Organizations want their employees to be engaged with their work, exhibiting proactive behavior, initiative, and responsibility for personal development. Existing literature has a dearth of studies that evaluate all the three key variables that lead to optimal employee performance-critical psychological states (CPSs), work engagement, and personal outcomes. The present study attempts to fill that gap by linking the variable CPSs (which measures experienced meaningfulness, responsibility, and knowledge of results) with the other two. The study surveyed 359 sales personnel in the Indian telecom industry and adopted standardized, valid, and reliable instruments to measure their work engagement, CPSs, and personal outcomes. Analysis was done using structural equation modeling (SEM). Findings indicated that CPSs significantly moderate the relationship between personal outcomes and work engagement.

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ABSTRACT

One of the important sub-systems within the comprehensive human resource management is training and development. Through this activity the employees v\/ho have entered organizational domains with diverse backgrounds and orientations are brought in line with the requirements of the organization so that organizational tasks get accomplished which in turn will assist organizations to move in the desired direction. Besides catering to organizational requirements, training and development would also facilitate career advancements of individuals.The present study is undertaken to know how effectively training activities are carried out in public sector banks. The current research focuses on identifying the challenges and concerns of training and development activities in public sector banks in Bangalore city. Effort has been made to find the impact of demographic groups on factors of training and development activities.