In this paper, we develop a model of the engaged organization, which shows how human capital can interact with social and green capital to influence organizational outcomes, particularly labor productivity. We argue that engaged organizations, that facilitate knowledge sharing and learning, employee motivation and commitment to the organization, can demonstrate increased labor productivity. We ...

An increasing number of scholars and practitioners have emphasized the importance of ‘feelings of ownership’ for the organization (even when employees are not legal owners). In this exploratory study, we examine the relationships of psychological ownership with work attitudes and work behaviors. We start by developing hypotheses based on the psychology of possession and psychological ownership ...

For any organization to accomplish its key goals and survive in the aggressive market, employees’ job performance plays a fundamental role (Falola, Osibanjo, & Ojo, 2014). The type of leadership style affects level commitment. Besides, employee commitment is extremely important for leaders keep their workers driven satisfied (Riaz et al., 2017). This study intends examine significance as me...

km[1], as a new approach and modern means and as a systematic and deliberate effort to expand, cultivate, and apply knowledge in ways that add value to the entity, has positive results in accomplishing objectives and fulfilling arganizortion’s purpose.    the present study tries to review critical factors in which affect implementation of km in agri caltural organization according to the concep...

This paper will highlight on how HR managers can meet the challenges of workforce diversity, how to motivate employees and retain them to become factor of success for an organization. With the change in competitive market environment, the role of HR in organizations is evolving and it plays a strategic role in the success of an organization. Employee commitment, productivity and retention issue...

Using longitudinal data (N = 220), we examined the contribution of perceived organizational support and four mindsets of organizational commitment (affective, normative, perceived sacrifice associated with leaving and perceived lack of alternatives) to employee psychological well-being. In order to assess the contribution of support and commitment independently from workplace stressors, we cont...