Navin Kumar koodamara

Scopus Publications

Thematic insights into the relationship between religiosity and sustainability
Prashantha Hasanadka, Navin Kumar Koodamara, Sethumadhavan Lakshmi Narayanan
Discover Sustainability, 2026
This study examines the sprouting scholarly discourse on the association between religiosity and sustainability/sustainable development via thematic analysis of the literature from the Scopus database. Recognising religion’s ability to impact values, social norms and ecological behaviour, the study recognises how religiosity augments and sometimes hinders sustainability objectives. A corpus of 95 articles was assessed using a framework of Tranfield et al. (Br J Manag, 2003. https://doi.org/10.1111/1467-8551.00375 ) using a thematic approach. The outcome highlights central themes like sustainability, sustainable development and religiosity. It also reveals evolving and underexplored dimensions comprising culture, Corporate Social Responsibility (CSR), quality of life and food waste. Motor themes such as “sustainable development and pilgrimage” and “attitude and leadership” reveal areas for mature inquiry, whereas niche themes like happiness and Islamic charity expose unnoticed ethical facets. The study underlines critical research voids and offers future routes, including studies across cultures, interdisciplinary theoretical advancement and unification of neglected clusters.
Green workplace: How culture drives green behavior through engagement and support
Ashwini Shetty, Navin Kumar Koodamara
Acta Psychologica, 2026
Organizations are increasingly challenged to adopt sustainable practices, and higher education institutions are essential in fostering green behaviors. This research investigates how perceived green organizational culture (PGOC) influences employee green behavior (EGB), a key driver of cleaner production and reduced environmental impacts. Utilizing Social Exchange Theory and the Job Demand-Resources model, the research tests a mediated-moderated framework where green work engagement (GWE) links culture to behavior, and perceived green organizational support (PGOS) moderates this relationship. Analyzing data from 266 teaching and non-teaching staff in higher education institutions in Udupi and Dakshina Kannada districts, Karnataka, using PLS-SEM reveals that perceived green organizational culture significantly increases employee green behavior, both directly and indirectly through green work engagement. At the same time, perceived green organizational support negatively moderates the relationship between green work engagement and employee green behavior. The findings contribute to organizational behavior and human resource management by emphasizing the role of organizational culture in promoting employee-driven sustainability. By promoting green organizational culture, institutions enhance employee well-being and foster sustainable work practices. It provides actionable insights for higher education institutions aiming to integrate sustainability into their operations, particularly SDG 4 (Quality Education), SDG 8 (Decent Work and Economic Growth), and SDG 12 (Responsible Consumption and Production).
Ethical leadership and organizational silence: a systematic review
Savita S. Rai, Navin Kumar Koodamara
International Journal of Ethics and Systems, 2026
Purpose This study aims to comprehensively analyse and synthesize existing studies that investigate the relationship between ethical leadership and organizational silence. This review also aims to provide a detailed understanding of the impact of ethical leadership on various dimensions of organizational silence. Design/methodology/approach This study uses a systematic review methodology, adhering to Preferred Reporting Items for Systematic Reviews and Meta-analysis guidelines, to explore the relationship between ethical leadership and organizational silence. Using the SCOPUS database, the search involved Boolean operators to narrow down relevant papers published in English between 2000 and 2023. Following a meticulous screening process, 10 papers were selected for review after removing duplicates and excluding non-English or irrelevant studies. The selected papers underwent a methodological quality assessment, ensuring focused research questions, precise subject selection methods, representative samples and reliable measurement instruments. Findings This study has led to two crucial findings. Firstly, the review has revealed that employees feel secure and motivated to share their opinions when leaders are ethical, which is essential from the perspective of organizational performance. Secondly, in a collectivist culture, employees generally do not express their views (prosocial silence) even though the leaders are ethical. However, in an individualistic culture, employees express their views and opinions on organizational matters even though leaders are ethical. Research limitations/implications This research has three research implications. Firstly, the papers on the relationship between ethical leadership and organizational silence followed quantitative approach. Besides, there is a dearth of qualitative studies. Therefore, qualitative studies are urgently needed to understand the true nature of this relationship. Secondly, the relationship between ethical leadership and organizational silence in existing literature is inconsistent. Several studies have reported a non-significant relationship between these two constructs, which requires further investigation. Thirdly, most existing literature on the relationship between ethical leadership and organizational silence is concentrated in the manufacturing sector. Therefore, it is necessary to test this model, even in the services or other sectors. Originality/value To the best of the authors’ knowledge, this is the first study to have reviewed the impact of ethical leadership on organizational silence. This review provides insights into how ethical leadership can mitigate silent behaviour. In addition, this review suggests future research directions pertaining to the relationship between ethical leadership and organizational silence.
