No abstract

No abstract

No abstract

PurposeThe aim of this study is to identify the association between leadership styles (LS) and employee commitment(EC) among employees working in the mechanical manufacturing small- and medium-sized enterprises (SMEs), mediated by job satisfaction.Design/methodology/approachThe research is cross-sectional and the survey method was used, and Pearson correlation analyses, regression analysis and structural equation modelling (SEM) were used to examine the hypothesis. A sample of 911 responses was collected from 102 mechanical manufacturing SMEs in and around Bangalore, India.FindingsEC depends on the age, the experience of employees, LS of the superior and job satisfaction of employees who are working in the mechanical manufacturing SMEs. The research found out that job satisfaction partially mediates the relationship between LS and EC.Research limitations/implicationsThe study is cross-sectional in nature; it measures and quantifies the different variables at a single point period; therefore, the research does not offer outcomes over a long period.Practical implicationsTo enhance the commitment of employees working in the mechanical manufacturing SMEs, managers/superiors should make an effort to exhibit a holistic view of LS that enhances job satisfaction and improves the pleasant relationship in the work environment.Social implicationsIn the competitive business environment retaining skilled and talented employees is the major challenge for the organization. Many research studies explored that committed employees will retain in the organization for a long tenure. Thus, our study contributes to the body of the literature on predictors of EC. It is noted that the involvement of employees by the leaders during the decision-making process, creates an effective working ambience for the employees and establishes a pleasant relationship among employees. The leader will motivate the employees to work efficiently and effectively, in addition to that they motivate employees to continue working with the same organization. Hence there is a need for the mechanical manufacturing firms to design and implement strategies of motivating employees to remain in the organization. Our study was cross-sectional in nature; it measures and quantifies the different variables at a single point period; therefore, research does not offer outcomes over a long period. Hence a longitudinal study over some time gives more accurate outcomes, and it is more appropriate. This study focused on employees working in the mechanical manufacturing firms, in and around Bangalore, India; therefore, findings cannot be generalized to all employees of the mechanical manufacturing firms.Originality/valueThis research contributes to the existing literature by exploring further evidence and support for the relationship between LS and EC in mechanical manufacturing SMEs. And research also reveals that job satisfaction partially mediates the relationship between the LS and EC in mechanical manufacturing SMEs.

Thermoacoustic refrigeration, a novel technology, uses eco-friendly gases like helium, air or the mixture of noble gases as working substances in the absence of moving parts. The design, optimization and analysis of thermoacoustic refrigerators using helium and air as oscillating gases are discussed. Pure helium is chosen since it is proven as the best and economical working gas compared to the alternate pure or the mixture of noble gases. Air is chosen since it is abundant in nature and the least cost of the pressurized dry air cylinders. The design optimization strategies discussed in this paper serve as a guide for aspiring researchers in the design and development of thermoacoustic coolers. Cooling power as a function of stack diameter is discussed. Theoretical results of the optimized coolers are compared with DeltaEC simulation results for validation and are in agreement with each other.

PurposeThis paper aims to design, develop and validate an instrument to measure employer branding by considering existing employee perceptions.Design/methodology/approachIn this systematic research, the predominant factors of employer branding are identified through Pareto analysis; using structured questionnaire information and data collected from 423 employees. The number of items and dimensions was reduced by conducting exploratory factor analysis (EFA) and validated extracted dimensions using confirmatory factor analysis (CFA) using statistical software (SPSS-21). The designed scale was verified by applying relevant statistical techniques, including a multicollinearity test, construct validity, content validity, divergent validity, convergent validity and reliability test. Structural equation modeling (SEM) was performed using AMOS, to explore the interrelationship between the dimensions of the scale.FindingsConsidering the perception of existing employees, seven factors along with 24 items scale were designed and developed to measure the employer branding. The identified seven factors are; career development opportunities; compensation and benefits; corporate social responsibility; training and development; work environment; organizational culture; and work-life balance. The proposed model explains a total variance of 70.35% and the model fit indices are within the acceptable range, validity and statistical reliability are established for seven dimensions of employer branding.Research limitations/implicationsEmployer branding is studied from existing employee perspective by collecting responses from the employees of the IT sector only.Practical implicationsThis validated scale is valuable for practitioners and academicians. The proposed dimensions in the scale may help practitioners explore the impact on the outcomes of organizations such as employee commitment, employee retention, employee satisfaction and total productivity. This novel instrument helps to measure employees' perception of their employers. Further, the authors identify the gaps and accordingly plan strategies to attract and retain the talented workforce.Originality/valueThe authors believe that this novel measuring instrument is comprehensive and the first of its kind. Employer branding has been modeled using SEM analysis by considering the perceptions of the present employees.

Purpose The purpose of this study is to identify the level of quality of work life (QWL) of employees working in the Garment industries using a validated scale. Design/methodology/approach Survey methods were used for this study. A questionnaire was designed to collect the data and information, and it is validated through exploratory factor analysis, confirmatory factor analysis. Findings The majority of employees are not satisfied with the present status of QWL in garment units. Followings are the predominant components, which influence the QWL of employees compensation and rewards; job security; grievance handling; work environment; training and development; job nature; satisfaction in job; facilities and relation and cooperation. Originality/value The study was conducted in 133 garment industries where sample responses were obtained from 851 workers working in Indian Garment industries. In the competitive business environment, retaining a talented workforce is one of the big challenges to the organization. An unsatisfied employee is the first enemy of the organization, it is the prime task of the employers to keep the workforce at a satisfying level, otherwise, it will lead to employee turnover, performance and productivity. This paper helps to identify and quantify the components of the quality of work-life of employees if employers address these components job satisfaction level of employees will increase; therefore, our results will help the HR managers and policymakers to take appropriate decisions to enhance QWL.

PurposeThe rationale of this study is to explore the stages of knowledge management, types of organizational culture and their relationship in higher educational technical institutions (HETIs) in India.Design/methodology/approachA survey instrument has been designed to evaluate knowledge management, organizational culture and their relationship. Further, the instrument has been tested and validated using structural equation modelling. The data have been collected from the faculty working in HETIs.FindingsEmpirical pieces of evidence support that knowledge management in the HETIs is still in the growth stage. Clan-type organization culture is dominating, and there is a significant and positive relationship between knowledge management and organization culture.Research limitations/implicationsThe study has been conducted in the HETIs of India. Therefore, the outcome of the research cannot be generalized to the other sectors. In addition to this, the data have been limited to 233 faculty from the eight HETIs located in Bangalore.Practical implicationsHETIs are trying hard to improve the employability of the students by enhancing their skill sets, knowledge, attitude and innovativeness to meet global challenges. In such an environment, this study provides insight into the stages of knowledge management and the type of organizational culture in HETIs, which will help build a strategic plan and improve students' attributes for better employability and innovations.Originality/valueA positive relationship exists between the knowledge management process and organizational culture in HETIs.