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Business, Management and Accounting >
Organizational Behavior and Human Resource Management
Journal of Strategic Human Resource Management
Publisher:Publishing India Group
Editor in chief:Subhash C. Kundu
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An Exploratory Study On Level Of Job Satisfaction And Intent To Leave Among Sales Workforce Of Private Sector Insurance Companies With Reference To Nagpur City
Author:Smruti Rahul Patre And Vinod Gawande
Volume: 1 | Issue no: 3-2012 | Pagination: 39-50
This paper attempts to study the level of job satisfaction and intent to leave the job among sales workforce of private sector insurance companies. The objectives of the study were to examine the level of perceived job satisfaction and intention to leave the job. Based on the literature reviews an instrument of ten facets of job satisfaction and intention to leave was developed to find the level of perceived job satisfaction and intention to leave. For this purpose, data from 30 sales workforce from three different insurance companies were collected. The data was analyzed using SPSS software. Data was statistically analyzed using One-Sample t-test. Findings of this study suggested that the sales workforce had moderate level of satisfaction with their job, whereas the perceived intention to leave job was on the low level. Hence it can be concluded that the moderate level of job satisfaction lead to low intent to leave their jobs. It is found that there is a negative correlation between Job satisfaction and Intent to leave among insurance companies sales workforce. Based on the findings, recommendations and suggestions are presented. The research has further scope to find other factors affecting intent to leave the job, other than Job satisfaction.
Relationship Of Work Family Conflict And Enrichment With Organizational Commitment Among Sales Person
Author:T .G. Vijaya And R. Hemamalini
Volume: 1 | Issue no: 3-2012 | Pagination: 32-38
This paper distingushes the two types, work family conflict and work family enrichment as an independent variable which effects the increase or decrease in organizational commitment. Along with conflict and enrichment, satisfaction with work and family was also considered as an variable to determine the relationship of the work life elements with organizational commitment. Samples were drawn from sales person working in different private organization, about 110 sales person were selected. The study has identified that conflict displays a negative association or decrease in commitment, were as enrichment and satisfaction displays a positive association or increase in commitment. By applying gender as a control variable, it was identified that male put in more commitment than female repondents based on the study.
A Study Of The Effect Of Managerial Level On Achievement Motivavation Of Oil And Natural Gas Company Managers
Author:R Ashmi Sharma And Ipshita Bansal
Volume: 1 | Issue no: 3-2012 | Pagination: 25-31
For any organisation, its human capital is the most unique asset as it helps in the actualisation of organisational mission, goals and objectives. Only a highly motivated workforce can help in achieving what all organisations strive for. Organisations have been searching for means and methods to keep employees motivated. Different researches in the area of motivation reveal that some people have a stronger desire to achieve their respective goals as compared to people who are not so concerned about goal achievement. Achievement motivation is the drive to attain success by choosing activities that can help in goal actualization. Achievement motivated people consistently try and find solution to a problem and remain focused on the goal. Tangible reward of success does not deter a person with high level of achievement motivation. Thus, organisations must find measures to keep such employees motivated. In studies conducted so far, the effect of managerial level on achievement motivation has not been studied. The present study was conducted to identify the effect of managerial level on the achievement motivation of E4 (Superintending Engineer) & E5 (Chief Engineer) level managers in India's leading PSU, Oil and Natural Gas Company (ONGC). The sample for the study was collected from ONGC's five regional offices. Of the total sample of 69 managers, 29 were at E4 (Superintending Engineer) managerial level and 40 were at E5 (Chief Engineer) managerial level. The target sample was only E4 and E5 level managers of ONGC since the turnover at these two levels was relatively higher than other managerial levels. A questionnaire having 52 questions was administered. For the present study, the variables considered were: achievement motivation (Dependent variable) and Management Level: E4&E5 (Independent variable). For the purpose of analysis SPSS 17.0 was used for