Search results

1 – 10 of over 1000
To view the access options for this content please click here
Book part
Publication date: 10 April 2019

Richa Saxena and Vibhav Singh

The purpose of the chapter is to integrate the understanding of diversity from different perspectives in Indian context and see how the holistic view emerges.

Abstract

Purpose

The purpose of the chapter is to integrate the understanding of diversity from different perspectives in Indian context and see how the holistic view emerges.

Methodology

The methodology used is primarily the literature review of the concepts and their evolution in Indian context and the use of secondary sources to extract praxis information.

Findings

It emerged from the exploration on diversity practices at the societal as well as organizational level in India that the country demonstrates intent to mainstream the people from different wakes, but with the changing context the format of the practices has changed.

Research Limitations

The basic premise of the chapter needs to be explored further through primary data from practice.

Originality

This chapter is novel in a way that it integrates the diversity scholarship of four different streams viz. caste, gender, disability, and generation. Most of the existing research focuses only on a thin slice/one key dimension of diversity.

Details

Diversity within Diversity Management
Type: Book
ISBN: 978-1-78754-821-3

Keywords

Abstract

Details

Human Resource Management International Digest, vol. 16 no. 3
Type: Research Article
ISSN: 0967-0734

Keywords

To view the access options for this content please click here
Article
Publication date: 15 May 2020

Swati Dhir and Tanusree Dutta

The purpose of this study is to quantitatively examine the impact of perceived supervisor support, person-job fit (PJF) and person-organization fit (POF) on the company’s…

Abstract

Purpose

The purpose of this study is to quantitatively examine the impact of perceived supervisor support, person-job fit (PJF) and person-organization fit (POF) on the company’s value through job satisfaction (JS).

Design/methodology/approach

Data were collected from 220 respondents selected from different organizations in India using standard questionnaires. To estimate the hypothesized model fit indices, partial least square structural equation modeling were used.

Findings

Findings suggest that there is a significant relationship among supervisor support, PJF and POF with JS and perceives company value.

Research limitations/implications

Human resource (HR) professionals need to understand how they can help to increase the JS of employees before they decide on HR measures that would help improve the perceived contribution to company value.

Originality/value

Support from the superior induces a sense of value and worthiness to the employee, which, in turn, strengthens the relationship between the employees with his/her organization. Along with this PJF and POF are other significant factors for employee satisfaction. If the person likes the job or in other words if the prescribed job is suitable for the person, then the employee feels significant, which amplifies JS. The same is applicable for the POF. Consequently, the perceived contribution to company value increases.

Details

Journal of Indian Business Research, vol. 12 no. 4
Type: Research Article
ISSN: 1755-4195

Keywords

To view the access options for this content please click here
Article
Publication date: 17 April 2009

Rohit Bhatnagar and Chee‐Chong Teo

The purpose of this paper is to describe the issues, tradeoffs, and models relating to two important sets of problems that arise in supply chain management – complexities…

Abstract

Purpose

The purpose of this paper is to describe the issues, tradeoffs, and models relating to two important sets of problems that arise in supply chain management – complexities in extended supply chains and network coordination in globally dispersed supply chains. This paper highlights the role of logistics in enhancing the competitiveness of firms that operate a global supply chain.

Design/methodology/approach

The methodology used in this paper encompasses conceptual research and detailed literature review of key issues.

Findings

This review indicates that the key challenges faced by supply chain managers due to extended supply chains are non‐stationary demand, variability propagation, and inventory imbalances. For network coordination managers must determine the role of facilities in a global network, identify the optimal location and capacity of facilities as well as role of consolidation hubs. For the above challenges, the tradeoffs in terms of four key drivers of supply chain performance – transportation, inventory, information, and facilities and relate these to key measures of supply chain performance are described. Important directions for future research are also identified.

Research limitations/implications

Test cases are needed to validate and refine the framework presented. Developing case studies that gather appropriate data to test out the models described would be important.

Practical implications

Companies with a global supply chain as well as third party logistics companies will find the framework presented in this paper very useful.

Originality/value

A new integrated framework that incorporates key decision issues like complexities of extended supply chains and network coordination into the firm's decision making has been presented. This has not been reported in previous research.

Details

International Journal of Physical Distribution & Logistics Management, vol. 39 no. 3
Type: Research Article
ISSN: 0960-0035

Keywords

To view the access options for this content please click here
Book part
Publication date: 2 December 2016

Vidu Badigannavar

The labor regulatory framework in India provides a conducive environment for social dialogue and collective participation in the organizational decision-making process…

Abstract

The labor regulatory framework in India provides a conducive environment for social dialogue and collective participation in the organizational decision-making process (Venkata Ratnam, 2009). Using data from a survey of workplace union representatives in the federal state of Maharashtra, India, this paper examines union experiences of social dialogue and collective participation in public services, private manufacturing, and private services sector. Findings indicate that collective worker participation and voice is at best modest in the public services but weak in the private manufacturing and private services. There is evidence of growing employer hostility to unions and employer refusal to engage in a meaningful social dialogue with unions. These findings are discussed within the political economy framework of employment relations in India examining the role of the state and judiciary in employment relations and, the links between political parties and trade unions in India.

