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Article
Publication date: 21 February 2020

J.A. Yogalakshmi and M.V. Supriya

The aim of the current study was to develop and validate a measure for identifying talent in the workplace. This is a gap long identified by researchers in this field.

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Abstract

Purpose

The aim of the current study was to develop and validate a measure for identifying talent in the workplace. This is a gap long identified by researchers in this field.

Design/methodology/approach

Hinkins methodology was adopted for the establishment of a psychometrically sound measure. A 16-item scale for assessing the construct was developed. The reliability and validity were established by analyzing content adequacy, convergent validity, divergent validity and external validity. Primary data were collected from employees signaled as talent by their organization.

Findings

The study yielded a six-factor structure scale for the construct. These factors accounted for 66.8 percent of observed variance. All six dimensions, namely, calling orientation, critical insight, continuous learning, collaboration, cohesiveness and challenge drive established acceptable reliability and validity.

Social implications

The research provides a precise definition of the talent construct. Identification and retention of individuals with a high talent quotient is a critical challenge to organizations. Identifying talent is made possible through this measurement scale.

Originality/value

This research made an attempt to develop a reliable and valid measurement scale for the talent construct. The scale provides a precise definition of the talent construct. This simple sound scale could be useful at both the individual and organizational levels. It helps individuals to identify and focus on critical areas for achieving talent status. Organizations benefit through better human resource management practice. Identification and retention of talent are essential to career management. Overall, it also satisfies the urgent need in talent management research for a clear definition of the talent construct.

Details

Journal of Management Development, vol. 39 no. 3
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 29 March 2011

Niharika Doble and M.V. Supriya

Student life stress, student family conflict and student life balance are issues that are scarcely researched. This paper aims to develop a scale for assessing the concept of…

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Abstract

Purpose

Student life stress, student family conflict and student life balance are issues that are scarcely researched. This paper aims to develop a scale for assessing the concept of student life balance.

Design/methodology/approach

The study evaluated a 54‐item scale for assessing the construct. The data are obtained from 612 Indian students.

Findings

The study identified 15 key factors that students perceive to affect student life balance. These factors could account for 64.48 per cent of the observed variance. This research adds to the understanding of the interface between academics and other roles.

Social implications

The implications for academic administrators who are concerned with the holistic growth of students are discussed.

Originality/value

This study makes a modest attempt to develop an instrument to understand sources of imbalance in student life. The instrument is valid and reliable and can be used to determine student life balance perceptions among students enrolled in academic institutions.

Details

International Journal of Educational Management, vol. 25 no. 3
Type: Research Article
ISSN: 0951-354X

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Article
Publication date: 1 March 2013

Andrijana Mušura, Mirna Koričan and Siniša Krajnović

With the rapid use of new technologies and longer working hours, balancing work and one’s personal life is becoming more important from the employees’ and employers’ perspective…

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Abstract

With the rapid use of new technologies and longer working hours, balancing work and one’s personal life is becoming more important from the employees’ and employers’ perspective. Research suggests that employees who have greater work-life balance perform better and are less likely to leave the organization. Additionally, the satisfaction and balance of life and work also becomes a predictor of job satisfaction and productivity in the workplace. When organizations put increasing pressure on their employees and do not manage the above mentioned balances appropriately, work-life conflict may appear. Work-life and life-work conflict consequently negatively affects employees, as well as their employers. To analyze which antecedents can predict work-life balance and conflict in Croatian companies an online survey was conducted on a sample of 107 respondents. The results showed that work stress factors, job satisfaction, work-life balance company policies, and level of self-esteem influence worklife and life-work conflict.

Details

International Journal of Organization Theory & Behavior, vol. 16 no. 1
Type: Research Article
ISSN: 1093-4537

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Article
Publication date: 23 March 2022

Muhammad Mujtaba, Muhammad Shujaat Mubarik and Kamran Ahmed Soomro

The study aims to develop a construct to measure talent management (TM) in an organization.

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Abstract

Purpose

The study aims to develop a construct to measure talent management (TM) in an organization.

Design/methodology/approach

The study adopts a fourfold approach to develop the construct. Data were collected through close-ended questionnaires by conducting surveys from human resource professionals. Exploratory factor analysis and confirmatory factor analysis techniques were employed to analyze the data and develop the construct.

Findings

Results of the study indicate that TM practices are crucial in changing business dynamics. A final 26 items under 5 factors (identification of critical positions, talent acquisition, talent development, talent engagement, and talent retention) were found significant and integrated TM strategies in uncertain economic environments.

Practical implications

This research focuses on the entire process of the TM cycle and develops an integrated construct of TM; thus, the study will provide an in-depth understanding of TM strategies to practitioners and researchers, facilitate researchers for the effective conduct of empirical research work on TM, whereas, for practitioners, this work will support in designing of TM strategies leading to organizational performance.

