Indian Journal of Industrial Relations: Economics & Social Dev, Apr 1, 2009
The theory of socio-technical system has been considered as an effective tool for designing and r... more The theory of socio-technical system has been considered as an effective tool for designing and redesigning jobs in organizations since long. Striking a balance between the technical and social subsystems of a job remains the major challenge till today. The design of jobs at executive level through socio-technical system requires the appropriate analysis of relevant technical and social subsystem constructs/factors in the organization. The present study was conducted in various types of Indian industrial organizations (public and private sectors, manufacturing and service sectors) to make a comparative analysis among them. The paper helps to extract the extent to which the technical and social subsystem factors do exist in the executive level jobs in line with the framework of socio-technical design of jobs.
Although research on calling is increasing, there is still ample opportunity for a deeper underst... more Although research on calling is increasing, there is still ample opportunity for a deeper understanding of how calling impacts employee behaviors in the workplace. Precisely, whether calling makes employees engage in constructive deviant behaviors for customers has remained unexplored. Drawing upon the attribution theory and the theory of planned behavior, the study proposes that work calling fosters a customer-focused constructive voice that prompts employees to engage in pro-customer rule-breaking. The study further examines the role of abusive supervision and job autonomy as boundary conditions to explain such employee behaviors. Two independent multi-wave and multi-source studies were conducted in hospitality organizations to examine the proposed hypotheses. This study extends the literature on constructive deviance by supporting the association between work calling and pro-customer rule-breaking mediated through constructive voice. This study also lends support for positive impacts of abusive supervision on individual employee level outcomes. The implications for academicians and practitioners are discussed.
The extant studies on workload are replete with outcomes such as job stress and employee burnout ... more The extant studies on workload are replete with outcomes such as job stress and employee burnout as a result of disproportionate job demands and job resources. However, the literature is silent on whether employees may even break rules to achieve job efficiency, especially when they secure support from their coworkers to such behaviors. This study proposes that a high workload can trigger employees' pro-job rule breaking behaviors, which eventually may lead to their engagement in unethical pro-self behaviors (UPSB). Furthermore, based on the influence of workplace social descriptive norms, employees' propensity to engage in pro-job rule breaking behaviors is enhanced. The research hypotheses were supported by two multi-wave and multi-source independent studies by drawing data from customer service personnel in two hotel chains. The theoretical contributions and managerial implications are discussed.
Research on calling has largely focused on its benefits for employees. This study contends that e... more Research on calling has largely focused on its benefits for employees. This study contends that experiencing work as a moral duty based calling in invisible-dirty occupations can yield both favorable and unfavorable employee outcomes. Whether employees feel burdened or supported in their work and family roles depends on the demands and resources provided by the workplace. In a sample of 175 janitors at a large government hospital designated for treating COVID-19 patients in the national capital region of India, hypothesis testing results support that work calling is positively associated with both positive (job performance, subjective career success), and negative (work-family and family-work conflicts, burnout) outcomes. Further, job demands strengthen the relationship of work calling with work-family and family-work conflicts, and burnout, whereas, job resources augment the relationship between work calling and job performance, and subjective career success.
Purpose-The purpose of this paper is to inquire how and when the CSR efforts of an organization c... more Purpose-The purpose of this paper is to inquire how and when the CSR efforts of an organization can generate positive organizational outcomes by influencing individual employees at the workplace. Theorizing perceived first-party justice as psycho-cognitive and affect-based organizational trust as psycho-affective processes, respectively, in interpreting employees' perception of organizational CSR initiatives provided a valid rationale behind this research. Design/methodology/approach-Following a two-phase longitudinal research design, sample was drawn from six subsidiary organizations of a multinational conglomerate. Findings-The findings indicated that the perceived internal image of CSR predicts employees' deep organizational identification through the mediation of affect-based organizational trust, conditional on perceived first-party justice as a moderator. Research limitations/implications-This study contributed to extant research by investigating the hitherto unexplored question of how and when employees' perceived image of CSR delineates to their deep identification with the organization supported by affect-based organizational trust and self-experienced first-party justice. The collection of survey responses within six group organizations could limit the generalization of the findings from this study in other contexts. Practical implications-This study offers significant implications in terms of the managers' role in involving employees in the organization's CSR activities, using CSR as a platform for corporate branding to internal stakeholders, and attracting talent in knowledge intensive competition. Originality/value-The study advances the emerging micro-level approach of CSR by exploring an employee centric, personalized view of organizational CSR and estimating its effect at the level of individual employees.
