Informatics Publishing Limited

Surendra Kumar Sia ¹, Gopa Bhardwaj ²

Affiliations
1 Department of Psychology, Punjabi University 147002, IN
2 Department of Psychology, University of Delhi, Delhi 110007, IN

Abstract

The present study examines the perception of the employees regarding the diversity climate of their organization. The dimensions covered under the diversity climate are organizational fairness, inclusiveness and personal diversity value. The study revealed that mainly the Oriya Hindu Female and Oriya Reserved Category employees differed significantly from the other groups upon perceived fairness and perceived inclusiveness. However, no significant difference was observed among the respondents of the different groups upon personal diversity value.

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Pravakar Duari ¹, Surendra kumar Sia ¹

Affiliations
1 Department of Applied Psychology, Pondicherry University, Pondicherry, IN

Abstract

Happiness is a holistic ideal. It speaks to the person that his/her life is complete in the sense that his/her reasonable desires are fulfilled over his/her life time. According Mayer and Diner (1995), happiness may be defined as the experience of frequent positive affect, infrequent negative affect and overall senses of satisfaction with life as a whole. Gandhiji mentions that "the people became happy when what they think, what they say and what they do is a harmony situation". Workplace happiness is not just a feel good thing- it really matters in hard, financial term. Workplace happiness is a key factor in motivation and productivity. It's hard to get much dynamism, efficiency and enthusiasm from someone who is unhappy. However, workplace happiness is even more important in retaining key people within an organization. . Happy at work is crucial both to the employee and to the company. People will spend more of their adult life on their job than on anything else. People's work will take up more of their time than their families, friends and hobbies combined. It would be nicer if that time is spent at a job that actually makes them happy. Happy people and happy company can create a lot of good things such as increasing productivity, quality, sales, customer satisfaction, creativity, innovation, adaptation, flexibility, and decreasing loss, absenteeism, stress of workers, accidents and occupational diseases. So, quality organization starts with quality personnel, not quality machine or quality office. Quality personnel are personnel with knowledge, competence, creativity, virtue and happiness.

Keywords

Happiness, Productivity, Organization, Absenteeism

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R. Archana ¹, Surendra Kumar Sia ²

Affiliations
1 Department of Clinical Psychology SRM University, Chennai, IN
2 Department of Applied Psychology Pondicherry University. Puducherry, IN

Abstract

Humans have the innate capacity to understand emotions conveyed even in unfamiliar music and the earliest form of human exposure to music is maternal singing of lullabies. In this study music has been used as a medium to pacify restless infants before sleep and in their conditions like anger and attention seeking. Two groups of infants between 4-10 months of age were observed for their responses to lullaby and play-song respectively. They were observed over a week with and without using music and time taken to calm down was noted in each condition. Results suggest that music has a positive effect in pacifying infants

Keywords

Positive Music, Child

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Sudarshan R. Kottai ¹, Surendra Kumar Sia ²

Affiliations
1 Department of Clinical Psychology, LGBR Institute of Mental Health (Ministry of Health and Family Welfare, Govt. of India), Tezpur, IN
2 Department of Applied Psychology Pondicherry University, Pondicherry, IN

Abstract

Police is the first step in the ladder of the criminal justice system who are responsible for upholding the human rights of each and every citizen. Hence, effective policing is imperative for the implementation of law and order and in building up of an institution of justice. Indian policing needs to undergo a sea change in order to redress the grievances of common people in more democratic and humane way without regard to their affiliations and selfish motives.A police officer to be genuine in his conduct should necessarily be a good human being. She/he should a person of ideas, vision and philosophy characterised by a sense of empathy and moral values. A Civilian police officer should be very patient in hearing the complaints of the public and should be able to put his/her into the psychological shoes of another and experience what the client is experiencing to execute positive action. At the same time he should maintain unconditional positive regard towards the perpetrators so that he could act as an instrument of change in the perpetrator in motivating himself towards progressive change. In every organisation the human element is the most pivotal part. For policing to be successful and result-oriented, first of all the personnel's personality features should match with what is demanded by the job rather than modernising it with most modern sophisticated investigative machineries. For this, psychometric testing to assess personality has to be included as part of police selection and training in the field of positive psychology, spirituality, empathy training,counselling skills also should be part of the continuous modernisation programme. The evergrowing science of psychology has to be utilised to make our police the best in the world for Swami Vivekananda said "Psychology is the science of the sciences."

