TABLE 1
Source publication
In the context of managing knowledge workers, the present study strives to develop a reliable and valid scale to measure the job satisfaction of knowledge workers. The data collected from a sample of 511 knowledge workers, on analysis, results in a 30-item scale with Cronbach alpha value 0.93 and the reliability of subscales ranging from 0.93 to 0....
Contexts in source publication
Context 1
... Technical and professional colleges, seven research institutions and five IT companies, all in North India, were covered. To reduce systematic bias in sampling and enhance generalisability of results (Young 1993) deliberate attempt was made to represent different age groups, difference in education and experience and other demographic variables in the sample (Refer Table 1). A total of 900 questionnaires (300 for each industry) were administered personally by post and online. ...
Similar publications
The paper is a brief review of research results referred to knowledge management (KM) in companies in Poland. The discussion is intended to establish the extent to which the KM systems are put in practice as well as to find out possibilities of their implementation in future. Moreover, the progress made by Polish companies is collated with the expe...
Reverse logistics has gained significant attention in operations management research in recent years, but few studies have focused on firm characteristics that lead to the effective implementation of reverse logistics processes. Similarly, the effect of reverse logistics processes on firm performance has not been widely researched. This paper revie...
Citations
... The importance of considering the effects of the teacher's demographic characteristics such as gender, age, and marital status on teaching quality was emphasized by Reid [63]. Various works in the literature (e.g., [64,65]) studied the psychological empowerment effect of these demographic characteristics towards teaching quality. Specifically, the effect of gender differences was notable in student relationships wherein female teachers show more significant concern towards female students than males [66]. ...
... Hiring decisions that would outline the characteristics of the candidates that HEIs will then consider must be guided by the latest empirical findings of the domain literature. The design of hiring standards must consider insights, for instance, regarding gender, age, marital status, intellectual capacity, class management, and communication (e.g., [63][64][65][66][67]). In addition, the standards must be integrated with mechanisms that can evaluate personalities, psychological traits, conscientiousness, and emotional stability, among an array of positive psychological characteristics of teachers. ...
While teaching quality has been widely studied, this work advances the domain literature by evaluating the factors influencing teaching quality in order to determine their causal relationships and eventually identify those crucial factors. With ten factors obtained from a comprehensive review of literature, the neutrosophic decision-making trial and evaluation laboratory (DEMATEL) method is used to model these factors in the case of public universities in the Philippines. The DEMATEL handles the causal relationships among factors of teaching quality, while the vagueness associated with domain experts eliciting judgments within the DEMATEL is modeled in single-valued neutrosophic numbers. Findings reveal that individual characteristics, psychological characteristics, and institutional culture are key factors of teaching quality, while institutional resources and student composition are minor key factors. Higher education institutions (HEIs) must pay more attention to these factors in designing different initiatives, as they are crucial in shaping teaching quality. These findings offer important insights for HEIs in their recruitment and hiring decisions, strategic road mapping for building an institutional culture that values teaching quality, establishing student composition schemes, and resource allocation decisions for promoting institutional resources that drive teaching quality initiatives. Some policy takeaways and avenues for future works are also discussed.
... Hackman and Oldham (1976, p. 258) defined autonomy "as the degree to which a job gives employees the required freedom, independence, and discretion in scheduling and executing their work. " According to Narang and Dwivedi (2010), the greater the autonomy is given to employees, the greater their sense of self-responsibility will be. Hackman and Oldham (1976) highlighted that employees should feel the result of the job given the efforts, initiatives, and decisions. ...
This study aims to assess the job characteristics and work engagement relationship. This study also investigated emotional intelligence as a moderator in the relationship mentioned above. The respondents were 200 nurses working in public hospitals in the northern states of Peninsular Malaysia. A Partial Least Squares Structural Equation Modelling (PLS‐SEM) technique via Smart PLS 3.0 was used for data analyses. The findings indicated that task significance, autonomy, and feedback were significantly associated with work engagement. However, emotional intelligence failed to moderate the purported relationships. The results contribute to the job demand resources model and job characteristics theory by gauging job characteristics as the predictors of work engagement. The theoretical framework managed to substantiate partial support of the theory. Theoretical and practical implications, limitations, and recommendations for future studies are also presented.
