S. Sujatha's research while affiliated with VIT University and other places

Publications (16)

Article
Full-text available
The main purpose of the study is to understand the degree to which the quality of work life of employees at the organisation help in turn reflecting in terms of satisfaction and improving their organisational effectivess. Due to the drastic changes in the technology and intensified global competition has changed the work-pressure of employees at wo...
Book
Full-text available
The doctoral thesis of the author(s) has been framed in the form of a book for the aspiring researchers, students and teaching professionals. It is with great pride that we introduce the book titled “Career Management Practices in Higher Education”. I think you will find this book in providing the latest research in the area of Career Management/De...
Article
Full-text available
The main objective of this research study is to understand and evaluate the effectiveness of CSR programs and also the various programs run by the CSR Department in Bokaro and peripheral villages. Corporate social responsibility (CSR) is said to be the business practices which involves a variety of initiatives in order to benefit the society. An em...
Article
Full-text available
The main purpose of the present study is to determine the relationship between perceived organisational support (POS) and career success of employees. Career success is termed as the individual’s subjective or intrinsic feelings of accomplishment and ultimate satisfaction pertaining to his or her career. This study also highlights on one of the car...
Article
The main purpose of the present study is to determine the relationship between perceived organisational support (POS) and career success of employees. Career success is termed as the individual’s subjective or intrinsic feelings of accomplishment and ultimate satisfaction pertaining to his or her career. This study also highlights on one of the car...
Book
The main purpose of the study is to understand the degree to which the quality of work life of employees at the organisation help in turn reflecting in terms of satisfaction and improving their organisational effectivess. Due to the drastic changes in the technology and intensified global competition has changed the work-pressure of employees at wo...
Article
Full-text available
The purpose of the present study is to examine the degree to which the individual-related variables (age, gender, educational qualification, work experience, marital status, and spouse support, no.of.children, managing professionally and personally) predict subjective career success of faculty members at Arts & Science colleges, Vellore, Tamil Nadu...
Article
Full-text available
ABSTRACT Purpose – The main purpose of the study is to examine the relationship between formal mentoring and informal mentoring that leads to career success of individuals’ in an private colleges in India. Design/methodology/approach – This study was conducted to examine the impact of mentoring on individuals’ career success using a 50 usable quest...
Article
Full-text available
One of the most researched topics today is mentoring. The main purpose of the study is to examine the relationship between - roles of formal and informal mentoring on career success of an employee. To put it in simple terms, the ability of mentors either informally or formally to implement the mentoring program activities that lead to higher indivi...
Article
Full-text available
Many organizations today are placing greater emphasis on talent retention to sustain their competitive advantage and keeping their employees highly satisfied and motivated. The purpose of this observational and interview based study is to understand the level of job satisfaction the employees working in Jeyamalli Industries, SIPCOT, Ranipet had and...
Article
Full-text available
Purpose – The aim of this paper is to investigate the impact of Tenure or the term of experience in an organization on the Organizational commitment of the employees. Design/methodology/approach – A survey was conducted using a measurement tool based on Organizational Commitment Questionnaire developed by Meyer, Allen, and Smith (1993) is used to a...
Article
Full-text available
Organizational career management refers to the policies and practices deliberately designed by the organizations in order to enhance the career effectiveness of their employees. This study is proposed to cover the career management strategies from an organizational perspective, and identifies the importance of career management from an organization...
Article
Full-text available
Career management is the process of improving the individual"s ability to develop and to become aware of concepts about self and also about career opportunities and requirements of one"s own career decision making skills. This study is proposed to cover the career management strategies from an individual perspective, and identifies the importance o...
Conference Paper
Full-text available
Successful implementation of any new technology or innovative idea predominantly depends on acceptance by the people involved. Without employee acceptance no new technology can survive however useful it may be. Under the circumstances the role of HR managers cannot be over emphasized. There are quite a few cases of important and useful technologies...

