Talent retention in Indian public sector units (PSUs): an empirical investigation

Kybernetes ◽  
2019 ◽  
Vol 49 (6) ◽  
pp. 1783-1810
Author(s):  
Bidhan Mukherjee ◽  
Bibhas Chandra ◽  
Saumya Singh
Keyword(s):  
Leadership Style ◽  
Sampling Technique ◽  
Job Security ◽  
Significant Interaction Effect ◽  
Retention Strategy ◽  
Content Type ◽  
Career Growth ◽  
Talent Retention ◽  
Culture And Climate ◽  
Prime Function

Purpose In response to scholarly calls, this study aims to explore the persuasive predictors including (job security, autonomy, work-life balance, culture and climate, career growth, leadership style and support, training and development and reward, recognition and pay) of talent retention in Indian PSUs by emphasising the commonalities and differences between different category of employees from different cohorts based on their contribution in the prime function of the business. Design/methodology/approach A self-administered questionnaire was used to collect data from 472 employees from selected organisations through Multistage sampling technique and Simple random sampling technique. Data were analysed using tests such as logistic regression, MANOVA, post hoc Tukey in SPSS 20. Findings Job security, autonomy, career growth and culture and climate are the persuasive predictors of talent retention in Indian PSUs. However, there is a significant interaction effect of age and job standard on job security. Job security and perceived employability do not relate to age for core category employees rather possess identical perception than other employee category. Findings indicate that identifying the position to be retained is more viable than a common retention strategy. Originality/value This study contributes to the existing knowledge of talent retention by exploring novel insights in comprehending the commonalities and differences of different employee category at all level from different cohorts, sharing different responsibilities in the prime function of the business that has largely been ignored. The study can succour in improving performance and cost-effective retention strategy.

The role of transformational leadership style, organizational structure and job characteristics in developing psychological empowerment among banking professionals

2018 ◽  
Vol 9 (2) ◽  
pp. 107-122 ◽  
Author(s):  
Imran Ahmad Shahzad ◽  
Muhammad Farrukh ◽  
Nazar OmerAbdallah Ahmed ◽  
Li Lin ◽  
Nagina Kanwal
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Psychological Empowerment ◽  
Organization Structure ◽  
Sampling Technique ◽  
Job Characteristics ◽  
Cluster Sampling ◽  
Content Type ◽  
Bank Managers ◽  
The Impact

Purpose The purpose of this paper is to investigate the antecedents of psychological empowerment among bank managers in Beijing, China. Specifically, it aims at investigating the impact of transformational leadership, organization structure and job characteristics on psychological empowerment among banking professionals. Design/methodology/approach Questionnaires were distributed to bank managers in Beijing which were randomly selected through the cluster sampling technique. PLS-SEM was used for analysis to testify the hypotheses. Findings Statistical results showed; transformational leadership, organization structure and job characteristics were directly and positively related to psychological empowerment. Originality/value The proposed model is essential in providing guideline for the development of employees. These recommendations can be adopted by the organizational trainers and human resource personnel for the betterment of their organization.

Transformation leadership and creativity

2019 ◽  
Vol 48 (5) ◽  
pp. 1082-1099 ◽  
Author(s):  
Jaithen Abdullah Al Harbi ◽  
Saud Alarifi ◽  
Aissa Mosbah
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Positive Relationship ◽  
Organizational Innovation ◽  
Sampling Technique ◽  
Organizational Level ◽  
Content Type ◽  
Significant Positive Relationship ◽  
Individual Level ◽  
The Relationship

Purpose The purpose of this paper is to examine empirically the effect of transformational leadership on followers’ inventiveness and organizational innovation. It studies transformational leadership and innovation at the organizational level and creativity at the individual level. Design/methodology/approach A theoretical model was created, which entailed the development of variables and hypotheses. A survey instrument was used to obtain data, through a self-completion questionnaire. The final sample was made up of 503 individuals, recruited using a random sampling technique. Findings The results showed that transformational leadership has a significant positive relationship with both followers’ creativity and organizational innovation. Furthermore, a significant positive relationship was found between followers’ creativity and organizational innovation. In addition, the relationship between transformational leadership and followers’ creativity, through the mediating role of employees’ psychological empowerment, support for innovation, workplace relationships and employee learning, was also found to be both positive and significant. However, the data showed that intrinsic motivation does not significantly affect the relationship between transformational leadership and creativity. Practical implications The study provides guidance to organizations that need to change their leadership style and approach, as well as their innovation and creativity mechanisms, at a strategic level. The resulting guidance provides organizations with insight into how they can improve the creativity of their employees through motivating, supporting and inspiring them. Originality/value This study is an attempt to illustrate the extent to which transformational leadership can affect organizational innovation in Saudi Arabia, specifically in the public sector, and to explore how employees’ creativity can be improved. This research is beneficial for academics, organizations and policy makers, especially in the Gulf countries.

