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International Journal of Organisational Behaviour & Management Perspectives,

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Article · September 2014

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ISSN (Print):2279-0950, (Online):2279- PEZZOTTAITE JOURNALS

ORGANISATIONAL ENVIRONMENT, CULTURE AND SUBJECTIVE WELL-BEING IN INDIAN POWER SECTOR ORGANISATION: CASE FOR IMPACT CONTRAST ANALYSIS

Satabdi Roy Choudhury 37 Dr. Arup Barman 38

ABSTRACT

The paper explores the relation between the dependent factors of subjective well-being with the independent antecedents‘ factors (organizational environment and culture) within the Indian power sector organization. It also illuminates how these antecedents‘ factors persuade the degree of changes occurring within the organizational rituals, management practices, managerial decision and resulting day-to-day employee behaviour. The paper also provides a practical overview of what actually consists of subjective well-being within the corporate sector and the marked level of influence on each of the parameters of holistic model of subjective well-being. Moreover, the paper also aimed to discover the long-term existing characteristics of antecedent factors and their contrastive impacts on subjective wellbeing and strategies leading towards successful business and healthy organizational life.

KEYWORDS

Subjective Well-Being, Holistic Model, Power Sector Organization, Contrast Analysis etc.

INTRODUCTION

The term subjective well-being is synonymous to the term happiness and comprises the scientific analysis of how people evaluate their lives on both at the everyday life experience and past incidents that already happened. These evaluations includes people‘s emotional reaction to events, their moods and judgments they form about their life satisfaction, fulfillment and satisfaction with domain such as marriage and work (Diener; Oishi & Lucas, 2013). In today‘s environment subjective well-being is one of the burning topics with the increasing modern day life styles, in these regard, growth in the field of subjective well-being reflects larger social trends concerning the value of individual; the importance of subjective views in evaluating life, and the recognition that well-being necessarily includes positive elements that transcend economic prosperity (Diener, Suh, Lucas & Smith, 1999).

The particularly notable and well-documented finding within this area of research is that the concept of well-being covers a vast area and which is difficult to define. This is because how people understand well-being is very different in different context. At the intuitive level the well-being can be defined as ―Doing Well, Feeling Good-Doing Good, Feeling Well‖, doing well and feeling food is a common formulation for well-being, which captures the dual aspect of well-being as defined. ̳Doing well‘ conveys the material aspect or the standard of living whereas, ̳Feeling good‘ refers to the subjective aspect that is the personal perception or level of satisfaction as supported by New Economic Foundation (nef). From the other end ̳Doing good-Feeling well‘ reveling the research domain of well-being in developing countries (White, 2008).

The field of subjective well-being has deep roots in survey research due to its nature of complex combination of a person‘s life that is ̳how we feel out ourselves and our lives‘. Well-being is strongly linked to happiness and life satisfaction and therefore researchers have found that there are various factors enhancing an individual‘s well-being as: Network of closed friends, Enjoyable and fulfilling career, Enough money, Regular exercise, Nutritional diet, sufficient sleep, Happy self –esteem, Optimistic outlook, Realistic and achievable goal, Ability to adapt change, etc (Roy Choudhury and Dr. Barman, 2014).

Therefore, the growing evidence from the new science of well-being suggest that, the meaning attach to well-being mainly refers to the derivation of enjoyment and fulfillment from number of different factors. Leading a satisfying life involving steady and adequate income is not the only factor leading to well-being rather; the scope of well-being includes health, social connections (relatives and friends) and the ability to contribute to the wider community. Thus, people gain pleasure form doing a good job and having it recognized by others. They enjoy grappling with, mastering and then using new skills and knowledge. Overall, they value freedom (Field, 2009). Thus, the current study suggests that the subjective wellbeing is a combination of components ranging from simple to complex phenomenon, which can be applied to domains that are more specific as antecedent factors within the organizations to analyze the core affect in particular in relation to subjective well-being. Furthermore, the study also discusses the need for understanding the benefits and resulting growth of various workplace behavioral factors beyond material or financial elements in terms of power sector organizations.

