Search results

1 – 7 of 7
Per page
102050
Citations:
Loading...
Access Restricted. View access options
Article
Publication date: 9 March 2022

Jnaneswar K and Gayathri Ranjit

Eliciting superior job performance from the employees is a major challenge confronting the organizational leaders in today's hyper-competitive business environment. Though few…

2819

Abstract

Purpose

Eliciting superior job performance from the employees is a major challenge confronting the organizational leaders in today's hyper-competitive business environment. Though few studies established the influence of intrinsic motivation on job performance, the role of mediators like employee creativity in this relationship is not adequately researched. The purpose of the paper is to explore the mediating role of employee creativity in the relationship between intrinsic motivation and job performance.

Design/methodology/approach

The cross-sectional research design was adopted, and data were collected from 346 full-time employees working in the retail industry in India through an online survey. Analysis of a Moment Structures (AMOS) software was used to test the validity of the hypothesized model, and PROCESS macro was used to test the mediation of employee creativity.

Findings

The findings showed that intrinsic motivation impacted both job performance and employee creativity. Furthermore, employee creativity impacted the employees' job performance. The key finding of the study is the partial mediation of employee creativity in the intrinsic motivation–job performance relationship.

Originality/value

Grounded on self-determination theory (SDT) and componential theory of creativity, the paper enriches the literature by evincing the mediation mechanism in the effect of intrinsic motivation on job performance. Moreover, the current paper is one of the primary studies that explore the mediating role of employee creativity in the relationship between intrinsic motivation and job performance.

Details

Journal of Strategy and Management, vol. 15 no. 4
Type: Research Article
ISSN: 1755-425X

Keywords

Access Restricted. View access options
Article
Publication date: 9 August 2022

K. Jnaneswar and Gayathri Ranjit

The purpose of this study is to examine the serial mediating mechanism between self-leadership and employee creativity through organizational commitment and work engagement…

1183

Abstract

Purpose

The purpose of this study is to examine the serial mediating mechanism between self-leadership and employee creativity through organizational commitment and work engagement. Drawing on the self-determination theory and broaden and build theory, this study investigates the indirect effect of self-leadership on employee creativity through organizational commitment and work engagement.

Design/methodology/approach

The relationships were investigated using PROCESS macro for SPSS. Data were collected from 324 employees working in the Indian automobile industry. Structural equation modelling was used to evaluate the model fit of the measurement model.

Findings

The results of the study revealed that self-leadership impacts employee creativity. Further, the findings showed that both organizational commitment and work engagement individually mediate the relationship between self-leadership and employee creativity. The key finding of this research was the partial serial mediation of organizational commitment and work engagement in the relationship between self-leadership and employee creativity.

Originality/value

This is one of the primary studies that examined the serial mediating effect of organizational commitment and work engagement in the relationship between self-leadership and employee creativity. This study contributes to the existing literature on self-leadership and employee creativity by evincing the mediating mechanism of organizational commitment and work engagement.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 11 no. 2
Type: Research Article
ISSN: 2049-3983

Keywords

Access Restricted. View access options
Article
Publication date: 8 December 2020

Jnaneswar K. and Gayathri Ranjit

Encouraging employees to exhibit innovative behaviour at the workplace is the need of the hour. Prior studies reported the impact of organisational justice on innovative…

769

Abstract

Purpose

Encouraging employees to exhibit innovative behaviour at the workplace is the need of the hour. Prior studies reported the impact of organisational justice on innovative behaviour; however, the majority of these studies are from the Western context. Moreover, the underlying mechanism linking these variables, namely, the role of knowledge sharing, is sparse. The purpose of this paper is to examine the mediating role of knowledge sharing in the relationship between organisational justice and innovative behaviour through the lens of social exchange theory in the Indian context.

Design/methodology/approach

Mediation analysis using PROCESS macro was performed on a sample of 288 employees using three structured questionnaires. Participants were recruited from various manufacturing organisations in India. The validity of the hypothesised model was established using AMOS software.

Findings

Organisational justice impacted both knowledge sharing and innovative behaviour. It was also illustrated that knowledge sharing influenced employees’ innovative behaviour. The most important finding is the partial mediation of knowledge sharing in the organizational justice–innovative behaviour relationship.

Originality/value

This study tries to demystify the organisational justice–innovative behaviour relationship by highlighting knowledge sharing as an underlying mechanism. The existing theoretical framework that describes the effects of organisational justice is enriched.

Details

Industrial and Commercial Training, vol. 53 no. 1
Type: Research Article
ISSN: 0019-7858

Keywords

Access Restricted. View access options
Article
Publication date: 9 July 2020

Jnaneswar K and Gayathri Ranjit

Encouraging employees to bolster their performance in today's turbulent business environment is an important priority for all types of organizations. Even though few studies…

1527

Abstract

Purpose

Encouraging employees to bolster their performance in today's turbulent business environment is an important priority for all types of organizations. Even though few studies reported the impact of transformational leadership (TL) on job performance (JP), the role of mediators namely corporate social responsibility (CSR) in this relationship is not given due attention. The purpose of this paper is to assess the mediating role of CSR in the relationship between TL and JP in the Indian context.

Design/methodology/approach

Data from 306 full time employees working in the manufacturing industry in India were collected through an online survey. The manufacturing organizations were selected on the basis of their active participation in CSR activities and robustness of HR practices. Three structured questionnaires were used for eliciting data from the employees, and AMOS software was used for testing the validity of the hypothesized model. PROCESS macro was used for testing the mediating role of CSR.

