This study investigated the levels of job burnout among 300 university teachers including Lecturers, Readers and Professors. Using Maslach Burnout Inventory-Educator's Survey, the results indicated that lecturers have high level of emotional exhaustion and are found to be significantly different on emotional exhaustion from professors and readers. Readers show less emotional exhaustion as compared to lecturers but high emotional exhaustion as compared to professors. Readers are not found to be significantly different from professors. The three groups are not found to be significantly different on depersonalisation and personal accomplishment.

This paper makes an attempt to ascertain the relationship between socialization, person-culture fit, and employee commitment. In other words, it seeks to determine whether the organizations high on socialization scores will experience high value congruency⁄person-culture fit and also whether high value congruency leads to employee commitment. In the recent past, the concept of culture has gained wide acclaim as a subject of study and reflection. However, the parameters of culture are so intricate that they cannot be outlined or defined. While contemporary research fully endorses the view that culture is an internal variable and can be conceptualized in terms of widely shared and strongly held views, the researchers have not empirically investigated the relevance of social learning in permeating these values into the organizational members. This paper seeks to overcome this limitation and also deviates from the earlier research studies undertaken in this field in the Indian context by exploring whether the person-culture fit notion or the integration of organizational values and individual preferences for those values could predict employee commitment. This study was conducted on six banks including two public sector (banks 1 and 2), two private sector (banks 3 and 4), and two foreign banks (banks 5 and 6) located in Delhi. It used three wellestablished scales — organizational culture profile (OCP), organizational commitment scale (OCS), and socialization practices scale (SPS) — to collect data from two separate groups of respondents through convenience sampling procedure. The first group consisted of 135 newly recruited employees who were asked to complete the OCP indicating their individual preferences on the given 54 value items and OCS for ascertaining their commitment. The second group comprised of 69 senior employees of the banks studied. An overall profile of the culture of each bank was developed by averaging the individual responses of this group. These were then used to calculate the person-culture fit scores for the newly hired employees. The main findings of the study are as follows: Moderate to strong person-culture fit score was found in one private and two foreign banks and weak to moderate person-culture fit score was found in rest of the banks studied. Two foreign and one private bank scored high to moderate on socialization practices respectively. The other two public and one private bank scored low on this dimension. Banks high on value congruency and socialization scores showed significant correlation between person-culture fit and normative commitment. Banks low on value congruency and socialization practices exhibited insignificant correlation between person-culture fit and normative and instrumental commitment. On the whole, the study indicates the need for firms, especially public sector, service-oriented firms, to pay attention to socialization practices which would result in strong cultures and employee commitment.

Taking cue from the recent surge in organisational culture and effectiveness studies' mainly in Western countries, the present study investigated the link between these two constructs using Denison sOrganisational Culture Survey (DOCS) in the Indian context. The results, besides finding a strong support for the DOCS model, indicated that ofthe four cultural traits studied-involvement, adaptability, mission, and consistency, mission was found to be a single most cultural trait responsible for a number ofbottom-line performance indicators. The implications ofand limitations to the study are also discussed.

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PurposeThis study aims to empirically examine how corporate social responsibility (CSR) facilitates the employee's affective commitment in the hospitality sector.Design/methodology/approachA total of 408 questionnaires were distributed among the employees of the selected 13 hotels in Delhi-National capital region (NCR). Structural equation modeling (SEM) was employed to test the proposed hypotheses.FindingsThe study results confirm that CSR has a positive influence on the employees' affective commitment. Further, this study demonstrates that CSR facilitates work meaningfulness and trust among employees and consequently enhances employees' commitment.Originality/valueThis study enhances the understanding of the CSR-affective commitment link in the hospitality sector. This will add a new perspective to the literature, especially in the context of micro-foundation factors of “work meaningfulness” and “organizational trust.”