Need of Subjective Well-Being in Indian Power Sector Organization

Power sector is one of the pillars for the infrastructural development of a country. It is seen that all developed countries have adequate power supply so that all the activities are executed efficiently, smoothly in time. On the other hand, all the

37 Research Scholar, Department of Business Administration, Assam University, Assam, India, roychoudhury@gmail 38 Associate Professor, Department of Business Administration, Assam University, Assam, India, abgeet@gmail

ISSN (Print):2279-0950, (Online):2279- PEZZOTTAITE JOURNALS

organizational environment, and which mainly directed towards organizational development. The core of these variables is to improve the functioning of employees, teams, enhance interpersonal trust, planning and implementing the plan. Hence, to understand the impact of organizational variables upon subjective well-being each of the variables need be judged under the components of holistic model of subjective well-being.

Organizational environment (OE) refers to sum total of all the factors that is economic, political, social and cultural, which are external to and beyond the control of the individual business enterprises and their management. The environmental factors are numerous and complex in nature within which an organization operates. Environment may be local, national and international or it can also be categorized as market and non-market environment depending on the market forces of supply and demand. Lastly, the organizational environment also includes economic factors as monetary policies, tax policies, industrial policies and non- economic factors as social customs, religious taboos and historical factors of the country concerned (Mittal, 2007). Hence, it can be said that the organizational environment impacts the employee‘s performance and productivity level largely both positively and negatively. Therefore, both the positive and negative environmental impact on the employees‘ organizational environment can be explained in contrast with elements of holistic model of subjective well-being.

(a) Contrast of OE on Physical Well-Being (PWB): Organizational environment (OE) is having a high proximity with physical well-being. A healthy organizational environment helps to reduce the rising cost due to illness and improving the healthy circumstances within the working arena, which ultimately leads to high degree of self-efficacy. Today, corporate are giving greater importance to maintain the healthy and safe environment through quality control measures where every product is examined carefully to reduce the accidental deaths or injuries within the factories. The high degree of physical well-being boosts the positive attitude, which influences the job satisfaction and performance level. Here, workers need to know that administration is concerned about their safety, support their efforts and will use information in safety related issues (Lundstrom, Pugliese, Bartley, Cox, Guither, 2002).

(b) Contrast of OE on Psychological Well-Being (PsWB): As discussed earlier the psychological well-being mainly refers to assessment of people‘s life. The psychological factor acts as motivational factor, which helps further mental growth in a positive way. At the organizational front, organizational environment impacts the psychological well-being of its employees through influencing its functioning and thus, sets a peculiar set of circumstances. For example, in the context of power sectors the performance level of the employees are directly evaluated by the productivity level which in turn is related to quality of power generation machines, availability of the natural resources (water and air), amicable relation between management and union and relationships with the regulatory agencies as Central Electricity Regulatory Commission for power sectors of India. All this environmental factors together affects the psychological level of employees based on which employees continuously faces the challenges, complexities, setbacks and hardship, promotions and recognitions within the organization.

(c) Contrast of OE on Social Well-Being (SoWB): Social well-being (SoWB) is one of the strongest components as it is directly related to the factors comprising the organizational environment. Organizational environment affects the social well-being to a greater degree in all decisions concerning the way of social life is organized, and which subtly imposes norms that encourage acceptable employee‘s individual and group behaviour. As organizational environment consists of umbilical cord of suppliers, customers, labours, business partners, competitors, regulatory agencies etc., here, the internal and external environment includes the host of forces, which affect the social well-being in a both constructive and unconstructive ways. The healthy social life will make the employees feel they are the part of the organization and can feel the integration to an extent that they have something in common with others who constitute their social reality. (Keyes, 1998).

