Measuring Employee Development

Abstract

The aim of this study is to identify the factors of employee development (ED) and to validate those identified set of factors using confirmatory factor analysis (CFA). Data were collected personally from employees of manufacturing industries. Factor analysis was carried out to explore the factors and CFA was carried out to check the reliability, validity and the model fitness. The scale had a high degree of reliability and validity and ensured the presence of both convergent and discriminant validity. The scale developed in this study is based on only four factors of ED as identified by different authors. In future, other factors, such as knowledge management and management development programmes, can also be included in the study. The instrument developed in the study for ED provides a basis for most of the academicians and the researchers to empirically test the relationship between ED, individual performance and organizational effectiveness, which has become an important area of interest among the researchers in recent years. The study is based on identifying the measures/factors of ED and validate those factors.

Environmental Versus Firm-level Determinants of Firm Growth: A Structural Equation Modelling for Micro-level Analysis of Business Group Firms

“…Employee satisfaction and development are those that, among variables, mostly contribute to a firm’s performance (Jangbahadur& Sharma, 2018). Specifically, management may influence employee behavior (and organizational performance) by controlling aspects such as remuneration and skills and their relation to the environment.…”

“…The debate on the determinants of a firm's performance mostly centres around two approaches: the business environment and firm-specific characteristics. The first approach focuses on aspects, among Employee satisfaction and development are those that, among variables, mostly contribute to a firm's performance (Jangbahadur & Sharma, 2018). Specifically, management may influence employee behavior (and organizational performance) by controlling aspects such as remuneration and skills and their relation to the environment.…”

The Effects of Exogenous Technological Change on Wage Inequality in Rural India

“…Production with L s and L st is a perfect substitute for production with L st . Kiley (1997) has argued that the assumption of perfect substitution reflects the idea that there are different ways to produce a good and that the choice of the mix of production processes is endogenous. Given these assumptions, the output Y i of artisan i is given by the linear homogeneous production function, F :…”

“…By implication, production is linear in scriptU i and scriptV i , respectively. The constant returns to production mix imply that the expansion of N goods allows for endogenous technological progress, as in the well-known ‘AK’ model of endogenous growth (refer Bhaumik & Banik, 2006; Jangbahadur & Sharma, 2018; Kiley, 1997). However, we are differentiating between categories of skilled labour in terms of tools or technology.…”

“…Central to this argument is the assumption that skill-biased technological change is exogenous (Banik & Bhaumik, 2018; Bound & Johnson, 1992, 1995; Egger & Grossmann, 2001; Kahn & Lim, 1997; Katz & Murphy, 1992; Mcgrattan & Prescot, 2009; Mincer, 1993, 1995; Ulyssea 2018). Endogenous analysis of supply of skilled labour and skill-biased technologies has been carried out in a number of papers (Acemoglu, 1996), but only recently has this phenomenon been given special treatment (Kiley, 1997). Kiley concentrates on the endogenous growth model and argues that an increase in the supply of skilled labour leads to a temporary stagnation in the wages of skilled and unskilled workers.…”