Corporate green culture: a review and agenda for the future
Ashwini Shetty, Navin Kumar Koodamara
Cogent Business and Management, 2026
This study examines the field of human resource development (HRD) functionalities related to the evolution of green organizational culture (GOC), its determinants, and implications for HRD, aiming to fill the gap in scattered and more outcome-focused literature. The primary objective is to generalize the empirical data on how GOC is conceptualized, developed, and maintained through HRD-related processes, including training, leadership development, organizational learning, and green behavior in employees. Within the PRISMA framework, a systematic literature review and bibliometric analysis of peer-reviewed journal articles identified in the Scopus database up to 2024 (2000–2024) were conducted. After thorough screening and satisfying the eligibility criteria, 35 empirical studies were included in the analysis. Bibliometric techniques were employed to examine trends in publications, journals, and authors of significant impact, as well as the collaboration networks and the evolution of topics of interest, utilizing Bibliometrix (R). The findings indicate that academic output has increased significantly since 2021, with over 70% of publications occurring in the past four years. The theoretical contribution of this study is that GOC emerges as a strategic cultural and developmental potential, providing a systematic research agenda and practical implications for HRD professionals in their attempt to institutionalize sustainability in organizations.
Motivation on contextual performance in healthcare settings: the influence of work engagement and transformational leadership
Debika Layek, Navin Kumar Koodamara
International Journal of Healthcare Management, 2026
This study investigates the relationship between intrinsic and extrinsic motivation and the contextual performance of hospital employees in Jharkhand, India, focusing on the moderating role of transformational leadership and the mediating role of work engagement. The study uses self-determination theory to provide new insights into how these factors influence employee contextual performance beyond formal job requirements. This study employed a causal quantitative approach, utilising established measurement scales and a survey-based questionnaire distributed to 433 non-clinical healthcare professionals. Data were analysed using PLS-SEM. The findings reveal that intrinsic motivation alone does not directly enhance contextual performance. However, transformational leadership significantly moderates this relationship, while work engagement mediates it, underscoring its crucial role in promoting behaviours that exceed formal job duties. Despite being confined to hospital settings, the study offers valuable insights for practitioners and administrators aiming to enhance employee motivation and contextual performance. These results highlight the importance of fostering work engagement to encourage behaviours beyond formal job duties, particularly in hospital settings. The study's unique contribution lies in its practical implications for hospital administrators. It links leadership styles with improved contextual performance through enhanced work engagement, ultimately supporting better management practices and patient care.
How does trust in leader influences organizational commitment? A test of a moderated mediation model
Savita S Rai, Navin Kumar Koodamara
Acta Psychologica, 2025
This study examines the link between trust in leader, employee silence, and affective, normative, and continuance organizational commitment. Additionally, this study analyzes how employee silence mediates the link between trust in leader and organizational commitment. This study also examines how ethical leadership moderates the link between trust in leader and employee silence. A cross-sectional quantitative method was adopted to examine the relationship between the constructs. The respondents were public and private sector bank employees located in Southern India. The result reveals that employee silence significantly influences various dimensions of affective commitment, continuance commitment and normative commitment of the employee. There exists a significant relationship between trust in leader and normative commitment. However, the study had found insignificant relationship between trust in a leader and affective commitment and continuance commitment. Interestingly, the results indicate that employee silence significantly mediates the relationship between trust in the leader and affective commitment as well as continuance commitment. Moreover, ethical leadership significantly moderates the relationship between trust in a leader and employee silence. The findings imply that when ethical leadership is high, trust in the leader helps reduce the employees' silent behavior. It is observed that the organization can address the reason for the existence of various motives for an employee's commitment when they focus on trust in the leader and the employee's silent behavior. Another finding of the study states that organizations must groom immediate supervisors' ethical leadership qualities to enhance the relationship between supervisor and subordinate. The presence of silence behavior among employees' is very challenging, as it is unobservable. It is also crucial to identify its presence as employee silence is detrimental to the organization. This study contributes to a better understanding of the relationship between trust in a leader and employee silence and its consequences in shaping various dimensions of organizational commitment in the context of the banking sector.
