A Study of Antecedents and Consequents of Organizational Citizenship Behavior Through Causal Loop Diagram: A Holistic Approach

--Shiv Kumar Sharma and Shipra Agrawal

The study aims at (a) developing a conceptual framework of Organizational Citizenship Behavior (OCB) which delineates the antecedents and consequents of OCB; and (b) translation of the conceptual framework to causal loop diagram to formulate a holistic policy to augment OCB at workplace. Using conceptual methodology, an extensive qualitative review was conducted to identify the robust predictors and consequents of OCB. The findings of the study highlight the composite view of antecedents and consequents of OCB in the form of conceptual framework and the comprehensive understanding of cause-and-effect relationship among OCB, its antecedents and consequents through causal loop diagram. The study helps to formulate policies and strategies to augment OCB at the workplace.

© 2014 IUP. All Rights Reserved.

Impact of Human Resources Management Practice and Perceived Organizational Support on Job Satisfaction: Evidence from Yanbu Industrial City, KSA

--Abdulmonem AlZalabani and Rajesh S Modi

Organizations have two types of resources, i.e., physical resources and human resources. It is important to nurture human resources and physical resources in a knowledge-driven economy. Job dissatisfaction erodes human resources or capital and makes organization less competitive. It is therefore necessary to know the factors or variables which create job satisfaction. The present study aims at exploring the impact of Human Resource Management Practice (HRMP) and Perceived Organizational Support (POS) on job satisfaction in the context of Kingdom of Saudi Arabia (KSA). The study reveals that HRMP and POS have positive impact on job satisfaction. It was also found that making the job interesting and varied has the maximum impact on job satisfaction. The other variables—training and development, teamwork, proper communication channel, participative management and aligning the organizational goal with the employees' goal—have substantial impact on job satisfaction.

© 2014 IUP. All Rights Reserved.

Emotional Intelligence as a Predictor of Work-Family Conflict Among School Teachers in North Central Province in Sri Lanka

--U W M R Sampath Kappagoda

Quality teachers are valuable assets of any country in the process of developing human capital for a knowledge-based economy. The level of emotional intelligence and balancing of work and family responsibilities are much more important especially for teachers in improving their quality. A perusal of the Sri Lankan research literature showed that there was no investigation that focused on the impact of emotional intelligence on work-family conflict among school teachers in North Central Province in Sri Lanka. This paper investigated the impact of emotional intelligence on work-family conflict among the school teachers in North Central Province in Sri Lanka. A sample of 325 school teachers were selected from Anuradhapura and Polonnaruwa districts using the convenience sampling technique. A structured questionnaire was used to measure emotional intelligence and work-family conflict. The data collected were analyzed using correlation coefficient and regression analysis. The results showed that the level of emotional intelligence had a significant negative relationship with work-family conflict. The teachers who have high emotional intelligence show less work-to-family conflict and family-to-work conflict. It is concluded that the possession of high emotional intelligence is more important when balancing work-family responsibilities.

© 2014 IUP. All Rights Reserved.

Impact Index: A New Tool for Improving Organization’s Performance

--P Guna Saketh, Swaroop Chetan M, Mrunalini R Ghantewad and Madhumita Das

At the organizational level, achieving goals and objectives for profit maximization has been a common approach. We very often discuss issues like inefficiency in planning or lack of proper personnel management, which result in major setbacks for an organization. This paper seeks to find solutions to such issues. In this regard, the paper proposes a new concept called ‘Impact Index’. It further, elaborates on the concept of impact index and discusses the factors that positively or negatively affect it. The paper puts forth this theory aimed at effective results, be it at an organizational level or individual level, with an effort to elaborate as to why organizations need to start implementing this theory and the vast benefits it gives. The paper also discusses how an organization can assign work and recruit new talent using the impact index.

© 2014 IUP. All Rights Reserved.