Vellore Institute of Technology (VIT) is a private university located in&nbsp;Tamil Nadu, India. Founded in 1984, as Vellore Engineering College, the institution offers 20 undergraduate, 34 postgraduate, four integrated and four research programs. It has campuses in Vellore, Amravati, Bhopal and Chennai.

VIT is one of the top ranked private universities in India according to NIRF, THE and QS Rankings.&nbsp;Govt. of India has recognized&nbsp;VIT, Vellore as an&nbsp;Institution of Eminence. This has allowed VIT to take independent quality initiatives and move up in world ranking.

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VIT University

Objective: The demand for healthcare service is increasing due to awareness of people on the importance of health and quality of life. Hence, it has become very essential for healthcare organizations to look at strategies for quality service delivery for patient satisfaction. Among the various strategies for enhanced employee outcome, medical employee's commitment to organization is very important. This study examined the relationship between employee commitment and its outcome in healthcare Industry. Purpose: This paper examines the impact of employee commitment and employee outcome like intention to leave, work stress and individual performance in healthcare industry. And also to understand whether demographic variables like Age, Gender and Experience exhibit difference on Continuous Commitment and employee outcome. Findings:A strong relationship was identified between employee's continuous commitment and employee outcome. Intention to leave or quit is greatly affected by lack of commitment to the organization and work stress. When employee's continuous commitment is high, and they understand the cost of leaving the organization, then turnover intension will be low. Research limitations: The impact of employee commitment employee outcome was only measured. The important aspect patient's satisfaction was not measured. Practical Implications: Employees committed towards their organizations are very enthusiastic and render maximum productivity to their organization. It is evident that employees with continuous commitment understand the cost of leaving the job and need of holding the present job and so job turnover is less. This makes them highly productive. Increase in employee commitment will help health care Industry to retain employees and move ahead to experience global competition.

Department of General Management

VIT Business School

Vellore Campus

VIT Unitversity

Indian Journal of Public Health Research & Development

The Outcome of Employee Commitment in Healthcare Industry

Objective: The objectives of this paper is to assess the quality of services offered by multi-speciality hospital suffice patient satisfaction. Also to bring out the various factors that creates patient satisfaction. Further to evaluate the aspects relating to expectation, perception and satisfaction of the services provided by the hospital. Purpose: The purpose of this paper is to examine service quality in multi-speciality hospital in a town where fast mushrooming of private hospitals are at large in South India, India. Specifically, this study examines the five dimensions of SERVQUAL instrumentation (reliability, assurance, tangibles, empathy, and responsiveness) with respect to customer satisfaction of the services offered by the hospital. A comprehensive service quality measurement scale (SERVQUAL) is empirically evaluated for its potential usefulness in a Multispecialty Hospital. Findings: The patients showed positive response on the service quality variables and do have high agreement levels of the dimensions of SERVQUAL.Service quality has emerged as the highest expected aspect by the patients at the hospital. Research limitations: The research scope registered only patients experiences, (respondents) and experiences observed at the time of study. Practical Implications: The study provides a new understanding of SERVQUAL dimensions in the context of a multi-speciality hospital in a place where these services are provided and offered with a differentiation. Thus provides an understanding of these dimensions and its role in making the organisation stand out among the intense competition and sustain in the long run. © BEIESP.

World University root node

International Journal of Recent Technology and Engineering

A service quality and its influence on customer satisfaction in a multi-speciality hospital

Department of Sensor and Biomedical Technology

School of Electronics Engineering

ACADEMICIA: An International Multidisciplinary Research Journal

Influence of social media in vacation travels

Current research pertaining to employee commitment highlight the boosting of viewing commitment as one dimensional construct that can be enhanced by the employee outcome. This study aims to bring out the impact of affective commitment and employee outcome in automobile companies in Chennai. The perception of employees in the select automobile companies of affective commitment was evaluated and the relationship between these commitments, individually as well as co-operatively with employee outcome such as intention to leave, work stress and individual performance was examined. Employees who have a high affective commitment are those who will go ahead for the good of the organization. The study intends to focus on affective commitment enhances the employee outcome in automobile companies. A quantitative research is carried out to explore the relationship between affective commitment and employee outcome. © Serials Publications.

Man in India

Affective commitment enhances employee outcome-An empirical evidence

Objectives: Change is very important for any organization since changes are undertaken by altering. An important assumption in management is that employee attitude and reactions to organizational change are closely associated. This theoretical papertries to capture the attitude of employees on change in organization. Methods: Descriptive study was carried out. The existing literature on attitude of employees on Organizational change was reviewed in the light of this analysis to identify the impact of employee's attitude on successful implementation of change. Findings: It is complex for any organizations, specifically for top management as, to get ready and direct the change in behavior that influence the stress of both the organization and its employees. The review of earlier studies revealed that attitude of employees during change process in organization plays a vital role in the implementation of new ideas in the organizations. © Serials Publications.