statistical data analysis. Independent sample t-test, Factor Analysis, Descriptive and Reliability Analysis was applied keeping in mind the nature of hypotheses. According to the findings, E4 and E5 level managers are not significantly demotivated but lack sportsmanship; however, E5 level managers are significantly better in terms of attitude towards work. It may be concluded that E5 level managers do not have significantly higher level of achievement motivation than E4 level of managers. Thus, managerial level may not necessarily increase the achievement motivation significantly. The findings of the study were thought-provoking and implied that managers at level E4 & E5 are significantly less achievement motivated and thus do not strive to take growth opportunities as a challenge and means to learn or gain knowledge. The study was conducted to provide recommendations to policy makers so as to bring about higher level of achievement motivation in ONGC managers particularly at level E4 & E5
The Relation Between Probability Of Success And Competency Level
Author:Ratan Ch. Chakraborty
Volume: 1 | Issue no: 3-2012 | Pagination: 20-24
The purpose of this paper is to derive a mathematical relationship between the probability of success and competency level of any individual in an activity. A deductive approach has been employed here to derive the mathematical relation. The probability of success has been found to be an exponential function of the competency level. The work of this paper would be the threshold for further research in constructing a valid and reliable scale of measurement for competency level in every activity. The individuals, by means of this relation, could prepare themselves in better a way to participate in any event and the HR professionals could more effectively modulate training programmes. In addition to this, the employers, instead of using the elimination process, may also use the relation for selecting appropriate human resources for the posts of their organisations. This paper is the first in its category to derive the mathematical relationship between probability of success and competency level.
Recruitment And Selection Techniques In Manufacturing And Service Organizations Operating In India
Author:Subhash C. Kundu, Desh Rattan, Ved Pal Sheera And Neha Gahlawat
Volume: 1 | Issue no: 3-2012 | Pagination: 9-19
Primary data based on 426 respondents were analyzed to compare the recruitment and selection techniques being practiced by Manufacturing and Service organizations operating in India. For the analysis of the data, statistical tools such as latent trait model, percentages, means and standard deviations were used. This study explored that recruitment and selection practices vary across industrial sector in India. Service companies use recruitment methods more vigorously in comparison to Manufacturing companies. The most practiced recruitment methods in Manufacturing companies are direct applicants, placement consultants, employee referrals and company websites. At the same time, recruitment methods adopted by Service companies are employee referrals, job portals, temporary staffing, head hunting, advertisement in newspapers and company websites. When it comes to selection, methods found to be applied in Manufacturing companies are written tests and general interview. In case of Service companies, the methods are written tests and tests on specific skills. Implications and limitations of the study were also discussed.
Job Attitudes And Attrition: An Empirical Study Of It And It Es Employees In India
Author:A. Pandu And Mohammed Galib Hussain
Volume: 1 | Issue no: 3-2012 | Pagination: 1-8
Attrition becoming an area of growing concern in the Information Technology and Information Technology Enabled Services sector, the purpose of this paper is to investigate Job Attitudes and its relationship to IT and ITES employee's attrition in India. 610 samples were chosen by convenience sampling method through questionnaire. Data was analyzed using multiple regression and factor analysis. Multiple regressions (Multiple R value: 0.724, R Square value: 0.525 and Adjusted R Square: 0.520) have proved the main hypothesis that there is relationship between job attitudes and attrition. The result is strengthened by confirmatory factor analysis. The fit of general model is high (Goodness of Fit Index (GFI)) =0.993, Adjusted Goodness of Fit Index (AGFI) =0.976 and Root Mean Square Residual (RMR) =0.060.Non-Significant χ2 and Goodness of fit Indices is the 0.993 accompanied by Confirmatory/comparative Fit Index=.998 and Root Mean Square Error of Approximation (RMSEA) is 0.027. The value of GFI, AGFI, CFI close to 1 indicate, it is a very good fit model to predict attrition by job attitudes and an RMSEA of 0.01 indicates the close fit of model and that value up to 0.027 represents the reasonable errors of approximation for a model.
