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Article
Publication date: 29 April 2016

Anita Sarkar

This paper aims to describe the role of responsible leadership in a VUCA (volatile, uncertain, complex and ambiguous) world.

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Abstract

Purpose

This paper aims to describe the role of responsible leadership in a VUCA (volatile, uncertain, complex and ambiguous) world.

Design/methodology/approach

This paper explains how responsible leadership is aligned with the critical success factors necessary to thrive in a VUCA world.

Findings

Critical success factors in the VUCA world are: sound business principles, a firm’s agility to respond speedily, strong collaborative networks, innovation and ethical practices. These are aligned with a responsible leadership style, which is a combination of transformational, servant and authentic leadership.

Socialimplications

This paper argues that responsible leadership embraces the broader societal issues and concerns based on ethical judgment.

Originality/value

This paper provides insights on how responsible leaders can meet the requirements of VUCA world.

Details

Development and Learning in Organizations: An International Journal, vol. 30 no. 3
Type: Research Article
ISSN: 1477-7282

Keywords

Article
Publication date: 26 June 2019

Anita Sarkar

The purpose of this paper is to examine the impact of both work and non-work domain contextual factors (meaningful work, mentoring support, family support and challenging life…

Abstract

Purpose

The purpose of this paper is to examine the impact of both work and non-work domain contextual factors (meaningful work, mentoring support, family support and challenging life events) on authentic leadership (AL).

Design/methodology/approach

Prior to survey-based study, a qualitative interview-based research was carried out with seven senior leaders in India. In the final study, data collected from 201 senior and middle-level managers and 554 followers were used to examine the influence of each of the contextual factors on AL.

Findings

Results suggest that except mentoring support, all other factors have a significant positive influence on AL. The implications of the results for authentic leadership development are discussed.

Originality/value

This is the first study where meaningful work, mentoring support, family support and challenging life events are empirically examined in the context of AL.

Details

Leadership & Organization Development Journal, vol. 40 no. 4
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 9 May 2016

Anita Sarkar

The purpose of this paper is to describe factors that determine scrapping of traditional performance appraisal system.

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Abstract

Purpose

The purpose of this paper is to describe factors that determine scrapping of traditional performance appraisal system.

Design/methodology/approach

The study explains how the new system of feedback giving is aligned with the requirement of performance management system.

Findings

Traditional performance appraisal often created employee dissatisfaction, stalled employee creativity and team work, and increased employee attrition and missed out on performance improvement of employees. New check-in system promises to develop employees on the basis of continuous feedback mechanism.

Originality/value

This paper aims to provides insights on how the new system of performance management is connected to overall needs of the organization and the employees.

Details

Human Resource Management International Digest, vol. 24 no. 3
Type: Research Article
ISSN: 0967-0734

Keywords

Article
Publication date: 10 July 2021

Anita Sarkar

In today’s corporate world, effective management of diversity is a critical business and social imperative. This paper aims to identify relevant issues connected to diversity…

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Abstract

Purpose

In today’s corporate world, effective management of diversity is a critical business and social imperative. This paper aims to identify relevant issues connected to diversity training and suggest course content that can be useful in corporate and academia while offering diversity training.

Design/methodology/approach

The authors have conducted a literature review on primary aspects connected to diversity training. Specifically, papers published in recent times are given focus to come up with relevant diversity training content and other connected concerns.

Findings

In this paper, the authors focus on how academicians and practitioners can develop an effective diversity training initiative, based on some of the critical nuances discussed in the literature. Suggested training content includes sensitivity, awareness, behavioral approach, policy guidelines and diversity impact analysis. This training content can further be customized based on the corporate context where the training is to be delivered.

Originality/value

Based on the literature review, the paper suggests a holistic diversity training program that is hopefully going to be useful for both practitioners and academicians.

Details

Industrial and Commercial Training, vol. 54 no. 1
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 7 April 2023

Arindam Bhattacharjee and Anita Sarkar

Cyberloafing is an organization-directed counterproductive work behavior (CWB). One stream of literature deems cyberloafing to be bad for organizations and their employees, while…

Abstract

Purpose

Cyberloafing is an organization-directed counterproductive work behavior (CWB). One stream of literature deems cyberloafing to be bad for organizations and their employees, while another suggests cyberloafing is a coping response to stressful work events. Our work contributes to the latter stream of literature. The key objective of our study is to examine whether cyberloafing could be a means to cope with a stressful work event-abusive supervision, and if yes, what mediating and boundary conditions are involved. For this investigation, the authors leveraged the Stressor-Emotion-CWB theory which posits that individuals engage in CWB to cope with the negative affect generated by the stressors and that this relationship is moderated at the first stage by personality traits.

Design/methodology/approach

Using a multi-wave survey design, the authors collected data from 357 employees working in an Indian IT firm. Results revealed support for three out of the four hypotheses.

Findings

Based on the Stressor-Emotion-CWB theory, the authors found that work-related negative affect fully mediated the positive relationship between abusive supervision and cyberloafing, and work locus of control (WLOC) moderated the positive relationship between abusive supervision and work-related negative affect. The authors did not find any evidence of a direct relationship between abusive supervision and cyberloafing. Also, the positive indirect relationship between abusive supervision and cyberloafing through work-related negative affect was moderated at the first stage by the WLOC such that the indirect effect was stronger (weaker) at high (low) levels of WLOC.

Originality/value

This work demonstrates that cyberloafing could be a way for employees to cope with their abusive supervisors.