scholarly journals Effect of Job Security and Governance on Teacher’s Job Satisfactions of Higher Educational Institutions in Southern Punjab

2019 ◽  
Vol 11 (1) ◽  
pp. 40-50
Author(s):  
Amir Saif ◽  
Muhammad Adnan
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Structural Equation ◽  
Research Method ◽  
Quantitative Research ◽  
Sampling Technique ◽  
Job Security ◽  
Equation Modeling ◽  
Security Governance ◽  
Quantitative Research Method

Educational institutes in Pakistan have become progressively successful. In the last few decadesPakistan is facing tremendous challenges particularly in education and due to insufficient and ineffectivepublic education system. However, there is need to plan and strategize upcoming challenges bases oneducation machinery workforce placement, capability and capacity. This study is aiming to examine therelationship between, job security, governance, and teacher’s job satisfaction. In addition this study is alsoinvestigating the moderating effect of leadership style between job security and governance. This study hasused SMART-PLS structural equation modeling to analyze the data using quantitative research method. Thisstudy has used quantitative research method using stratified sampling technique. This study had used 266completed and usable questionnaires collected from teacher of the institutions in Sothern Punjab- Pakistan.The findings have indicated a significant relationship between job security, governance and job satisfaction ateducational institution level. In addition it was also reveals that leadership style has no significant influencebetween job security, governance and teacher’s job satisfaction. The influence of these factors calls for thefurther research. There is also need to carry out a similar but comparative study in rural settings.

Application of leadership style in government organizations: a survey in the Kingdom of Bahrain

2017 ◽  
Vol 10 (4) ◽  
pp. 581-594 ◽  
Author(s):  
Sutan Emir Hidayat ◽  
Ahmad Rafiki ◽  
Marwa Mohamed Aldoseri
Keyword(s):  
Leadership Styles ◽  
Leadership Style ◽  
Work Experience ◽  
Sampling Technique ◽  
Snowball Sampling ◽  
Content Type ◽  
Government Organizations ◽  
Laissez Faire ◽  
The Government ◽  
Islamic Leadership

Purpose The purpose of this paper is to analyze the excecution of various leadership styles, namely, transactional, transformational and laissez-faire that are being practiced among the government organizations in the Kingdom of Bahrain. The study compares and differentiates these three leadership styles with that of the major Islamic leadership concepts. Design/methodology/approach The study used a descriptive analytical method. A number of 100 government employees participated in the survey which has been selected as the sample of the study using the snowball sampling technique. Findings The study detects that the transactional leadership is the most highly applied leadership style in the government organizations of Bahrain. The finding is identified on the basis of the employees’ attributes based on their gender (male and female); current positions (employee and manager); work experience (less than a year, from one to five years, from 6 to 10 years); and age (less than 20 years, from 20 to 35 years, from 36 to 50 years, more than 50 years). Meanwhile, the second style mostly applied among the employees is the transformational leadership style. It is perceived that this style has been applied by employees with 10 years of work experience and are in the age group of more than 50 years. The least applied leadership style is the laissez-faire. Originality/value The study can be used by the Government of Bahrain to set up policies on how to improve efficiency within the government organizations in the Kingdom. This study also fills up the gap in the leadership styles literature, as no prior studies of this manner involving the government organizations of the Island have ever been conducted.

Do instrumental and symbolic factors interact in influencing employer attractiveness and job pursuit intention?

2018 ◽  
Vol 23 (4) ◽  
pp. 444-462 ◽  
Author(s):  
Shweta Kumari ◽  
Gordhan K. Saini
Keyword(s):  
Recruitment Strategy ◽  
Job Seekers ◽  
Significant Interaction Effect ◽  
Content Type ◽  
Employment Choice ◽  
Career Growth ◽  
Corporate Social ◽  
Changing Demographics ◽  
Employer Attractiveness ◽  
New Generation

Purpose The changing demographics of talent market calls for a better understanding of the expectations of diverse job seekers. However, there is limited research on employer attractiveness (EA) factors which cover the expectations of new generation job seekers. The purpose of this paper is to examine the effect of career growth opportunities (CGO), work–life benefits (WLB) and corporate social responsibility (CSR) reputation on the perceived attractiveness of an organization as an employer and the job pursuit intention (JPI) of job seekers. Design/methodology/approach A 2 (CGO: many vs limited)×2 (WLB: many vs limited)×2 (CSR reputation: high vs low) between-subjects experimental design was used for this study. A total of 240 respondents participated in the study. Findings The results showed that provision of CGO had the highest effect on both EA and JPI. This effect was strong enough to compensate for limited WLB and a low CSR reputation. A significant interaction effect between CGO and CSR reputation revealed that the effect of CSR reputation on EA depends on the availability of many or limited CGO. Originality/value The study contributes and expands literature on attributes relevant in job choice decisions by providing useful insights regarding how job seekers weigh these attributes while making an employment choice. Also, the study offers suggestions for designing organizations’ recruitment strategy for attracting talent.

