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Article
Publication date: 27 November 2018

Jatinder Kumar Jha, Jatin Pandey and Biju Varkkey

This paper aims to examine the relationship between perceived investments in employees’ development (PIED) on work engagement and the moderating effects of psychological…

Abstract

Purpose

This paper aims to examine the relationship between perceived investments in employees’ development (PIED) on work engagement and the moderating effects of psychological capital on this relationship for liquid knowledge workers, employed in the Indian cutting and polishing of diamond industry (CPD).

Design/methodology/approach

A questionnaire composed of established scales was administered to 134 liquid knowledge workers. Having established convergent and discriminant validity using structural equation modelling, the model was further analysed using the Process macro to check for direct and moderating effects.

Findings

The research findings suggest that the perceived investment in employee development and psychological contract enhancement (relational and transactional) made by CPD units for liquid knowledge workers positively influenced their work engagement level. The study also finds that relational contract (not transactional contract) positively moderates the relationship between perceived investment in employee development and work engagement.

Research limitations/implications

This is a cross-sectional single source study; future studies could look at longitudinal and multisource perspective.

Practical implications

The study presents a “star matrix of engagement” that guides the application of the two strategies of perceived employee development and psychological contract enhancement for liquid knowledge workers. This has implications for design and implementation of human resource management practices and policies for employee management.

Originality/value

The study makes significant contributions to existing literature on antecedents of work engagement of liquid knowledge workers by examining the direct and moderating influences.

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Article
Publication date: 5 June 2018

Jatin Pandey

This paper aims to describe strategies for human resource managers in dealing with job roles that involve use of emotional labor as part of service delivery.

Abstract

Purpose

This paper aims to describe strategies for human resource managers in dealing with job roles that involve use of emotional labor as part of service delivery.

Design/methodology/approach

The paper suggests improvements in the four processes of recruitment and selection, compensation management, training and development, and performance management to adapt to the needs of employees who perform emotional labor in their job roles.

Findings

The findings show that many interventions can be designed to help these workers; one of the key to these interventions is the recognition of emotional labor as being “affective job demand.” Selecting, rewarding, developing, and evaluating individuals with competencies requires to perform emotional labor can aid service organizations in enhancing their human capital for the long run.

Originality/value

The paper brings forth the importance of emotional labor in organizations and how it can be effectively managed.

Details

Human Resource Management International Digest, vol. 26 no. 4
Type: Research Article
ISSN: 0967-0734

Keywords

Abstract

Details

Strategic HR Review, vol. 17 no. 4
Type: Research Article
ISSN: 1475-4398

Content available

Abstract

Details

Strategic HR Review, vol. 18 no. 2
Type: Research Article
ISSN: 1475-4398

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Article
Publication date: 6 November 2019

Yusuf Hassan and Jatin Pandey

Religion plays an important role in promoting and inhibiting consumption of goods and services. Halal food, for instance, represents one such food permitted by Islam…

Abstract

Purpose

Religion plays an important role in promoting and inhibiting consumption of goods and services. Halal food, for instance, represents one such food permitted by Islam. Within a broader category of consumers for religiously sanctioned products such as halal food, young consumers represent an important segment, as they have a high lifetime value, thereby requiring special attention. This study aims to identify and examine individual and social factors that can foster young consumer’s engagement for halal products.

Design/methodology/approach

An inductive research approach using the Gioia method has been used to develop broader themes for discussion. The authors have also proposed a model for engaging young consumers for religiously sanctioned dietary products.

Findings

The paper provides empirical insights into the interplay of identities and value sources that encourages or forbids consumer engagement for halal products.

Practical implications

Globally, the halal food industry has been estimated to be worth $580bn, and it is growing at an average rate of 7 per cent annually. Marketers, thus, need to be aware of diverse consumers’ needs to provide a customized offering; they have to cater to adherent customers of these religiously sanctioned products by being sensitive to intricacies that make such food items consumable. The study will help marketers to better align their promotional strategies with the needs and requirement of young consumers.

Originality/value

In this paper, the authors have operationalized repeated interaction and associated consumption in the context of halal food to understand how religion and other factors play a role in strengthening or weakening consumer engagement. To the best of the authors’ knowledge, no study has been done to understand young consumer’s engagement for halal food products in the Indian context. India being a land of multi-religion and multi-culture, such studies can provide rich insights.

Details

Young Consumers, vol. 21 no. 2
Type: Research Article
ISSN: 1747-3616

Keywords

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Article
Publication date: 10 October 2018

Jatin Pandey

Job performance is an important variable, which primarily affects outcomes at three levels: the micro level (i.e. the individual), the meso level (i.e. the group) and the…

Abstract

Purpose

Job performance is an important variable, which primarily affects outcomes at three levels: the micro level (i.e. the individual), the meso level (i.e. the group) and the macro level (i.e. the organisation). This paper aims to identify, analyse and synthesise factors that affect job performance.

Design/methodology/approach

Through an extensive integrative review of literature, this study identifies and classifies the factors that affect job performance. A synthesised model based on the schema of demands, resources and stressors is also developed.

Findings

The demands identified are grouped into physical, cognitive and affective. Stressors adversely affecting job performance are classified at an individual level, job level and family level. Finally, resources are classified at an individual level, job level, organisational level and social level.

Research limitations/implications

This review enhances the job demands-resources (JD-R) model to job demands-resources-stressors (JD-R-S) model by identifying a separate category of variables that are neither job demands nor resources, but still impede job performance.

Practical implications

The subgroups identified under demands, resources and stressors provide insights into job performance enhancement strategies, by changing, managing or optimising them.

