Indian Journal of Industrial Relations: Economics & Social Dev.

Jatin Pandey ¹, Manjari Singh ¹

Affiliations
1 Indian Institute of Management, Ahmedabad, IN

Abstract

In this study the authors borrow the concept of anasakti (non-attachment) and asakti (attachment) from the Indian philosophy of Anasakti Yoga to explain the relation between two emotional labor strategies of surface and deep level acting and burnout for accredited social health activists (ASHA workers or ASHAs).Emotional labor and burnout are widely associated with jobs that involve high customer interaction. Community health workers when interact with people have similar work requirements. Asakti-Anasakti are regarded as bi-polar emotional states wherein an individual high in asakti forms emotional attachments more quickly as compared to a person who is high in anasakti. Results from 116 ASHA workers bring forth that Asakti-Anasakti mediates the relationship between emotional labor strategies and burnout.

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Jatin Pandey ¹

Affiliations
1 Human Resource Management Area, Indian Institute of Management, Ahmedabad, Vastrapur 380015, IN

Abstract

Rural women can be effectively utilized if empowerment can be used as a strategy for working women in rural settings. The author deciphers the transformation of structural empowerment to psychological empowerment through the mediating mechanisms of self-efficacy and perceived resource adequacy. Through a questionnaire administered to 80 women gram pradhans from rural India, it was found that self-efficacy and perceived resource adequacy mediate this relationship. The author then interviews ten of these eighty women to refine the understanding of the results.

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Manjari Singh ¹, Jatin Pandey ², Shrihari S. Sohani ³, Jatinder Jha ⁴, Biju Varkkey ¹

Affiliations
1 Indian Institute of Management, Ahmedabad, IN
2 Indian Institute of Management, Kozhikode, IN
3 Indian Institute of Management, Indore, IN
4 XLRI-Xavier School of Management, Jamshedpur, IN

Abstract

Comparable worth of jobs is very critical while taking compensation related decisions in any organization. Ascertaining the comparable worth of different jobs having varied levels of responsibility, decision-making, etc. is very challenging for any organization. However, it cannot be ignored if equity and justice has to be maintained to ensure employee trust and engagement. Organizations evaluate the comparable worth of jobs by utilizing tools that are based on methods such as job ranking, job classification, factor comparison and job points. The job point method of evaluation of comparable worth is considered to be one of the most trusted methods as it is devoid of subjectivity.

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Luthufi M. ¹, Jatin Pandey ¹, ², Biju Varkkey ³

Affiliations
1 Tata Institute of Social Sciences (TISS), Mumbai, IN
2 Indian Institute of Management (IIM), Indore, IN
3 Indian Institute of Management (IIM), Ahmedabad, IN

Abstract

Organizations continuously seek to create an environment where employees go beyond their job brief and engage in others’ welfare enhancing behaviors that eventually contribute to higher standards. The study aims to examine the relationship between organizational climate (OC) and prosocial organizational behavior (PSOB). Using social exchange theoretical premise, three dimensions of OC such as warmth, standards and identity were used to examine their relationship with PSOB. The data was drawn from 387 nurses working in two non-profit hospitals in a southern state in India. Results indicate that all three dimensions of OC (warmth, standards and identity) significantly predict PSOB in non-profit hospitals. It imparts important insights to researchers and managers of non-profit hospitals about OC dimensions that have to be given much attention to institutionalize PSOB.

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