Nanjundeswaraswamy T.S., Sindu Bharath, P. Nagesh and Vignesh K.M.
This study aims to evaluate and compare the quality of work life (QWL) of nurses, in pre- and post-COVID-19 pandemic situations.
Abstract
Purpose
This study aims to evaluate and compare the quality of work life (QWL) of nurses, in pre- and post-COVID-19 pandemic situations.
Design/methodology/approach
The study adopts a descriptive research design. Data were collected during the pre- and post-pandemic periods. The target sampling unit of the study comprises nurses working in Bangalore city, Karnataka, India. The minimum sample size was determined (Bartlett et al., 2001) as 385. The scale validation is carried out. The factors for the present study were explored using exploratory factor analysis and confirmed by confirmatory factor analysis. Model fitness (proposed measurement model) is ensured by using fit indices. The linear regression method was used to measure the level of QWL of nurses.
Findings
The present study noted that key factors that affects the QWL of nursing staff are work condition; work environment; work-life balance; compensation and reward; career development; job satisfaction and security; organization culture; relationship among co-workers and stress. Further, it is noticed that QWL of nurses pre-COVID-19 pandemic is 87.2%, while post-COVID-19 pandemic, it is 67%.
Research limitations/implications
Present study can be extended to address the same research question by considering sampling unit such as therapist, technicians and sanitarians who have equally undergone tremendous pressure during pandemic.
Practical implications
The study outcome provides references for organizations engaged in health services to understand the extreme job conditions posed by pandemic. The constructive inspiration (physio-social and organizational support) reinforces the nurses to continue in their professions by decreasing negative impact.
Originality/value
The research paper extends the contributions of Hwang (2002), Nikeghbal et al. (2021), Howie–Esquivel et al. (2022) and Rania et al. (2023) and add to the existing body of the QWL literature. The outcome of the research records the prevailing conditions of pandemic and its effect on changes in work environment with specific reference to health-care sector.
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T.S. Nanjundeswaraswamy, Nagesh P., Sindu Bharath and Vignesh K.M.
This study aims to explore the mediating role of self-efficacy and the relationship between job satisfaction and employee commitment.
Abstract
Purpose
This study aims to explore the mediating role of self-efficacy and the relationship between job satisfaction and employee commitment.
Design/methodology/approach
The study is designed based on social cognitive theory. To collect the data, survey method is used in the present study. Questionnaires were distributed to the 75 randomly selected textile industry registered and located in Bengaluru city, India. Employees of 71 organizations participated in the survey. Out of 700 employees who received the email survey, 452 valid responses were considered for the data analysis. To examine the defined research hypothesis, a structural equation model is used.
Findings
The mediating analysis explored that the direct effect is 0.700, the indirect effect is 0.1730 and the total effect is 0.8731; it indicated that self-efficacy mediates the relationship between job satisfaction and employee commitment. Research also reveals that there is a positive relationship between self-efficacy, employee commitment and job satisfaction of employees working in the textile industry. The proposed measurement model statistics are as follows: CMIN = 2.322; df = 49; GFI = 0.958; AGFI = 0.934; NFI = 0.943; RFI = 0.923; IFI = 0.967; TLI = 0.955; CFI = 0.966. All these indices were nearer to unity.
Practical implications
The research findings provide insights to the management, practitioners and employers about the status of job satisfaction, self-efficacy and commitment of employees in textile organizations which will help make the strategies to increase the overall performance of the organization by enhancing the levels of job satisfaction, self-efficacy and commitment of textile industry employees.
Originality/value
To the best of the authors’ knowledge, this is the first study that tests the relationship among self-efficacy, job satisfaction and the mediating effect of self-efficacy of employees in Indian textile industries.
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P. Nagesh, Sindu Bharath, T.S. Nanjundeswaraswamy and S. Tejus
The present study is intended to assess the risk factors associated with digital buying. Also aims to design and develop an instrument to assess the digital buyers risk factor…
Abstract
Purpose
The present study is intended to assess the risk factors associated with digital buying. Also aims to design and develop an instrument to assess the digital buyers risk factor score (DBRFS) in light of pandemic.
Design/methodology/approach
Present investigation uses a quantitative approach to achieve the stated objectives. The survey instrument for the purpose of assessing risk factors associated with digital buying was developed in two phases. The present study adopts theory of planned behaviour (TPB), built based on the theory of reasoned action (TRA). The data were collected and analysed considering 500 valid responses, sampling unit being digital buyers using social media platforms in tyre-II city of India. The data collection was undertaken between June 2021 and August 2021. The instrument is designed and validated using exploratory factor analysis (EFA) followed by confirmatory factor analysis (CFA).
Findings
The present research identified six perceived risk factors that are associated with digital buying; contractual risk, social risk, psychological risk, perceived quality risk, financial risk and time risk. The DBRFS of male is 3.7585, while female is 3.7137. Thus, risk taking by the male and female is at par. For the age group 15–30, DBRFS is 3.6761, while age group 31–45 noted as 3.7889 and for the 46–50 age groups it is measured as 3.9649.
