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Goswami, Sushmita
- Exploring the Relationship Between Workforce Diversity, Inclusion and Employee Engagement
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Authors
Affiliations
1 Institute of Business Management, GLA University, Mathura, Uttar Pradesh, IN
2 Department of Management, BSACET, Mathura, Uttar Pradesh, IN
1 Institute of Business Management, GLA University, Mathura, Uttar Pradesh, IN
2 Department of Management, BSACET, Mathura, Uttar Pradesh, IN
Source
Drishtikon: A Management Journal, Vol 9, No 1 (2018), Pagination: 65-89Abstract
The aim of this paper is to analyze the relationship between workplace inclusion (WI) and employee engagement (EE) and the effect of workplace diversity, managerial support and trust in leader on workplace inclusion. The study has used a survey to collect data from employees working in the private telecom companies in India, using a structured questionnaire (n=383) of National Capital Region (NCR), India. To identify the factors which determine workplace inclusion and employee engagement multiple regression model has been used and further, Karl Pearson correlation has been used to establish the correlation between variables. This paper found three factors which determined workplace inclusion: workforce diversity; managerial support, and trust in leader. The results point out that the workforce diversity has a significant positive relationship with workplace inclusion (β=0.20, p<0.05), managerial support on workplace inclusion (β=0.18, p<0.05), trust in the leader on workplace inclusion (β=0.28, p<0.05). Similarly, there is also positive and significant effect of trust in leader on workplace inclusion (β=0.17, p<0.05) and finally, workplace inclusion also effects positively and significantly on employee engagement (β=0.29, p<0.05). Study on inclusive work place and employee engagement is critical as it provides an understanding that how organizations can encourage and facilitate the full participation of employees. This study also provides practical interventions for human resource development professionals to assist individuals and organisations towards increasing more workplace inclusion and more employee engagement.Keywords
Employee Engagement, Workforce Diversity, Managerial Support, Trust in Leader, Workplace Inclusion.
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- Impact of Thera-Pep and Forced Expiratory Technique in Chronic Bronchitis Patients
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Authors
Affiliations
1 MPTh (Cardio-Pulmonary), Krishna College of Physiotherapy, Krishna Institute of Medical Science Deemed to be University, Karad, Maharashtra, IN
2 Professor/Unit Head, Krishna College of Physiotherapy, Krishna Institute of Medical Science Deemed to be University, Karad, Maharashtra, IN
3 Dean/Professor/HOD, Krishna College of Physiotherapy, Krishna Institute of Medical Science Deemed to be University, Karad, Maharashtra, IN
1 MPTh (Cardio-Pulmonary), Krishna College of Physiotherapy, Krishna Institute of Medical Science Deemed to be University, Karad, Maharashtra, IN
2 Professor/Unit Head, Krishna College of Physiotherapy, Krishna Institute of Medical Science Deemed to be University, Karad, Maharashtra, IN
3 Dean/Professor/HOD, Krishna College of Physiotherapy, Krishna Institute of Medical Science Deemed to be University, Karad, Maharashtra, IN
Source
Indian Journal of Public Health Research & Development, Vol 11, No 1 (2020), Pagination: 660-665Abstract
Aim: To study the impact of Thera-Pep and Forced Expiratory Technique in Chronic Bronchitis patients.
Objectives: To find the effect of Thera-pep device in mobilizing secretion. To find the effect of forced expiratory technique in mobilizing secretion and To compare the effect of Thera-pep and forced expiratory technique in chronic bronchitis patients.
Materials and Method: 54 patients were included according to inclusion and exclusion criteria, were randomized by chit method into two groups. Group A (Forced Expiratory technique with coughing) and Group B (Thera-PEP device with coughing) - with 27 patients in each group. All the patients were assessed with Six Minute Walk Test (6MWT) and Peak Expiratory Flow Rate (PEFR). The treatment was given for twice a day for 6 days a week for 2 weeks. After 2 weeks, effect of interventions were assessed by 6MWT and PEFR.
Results: There was no significant difference in 6MWT and PEFR score in comparison of both experimental and conventional intervention. The inter group values of 6MWT and PEFR showed significant improvement in chronic bronchitis patients. The intra group values of 6MWT and PEFR showed no significant improvement in comparison of the techniques in chronic bronchitis patients.
Conclusion: Both the techniques are effective on removal and mobilizing of secretion individually in chronic bronchitis patients. However, the techniques when compared with each other were equally effective and there was no significant difference between each other.
Keywords
FET, 6MWT, Chronic Bronchitis, PEFR, Thera-PEP Device.- Empirical Exploration of Preferred Collaborative Knowledge-Sharing Practices in Indian Private Academia
Abstract Views :282 |
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Authors
Affiliations
1 Assistant Professor, Department of Management, IBM, GLA University, Mathura, Uttar Pradesh, IN
1 Assistant Professor, Department of Management, IBM, GLA University, Mathura, Uttar Pradesh, IN
Source
International Journal of Knowledge Management and Practices, Vol 7, No 2 (2019), Pagination: 11-16Abstract
The purpose of this study is to empirically explore the best performance indicator pair of collaborative knowledge sharing practices which are segregated on the basis of gender and which are more concerned with organizational effectiveness. These performance indicators are Work culture, Interaction, Willingness to share, Recognition and Information technology.
Methodology/approach/design - This research used a sample of 206 management and technical academicians employed in private technical colleges and universities in NCR (National Capital Region) with the help of simple random sampling. Almost 68% of the respondents were males and 32% of respondents were females with an average tenure of 5.25 years in the present organization. Simple t-test and Levene’s test were used to identify variance and paired Z test was used to find the best performance indicator between the male and female academicians which encouraged collaborative knowledge sharing among them.
Findings - From the analysis, it was observed that out of the five performance indicators, male academicians believed that Recognition indicator was the most appropriate, i.e., they believed that academic institute should symbolically recognize, i.e., either through their websites or various media platforms those academicians who significantly contribute towards collaborative knowledge sharing. In the case of female academicians, Interaction performance indicator was the most significant implying that open and healthy work culture supported a healthy Interaction among the colleagues which promoted innovative ideas for enhancing organizational learning.
Research implications/limitations - The findings were based on data from one country’s specific region. Further exploration of the impact of these performance indicators can be assessed in other set-ups for better understanding. Practical implications - Utilization of knowledge gained through various collaborative knowledge sharing practices can be fruitfully used for increasing organizational effectiveness, which are reflected by the given performance indicators.
Originality/value - In this study, the author tried to bring an original empirical work for better understanding and valuable help to the body of knowledge, which can be further beneficial for organizational effectiveness.
Keywords
Collaborative Knowledge Sharing, Work Culture, Interaction, Willingness to Share, Information Technology, Recognition.References
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