Impact of Job Stress and Social Support on Job Satisfaction among Academic Staff

There may be so many negative consequences of stress for human beings and dissatisfaction among employees happens to be one of the major problems. It indicates negative feelings that individuals have regarding their jobs or its facets. On the other hand, social support is assumed to be mitigating the relationship between negative aspects of the work environment and job satisfaction. Job stress is said to be associated with job dissatisfaction as well as experience of strain. In view of the above, this study examined the role of job stress and social support in job satisfaction. The sample consisted of 30 school teachers from different school of Varanasi (U.P.). The job stress, job satisfaction and social support scales were administered on the participants. The responses of the participants were converted into scores for statistical analyses. The scores of participants on the scales were correlated. The findings revealed that job stress led to increased job satisfaction. It is against the proposed hypothesis and it appears as if the social support received by the participants is a factor behind it. Two of the four dimensions of social support were found to exert positive impact on job satisfaction but the other two dimensions were not found to be correlated with it. The findings are thoroughly discussed and interpreted.

Investigating the Personality Variable (LOC) & Impression Management Relationship: Exploring the Role of Demographic Variables & Sectoral Difference of Managers

The purpose of the study is to investigate the relationship between locus of control and impression management. The study also examines the variation in locus of control dimensions namely, internality, externality (others) and externality (chance). It further investigates the difference on perception of demographic variables (gender and marital status) and sectoral difference on impression management. The study was administered on 125 Managers who were representatives of different private and public sector organizations in Delhi/NCR. Variables in the study were assessed using validated instruments. Descriptive Statistics, t-test, Correlation and Regression were used for data analysis. Organizations will be better prepared to dig into the arena of one of the personality variable, i.e. locus of control and its relationship with impression management. The current research is imperative in providing insights into role of personality variable (locus of control) and impression management, which will be one of the pioneer researches available till date. Moreover, the research will highlight the significance of locus of control dimensions and impression management.

Leader-Gender Stereotypes in Female Congenial Workplaces

The present study is an attempt to study the attribution patterns of employees toward descriptions of leaders in a female congenial workplace. 100 preschool teachers employed at various playschools located in Vadodara city served as sample for the study. The sample respondents completed a questionnaire that comprised of preliminary information and the Indian Gender Role Identity Scale (IGRIS) by Basu (2010). The data thus generated was subjected to ascending means to find out the frequency with which adjectives were chosen from the Scale. The results revealed that a leader in a female congenial workplace is largely described with masculine adjectives and lesser with feminine adjectives.

Influence of Emotional Intelligence on Conflict Management Styles of Employees: A Study of the Indian Railways

Most employees experience conflict at workplace with their colleagues as a usual or normal part of their job. Some individuals handle it better, while some of them may need intervention. The area of work conflict has rapidly grown over the last two decades. High conflicts and bad ways of managing them cause extreme job stress and low engagement at work. This study investigates the influence of Emotional Intelligence (EI)on the conflict management style of employees in government sector organizations. The study comprised of a sample 73 employees, both from management and non-management cadre of Indian Railways. The results obtained through quantitative analysis demonstrate a clear and definite relationship between the emotional intelligence of an employee and his/her conflict resolution technique.

Work-family & Family-work Conflict of Dual-earner Couples: A Study on Officers of Defence CPSE in Bangalore

Many Indian families are affected by the 24/7 economy, but relatively little is known about how working couples experience work-family & family-work conflict. The aim of this study is to find the relationship between work-family conflict/family-work conflict and demographic variables like age, total work experience, education, managerial level, number of children & dependents of dual earner couples where either one of each couple is working in defense CPSE in Bangalore in any officer cadre on full time basis. This study also investigates the effect of daily sleeping hours & weekly working hours, commuting distance and time and mode of transport on WFC & FWC. A scale developed by Netemeyer, et al., (1996) is used to measure work-family and family-work conflicts. The term family is defined as a Social unit of two or more persons related by blood, marriage, or adoption and having a shared commitment to the mutual relationship. The word family in this study refers to spouse, children, parents, siblings, grandparents, in-laws or any combination of these. The sample was comprised of 338 respondents working in three defence CPSEs in Bangalore out of which 85 respondents were found to be dual earners. Results confirm a positive relationship among WFC, FWC, Commuting distance & Commuting time. It also shows that family having no children experience less WFC. Interestingly, findings of the study showed that age, total work experience, age of the youngest child, daily sleeping hours & weekly working hours, spousal support, number of dependents & children, educational & managerial level were not significantly related to both work-family conflict and family-work conflict.

Exploring the Interrelationship Among Organizational Climate, Employee Motivation and Job Satisfaction: A Review of Literature

This article offers a brief review of studies on organizational climate, employee motivation and job satisfaction. A relationship among organizational climate, employee motivation and job satisfaction has been reviewed in the paper. The paper consists of four sections beginning with a brief introduction of variables along with their dimensions. It is followed by exploring their interrelationship using previous studies. Conclusion and discussions, managerial implications and direction for future research have been given in the end.

A Study on the Relationship Between Psychological Climate, Employee Engagement and Organizational Citizenship Behavior

Employee engagement is becoming an important area of focus by many HR consultancies in the recent years. Organizations having engaged employees tend to out-perform than employees who are not engaged or disengaged, also it will enable them to compete better in their industry resulting in higher performance, lower turnover, more profitability etc., Despite of all this there are still some industries who are ignorant and neglect the importance of having engaged employees. Therefore there is a necessity for more of academic research on employee engagement which helps in creating awareness to these organizations about the prominence of focusing on employee engagement and the findings will also augments the existing literature on employee engagement. The study was conducted on 433 employees working in travel organizations set up in Bangalore with the purpose of determining the relationship psychological climate (antecedent) has on employee engagement and in turn its relationship with organizational citizenship behavior (outcome). The study also determines the mediating relationship of employee engagement between PC and OCB.

Book Review: International Organizational Behavior Transcending Borders and Cultures

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HR- Unchanged Content to Changed Context

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Analysing the Current Trends in Learning and Development

Present paper is an attempt to understand the growing need for nurturing employees to build up human capital and adding value to business. Quality of employees, their development and retention are major factors in determining long-term profitability of business in todays scenario. Though researchers have observed such studies but this research helps to understand the current practices and changing trends which are prevailing in different sectors in Pune region and also demonstrates best practices being carried out in industries. A survey was conducted on 20 different companies and a questionnaire was administered to HR managers. Data was collected through personal interviews, focused group discussions with top management and employees. Statistical tool IBM SPSS 20 was used to analyze data more analytically. Tests performed were chi-square and correlation. In the course of study, it was found that most of the high technology companies prefer online training and low technology companies prefer classroom learning. Companies allocated a percentage of HR or total turnover budget towards training and development. Most of the companies tracked their cost of training through overall cost or budget expended and not for a particular participant or employee attending the training program or expected to attend.