Employees attitude towards organizational change

With the arrival of globalization, geographical boundaries have shrunk. Attracting the best talents can be difficult due to high level of competition in the market, especially for Niche and in demand skill sets. Internet has played the vital role in creating the difference in society. Many organizations have started to stare at embedding social media campaigns into their attracting strategies. Social Media is one of such gifts of global world which was pioneered as an entertainment source but now it's growing as one of the recruitment tools. By assessing its effectiveness from the viewpoint of both the jobseekers and the employer we have been able to assess the most effective way of using social media to balance an organization recruitment and attraction strategy. Social recruiting or social hiring is recruiting the potential employees with the help of Social Media networking sites like LinkedIn, Facebook, Twitter, Viadeo, instagram, Pintrest , XING, Google+ and BranchOut, skype, whatsapp etc. These are useful for employers as well as jobseekers. These are some of the most commonly surfed sites for recruiting purposes. Thus, social media recruitment is a combination of social network and recruitment practices. The importance of social media in the field of recruitment can't be underestimated because these channels can be used to attract top talents and high level executives to an organization. Many organizations have started looking towards social media to add another dimension to recruitment and attraction strategies. This paper helps to understand the role of social media in the recruitment process. © Serials Publications.

Influence of social media in recruiting talents

Human process intervention (HPI) originate from the control of social psychology and it is the arena of group dynamics and human relations. The HPI are directed to improving the interpersonal and intergroup relations among employees in the organization to achieve the potentials of profitability and productivity. This study intentional to focus on the relationship between HPI (Process consultation, Team building and Sensitivity training) on Organization Effectiveness (Individual performance, Group performance and Organization performance) in software companies. The data was collected from operative level employees in the software companies using non-probability sampling techniques to measure the relationship between human process interventions on organization effectiveness. An empirical evidence from the study has presented and identified first factor enhancing the performances of the employees in the software companies. © Serials Publications.

Human process intervention effects on organization effectiveness through various performance-An empirical validation

We are living in a digital age wherein the need and dependency for techno-savviness is becoming paramount, in every walk of life. People getting connected with others in multitudes of virtual platforms, have become a norm, these days. In such a society, usage of Social Networking Sites (SNS) with Facebook in particular, has taken major chunks of our day to day lives. In certain ways, this usage may result in shaping up of one's opinion, perspectives, motivation, and relationships with fellow human beings. College students, who are in their prime years of academic duties are exposed to these (at times) distracting attractions that have the potential to derail their academic progress. This study tries to explore the usage of Facebook by undergraduate engineering students and its relation to academic procrastination levels of these students. The results of the study are discussed and future directions are given. © Serials Publications.

Management

Chennai Campus

21st century problems-Exploring relationship between Facebook usage and academic procrastination

Over the past decade the 'dark side of leadership' has gained significant attention among researchers of various backgrounds. Exploring this 'dark side', Toxic leadership is identified as one of the most grave phenomenon that seen as an emerging and costly occurrence in organizations today. Toxicity in leaders is an underlined reality within organizations. The attitude and behaviour of the toxic leaders influence the mind of the subordinates. Toxic leadership is a combination of self-centred attitudes, motivations, and behaviours that have negative effects on subordinates and the organization. Toxic or destructive leadership can lead to serious problems for the workplace, employees, team and organisations. So it becomes the need of the day for individuals and organizations to set up a defence mechanism to counter the spread of toxicity. A non-empirical method was employed for the purpose of this study. A literature approach was used to define Toxic Leadership and Toxic Leader and to demonstrate the different behaviours and qualities of a Toxic Leader and the impact of this leader on followers and organization. Based on the previous studies, this paper has also given means to counter the toxic leaders.

Purushartha

Toxic leadership over the years - A review

Developing Executive Talent

Talent Management in Critical Jobs

Job enrichment is one of the cherished goals to achieve individual performance. It is essential to understand how job enrichment is a valuable tool for managing and fostering the successful employee performance. Enriched job consists of various elements like task significance, task identity and skill variety which improves the performance of employees and motivates them to perform zealously. This study intends to focus on the relationship between job enrichment and individual performance. A quantitative research is employed to explore the factors of job enrichment (Task Significance, Task Identity &amp; Skill Variety) on individual performance in education institution. Data was collected from the faculties in private university using probability stratified random sampling techniques to measure the relationship between the three factors towards individual performance. An empirical evidence from the exploratory study is presented which identified that the second factor contributes more on enhancing the performance of the individuals. Further research can be conducted on other factors of job enrichment and their impact on individual performance of the employees in education institution. DOI: 10.5901/mjss.2015.v6n1p252

Fulltext

Mediterranean Journal of Social Sciences

A Study on Job Enrichment and Individual Performance among Faculties with Special Reference to a Private University

