Does happiness at work lead to organisation citizenship behaviour with mediating role of organisation learning capacity A gender perspective study of educational institutes in Sialkot, Pakistan

Sabir, Faiz Sultan; Maqsood, Zeeshan; Tariq, Waqas; Devkota, Niranjan

doi:10.1504/ijwoe.2019.106891

Cited by 22 publications

(27 citation statements)

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“…Organ et al (2006) explained that “OCB is an individual behaviour that is discretionary, not directly or explicitly recognized by the formal reward system, and in the aggregate promotes the efficient and effective functioning of the organization”. Organizational citizenship behaviour (OCB) is considered an important requirement for organizational effectiveness (Organ, 1988; Podsakoff et al , 2009; Sabir et al , 2019). The concept of OCB has evolved over time and is reflected when employees’ perform more than their job descriptions in terms of voluntary activities known as extra-role behaviour or pro-social behaviour (Katz, 1964; Mohammad et al , 2016; Sabir et al , 2019).…”

Section: Introductionmentioning

confidence: 99%

Happiness at work, organization citizenship behaviour and workplace diversity: a study on Indian private sector bank employees

Singh

Banerji

2022

ICT

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Purpose The purpose of this paper is to investigate the relationship between employee happiness at work and organizational citizenship behaviour in Indian private sector banks. In this study, happiness at work is represented by three constructs: job satisfaction, affective commitment and work engagement. The study also investigates whether employees’ perception of diversity management practices mediates the relationship between happiness at work and organizational citizenship behaviour. Design/methodology/approach A total of 498 responses from employees of three major private sector banks in the Delhi-NCR region were analysed to investigate relationships between dependent, independent and mediating variables by using structural equation modelling. Findings Happiness at work has a significant positive impact on organizational citizenship behaviour, and employees’ perception of diversity management plays a strong mediating role between the relationship of happiness at work and organizational citizenship behaviour. Practical implications Happiness at work and perception of diversity management have a significant influence on organizational citizenship behaviour of banking employees. Private sector banks in India need to make strategies for workplace happiness and diversity management so that the employees work as citizens of the bank and willingly take responsibility for extra-role behaviour along with their assigned roles. Originality/value The findings of this paper reveal that although employees may experience happiness at work represented by job satisfaction, affective commitment and work engagement, their happiness is less likely to be reflected in their organizational citizenship behaviour until they have a positive perception of the workforce diversity management practices. To the best of the authors’ knowledge, this study is unique in terms of its emphasis on the mediating role of diversity management on employees’ happiness and organizational citizenship behaviour in Indian private sector banks.

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Section: Introductionmentioning

confidence: 99%

Happiness at work, organization citizenship behaviour and workplace diversity: a study on Indian private sector bank employees

Singh

Banerji

2022

ICT

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“…However, there is no relationship between the ages of the employees and organizational commitment (Iqbal, 2010). In another study, Sabir, Maqsood, Tariq and Devkota (2019) found that happiness at work has significant impact on organizational citizenship behaviors of teachers. However, a study done in Nigeria explored that many demographic variables like age, education, job tenure, job position have a significant impact on organizational commitment (Konya, Matic & Pavlovic, 2016).…”

Section: Influence Of Demographic Variables On Teachers' Commitmentmentioning

confidence: 97%

Influence of Demographic Variables on Organizational Commitment of School Teachers: Evidence from the Kathmandu Valley, Nepal

Agrawal

Jain

2020

QJMSS

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Background: Teachers are actors and thus play various roles and responsibilities in the classroom, school and entire community. Their commitment contributes to increasing the skills, knowledge, creativity, intelligence, devotion, and attitudes of the school community. The demographic heterogeneity of teachers affects not only performance but also thecommitment level of the school community. Objectives:The study aims to find the influence of socio-demographic variables on the organizational commitment of school teachers in Kathmandu and Lalitpur districts. Methods: This study is quantitative and based on primary data. The study has employed a conclusive research design. The population of the study was secondary level teachers in Kathmandu and Lalitpur districts, and a number of them were selected using the principles of purposive sampling. The size of the sample was 232. Results: The study reveals that affective, continuance, normative as well as overall commitment of teachers in school do not differs in terms of gender and education level. However, affective commitment increases as an increase in service years whereas continuance commitment increases at the beginning years of service for five years. However,between five to ten years, it lessens.Again after ten years, it increases if the teacher is involvedin the same job for one decade. Conclusions: The commitment of teachers is not affected by their gender and education level. However, the years in service spent by teachers influence their affective and continuance commitment but not the normative commitment. Implications: The findings of this study can be useful for school administrators and policymakers to find the influence of demographic factors on the commitment of school teachers.

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“…Training is defined by learning experience as a planned process to change attitudes, knowledge, or skills to achieve efficient performance in various activities. Further, according to Sabir et al (2019), learning is defined as a change in an employee's permanent behaviour due to direct and indirect work experience. Therefore, soft-talents training can be construed as a systematic process through which soft talents in an individual are developed.…”

Section: Introductionmentioning

confidence: 99%

Status of Professional Skills in MBA Graduates, Its Challenges, and Way Forward in Kathmandu Valley: Evidence from Professional Skill Index

Bhandari

Rana

Devkota

et al. 2021

IJFR

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Today's MBA courses are continuous preparation-based teaching-learning practice to meet the requirements that industries expect from MBA graduates and further enhance their skills and knowledge that would aid them to fit in the job market. Thus, this study tries to assess the status of professional skills in MBA graduates, its challenges, and the way forward with the help of a professional skill index. Based on descriptive analysis, this study is conducted among 280 employers who employ MBA graduates, and a structured questionnaire was applied to collect information. The purposive sampling method was used to select the samples of 280. The study is conducted in Kathmandu valley as many MBA colleges and banks, finance companies, insurance companies, industries, and many private companies are located in Kathmandu valley. So, the graduates also choose Kathmandu valley in the maximum number to pursue their further career. The study's findings revealed that professional skills are generally looked up into hard skills and soft skills, and 100% of organizations look for professional skills possessed by candidates while hiring them. However, they give 100% attention to soft skills possessed by MBA graduates and 99.2% attention to hard skills possessed. In soft skills, an organization thinks communication skills are must by graduates, whereas they prioritize typing skills hard skill. Therefore, this study concludes that MBA students and colleges should focus on enhancing graduates' communication skills. Likewise, being in today's computerized business world typing skill is a must for graduates. Finally, MBA graduates must develop professional attributes among themselves to fit in today's job market

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Does happiness at work lead to organisation citizenship behaviour with mediating role of organisation learning capacity A gender perspective study of educational institutes in Sialkot, Pakistan

Cited by 22 publications

References 0 publications

Happiness at work, organization citizenship behaviour and workplace diversity: a study on Indian private sector bank employees

Happiness at work, organization citizenship behaviour and workplace diversity: a study on Indian private sector bank employees

Influence of Demographic Variables on Organizational Commitment of School Teachers: Evidence from the Kathmandu Valley, Nepal

Status of Professional Skills in MBA Graduates, Its Challenges, and Way Forward in Kathmandu Valley: Evidence from Professional Skill Index

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