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1 – 10 of 11Dhruba Kumar Gautam and Prakash Kumar Gautam
This study examines the effect of occupational stress on turnover intention of employees working in the banking industry. The authors examine the mediating effects of service…
Abstract
Purpose
This study examines the effect of occupational stress on turnover intention of employees working in the banking industry. The authors examine the mediating effects of service climate and emotional regulations of the employees in the relationship between occupational stress and intention to leave the organization.
Design/methodology/approach
This study followed stratified sampling technique for data collection from employees of ten commercial banks based on the banks' financial performance of top 5 and bottom 5 out of 27 banks. Data were collected at 2 stages, first from 465 employees for occupational stressors and second from 408 employees among the participants in the first stage for turnover intention, service climate and emotional regulation. Harman’s one-factor test was conducted to examine the common method bias. Confirmatory factor analysis (CFA), regression analysis and Preacher and Hayes Process Macro approach were used to examine mediation effect.
Findings
Three factors, namely workload (WL), role ambiguity and growth opportunity expectations were identified as the occupational stressors in the banking industry, predicting a positive relation of overall occupational stress to the intention to turnover. Service climate and the employees’ emotion regulation ability mediate the relationship between stress and turnover intention. Results also revealed no significant role of control variables in predicting occupational stress and turnover intention.
Practical implications
This study implies that the WL, role ambiguity and growth opportunity expectations of the employees cause stress in employees which may lead to have turnover intention. In order to get success in competitive environment, managers of banking industry can address stressors by enhancing service climate and formulating policies and programs to strengthen the emotion regulation which is evidence to strengthen the reciprocity approach of social exchange theory in employees’ commitment.
Originality/value
This study contributes to the social exchange theory and attempts to fulfill the gaps in empirical research on personnel psychology, human capital\ and organization management in developing countries.
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Prakash Kumar Gautam, Dhruba Kumar Gautam and Rakshya Bhetuwal
This study aims to analyse the role of work–life balance (WLB) experiences and job satisfaction on turnover intentions (TI) among nurses working in private sector hospitals.
Abstract
Purpose
This study aims to analyse the role of work–life balance (WLB) experiences and job satisfaction on turnover intentions (TI) among nurses working in private sector hospitals.
Design/methodology/approach
The research followed the analytical research design with a self-administered questionnaire survey using a five-point Likert scale. Responses from 386 nurses working in different positions in private sector hospitals were collected. The collected data were examined using descriptive and inferential statistics using structural equation modelling. Data validation, path coefficient analysis and a mediation effect test were conducted using Smart PLS 4 with a 5% significance level. WLB was examined with three dimensions: work interference with personal life, personal life interference with work and work–personal life enhancement.
Findings
The study established a significant relationship between personal life interference with work and work–personal life enhancement with job satisfaction. Also, the result revealed a significant negative relationship between interferences of WLB and TI. The study also established a partial and full mediation of job satisfaction about two WLB dimensions with TI.
Originality/value
This research suggests emphasizing WLB and job satisfaction to discourage TI. This research can be used by managers and policymakers alike to improve the scenario and take measures accordingly. This study also provides theoretical implications based on the boundary theory.
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Dhruba Kumar Gautam and Prakash Kumar Gautam
The purpose of the study is to investigate the stressors faced by migrant entrepreneur-managers of small and medium-sized enterprises (SMEs) during the COVID-19 pandemic, as well…
Abstract
Purpose
The purpose of the study is to investigate the stressors faced by migrant entrepreneur-managers of small and medium-sized enterprises (SMEs) during the COVID-19 pandemic, as well as their resilience strategies for reviving their businesses.
Design/methodology/approach
This study employs a qualitative research design based on grounded theory. Semi-structured interview questionnaire was used for one-to-one interviews with 20 migrant entrepreneur-managers, representing ten different business sectors during the peak of the COVID-19 pandemic of 2020 and 2021. Interviews were transcribed, coded into open code, axial code and selective code to identify the major themes, and analysis was done into three levels to explore the stressors and initial strategies implemented to cope with the crisis. Trustworthiness of the findings was ensured by credibility, transferability, dependability and conformability, and reflexivity.
Findings
This study explored three types of stressors: finance-related stressors, supplies-related stressors and human resources-related stressors in migrant SME entrepreneur-managers during the COVID-19 pandemic. The study revealed the use of comprehensive supply chain strategies followed by migrant SME entrepreneur-managers to be resilient enough to cope with a crisis situation like the COVID-19 pandemic.