Details

Employee Voice in Emerging Economies
Type: Book
ISBN: 978-1-78635-240-8

Keywords

To view the access options for this content please click here
Article
Publication date: 12 February 2018

Manish Kumar, Hemang Jauhari, Ashish Rastogi and Sandeep Sivakumar

The purpose of this paper is to integrate learnings from social exchange theory, organizational support theory and JD-R model to explore the relationship among support for…

Abstract

Purpose

The purpose of this paper is to integrate learnings from social exchange theory, organizational support theory and JD-R model to explore the relationship among support for development, work engagement (WE), job satisfaction (JS) and turnover intention (TI). It was hypothesized that the relationship between managerial support for development (MSD) and TI would be explained through organizational support for development (OSD), WE and overall job satisfaction (OJS).

Design/methodology/approach

A cross-sectional survey on a sample of 5,088 service industry employees undergoing organizational change and working in the business-to-business context was employed. Reponses were analyzed using IBM® SPSS® AMOSTM 20.

Findings

The findings were along the hypothesized lines. The study found support for mediation by OSD, WE and OJS, respectively of MSD and TI relationship. Similarly, the mediation of MSD-OJS relationship by OSD and WE, respectively were also supported. Furthermore, OSD mediated the relationship between MSD and WE; while the relationship between OSD and TI was mediated by WE and OJS, respectively and additionally, the OSD-OJS relationship was mediated by WE. Lastly, the mediation of WE-TI relationship by OJS was also supported. Therefore, the sequence of MSD-OSD-WE-OJS-TI partial mediation model was supported.

Research limitations/implications

While the sample size (n=5,088) is large, the respondents belong to one business unit of an organization, constraining generalizability. Additionally, the study is limited by cross-sectional design. Finally, the study was restricted by the choices of perceptual measures of study variables and non-quantitative evaluation of discretion/job demand.

Originality/value

Using learnings from multiple theories, the present study examined the roles of two sources of support for development (organizational and managerial) and two job-related states (WE and JS) in relating with TI. Interestingly, all the expected relationships were true in a context signifying the discretionary nature of organization. Further, testing of alternate models gives additional credence to the findings.

Details

Journal of Organizational Change Management, vol. 31 no. 1
Type: Research Article
ISSN: 0953-4814

Keywords

To view the access options for this content please click here
Article
Publication date: 14 December 2020

Decha Dechawatanapaisal

This study examines whether the relationship between ambivalence in leader-member exchange (LMX) and career commitment is influenced by organizational embeddedness as a…

Abstract

Purpose

This study examines whether the relationship between ambivalence in leader-member exchange (LMX) and career commitment is influenced by organizational embeddedness as a mediating variable. There is also an investigation of when and to what extent job strain influences the conditional indirect effect between LMX ambivalence on career commitment via the mediator.

Design/methodology/approach

Data were collected from 1,134 accountants working in various disciplines. The PROCESS macro and a bootstrapping procedure were used to test and analyze the hypothesized relationships.

Findings

The results revealed that the direct relationship between LMX ambivalence and career commitment was partially mediated by organizational embeddedness. In addition, high levels of job strain through organizational embeddedness conditionally make the effects of ambivalence on career commitment stronger.

Practical implications

Organizations should motivate employees to tolerate uncertain situations at work and practice ways of maintaining a positive attitude. Training programs for employees to appreciate ambivalence and for leaders to be more behaviorally consistent and more effective in team communication should be considered.

Originality/value

This research is among the initial attempts to extend relevant knowledge in the fields of LMX quality and organizational embeddedness by identifying an important moderator that amplifies the structural relationship.

Details

Journal of Management Development, vol. 40 no. 1
Type: Research Article
ISSN: 0262-1711

Keywords

To view the access options for this content please click here
Article
Publication date: 28 December 2020

Decha Dechawatanapaisal

This paper aims to examine a moderated mediation model for answering how and why work meaningfulness influences career satisfaction through job embeddedness as an…

Abstract

Purpose

This paper aims to examine a moderated mediation model for answering how and why work meaningfulness influences career satisfaction through job embeddedness as an intervening mechanism. There is also an investigation of how work-based social support from supervisors and co-workers are contingent upon such effect.

