Human Resource Development

In the present climate many organizations are under severe pressure due to reduced revenue and tight control of overheads. To remain competitive, the organizations need to be flexible, lean and skilful. This means that traditional hierarchical management structures, with set reporting lines and closely defined job descriptions, are to be replaced by business and project teams. These structural changes have resulted in change in the psycho-social environment at workplace. Indian economy today is passing through a crucial change. In response to the demand of change, the PSUs went through restructuring and reengineering. All this has crated stress in the mind of the employees of PSUs. Occupational stress has been noted to put impairing effect on employees' job behaviour and physical and psychological well being. Management often fails to recognize the costly consequences to organizations due to occupational stress. Keeping these issues the researcher has made an attempt to find out the basic reasons and actual status w. r. t. to occupational stress of the executives working in various public sector units engaged in manufacturing process.

Organizational attachment echoes the psychological bond between employee and employer relations, differing from affective component of commitment in terms of employees' psychological and behavioral involvement. This study examines the extent to which employee perception about procedural, distributive justice and job cognition contributes toward organizational attachment in India. The effect of justice and job cognition variables relates differently to previous studies from western part of the globe. First, in past studies, procedural justice predicted commitment, whereas, for Indian employees, distributive justice contributed to organizational attachment. Second, the contribution of extrinsic job cognition in organizational attachment was evident in the model developed using Structural Equation Modeling (SEM; AMOS). Organizations must take cognizance of the outcomes exhibited by the behavior of managers while following the laid down policies and processes. Cognition of fairness at workplace and attachment can play key role in limiting retention. Practical implications and future research directions are discussed.

This study examined the predictive relationship between transformational leadership behaviour patterns and conflict handling strategies adopted by executives A significant predictive relationship has been found between transformational leadership and different conflict handling strategies It was hypothesized that transformational leadership affects the different conflict handling strategies Our hypotheses were confirmed in this empirical study of N = 206 leaders from four Indian IT companies Stepwise regression was conducted to find out the contribution of different transformational leadership variables on different conflict handling strategies Based on this research, it is clear that different attributes of transformational leader are closely aligned with compromising style of conflict handling than with collaborating, competing, accommodating or avoiding.

Interaction of ethical practices in an organization with different aspects of human behaviour has gained importance in predicting behaviour of employees. To address this, the paper examines the interactive relationship between organizational ethics and job independence on sportsmanship behaviour of employees. In the study data is gathered from 230 middle level executives from manufacturing public sector units in India. Structural equation modelling is used to establish causal relationship among the variables. Individual beliefs about the organizational ethics, in support of organization and to protect the organization contribute to sportsmanship behaviour. Job independence shows a direct effect on the sportsmanship behaviour. Employees adapting to unethical practices in support of the organization or to protect the interest of organization exhibit sportsmanship behaviour. Job independence happens to increase sportsmanship spirit. The data is restricted to a particular type of indust...

Purpose The purpose of this paper is to report the findings of a study which examines the relationship between transformational leadership and intention to leave through the mediating role of employee engagement, employer branding, and psychological attachment. Design/methodology/approach Transformational leadership, employee engagement, employer branding, and psychological attachment were assessed in an empirical study based on a sample of 405 full-time employees working in information technology (IT) organizations in India. The data which were obtained using Google doc and a printed questionnaire was analyzed through structural and measurement model. Findings The results reveal that transformational leadership style directly influences employee intention to leave. Transformational leadership and employer branding is mediated by employee engagement. The leadership relation with psychological attachment is mediated by employer branding. Practical implications The implications of the...

Introduction Small groups working in teams are a common feature of organization structure and process in companies dealing with information technology (IT). These teams are headed by project leaders to facilitate the completion of assignments given to the team. In such small groups, leadership is viewed as a process that includes influencing people to implement the strategies and achieve the objectives (Yukl, David & Fleet, 2002). The desire of a single individual to bring about a change/transformation may not be adequate to push the organization ahead. There is a need for this desire to be planted in a larger number of individuals in the enterprise (Singh, et al., 2000). The desire of a single individual to bring about a change/transformation may not be adequate to push the organization ahead. There is a need for this desire to be planted in a larger number of individuals in the enterprise (Singh, Maheshwari,

Transformational leaders are looked upon as a panacea for organizational effectiveness through efficient management of employees. This paper attempts to evaluate the influence of transformational leader on employee engagement and employer branding, resulting in psychological attachment. Data was collected from 378 employees from Information Technology organizations in India. Survey of sample was made through google doc and printed questionnaire. Analysis of data using confirmatory factor analysis (CFA) and structural equation modeling (SEM) helped in establishing the hypothesis and confirming the model. The findings highlighted the contribution of transformational leadership style in developing psychological attachment of employee. Role of these variables in attrition was also evaluated through mediating variables. The human resource managers trained in attributes of transformational leader can keep the employees highly engaged, leading to better performance at work.