... It was determined by researchers that these factors differed from factors that affect the satisfaction of workers in other occupations. Narang (2010) has developed models that claim to be a reliable and valid scale for measuring the satisfaction of information workers. In this study, the factors affecting the satisfaction of information workers were examined within five dimensions: organizational support, competitive excellence, oppressive management practices, fair and transparent management, supervision and guidance. ...
... This study helps information workers to better understand the key factors affecting job satisfaction. The results of the analysis (Narang, 2010) showed that competitive excellence and fair and transparent management factors are more important than the other factors. According to the results of the analysis, repressive management and supervision and guidance were the factors attracting the least scrutiny. ...
... If the employees have sufficient freedom and independence in choosing their own method of work, they are capable of having an appropriate level of autonomy. The greater is the autonomy, the greater will be the sense of responsibility of the individual in his/her work (Karim and Harun 2010;Lim 2007;Narang and Dwivedi 2010). The weakening of autonomy can not only disrupt the health of the workplace at the individual level, but can also disrupt the health of the workplace at the organization level (Nini 2016). ...
The present study aimed at investigating the effect of job and motivation on the knowledge sharing of librarians in public libraries. The present study was of survey type. The statistical population of this study was all librarians in public libraries of Iran and the sample included 245 subjects. Data collection tool was a questionnaire while the structured equation modeling and Lisrel software used for analyzing data. Based on research findings, this study highlighted the role of autonomy, feedback, and external motivation on the knowledge sharing behavior of the librarian. The findings of this study showed that autonomy had a mutual effect on the introjected and external motivation of librarians. Despite the lack of relationship between task identity and introjected motivation, the task identity has a direct and significant effect on their knowledge sharing behavior. In this study, the lack of relationship between feedback and external motivation of librarians was confirmed.
... Narang and Dwivedi, [36], indicated in their studies that the biggest achievement in the education industry based on several factors such as opportunities, qualification of academician, review of curriculum and development, communications of the institution with certified organizations and allocation of resources. Since quality assurance and compliance becomes an important issue in education area, IHL needs to ensure the performance of the academician to be measured and monitored because IHL achievement comes from the quality provided mainly by academicians [5]. ...
Balanced Scorecard (BSC) is a well-known performance measurement tools and some researchers have highlighted its relevance to Institutions of Higher Learning (IHL). In order to response to the globalization phenomenon today, IHL must adopt the most suitable tool such as Performance Measurement System (PMS) in assessing academicians’ performance. The adoption of Strategic Performance Measurement System (SPMS), proven to realize significant cost saving, improve personal satisfactions and enhance organizational performances based on previous studies. Therefore, the objective of this paper is to determine the relationship between leadership, communication and academic qualification towards the adoption of BSC. Data were collected quantitatively through a survey questionnaire with the usable response rate of 78.57%. The descriptive results of this study revealed that the majority of academicians’ extensively agrees that the measurement used in the BSC are effective in assessing academicians’ performances. This finding also reveals that leadership, communication and academic qualification were significantly influenced the adoption of BSC. The findings from this study have advanced the literature on BSC especially in the education sector. It also provides a better understanding of BSC as the performance measurement tool in assessing academicians’ performance.
... Though job satisfaction is one of the most researched topics in the field of organisational behaviour (Spector 1997), job satisfaction of knowledge workers is one area that further needs to be researched upon (Narang & Dwivedi, 2010). ...
Employee turnover has attracted significant research worldwide because of the high cost it entails. These costs include recruitment, selection, training, adjustment time, possible product, and/or service quality problems which often exceed hundred percent of the annual salary for the position being filled. Understanding the factors that influence the turnover gives organisations the opportunity to reduce selection and training costs, increase employee morale and customer satisfaction and enhance organisational productivity. This paper traces the work done by researchers in understanding the flight risk or Turnover Intention behaviour of professionals and thus helps understand and curtail turnover thereby curtail costs for organisations.
... This satisfaction can be seen within the positive and good mood and feeling of individual when they are at work. (Ismaili & Renani, 2007) Job satisfaction can be characterized as the passionate sentiment delight that is experienced by an employee because of many components of work (Evans, Pucik & Bjorkman, 2011;Intaraprasong, Dityen, Krugkrunjit & Subhadrabandhu, 2012;Mohammad, Habib & Alias, 2011;Narang & Dwivedi, 2010;Swaminathan & Jawahar, 2013). Satisfaction of work as a motivational component could contribute towards positive organizational factors elements, for example, performance and commitment (Özturk, 2010). ...
