Research PAPAER

1. INDIAN INSTITUTE OF TECHNOLOGY ROORKEE
QUALITY RESEARCH PAPER WRITING
Dr. Santosh Rangnekar
Professor,
DoMS, IIT Roorkee

2. 2
Presentation Outline
Chapter-1:
 Introduction
Chapter-2:
 Literature review and hypotheses formulation
Chapter-3:
Research methodology
Chapter-4:
 Results
Chapter-5:
 Discussion
Chapter-6:
 Implications of study, future scope, and limitations of the study

3. 3
 Aim of the Publication
 Statement of the Problem
 Overview of Literature
 Conceptual Framework
 Research Methodology
 Schedule
 Approach and Deliverables
Contents

4. 4
 To understand the factors that contribute for the research
 To investigate the role of Independent and dependent variables
 To explore the books and concepts
Aim

5. 5
Dimensions of Employee Commitment
A
a b c

6. 6
Statement of the Problem
 Thus, the main purpose of the researcher in this study has to examine the
structural relationship between variables .
The specific objectives are to:
 Determine relationship of variables
 Identify the reasons ,moderate any such impact on dependent variable

7. 7
Major research gap
• Lack of studies
• Commitment issues in manufacturing sector employees need to be
explored more
• Need of understanding employment relationship in developing
nations like India
• Lack of studies on factor affecting in Indian context
• How different in Indian organizations?

8. 8
Research Objectives
1) To study in selected manufacturing organizations in India.
2) To study the a in selected manufacturing organizations in India.
3) To study the b in selected manufacturing organizations in India.
4) To study the effect of the dimensions of a on c in selected manufacturing
organizations in India.
5) To study the effect of the dimensions of b on employee commitment in selected
manufacturing organizations in India.
6) To examine the mediating role of the b between the relationship of a and c

9. 9
Research Questions
RQ 1: Does the a vary with the demographic profile (age, gender, and
hierarchical level) of respondents?
RQ 2: Does the employees’ perception towards the dimensions of b vary with the
demographic profile (age, gender, and hierarchical level) of respondents?
RQ 3: Do the dimensions of b (Affective, Normative, Continuance) vary with the
changing demographic profile (age, gender, and hierarchical level)?

10. 10
Statement of the Problem
 Thus, the main purpose of the researcher in this study has to examine the
structural relationship between variables .
The specific objectives are to:
 Determine relationship of variables
 Identify the reasons ,moderate any such impact on dependent variable

11. 11
Literature Review
Articles identified through
electronic database by searching
for keywords in either of ‘Title’,
‘Abstract’ or ‘Keywords’fields of
Scopus database
(N1=161)
Removal of studies published in
conferences, books and
publications other than Journals
(N2=59)
Review of title and abstract to
remove the articles that are not
relevant to this research
(N3=37)
Reference check of articles to
add other articles that are
relevant to this study
(N4=51)
Final list of articles selected for
literature review
(N1 – N2- N3 + N4=116)
Keywords used for article search:
• “Workplace spirituality”
• “Spirituality at workplace”
• “Workplace spirituality” and “Commitment”
• “Psychological contract” and “Commitment”
• “Employee Commitment”
• “Organization commitment”
• “Compassion” and “Commitment”
• “Mindfulness” and “Commitment”
• “Meaningful work" and " Commitment "
• “Transcendence" and "Commitment"
• “Transactional contract" and "Commitment"
• “Relational contract" and “Commitment“
• “Balanced contract" and “Commitment"
• Link -

12. 12
Proposed Conceptual Framework
Locus of Control Personal Effectiveness
Emotional Maturity
Emotional
Stability
Emotional
Progression
Social
Adjustment
Personality
Integration
Independence
Internal Locus
of Control
External Locus
of Control
Perceptiveness
Self-disclosure
Openness to
feedback

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How have the contents of psychological
contracts been categorized?
Transactional
contract
Relational contract Balanced contract
Time frame Short-term, time-bounded
promises
Long-term, open-ended promises open ended
Degree of
specificity
Highly specified Loosely specified specified
Resources
exchanged
Tangible, having a monetary
value
Intangible, likely to be socio-
emotional
tangible and intangible
Explicitness of
promise
Explicit Implicit explicit & implicit
Negotiation Likely to be explicit and require
formal agreement by both
parties
Implicit and unlikely to involve
actual agreement by both parties
explicit and implicit ,require
formal agreement by both
parties
Example Pay in exchange for number of
hours worked
Job security in exchange for
employee commitment
Rewards are based upon
performance and company
performance