Originality/value

This is the first research study that has been done in the context of South Asia. It will help build up TM strategies to the necessity of a business environment.

Details

Employee Relations: The International Journal, vol. 44 no. 5
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 24 January 2018

Manish Kumar, Hemang Jauhari, Rani S. Ladha and Niti Shekhar

This paper aims to study gender differences on six organizational climate variables. Employees’ views on their identification level, clarity of goals, perceived equity, welfare…

833

Abstract

Purpose

This paper aims to study gender differences on six organizational climate variables. Employees’ views on their identification level, clarity of goals, perceived equity, welfare measures and outward focus of the organization were solicited in two different studies, while supervisors’ views on subordinates’ deviant behavior was explored in one of the studies.

Design/methodology/approach

The research design incorporated getting data using a questionnaire from two large organizations in India: a government utility and a private sector company. In all, 545 responses from government utility and 8,853 responses from the private company were analyzed, which formed the basis for this study.

Findings

The paper demonstrates that gender differences in employee perceptions are not only socially determined for some variables but in fact may also depend on the organizational structural contexts in presence of explicit supporting policies. Gender differences in identification level and goal clarity were determined by larger social context in the absence of any structural arrangement in both organizations. However, gender differences regarding perceived climate of welfare measures, outward focus of the organization and fairness were contingent on the structural context of the two organizations on account of differing arrangements in both the organizations. Also, women participants were perceived by their supervisors to indulge less in deviant behavior as compared to male participants in one of the study.

Research limitations/implications

Although this research includes only two organizations and the findings may, thus, not be generalizable, a key finding that emerges is that to balance the needs of both genders, managers may need to be cognizant of both organizational and social contexts.

Originality/value

To the best of the authors’ knowledge, this study is first to consider a detailed analysis of organizational climate with respect to gender perception particularly in the Indian context. The context of the study in two structurally different large organizations further adds to the value of this research.

Details

Gender in Management: An International Journal, vol. 33 no. 3
Type: Research Article
ISSN: 1754-2413

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Article
Publication date: 29 July 2021

Uma Warrier, Cyril Foropon and Melinda Chehimi

The purpose of this paper is to examine the influence of mindfulness on organizational role stress (ORS) based on the Monitor Acceptance Theory (MAT) perspective.

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Abstract

Purpose

The purpose of this paper is to examine the influence of mindfulness on organizational role stress (ORS) based on the Monitor Acceptance Theory (MAT) perspective.

Design/methodology/approach

This study is based on a cross-sectional data analysis collected from 137 employees working at an Indian IT organization located in Bangalore (India). ORS and MAAS scales have been used for measuring ORS and mindfulness, respectively.

Findings

Overall, the study findings have indicated a negative relationship (r = −0.588) between mindfulness (M) and ORS. First, both personal inadequacy (PI) and self-role distance (SRD) are found to be predominantly impacted by M, whereas both role erosion (RE) and role overload (RO) appear to be less affected by mindfulness. Second, SRD appears to be the highest ORS sub-dimension among IT employees. Third, building on the extant literature, it can be inferred that “no one size fits all”, ORS is both organization and context specific.

Originality/value

This study pioneers to establish empirical evidence between M and ORS. Training employees on M can help in effectively handling ORS.

Details

International Journal of Manpower, vol. 43 no. 2
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 16 May 2023

Chetan Prabhu and Mita Mehta

Higher education institutions aim for the holistic development of students to cope with the changing global context. The present study aims to devise a model of leadership…

269

Abstract

Purpose

Higher education institutions aim for the holistic development of students to cope with the changing global context. The present study aims to devise a model of leadership development among higher education students by validating the model conceptually and testing it empirically. Attributes of Spiritual Intelligence (SI) are empirically evaluated for leadership development post its conceptual validation.

Design/methodology/approach

This article examined current theoretical frameworks and gaps in the literature. A total of 810 students were approached from Indian Higher education institutions for study. Data has been examined using the exploratory and then confirmatory factor analysis techniques to check the validity and reliability of the measuring instrument.

Findings

The empirical findings confirm that the eight new spiritual intelligence attributes defined and validated through this study can have a significant impact on the leadership development of higher education students.

Practical implications

Educational researchers have often found the construct of spiritual intelligence challenging to comprehend and implement in higher education institutions. The present study findings can be of great value to higher education institutions that will recognize the importance of spiritual values in holistic development including leadership development.

Originality/value

This paper initiates and validate a universal set of attributes of spiritual intelligence in the higher education domain that can be useful for leadership development. The uniqueness of this paper lies in the fact that the eight new attributes of SI defined are easy to comprehend and practical to use in daily academic life, and can be used by HEIs students irrespective of their spiritual beliefs. A validated model at one university could be replicated at other universities in India and around the world, not only for students but also for educators and administrators as well.

