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Case study
Publication date: 31 August 2021

Subrat Kumar and Asha Bhandarker

Abelha et al. (2018). “Transformational Leadership and Job Satisfaction: Assessing the influence of Organizational Contextual factors and Individual Characteristics” Review of

Abstract

Supplementary materials

Abelha et al. (2018). “Transformational Leadership and Job Satisfaction: Assessing the influence of Organizational Contextual factors and Individual Characteristics” Review of Business Management, Volume 20 No 4, pp. 516–532. Avolio, B. J., Zhu, W., Koh, W. and Bhatia, P. (2004). Transformational leadership and organizational commitment: Mediating role of psychological empowerment and moderating role of structural distance. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(8), pp. 951–968. John M Alexander and Jane Buckingham, “Common good leadership in Business Management: an ethical model from Indian tradition”, Blackwell Publishing, 2011, UK and USA. Angus Corbett (2016). A systems approach to regulatory excellence (pp. 255–270), Achieving Regulatory Excellence, Brookings Institution Press, retrieved from http://onlinepubs.trb.org/onlinepubs/PBRLit/Corbett.pdf. Cary Coglianese (2015), Listening, Learning, Leading- a framework for regulatory excellence, Penn Program on Regulation, sourced from https://kleinmanenergy.upenn.edu/wp-content/uploads/2020/08/Listening-Learning-Leading_Coglianese-1.pdf

Learning outcomes

First, skills: to help students to apply their knowledge in transformational leadership; to help students to apply their understanding of impact of transformational leadership on organizational excellence in not-for-profit organizations. Second, knowledge enhancement: to understand the various components of transformational leadership; to enable the students to understand the different components of organizational excellence with a special focus on not-for-profit organizations and government regulators; to enable the students to understand the process of impact of transformational leadership on organizational excellence and its relevance in emerging markets context. Third, attitude development: students should understand the importance of leadership and its impact in emerging markets.

Case overview / synopsis

The case elucidates the transformational leadership style of AICTE Chairman and his key attributes of humility, high ethical standards, openness to ideas and suggestions and problem-solving attitude. The case also highlights how the transformational leadership style of AICTE Chairman heralded the journey of Organizational Excellence of AICTE – an Indian Technical Education regulator. The case maps the change of AICTE from an inward-looking, controlling, opaque organization to a forward-looking, enabling, transparent organization.

Complexity academic level

This case can be used in leadership classes for Management in Business Administration (MBA) students and participants in executive development programs. The case focuses on transformational leadership and its impact on organizational excellence in context of emerging markets The case also outlines the various components of organizational excellence in not-for-profit organizations and government regulators and hence provides a fresh perspective for measuring organizational excellence.

Subject code

CSS: 10: Public Sector Management.

Details

Emerald Emerging Markets Case Studies, vol. 11 no. 3
Type: Case Study
ISSN: 2045-0621

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Article
Publication date: 11 March 2019

Asha Bhandarker and Snigdha Rai

The purpose of this paper is to elucidate the distressing impact of toxic leadership on the mental state of the subordinates and examine the unique coping mechanisms used by them…

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Abstract

Purpose

The purpose of this paper is to elucidate the distressing impact of toxic leadership on the mental state of the subordinates and examine the unique coping mechanisms used by them to deal with such leaders. The paper also examined the relationship between psychological distress and coping strategy used by subordinates to deal with the toxic leader.

Design/methodology/approach

This study presents a validity testing of two scales. The first scale was designed to measure experienced psychological distress emanating from exposure to toxic leaders, and the second scale aims to assess the coping strategies utilized by subordinates to deal with the toxic leaders. Data were collected from 570 employees working in public as well as private organizations in India.

Findings

The results of this paper supported the theorized two three-dimensional tools to measure: psychological distress (loss of self-worth, withdrawal and agitated) and coping strategies to deal with toxic leaders (assertive coping, avoidance coping and adaptive coping). Reliability estimates and construct validity of both the tools were established. The results also suggest that the loss of self-worth was negatively related with assertive coping, avoidance coping and adaptive coping. However, withdrawal was positively related with assertive coping and avoidance coping. Finally, agitation was positively related with avoidance and adaptive coping.

Originality/value

To the authors’ knowledge, this is one of the rare studies to examine together the phenomenon of both psychological distress experienced by subordinates and the coping strategies utilized by them to deal with toxic leaders.

Details

International Journal of Organization Theory & Behavior, vol. 22 no. 1
Type: Research Article
ISSN: 1093-4537

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Article
Publication date: 7 April 2015

Asha Bhandarker and Snigdha Rai

– The purpose of this paper is to explore the leadership style of Chairman and Managing Director (CMD) and perceived organizational climate of an Indian public sector bank.

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Abstract

Purpose

The purpose of this paper is to explore the leadership style of Chairman and Managing Director (CMD) and perceived organizational climate of an Indian public sector bank.

Design/methodology/approach

For the present study data were collected using mixed-method approach including both semi-structured interview and inventories. Sample included the top, middle, and senior-middle level officials of the bank.

Findings

Data were analyzed using content analysis and descriptive statistics. Findings indicated that: the perceived leadership style of CMD is a combination of transformational leadership and positive leadership; there is a positive organizational climate prevalent in the bank; and positive transformational leadership style of CMD has played a considerable role in the development of positive organizational climate in the bank.

