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Purang, Pooja
- Effect of Age on Fairness Perceptions: A Study of Two Indian Banks
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Affiliations
1 Development Dimensions International, Mumbai, IN
2 Department of Humanities & Social Sciences, Indian Institute of Technology, Bombay, IN
1 Development Dimensions International, Mumbai, IN
2 Department of Humanities & Social Sciences, Indian Institute of Technology, Bombay, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 48, No 1 (2012), Pagination: 150-159Abstract
Age, gender, tenure, and race are some of the demographics that influence employee perceptions and behavior in an organization. Employees of diverse groups differ in terms of their needs, values, and expectations. They bring different perspectives in to the work-environment. They also differ in their perceptions of fairness. Organizational differences in terms of structure, practices, and policies also play a critical role in shaping peoples perception of fairness. It is becoming a challenge for organizations to address these differences in a manner that leads to minimal conflict among different groups. The present study examined the effect of demographic variable, age on the perception of fairness of performance appraisal system using regression analysis.
References
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- Performance Appraisal Fairness & Its Outcomes: A Study of Indian Banks
Abstract Views :175 |
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Authors
Affiliations
1 IIT Bombay, Powai, Mumbai, IN
1 IIT Bombay, Powai, Mumbai, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 51, No 4 (2016), Pagination: 660-674Abstract
This study examines fairness perceptions of performance appraisals in the fast changing Indian banking sector. The mediating role of performance appraisal satisfaction on the relationship between justice perceptions and job satisfaction has been investigated using a cross-sectional study with 340 respondents. The findings highlight that satisfaction with the appraisal process is guided by perceptions of fairness and this further impacts the job satisfaction. The findings emphasize the importance of employee perceptions and consequent reactions that shape employee outcomes versus the intent and design of HR systems. For ensuring success of the HR systems organizations need to incorporate regular assessments of employee perceptions and reactions as despite best efforts employee perceptions can vary from management intent.- Perceptions of Territoriality in Open Office Environment:Impact on Situated Learning
Abstract Views :146 |
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Authors
Affiliations
1 Department of Humanities and Social Sciences, IIT Bombay, Mumbai 400076, IN
1 Department of Humanities and Social Sciences, IIT Bombay, Mumbai 400076, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 52, No 2 (2016), Pagination: 264-278Abstract
This study analyzed the effect of territoriality on situated learning in open-plan offices. A cross-sectional study was conducted on 112 professionals from IT and consultancy companies. Results of hierarchical linear regression with bootstrapping indicated that territorial behavior was a significant predictor of situated learning in open office environments. Findings of the study add to the existing literature on facilitators of situated learning by identifying that feelings of control and belonging that territorial behavior invokes allow for greater interaction thereby increasing knowledge sharing and promoting learning that occurs in everyday activities on the job. The results of the study also provide inputs to practitioners, guiding them in the creation of environments that support situated learning.- Vicarious Justice Shapes Observers’ Climate Perceptions:Moderating Role of Collectivism
Abstract Views :164 |
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Authors
Affiliations
1 Department of Humanities and Social Sciences, IIT Bombay, IN
1 Department of Humanities and Social Sciences, IIT Bombay, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 54, No 2 (2018), Pagination: 309-320Abstract
Reactions to social accounts of justice have remained largely unexamined in the Indian context, though group harmony and loyalty are important aspects of the work place in collectivist cultures. Hence, others’ experiences would be given importance and more likely integrated while forming justice judgments about organizations and authority figures. To fill this gap this study examines the effects of vicarious justice on perceptions of procedural justice climate and employee engagement, with collectivist values as a moderator. A field experiment was conducted on 67 respondents. The findings showed that vicarious justice influences climate perceptions for high collectivists only and procedural justice climate mediated the relationship between vicarious justice and employee engagement.References
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- Influence of Vicarious Justice on Work Behavior: Role of Affect & Retributive Intent
Abstract Views :155 |
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Authors
Affiliations
1 Professor of Psychology, Department of Humanities and Social Sciences, IIT Bombay, Powai, Mumbai 400076, IN
1 Professor of Psychology, Department of Humanities and Social Sciences, IIT Bombay, Powai, Mumbai 400076, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 55, No 3 (2020), Pagination: 373-392Abstract
This paper examined effects of vicarious interpersonal/ procedural justice on behavior intent namely counterproductive work behavior (CWB) and in-role behavior with affective reactions and revenge motives examined as mediators. Two experimental studies were conducted on two different groups of students (N=199 and 179) using role playing vignettes. The findings show vicarious justice influences CWB but not in-role behavior with affect and revenge motives as mediators in serial. This research highlights the role of respectful treatment for all in curbing workplace deviance, as uninvolved observers can have retaliatory intentions. This study contributes to justice research by extending previous research to vicarious justice. It also empirically tests affect (both positive and negative) and revenge motives as mediators which have been overlooked by previous studies.Keywords
No Keywords.- Overall Justice Perceptions & Voice Behavior- A Social Exchange Perspective
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Authors
Shreya Shah
1,
Pooja Purang
2
Affiliations
1 Research Scholar, IN
2 Professor of Psychology in the Department of Humanities and Social Sciences IIT Bombay, IN
1 Research Scholar, IN
2 Professor of Psychology in the Department of Humanities and Social Sciences IIT Bombay, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 56, No 2 (2020), Pagination: 279-291Abstract
Employees’ ideas and suggestions are a crucial resource for organizations. Employees are often unable to offer their suggestions for various reasons. This study examines the relationship of overall justice perceptions (OJP) on promotive as well as prohibitive voice behavior t hrough t he soc i al ex change lens. This enables us to examine voice behavior as a reciprocal action to OJP. A survey was conducted with 106 employees from various organizations. The findings of the survey show OJP is positively related to prohibitive voice behavior, but not to promotive voice behavior. This indicates t hat when employees perceive organizations to be fair, they tend to express concerns regarding the organization’s development but are less likely to give constructive suggestions to make processes easier.References
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