Independent professionals represent a highly skilled contractual based workforce. In this paper, ... more Independent professionals represent a highly skilled contractual based workforce. In this paper, we propose a conceptual framework that explains the career construction mechanism of independent professionals. Specifically, we theorize that their boundaryless career orientation favorably influences the perception of their marketability via their involvement in career construction activities. Additionally, we elucidate the intervening role of their career competencies, physical and psychological mobility in augmenting or dampening perceived marketability as a career outcome. Differing to traditionally employed professionals, we argue that independent professional careers can be better explained conjointly, rather than separately, by boundaryless career theory and career construction theory. This paper has practical relevance in highlighting the significance of career construction activities by independent professionals for achieving positive career outcomes while pursuing a boundaryless career.
The quest for meaning has long concerned thinkers of all cultures. According to Austrian Jewish n... more The quest for meaning has long concerned thinkers of all cultures. According to Austrian Jewish neurologist and Nazi death-camp survivor Viktor E. Frankl (1905-1997), man's search for meaning is our paramount motivational driving force. It has become common knowledge that experiencing meaning is positively associated with well-being in general. The main focus of the present article, however, is the workplace as the scene where it arguably makes a difference whether workers are able to materialize their inherent will to meaning. Extrinsic reward systems often constitute a psychological quid pro quo contract between managers and employees in the workforce. Although incentives are well established, accepted, expected, and easily deployable, their value is both deficient and unsustainable for employee motivation, for employee performance, and subsequently for firm performance. Firms therefore need to counterbalance the above negative ends. The counterweight this work comes up with is meaning at work as a key driver of intrinsic motivation. In the course of a territory-mapping, large-scale, around-the-globe investigation, we offer a ranking of framework conditions that are most fruitful to promote the management of meaning. On the basis of fresh primary data from Europe, America, and Asia (specifically from China, Germany, India, Korea, and the United States), the perception of the relation between self and leaders is identified as the most important facilitator of a meaningful self at the workplace. Our findings are discussed, limitations are admitted, and future research avenues are illuminated.
Purpose-The purpose of this paper is to inquire how and when the CSR efforts of an organization c... more Purpose-The purpose of this paper is to inquire how and when the CSR efforts of an organization can generate positive organizational outcomes by influencing individual employees at the workplace. Theorizing perceived first-party justice as psycho-cognitive and affect-based organizational trust as psycho-affective processes, respectively, in interpreting employees' perception of organizational CSR initiatives provided a valid rationale behind this research. Design/methodology/approach-Following a two-phase longitudinal research design, sample was drawn from six subsidiary organizations of a multinational conglomerate. Findings-The findings indicated that the perceived internal image of CSR predicts employees' deep organizational identification through the mediation of affect-based organizational trust, conditional on perceived first-party justice as a moderator. Research limitations/implications-This study contributed to extant research by investigating the hitherto unexplored question of how and when employees' perceived image of CSR delineates to their deep identification with the organization supported by affect-based organizational trust and self-experienced first-party justice. The collection of survey responses within six group organizations could limit the generalization of the findings from this study in other contexts. Practical implications-This study offers significant implications in terms of the managers' role in involving employees in the organization's CSR activities, using CSR as a platform for corporate branding to internal stakeholders, and attracting talent in knowledge intensive competition. Originality/value-The study advances the emerging micro-level approach of CSR by exploring an employee centric, personalized view of organizational CSR and estimating its effect at the level of individual employees.