Originality/value

Present study provides valuable insights regarding contemporary leadership style in an Indian organization which is the combination of both positive and transformational leadership style and its contribution to building positive organizational climate.

Details

Asia-Pacific Journal of Business Administration, vol. 7 no. 1
Type: Research Article
ISSN: 1757-4323

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Article
Publication date: 23 August 2011

Pritam Singh, Asha Bhandarker, Sumita Rai and Ajay K. Jain

There exists limited research directly highlighting the relationship between value preference and its association with people's expectations from the workplace. Studying personal…

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Abstract

Purpose

There exists limited research directly highlighting the relationship between value preference and its association with people's expectations from the workplace. Studying personal value preference is important because a substantial body of research indicates that a specific pattern of value orientations predicts world views, and, hence, it may predict behavior in the workplace. Based on the above‐mentioned assumptions, the present study aims to explore the impact of value preferences on the meaning of workplace, across MBA‐ and non‐MBA graduates and Indian and non‐Indian graduates. It is proposed that value preferences will have a significant impact on meaning of workplace and values preferences are likely to differ across national culture.

Design/methodology/approach

The paper draws on qualitative research, a pilot study and survey research design. Data were gathered from a sample of 312 graduates, consisting of 231 management students and 81 non‐management students. Of these 245 are Indians and 67 non‐Indians studying in India, the USA, and the UK.

Findings

Results of exploratory factor analysis helped the authors to derive ten significant factors from the meaning of workplace scale and four factors from the values scale. Results of stepwise multiple regression analysis have shown significant positive impact of value preference on the choice of preferred workplace. More specifically, higher progressive orientation has been found to positively influence the intrapreneurship factor of meaning of workplace factor. Values of personal growth, self‐fulfillment, and community development have explained a large amount of variances in work‐life balance and physical ambience.

Research limitations/implications

The literature on workplace design and the meaning of workplace is limited and a comprehensive list of variables of psychological climate is not available. Thus, extensive future research needs to be carried out in this direction. Knowing the employer's perspective about the evaluations of the workplace attributes may provide a different perspective of the meaning of workplace. Finally, this study could be expanded by using qualitative interviews along with quantitative techniques to get more in‐depth data and probe further in the factors that the graduates take into consideration while rating the extent of desirability of different environmental attributes.

Originality/value

This paper is important in that knowledge about the values of potential employees can be used to make sure that the organization recruits employees whose perceptions match the psychological environment existing in the company. Furthermore, organizations can use such information to design work environments in such a way that they meet the expectations of newer generations of workers. The study reveals cross‐cultural differences between perceptions and values. These are particularly important in the case of multinational corporations, which consider the impact of cultural and societal values while designing work environments and processes in different countries, as well as while recruiting employees with different cultural backgrounds.

Details

Facilities, vol. 29 no. 11/12
Type: Research Article
ISSN: 0263-2772

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Book part
Publication date: 26 June 2012

Joanne Abbey

Abstract

Joanne Abbey

Details

Experiencing and Managing Emotions in the Workplace
Type: Book
ISBN: 978-1-78052-676-8

Available. Content available
Article
Publication date: 23 August 2011

Edward Finch

518

Abstract

Details

Facilities, vol. 29 no. 11/12
Type: Research Article
ISSN: 0263-2772

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Book part
Publication date: 29 July 2011

Abstract

Details

What Have We Learned? Ten Years On
Type: Book
ISBN: 978-1-78052-208-1

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Article
Publication date: 3 February 2023

Naval Garg, Manju Mahipalan and Nidhi Sharma

The study examined the relationship between workplace toxicity and turnover intentions among Indian healthcare employees. It also explored the role of gratitude as a moderator in…

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Abstract

Purpose

The study examined the relationship between workplace toxicity and turnover intentions among Indian healthcare employees. It also explored the role of gratitude as a moderator in the workplace toxicity–turnover intentions relationship.

Design/methodology/approach

The study is based on a cross-sectional research design. The sample comprises 315 employees from the Indian healthcare sector. Approximately, 400 employees are approached both through email and office visits. Responses were received from 336 participants, and 21 incomplete questionnaires were discarded. The relationships between four variables of workplace toxicity and turnover intentions are examined using correlation and hierarchical regression. The moderation effect of gratitude is studied using the PROCESS macro in SPSS 21.

Findings

The results revealed that workplace toxicity could explain 45.8% variations in employees' turnover intentions. It also reported significant negative regression coefficients between all four dimensions of workplace toxicity and turnover intentions. It suggested that toxic health organizations may promote turnover intentions among healthcare employees. Also, findings recommended a significant moderating effect of gratitude amid the relationships of four dimensions of workplace toxicity and turnover intentions.

Practical implications

Hospital administrators must ensure that health professionals have the necessary support to remain effective in the field by providing a conducive working environment emerging from sound human resource practices that promote respect, collegial relationships, teamwork and collaboration. The present research demonstrates gratitude as one such factor that could act as a catalyst within the workplace. Practitioners could achieve a healthy work environment by developing complementary relief measures that build organizational capacities and improve its culture while sponsoring programs for individual employees that instill positivity through awareness of gratitude in everyday life.

Originality/value

This study offered a comprehensive understanding of workplace toxicity by investigating its four dimensions. Also, it is one of the pioneer studies that evaluate the role of gratitude in restricting workplace toxicity-induced turnover intentions.

Details

Journal of Health Organization and Management, vol. 37 no. 2
Type: Research Article
ISSN: 1477-7266

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