Interplay of organizational identification, regulatory focused job crafting and job satisfaction in management of emerging job demands: evidence from public sector enterprises

Sameer, Sanjeet Kumar; Priyadarshi, Pushpendra

doi:10.1080/12294659.2020.1848024

Cited by 11 publications

(4 citation statements)

References 49 publications

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“…The study found a positive correlation between POS and WA. By establishing these relationships, the study has major implications on employee-driven job demand management, job redesigning (Sameer & Priyadarshi, 2021 ) and policymaking related to a blended working arrangement.…”

Section: Discussionmentioning

confidence: 99%

The Interplay of digitalization, organizational support, workforce agility and task performance in a blended working environment: evidence from Indian public sector organizations

Sameer

2022

Asian Bus Manage

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Dynamic changes in business environment due to unforeseen factors such as COVID-19 pandemic may pose a threat to business continuity of an organization and challenge traditional ways of working. Blended working arrangement could be a possible alternative under such situations. This study examines the role of perceived usefulness of digitalization (PUD), workforce agility (WA) and perceived organizational support (POS) in task performance (TPBW) and explains the underlying process. Survey results of 201 managers of Indian public section organizations show that PUD, WA and TPBW are positively related to each other. However, POS neither plays a direct nor a moderating role in their relationships. WA partially mediates the relationship of PUD and TPBW. Theoretical contributions and managerial implications have been discussed.

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Section: Discussionmentioning

confidence: 99%

The Interplay of digitalization, organizational support, workforce agility and task performance in a blended working environment: evidence from Indian public sector organizations

Sameer

2022

Asian Bus Manage

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“…Therefore, we used demographic characteristics namely age, gender, marital status, education, work experience and job level were used as control variables in the study in line with prior studies (Robledo et al. , 2019; Sameer and Priyadarshi, 2021a, b). As one form of job crafting may affect the availability of job resources for pursuing other types of job crafting (Bakker and Demerouti, 2014), therefore, we also controlled for the effect of promotion-focused job crafting while assessing various relationships involving prevention-focused job crafting and vice-versa.…”

Section: Methodsmentioning

confidence: 99%

Regulatory-focused job crafting, person-job fit and internal employability–examining interrelationship and underlying mechanism

Sameer

Priyadarshi²

2022

EBHRM

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PurposeThis paper examines the relationships between regulatory-focused job crafting, i.e. promotion- and prevention-focused job crafting, person-job fit and internal employability and explores the direct and underlying mediation process using conservation of resources and job demands-resources theories.Design/methodology/approachSurvey data collected from 425 executives of India based public sector enterprises were used to test hypotheses.FindingsPromotion- and prevention-focused job crafting respectively had a contrasting relationship with needs-supplies fit. The relationship with demands-abilities fit was statistically significant only in the case of prevention-focused job crafting. These two job crafting forms respectively had a positive and a negative effect on internal employability, both directly as well as indirectly through person-job fit.Practical implicationsEmployees can pursue promotion-focused job crafting and avoid prevention-focused job crafting to improve their person-job fit as well as internal employability which subsequently may have multiple favourable outcomes at an organizational and individual level.Originality/valueThe study, for the first time, empirically investigates the differential role of individuals' efforts in the form of promotion- and prevention-focused job crafting, in influencing internal employability and explains its underlying mechanism through person-job fit. These interrelationships may have important implications for employees' job demand management process and job choices.

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“…In addition, it is considered to the permanent evaluation since this allows to demonstrate which areas must be reinforced or which areas must be enhanced to reach the next level, since this allows to generate mutual loyalty between employees and worker. (Kumar & Priyadarshi, 2021). Similarly, Rossi et al (2021) point out that it means continuing to fulfill the moral obligation of reciprocity.…”

Section: Introductionmentioning

confidence: 99%

Relationship of Organizational Commitment to Teamwork in a Municipality From Peru

Rodríguez

Alberca²,

Escalante³

2023

J. Professional Business Review

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Purpose: The general objective was to determine the relationship between organizational commitment and teamwork in a municipality from Peru. Theoretical framework: The current literature has reported good findings on both organizational commitment and teamwork. However, there is still much to research and understand about OC and TE because it is an ever-evolving development. Design/methodology/approach: A quantitative, applied, non-experimental, descriptive and correlational study was used, applying the questionnaires to 94 workers of the municipality. Findings: The results revealed that organizational commitment is deficient 73% and teamwork is deficient 78%, also, the p=0.000<0.05, indicating that the variables retain a highly significant correlation, also, it is evident that they reached a Rho=82.9%. Research, Practical & Social implications: We suggest a future research agenda and highlight the contributions made to organizational commitment and teamwork. Originality/value: the organizational commitment maintains a very strong positive correlation with teamwork, evidencing that by generating in the workers a sense of belonging with the institution, as long as the best collaborators are offered job growth options and very strong affective bonds are created, then an assertive communication is achieved through permanent dialogue, the communication flow is improved and with it the needs of the employees are recognized, impacting positively in the decision making process, since the planned goals have been realistic to the resources and abilities of the employees.

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Interplay of organizational identification, regulatory focused job crafting and job satisfaction in management of emerging job demands: evidence from public sector enterprises

Cited by 11 publications

References 49 publications

The Interplay of digitalization, organizational support, workforce agility and task performance in a blended working environment: evidence from Indian public sector organizations

The Interplay of digitalization, organizational support, workforce agility and task performance in a blended working environment: evidence from Indian public sector organizations

Regulatory-focused job crafting, person-job fit and internal employability–examining interrelationship and underlying mechanism

Relationship of Organizational Commitment to Teamwork in a Municipality From Peru

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