Department of Humanities and Social Sciences

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    A Comparative Analysis of Positive Psychological Capital Amongst Public & Private Sector Employees
    (AIMA, 2009) Choubisa, Rajneesh
    The thought for this article surges out of a direct implication of an apparently overt yet unspoken phenomenon pertaining to the field of organizational behavior in the context of Indian scenario wherein the world of work is archetypically segregated per se into government (secure but low paid) and private (unsecure but high paid) sectors of employment. Although formal and informal sectors do exist as per established economic theories but contemporary Indian psyche is preoccupied with opportunities in the above mentioned sectors only. It is being hypothesized and proved herein through inferential statistics & tests of significance that, as far as the implications and extension of positive psychology at workplace is concerned, there tend to be radical differentiation amongst the employees in both these sectors specifically in terms of strengths, virtues, and the proclaimed core constructs; self efficacy, optimism, hope and resiliency of positive organizational behavior. Eventually, these results call for distinct human development and management practices. In addition to psychoanalytic discussion as epitome, some insights into the measure with special reference to the prevailing economic crisis and recommendations for future research are provided in the end.
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    Knowledge Hiding among Organizations: A Retrospective Narrative Review and the Way Forward
    (Dynamic Relationships Management, 2020) Choubisa, Rajneesh
    Knowledge serves as a strategic competitive asset for any organization to increase and sustain competitive advantage. Organizations have promoted knowledge sharing by implementing Knowledge Management Systems. Despite having ingrained policies for sharing knowledge, most employees refrain from practicing this in their workplace. Connelly et al. (2012) termed this phenomenon knowledge hiding and defined it as “an intentional attempt by an individual to withhold or conceal what has been requested by another person.” Given the importance of knowledge hiding and the importance of this growing construct, this study systematically and retrospectively reviews 35 research articles on knowledge hiding published between 2008 and 2018. The review summarizes study characteristics as research profiles and then explores knowledge hiding, which is categorized and framed under respective sub‐topics. The scope and significance of the topic is discussed with reference to existing studies. Potential avenues for future research from theoretical, methodological, thematic, and demographic perspectives are highlighted along with managerial implications.
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    Assessing the psychometric properties of cultural intelligence scale among Indian employees
    (Springer, 2020-05) Choubisa, Rajneesh
    Cultural Intelligence as a characteristic brings a plethora of advantages to the individual, team and the organization. Literature suggests that cultural intelligence positively impacts an employees’ leadership potential, creativity and job performance. Therefore, it is imperative for organizations to have a standard measure for assessing cultural intelligence. The current study examines the psychometrics of the Cultural Intelligence Scale (CIS) among Indian employees. To attain the objectives, data were collected in three studies (study 1: n = 198; study 2: n = 227; and study 3: n = 257). The psychometric tests included measurement of Cronbach’s alpha, exploratory and confirmatory factor analysis (CFA), second-order CFA, convergent and discriminant validity (through average variance extracted, maximum variance shared, and average variance shared) and nomological validity (assessment of CIS with authentic happiness, cross-cultural adjustment and job performance). The CIS reported acceptable values for reliability and validity. In addition, the study highlights significant differences among males and females with respect to the behavioral dimension of cultural intelligence among employees. Further, the study emphasizes that the CIS is a standardized measure for assessing competent employees whose job roles demand interaction with multi-cultural and cross-cultural clients. Finally, the study elucidates significant implications for various stakeholders, limitations and ideas for future research.