Keywords

Democratic Policing, Psychological Perspective

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Surendra Kumar Sia ¹

Affiliations
1 Department of Applied Psychology, Pondicherry University, Puducheny, IN

Abstract

The Congruence of Psychological Contract Questionnaire was developed to assess the level of compatibility in the psychological contracts held by employees. Though there are few tools used for psychological contract, we don't come across with any in Indian context. Therefore a sincere attempt has been made by the researcher to fulfill that objective. Based upon the dimensions outlined through the interview with university employees, items were generated from literature. The split half reliability coefficient of the questionnaire was found out to be .72. Exploratory factor analysis of 34-item pool yielded a 24-item measure with three distinct factors namely congruence in role, congruence in power and congruence in culture.

Keywords

Development, Validation, Measure Congruence, Psychological Contract

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Bharat Chandra Sahoo ¹, Surendra Kumar Sia ¹, Niranjan Sahu ², Aneesh V. Appu ¹

Affiliations
1 Pondicherry, Tamil Nadu, IN
2 School and Mass Education Department, Government of Odisha, IN

Abstract

The major thrust of the present paper, pertaining to employees' growth and development at work, attempts a systematic analysis of attitudinal outcomes and performance improvement due to psychological capital. The constructs, namely psychological capital, and work attitudes like job involvement, job satisfaction, organisational commitment, cynicism, and turnover intention have been described. Based on far reaching Indian as well as western literature and findings, it is suggested that psychological capital would be positively related to desirable attitudes like job satisfaction, organisational commitment, and job involvement whereas negatively related to undesirable attitudes like organisational cynicisms and turnover intention. Through extensive literature and findings, the researcher is aiming to formulate a conceptual model of psychological capital based on propositions and to show how psychological capital is related to job attitudes. With respect to organisational development, this paper also covers practical implication where systematic intervention of psychological capital is given utmost priority. With reference to various organisations and workplaces, how psychological capital can be applied in a scientific direction through proper training, workshop, and web-based programme in order to promote healthy and balanced life.

Keywords

Psychological Capital, Job Satisfaction, Organisational Commitment, Job Involvement, Organisational Cynicism, Turnover Intention.

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Imran Hussain ¹, Surendra Kumar Sia ¹, Prabhat Kumar Mishra ²

Affiliations
1 Department of Applied Psychology, Pondicherry University, Puducherry, IN
2 Department of Educational Psychology and Foundations of Education, National Council of Educational Research and Training, New Delhi, IN

Abstract

Workplace deviance is an alarming issue in today's world which almost every sort of organizations withstands. The employees as well as the employers along with the firm face serious threats. As a result of these hard costs, the negative impact of deviant behavior leaves a devastating effect on overall productivity and performance of the organization. In the present paper, the authors have made a sincere attempt to cover some important antecedents of work place deviance through rigorous review of the literature. The major three antecedents emphasized are-Abusive supervision, organizational justice, and ethical climate. Authors have also compiled some additional factors which have linked with deviant behavior. On the basis of the literature covered they have put forth three propositions suggesting the relationship of the antecedents with workplace deviance.

Keywords

Abusive Supervision, Ethical Climate, Organizational Justice, Workplace Deviance.

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D. Manikandan ¹, Surendra Kumar Sia ¹

Affiliations
1 Department of Applied Psychology, Pondicherry University, Pondicherry, IN

Abstract

There have been many researches on the cognitive activity particularly about decision making. Researchers having varied backgrounds such as management, psychology, consumer behaviour, Education and Military science, to name a few are aiming to analyse the factors influencing the cognitive activities And also researchers attempt to investigate the impact or relevance of particular factor m the cognition process and such researches are increasing in the field of Behavioral Economics. This article analyses the interrelationship between cognition, economical status (Socioeconomic environment of family)and their influence in the study skills of the children.

