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Article
Publication date: 8 January 2018

Pratishtha Bhattacharyya, Lalatendu Kesari Jena and Sajeet Pradhan

This paper aims to review the role of “meaningful gamification” in creating meaningful experience to engage Gen Y workers.

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Abstract

Purpose

This paper aims to review the role of “meaningful gamification” in creating meaningful experience to engage Gen Y workers.

Design/methodology/approach

This paper adopts a critical, practitioner perspective to review the role of “meaningful gamification” in creating meaningful experience to engage Gen Y workers.

Findings

The author argues that “meaningful gamification” holds the potential to address Gen Y needs. In that way, it creates a base of personal relevance for the Gen Ys to relate with their own work. This ultimately translates into a meaningful experience for the employees to cherish their work.

Originality/value

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Details

Human Resource Management International Digest, vol. 26 no. 1
Type: Research Article
ISSN: 0967-0734

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Article
Publication date: 12 February 2018

Sajeet Pradhan, Lalatendu Kesari Jena and Pratishtha Bhattacharyya

Transformational leaders engage their employees’ self-concept in such a meaningful way that it results in an extra effort exerted by employees in addition to what is expected of…

2042

Abstract

Purpose

Transformational leaders engage their employees’ self-concept in such a meaningful way that it results in an extra effort exerted by employees in addition to what is expected of them. This extra effort or pro-social behavior leads to contextual performance (CP) which supplements the individual’s task performance and lead to superior organizational performance. The purpose of this paper is to empirically investigate the influence of transformational leadership (TL) on employees’ CP. The paper also tests the moderating role of integrity on the relationship between TL and CP.

Design/methodology/approach

Data were gathered through self-administered questionnaires from 480 Indian information technology (IT) employees across India. Harman’s single-factor test was used through analysis of moment structures (AMOS 20.0) to test the bias associated due to common method variance. Regression analysis was carried out through a series of hierarchical models in SPSS 20.0 to test the direct and interactive effect of integrity between TL and CP.

Findings

The result supports the assertion that TL has a positive influence on employees’ CP. However, the moderational effect of integrity on the relationship between TL and CP was found to be insignificant.

Practical implications

The findings of the study have confirmed that employees deriving higher degree of integrity at work will engage in discretionary behaviors and they are more likely open to organizational changes and improvement. The IT organizations may take clues from the findings of the study for creating conducive working environment where affective organizational commitment can influence the CP and job satisfaction.

Originality/value

This study is critical in a sense that as the Indian IT industry has one of the highest turnover rates in the service industry, it would take a strong and compelling reason for the IT professionals to stay committed to the organization, derive satisfaction at work and help peers and others by engaging in extra role of CP.

Details

International Journal of Productivity and Performance Management, vol. 67 no. 2
Type: Research Article
ISSN: 1741-0401

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