Trust in leader, organizational commitment and employee silence: the moderating role of ethical leadership
Savita S. Rai, Navin Kumar Koodamara
International Journal of Ethics and Systems, 2025
Purpose This study aims to investigate the relationship between trust in leader, organizational commitment (OC) and different dimensions of employee silence, namely, acquiescent silence (AS), quiescent silence (QS), prosocial silence (PSS) and opportunistic silence (OPS). Furthermore, this study examines the mediating role of OC in the relationship between trust in leader and the dimensions of employee silence. Moreover, this study also explores the moderating role of ethical leadership (EL) in the relationship between trust in leader and the dimensions of employee silence. Design/methodology/approach Based on an employee sample (n = 265) from the private banks in Southern India, a descriptive, nonexperimental analysis was conducted to study the relationship between trust in leader, OC and employee silence dimensions. A quantitative approach was adopted to the survey by distributing questionnaires to private-sector bank employees. A well-established measurement scale was used to collect data and the study results were analyzed using structural equation modellng to investigate the nature of the relationship considered in the study. Findings The results indicate that OC significantly influences various dimensions of employee silence, such as, QS and opportunistic and PSS behavior. However, the relationship between trust in a leader and all four dimensions of employee silence has produced insignificant results. Interestingly, the results indicate that OC mediates the relationship between trust in the leader and all the dimensions of employee silence (acquiescent, quiescent, prosocial and OPS). Moreover, EL significantly and negatively moderates the relationship between trust in a leader and AS. Also, EL significantly and negatively moderates the relationship between trust in a leader and OPS. The findings imply that when EL is high, trust in the leader helps reduce the employees’ AS and OPS behavior. Practical implications The results of this study have some important practical implications. First, it is understood from this study that the organization can address the issue of employee silent behavior when they focus on trust in the leader and the employees’ commitment. Second, as EL significantly moderates the relationship between trust in the leader and employee silence, organizations must groom immediate supervisors’ EL qualities to enhance the relationship of trust in the leader with employees’ acquiescence and OPS. Social implications By building trust in leaders and prioritizing ethical practices, the organizations can create a positive work environment that benefits all stakeholders and society. The findings of this research can be effectively leveraged to promote good governance and enhance public confidence in the banking sector. Ultimately, establishing trust in leadership boosts banks’ visibility and allows them to engage with wider audiences through online platforms, promoting their services effectively. Originality/value The originality of this study lies in its exploration of the critical role of trust in leader and OC shaping various dimensions of employee silence within the context of private banks. This study contributes to a better understanding of the relationship between trust in a leader and OC and its consequences. This study provides valuable implications for the private banking sector in predicting the motives behind employee silence and finding ways to mitigate this silent behavior. Also, the study has encapsulated the moderating role of EL in the relation between trust in leader and employee silence.
Measuring life satisfaction of self-help groups: Role of perceived social support and social empowerment
Suraksha Suvarna, Satish Kumar, Navin Kumar Koodamara
F1000research, 2025
Background This study was designed to investigate the mediation effects of social empowerment (SE) in the relationship between perceived social support (PSS) and life satisfaction (LS) in women self-help group members. Also, this research attempted to understand the moderating effect of decision making (DM) and external communication (EC) on the relationship between the constructs. Methods To achieve the above objective, the primary data were collected from the self-help group women members by using an existing scale. In this survey, 333 participants who are members of self-help group completed the questionnaire and considered for the study. The study is non-experimental and survey-based, with no interventions or manipulations involved. In line with ethical guidelines, we obtained informed consent directly from each respondent before their participation. Conclusion The path coefficient values, t-statistics and P-Values confirmed the positive relationship between PSS->LS; PSS->SE & SE->LS in women self-group members. PLS structural equation modelling estimated by the bootstrap method revealed that SE partially mediates the relationship between PSS & LS. With regard to the interaction effect, the slope analysis and f2 effect size confirmed the moderating effect of EC in the relationship between PSS -> LS & SE -> LS.
