEM to provide a visual portrayal of the relationship and impact on employee attitudes. The study provides suggestions which may help managers and supervisors to influence employees toward higher levels of satisfaction, commitment and performance in the workforce.

© 2014 IUP. All Rights Reserved.

The Relationship Between Breach of Psychological Contract and Workplace Deviant Behavior

--Anwar Hussain

The purpose of this study is to understand the effect of breach of psychological contract on workplace deviant behavior of Information Technology (IT) professionals of Pakistan. There is a need for this study as it was seen that the IT industry of Pakistan could not flourish as much as the IT industries of India and other regional countries. One of the major problems regarding IT industry in Pakistan is that there is a lack of organizational commitment. So, this study tried to find out the reasons behind this problem. From the preliminary research, it was found that the two key factors affecting commitment in IT industry are compensation and psychological contract. Breach of psychological contract and workplace deviant behavior were measured with the help of a questionnaire. The statistical analysis was conducted to find out the relationship. The study shows that if there is a breach of psychological contract on the part of the employer, then the employee tends to show negative behavior and attitude. This can result in reduced loyalty, decrease in organizational commitment and organizational citizenship behavior, and it increases workplace deviant behavior. The performance of the employee is affected and hence it affects the overall productivity of the organization. The implications are discussed and a further study is proposed.

© 2014 IUP. All Rights Reserved.

An Introspection of Employee Engagement: A Quantitative Content Analysis Approach

--Shiv Kumar Sharma and Sukhmeet Kaur

Employee engagement is an emerging approach for organizational success as well as holding talented employees. Engagement contributes extensively to an organization’s performance, leading to improvement in profitability, customer satisfaction and long-term financial results. It also helps the employees to make a noteworthy contribution to their organization. Lack of consensus among the academicians, research scholars and management consultants on the definition of engagement has created an academic and research gap. A majority of reviewed conceptualizations shared a multidimensional nature of employee engagement. This paper is based on quantitative content analysis of employee engagement. The purpose of the study is to determine the frequency of different dimensions employed to define engagement. The results illustrate that psychological investment and work-role performances are the most counted dimensions to measure employee engagement.

© 2014 IUP. All Rights Reserved.

Overcoming Obstacles to Career Advancement: A Study of Female Executives in India’s Service Sector

--Akanksha Anand

Very little is known about the executive women in management of the India’s service sector. The service sector’s human capital contributes nearly half of the Gross Domestic Product (GDP) of India. Globalization needs this human capital and women managers in the labor market are increasing with the demand for talented human resource. Women occupy different organizational ranks from the front line to management. However, very few women are present in senior level positions of service sector organizations. The management board, particularly of the banking, finance and hospitality industry, has newly seen the first ever women in their board of directors. Women managers easily occupy entry and middle level positions, although they encounter challenges in reaching management roles from within and outside of an organization. This paper highlights the organizational, societal and individual level barriers that exist for women in three service sector organizations. Finally, the paper suggests organizational policies for human resource management and recommendations to encounter the disproportionate representation of women in the globalized workforce.

© 2014 IUP. All Rights Reserved.