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Article
Publication date: 30 November 2018

Rajesh Premchandran and Pushpendra Priyadarshi

The purpose of this paper is to explore the role of personality and individual differences as an antecedent to work-family enrichment (WFE) and consequently with job satisfaction…

851

Abstract

Purpose

The purpose of this paper is to explore the role of personality and individual differences as an antecedent to work-family enrichment (WFE) and consequently with job satisfaction. This study address gaps in WFE literature by looking at proactivity, work-family self-efficacy (WFSE) and family permeability as antecedent variables that have received scant attention from researchers. By addressing these gaps, the study seeks to advance theory on WFE and its relation to job satisfaction.

Design/methodology/approach

The authors do this through the exploration of pathways through WFE and studying 508 married individuals, with at least one child, working in the IT/ITES sector in India. The authors use structural equation modeling to analyze different pathways from personality based antecedents and WFE as mediator.

Findings

The results demonstrate the mediating role of WFE in the relationship between antecedents (WFSE, family permeability and proactive personality) and job satisfaction.

Research limitations/implications

This study contributes to existing research on WFE and personality by showing that WFE is a significant pathway toward job satisfaction and how personality variables influence satisfaction.

Originality/value

It is also the first study to use proactivity and WFSE as antecedents to test out the influence of WFE on job satisfaction. This is also the first study to look at only married individuals with children in a WFE study forced on the services sector. Consequently, these findings have significant implications in the way organizations deal with work-life situations, especially in the 30+ age bracket in India.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 7 no. 2
Type: Research Article
ISSN: 2049-3983

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Article
Publication date: 24 April 2020

Rajesh Premchandran and Pushpendra Priyadarshi

Work-family researchers examining work-family enrichment (WFE) have used a cross-domain model (Frone et al., 2003) to explain relationships between enrichment experienced and the…

484

Abstract

Purpose

Work-family researchers examining work-family enrichment (WFE) have used a cross-domain model (Frone et al., 2003) to explain relationships between enrichment experienced and the satisfaction reported in the same domain. Recent research points out inconsistencies in this approach, arguing for a source attribution model in which increased satisfaction is reported in the domain where the source of enrichment resides. This study looks at bi-directional WFE and both forms of domain satisfaction, job and family, to explore relative strengths of these relationships in an Indian context, thereby extending theory on source vs cross-domain effects of enrichment.

Design/methodology/approach

This study uses a single-source cross-sectional study of 508 married individuals working in the services sector in India, each with at least one child in the family. Structural equation modeling is used to test the hypotheses.

Findings

The results support the source attribution perspective of enrichment where WFE shows stronger links to job satisfaction, and family-work enrichment (FEW) shows stronger links to family satisfaction. Our study revealed that dual-earners report higher satisfaction levels compared to those from single-earner households.

Originality/value

In addition to advancing theory on source attribution for WFE, this is the first study to focus exclusively on married individuals with children to further help accentuate inter-domain resource transfer. In addition, this is one of the few studies to test out the theory of enrichment through service sector knowledge workers in a developing economy like India, where the service sector contributes to 60% of the GDP.

Details

International Journal of Manpower, vol. 41 no. 8
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 14 February 2019

Pushpendra Priyadarshi and Rajesh Premchandran

Navigating the labyrinthine connections between people, process, technology and infrastructure is a key skill for employees in agile organisations. Political skill is imperative…

836

Abstract

Purpose

Navigating the labyrinthine connections between people, process, technology and infrastructure is a key skill for employees in agile organisations. Political skill is imperative amongst millennials who in a continuously changing environment need to stretch their minds to accumulate and disseminate new knowledge and develop core competencies while responding to new business triggers. The purpose of this paper is to investigate a mediation model in which the effect of emotional intelligence (EI) and core self-evaluation (CSE) on knowledge-sharing intention is mediated by levels of political skill amongst millennials.

Design/methodology/approach

Hypotheses, on mediation, were tested with data collected from prospective employees graduating from a premier management institute in Northern India. Structural equation modelling was used to test hypotheses with bootstrapping to test mediation effects.

Findings

The findings demonstrate that the relationship between EI, CSE and knowledge-sharing intention is mediated by political skill. Theoretical and practical implications and directions for future research are followed.

Originality/value

This study contributes to the literature on knowledge sharing by providing a basis for understanding the mediating mechanism through which EI and CSE influence knowledge sharing. This is the first attempt examining the role of political skill as a mediator in the study of knowledge sharing, a critical lever for agile organisations to flourish. By investigating the underlying mechanisms through which individual differences impact knowledge-sharing behaviour, this study significantly supplements current research on knowledge management.

Details

VINE Journal of Information and Knowledge Management Systems, vol. 49 no. 1
Type: Research Article
ISSN: 2059-5891

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Article
Publication date: 19 January 2021

Pushpendra Priyadarshi and Rajesh Premchandran

Data were collected using a survey questionnaire of 379 participants from business process outsourcing (BPO) organizations affected by robotic process automation (RPA). Structural…

1345

Abstract

Purpose

Data were collected using a survey questionnaire of 379 participants from business process outsourcing (BPO) organizations affected by robotic process automation (RPA). Structural equation modelling and hierarchical regression analysis were used to test the hypothesized relationships between the study variables.

Design/methodology/approach

The purpose of this paper is to develop and test a moderated-mediation model examining the relationships between uncertainty around changes due to RPA, neuroticism and job insecurity, and turnover intentions among BPO employees in India.

Findings

Uncertainty around RPA and neuroticism cause job insecurity among employees resulting in their intent to quit the organization. Further, the impact of job insecurity is influenced by employees' commitment to automation. Outlining the ways in which RPA-driven change impacts employees and organizations, our findings underscore the need for upskilling the affected employees besides developing coping mechanisms as a buffer to the negative impacts of large-scale automation-driven transformation in the industry under study.

