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Revalidation
Process for Established Instruments: A Case of Meyer and Allen's
Organizational Commitment Scale
- -R
Krishnaveni and N Ramkumar
The
paper focuses on the process of revalidation of established
research instruments in a new context. It demonstrates how
Meyer and Allen's Organizational Commitment Scale was revalidated
for application in India. Data were collected from 120 respondents
from a number of auto-ancillary industries. Appropriate statistical
software packages were used to assess reliability, validity,
and unidimensionality of each sub-scale. Confirmatory factor
analysis was done through Partial Least Squares (PLS) Modeling
to prove the dimensionality of the scale. The instrument was
found to have high reliability and validity in the Indian
context. The general methodology illustrated in the study
can be used by the researchers to validate their instruments
in different organizational settings.
©
2008 IUP . All Rights Reserved.
Motivation
in ITES Industry: Dimensionality with Reference to Herzberg's
Theory
- -Mihir
Dash, Anubha Singh and Vivekanand
The
concept of motivation in general and Herzberg's two-factor
theory in particular, has been the subject-matter of research
for long and continues to be relevant. This study attempts
to explore the constituents of `motivators' and `satisfiers'
in an ITES (Information Technology Enabled Services) organization
in India. The findings of the study are discussed and interpreted
in the light of the changing work environment.
©
2008 IUP . All Rights Reserved.
Effect
of Organizational Structure on Organizational Effectiveness
through Face-to-Face Communication
- -Tirumala
Santra and Vijai N Giri
The
paper analyzes the effect of organizational structure on organizational
effectiveness through Face-to-Face (FtF) communication. Data
were collected from 324 employees from various organizations
in India. It was found that organizational structure was a
predictor of organizational effectiveness. Centralization
and formalizationdimensions of organizational structurewere
found to be positively correlated with organizational effectiveness.
FtF had a significant and positive relationship with the organizational
structure. FtF was neither a predictor of organizational effectiveness
nor a mediating variable for the relationship between organizational
structure and organizational effectiveness.
©
2008 IUP . All Rights Reserved.
Organizational
Learning: A Comparative Study of Indian and Multinational
Organizations
- -Vaneeta
Aggarwal and P T Srinivasan
Intellectual
labor has become the most important factor of production in
the recent years. Organizational learning has become increasingly
important as a sustainable competitive strategy for the survival
of organizations in today's fast changing environment. Organizational
learning was studied in the manufacturing and information
technology sectors in the Indian and multinational companies
operating in India. In both the sectors, organizational learning
was higher (with higher learning score and lower learning
dissatisfaction score) in multinational companies operating
in India as compared to their Indian counterparts. The study
has implications for enhancing organizational learning in
the Indian organizations.
©
2008 IUP . All Rights Reserved.
Effect
of Emotional Intelligence on Occupational Self-Efficacy
- -Neerpal
Rathi and Renu Rastogi
The
relationship between Emotional Intelligence (EI) and Occupational
Self-Efficacy was studied on 112 scientists in a number of
research organizations, using the emotional intelligence scale
developed by Hyde, Pethe and Dhar and occupational self-efficacy
scale developed by Pethe, Chaudhari and Dhar Correlation and
regression analysis have revealed that emotional intelligence
has a positive relationship with occupational self-efficacy
and is found to be one of its significant predictors. The
study implies that people with higher emotional intelligence
are more effective employees as compared to those with lower
emotional intelligence.
©
2008 IUP . All Rights Reserved.
Vicious
Circle of Attrition in the Bpo Industry
- - Santoshi
Sen Gupta and Aayushi Gupta
Business
Process Outsourcing (BPO) is growing at a phenomenal pace.
It has become a mantra of employment. Despite its momentous
growth and bright future, the BPO industry continues to suffer
from very high attrition rates. New employees come with a
lot of enthusiasm but their motivation gets depleted as job
realities unfold with the passage of time. Reviewing the earlier
research, 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 because `Low Perceived Value'
drives the employees to quit which further lowers the perceived
value. This has implications for further research on BPO industry.
©
2008 IUP . All Rights Reserved.
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