Originality/value
This study covers an under-researched area of research related to stressors and resilience strategies in migrant SME entrepreneur-managers during the pandemic situation. A large body of prior research contributes to employees' stress and coping behaviors, while this paper focuses on stressors in migrant entrepreneur-managers in the special context of pandemics and their strategies to be resilient during a crisis situation. Thus, the findings of this study contribute to SME entrepreneur-managers, policy makers and academicians so that a large number of migrant entrepreneurs can develop resilient strategies for crisis situations. Furthermore, this study contributes to the supply chain resilience literature and resource dependency theory.
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Dhruba Kumar Gautam and Prakash Kumar Gautam
Every day thousands of academic institutes suspend their classes and students are staying in their home maintaining social distancing due to the fear of COVID-19 pandemic and…
Abstract
Purpose
Every day thousands of academic institutes suspend their classes and students are staying in their home maintaining social distancing due to the fear of COVID-19 pandemic and Nepal is no exception. Realizing these facts, this study aims to explore the factors for the effectiveness of online mode of classes to on-class course-based students and analyzes the perception of faculties and students toward online mode during the COVID-19 pandemic.
Design/methodology/approach
It is based on exploratory research design, following mixed methods of qualitative and quantitative procedure. To build a rich understanding of the phenomenon, three-stage data collection procedure: preliminary interview, structural survey and validation were used.
Findings
This study revealed triplet factors: infrastructure, student and teacher as antecedents of effectiveness of online classes during a pandemic. Technological support, infrastructure availability, faculty and students' perception have a significant relationship for the effectiveness of the online mode of the teaching-learning process. Students faced anxiety during the COVID-19 pandemic, but a higher willingness to learn reduces the level of anxiety.
Originality/value
This study significantly contributes to the future management of higher education and digs the future path of online and on-class teaching-learning practices.
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Dhruba Kumar Gautam and Dinesh Basnet
The purpose of this study is to examine the mediating effect of motivation to transfer training in between five dimensions of organizational culture and training transfer.
Abstract
Purpose
The purpose of this study is to examine the mediating effect of motivation to transfer training in between five dimensions of organizational culture and training transfer.
Design/methodology/approach
This paper followed a positivist epistemology to understand the factors associated with training transfer. The descriptive and causal research design was used for data analysis. A proportionate stratified random sample of 150 faculties responded to a self-administered questionnaire. Hierarchical regression analyses were performed to examine the hypotheses.
Findings
The results show that motivation to transfer training partially mediates the relationship between the four dimensions of organizational culture (i.e. job challenge, communication, innovation and social cohesion) and training transfer. Further, the results also show the relation between trust and training transfer is fully mediated by the motivation to transfer training.
Practical implications
For better training transfer higher education sector ought to consider organizational related factors such as organizational culture, rather than only focusing on individual-related factors. The education sector would have strengthened each dimension of organizational culture to motivate the faculties for training transfer.
Originality/value
Organizational culture dimensions (job challenge, communication, trust, innovation and social cohesion) are the essential dimensions for training transfer which are less prioritized despite their importance.
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Bal Ram Chapagain, Pushkar Bajracharya, Dev Raj Adhikari and Dhruba Kumar Gautam
Considering the ongoing debate regarding the roles of business in society, this paper aims to examine the managerial understanding of corporate social responsibility (CSR) in…
Abstract
Purpose
Considering the ongoing debate regarding the roles of business in society, this paper aims to examine the managerial understanding of corporate social responsibility (CSR) in Nepal.
Design/methodology/approach
This study uses explanatory sequential design under mixed methods of research. First, the questionnaire survey method was used to collect data from 168 managers of listed companies in Nepal. Second, semistructured interviews were conducted with 20 senior-level managers of listed companies to verify the results obtained from the survey and to gain a deeper understanding of the phenomena.
Findings
The survey results show that managerial understanding of CSR is mainly guided by the notions of corporate philanthropy, stakeholder approach and political CSR, respectively. However, the managerial understanding vis-à-vis political CSR and corporate philanthropy were found to be remarkably positively influenced by the firm’s size, whereas the stakeholder perspective was widely held by the managers regardless of their firm’s size. The interview results largely substantiated questionnaire survey findings and further revealed vivid dimensions within the philanthropic approach, stakeholder approach and political CSR.
Practical implications
Given the recent legal provisions vis-à-vis mandatory CSR spending in Nepal, the policymakers may devise and update common core and firm-size-specific informational, fiscal-economic, legal and partnering instruments based on the findings of this study. Besides, companies may go for appropriate institutional arrangements for CSR as needed.
Originality/value
The reaffirmation of conventionally accepted roles and the approval of relatively nascent political roles of business in a distinct socio–political–legal–economic context of Nepal can be an important contribution to the literature.
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Dev Raj Adhikari, Dhruba Kumar Gautam and Manoj Kumar Chaudhari
The paper aims to assess the corporate social responsibility (CSR) domains in Nepalese companies and explain the active CSR activities related to concerned domain.
