<p>IIM Indore seeks to be a contextually-relevant business school with world-class academic standards that develops socially-conscious managers, leaders and entrepreneurs. IIM Indore is committed to: Excellence in management education, research, and training, Use of contemporary participant-centric pedagogies and teaching methods, A presence in emerging segments of management education.</p>

IIM Indore

<h3>Purpose</h3><p>The purpose of this study is to investigate the relationship between role overload (RO) and the work–family interface (work–life conflict and work–life enrichment) among bank employees and the moderating effects of personal life characteristics and commitments on this relationship. It aimed to bring out the importance of contextual factors in individual's interactions across various roles.</p><h3>Design/methodology/approach</h3><p>A structured questionnaire based on validated instruments was designed and administered to 279 employees from the banking sector in India. The instrument was adapted to the local language to ensure ease of comprehension.</p><h3>Findings</h3><p>RO was positively correlated with both work interference with personal life (WIPL) and personal life interference with work (PLIW), and negatively correlated with work–personal life enrichment (WPLE). Gender, number of children and age of the youngest child significantly moderated the relationship between RO and WIPL.</p><h3>Research limitations/implications</h3><p>This study was limited by the use of self-reported data and its cross-sectional nature. Future studies will need to include a larger sample with people from across the workplace hierarchy.</p><h3>Practical implications</h3><p>This paper provides valuable insight into the influence of personal life characteristics and commitments on RO and the work–family interface.</p><h3>Originality/value</h3><p>The banking sector is among the top 10 most stressful workplaces in India due to high work pressure and the threat of competition. These working conditions make it important to understand employee perceptions of RO and its impact on the work–family interface.</p>

World University root node

Organizational Behaviour and HRM

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South Asian Journal of Business Studies

<p>Relationship between role overload and the work–family interface</p>

Western State Electricity Regulatory Commission (WSERC) had launched a series of trainings to enhance the managerial capabilities of its employees. This case presents the challenges of designing and conducting trainings for a rapidly expanding small organization. In order to conduct the trainings, training groups were formed and a training plan was made to sequence the trainings based on the objectives and expected outcomes. Training modules incorporated a mix of methods such as lecture, presentation, videos, games, cases, activities, instruments and hand-outs. There were many hindrances to the implementation of the training programme as per the plan. New entrants to the firm were also made a part of the training groups without TNA. There were inordinate delays and interruptions that at times had to be escalated to the senior levels. Over a period of time, the trainings were appreciated but differences and challenges emerged causing roadblocks in the journey of WSERC to become a learning organization. This case focuses on the challenges faced by an organization when the commitment and buy-in from the employees is not sustained. It brings to the fore the role of senior management to have continued focus on any intervention.

Asian Journal of Management Cases

Training Delivery and Evaluationfor a Government Regulatory Firm (C)

<p>Western State Electricity Regulatory Commission (WSERC) was a Government Regulatory Firm in India and worked in the areas of electricity and power. Its scope of work had significantly expanded after a decade of existence and the organization needed to keep pace with the changing requirements. There was a need for agile functioning in a market driven power economy in the areas of power generation, transmission and distribution. The firm needed to transition from being a regulator to being a change agent to support the reforms in the power sector. The firm was operating with a skeletal support staff and key areas of expertise had been outsourced. The case presents the challenges of operating with an outsourced model and the need to move towards self–sufficiency. The firm wanted to now rely on internal expertise instead of depending on external consultants. The change of hiring practice would also need to be supplemented by change in the style of functioning. The case ends with the chairman pondering on how best to enable this change.</p>

Capability Building in a Government Regulatory Firm (A)

Western State Electricity Regulatory Commission (WSERC) a Government Regulatory Firm in India needed to enhance its human resource capabilities. It was grappling with employees who were either on contract or deputation, and were essentially temporary in nature. The younger staff was lacking in both technical and managerial skills and could not contribute to the organization’s functioning. The senior staff appeared unwilling to transfer their knowledge to the junior staff. In addition, there were various people-related challenges in terms of differences in working styles, hierarchical culture of the firm, conflict across levels and functions and preference to operate in silos. It was decided to address the people related challenges through training to create a climate of trust and sharing before initiating a mentoring intervention. It was decided to undertake customized training to address the unique context and challenges being faced by the firm; therefore, a training needs analysis (TNA) was carried out. Various tools such as the TNA questionnaire, visioning exercise, personal interviews and focused group discussions (FGD) were used to gather data to identify specific training needs of the firm. The case focuses on the process of initiating a TNA in a small firm and some of the associated challenges.

