Identification of Sources of Job Stress: A Study of Bank Marketing Executives

The present study identified the sources of job stress among marketing executives working in private banking sector of Punjab. A self-administered questionnaire consisting of personal information and items related to respondents job stress was used to collect the data from 600 marketing executives. The factors having potential to produce job stress identified through factor analysis are lack of clarity and growth, work-life imbalance, work overload, lack of autonomy, unachievable targets, poor communication system and poor interpersonal relations. The detailed findings and managerial implications for private banks are discussed.

Academic Leadership: Current Challenges and Future Prospects

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Contextualising Highly Skilled South Asian Migrant Woman as A Worker: Exploring Her Work Experiences in Traditional Migration Countries

This review addresses the career trajectory of highly skilled Asian migrant women. Previous studies have highlighted a plethora of experience of these women across work, family and immediate environment. This review offers a feminist perspective on this category of women as a productive part of labour force in the host country and to bring popular research pieces of the last decade under one roof is the objective of this review. The countries in focus are traditionally immigrant friendly nations such as USA, Canada, New Zealand and Australia. Experiences at each level of work life are traced: right from job search to on- the-job experiences. Coping mechanisms of situations are detailed with possible influence in the identity of the worker. The review concludes with instances of highlight for this category of women in the state policy framework.

Innovative Work Behaviour of School Teachers: Role of Belief for Innovation and Personality Patterns

In teaching, innovative work behavior is an important issue and there is a crucial role of teachers for development of innovations. Purpose of this study is to assess role of teachers beliefs and personality for innovative work behavior among school teachers. Participants were 400 secondary school teachers of 28 schools at Kolkata (West Bengal, India), who were administered the following measures: a) Innovative Work Behavior Scale (Janssen, 2000), b) Belief-Assessment Scale for Innovation and c) Neo Five Factor Inventory (Costa & McCrae, 1992). The Belief-Assessment Scale for Innovation was developed for this study. Teachers belief for innovation, openness, extra-version, and conscientiousness were found to be positively correlated with all the three domains of innovative work behavior i.e. idea generation, idea promotion, and idea realization. Neuroticism was negatively correlated with idea generation. Regression analysis revealed that teachers beliefs for innovation and degree of openness to new or different ideas have a potentially significant impact on innovative work behavior. This study is a significant contribution towards understanding the determining factors of innovative work behavior among teachers.

Teaching Effectiveness: A Study on Moderation Effect of Organisational Support and Organisational Commitment

Perceived organizational support is an employee belief that organization values their contributions and cares about their welfare. The study assumes faculty can teach effectively in an environment where there is organizational support. In addition organizational commitment is a significant employee attitude towards his job in regard to effective teaching. Consequently the study is sought to analyze the moderation of organizational support on the relationship between organizational commitment and teaching effectiveness. The study is conducted among 410 private engineering college faculties working in Rayalaseema region of Andhra Pradesh. The study follows descriptive research design, as the study describes the moderation effect of organizational support. The study follows probabilistic, multi-stage sampling method in selection of sample. The study administers structured questionnaire among engineering college faculty for collection of primary data. The study finds statistically insignificant moderation effect of organizational support.

The Level of Job Stress and Burnout Across Employees of Six Sectors in Indian Organizations

The economic recession in 2008 followed by a period of slow economic recovery and continuous volatile economic environment has apparently affected every sphere of Indian economy. The impact is so real that India cannot but revamp the business strategies in order to stay afloat and vibrant. Consequently, any financial instability directly affects the employees in the organizations in the form of work overload and job insecurity, which can increase stress and burnout among the employees. Therefore against the backdrop of slow recovery period in the aftermath of the 2008 recession, this study explored the level of job stress and burnout experienced by the employees across sectors, namely, I.T, health care, hospitality, educational, manufacturing and public-service sectors in India. Apparently, this study found that the Indian employees were overall moderately stressed and burned out. While health care and manufacturing sector employees experienced high amount of job stress and burnout, the educational and public-service sector employees reported lesser job stress and burnout comparatively. Hence, this study is of great help for the managerial practitioners to assess the level of stress and burnout spread across Indian sectors and take preventive measures against stress and burnout in a continuing atmosphere of economic instability.

Promoting Ethical Behaviour Through Management of Bad Apples: A Conceptual Analysis

The paper provides a conceptual analysis of multiple facets related to dynamics of bad apples in any organization-their behavior, characteristics, individual forces, organizational forces, and moderators that promote their existence and growth in regard to creating and sustaining ethical culture. It also emphasises the role of management to work efficiently considering the negative forces brought to the working space by these bad apples. More so, specific issues like ethical and unethical behavior, morality, and the environment under which the ethical behavior transforms into unethical behavior in the organization are also analyzed. Studies narrated that organizations can promote ethical environment through employee feedback, employee engagement, organizational citizenship behavior (OCB), adherence to ethical code of conduct, social exclusion, sound reward, and whistle blowing policy. The paper further emphasizes the influence of moral intensity through probability of effect, proximity, social consensus, magnitude of consequences and temporal immediacy, on ethical behavior. Besides, people with personality trait of machiavellianism and self-monitoring are more likely to become/follow bad apples and have also been observed to accelerate the individual level of unethical behavior in the organization. The need for empirical study was felt taking into account the above mentioned variables to reach an objective conclusion on the proliferation and management of bad apples in any organization and promotion of ethical behavior.

Forms of Workplace Bullying in Institutions of Higher Learning in the Light of the Integral Model of Workplace Bullying

This study aims at exploring forms of workplace bullying as psychological violence among academic staff of the National University of Lesotho. The methodology for this study is the qualitative research approach, with an overarching intention of making meaning out of respondents definition of the phenomenon of workplace bullying which they are experiencing. Data for this study are collected through a semi-structured interview on twenty academic staff members of the aforementioned institution. Data analysis is done through the iterative and inductive methods of the Interpretive Phenomenological Analysis (IPA). Results of the study highlight the following forms of workplace bullying as psychological violence within the context of the study: staff devaluing, expatriate syndrome, authoritarian management, communication bullying, unknown politicized agenda, and economic/financial bullying. The forms of workplace bullying experienced by interviewees are person-related, management-style related, interpersonal, and job resources related, which can be ascribed to the university restructuring programme that is ongoing during the period of this study. From literature review and the findings of the study the researcher has conceived the Integral Model of Workplace Bullying as a conceptual framework for enhancing understanding of forms of workplace bullying within the context of this study.

Factors Influencing Employee Motivation in Indian University: A Case Study of Banaras Hindu University

This paper is an attempt to identify the role played by rewards (Payment, Promotion, etc.) in motivating employees. The study explores factors determining rewards and their level of contribution towards employee motivation along with the relationship between rewards and motivation and differences in the motivation of employees based on the demographic variables. Descriptive statistics is used in the study to provide information on demographic variables. The results are analyzed in terms of descriptive statistics followed by inferential statistics on the variables. The study revealed multiple factors affecting employee work motivation and performance which have got their own unique approach, significance and contribution towards motivation and performance that elevate and maximize organizational progress. A quantitative methodology was used for the study and questionnaire method was used as the measuring instrument. A total of 250 questionnaires were distributed to respondents and a total of 202 employees completed the questionnaire. The four independent variables of reward included, payment, promotion, recognition, benefits and the dependent variable was employee work motivation. The results indicate that there is a statistical significant relationship between all of the independent variables with dependent variable employee work motivation, all the independent variables have a positive influence on employee work motivation and results also showed that among four independent variables, promotions was most important and more influential variable.

Book Review: Organizational Psychology (2015) by Dr. H.L. Kaila

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