IO Psychology

Employee selection is the systematic process of choosing the fittest applicant in a vacant position. This qualitative research was conducted to identify the methods and process of employee selection in Nepalese organizations based on internet technology with a convenient sample of 20 spanning a total of 574 minutes of the interview. The data were recorded in virtual audio interviews and analyzed in the framework of content analysis. The methods adopted to select employees in the industry turned out to have seven themes: interview, written examination, assignments, headhunting, referral, and outsourcing. The conclusion is that Nepalese companies adopt some systematic techniques for hiring but they are not scientific enough not to risk loss caused due to wrong hiring decisions.

Job satisfaction can be defined as satisfaction of the employees of their occupation and their workplace. In order to make workers feel job satisfaction, workplace-related problems must be minimum. Yet, having this in mind, unfortunately even today, there is not an exact explanation of job satisfaction since the term regards many issues related to workers’ values (Aziri, 2011). Hence, there has been suggested many explanations to the definition of job satisfaction by many theorists and many industrial and organizational psychologists.
  The main aim of this study was to investigate real life workplace situation, to determine a problem/problems occurred in a workplace and describe solutions that might be done for that specific issue to provide job satisfaction. In order to analyze the situation and determine solutions, an interview with the selected employee was conducted. The main purpose of the interview was to identify satisfaction level of the employee regarding his/her workplace by asking relevant questions and then discussing the solutions and possible consequences regarding the industrial and organizational psychology.
keywords: workplace, I/O psychology, job satisfaction

Job satisfaction and Organisational Citizenship Behaviour are two components of I/O Psychology that have a strong relation with work performance. The aim of this study is to examine the correlation between the two in the public and the private sectors, as well as males and females. For this study, a survey was conducted with the help of two questionnaires, Organisational Citizenship Behavoiur Scale (OCBS) by Aarti Bakshi and Kuldeep Kumar, and Job Satisfaction Scale (JSS) by B.L. Dubey. The questionnaire was administered on 100 participants of middle level management from private and public sectors

Employee selection is the systematic process of choosing the fittest applicant in a vacant position. This qualitative research was conducted to identify the methods and process of employee selection in Nepalese organizations based on internet technology with a convenient sample of 20 spanning a total of 574 minutes of the interview. The data were recorded in virtual audio interviews and analyzed in the framework of content analysis. The methods adopted to select employees in the industry turned out to have seven themes: interview, written examination, assignments, headhunting, referral, and outsourcing. The conclusion is that Nepalese companies adopt some systematic techniques for hiring but they are not scientific enough not to risk loss caused due to wrong hiring decisions.

The aim of this study is to find out relationship between behaviors of people who tend to loaf in organizational context and their impression management strategies, and to reveal specific impression management strategies applied by loafers. Our research is conducted with voluntary participation of 100 bank clerks, who work at a private bank located in Ankara, Turkey. Data were collected by means of questionnaires. Findings indicate that social loafers are engaged in impression management strategies. Loafers, who feel disconnected, behave distractive and disruptive. However, perceived results of loafing curtail their face saving efforts. Findings are further discussed and recommendations for future studies are emphasized.

Corporate slogan is used by organizations as marketing stimulus
as a part of corporate identity. Even though almost every big
organization likes to use slogan as a marketing stimulus, it is not sure
whether corporate slogans compel consumers to buy the product or
services. To test if decision making is the function of corporate slogan,
an experiment was conducted. A sample of 102 consumers was used
by simple random sampling method. Participants were 32 boys and
70 girls gender-wise, and divided equally into experimental group and
control group by random assignment. An audio- visual advertisement
was shown to the participants and later given chance to respond, “how
likely are you to buy the service?” in a rating scale where 0 meant
‘totally unlikely’ and 10 meant ‘sure’. The advertisement consisted of
bilingual corporate slogan for experimental group. For control group,
the advertisement was totally the same except it did not include any
corporate slogan. The data showed that decision making is not the
function of corporate slogan.

Affective Commitment plays a fundamental role in linking employee cognition and attachment and extra role behavior.  The present study challenges Meyer and Allen’s (1997) interpretation by providing empirical evidence for the assertion that commitment may represent a broader construct.  Results of exploratory factor analysis and test of criterion validity are discussed.