14. 14
Theories used
• Sense making Theory
• Job Characteristics Model
• Social exchange theory
• Signaling Theory
• Socialization theory

15. 15
Hypotheses and Model
• Link - Hypotheses.pdf
a c
b

16. 16
Chapter - 3
Research Methodology

17. 17
Research Methodology
Coverage: The study should clearly emphasize on probability sampling method.
The samples covers all 38 numbers of government hospitals in Delhi. In this research, the
population is known and hence the formula has been used for calculating the sample size from
known population (Barlett et al., 2001).The samples will be chosen through random sampling
method.
Data Collection: Then, the researcher were make contact with Administration department of
hospitals listed as approved government hospitals under Ministry of Health & Family Welfare,
Govt. of NCT of Delhi. The data was collect by using survey method, wherein, questionnaires
were distributed amongst all the employees of selected government hospitals in New Delhi.
Data Analysis: Appropriate technique will be used (Such as: Factor Analysis, Structural
Equation Modeling etc.)

18. 18
Research design
• Descriptive study.
• Quantitative techniques
• Cross-sectional design
• Cross-sectional design better than the longitudinal research design
when the respondents are highly educated and the research uses the
array of measurement scales (Rindfleisch et al., 2008).

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Instruments
• Workplace spirituality (WPS) - WPS was measured through the
scale of Petchsawang and Duchon (2009). The scale includes twenty two
items with four dimensions.
• Psychological contract - The perception of psychological contract
is measured by the scale adopted from Rousseau (2000). This scale
has 28 items including three dimensions such as transaction,
relational and balanced contract.
• Employee Commitment - Employee commitment is measured by
the three dimensions given by Meyer et al. (1993). The adopted scale
of employee commitment is comprised of 18 items including three
dimensions.

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Description of the sample and procedure
• Respondents - lower, middle and higher levels employees from the Indian
manufacturing sector.
• Minimum criterion - INR 10,000 crore market capitalization (Arora and
Rangnekar, 2016 ; Bamel et al., 2013)
• 754 (421 with 55.84%) 66
• Total 68 items in the questionnaire. Hence the final sample size should lie
between 340 to 680 (Hair et al., 2010).
• Mixed-mode method was utilized for the data collection.
• This method combines the two or more modes of data collection by using one
survey instrument (Arora and Rangnekar, 2016).

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Respondents’ profile

22. 22
Preparing for Data Analysis
• One way ANOVA
• t- test
• Multiple hierarchical regression
• PROCESS Macro

23. 23
Chapter 4
Results

24. 24
Hypotheses 4 (a), 4 (b), 4 (c) and 4 (d)
• The dimensions of WPS collaboratively explained 31.40 percent variance in
employee commitment (F = 28.463, p < .05).
• Out of four dimensions of WPS only three dimensions such as mindfulness (β =
0.231, t = 2.763, p < .05), MFW (β = 0.124, t = 3.264, p < .05) and
transcendence (β = 0.312, t = 3.095, p < .05) are found significantly predictors of
employee commitment. While, the other dimension of WPS i.e., compassion (β
= 0.083, t = 1.267, p > .05) is found to be insignificant predictor of employee
commitment.
• Therefore, the hypothesis 4 (b), 4 (c) and 4 (d) are supported in the study but
hypothesis 4 (a) is not supported in the present study.

25. 25
Chapter - 5
Discussion

26. 26
Chapter 6
Implications of study, limitations,
future scope and Conclusion

27. 27
Theoretical Implications
• The findings of the study provide the empirical support to the
theories namely sense making theory, social exchange theory and
job characteristics model.
• This study fills the void as highlighted by Singh and Gupta (2015) in
the area of positive employees’ attitude by discussing commitment
issues in the Indian manufacturing sector.
• The present study enhances the literature related to WPS in the
Indian context and is one of the novel effort to discuss the role of
WPS in determining the employer and employee relationship as
form of psychological contract.