Findings

TL impacted both JP and CSR. Additionally, CSR showed a positive relationship with JP of employees. The pivotal finding of the study is the partial mediation of CSR in the TL–JP relationship.

Originality/value

Based on neo-charismatic paradigm theory, TL theory, stakeholder theory and social identity theory, this paper enriches the literature by demonstrating the mediation mechanism driving TL and JP relationship.

Details

Journal of Advances in Management Research, vol. 17 no. 5
Type: Research Article
ISSN: 0972-7981

Keywords

Access Restricted. View access options
Article
Publication date: 16 July 2021

Jnaneswar K and Gayathri Ranjit

The purpose of this paper is to propose and empirically test a model that examines psychological ownership as an intervening variable between organizational justice and…

1377

Abstract

Purpose

The purpose of this paper is to propose and empirically test a model that examines psychological ownership as an intervening variable between organizational justice and organizational citizenship behaviour drawing on the social exchange theory, equity theory and event mediated model.

Design/methodology/approach

The study was based on a cross-sectional research design, with a sample of 301 full-time employees from various information technology organizations in India. Amos software was used to test the validity of the hypothesised model, and PROCESS macro was used to test the mediation of psychological ownership.

Findings

The findings showed that organizational justice impacted both psychological ownership and organizational citizenship behaviour. Furthermore, psychological ownership impacted the organizational citizenship behaviour of employees. The key finding of this study is the partial mediation of psychological ownership in the relationship between organizational justice and organizational citizenship behaviour.

Practical implications

Besides enriching the organizational behaviour literature, the findings of the study offer valuable messages to the organizational leaders in creating sustained competitive advantage through employee behaviours like organizational citizenship behaviour and psychological ownership.

Originality/value

Even though the literature reports the impact of organizational justice on organizational citizenship behaviour, the majority of this research is based on a western context. There is little research work done to examine the direct relationship between these variables in a non-western context, especially in an emerging economy like India. This study bridges this research gap and enriches the literature by elucidating how organizational justice impacts organizational citizenship behaviour by evincing the mediating mechanism of psychological ownership. Moreover, this is one of the primary studies that explore the mediating role of psychological ownership in the relationship between organizational justice and organizational citizenship behaviour.

Details

Journal of Organizational Effectiveness: People and Performance, vol. 9 no. 1
Type: Research Article
ISSN: 2051-6614

Keywords

Access Restricted. View access options
Article
Publication date: 19 June 2021

The authors wanted to find out the most important mechanisms for encouraging innovative behavior in the Indian manufacturing sector.

111

Abstract

Purpose

The authors wanted to find out the most important mechanisms for encouraging innovative behavior in the Indian manufacturing sector.

Design/methodology/approach

The researchers collected data from Indian manufacturing organizations. They distributed questionnaires and received 288 complete ones. Items measured critical concepts. For OJ one example was “I have been fairly rewarded for the effort I put forth”. For KS, one sample was, “When I have learned something new, I tell my colleagues about it” and, “When they have learned something new, my colleagues tell me about it”. Meanwhile, IB was measured using items such as “I generate original solutions for problems”.

Findings

It highlighted the pivotal role of OJ in bolstering employees’ IB. When companies treat employees fairly, it encourages positive social interactions that lead to perceptions of supportiveness and trustworthiness. Employees reciprocate these sentiments with positive behavior. The study also showed the positive predictive influence of KS on IB. Finally, the results showed that the relationship between OJ and IB is complex, but KS is a pivotal mediator. Promotion of OJ, KS and IM is “vital” to spark innovation.

Originality/value

The authors felt their most important finding was to highlight the critical role of the underlying mechanism of KS, which is where individuals exchange implicit and explicit knowledge to create new knowledge. In addition, previous researchers have looked at the role of organizational justice in encouraging innovative behavior, but evidence from non-Western countries is scarce.

Details

Human Resource Management International Digest , vol. 29 no. 4
Type: Research Article
ISSN: 0967-0734

Keywords

Access Restricted. View access options
Article
Publication date: 6 August 2018

K. Ramesh and M. Devakar

The main purpose of this paper is to study the effect of heat transfer on the peristaltic flow of a magnetohydrodynamic Walters B fluid through a porous medium in an inclined…

53

Abstract

Purpose

The main purpose of this paper is to study the effect of heat transfer on the peristaltic flow of a magnetohydrodynamic Walters B fluid through a porous medium in an inclined asymmetric channel.

Design/methodology/approach

The approximate analytical solutions of the governing partial differential equations are obtained using the regular perturbation method by taking wave number as a small parameter. The solutions for the pressure difference and friction forces are evaluated using numerical integration.

Findings

It is noticed that the pressure gradient and pressure difference are increasing functions of inclination angle and Grashof number. The temperature and heat transfer coefficients both increase with increase in inclination angle, Darcy number, Grashof number and Prandtl number. Increase in Hartmann number and phase difference decreases the size of trapped bolus.

Originality/value

The problem is original, as no work has been reported on the effect of magnetohydrodynamics on the peristaltic flow of a Walters B fluid through a porous medium in an inclined asymmetric channel with heat transfer.

Details

World Journal of Engineering, vol. 15 no. 4
Type: Research Article
ISSN: 1708-5284

Keywords

1 – 7 of 7
Per page
102050