Cross Cultural Dimension Of Compensation Management: Global Perspectives
Author:R. K. Mishra, Punam Singh, Shulagna Sarkar
Volume: 1 | Issue no: 2-2012 | Pagination: 64-72
With the advent of globalization, companies have realized the need to operate transnational and mark their footsteps across the world. The rise in frequent cross-nation transaction and operation has lead companies to focus on people centric approaches. Cross cultural issues have acted as hindrances in the performance of the organizations. Thus, there is a huge scope for companies to focus on HR approaches which act as a solution to numerous cross cultural issues. One such area which requires close attention of HR professionals is the 'Compensation Management'. While developing the global compensation and benefit composition, HR must deal with many factors that are not present in a domestic environment. In this paper, it is attempted to discuss about some of those factors that unswervingly impacts global compensation and benefits strategies. The paper identifies the factors affecting international compensation management and discusses the role of culture in developing compensation strategies.
A Research Study Of Fa Ctors Influencing Ta Lent Retention In Bpo Industry
Volume: 1 | Issue no: 2-2012 | Pagination: 54-62
The most challenging job in today's competitive world, for any organisation is to identify, recruit and retain a high quality workforce. It is an established fact that talent retention is a strategic tool to ensure competitive and corporate performance. In the war for talent, talented employee retention is getting harder day after day and continues to be the top priority for CEO's. Low retention is seen in almost all fields but it is certainly alarming in the BPOs. In an extremely competitive market, it has become imperative for BPO organisations to look into the causes of low retention and come up with a strategy for retaining one's employees. This study attempts to find out the reasons of low employee retention in BPO (ITeS) industry and found that in order to prolong the employee's stay in the organisations, BPO companies must maintain a conducive organisation culture and should adopt a competitive rewards and recognition policies along with best of the facilities which can further help employees to maintain work life balance. The BPO (ITeS) employees appended greater value to organisation's atmosphere, supportive top management in comparison to salary and other monetary benefits.
Quality Interventions In Hr Practices: A Case Of Higher Education
Author:Jaya Bhasin, Aubid Hussain Parrey
Volume: 1 | Issue no: 2-2012 | Pagination: 45-54
Higher Education Institutions leverage knowledge to spur innovation, improve customer service and help in achieving excellence. Regarding this essential and strategic role of quality in Higher Education Institutions, HR interventions in academic institution's service quality becomes important. The administrative executives and managers, along with the faculty of the higher education institutes should pay attention in developing their educational institutes in the light of various dimensions of student's quality perception. They should comply with all the necessities, standards and requirements of quality education needed by students. Accreditation process and the law is not a solution for the problem instead the involvement of the stakeholders in every step is essential. This paper broadly focuses on the efforts and strategies of Higher Educational Institutions for transforming them into progressive educational institutions of higher learning driven by innovative HR strategies and standards of quality and excellence as seen by the students. Analysis of the collected data has been done by using perceptual mapping for the responses and applying Chi-square test to determine the dependence of attributes. This study outlines administrative solutions to the problems and analyzes the dynamics of change by proposing a strategic HR intervention for achieving quality standards in Higher Educational Institutions.
Achieving Competitive Advantage Through Hr Practices: A Case Study
Author:Saloni Pahuja, Ramesh Chander Dalal
Volume: 1 | Issue no: 2-2012 | Pagination: 36-44
Every Organization intends to have edge over its competitors in order to sustain and gain competitive advantage. Existing research suggests that service Organizations have paid strategic attention in aligning human resources to sub-serve this cause. Organizations find it extremely difficult to recruit, motivate, develop and retain competent manpower in fiercely Competitive environment these days. This research paper reviews how competitive advantage is developed using HR practices. Based on a case study of the State Bank of India from the employee's perspective, an attempt has been made to make generalization in this regard for emerging economy. The study uses primary data collected with the help of well structured questionnaire. Using Factor analysis, it identified five key factors as recruitment and reward system, training and skill development practices, organization climate, employee participation and empowerment; and effective communication system to determine competitive advantage in the banking industry in an emerging economy.
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