Details

Information Technology & People, vol. 37 no. 3
Type: Research Article
ISSN: 0959-3845

Keywords

Article
Publication date: 12 December 2018

Manjari Singh and Anita Sarkar

The purpose of this paper is to empirically test the relationship between the empowering structure and the employees’ innovative behavior and the role of psychological empowerment…

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Abstract

Purpose

The purpose of this paper is to empirically test the relationship between the empowering structure and the employees’ innovative behavior and the role of psychological empowerment in mediating this link.

Design/methodology/approach

Structural equation modeling was used to analyze data from 401 female primary school teachers in India. Prior to the main study, the scales were tested on a sample of 288 teachers. While psychological empowerment and structural empowerment were based on the self-reporting by the teachers, the innovative behavior of the teacher was assessed by two to three colleagues for each teacher.

Findings

The results confirmed that structural empowerment leads to innovative behavior and psychological empowerment and partially mediates the relationship between structural empowerment and innovative behavior.

Practical implications

Promising ideas die down because of lack of proper resource support and a free flow of information exchange despite employees’ willingness to carry out innovative tasks. Psychological empowerment affects creative intention in the workplace and can play a critical role for employees at their workplace.

Social implications

In the context of development at the teacher and school levels, it is imperative to address both the psyche of the individual and the existing structure in schools.

Originality/value

This study makes two critical contributions. One, it emphasizes the importance of structural empowerment in ensuring innovative behavior of employees. Two, it also brings forward the importance of psychological empowerment in the relationship between structural empowerment and innovative behavior.

Article
Publication date: 12 October 2015

Anita Sarkar

– Describes the role of HR in creating an inclusive workplace.

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Abstract

Purpose

Describes the role of HR in creating an inclusive workplace.

Design/methodology/approach

Explains how organizations can build an inclusive workplace that addresses the diverse needs of different employee groups.

Findings

Shows that affirmative action is an important first step toward managing diversity, but successful management of diversity goes beyond merely complying with the letter of the law.

Practical implications

Advances the view that scholarship programs for minority members, diversity scorecards, mentoring programs, language assistance, diversity councils and support from relevant stakeholders can go a long way in ensuring an inclusive work environment.

Social implications

Argues that the effective management of diversity is a business and social imperative.

Originality/value

Provides insights into how organizations can effectively manage workplace diversity.

Details

Human Resource Management International Digest, vol. 23 no. 7
Type: Research Article
ISSN: 0967-0734

Keywords

Article
Publication date: 12 October 2015

Anita Sarkar

– Describes the role of HR in addressing traditional bullying and cyber-bullying at the workplace.

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Abstract

Purpose

Describes the role of HR in addressing traditional bullying and cyber-bullying at the workplace.

Design/methodology/approach

Explains how organizations can design policy guidelines to tackle the issue of bullying and, thereby, help every employee to contribute to his or her best ability.

Findings

Argues that the proliferation of electronic communication has made cyber-bullying rampant in workplaces and has devastating effects on some employees.

Practical implications

Advances the view that creating a zero-tolerance policy against bullying, using technological help, conducting structured interviews, providing an employee-sensitization program, crafting effective job design and, from time to time, taking employees’ opinion can go a long way in ensuring a safe workplace for all.

Social implications

Shows that bullying in any form is a social menace both for employees and the organization, and it needs to be nipped in the bud.

Originality/value

Provides insights into how organizations can effectively address the issue of bullying at the workplace.

Details

Human Resource Management International Digest, vol. 23 no. 7
Type: Research Article
ISSN: 0967-0734

Keywords

Article
Publication date: 16 September 2022

Anita Sarkar

The purpose of the study was to examine the impact of both work and non-work domain contextual factors (family support, workplace social support, mentoring support, networking and…

Abstract

Purpose

The purpose of the study was to examine the impact of both work and non-work domain contextual factors (family support, workplace social support, mentoring support, networking and visible assignment) on the general self-efficacy (GSE) of women leaders in India. Also, we tried to explore whether GSE is connected to women leaders' career aspirations.

Design/methodology/approach

This is a survey-based study where data was collected and analysed from 145 women leaders working in a large public sector organisation in India.

Findings

Results suggest that except for workplace social support, all other factors have a significant positive impact on the GSE of women leaders. GSE is also significantly associated with women leaders' career aspirations.

Originality/value

Uniqueness of the article is that we have empirically tested the enablers and deterrents of women leadership in the GSE context, taking note of both work and non-work domains of women leaders. The implications of the results for women's leadership development have been detailed.

Details

Leadership & Organization Development Journal, vol. 43 no. 7
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 10 January 2024

Farhat Haque

This paper aims to focus on the issue of high employee turnover in the Indian tech industry. An integrative review is conducted to analyse the past and current state of…

Abstract

Purpose

This paper aims to focus on the issue of high employee turnover in the Indian tech industry. An integrative review is conducted to analyse the past and current state of literature, as well as prepare a research agenda for future studies.

Design/methodology/approach

A pool of 72 articles published between 2010 and 2022 is reviewed with a special focus on Indian tech employees. This study elucidates the extent and impact of employee retention strategies through content analysis.

Findings

Two broad perspectives have been established in the literature: the reasons for quitting and the explanations for staying. By means of a comprehensive review, this paper combines these two aspects of literature and suggests factors under organization’s control to retain competent tech employees.

Originality/value

The study is designed to integrate the two theoretical viewpoints of employee turnover literature by consolidating the reasons behind quitting behaviour and staying intention. Codes combining the two aspects are presented as a valuable resource to retain tech talent.

Details

The Learning Organization, vol. 31 no. 4
Type: Research Article
ISSN: 0969-6474

Keywords

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