Six cardinal leadership virtues based on Aristotelian and Confucian typology were advanced throug... more Six cardinal leadership virtues based on Aristotelian and Confucian typology were advanced through this study by developing a measurement instrument and examining its predictive validity by studying the causal association with perceived leader happiness. Based on a sample of 183 school principals engaged in various types of schools, the results of both exploratory and confirmatory factor analyses generated satisfactory empirical outcomes by finding adequate support for the overall leadership virtue scale and the constituent subscale elements. The paper concluded with the theoretical and practical implications for this developed instrument of leadership virtue especially in the context of school education. The major contribution of the paper lies in developing a measurement scale of virtues for school leaders.
How perceived occupational social taint in the presence of core self-evaluation and role identity... more How perceived occupational social taint in the presence of core self-evaluation and role identity salience can influence the formation of a target and context-specific occupational helping identity of members engaged in socially tainted occupations is examined in this study. In alignment with the extant literature, we identify this identity as a prosocial helping identity (PHI). A longitudinal field study was conducted in two waves with individuals engaged in drug de-addiction and rehabilitation centres. The findings reveal that perceived occupational social taint significantly influences PHI via role-identity salience when occupational members' core self-evaluation is high. This study advances identity work and social identity theories by establishing how and when PHI as an occupational helping identity can be formed among occupational members engaged in a "socially tainted occupation" not because of their nature of work performed per se, but their proximity to the service beneficiaries viewed as dirty by the society.
Purpose-The purpose of this paper is to inquire how and when the CSR efforts of an organization c... more Purpose-The purpose of this paper is to inquire how and when the CSR efforts of an organization can generate positive organizational outcomes by influencing individual employees at the workplace. Theorizing perceived first-party justice as psycho-cognitive and affect-based organizational trust as psycho-affective processes, respectively, in interpreting employees' perception of organizational CSR initiatives provided a valid rationale behind this research. Design/methodology/approach-Following a two-phase longitudinal research design, sample was drawn from six subsidiary organizations of a multinational conglomerate. Findings-The findings indicated that the perceived internal image of CSR predicts employees' deep organizational identification through the mediation of affect-based organizational trust, conditional on perceived first-party justice as a moderator. Research limitations/implications-This study contributed to extant research by investigating the hitherto unexplored question of how and when employees' perceived image of CSR delineates to their deep identification with the organization supported by affect-based organizational trust and self-experienced first-party justice. The collection of survey responses within six group organizations could limit the generalization of the findings from this study in other contexts. Practical implications-This study offers significant implications in terms of the managers' role in involving employees in the organization's CSR activities, using CSR as a platform for corporate branding to internal stakeholders, and attracting talent in knowledge intensive competition. Originality/value-The study advances the emerging micro-level approach of CSR by exploring an employee centric, personalized view of organizational CSR and estimating its effect at the level of individual employees.
Research on calling has largely focused on its benefits for employees. This study contends that e... more Research on calling has largely focused on its benefits for employees. This study contends that experiencing work as a moral duty based calling in invisible-dirty occupations can yield both favorable and unfavorable employee outcomes. Whether employees feel burdened or supported in their work and family roles depends on the demands and resources provided by the workplace. In a sample of 175 janitors at a large government hospital designated for treating COVID-19 patients in the national capital region of India, hypothesis testing results support that work calling is positively associated with both positive (job performance, subjective career success), and negative (work-family and family-work conflicts, burnout) outcomes. Further, job demands strengthen the relationship of work calling with work-family and family-work conflicts, and burnout, whereas, job resources augment the relationship between work calling and job performance, and subjective career success.
The extant studies on workload are replete with outcomes such as job stress and employee burnout ... more The extant studies on workload are replete with outcomes such as job stress and employee burnout as a result of disproportionate job demands and job resources. However, the literature is silent on whether employees may even break rules to achieve job efficiency, especially when they secure support from their coworkers to such behaviors. This study proposes that a high workload can trigger employees' pro-job rule breaking behaviors, which eventually may lead to their engagement in unethical pro-self behaviors (UPSB). Furthermore, based on the influence of workplace social descriptive norms, employees' propensity to engage in pro-job rule breaking behaviors is enhanced. The research hypotheses were supported by two multi-wave and multi-source independent studies by drawing data from customer service personnel in two hotel chains. The theoretical contributions and managerial implications are discussed.
