Background: With globalization, world has become so competitive that every organization is cracking the hard nut to obtain the reward from this. Service sector has been working on the mantra that customer is the king. Purpose: The objective of this study is to find out the influence of emotional labour on job satisfaction among employees in selected private hospitals of Punjab. The data were collected from 586 employees through stratified random sampling. Methods: Dutch questionnaire on emotional labour (D-QEL) developed and validated by Näring, Briët & Brouwers (2007) and job satisfaction tool by Sharma and Tripathy (2010) were used to collect the data. Descriptive statistics was applied to check the level of emotional labour and job satisfaction, t-test and ANOVA were applied for testing hypothesis. Structural equation modelling was applied to find out the influence of emotional labour on job satisfaction. Conclusions: There was no significant difference in the level of emotional labour and job satisfaction for demographic variables such as age, gender, marital status, designations and years of experience. There was a significant influence of emotional labour on job satisfaction of the employees in selected private hospitals of Punjab. Emotional labour was negatively related with job satisfaction. Out of various dimensions of emotional labour: deep acting and emotional consonance had emerged as major cause of job satisfaction

This study aimed at understanding the int1uence of employees' ingratiation on Organizational Citizenship Behavior (OCB) of employees working in northern region of Power Grid Corporation of India Limited. In today's world of globalization and liberalization, OCB can be extremely valuable to organizations and can contribute to performance and competitive advantage. If employees have narrow perspective that make them just concerned about their own career path growth, then they exhibit various impression tactics like Ingratiation. Many a time concurrence occurs between these two types of behaviors shown by them. The aim of this study is to enhance our understanding about interrelationship exist between these variables. It has real world implications on how practice of ingratiatory behavior should be discouraged in order to enhance levels of citizenship behavior in employees. Total 180 questionnaires have been obtained from employees working in northern region of Power Grid Corporation of India Limited. The study concluded that there is a significant and negative relationship between ingratiation and OCB; it means that more ingratiatory practices among employees lead to deterioration of their OCB.

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The present study investigated the effect of organisational culture on high attrition of employees in business process outsourcing (BPO) sector in India. The study has been conducted in three strata comprised of 15 BPO units in and around Chandigarh. An attempt has been made to establish a relationship between openness, confrontation, trust, authenticity, proaction, autonomy, collaboration and experimenting (OCTAPACE) dimensions of organisational culture and turnover intentions of employees. Regression analysis was employed to test the research hypotheses. Results revealed that turnover intentions are particularly sensitive to six dimensions of organisational culture viz. proaction, confrontation, experimentation, trust, authenticity and collaboration. But the results failed to support the relationship of openness and autonomy dimensions of organisational culture with turnover intentions. This study contributes to a better understanding of the influence of organisational culture on the turnover intentions among employees in the BPO sector.Reference to this paper should be made as follows: Dwivedi, S., Kaushik, S. and Malodia, L. (2014) 'Effect of organisational culture on high attrition in Indian business process outsourcing sector', Int.

Background: Over the last few years, India is experiencing a revolution in the hospital sector. Due to increase in the diseases, it has become the responsibility of hospitals and medical staff to provide the best facilities and the personal touch to the patients. While doing this job, the medical staff has to undergo through emotional labou and burnout. Purpose: The objective of this study is to find the influence of emotional labour on job satisfaction in selected public and private hospitals of Punjab. The data was collected from doctors, nurses and paramedical staff (ratio 1:2:1) working in public and private hospitals .The total sample of 1193 was selected from six public hospitals and six private hospitals of Punjab. Methods: The Dutch Questionnaire on Emotional Labor (D-QEL) developed and validated by Geared Nearing, Mariette Briet and Andre Browers(2005) and burnout tool by Pines and Aronson (1988) was used to assess physical, mental and emotional exhaustion. Descriptive statistics was applied to check the level of emotional labour and burnout, correlation was applied for relationship study and regression was applied to find the influence of emotional labour on burnout.  Results: Results showed that medical staff in public and private hospitals was performing emotional labour on a low level but in comparison to public hospitals, it was more in private hospitals. There was a positive but a low correlation between emotional labour and burnout. Conclusion: Emotional labour has not emerge as the significant predictor of burnout. It was observed from the descriptive statistics that the medical staff working in both type of hospitals were doing emotional labour on low level so their scores of burnout was not influenced by emotional labour. There might be the other reasons such as long working hours, frequency of interactions with the patients, demographic variables etc. that can contribute to the burnout.