Established in 2006, TATA Africa Services (Nigeria) Limited operates as the nodal point for Tata businesses in West Africa. TATA Africa Services (Nigeria) Limited has a strong presence in Nigeria with investments exceeding USD 10 million. The company was established in Lagos, Nigeria as a subsidiary of TATA Africa Holdings (SA) (Pty) Limited, South Africa and serves as the hub of Tata’s operations in Nigeria and the rest of West Africa.

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Flow The Psychology Of Optimal Experience

Over the past 30 years, conservation of resources (COR) theory has become one of the most widely cited theories in organizational psychology and organizational behavior. COR theory has been adopted across the many areas of the stress spectrum, from burnout to traumatic stress. Further attesting to the theory's centrality, COR theory is largely the basis for the more work-specific leading theory of organizational stress, namely the job demands-resources model. One of the major advantages of COR theory is its ability to make a wide range of specific hypotheses that are much broader than those offered by theories that focus on a single central resource, such as control, or that speak about resources in general. In this article, we will revisit the principles and corollaries of COR theory that inform those more specific hypotheses and will review research in organizational behavior that has relied on the theory.

Conservation of Resources in the Organizational Context: The Reality of Resources and Their Consequences

https://cws.journals.yorku.ca/index.php/cws/article/download/14795/13847

Men and Women of the Corporation

As organizational environments become more global, dynamic, and competitive, contradictory demands intensify. To understand and explain such tensions, academics and practitioners are increasingly adopting a paradox lens. We review the paradox literature, categorizing types and highlighting fundamental debates. We then present a dynamic equilibrium model of organizing, which depicts how cyclical responses to paradoxical tensions enable sustainability—peak performance in the present that enables success in the future. This review and the model provide the foundation of a theory of paradox.

Toward a Theory of Paradox: A Dynamic equilibrium Model of Organizing

The longitudinal, multisource, multimethod study presented herein examines the role of employees’ work-family integration in the spillover of daily job satisfaction onto daily marital satisfaction and affective states experienced by employees at home. The spillover linkages are modeled at the within-individual level, and results support the main effects of daily job satisfaction on daily marital satisfaction and affect at home, as well as the moderating effect of work-family integration on the strength of the within-individual spillover effects on home affect. That is, employees with highly integrated work and family roles exhibited stronger intraindividual spillover effects on positive and negative affect at home. Modern technologies such as the Internet, cellular phone, Blackberry, iPhone, and other mobile communication devices have enabled employees and their family members to communicate with each other nearly anywhere, anytime. Moreover, flexible work arrangements under which employees can complete some work tasks from home are

/pdf/the-spillover-of-daily-job-satisfaction-onto-employees-1fdsnyatny.pdf

The spillover of daily job satisfaction onto employees' family lives: the facilitating role of work-family integration

To date, leader-member exchange (LMX) research has primarily examined member outcomes, such as member attitudes and performance. However, little research exists regarding outcomes specific to the leader. Focusing on the leader-member dyad, we develop a framework of leader outcomes resulting from resource exchanges with members. We propose specific resource substitutes and discuss the impact of LMX quality on the leader.

https://webapps.krannert.purdue.edu/kap/KATALYST/public/publications.aspx?personid=55400&publicationid=6974&attachmentid=561

What About the Leader in Leader-Member Exchange? The Impact of Resource Exchanges and Substitutability on the Leader

https://webapps.krannert.purdue.edu/kap/KATALYST/public/publications.aspx?personid=55400&publicationid=7996&attachmentid=1078

Supportive supervisors improve employees' daily lives: The role supervisors play in the impact of daily workload on life satisfaction via work–family conflict

Although continuing to capture the attention of scholars, the study of “work–family backlash” remains plagued by a lack of conceptual clarity. As a result, there is growing evidence to suggest that...

Work–Family Backlash: The “Dark Side” of Work–Life Balance (WLB) Policies

Recent conceptual work draws meaningful distinctions between experiential and declarative well-being (Shmotkin, 2005), but little has been done to apply such distinctions in organisational psychology. We use this framework to integrate self-determination theory (Deci & Ryan, 1985) and flow theory (Csikszentmihalyi, 1975), leading to hypotheses proposing that flow experiences at work (experiential well-being) lead to declarative well-being outcomes through their influence on the satisfaction of basic psychological needs for competence and autonomy. Findings from a two-week experience sampling study of full-time employees offer support for our hypotheses. This study also shows support for the moderating effect of individual differences in personality on the relationships among flow experiences, need fulfillment, and declarative well-being.

/pdf/flow-at-work-and-basic-psychological-needs-effects-on-well-ql5bdlc16q.pdf

Kelly Schwind Wilson

Papers

The spillover of daily job satisfaction onto employees' family lives: the facilitating role of work-family integration

What About the Leader in Leader-Member Exchange? The Impact of Resource Exchanges and Substitutability on the Leader

Supportive supervisors improve employees' daily lives: The role supervisors play in the impact of daily workload on life satisfaction via work–family conflict

Work–Family Backlash: The “Dark Side” of Work–Life Balance (WLB) Policies

Flow at Work and Basic Psychological Needs: Effects on Well-Being