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Singh, Poonam
- Well-Being: Role of Psychological Capital Among Employees
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1 Department of Psychology, Banaras Hindu University, Varanasi, Uttar Pradesh, IN
1 Department of Psychology, Banaras Hindu University, Varanasi, Uttar Pradesh, IN
Source
Indian Journal of Positive Psychology, Vol 6, No 3 (2015), Pagination: 295-298Abstract
In today's scenario, well being of employee is in the best interest of organizations. Since the workplace is a significant part of an employee's life that can affects his/ her life. Well being has implication to employees very deeply-at mind, body and soul. The aim of present study is to examine the role of positive psychological capital on well being of employees. The study is concerned to see the relationship between psychological capital (such as self efficacy, hope, optimism, and resilience) and employee psychological well being. The sample consists of 60 employees working in public sector banks. Well being of employees is being measured by the scale of psychological well being (Ryffs, 1995) which consists of 18 items. The result of the study is showing that optimism and resilience (dimensions of psychological capital) emerged as significant predictor of employee well-being.Keywords
Psychological Well Being, Psychological Capital.
- Human Resource Management Practices and its Impact on Organizational Commitment
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Authors
Affiliations
1 M.S. College, Motihari, Bihar, IN
1 M.S. College, Motihari, Bihar, IN
Source
Indian Journal of Positive Psychology, Vol 9, No 4 (2018), Pagination: 482-487Abstract
Human Resource Management (HRM) involves all management decision and practices that directly affects the people, or human resources, who work for the organization. Now the world's economic and social structures have become more connected and reliant upon one another. Therefore it is vital to explore how humans interact within these structures. HRM practices would help managers and policymakers to enable them to integrate and redesign their entities' in achieving desired objectives and success in global world. The present study is aimed at exploring various HRM practices in private sector organizations and assessing its influence on organizational commitment. The sample consists of total 90 participants selected from private organizations. HRM practices were measured by the scale developed by Geringer, Frayne, and Milliman (2002) and organizational commitment was measured by the scale by Meyer and Allen (1993). Data were analysed by correlation and multiple regressions. Regression result showed that various HRM practices are significantly predicting organizational commitment. Further results and implication of HRM practices will be discussed in final paper.Keywords
Human Resource Management, Organizational Commitment.References
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- Emotional Labour and its Relationship with Job Satisfaction: Role of Organizational Support
Abstract Views :129 |
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Authors
Affiliations
1 Department of Psychology, Munshi Singh College, Motihari, Bihar, IN
1 Department of Psychology, Munshi Singh College, Motihari, Bihar, IN
Source
Indian Journal of Positive Psychology, Vol 13, No 2 (2022), Pagination: 137-141Abstract
With increasing competition in today's organization, management of employee's attitude, behavior and emotion has become an important issue that has ramification in delivering services to customers which in turn affects the organizations productivity. In order to provide effective service to customer and become valuable for customer, organization must focus on managing employee's emotion. Management of Emotional labour of employee's could help the organization to maintain edge over the organization and help to gain competitive advantage. The present study is aimed at exploring emotional labour of employees of private sector organizations and assessing its influence on job satisfaction as and explores moderating effect of perceived organizational support. Sample consists 100 participants selected from private organizations. Emotional labour measured by scale developed by Kruml and Geddes (2000) and job satisfaction measured by scale by Hackman and Oldham (1975). Data were analysed by correlation, multiple and moderation regressions. Regression result showed that emotional labour is negatively related with job satisfaction and perceived organizational support is moderating emotional labour-job satisfaction relationship. Further result and implication of study labour has been discussed in paperKeywords
emotional labour , job satisfaction, perceived organizational supportReferences
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