Development of Organizational Change Questionnaire

Mishra, Bijaya; Bhaskar, A. Uday; Khurana, Amulya

doi:10.1177/097215090600800106

Cited by 3 publications

(2 citation statements)

References 10 publications

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“…Besides this, they accept to solve for both Indian and foreign companies/clients/projects which require different work climate, timings, etc., that leads to work–life imbalance in this sector. Mishra, Bhaskar and Khurana (2007), in their study on developing a scale for measuring the employees’ perception, conceptualized change as a response by an organization to internal and external happenings. These changes impact the WLB of employees.…”

Section: Introductionmentioning

confidence: 99%

A Study on the Determinants of Work–Life Balance of Women Employees in Information Technology Companies in India

Bharathi¹,

Malá²

2016

Global Business Review

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This research article identifies certain factors that strongly impact the work-life balance (WLB) of women employees in information technology (IT) companies in India. These factors are related to the challenges and enhancers to the professional and personal lives of 186 women working in various IT companies in India. The study also identifies the impact of social media (SM) in their work lives. Based on an extensive review of the literature, a set of 42 factors relating to WLB is grouped into five constructs, namely, professional challenges, personal challenges, SM involvement, professional enhancers and personal enhancers. Exploratory factor analysis is used to extract the highly impacting factors. The results show that the personal enhancers of WLB, such as regular exercises and fitness schedule, yoga and meditation, balanced diet as well as good sleep and involvement in the hobbies, loaded the heaviest as the most impacting factors; working from home heavily impacts as a professional enhancer in the WLB of women. The second heavily loaded component is comprised of personal challenges, such as inadequate self-attention, insufficient time spent on elders and children, feeling depressed or suffering with hypertension along with a professional challenge of extended or odd working time. We find that irrespective of challenges or enhancers, personal factors are perceived to be more impacting than the professional ones. Interestingly, the study shows that SM involvement has no significant impact. It is neither considered as a challenge nor an enhancer to the WLB.

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Section: Introductionmentioning

confidence: 99%

A Study on the Determinants of Work–Life Balance of Women Employees in Information Technology Companies in India

Bharathi¹,

Malá²

2016

Global Business Review

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“…In the present study, latter option i.e., organizations' engagement in technological change-related activities has been measured through self-reported surveys, due to the poor response and non-disclosure of organizations with respect to their R&D investment pattern. For the conduction of self-reported survey, a seven-point scale ranging from negligible (coded as 1) to large extent (coded as 7) to measure the technology orientation behavior of the organizations has been designed tracing the studies of Mishra et al (2007); Garcia-Valderrama and Mulero-Mendigorri (2005); Schmidt and Rammer (2006), etc. Accordingly, a list of items was generated.…”

Section: Generation Of Scale Items For Technological Orientation Measurementioning

confidence: 99%

What determines intensity of technology orientation? A study of manufacturing organizations with firm-level data

Sharma

2014

Decision

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The present composition aims to comprehend factors which mark the difference in the intensity of technology deployment efforts of the manufacturing organizations in their respective units. The firm-level data were collected through a structured interview schedule from a sample of 160 manufacturing organizations operating in north-west states of India including Punjab, Haryana, Himachal Pradesh, and Jammu and Kashmir. The application of discriminant analysis has brought forth organizations, which are less technology oriented (LTO), which have confined their operations to regional/national level, are operating at small-scale level. Besides, LTO units have come into existence before the second generation reforms i.e., before 2001 and devoted fewer efforts toward the adoption of improved technology at the workplace. The LTO organizations do not opt for pilot testing while initiating any technological change efforts at the workplace. Besides, evaluation of technological change proposals in case of LTO units is done on adhoc basis. The LTO units have dissatisfactory opinion about their organization's performance and image of their products in the eyes of customers as compared to their competitors. Considering the findings of the study, governmental and sectoral institutions which meant to stimulate and substantiate the technological change efforts of the organization can learn, from the study, the aspects and type of variables that need to be concentrated for better technology deployment.

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Processo de compras de hospital de ensino público: proposição de melhorias com a utilização da metodologia EKD

Araújo¹

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Development of Organizational Change Questionnaire

Cited by 3 publications

References 10 publications

A Study on the Determinants of Work–Life Balance of Women Employees in Information Technology Companies in India

A Study on the Determinants of Work–Life Balance of Women Employees in Information Technology Companies in India

What determines intensity of technology orientation? A study of manufacturing organizations with firm-level data

Processo de compras de hospital de ensino público: proposição de melhorias com a utilização da metodologia EKD

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