Originality/value

Amidst the debate around the impact of RPA in developing countries, our research is the first attempt to systematically examine how RPA has led to concerns around job security leading to turnover intention among employees in the Indian BPO sector. It uniquely highlights the role of personality besides the issue of growing uncertainty due to RPA, requiring the immediate attention of organizations.

Details

Personnel Review, vol. 51 no. 1
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 24 April 2018

Pushpendra Priyadarshi and Rajesh Premchandran

The purpose of this paper is to examine and understand the role of person-organisation (P-O) fit in mediating the relationship between job resources and work-related outcomes. The…

1277

Abstract

Purpose

The purpose of this paper is to examine and understand the role of person-organisation (P-O) fit in mediating the relationship between job resources and work-related outcomes. The need to study the antecedents of P-O fit, dearth of its literature in India, and growing importance of ensuring congruence between the environment and the individual in a diverse workplace, to recruit and retain the employees, underlines the significance of this research. In addition to the mediating role of P-O fit, it was hypothesised that co-worker support and decision latitude will lead to an increase in P-O fit and, in turn, be positively related to work engagement (WE), job satisfaction (JS) and organisational commitment (OC).

Design/methodology/approach

Two-phased time-lagged data were collected from a total sample of 213 middle- and senior-level executives working in India. The data consisted of a self-report questionnaire on skill discretion, decision authority and co-worker support in Phase 1 and P-O fit, WE, OC and JS scales in Phase 2.

Findings

Structural equation modelling was simultaneously used to test the hypothesised relationships. It emerged that co-worker support and skill discretion positively correlated with P-O fit. It was found that P-O fit mediated the relationship between co-worker support and JS and OC. It also established partial mediation between co-worker support and WE, and between skill discretion and JS, organisational commitment and WE. The findings of this study, therefore, have profound implications for researchers as well as for practicing managers highlighting the need for a better job design and creating a supportive work environment.

Research limitations/implications

Though the data were collected in two phases, the study design went through a time lag of four weeks, and thereby provided tests of association and not of robust causal relationships. A longitudinal design could be adopted for future research, to enable making inferences about the causal nature of these relationships. The second limitation of the study is its reliance on self- reports as the single source of data.

Originality/value

This is the first study to examine job resources as antecedents of P-O fit using a supplementary fit argument. Further, very few studies have explored P-O fit as a mediating variable and less than 2 per cent of published papers on P-O fit have been studied in the Indian context. Practitioners can employ findings to create interventions to generate more positive organisational outcomes.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 6 no. 2
Type: Research Article
ISSN: 2049-3983

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Article
Publication date: 19 December 2019

The researchers wanted to examine work-family enrichment using the antecedent variables of proactivity, work-family self-efficacy (WFSE) and family permeability,

152

Abstract

Purpose

The researchers wanted to examine work-family enrichment using the antecedent variables of proactivity, work-family self-efficacy (WFSE) and family permeability,

Design/methodology/approach

The researchers selected married individuals working full time with at least one child younger than the age of 16. Respondents were drawn from the IT sectors in the large southern Indian cities of Bengaluru and Hyderabad. Data were collected using self-administered questionnaires. Respondents answered questions about their proactive personality, WFSE, family permeability, WFE and job satisfaction, in addition to demographic variables around age, gender, children and dual-earner status.

Findings

The results show the influence of work-family enrichment (WFE) on job satisfaction. The authors said the strong correlations between the three personality-based antecedents and WFE made it essential for managers to consider each individual worker’s personality traits, as well as to produce work policies and job specifications that helped people to manage their work-family interrelationships.

Originality/value

The authors say the research has made three unique contributions to work-family literature. First, they have explored individual preferences and personality variables that result in greater enrichment. Second, the study has advanced WFE literature by considering family permeability as a preference. Finally, the study has answered the calls of previous researchers to look at variables like work-family self-efficacy as additional resources that help enrichment.

Details

Human Resource Management International Digest , vol. 28 no. 2
Type: Research Article
ISSN: 0967-0734

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Article
Publication date: 12 November 2020

Xinyuan (Roy) Zhao, Jiale Wang, Rob Law and Xinping Fan

This study aims to illustrate how organizational support can reduce work-family conflict (WFC) and improve job/life satisfaction by synthesizing the empirical findings among…

1539

Abstract

Purpose

This study aims to illustrate how organizational support can reduce work-family conflict (WFC) and improve job/life satisfaction by synthesizing the empirical findings among hospitality employees.

Design/methodology/approach

Previous empirical papers were searched through tourism and hospitality journals and 54 studies were ultimately selected. The correlation coefficients were coded and examined through meta-analysis, after which they were used to test the hypothesized model via meta-analytic structural equation modeling.

Findings

Findings demonstrated that organizational support plays a critical role in helping employees release WFC and improve life satisfaction but not job satisfaction. The number of children is a salient factor at the individual level on predicting WFC, whereas gender relates only to life satisfaction. The asymmetric permeable roles of WFC dimensions among work, family and life domains were also shown.

Practical implications

The findings can help hospitality managers be aware of the critical roles of organizational support in assisting employees to handle WFC and improve job and life satisfaction.

Originality/value

The relationships among organizational support, WFC and job/life satisfaction of frontline employees have been examined for the first time via meta-analytic SEM. In this manner, previous consistent and inconsistent findings can be synthesized for future theoretical development.

Details

International Journal of Contemporary Hospitality Management, vol. 32 no. 12
Type: Research Article
ISSN: 0959-6119

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