Ability-motivation-opportunity (AMO) based human resource management (HRM) practices connote posi... more Ability-motivation-opportunity (AMO) based human resource management (HRM) practices connote positive organizational outcomes, in general. This study has identified the deviant outcome of motivation-enhancing HRM practices by delineating how it can lead to an undesirable workplace behavior like unethical pro-organizational behavior (UPOB) through employees' career ambition. Further, such
Independent professionals represent a highly skilled contractual based workforce. In this paper, ... more Independent professionals represent a highly skilled contractual based workforce. In this paper, we propose a conceptual framework that explains the career construction mechanism of independent professionals. Specifically, we theorize that their boundaryless career orientation favorably influences the perception of their marketability via their involvement in career construction activities. Additionally, we elucidate the intervening role of their career competencies, physical and psychological mobility in augmenting or dampening perceived marketability as a career outcome. Differing to traditionally employed professionals, we argue that independent professional careers can be better explained conjointly, rather than separately, by boundaryless career theory and career construction theory. This paper has practical relevance in highlighting the significance of career construction activities by independent professionals for achieving positive career outcomes while pursuing a boundaryless career.
Indian Journal of Industrial Relations: Economics & Social Dev, Apr 1, 2009
The theory of socio-technical system has been considered as an effective tool for designing and r... more The theory of socio-technical system has been considered as an effective tool for designing and redesigning jobs in organizations since long. Striking a balance between the technical and social subsystems of a job remains the major challenge till today. The design of jobs at executive level through socio-technical system requires the appropriate analysis of relevant technical and social subsystem constructs/factors in the organization. The present study was conducted in various types of Indian industrial organizations (public and private sectors, manufacturing and service sectors) to make a comparative analysis among them. The paper helps to extract the extent to which the technical and social subsystem factors do exist in the executive level jobs in line with the framework of socio-technical design of jobs.
Although research on calling is increasing, there is still ample opportunity for a deeper underst... more Although research on calling is increasing, there is still ample opportunity for a deeper understanding of how calling impacts employee behaviors in the workplace. Precisely, whether calling makes employees engage in constructive deviant behaviors for customers has remained unexplored. Drawing upon the attribution theory and the theory of planned behavior, the study proposes that work calling fosters a customer-focused constructive voice that prompts employees to engage in pro-customer rule-breaking. The study further examines the role of abusive supervision and job autonomy as boundary conditions to explain such employee behaviors. Two independent multi-wave and multi-source studies were conducted in hospitality organizations to examine the proposed hypotheses. This study extends the literature on constructive deviance by supporting the association between work calling and pro-customer rule-breaking mediated through constructive voice. This study also lends support for positive impacts of abusive supervision on individual employee level outcomes. The implications for academicians and practitioners are discussed.
The extant studies on workload are replete with outcomes such as job stress and employee burnout ... more The extant studies on workload are replete with outcomes such as job stress and employee burnout as a result of disproportionate job demands and job resources. However, the literature is silent on whether employees may even break rules to achieve job efficiency, especially when they secure support from their coworkers to such behaviors. This study proposes that a high workload can trigger employees' pro-job rule breaking behaviors, which eventually may lead to their engagement in unethical pro-self behaviors (UPSB). Furthermore, based on the influence of workplace social descriptive norms, employees' propensity to engage in pro-job rule breaking behaviors is enhanced. The research hypotheses were supported by two multi-wave and multi-source independent studies by drawing data from customer service personnel in two hotel chains. The theoretical contributions and managerial implications are discussed.
Research on calling has largely focused on its benefits for employees. This study contends that e... more Research on calling has largely focused on its benefits for employees. This study contends that experiencing work as a moral duty based calling in invisible-dirty occupations can yield both favorable and unfavorable employee outcomes. Whether employees feel burdened or supported in their work and family roles depends on the demands and resources provided by the workplace. In a sample of 175 janitors at a large government hospital designated for treating COVID-19 patients in the national capital region of India, hypothesis testing results support that work calling is positively associated with both positive (job performance, subjective career success), and negative (work-family and family-work conflicts, burnout) outcomes. Further, job demands strengthen the relationship of work calling with work-family and family-work conflicts, and burnout, whereas, job resources augment the relationship between work calling and job performance, and subjective career success.
