Search results

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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

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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

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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…

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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

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

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…

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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

Article
Publication date: 22 June 2022

Indu Sharma and Vivek Tiwari

The purpose of this study is to review the literature on work–life interface (WLI) studies conducted in India, including how cultural and institutional factors affect the…

Abstract

Purpose

The purpose of this study is to review the literature on work–life interface (WLI) studies conducted in India, including how cultural and institutional factors affect the work–life balance perception of Indian employees and how they differ from the west.

Design/methodology/approach

The preferred reporting items for systematic reviews and meta analyses (PRISMA) framework was used to select studies included in this systematic review.

Findings

Employees in India prioritize their family first because of the collectivist culture as opposed to the west, where work forms the role of root identity. Further, it was found that institutional support in India is lower than in developed western countries, resulting in difficulty for Indian employees to balance their work and life domains. Additionally, methodological advancement and large-scale multilevel research are much needed in India, as research on work–life studies is still in its infancy.

Research limitations/implications

This study is limited to qualitative synthesis of PRISMA framework. Adopting more advanced “meta-analysis” techniques to review quantitative studies could result in more comprehensive and informative results.

Originality/value

Since 2009, there has been an increase in empirical studies conducted on work–life studies in India, but no systematic review has been conducted to understand the various theories and variables used by researchers. In this study, we developed a conceptual model to increase the theoretical knowledge of WLI constructs.

Details

Journal of Asia Business Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1558-7894

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Article
Publication date: 3 May 2022

Decha Dechawatanapaisal

This research investigates the effects of psychological contract breach on the fit, links and sacrifice dimensions of job embeddedness as well as the mediating roles of…

Abstract

Purpose

This research investigates the effects of psychological contract breach on the fit, links and sacrifice dimensions of job embeddedness as well as the mediating roles of these three subcomponents in the relationships between psychological contract breach and nurses' work attitudes.

Design/methodology/approach

Data were collected from 591 nurses from private general hospitals in northern Thailand. The hypotheses were tested and analyzed by means of a confirmatory factor analysis, structural equation modeling and a bootstrapping procedure.

Findings

The results indicate that psychological contract breach was negatively associated with the three dimensions of job embeddedness, signifying that the fit, links and sacrifice dimensions are distinct constructs. Also, these three subcomponents mediated the relationship between psychological contract breach and loyal boosterism. Only the links and sacrifice dimensions were found to have mediating effects on turnover intention.

Research limitations/implications

Future research may consider longitudinal data to avoid potential method biases and draw causal inferences among study variables. Employing cross-cultural research in future studies would also be beneficial.

Practical implications

If possible, health care organizations should not make any promises that they cannot keep or fulfill. Fine-tuning expectation and managing communication in a timely manner may signal commitments to fulfill the contracts and minimize any potential inducement-outcome discrepancies.

Originality/value

This study adds to the literature by furthering understanding of the employee-organization relationship through the lens of psychological contract and job embeddedness theories.

Details

International Journal of Workplace Health Management, vol. 15 no. 4
Type: Research Article
ISSN: 1753-8351

Keywords

Article
Publication date: 1 October 2021

Attia Aman-Ullah, Azelin Aziz, Hadziroh Ibrahim, Waqas Mehmood and Yasir Abdullah Abbas

The purpose of this study is to determine the impact of job security on doctors’ retention, with job satisfaction and job embeddedness as the mediators. In doing so, the…

Abstract

Purpose

The purpose of this study is to determine the impact of job security on doctors’ retention, with job satisfaction and job embeddedness as the mediators. In doing so, the authors seek to contribute to the existing literature by providing additional empirical evidence on the links between job security, job satisfaction, job embeddedness and employee retention by using social exchange theory.

Design/methodology/approach

An empirical study was conducted on doctors working in public hospitals in Pakistan. Data from selected public hospitals were collected using semi-structured questionnaires. The simple random sampling method was applied for participant selection and partial least squares-structural equation modelling was used for data analysis purposes.

Findings

The findings confirmed the direct and mediation relationships. Thus, all of this study’s hypotheses are supported. The results indicate that job security can improve doctors’ retention. Further, job satisfaction and job embeddedness play crucial roles in mediating the direct relationship.

Originality/value

This study elaborates job security in health-care sector of Pakistan and also provides empirical evidence of the antecedents and mediators of doctors’ intention to continue working in the health-care industry.

Details

Journal of Asia Business Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1558-7894

Keywords

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

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