Lalit Yadav - Academia.edu (original) (raw)

Papers by Lalit Yadav

This study attempts to understand job satisfaction (JS) and organizational citizenship behaviour ... more This study attempts to understand job satisfaction (JS) and organizational citizenship behaviour (OCB) in relation to procedural justice (PJ). It also studies the mechanism through which PJ is likely to influence the dependent variables. On the basis of existing literature, organizational trust is identified as the mediating instrument through which PJ may affect JS and OCB. A survey-based design was used to collect data from 204 employees in the National Capital Region of Delhi. The respondents were working in organizations that broadly encompass the tourism industry. Correlation, regression and hierarchical multiple regression were used to test the model in the study. The mediation model was also tested using the bias-corrected percentile method with 5000 bootstrap samples. The results of the study corroborated with the previous findings and the stated hypotheses, with the exception that organizational trust was found not to mediate the relation between PJ and OCB. Some significant implications for managers and organizations can be gauged from this study. Managers must work towards establishing fair procedures in all aspects of organizational functioning. They should also decipher the attributes of organizational trust which are perceived as valuable by the employees.

The significance of organizational commitment is well documented in research. Its impact on turno... more The significance of organizational commitment is well documented in research. Its impact on turnover intention, productivity, absenteeism and motivation have enthused scholars to understand it in great depth. This study is an attempt to further comprehend organizational commitment. This is done by exploring the relationship of commitment with organizational justice and its three dimensions. Fairness in organization is keenly observed and responded to by the employees. The data in this study is collected from employees of public sector banks. Data is analyzed by using statistical tools of correlation and simple linear regression. The results indicate that organizational justice and its three dimensions-distributive, procedural and interactional significantly predict organizational commitment. Out of the three dimensions, interactional justice predicts commitment most strongly. Results are elaborated upon in the discussion section. Managerial implications , limitations and future research areas are also discussed.

Employee engagement has become one of the most significant driving force in creating favorable at... more Employee engagement has become one of the most significant driving force in creating favorable attitudes and behaviors among employees. According to Kahn (1990), engagement leads to both individual and organizational outcomes. Social exchange and organizational
support theories have been frequently used to understand and explain engagement in employees. This study attempted to discern the following: gender differences in engagement scores, differences among groups based on years of experience and any interaction effect
between independent variables to explain changes in engagement levels. Faculty members among management institutes across cities in India were the sample group. Independent t-test; one way and two ways ANOVA were used to test the assumptions. Results indicated that
there is no difference in gender scores related to engagement, a significant difference is observed among groups based on years of experience, and a strong trend towards significant interaction is observed. Results are discussed elaborately and future direction of research and limitations are indicated.

Public policies are medium through which governments solve problems of the people, society and na... more Public policies are medium through which governments solve problems of the people, society and nation. Public policies are universally used to promote the objectives of the state. It essentially originates from the political executive but can also be promoted by bureaucracy, judiciary and various interest groups. The process of how policies are made includes: issue identification, policy making, policy implementation and evaluation and monitoring. Public policies through its inception and evaluation face a very complex environment and various forces that influence how policies are shaped. Policy actors are the prime movers of policies and carry them to their conclusion. This paper envisages a significant role of transformational leadership behaviours in managing the convoluted policy process. Transformational leadership has acquired a preeminent position in leadership studies. Transformational leaders portray a clear vision, build consensus among participants, promote innovation and are effective in manging change. This study asserts that attributes of transformational leadership would be effective in tackling policy challenges, and policy actors- political executive and bureaucracy- should adopt these attributes. It calls for harmonization of policy studies, transformational leadership studies and state action.

Key words: Public policy, transformational leadership, policy process, policy actors.

Organizational commitment is one of the most researched areas in behavioral studies. As commitmen... more Organizational commitment is one of the most researched areas in behavioral studies. As commitment to an organization is the backbone for any effectively functioning organization, commitment has received a very special attention by practitioners in organization. Age, organization tenure and gender are antecedents to organizational commitment. This paper studies commitment with relation to gender, age and organization tenure among private school teachers in Lucknow, India. The study also looks into the interaction effect of gender with age and organizational tenure in understanding commitment. Analysis of data is conducted with statistical tools like independent t test, one way ANOVA and two ways ANOVA. The results show that there is no significant difference among gender, age groups and grouping by tenure with regard to commitment scores. But both the interaction effects are significant. Results are elaborated upon in the discussion section. Limitations, managerial implications and future research areas are also discussed.

Organizational justice is identified as one of the core values of organization. Over the years re... more Organizational justice is identified as one of the core values of organization. Over the years research has made it clear that justice in organization is a subjective term, what is important is employees perception of just or unjust. Employees have high expectations from organizations in terms of fairness in both, the distribution of resources and the procedure adopted. Employees even adjust to some aberrations if the organization exhibits trust, is honest and extend respect and dignity to employees. The paper discusses at length the reasons that make justice critical to employees. The various dimensions of organizational justice: distributive , procedural and interactional are discussed and how they are related to each other . In the latter part of the paper, the consequences of organizational justice are examined and how they influence individuals and organizations. A theoretical conceptual model is proposed and some hypotheses are also laid out. The authors assert the inevitability of fairness for long term sustainability of organizations. Managerial implications, limitations and future course for research are also suggested.

Organizational commitment is an influential work related attitude which has taken centre stage in... more Organizational commitment is an influential work related attitude which has taken centre stage in many research studies. Seeking employees commitment towards organization is a ceaseless goal of all organizations as it is related to productivity and other positive outcomes. This study attempted to analyse the role of religiousness in understanding organizational commitment. Religiousness is an important inner core value that influences employees in their attitudes and behaviours towards work related issues. The respondents were school teachers in a major metropolitan city of India, Lucknow. The results reveal that though there is a positive correlation between the two variables, the relation is not very strong. Moderation effect of gender between the predictor and the outcome is also not significant. Non incorporation of other contextual and environmental factors which is a limitation of the study and other reasons are advanced for this outcome in the discussion section. The author proposes further studies not only with regard to organisational commitment but other work related variables in conjunction with religiousness.

Employee engagement has become one of the focus areas for organizations due to favorable outcomes... more Employee engagement has become one of the focus areas for organizations due to favorable outcomes associated with it. Engagement is seen to promote employee performance, excellence, retention, productivity and overall business growth. Drivers of engagement are keenly researched both by academics and industry. This study tries to grasp the relation between perceived organizational support and engagement among academicians across India. A moderator variable in the form of individualism was also tested. Engagement levels with reference to gender were also analyzed. Simple linear regression, hierarchical multiple regression and independent t-test were used to test the hypotheses. Perceived organizational support (POS) very strongly correlates and predicts employee engagement. Results indicate no moderation effect of individualism; these and other outcomes are discussed. Implications and learning for the organizations are proposed, some limitations of the study are elaborated and direction for future research is indicated.

Key words: Public policy, transformational leadership, policy process, policy actors.