Details

Higher Education, Skills and Work-Based Learning, vol. 13 no. 3
Type: Research Article
ISSN: 2042-3896

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Article
Publication date: 20 April 2023

Alfonso J. Gil, Gabriela Bittencourt Gonzalez Mosegui, Rosana Zenezi Moreira and Mauro J. Eguizabal

The purpose of this study is to analyse the relationship between servant leadership and job satisfaction and the moderating effect of employees’ proactive behaviour on this…

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Abstract

Purpose

The purpose of this study is to analyse the relationship between servant leadership and job satisfaction and the moderating effect of employees’ proactive behaviour on this relationship.

Design/methodology/approach

Survey data were gathered from 256 employees (131 from Brazil and 125 from Spain). Structural equation modelling was used to test the research model.

Findings

The results of this study indicate that servant leadership is positively related to job satisfaction, with employees’ proactive behaviour negatively moderating the relationship between servant leadership and job satisfaction.

Originality/value

This study relates leadership and employee behaviour and advances our understanding of the conditions that affect the influence of servant leadership on followers. In addition, the country culture variable is found to be statistically significant. This result opens the way to deeper research into the effect of country culture on the behaviour of employees related to leadership.

Details

International Journal of Organizational Analysis, vol. 32 no. 3
Type: Research Article
ISSN: 1934-8835

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Article
Publication date: 19 March 2018

Derya Kara, Hyelin (Lina) Kim, Gyumin Lee and Muzaffer Uysal

The purpose of this study is to explore the moderating effects of gender and income on the relationship between leadership style and quality of work life (QWL). This study…

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Abstract

Purpose

The purpose of this study is to explore the moderating effects of gender and income on the relationship between leadership style and quality of work life (QWL). This study provides meaningful implications for the hospitality industry in terms of gender and income between leadership and QWL.

Design/methodology/approach

Data are collected from five-star hotel employees (n = 443) in Turkey. The hypotheses are tested using hierarchical linear regression. The independent and dependent variables used to test the hypotheses involving the dependent variable of QWL are centered prior to the empirical analysis to avoid potential multicollinearity.

Findings

Transformational and transactional leadership styles were significant predictors of QWL, controlling for the demographic variables (i.e. age, employment statistics and education level), but gender and income were not significant antecedents of QWL. When it comes to the interaction effect of leadership styles and gender, gender showed a statistically significant moderating effect between transformational leadership and QWL, but not between transactional leadership and QWL. Income had a statistically significant moderating effect between both leadership styles and QWL.

Practical implications

The findings of the study potentially affect hotel management by identifying the moderating effect of gender and income of the employees and demonstrating how quality of life of the employees can be improved by leadership styles of managers.

Originality/value

Previous literature has addressed the issue of leadership and its outcomes. However, there has been limited research on examining the relationship among gender, income, leadership style and QWL in the case of hospitality management.

Details

International Journal of Contemporary Hospitality Management, vol. 30 no. 3
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 2 January 2020

Ranjeet Nambudiri, Rihana Shaik and Swati Ghulyani

The purpose of this paper is to investigate the role of a second-order state-like construct “psychological capital” (or PsyCap) as an underlying mechanism explaining the…

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Abstract

Purpose

The purpose of this paper is to investigate the role of a second-order state-like construct “psychological capital” (or PsyCap) as an underlying mechanism explaining the personality–academic achievement (AA) relationship in the educational context.

Design/methodology/approach

The conceptual model was statistically tested on a sample of 305 post-graduate students at a premier business school in central India using standard measures of personality and PsyCap. AA was measured through cumulative grade point average obtained from the administrative office. Data were collected through multiple sources to minimize common method variance. Analysis was done using macro PROCESS and validated using PLS–SEM.

Findings

Results indicated that PsyCap positively influenced AA. Furthermore, PsyCap mediated the relationship between openness to experience, extraversion, agreeableness dimensions of student personality and AA.

Research limitations/implications

Longitudinal research designs with interventions to enhance PsyCap of students may strengthen the findings of this study.

Practical implications

The findings suggest that the curriculum in higher education institutions should include interventions on building the PsyCap of the students as it positively correlates to the AA. Academic administrators may not have control on students’ dispositional traits, but they can design interventions to improve the psychological (state like) resources of the students. Follow-up interviews with academic administrators reinforced these implications.

Originality/value

This study provided initial evidence that positivity, in general, and PsyCap, in particular, have a positive impact on students’ AA. This is one of the first studies to examine the role of PsyCap in personality–AA relation in the higher educational context wherein high levels of stress and burnouts have been reported by students due to high competition in achieving goals.

Details

International Journal of Educational Management, vol. 34 no. 4
Type: Research Article
ISSN: 0951-354X

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