Lebanese cherishing a transformational educational leader

2016 ◽  
Vol 30 (6) ◽  
pp. 1045-1071 ◽  
Author(s):  
Dorine Maurice Mattar
Keyword(s):  
Leadership Style ◽  
Middle Eastern ◽  
Sampling Technique ◽  
Structured Interviews ◽  
Content Type ◽  
Staff Members ◽  
The North ◽  
Norms And Values ◽  
Transformational Leadership Style ◽  
University Leaders

Purpose – The purpose of this paper is to find out if the characteristics, traits and leadership style of an effective university leader in Lebanon match those of a transformational one. Moreover, it is intended to shed light on the possible transferability of the transformational leadership’s success to the Middle-Eastern society where norms and values differ significantly from the North-American context where research extensively supported its positive effect. Design/methodology/approach – Qualitative data were collected from semi-structured interviews conducted with eight faculty and two staff members chosen based on the purposiveness sampling technique. The researcher tape-recorded the interviews, then transcribed and coded the data before analyzing it. Findings – Results revealed that the director demonstrated to a great extent all the characteristics that define a transformational leader, except when it comes to nepotism and to the lower level employees who are not usually invited to share in the decision-making process. He was able to successfully challenge the process, inspire and motivate all the campus’s employees. However, in order to generalize and conclude that the whole Lebanese higher educational setting encompasses and cherishes the transformational leadership style, additional research is to be undertaken. Originality/value – Although Lebanon has long been a pioneer in the education field in the Middle-East, however, not enough studies are found on the various leadership styles exhibited by Lebanese university leaders, and here lies this research’s value.

Despotic leadership and IT project efficiency: the role of resilience

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jabran Khan ◽  
Namra Mubarak ◽  
Sana Aroos Khattak ◽  
Samyia Safdar ◽  
Mastura Jaafar
Keyword(s):  
Information Technology ◽  
Job Stress ◽  
Leadership Style ◽  
Sampling Technique ◽  
Vital Role ◽  
Conservation Of Resources ◽  
Content Type ◽  
Time Lagged ◽  
Negative Leadership

PurposeBased on conservation of resources theory, the present study aims to investigate the negative leadership style (i.e. despotic leadership) and its influence on a key dimension of project success (i.e. project efficiency) directly and indirectly via employees’ job stress. Moreover, this study also aims to investigate the moderating role of resilience on the relationship between despotic leadership and employees’ job stress.Design/methodology/approachThis study used a time-lagged design and collected data via purposive sampling technique from 342 information technology project employees. Data were analyzed using SPSS 25 and AMOS 24.FindingsThe findings are in line with the proposed relationship, as despotic leadership negatively influences project efficiency via employees’ job stress and resilience plays a vital role in mitigating the effects of despotic leadership on employees' job stress.Practical implicationsThe findings of this study provide direction to information technology firms to develop strategies to decrease employees’ stress and increase project efficiency.Originality/valueThis study extends the literature on leadership and information technology projects by examining how despotic leadership influences project efficiency via employees’ job stress. Negative leadership exists in organizations but has not yet been empirically explored; this study finds that it increases subordinates’ stress level and ultimately influences project efficiency.

The effect of work environment, leadership style, and organizational culture towards job satisfaction and its implication towards employee performance in Parador Hotels and Resorts, Indonesia

2017 ◽  
Vol 59 (6) ◽  
pp. 1337-1358 ◽  
Author(s):  
Suharno Pawirosumarto ◽  
Purwanto Katijan Sarjana ◽  
Rachmad Gunawan
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Work Environment ◽  
Leadership Style ◽  
Structural Equation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Content Type

Purpose The purpose of this paper is to determine the effect of the work environment, leadership style and organizational culture on job satisfaction and its implication toward the performance of the employees. Design/methodology/approach The research population was the whole 642 employees of Parador Hotels and Resorts, Indonesia. The amount of the samples was determined with the formula of Slovin, and the Structural Equation Modelling (SEM) sample consideration was equal to 200 employees. As many as 179 questionnaires were returned and sent for analysis. Proportionate stratified sampling was used for the sampling technique, and sample elements were determined by accidental sampling method. The analytical method used in this study was descriptive statistics and SEM–Partial Least Square with IBM Statistical Package for the Social Sciences (IBM SPSS) Statistics 22.0 software and WarpPLS 3.0 program. Findings The results show that work environment, leadership style and organizational culture have a positive and significant impact on job satisfaction, but only the leadership style has a positive and significant effect on the employee performance. Job satisfaction does not give a significant and positive effect on employee performance and it is not a mediating variable. Originality/value As indicated by the findings, the role of leaders in hotel industry, in this case general manager (gm), is of importance. Without a high-quality gm, job satisfaction and organizational culture will not be achieved.