Training Needs Analysis in a Government Regulatory Firm (B)

<p>The mental well-being (MWB) of physicians is important both for patients and for the physicians themselves, positively influencing their health and patient care. The current study was undertaken to clarify the impact of perceived stress (PS) and work–family conflict on the MWB of physicians. Two satisfaction-related variables, namely job satisfaction (JS) and career satisfaction (CS), were expected to mediate between these variables. Data were collected through a survey of 102 physicians. The results show strong correlations between all study variables. Job satisfaction and CS completely mediated the link between PS and MWB. These results highlight the importance of JS and CS in ensuring the MWB of physicians. If physicians feel satisfied and empowered, then PS will not impact their MWB. Directions for future research are discussed at the end of the paper. Organisations must enact measures to enhance the satisfaction levels of physicians by providing a supportive environment, opportunities for career growth, and diversity of work.</p>

British Journal of Healthcare Management

<p>Impact of stress and work-family conflict on the mental well-being of physicians: mediation by job and career satisfaction</p>

Impact of stress and work-family conflict on the mental well-being of physicians: mediation by job and career satisfaction

<p>Mergers and Acquisitions (M&amp;As) continue to be a dominant business strategy for organisations. Despite evidence of greater number of failures than successes, organisations still view M&amp;A as a beneficial strategic activity. This paper looks at the different factors that impact the success or failure of a merger at each stage of the process and brings out the factors that managers need to keep in mind to ensure a successful merger.</p>

International Journal of Management Practice

<p>Success of a merger or acquisition - a consideration of influencing factors</p>

<p>The relationship between individual and organization was explored by examining the influence of perceived organizational support (POS) and psychological well-being (PWB) on organizational commitment. 513 managers working in two large Indian manufacturing organizations were administered standardized measures of POS, PWB, and OC measuring affective commitment (NC), normative commitment (NC), high sacrifice (HiSac), and low alternatives (LoAlt). Regression analysis revealed that POS significantly influenced psychological well-being and all components of organizational commitment. PWB was found to have significant association with AC, NC, and LoAlt. Mediation analysis revealed partial mediation between POS and AC, and POS and NC, and full mediation between POS and LoAlt. A post hoc analysis was carried out to understand the impact of different dimensions of psychological well being on organizational commitment. The implications of the findings are discussed.</p>

Journal of Business & Management

<p>Perceived Organizational Support and Organizational Commitment: The Mediational Influence of Psychological Well-Being</p>

<p>Communication in an organization forms an important part of most organizational processes. Effective communication leads to not only successful implementation of other processes such as change and divestitures, but also to positive organizational perceptions among employees. It encourages the perceptions of distributive and procedural justice leading to greater job satisfaction and performance among employees.</p><p>This study looked at communication relationship satisfaction (CRS) and its impact on perceptions of distributive, procedural, and interactional justice. Communication relationship satisfaction (CRS) is an umbrella concept to convey the extent to which available information meets the task-related and general information needs of employees. Employees assess their satisfaction with communications inside organizations on four different facets: (a) with supervisors (b) with peers (c) with top management and (d) with the organization as such (Putti, Aryee and Phua, 1990).</p><p>Perceived justice is a multi-dimensional construct encompassing three dimensions, namely distributive, procedural, and interactional justice. Distributive justice refers to the perceived fairness of the tangible outcomes of a dispute, negotiation, or decision involving two or more parties. Procedural justice refers to the perceived fairness of the policies, procedures, and criteria used by decision makers in arriving at the outcome of a dispute or negotiation. Interactional justice refers to the manner in which people are treated during the conflict resolution process</p><p>Building upon previous research, we predicted that CRS across all facets will be positively related to all forms of organizational justice. We also predicted that CRS with top management will be the strongest predictor of distributive and procedural justice and CRS with supervisor will be the strongest predictor of interactional justice</p><p>292 executives belonging to different organizations were surveyed and the results supported the hypotheses:</p><ul><li>CRS was found to be strongly related to all the three components of organizational justice.</li><li>Employees appeared to give far more importance to communication from the top management and their immediate supervisors than to the general communication from the organization as an entity.</li></ul><p>The results of this study become important in light of the recent layoffs and changes that are occurring in the corporate world. Clearly, any communication likely to impact perceptions of justice should be routed through the more appropriate channels.</p>

<p>Look Who's Talking! Impact of Communication Relationship Satisfaction on Justice Perceptions</p>

<p><i>Multiple stakeholder perspective has emerged as one of the most acceptable ways to measure organizational effectiveness. This paper uses input variables in a multiple stakeholder perspective to develop a model of effectiveness for evaluating a not-for-profit educational organization. The critical stakeholders in the school appear to be the principal, teachers and the students as they affect the effectiveness of the school directly and indirectly through influencing other stakeholders.</i></p>

E-Journal of Organizational Learning and Leadership

<p>Measuring Effectiveness of Schools in India: A Multiple Stakeholder Framework</p>

<p>Although celebrity endorsement has emerged as a popular advertising practice, not much research has been done to evaluate the effectiveness of such endorsements in India. Using the product match-up hypothesis, the study examines how using an expert versus a non-expert celebrity impacts the ad and brand evaluation and purchase intention for an expertise related product. Hypotheses of the study were tested through an experiment using between-subjects design. The sample size for the experiment consisted of 114 male and female postgraduate management students. Two pretests were conducted to finalize the stimuli for the main experiment. Results of the study showed that an expert celebrity was effective in creating more favorable responses on attitude to wards the ad for an expertise related product but had no effect on attitude towards the brand and purchase intention. The impact of the expert celebrity&nbsp;…</p>