The paper intends to review the literature on Training &amp; development. It proposes to explore the importance &amp; effectiveness of Training &amp; development at a Private University. The paper proposes an empirical study on importance &amp; effectiveness of Training &amp; development through a survey on Deans/Sec Heads who in turn evaluate the Staffs at work. Training and development plays an important role in the effectiveness of organizations and to make experience people to do work effectively &amp; effectively. It is said that training has implications for productivity, commitment to the work and personal development. All corporate / companies must train people and develop their staff. Most of the organization are aware of this requirement and make invest and do many things for training and development. The training which we give to the staffs may be technical training or soft skills / behavioral training. It is also said making investment in training and development in companies in generally said to be as good management practice and to maintain appropriate expertise in the particular field and in future too. The objective of the research paper is to collect and analyze data regarding the importance and effectiveness of training. The research will enable us to identify the training importance &amp; effectiveness.

Importance and Effectiveness of Training and Development

Emotional intelligence is the ability to understand the emotions of self and others and react accordingly. Emotional intelligence plays a crucial role in an individual's life. Each individual is unique and personality type of every person differs from one another. Personality types and emotional intelligence are essentially correlated and individuals tend to exhibit differences in their emotional intelligences owing to their personality types. This is a very important concept to be studied especially in present day life to cope up with everyday hurdles. This study focuses on trait EI and Big Five personality traits of individuals. The present study was done to find out the relation between the personality types as per the Myer Briggs Big Five model and the emotional intelligence. The target respondents for this study are students of a well reputed private university in India.

International Journal of Economic Policy in Emerging Economies

A relationship between emotional intelligence and Myer Briggs Big Five personality model

Any business in today's dynamic situation that is looking for the pace of change to slow down is likely to be sorely disappointed. In fact, businesses should embrace change. Change is very important for any organization since changes are undertaken by altering. It is complex for any organizations, specifically for top management as , to get ready and direct the change in behavior that influence the stress of both the organization and its employees business would rationally going to lose their active limit and be unproductive to gather the requirements of people. It is difficult for organizations to avoid change, as new ideas promote growth for them and their members. So this study approaches to examine the employees’ perceptions or attitude towards change implemented in their organization. Data was collected from a sample of 60 employees from a manufacturing industry and the result is presented in the paper. DOI: 10.5901/mjss.2015.v6n1p72

A Study on Perception of Employees during Change in an Organization

Employee Commitment is the bondage an employee possesses towards his organization. Building Employee Commitment (EC) to the work place is the need of the hour for all the organizations. Nowadays no organization can execute at high level unless otherwise employees are committed to the organizations goals. Commitment could be described as the Holy Grail of organizational performance and business psychology. Hence, it is significant to recognize the concept of commitment and its feasible outcomes. Organizational Citizenship Behavior (OCB) is assumed as one of the rising management perception of managerial efficacy.This study intends to focus on key predictors of employee commitment and organizational citizenship behavior. A quantitative research is employed to explore the predictors of EC and OCB. The study identified six factors that predicted employee commitment and five factors that predicted organizational citizenship behavior.

Asian Social Science

Key Predictors of Employee Commitment and Organizational Citizenship Behavior

Human Resource Management

Employees' attitudes toward organizational change: A literature review

Economics and Organization of Enterprise

Human Capital Development in Nigeria

As we move forward in a knowledge-driven economy, human capital becomes one of the major building blocks towards sustainable growth. There is a shift in tactics for those who manage Human Resources. The idea is that, contrary to the old HR theory that emphasized people as the most fundamental asset to a company Human Capital Management, or HCM is focused on the right kind of people to get the job done. Indeed, the theory behind Human Capital Management is first and foremost the transformation of a worker into a resource that is competitive. The entire human resources industry is scrambling to keep up with this trend, and the most successful are those who proactively seek to mould new labour into an asset that is potentially profitable to a company.In today's environment, the key lies in understanding the value of people. We have come to realize that there is no management without measurement. Accounting and valuation of vuman vapital empowers companies to realize the power of their people and to leverage them to their full business potential. Human vapital valuation is a unique proposition that gives companies a strategic weapon to combat competition.This article focuses on the perception of employees on human capital valuation, with special reference to software companies in Chennai. The target respondents of the study are the employees in some software companies in Chennai. A questionnaire comprising 25 questions were distributed to the 250 respondents and an analysis was done on their responses to study the perception of employees in valuing the human resources as an asset of the organization. This study enlightens us to understand that the value of human capital towards the accomplishment of organizational goals and strategies. The findings of the study reveal that valuing human capital increases the efficiency of the organization. Human capital valuation leads to the accomplishment of organizational goals. The respondents responded that the expenses made on Human Capital and the revenue earned from human capital need to be accounted, but need not be displayed in the balance sheet of the company as it a very sensitive issue.