Keywords

Decision Making, Economy, Study Skills, Children.

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Surendra Kumar Sia ¹

Affiliations
1 Department of Applied Psychology, Pondicherry University, Pondicherry, IN

Abstract

Odisha (Previously Orissa) has a very high concentration of the socially excluded and marginalized groups of the scheduled tribes (Adiwasis) and the scheduled castes (Harijans). Social discrimination, in the context of an underdeveloped state like Orissa, is an everyday life experience of these social groups and is evident from such practices as denial of access to public places, services and utilities. In this context the author discusses about identity, stigma and exclusion. Moreover, the author emphasizes in this paper upon psychological consequences of social exclusion. As remedial initiatives, he advocates for recategorisation and explains how it can help in eliminating inter-group exclusion.

Keywords

Identity, Stigma, Exclusion, Recategorisation.

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Surendra Kumar Sia ¹, Shruti Chauhan ²

Affiliations
1 Department of Applied Psychology, Pondicherry University, Pondicherry, IN
2 Gandhinagar, Gujarat, IN

Abstract

Organisational dynamics are changing due to cultural variability among employees. However scant research focus emphasis upon the ways organizations attempt to adapt to multicultural issues such as cultural stereotyping, language problems, acculturation attempt by the employees etc. The present study is a sincere attempt towards that end. The study explores differences in employee perceptions of social support received from sources in a multicultural organization. In addition, the study explores the relationship between Non-Punjabi employees' acculturative stress and social support they perceive receiving from organizational sources. These employees reported receiving more social support from their Non-Punjabi coworkers than Punjabis reported receiving from that source. No differences were found in either group's perception of the amount of social support received from Punjabi coworkers and supervisors. Social support received from Punjabi coworkers was found to be significantly related to Non-Punjabi employees' acculturative stress. Praise and help with personal problems emerged as the most significant type of social support contributing towards acculturative stress. The findings have been discussed in terms of related literature along with future implications.

Keywords

Social Support, Acculturative Stress.

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Pravakar Duari ¹, Surendra Kumar Sia ¹

Affiliations
1 Department of Psychology, Pondicherry University, IN

Abstract

Hope, an aspect of positive mental health, plays a crucial role in eliminating personal stress in contemporary life, especially during the phase of emerging adulthood. This study was designed to assess the role of biological age and gender in hope and personal stress of emerging adults, and to explore the relationship between hope and personal stress. It is hypothesized that there will be difference between biological age group and gender with reference to hope and personal stress. This cross-sectional study includes 2 x 2 between groups factorial design involving 120 participants selected by random sampling method, out of which 60 (30 males and 30 females) belong to in the age group of 18-21 years and 60 (30 males and 30 females) to the age group of 25-28 years. The results reveal that the participants of younger age group are more hopeful than of the older age group, and the males are more hopeful than the female. Personal stress has been experienced more by older age group and males than that the younger age group and females, respectively. It is found out that the participants when become more hopeful they are less susceptible to personal stress. Implications and future direction of the study have been discussed in light of related literature.

Keywords

Hope, Personal Stress, Emerging Adulthood.

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Rohinton Ikal ¹, Surendra Kumar Sia ¹

Affiliations
1 Department of Applied Psychology, Pondicherry University, Puducherry, IN

Abstract

Workplace bullying has been an area of interest to psychologists, and it has been nearly 30 years since research has begun in this particular field. Our study collects and compiles the vast extant of literature available in this area and tries to examine the possible antecedents and consequences of workplace bullying and the possible interventions to counter the outcomes of bullying at the workplace, at an individual level and organizational level. We further examine the lacunae in the research and explore what further avenues can be probed in the research area of workplace bullying.

Keywords

Bullying, Workplace, Consequences, Intervention.

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