Purpose-The purpose of this paper is to inquire how and when the CSR efforts of an organization c... more Purpose-The purpose of this paper is to inquire how and when the CSR efforts of an organization can generate positive organizational outcomes by influencing individual employees at the workplace. Theorizing perceived first-party justice as psycho-cognitive and affect-based organizational trust as psycho-affective processes, respectively, in interpreting employees' perception of organizational CSR initiatives provided a valid rationale behind this research. Design/methodology/approach-Following a two-phase longitudinal research design, sample was drawn from six subsidiary organizations of a multinational conglomerate. Findings-The findings indicated that the perceived internal image of CSR predicts employees' deep organizational identification through the mediation of affect-based organizational trust, conditional on perceived first-party justice as a moderator. Research limitations/implications-This study contributed to extant research by investigating the hitherto unexplored question of how and when employees' perceived image of CSR delineates to their deep identification with the organization supported by affect-based organizational trust and self-experienced first-party justice. The collection of survey responses within six group organizations could limit the generalization of the findings from this study in other contexts. Practical implications-This study offers significant implications in terms of the managers' role in involving employees in the organization's CSR activities, using CSR as a platform for corporate branding to internal stakeholders, and attracting talent in knowledge intensive competition. Originality/value-The study advances the emerging micro-level approach of CSR by exploring an employee centric, personalized view of organizational CSR and estimating its effect at the level of individual employees.
Independent professionals represent a highly skilled contractual based workforce. In this paper, ... more Independent professionals represent a highly skilled contractual based workforce. In this paper, we propose a conceptual framework that explains the career construction mechanism of independent professionals. Specifically, we theorize that their boundaryless career orientation favorably influences the perception of their marketability via their involvement in career construction activities. Additionally, we elucidate the intervening role of their career competencies, physical and psychological mobility in augmenting or dampening perceived marketability as a career outcome. Differing to traditionally employed professionals, we argue that independent professional careers can be better explained conjointly, rather than separately, by boundaryless career theory and career construction theory. This paper has practical relevance in highlighting the significance of career construction activities by independent professionals for achieving positive career outcomes while pursuing a boundaryless career.
The quest for meaning has long concerned thinkers of all cultures. According to Austrian Jewish n... more The quest for meaning has long concerned thinkers of all cultures. According to Austrian Jewish neurologist and Nazi death-camp survivor Viktor E. Frankl (1905-1997), man's search for meaning is our paramount motivational driving force. It has become common knowledge that experiencing meaning is positively associated with well-being in general. The main focus of the present article, however, is the workplace as the scene where it arguably makes a difference whether workers are able to materialize their inherent will to meaning. Extrinsic reward systems often constitute a psychological quid pro quo contract between managers and employees in the workforce. Although incentives are well established, accepted, expected, and easily deployable, their value is both deficient and unsustainable for employee motivation, for employee performance, and subsequently for firm performance. Firms therefore need to counterbalance the above negative ends. The counterweight this work comes up with is meaning at work as a key driver of intrinsic motivation. In the course of a territory-mapping, large-scale, around-the-globe investigation, we offer a ranking of framework conditions that are most fruitful to promote the management of meaning. On the basis of fresh primary data from Europe, America, and Asia (specifically from China, Germany, India, Korea, and the United States), the perception of the relation between self and leaders is identified as the most important facilitator of a meaningful self at the workplace. Our findings are discussed, limitations are admitted, and future research avenues are illuminated.