(d) Contrast of OE on Spiritual Well-Being (SpWB): Spiritual well-being (SpWB) mainly our inner connection to the outer world. Spiritual well-being is highly influenced by the organizational environment as its elements extend far beyond the boundaries of the physical body of the organization. The environmental framework within which an organization function plays a crucial role in its effort to thrive and growth of two-way relation firstly the relation within that is connection to our self or can be said as greater sense of righteousness with everyday task and secondly, the horizontal relation that is our connection to world around us including sense of purpose and life satisfaction, having respect for the organization and building a positive relationship with other. Hence, spiritual well-being as developmental personality characteristics that is associated with a sense of inner peace, compassion for others, reverence for life and appreciation of both unity and diversity.

SWB in the Contrast of Organizational Culture (OC)

The organizational culture is a set of key values, assumptions, understandings and norms that develops within an organization and which guides the behaviour of its members. There always exist clear-cut guidelines about organization functioning and general employee pattern of behaviour that are relatively stable over the time, which helps in coping with the internal and external problems uniformly (Aquinas & Sombala, 2006). Organizational culture involves the transmitting of organizational value system over the years and thus, it is important to recognize its impact on each of the parameters of subjective well-being.

ISSN (Print):2279-0950, (Online):2279- PEZZOTTAITE JOURNALS

(a) Cultural Contrast on Physical Well-Being: Physical well-being comes under the visible level of the organizational culture, which consists of dress codes, office layouts, break times, vacations hygiene facilities, various fringe benefits, well-maintained working equipments and various ceremonies organized monthly or annually within an organization. Hence, organizational culture is a hidden aspect of physical well-being as it is an important source of stability and continuity to the organization and provides a sense of security to the employees. Culture give birth to a definite well- established strategy which is based on the motto of reducing rising costs related employee‘s illness, absenteeism, presenteeism and increasing the organization capability for higher sales growth, return on assets, quality and employee satisfaction.

(b) Cultural Contrast on Psychological Well-Being: Psychological well-being is having a close relationship with the organization culture as it works analogous to the personality and mental health of the employees. Organizational stories, material and cultural symbols, prominent leaders etc., are the elements comprising the organizational culture and thus, sets the building direction of psychological well-being. Various policies, which gradually form the organizational culture, are invested to push the positive outlook among the employees, which in turn guides the managerial discussion, decision and behaviour of people within the organization.

(c) Cultural contrasts on Social Well-Being: Social well-being generally referred to as the exposed values of the organizational culture, which undoubtedly reflects the mission, and vision of the organization‘s founders. Market value, size of the organization, profitability or making a quality product are some of the major factors which forms the basic ideas to maintain the social well-being among the employees of specific organization. Accordingly, it can be said that social well-being is not confined to the physical structure of the organization but it is present beyond in the form of empowerment of staffs, organizational image, patent rights and land location etc. A strong social well-being brings positive work culture and mentally stimulating work environment.

(d) Cultural Contrast on Spiritual Well-Being: Organizational culture prescribes the right way to do the things often through the unspoken assumptions. These unspoken assumptions are the sense of purity, which helps to stimulate employee enthusiasm to recognize positive engagement with others, self and environment within. Spiritual well-being appreciates the core ethical values as legality, fairness and effectiveness within the organization. Organizational culture provides a guidelines which ultimately helps the employees to interpret what goes inside the organization by identifying the challenges within the working arena and understanding adaptive corporate cultures and that would otherwise seen confusing.

STATEMENT OF PROBLEM

Subjective wellbeing does not form in an isolate environment of employee but the perception on wellbeing stems in interaction to organizational environment and culture as evidenced by the above analysis. Since, the employees‘ perception of wellbeing takes shapes in interaction with various components as organizational structure, system, and leadership behaviour and the employee‘s psychological needs, and employee‘s life style. Therefore, the impacts of antecedent factors along with life style create a contrastive effect on wellbeing. However, how does the contrastive effect produces effects on wellbeing is an interesting issue need critical analysis. This paper aims to examine contrast effect of organizational environment (OE) and Organizational Culture (OC) on subjective wellbeing of the employees of NEEPCO.

OBJECTIVE OF STUDY

To achieve the main aim of the study the following objectives are framed for this study:

 To assess the levels of subjective wellbeing of employees of the organization;  To examine the relationship between the underlying factors of subjective well-being and antecedent factors i. organizational environment and culture in the context of organization selected here.  To analyze the contrast of interactions of employees‘ life style with organizational environment and culture to each parameters of subjective well-being based on holistic model.