Design/methodology/approach

Data were collected from 1,137 accountants in various disciplines from one of the largest corporations in Thailand, including its numerous subsidiaries and joint ventures. The hypotheses were tested and analyzed by means of structural equation modeling, hierarchical regression and a bootstrapping procedure.

Findings

The results reveal that the direct relationship between meaningful work and career satisfaction was partially mediated by job embeddedness. Perceptions of supervisor and co-worker support were found to have moderating effects on meaningful work and job embeddedness. However, the conditional indirect effect was only confirmed for supervisor support.

Research limitations/implications

The generalizability of the findings may be narrow due to the nature of the sample, which involved only one occupation. Future research may expand the generalizability by considering different vocations, business contexts and industries.

Practical implications

This study offers important implications to researchers and practitioners by highlighting that an integrative model of organizational factors should be considered in managing human resources.

Originality/value

This research is among the initial attempts to extend relevant knowledge in the fields of meaningful work and job embeddedness by identifying organizational mechanisms that amplify the structural relationship.

Details

Management Research Review, vol. 44 no. 6
Type: Research Article
ISSN: 2040-8269

Keywords

To view the access options for this content please click here
Article
Publication date: 5 June 2018

Decha Dechawatanapaisal

The purpose of this paper is to extend job embeddedness research by investigating employees’ perception of human resource (HR) practices as the predictors of…

Abstract

Purpose

The purpose of this paper is to extend job embeddedness research by investigating employees’ perception of human resource (HR) practices as the predictors of organizational job embeddedness, and its mediating role between HR practices and quit intention. It also assesses the moderating effect of job satisfaction on the job embeddedness-turnover relationship.

Design/methodology/approach

Data were collected through a questionnaire survey from 1,028 accountants in various disciplines from one of the largest corporations in Thailand, including its numerous subsidiaries and joint ventures. Hypotheses were tested and analyzed by means of a confirmatory factor analysis, multiple regressions, and a bootstrapping procedure.

Findings

The results reveal that all HR practices except training are positively related to organizational job embeddedness. Analysis also provides support for the mediating effects on quit intention of two HR practices, namely rewards and career development, through organizational job embeddedness. In addition, the interaction effect shows that the negative relationship between organizational job embeddedness and quit intention reduces when job satisfaction is high.

Research limitations/implications

The current research took place among accountants. Replicating the study in a variety of business sectors, professions, or cultures would be useful for the generalizability of the findings.

Practical implications

Several HR strategies and tactics can help improve employee loyalty. Particularly effective are attractive rewards that reflect work values, and a promising career roadmap. Organizations might need to consider work conditions that sustain job satisfaction for turnover prevention in the short-term, and continuously manage long-term retention through embeddedness.

Originality/value

This study extends current research by investigating the relationships of so far untested theorized antecedents that clarify how employees become embedded in the workplace in order to keep them from quitting.

Details

Asia-Pacific Journal of Business Administration, vol. 10 no. 2/3
Type: Research Article
ISSN: 1757-4323

Keywords

To view the access options for this content please click here
Article
Publication date: 25 June 2020

Sanghamitra Chaudhuri, Ridhi Arora and Paramita Roy

In the past decade, the rapid globalisation and modernisation has resulted in an increased focus of organisations on implementation of family friendly work–life balance…

Abstract

Purpose

In the past decade, the rapid globalisation and modernisation has resulted in an increased focus of organisations on implementation of family friendly work–life balance (WLB) policies for enhancing employee retention. The purpose of this study is to review the importance of WLB policies and programmes and its impact on organisational outcomes.

Design/methodology/approach

Using Deery’s (2008) framework as the conceptual framework, the current study attempts to provide an integrated literature review of the empirical studies conducted in the area of WLB and employee retention in India for a decade from 2007 till 2017.

Findings

The analysis of the extant literature revealed that the research on WLB for Indian organisations really surged since 2013. Most of the empirical studies conducted in this area use a positivist paradigm. Numerous industry sectors including the information technology (IT) and business process outsourcing sectors have benefitted from WLB policies, but the banking and higher education sector have generously implemented employee-friendly WLB policies.

Practical implications

The study stresses upon the implementation of employee friendly WLB policies for achieving high organisational outcomes. Furthermore, the findings may be useful for human resource management and human resource development professionals to understand and appreciate the organisational components, settings that are necessary to facilitate better WLB in Indian organisations, thereby resulting in better organisational outcomes.

Originality/value

The study provides us with a comprehensive review of different WLB studies conducted in India till date and its possible impact on various organisational outcomes.

Details

Industrial and Commercial Training, vol. 52 no. 3
Type: Research Article
ISSN: 0019-7858

Keywords

1 – 10 of over 1000