Abstract
Purpose
The paper aims to assess the corporate social responsibility (CSR) domains in Nepalese companies and explain the active CSR activities related to concerned domain.
Design/methodology/approach
The study is descriptive and is based on a review of previous research findings and focus group discussion.
Findings
It has three major findings. First, there is a gradual shift from philanthropic domain of CSR to the economic domain. Second, a number of CSR activities have emerged from within the domains. Finally, some of the CSR intents are even linked to the Millennium Development Goals of the country.
Research limitations/implications
This study is mainly based on qualitative analysis (focus group discussions) of the participants in three different discussion programs.
Practical implications
This paper is useful to academicians and companies seeking to understand what kind of CSR activities are undergoing in Nepalese companies in different domains.
Originality/value
This is perhaps the very first investigation of its kind in the Nepalese context.
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Dhruba Kumar Gautam and Sunita Bhandari Ghimire
This paper aims to assess the existing situation of psychological empowerment to employees and explore the relationship between psychological empowerment and competitive…
Abstract
Purpose
This paper aims to assess the existing situation of psychological empowerment to employees and explore the relationship between psychological empowerment and competitive advantages in service sector of Nepal.
Design/methodology/approach
The study followed descriptive cum exploratory research design. Data collected through structured questionnaire based on Menon’s three-component model and Wright’s four-component model used to measure psychological employment and competitive advantages from employees of banking and hospital sector.
Findings
Psychological empowerment of employees in service sector is significantly different between public and private organizations. Even though the factors that are extracted are quite different than of Western practices, psychological empowerment has positive and significant impact on the competitive advantages.
Research limitations/implications
This study is mainly based on service sector of Nepal: Banking and Hospital.
Practical implications
This paper is useful to academicians and practitioners seeking to develop psychological empowerment to achieve competitive advantages in their organizations and help to add values in people management areas particularly in South Asian corporations.
Originality/value
This is perhaps the very first investigation of its kind in the Nepalese context.
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The purpose of this paper is to explore the extent of strategic integration between business strategy and human resource (HR) policies and their impact on organizational…
Abstract
Purpose
The purpose of this paper is to explore the extent of strategic integration between business strategy and human resource (HR) policies and their impact on organizational performance of public listed companies in Nepal.
Design/methodology/approach
Exploratory cum descriptive research design is followed with structured questionnaire distributed to 105 publicly listed individual organizations as a unit of analysis and secondary source of information used to verify the performance result of perceptual measurement.
Findings
Formulation of explicit mission and business strategies indicate that around half of the organizations are doing business without business strategy and just one-fourth organizations formulate explicit HR strategy in order to support business strategies. Among the respondent organizations, few organizations meet the requirement of high strategic integrating organizations that were performing better than organizations that were low integrating.
Practical implications
This study provides sufficient evidences to Nepalese decision makers and academics that integration of business and HR strategies will have better impact on organizational performance. The result of this study motivates decision makers and academics, particularly South Asian, to understand the importance of investing in HR to raise organizational performance.
Originality/value
Examining strategic integration for organizational performance is perhaps the first study which certainly contributes to the overall assessment HRM and its impact on organizational performance to the developing countries of South Asia, like Nepal and add values to the process of theoretical development as well as HR management.
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Dhruba Kumar Gautam and Ann J. Davis
The purpose of this study is to explore the nature of human resource management in publicly listed finance sector companies in Nepal. In particular, it explores the extent to…
Abstract
Purpose
The purpose of this study is to explore the nature of human resource management in publicly listed finance sector companies in Nepal. In particular, it explores the extent to which HR practice is integrated into organisational strategy and devolved to line management.
Design/methodology/approach
A structured interview was conducted with the senior executive responsible for human resource management in 26 commercial banks and insurance companies in Nepal.
Findings
The degree of integration of HR practice appears to be increasing within this sector, but this is dependent on the maturity of the organisations. The devolvement of responsibility to line managers is at best partial, and in the case of the insurance companies, it is more out of necessity due to the absence of a strong central HR function.
Research limitations/implications
The survey is inevitably based on a small sample; however this represents 90 per cent of the relevant population. The data suggest that Western HR is making inroads into more developed aspects of Nepalese business. Compared with Nepalese business as a whole, the financial sector appears relatively Westernised, although Nepal still lags India in its uptake of HR practices.
Practical implications
It appears unlikely from a cultural perspective that the devolvement of responsibility will be achieved as a result of HR strategy. National cultural, political and social factors continue to be highly influential in shaping the Nepalese business environment.
Originality/value
Few papers have explored HR practice in Nepal. This paper contributes to the overall assessment of HR uptake globally and highlights emic features impacting on that uptake.
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