Originality/value

This study helps in better understanding the factors that go on to impact job performance differentially, depending on the group to which they belong. It gives a holistic picture of factors affecting job performance, thereby integrating classifying and synthesising the vast literature on the topic.

Details

Management Research Review, vol. 42 no. 2
Type: Research Article
ISSN: 2040-8269

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Article
Publication date: 19 July 2021

Bhawana Maheshwari, Jatin Pandey and Aditya Billore

The purpose of this study is to demonstrate the importance and influence of paternity leave on individual level organizational outcomes. Drawing on signaling theory, the…

Abstract

Purpose

The purpose of this study is to demonstrate the importance and influence of paternity leave on individual level organizational outcomes. Drawing on signaling theory, the study examines the relationship between paid paternity leave entitlement (PPLE) and organizational attractiveness (OA) through a mediating path of anticipated organizational support (AOS). Furthermore, the study proposes that this mediated relationship would be conditional on traditional masculinity ideology (TMI) such that the relationship would be stronger for individuals who score low on TMI.

Design/methodology/approach

The study analyzed a moderated mediation model using the data from a survey experiment. Data were collected from 264 professionals enrolled in an executive education course and will soon be looking for employment.

Findings

The findings supported the mediating role of AOS between PPLE and OA. As predicted, the positive impact of PPLE on AOS and OA is stronger for individuals scoring low on TMI.

Originality/value

This study takes a multidisciplinary approach to understand the underlying mechanisms that impact decisions related to employers. It is one of the few studies that study paternity leave in the Indian context and makes important contributions to theory and practice.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

Keywords

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Article
Publication date: 8 March 2021

Manish Gupta, Yusuf Hassan, Jatin Pandey and Ankur Kushwaha

While prior studies have highlighted the brighter side of technology adoption in improving human resource (HR) functions, the dark side pertaining to the adoption of…

Abstract

Purpose

While prior studies have highlighted the brighter side of technology adoption in improving human resource (HR) functions, the dark side pertaining to the adoption of technology in people management within organizations has gone relatively unnoticed. The current study tries to demystify the dark side of electronic human resource management (e-HRM) by examining banking institutions in India which are believed to have undergone several transformations in recent years.

Design/methodology/approach

This study adopts an inductive qualitative approach to examine the research problem. In total, 53 semi-structured interviews were conducted with the employees of eight public sector banks in India. The interviews were transcribed. The analysis of the data was done using the thematic analysis technique.

Findings

The findings of the study suggest that there is a stratification of the workplace in banking institutions into digital natives and digital migrants. This social stratification is based on technology adoption and usage which has further created problems in the form of knowledge hiding and perceived workplace conflicts.

Practical implications

The findings of the current study have important theoretical and managerial implications. It not only extends the current scholarship on the transtheoretical model of change but it also has strong managerial implications as it highlights the need for the adoption of customized e-HRM training curriculums for the workforce based on their age, education, work experience and expertise.

Originality/value

Current research on the dark side of e-HRM is inadequate. Furthermore, the evolution of banking institutions from being a typical bureaucratic organization into a hybrid one has not been examined in the context of e-HRM.

Details

International Journal of Manpower, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 9 July 2020

Jatin Pandey, Manish Gupta and Yusuf Hassan

Intrapreneurship is gaining traction in organizations to buckle up for the dynamic business environment. Scholars have argued that intrapreneurship increases positivity at…

Abstract

Purpose

Intrapreneurship is gaining traction in organizations to buckle up for the dynamic business environment. Scholars have argued that intrapreneurship increases positivity at work and helps employees attach themselves better with their job. However, empirical evidence suggests that these relationships do not exist. The objective of this paper is to examine the mediating role of psychological capital (PsyCap) in the relationship between intrapreneurship and work engagement.

Design/methodology/approach

Data were collected through an online survey. Responses from 309 employees working in different industries in India were analysed. Structural equation modelling (SEM) was used to analyse the hypothesized relationships.

Findings

The results show that there exist positive relationships among intrapreneurship, psychological capital (PsyCap) and work engagement. Further, it was observed that the PsyCap partially mediates the relationship between intrapreneurship and work engagement.

Practical implications

Managers may not only encourage intrapreneurial behaviour in their organizations but also ensure that the employees are psychologically capable (high on PsyCap). It would enable the employees to engage themselves wholeheartedly into their work.

Originality/value

To the best of the authors' knowledge, this study is one of its kinds to relate intrapreneurship with PsyCap and work engagement.

Details

Management Decision, vol. 59 no. 6
Type: Research Article
ISSN: 0025-1747

Keywords

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Article
Publication date: 21 February 2020

Jatin Pandey and Yusuf Hassan

Consumers have increasingly become more concerned about environmental degradation, wastage of critical resources and safety. Therefore, firms are adopting sustainability…

Abstract

Purpose

Consumers have increasingly become more concerned about environmental degradation, wastage of critical resources and safety. Therefore, firms are adopting sustainability management practices to attract these conscious consumers. Product responsibility (PR) is an important indicator of corporate social responsibility (CSR) and sustainability management. This study examines the relationship between the board- and firm-level characteristics and the PR ratings of firms.

Design/methodology/approach

A temporal design with a lag of one year for a sample of 403 firms from the global emerging economies is analyzed for this purpose.

Findings

Hierarchical regression analysis shows that total revenue, board size, and board diversity have a positive effect on PR ratings.

Research limitations/implications

These findings have implications for policy-level decisions on the composition of boards for the sustainable future of firms.

Originality/value

The study is one of the few studies that have looked into the factors affecting the PR ratings, which are an important indicator of the sustainable practices of an organization.

Details

Benchmarking: An International Journal, vol. 27 no. 4
Type: Research Article
ISSN: 1463-5771

Keywords

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