Citations

... Successful organisations focus on factors such as work life balance, employability of the workers and personal autonomy in professional development to maintain their competitive advantage in an incessantly changing business environment (Vihari et al., 2018). QWL, if implemented appropriately, brings an adequate stability in personal and professional life of employees, thus making them the superlative performers leading to a flourishing business (Swarochi et al., 2018). Improved QWL leads to better employee's behaviour, an improved performance of employees (Powers et al., 2012;Viljoen et al., 2014), lower turnover intentions (Jabeen et al., 2018;Karunanayake and Weligamage, 2016), organisational commitment (Farid et al., 2015;Srivastava and Kanpur, 2014), trust (Agarwal et al., 2017), reduced health care costs and absenteeism (Shiney, 2012) and reduced industrial accidents (Martin, 2003). ...
... Under this framework, job resources are believed to motivate employees and care for their well-being (Schaufeli and Bakker, 2004). Being a job resource, POS appears to be an important element of employees' overall health and well-being (Azim and Al-Halawani, 2020;Bakker and Demerouti, 2017;Jain and Sinha, 2005) and career success (Seema and Sujatha, 2017). Contrarily, lack of organisational support causes employee exhaustion toward meeting the job demands, increasing POP (Ladebo, 2009). ...
... In line with prior studies (e.g., Jiang & Klein, 1999;P. McDonald et al., 2005;Ngo et al., 2014;Ravindran & Baral, 2014;Seema & Sujatha, 2016;Tlaiss, 2013), assessment of the relationships between career satisfaction and demographic features, employed both an independent t-test and a one-way ANOVA test. An independent t-test was performed to assess for significant mean difference of career satisfaction in relation to age, gender, nationality, and education. ...
... Most writings on CS disregard the key matter of career employers' capability to build successful careers (Gunz & Heslin, 2005), but employers have capability to apply some programs that may contribute to development of a broad definition of success by promoting the individuals to realize the real meaning of CS (Dries, 2011). By getting to know the influences that lead to CS, it will be possible for employees and management to extract better CS plans (Seema & Sujatha, 2015). For example, the use of HRM practices including training & development programs, incentives, compensation, performance management system, rewards, and extensive involvement could contribute to achieving CS for these employees by increasing their motivation to work (Aburumman, Salleh, Omar & Abadi, 2020;Nabi, 2001;Veth et al., 2019). ...
... Organizational commitment is extremely precious. This is because a highly dedicated worker is able to align with the organization's goals and ideals, has a greater willingness to belong to the organisation, and is willing to demonstrate higher actions of organisational citizenship (Sujatha, S., Swathi, M., & Seema, A., 2013). The commitment of an employee is majorly determined by the leadership quality in the organization (Stum, 1999). ...
... This present finding indicates that an increase in additional effort, contentment, and perceived leader effectiveness among nurses was attributed to a combination of transformational and transactional leadership styles. As reported by studies [20][21][22], transformational leadership approaches increase employee happiness, effectiveness, and additional effort. As a result, the more the transformational and transactional their leaders were regarded to be, the more driven the nurses were [23], and higher commitment was obtained from them through enabling tactics and evocative contributions of their ideas [24]. ...
... The career success is linked to formal and informal mentoring from senior to junior [3]. The mentored employees had positive outcomes career as promotion, salary and occupational status compared to employees who were not mentored [4]. Manager´s perception about psychological support in mentoring differs in terms of age whereas there is no significant difference based on gender [5]. ...
... Career management is the process of developing career goals and strategies, and obtaining feedback on career progress through insights into oneself and the environment. Students with critical thinking have the awareness of thinking about career development in a timely manner, and will make reasonable plans for their careers (Seema and Sujatha, 2013). Critical thinking by engineering students enables them to identify strengths and weaknesses in their own thinking and know how to improve as well as thinking holistically on engineering ethics (Nicolescu and Nicolescu, 2019). ...
... Üçüncüsü, kariyer kavramının sadece sosyal yaĢamda kabul gören pozisyonları iĢaret etmediği, aynı zamanda kiĢinin bireysel hedeflerini gerçekleĢtirmek adına güçlü bir anlam ifade ettiğidir. Kariyer tanımı ile ilgili söylenebilecek son Ģey ise tamamen bireysel kontrol ile Ģekillenemeyen, ancak bireysel çabaların ve dıĢsal güçlerin ortak sonucu olarak geliĢebilen bir kavram olduğudur (Seema ve Sujatha, 2013). ...