HYPOTHESIS OF STUDY

In this study proposes a single hypothesis that:

 H 0 = the employees perception on subjective wellbeing under the parameters of holistic wellbeing among the employees are having significant agreement.

 H 1 = the employees perception on subjective wellbeing under the parameters of holistic wellbeing among the employees are having significant disagreement.

PEZZOTTAITE JOURNALS

Sources : Authors Compilation

Subjective Wellbeing in Overall Organization

Figure-3 provides a two-dimensional chart which represent overall level of subjective well-being of the employees of NEEPCO. The maximum level of subjective well-being are having ranking up to 50 and only in some average cases the levels of the well-

Sources : Authors Compilation

Test in the Level of Agreement of Subjective Wellbeing

Table-2 provides the variation in the level of well being among the employees coefficient of concordance for analyzing the disagreement test was operated and found significant disagreement in the levels of wellbeing where Kendall‘s W = <1 with

PhysicalWellbeing PsychologicalWellbeing - ISSN (Print):2279-0950, (Online):2279- - Figure- being are equal that is physical, psychological, social and spiritual well-being. - chi-square=79 with P= .000< Significance =0 in the table-2. - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - SpiritualWellbeing - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - SocialWellbeing - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -

####### ISSN (Print):2279-0950, (Online):2279-

PEZZOTTAITE JOURNALS

Table-2: Test Opinion Agreement and Disagreement

N Kendall’s W (a) Chi Square Degree of Freedom Asymptotic Significance 80 .331 79 3 .000 <.05% Note : Kendall‘s Coefficient of Concordance Sources : Authors Compilation

This exposed disagreement of the levels of SWB of employees has forwards for further inspections of the fact that ̳why there are disagreements through the employees are working in the same environment as well as in culture of organization‘. Perhaps the individual‘s life style, embedded hopes, age, education etc. might have impact that needs a rigorous analysis.

Correlation among the Variables

Table-3 represents correlation between the organizational variables (Organizational environment and culture) and the parameters of subjective well-being. The table shows the zero-order correlation among all the 6 dimensions. The correlation gives the complete picture of influence of antecedent factors called organizational environment and culture upon subjective well-being parameters termed physical, psychological, spiritual and social well-being.

Table-3: Correlation Matrix (Partial Correlation)

Physical Wellbeing

Psychological Wellbeing

Spiritual Wellbeing

Social Wellbeing

Organizational Environment

Organizational Culture Physical Wellbeing 1 .500 .591 .596 .514. Psychological Wellbeing .500 1 .587 .792 .678. Spiritual Wellbeing 1 .612 .494. Social Wellbeing 1 .711. Organizational Environment 1. Organizational Culture 1. Note : Degree of Freedom = 78; Significance P=. Sources : Authors Compilation

Impact Contrast Analysis

Contrasting Effect of Organizational Environment and Culture

Figure-4 Figure-

Note: Levels-Subjective Wellbeing; W-Weighted, df-Degree of Freedom, F-F Value Sources : Authors Compilation

Organizational Environment / Life Style (W), Contrast Value = 18886, (df =41), F= 3, Significance = .000< (.001)

1 234567 8910 111213 1415 1617 1819 2021 2223 2524 2726 2928 323130 353433 4039383736 41

474645444342

504948 5251 5453

5655

5857 5960

6162

6364

6566

6768

697071

727374 757677787980

Organizational Culture / Life Style (W), Contrast Value = 22693, (df =41), F= 4 Significance = < (.001)

1 234567 8910 1112 1314 1516 1718 1920 2122 2324 2625 2827 3029 333231 37363534 474645444342403938 504948 5251 5453

5655

5857 5960

6162

6364

6566

6768 6970 717273

74757677 787980

ISSN (Print):2279-0950, (Online):2279- PEZZOTTAITE JOURNALS

International Journal of Organizational Behaviour & Management Perspectives © Pezzottaite Journals 1199 | P a g e

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