Antecedents of organizational commitment: a systematic literature review
Savita. S. Rai, Navin Kumar Koodamara, Vidyavathi K
Cogent Business and Management, 2025
This evidence-based Systematic Literature Review (SLR) comprehensively examines existing research on the connections between organizational commitment (OC), trust, and leadership. Additionally, this study explores the theories underlying the relationships among these variables. Previous research has extensively discussed OC, but there is a need for more empirical evidence regarding its theories and antecedents. Therefore, it is essential to identify, critically analyze, and synthesize the available literature from various geographical regions. This review identified ten different theories used within the OC model. Analysis of publications between 1985 and 2023 revealed that 2011 had the highest number of publications (N = 26) on this subject. Most articles concerning individual behavioral theories in model development were based on empirical research. Furthermore, Google Scholar emerged as the most frequently used database, while SCOPUS was the most considered indexing body among researchers. As expected, the USA topped the list of publications, followed by the UK and India. This systematic review will help practitioners and researchers identify key factors and theories essential for developing a comprehensive model of OC.
Motivation, work experience, and teacher performance: A comparative study
Debika Layek, Navin Kumar Koodamara
Acta Psychologica, 2024
This research study investigates the effect of intrinsic and extrinsic motivation on employee performance, with a specific focus on the moderating role of employees' work experience. This investigation utilizes a proposed framework, focusing on higher educational institutions in West Bengal, India. It contributes to the human resource management field by comparing teacher performance in private and government academic institutions based on their motivation levels. The study employs a quantitative approach, collecting data from 250 teachers in West Bengal, India, using a structured questionnaire. The dataset underwent analysis employing Partial Least Squares Structural Equation Modeling (PLS-SEM) due to its inherent capacity to accommodate smaller sample sizes while delivering precise and insightful outcomes. The results indicate a strong positive relationship between intrinsic and extrinsic motivation and teacher performance in both types of institutions. Work experience moderates the connection between intrinsic motivation and performance in both sectors but has no significant impact on the relationship between extrinsic motivation and performance in private academic institutions. This study links a gap in the literature by empirically exploring the impact of teacher motivation on their performance and provides valuable insights into the complex interplay among motivation, work experience, and performance. Practically, it emphasizes the importance of employee motivation and accumulated work experience in enhancing performance. This study attempts to underscore the role of work experience as a moderating variable, thereby contributing to the novel discourse in the educational landscape of the post-pandemic era. The findings demand to identification of diverse organizational developmental drivers as work experience does not exhibit a strong mediation effect. However, limitations such as potential response bias should be considered in future research in this area.
Impact of contingent rewards and punishments on employee performance: the interplay of employee engagement
Debika Layek, Navin Kumar Koodamara
F1000research, 2024
Resilience in action: exploring disability entrepreneurship amidst perceived discrimination
S. L. Ashalatha, Serin Peter, Satish Kumar, Navin Kumar Koodamara, Anju Gupta, Geetha E
Cogent Social Sciences, 2024
Nexus of violence and employment discrimination against women with disabilities in India–a scoping review
S.L. Ashalatha, Satish Kumar, K. Navin Kumar
Cogent Social Sciences, 2023
Exploring Shared Leadership: Mediating Roles of Spirit at Work and Team Trust
Nandan Prabhu, Navin Kumar Koodamara
Prabandhan Indian Journal of Management, 2022
Relationship among transformational leadership, workplace spirituality and team effectiveness: A conceptual framework
Nandana Prabhu, Navin Kumar Koodamara
International Journal of Public Sector Performance Management, 2021
Big Five personality traits and ethical climate: A test of antecedents of unethical behaviour
Navin Kumar Koodamara, Nandana Prabhu, Mendon Suhan, Sethumadhavan Lakshmi Narayanan
Journal of Education for Business, 2021
Entrepreneurial potential of students of MBA and engineering schools in the Indian context: roles of leadership and achievement motivation
Hasirumane Venkatesh Mukesh, Nandana Prabhu, Navin Kumar Koodamara, Suman Chakraborty, Pallavi Kamath
Journal of Applied Research in Higher Education, 2021
Role of procedural justice and organizational trust on organizational citizenship behavior among IT employees
International Journal of Advanced Science and Technology, 2019
The effects of perceived organizational support (POS) and perceived organizational justice (POJ) on employee engagement (EE) of Indian employee in information technology
International Journal of Recent Technology and Engineering, 2019
Error of judgment and vicarious liability of the hospitals in case of medical negligence in India
Navin Kumar Koodamara, A Santhosh Kumar
Indian Journal of Public Health Research and Development, 2018
Euthanasia: India’s major religious points of views
Navin Kumar Koodamara, Nandan Prabhu, Babu Thomas, Noor Afza
Indian Journal of Public Health Research and Development, 2018

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