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Managerial Implications
• The current study suggests strategies to promote WPS in the form of improving
compassion, mindfulness, meaningful work and transcendence in the Indian
manufacturing sector.
• Managers should conduct some mindful practices like yoga and meditation on a
frequent basis.
• The dataset of this study are the employees of the Indian manufacturing sector,
which represents the collectivist culture. Managers of the same sector working in
other countries, resembling the collectivist approach, can take cue from this study.
• The results report that balanced contract is the most important factor to influence
employment relationship. HR practitioners can devise their policies to focus on the
balanced contract so that the employment relationship between employee and
employer can be improved effectively.

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Limitations and Scope of the Future
Research
• Data collected from the same industry may limit the generalizability of the
findings. In future, we can increase the sample size to collect the data from the
different sectors for testing and generalizing the results of this study.
• Second, researchers can conduct comparative research for investigating the gap
between the levels of mindfulness and transcendence among employees.
• The collected data from the manufacturing sector holds the maximum frequency
of male respondents (87.04%).
• The replication of the current study model can be tested in different developing
and developed countries.

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Conclusion
• Employee commitment can be enhanced with the help of implementation of
different workplace spirituality practices.
• The relationship between workplace spirituality and employee commitment is
partially mediated by the perceived psychological contract that talks about the
relationship between employer and employees.
• Mindfulness and meaningful work are the most important factors to promote
workplace spirituality in the Indian manufacturing sector.
• Balanced contract and relational contract are to be focused on more.

31. 31
References
• Agarwal, U. A., & Bhargava, S. (2014). The role of social exchange on work outcomes: a study of Indian
managers. The International Journal of Human Resource Management, 25(10), 1484-1504.
• Aggarwal, U., & Bhargava, S. (2009). Reviewing the relationship between human resource practices and
psychological contract and their impact on employee attitude and behaviours: A conceptual
model. Journal of European Industrial Training, 33(1), 4-31.
• Allen, N. J., & Meyer, J. P. (1993). Organizational commitment: evidence of career stage effects? Journal
of Business Research, 26(1), 49-61.
• Arora, R., & Rangnekar, S. (2016a). Perceived mentoring relationships and career outcomes—Results
from the Indian power sector. Global Business Review, 17(3_suppl), 133S-146S.
• Arora, R., & Rangnekar, S. (2016b). Towards understanding the two way interaction effects of
extraversion and openness to experience on career commitment. International Journal for Educational
and Vocational Guidance, 16(2), 213-232.
• Ashmos, D. P. and Duchon, D. (2000). Spirituality at work: A conceptualization and measure. Journal of
Management Inquiry, 9(2), 134-145.
• Aurobindo, S. (1978). Glossary of terms in Sri Aurobndo’s writings, Sri Aurobindo Ashram Publication
Department
• Bamel, U. K., Rangnekar, S., Stokes, P., & Rastogi, R. (2013). Organizational climate and managerial
effectiveness: an Indian perspective. International Journal of Organizational Analysis, 21(2), 198-218.
• Barnard, C. I. (1938). The Function of the Executive. Cambridge, MA: Harvard University Press.
• Becker, H. S. (1960). Notes on the concept of commitment. American Journal of Sociology, 66(1), 32-40.

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International Journal of Contemporary Business Studies
Title: Quality of Work Life, Organizational Commitment, and Psychological Well-Being: A study of the Indian Employees
Evaluation Check Sheet
Check Comments
1. Abstract and Keywords √ Good
2. Introduction √ Very Good
3. Social Benefits √ Useful
4. Research Motivation √ In line with research discipline
5. Literature Review √ Very Good
6. Research Argument √ Good
7. Concept and Relevance √ Good
8. Methodology and Approach √ Good
9. Evidence and Data Gathering √ Significant
10. Finding & Analysis √ Significant
11. Quantitative & Qualitative Limitations √ Good
12. Regional & Global impact √ High impact
13. Conclusion & Summary √ Very Good
14. Reference Quality √ Good
15. Rigor & Coherence √ Good
16. Academic Quality √ Extension
17. Originality & Contribution √ In line
18. Clarity, Grammar & Spell-check √ Good
19. Weakness of study √ Minor
20. Research in Progress √ Future areas not been identified
Additional Comments:
1. Author(s) may consider stating research constraints or biases (e.g. sample size, research
design), state of the research (e.g. S.No 1, 2, 3 etc.).
2. This paper has been recommended to the Senior Advisory and Editorial Board (SAEB) to be
considered for publication in International Journal of Contemporary Business Studies.
Decision:
Accepted for publication and it will get publish in May 2011 edition of Ijcbs.
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Questions ?
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Thanks