Practical implications
The marketers are expected to have the knowledge about how people responds to the pandemic. The outcome of the research helps to understand consumer behaviour but disentangling consumer’s “black box” is challenging especially during global distress. The present study outcome helps the digital shopkeepers to respond positively to meet the needs of digital buying.
Originality/value
The scale development and to quantify the DBRFS. A deeper understanding of about digital consumers during pandemics will help digital shopkeepers to connect issues related digital buying.
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Nanjundeswaraswamy T.S., Sindu Bharath, Nagesh P. and Manoj B.R.
The purpose of this study is to explore the association between total quality management (TQM) and green manufacturing practices (GMP).
Abstract
Purpose
The purpose of this study is to explore the association between total quality management (TQM) and green manufacturing practices (GMP).
Design/methodology/approach
The study used a rigorous methodology to investigate the association between TQM and GMP in small and medium-sized enterprises (SMEs) located in Bengaluru, India. A questionnaire method was used in this research. Data were collected from 448 participants working in SMEs in Bengaluru. Exploratory factor analysis, confirmatory factor analysis and Cronbach’s alpha values are used to validate the instrument, and the structural equation modelling (SEM) is used to check the relationship between TQM and green manufacturing.
Findings
SEM confirmed a significant and positive association among TQM and GMP. The identified factors within TQM, including customer focus (CF), human resource management, information and analysis, leadership styles, process management and strategic planning (SP), highlighted the multifaceted nature of TQM practices influencing green manufacturing. Factors identified within GMP included green management, green process and green production. These factors represent key dimensions in the adoption of environmentally accountable manufacturing practices.
Practical implications
The findings suggest that assimilating environmental sustainability into quality management frameworks, particularly in areas such as leadership, SP and CF, can catalyze the adoption of GMP initiatives in SMEs.
Originality/value
This study’s originality lies in its association of TQM and GMP in SMEs located in Bengaluru, India. The comprehensive validation process, identification of specific TQM and GMP factors and practical implications contribute to the unique insights presented, making it a distinctive contribution to the field.
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T.S. Nanjundeswaraswamy, Sindu Bharath and P. Nagesh
This paper aims to design, develop and validate an instrument to measure employer branding by considering existing employee perceptions.
Abstract
Purpose
This paper aims to design, develop and validate an instrument to measure employer branding by considering existing employee perceptions.
Design/methodology/approach
In this systematic research, the predominant factors of employer branding are identified through Pareto analysis; using structured questionnaire information and data collected from 423 employees. The number of items and dimensions was reduced by conducting exploratory factor analysis (EFA) and validated extracted dimensions using confirmatory factor analysis (CFA) using statistical software (SPSS-21). The designed scale was verified by applying relevant statistical techniques, including a multicollinearity test, construct validity, content validity, divergent validity, convergent validity and reliability test. Structural equation modeling (SEM) was performed using AMOS, to explore the interrelationship between the dimensions of the scale.
Findings
Considering the perception of existing employees, seven factors along with 24 items scale were designed and developed to measure the employer branding. The identified seven factors are; career development opportunities; compensation and benefits; corporate social responsibility; training and development; work environment; organizational culture; and work-life balance. The proposed model explains a total variance of 70.35% and the model fit indices are within the acceptable range, validity and statistical reliability are established for seven dimensions of employer branding.
Research limitations/implications
Employer branding is studied from existing employee perspective by collecting responses from the employees of the IT sector only.
Practical implications
This validated scale is valuable for practitioners and academicians. The proposed dimensions in the scale may help practitioners explore the impact on the outcomes of organizations such as employee commitment, employee retention, employee satisfaction and total productivity. This novel instrument helps to measure employees' perception of their employers. Further, the authors identify the gaps and accordingly plan strategies to attract and retain the talented workforce.
Originality/value
The authors believe that this novel measuring instrument is comprehensive and the first of its kind. Employer branding has been modeled using SEM analysis by considering the perceptions of the present employees.
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Vanishree Beloor and T.S. Nanjundeswaraswamy
The purpose of this study is to determine the enablers of the quality of work life (QWL) of employees working in the Garment industries.
Abstract
Purpose
The purpose of this study is to determine the enablers of the quality of work life (QWL) of employees working in the Garment industries.
Design/methodology/approach
The study was carried out in a fivefold step. In the first step, the enablers of QWL were identified through an exhaustive literature survey, in the second step identified vital few components through Pareto analysis. Then the third step was followed by exploratory factor analysis (EFA) to further, to identify the precise components and validate the same using confirmatory factor analysis in fourth step. The final step included interpretive structural modeling and Cross-Impact Matrix Multiplication Applied to Classification analysis to model the validated components and determine the interrelationships and linkages.
Findings
Predominant QWL enablers of employees working in the garment industries are training and development, satisfaction in job, compensation and rewards, relation and co-operation, grievance handling, work environment, job nature, job security and facilities.
Research limitations/implications
In this study, the interpretive structural model is designed based on the opinion of the experts who are working in the garment industry considering the responses from employees in garment sectors. The framework can be extended further to the other sectors.