Purpose-The purpose of this paper is to inquire how and when the CSR efforts of an organization c... more Purpose-The purpose of this paper is to inquire how and when the CSR efforts of an organization can generate positive organizational outcomes by influencing individual employees at the workplace. Theorizing perceived first-party justice as psycho-cognitive and affect-based organizational trust as psycho-affective processes, respectively, in interpreting employees' perception of organizational CSR initiatives provided a valid rationale behind this research. Design/methodology/approach-Following a two-phase longitudinal research design, sample was drawn from six subsidiary organizations of a multinational conglomerate. Findings-The findings indicated that the perceived internal image of CSR predicts employees' deep organizational identification through the mediation of affect-based organizational trust, conditional on perceived first-party justice as a moderator. Research limitations/implications-This study contributed to extant research by investigating the hitherto unexplored question of how and when employees' perceived image of CSR delineates to their deep identification with the organization supported by affect-based organizational trust and self-experienced first-party justice. The collection of survey responses within six group organizations could limit the generalization of the findings from this study in other contexts. Practical implications-This study offers significant implications in terms of the managers' role in involving employees in the organization's CSR activities, using CSR as a platform for corporate branding to internal stakeholders, and attracting talent in knowledge intensive competition. Originality/value-The study advances the emerging micro-level approach of CSR by exploring an employee centric, personalized view of organizational CSR and estimating its effect at the level of individual employees.
Six cardinal leadership virtues based on Aristotelian and Confucian typology were advanced throug... more Six cardinal leadership virtues based on Aristotelian and Confucian typology were advanced through this study by developing a measurement instrument and examining its predictive validity by studying the causal association with perceived leader happiness. Based on a sample of 183 school principals engaged in various types of schools, the results of both exploratory and confirmatory factor analyses generated satisfactory empirical outcomes by finding adequate support for the overall leadership virtue scale and the constituent subscale elements. The paper concluded with the theoretical and practical implications for this developed instrument of leadership virtue especially in the context of school education. The major contribution of the paper lies in developing a measurement scale of virtues for school leaders.
How perceived occupational social taint in the presence of core self-evaluation and role identity... more How perceived occupational social taint in the presence of core self-evaluation and role identity salience can influence the formation of a target and context-specific occupational helping identity of members engaged in socially tainted occupations is examined in this study. In alignment with the extant literature, we identify this identity as a prosocial helping identity (PHI). A longitudinal field study was conducted in two waves with individuals engaged in drug de-addiction and rehabilitation centres. The findings reveal that perceived occupational social taint significantly influences PHI via role-identity salience when occupational members' core self-evaluation is high. This study advances identity work and social identity theories by establishing how and when PHI as an occupational helping identity can be formed among occupational members engaged in a "socially tainted occupation" not because of their nature of work performed per se, but their proximity to the service beneficiaries viewed as dirty by the society.
Purpose-The purpose of this paper is to inquire how and when the CSR efforts of an organization c... more Purpose-The purpose of this paper is to inquire how and when the CSR efforts of an organization can generate positive organizational outcomes by influencing individual employees at the workplace. Theorizing perceived first-party justice as psycho-cognitive and affect-based organizational trust as psycho-affective processes, respectively, in interpreting employees' perception of organizational CSR initiatives provided a valid rationale behind this research. Design/methodology/approach-Following a two-phase longitudinal research design, sample was drawn from six subsidiary organizations of a multinational conglomerate. Findings-The findings indicated that the perceived internal image of CSR predicts employees' deep organizational identification through the mediation of affect-based organizational trust, conditional on perceived first-party justice as a moderator. Research limitations/implications-This study contributed to extant research by investigating the hitherto unexplored question of how and when employees' perceived image of CSR delineates to their deep identification with the organization supported by affect-based organizational trust and self-experienced first-party justice. The collection of survey responses within six group organizations could limit the generalization of the findings from this study in other contexts. Practical implications-This study offers significant implications in terms of the managers' role in involving employees in the organization's CSR activities, using CSR as a platform for corporate branding to internal stakeholders, and attracting talent in knowledge intensive competition. Originality/value-The study advances the emerging micro-level approach of CSR by exploring an employee centric, personalized view of organizational CSR and estimating its effect at the level of individual employees.
