Research in the field of Organizational Behavior (OB) is heavily dependent on the availability of reliable and validated instruments. Even the established instruments need to be revalidated when they are used for a new context or application. The quality of research findings is inseparable from the quality of measurements made for arriving at the research findings. In line with our objective of promoting quality research in the field of OB, this issue of IJOB opens with "Revalidation Process for Established Instruments: A Case of Meyer and Allen's Organizational Commitment Scale", authored by R Krishnaveni and N Ramkumar. The paper demonstrates how Meyer and Allen's Organizational Commitment Scale was revalidated in the Indian context. The methodology can be used by the researchers to validate/revalidate their instruments for measurement in different organizational settings.

Motivation has been one of the most extensively researched topics in the field of OB. Although new theories are being propounded to provide better explanations for human behavior, surprisingly, the older ones are still relevant.

The paper, "Motivation in ITES Industry: Dimensionality with Reference to Herzberg Theory", is authored by Mihir Dash, Anubha Singh and Vivekanand. It examines how the classical Two Factor Theory of Motivation by Frederick Herzberg, which was proposed in 1959, is still making sense in the present day ITES industry. Performance, recognition and relationships at work are found to be the major driving forces in contemporary work culture obtained in the ITES industry.

In the present age of globalization and fierce competition, there is an ever-increasing pressure on organizations to perform higher and higher. Enhancement of organizational effectiveness is therefore assuming higher priority for organizations as a strategy for survival.

The next paper, "Effect of Organizational Structure on Organizational Effectiveness through Face-to-Face Communication", authored by Tirumala Santra and Vijai N Giri, studies the relationships among organizational structure, Face-to-Face (FtF) communication and organizational effectiveness. Organizational structure is found to be a predictor of organizational effectiveness. Centralization and formalization are positively correlated with organizational effectiveness. FtF communication has a positive relationship with the organizational structure but it is neither a predictor of organizational effectiveness nor a mediating variable for relationship between organizational structure and organizational effectiveness.

Today, `Intellectual Labor' has become the most important factor of production (manufacturing products for customers or offering services to them). Organizational Learning is a necessary imperative for organizations to remain agile for survival in these challenging times when the environment is changing at an ever-increasing pace.

Authored by Vaneeta Aggarwal, and P T Srinivasan, the next paper, "Organizational Learning: A Comparative Study of Indian and Multinational Organizations", studies organizational learning in the manufacturing and information technology sectors in the Indian and multinational organizations in India. Multinational organizations in India have a higher learning score and lower learning dissatisfaction score as against their Indian counterparts. Multinationals in India have a competitive edge over their Indian counterparts because they have higher skilled and more effective workforce. The study has implications for the Indian organizations to become learning organizations.

The paper, "Effect of Emotional Intelligence on Occupational Self-Efficacy", authored by Neerpal Rathi and Renu Rastogi, studies the relationship between emotional intelligence and occupational self-efficacy. The study finds that emotional intelligence is positively related to occupational self-efficacy and can be one of its significant predictors. An important implication of the study is that people with higher emotional intelligence are more effective employees as compared to those with lower emotional intelligence.

The concluding paper in this issue, "Vicious Circle of Attrition in the BPO Sector", is authored by Santoshi Sen Gupta and Aayushi Gupta. The paper identifies the main causal agents responsible for high attrition in the BPO industry and argues that there is a vicious circle of attrition in BPO industry.

- Avinash Kumar Srivastav
Consulting Editor