... The results supports the study hypothesis 2 that OCB is closely related to gender (α≤0.042, p<0.05) as found by Narang and Dwivedi (2010) in their study, that female teachers are more responsible and show greater concern towards student than male teachers but Rezaian (2006) examined that gender discrimination and lack of justice are the major reasons in discouraging the women to exhibit OCB. Some other studies in the literature found contradictory results that male employees exhibit more OCB than female employees (Rezaian, 2006;Mahnaz et al., 2013;Wanxian and Weiwu, 2007) ...
Several studies showed that the empowerment is pathway to organization citizenship behaviour (OCB) among teachers. Therefore this study focuses on investigating the relationship of psychological empowerment, demographic characteristics and organizational citizenship behaviour Participants of the survey were both from public and private sector universities of Punjab. Data was collected using the self-administered questionnaire. 213 questionnaires were distributed among the different 18 universities in Pakistan. We received 194 questionnaires from our respondents but only 180 was accurately filled and used for further analysis. Thus the response rate is 85%. To determine relation between empowerment and OCB regression analysis was used. ANOVA analysis and independent sample t-test was used to examine the influence of demographic characteristics on OCB. Our findings show that psychological empowerment is significantly and strongly related to OCB. Furthermore, demographics are also found to be important to promote the OCB in university teachers, whereas tenure of the job is found to be significant predictor of employee empowerment.
... Pemahaman tentang konsep kepuasan kerja membantu para peneliti bidang keprilakuan untuk memahami efek dari konsep ini yaitu misalnya komitmen organisasional, penilaian kinerja maupun intensitas turnover. Pentingnya pemahaman tentang konsep kepuasan kerja dipertegas oleh (Narang & Dwivedi, 2010) mengatakan bahwa kepuasan kerja merupakan salah satu faktor penting yang mempengaruhi kepuasan hidup karena sebagian besar waktu manusia dihabiskan di tempat kerja. ...
The study was aimed to examine the effect of Leadership Development and Empowering Leadership on the Organizational Commitment, that mediated by Job Satisfaction. Respodent of this study was taken from employees of Disperindagkop of Sleman Regency. This study was conducted considering two factors of Leadership Development, i.e. coaching, training and development and four factors of Empowering Leadership, i.e. enhancing the meaningfulness of work, fostering participation in decision making, expressing confidence in high performance, providing autonomy from bureaucratic constraints. The Structural Equation Modeling (SEM) were used for developing theoretical and analyzing of this study.. Result of this study found that the two factors of Leadership evelopment and four factors of Empowering Leadership effected on Job Satisfaction, and than the correlation between Job Satisfaction and the organizational commitment was founded positive effect. Development policies and programs in Disperindagkop should therefore focus on building Leadership Development and Empowering Leadership to make the hight Job Satisfaction and hight organizational commitment of it’s employees. Keywords: Leadership Development, Empowering Leadership, Job Satisfaction, Organizational Commitment, Structural Equation Modeling.
... There are only 1700 PhD faculties, where currently they need 7000. The excellence of education is dependent on the equivalent opportunities, evaluation of academicians, review of curriculum and development, communication of the institutions with certified organizations, input of students in academic affairs besides the self-assessment, allocation of resources and appointment of academicians on merit (Narang & Dwivedi, 2010). The observed prospects and problems like the governance, infrastructure capital improvement; support and funding on performance basis are significant for development of HEIs (Jaros, 2007). ...
The personal characteristics of an employee regarding his/her age, qualification, gender, marital status, length of service and designation is highly related to the profession he/she is pursuing. His/her job status is greatly affected positively or otherwise by the parameters mentioned above. The present study is focused upon the personal traits of an employee and its implications which may emerge in the kind of intentions further which can compel the employee to stay or leave the institution. As a prerequisite, the data was collected from 100 academicians from both public and private universities. The same data was thereby analyzed by utilizing the prescribed tools of regression and test of significance. The diversity of the result is significant enough as the demography of an employee is strongly bracketed in some respects and in certain others the professional career of the same employee is not affected.