Research on calling has largely focused on its benefits for employees. This study contends that e... more Research on calling has largely focused on its benefits for employees. This study contends that experiencing work as a moral duty based calling in invisible-dirty occupations can yield both favorable and unfavorable employee outcomes. Whether employees feel burdened or supported in their work and family roles depends on the demands and resources provided by the workplace. In a sample of 175 janitors at a large government hospital designated for treating COVID-19 patients in the national capital region of India, hypothesis testing results support that work calling is positively associated with both positive (job performance, subjective career success), and negative (work-family and family-work conflicts, burnout) outcomes. Further, job demands strengthen the relationship of work calling with work-family and family-work conflicts, and burnout, whereas, job resources augment the relationship between work calling and job performance, and subjective career success.
The extant studies on workload are replete with outcomes such as job stress and employee burnout ... more The extant studies on workload are replete with outcomes such as job stress and employee burnout as a result of disproportionate job demands and job resources. However, the literature is silent on whether employees may even break rules to achieve job efficiency, especially when they secure support from their coworkers to such behaviors. This study proposes that a high workload can trigger employees' pro-job rule breaking behaviors, which eventually may lead to their engagement in unethical pro-self behaviors (UPSB). Furthermore, based on the influence of workplace social descriptive norms, employees' propensity to engage in pro-job rule breaking behaviors is enhanced. The research hypotheses were supported by two multi-wave and multi-source independent studies by drawing data from customer service personnel in two hotel chains. The theoretical contributions and managerial implications are discussed.
Ability-motivation-opportunity (AMO) based human resource management (HRM) practices connote posi... more Ability-motivation-opportunity (AMO) based human resource management (HRM) practices connote positive organizational outcomes, in general. This study has identified the deviant outcome of motivation-enhancing HRM practices by delineating how it can lead to an undesirable workplace behavior like unethical pro-organizational behavior (UPOB) through employees' career ambition. Further, such
Independent professionals represent a highly skilled contractual based workforce. In this paper, ... more Independent professionals represent a highly skilled contractual based workforce. In this paper, we propose a conceptual framework that explains the career construction mechanism of independent professionals. Specifically, we theorize that their boundaryless career orientation favorably influences the perception of their marketability via their involvement in career construction activities. Additionally, we elucidate the intervening role of their career competencies, physical and psychological mobility in augmenting or dampening perceived marketability as a career outcome. Differing to traditionally employed professionals, we argue that independent professional careers can be better explained conjointly, rather than separately, by boundaryless career theory and career construction theory. This paper has practical relevance in highlighting the significance of career construction activities by independent professionals for achieving positive career outcomes while pursuing a boundaryless career.
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Papers by Koustab Ghosh
calling impacts employee behaviors in the workplace. Precisely, whether calling makes employees engage in
constructive deviant behaviors for customers has remained unexplored. Drawing upon the attribution theory and
the theory of planned behavior, the study proposes that work calling fosters a customer-focused constructive
voice that prompts employees to engage in pro-customer rule-breaking. The study further examines the role of
abusive supervision and job autonomy as boundary conditions to explain such employee behaviors. Two independent multi-wave and multi-source studies were conducted in hospitality organizations to examine the proposed hypotheses. This study extends the literature on constructive deviance by supporting the association
between work calling and pro-customer rule-breaking mediated through constructive voice. This study also lends
support for positive impacts of abusive supervision on individual employee level outcomes. The implications for
academicians and practitioners are discussed.
calling impacts employee behaviors in the workplace. Precisely, whether calling makes employees engage in
constructive deviant behaviors for customers has remained unexplored. Drawing upon the attribution theory and
the theory of planned behavior, the study proposes that work calling fosters a customer-focused constructive
voice that prompts employees to engage in pro-customer rule-breaking. The study further examines the role of
abusive supervision and job autonomy as boundary conditions to explain such employee behaviors. Two independent multi-wave and multi-source studies were conducted in hospitality organizations to examine the proposed hypotheses. This study extends the literature on constructive deviance by supporting the association
between work calling and pro-customer rule-breaking mediated through constructive voice. This study also lends
support for positive impacts of abusive supervision on individual employee level outcomes. The implications for
academicians and practitioners are discussed.