Practical implications
In future, the researchers in QWL may develop a model to quantify the level of employees’ QWL who are working in different sectors. Enablers of QWL are essential, and based on this further statistical analysis can be carried out. This study will provide limelight to the researchers in choosing the valid and reliable set of enablers for the empirical studies. Organizations can get benefit by implementing the outcome of this research for the enhancement of the QWL of employees.
Originality/value
The study was carried out in 133 garment industries where 851 workers constituted the final valid responses that were considered for analysis. The outcomes from the study help administrators, policy and decision-takers in taking decisions to enhance QWL.
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Hazem Aldabbas and Lama Blaique
The aim of this study is to empirically test the relationship between caring human resource management practices (CHRMP) and employee engagement through a serial mediation effect…
Abstract
Purpose
The aim of this study is to empirically test the relationship between caring human resource management practices (CHRMP) and employee engagement through a serial mediation effect (organizational climate of care and employee caring for the organization). In addition, this study investigates the moderating effect of caring management on the relationship between CHRMP and the organizational climate of care.
Design/methodology/approach
The study sample consists of 245 employees from customer service firms in the United States of America. Partial least squares structural equation modeling (PLS-SEM) was used to examine the hypotheses.
Findings
The results demonstrate positive direct and indirect relationships between CHRMP and employee engagement through serial mediation of the organizational climate of care and employee caring for the organization, while caring management failed to moderate the relationship between CHRMP and organizational climate of care.
Originality/value
The study contributes to the human resource management (HRM) literature by explaining some of the mechanisms whereby CHRMP influences employee engagement based on the social exchange theory.
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Bassam Samir Al-Romeedy, Mohamed Fawzy El-bardan and Hanan Eid Badwy
The study’s objective is to assess the impact of employer branding (EB) on person–job fit (PJF), work engagement (WE), internal communication (IC) and employee performance (EP) in…
Abstract
Purpose
The study’s objective is to assess the impact of employer branding (EB) on person–job fit (PJF), work engagement (WE), internal communication (IC) and employee performance (EP) in tourism businesses. In addition, the study evaluated the mediating roles of PJF, WE and IC between EB and EP.
Design/methodology/approach
To gather data, the questionnaire was distributed to 1,024 employees in travel agencies and 746 questionnaires valid for statistical analysis were received.
Findings
The findings indicated the positive influence of EB on PJF, WE, IC and EP. These findings also revealed the positive effects of PJF, WE and IC on EP. The partial mediating functions of PJF, WE and IC in the nexus between EB and EP, and the mediating function of PJF in the nexus between EB and WE are highlighted.
Practical implications
General managers should invest in creating a strong EB that highlights the organization's core values, culture and unique features, such as personal development opportunities and a supportive environment.
Originality/value
This study presents and empirically examines an innovative theoretical model that thoroughly evaluates the effects EB, PJF, WE and IC on EP in the lens of Social Exchange Theory (SET).
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This study sought to investigate the mediation effect of employer branding on the relationship between transformational leadership and organisational commitment.
Abstract
Purpose
This study sought to investigate the mediation effect of employer branding on the relationship between transformational leadership and organisational commitment.
Design/methodology/approach
Based on an extensive literature review, a structured questionnaire was designed, and data were collected from 400 managers in the South African telecoms sector. Statistical analyses were done using SMART PLS 4.
Findings
The study established that while transformational leadership positively impacted organisational commitment, employer branding partially mediated the relationship between the two variables.
Originality/value
Little is empirically known about the mediation mechanism of employer branding on the relationship between transformational leadership and organisational commitment in the South African telecoms sector. This study, therefore, brings new insights that are important for decision-making.
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This study aims to explore the relationship between three primary constructs: leadership styles, job satisfaction and organizational commitment among private-practice quantity…
Abstract
Purpose
This study aims to explore the relationship between three primary constructs: leadership styles, job satisfaction and organizational commitment among private-practice quantity surveyors in the Nigerian construction industry.
Design/methodology/approach
A questionnaire survey of 127 quantity surveying consultancy firms in Abuja was conducted using a quantitative research approach. A total of 76 acceptable questionnaires were returned from a total of 127 that were distributed, giving a response rate of approximately 60%. The data were analyzed using partial least square structural equation modelling.
Findings
Results showed a positive indirect link between leadership styles and organizational commitments, with job satisfaction acting as a partial mediator. It was also found through importance–performance map analysis, which is crucial for prioritizing managerial actions, that an employee’s commitment to a task is strongly influenced by that person’s level of job satisfaction.
Research limitations/implications
The study is quantitative and cross-sectional in nature, collecting information from a single source within an organization. A longitudinal strategy and a mixed methods approach should be used in future research.
Practical implications
Superiors/principal partners should make an effort to demonstrate a comprehensive understanding of leadership styles that is capable of enhancing job satisfaction and creating pleasant interaction in the work environment to increase the commitment of employees working in quantity surveying consultancy businesses.
Originality/value
As far as the author is aware, this study is one of the few to examine the impact of job satisfaction as a mediator between organizational commitments and leadership styles in the Nigerian construction industry. Furthermore, the study provides the basis for further discussion of the concepts offered in the paper.