scholarly journals Motivation and Employees Performance in County Assembly of Mandera, Kenya

2019 ◽  
Vol 3 (IV) ◽  
pp. 1-13
Author(s):  
Hussein Adan Hassan ◽  
Priscilla Ndegwa
Keyword(s):  
Leadership Style ◽  
Quantitative Data ◽  
Employee Performance ◽  
Sampling Technique ◽  
Job Security ◽  
Working Environment ◽  
Primary Data ◽  
Validity And Reliability ◽  
Inferential Statistics ◽  
Compensation Package

The introduction of devolution saw a great number of staff transferred from the national government to the County government. However, human resource management became a major challenge across all counties as most Counties lacked capacity. As a result there has been job dissatisfaction among employees of the county governments which can be detrimental to performance of both employees and county assembly at large. Hence there was need to implement strategies that can motivate employees in order to enhance their performance so as to get desired results from them. The general objective was to determine the effect of motivation on employee performance of in county assembly of Mandera, Kenya. The specific objectives were to: examine the effect of compensation package on performance of employees in Mandera County; to establish the effect of working environment on performance of employees in Mandera County; to assess the effect of job security on performance of employees in Mandera County; and to assess the effect of employee promotions on performance of employees in Mandera County. The study was informed by the equity theory, goal setting and the expectancy theory. The study adopted descriptive research design. The study population consisted of 150 employees in the County Assembly of Mandera. The population was grouped into departments of employees in the county Assembly. Stratified random sampling technique was used to select the sample. The study grouped the population into stratas, whereby from each stratum the study took a 30% sample. The sample size was 45 respondents. The study collected primary data through use of a questionnaire. The questionnaire had both closed and open-ended questions. The developed questionnaire was checked for its validity and reliability through pilot testing. The quantitative data was analyzed using descriptive and inferential statistics. The quantitative data was analyzed by using descriptive statistics which included frequency distribution tables and measures of central tendency (the mean), measures of variability (standard deviation) and measures of relative frequencies. The inferential statistics included a regression model which established the relationship between variables. Data was presented using tables, charts and graphs. The study findings show that compensation package, working environment, job security and employee promotions have an effect on performance of employees. The study concludes that compensation management can affect job satisfaction and employees organizational commitment, employees’ will improve their performance if the problems identified during the research are tackled by the management and that Work environmental factors that influenced employee performance were physical environment factors, reward, management / leadership style, training and development and work-life balance. This study recommends that management and decision makers should endeavour to review compensation packages at various levels in order to earn employees’ satisfaction, organizations should enhance flexibility of working environment, reduce work noise distraction and enhance supervisor’s interpersonal relationship with subordinates. Organizations should have well recognized job pay package, job security, and reward system for their employees and organizations should be able to recognise employee who have done well at work, device mechanisms to retain and reward an employee for his years of service to the organization.

THE RELATIONSHIP BETWEEN CAREER DEVELOPMENT, COMPENSATION, JOB SECURITY, WORK ENVIRONMENT AND EMPLOYEE LOYALTY

2020 ◽  
Vol 9 (1) ◽  
Author(s):  
Muhammad Faizal Samat ◽  
Muhammad Najmuddin Hamid ◽  
Muhammad Ameer Shafiq Awang@Ali ◽  
Wan Muhammad Iqmal Fazri Wan Juahari ◽  
Khairul Asraf Ghazali ◽  
...  
Keyword(s):  
Career Development ◽  
Work Environment ◽  
Turnover Rate ◽  
Sampling Technique ◽  
Job Security ◽  
Future Research ◽  
Kuala Lumpur ◽  
Employee Loyalty ◽  
Convenience Sampling ◽  
The Relationship

Malaysia has recorded the second highest involuntary turnover rate at 6% and third highest voluntary rate at 6.5% in South East Asia. Employee loyalty becomes critical towards employer. Thus, the purpose of this study was to examine the relationship between career development, compensation, job security, work environment and employee loyalty. In conducting this study, convenience sampling technique has been employed and respondents have been chosen in the area of Kuala Lumpur. Hypothesis were tested using regression analysis by using Smart-PLS. Based on the result, career development, compensation and job security were found to be significant with employee loyalty. However, work environment was found to be not significant with employee loyalty. It is suggested for future research to explore other variables in order to find the factors contributed in employee loyalty. Keywords: Career Development, Compensation, Job Security, Work Environment, Employee Loyalty

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