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Article
Publication date: 14 August 2020

F.J. Farsana, V.R. Devi and K. Gopakumar

This paper introduces an audio encryption algorithm based on permutation of audio samples using discrete modified Henon map followed by substitution operation with…

Abstract

This paper introduces an audio encryption algorithm based on permutation of audio samples using discrete modified Henon map followed by substitution operation with keystream generated from the modified Lorenz-Hyperchaotic system. In this work, the audio file is initially compressed by Fast Walsh Hadamard Transform (FWHT) for removing the residual intelligibility in the transform domain. The resulting file is then encrypted in two phases. In the first phase permutation operation is carried out using modified discrete Henon map to weaken the correlation between adjacent samples. In the second phase it utilizes modified-Lorenz hyperchaotic system for substitution operation to fill the silent periods within the speech conversation. Dynamic keystream generation mechanism is also introduced to enhance the correlation between plaintext and encrypted text. Various quality metrics analysis such as correlation, signal to noise ratio (SNR), differential attacks, spectral entropy, histogram analysis, keyspace and key sensitivity are carried out to evaluate the quality of the proposed algorithm. The simulation results and numerical analyses demonstrate that the proposed algorithm has excellent security performance and robust against various cryptographic attacks.

Details

Applied Computing and Informatics, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2634-1964

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Article
Publication date: 2 January 2018

Mukta Kulkarni, K.V. Gopakumar and Shivani Patel

Organizations are increasingly investing in disability-specific sensitization workshops. Yet, there is limited understanding about their hoped outcomes, that is, increased…

Abstract

Purpose

Organizations are increasingly investing in disability-specific sensitization workshops. Yet, there is limited understanding about their hoped outcomes, that is, increased knowledge about disability-related issues and behavioral changes with respect to those with a disability. The purpose of this paper is to examine the effectiveness and boundaries of disability-specific sensitization training in organizations.

Design/methodology/approach

This is an interview-based study where 33 employees from five industries across India were interviewed over the span of a year.

Findings

The findings suggest that sensitization workshops are successful with regard to awareness generation. Paradoxically, the same awareness also reinforced group boundaries through “othering.” Further, workshops resonated more so with individuals who already had some prior experience with disability, implying that voluntary sensitization is likely attracting those who have the least need of such sensitization. The findings also suggest that non-mandated interventions may not necessarily influence organizational level outcomes, especially if workshops are conducted in isolation from a broader organizational culture of inclusion.

Originality/value

The present study helps outline effects of sensitization training initiatives and enhances our understanding about how negative attitudes toward persons with a disability can be overcome. The study also indicates how such training initiatives may inadvertently lead to “othering.” Finally, this study offers suggestions to human resource managers for designing impactful disability sensitization workshops.

Details

Employee Relations, vol. 40 no. 1
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 16 December 2019

K.V. Gopakumar and Sweta Singh

Drawing from conservation of resources (COR) theory, this study aims to explain why certain voice types prevail while other voice types are inhibited in the presence of…

Abstract

Purpose

Drawing from conservation of resources (COR) theory, this study aims to explain why certain voice types prevail while other voice types are inhibited in the presence of abusive supervision.

Design/methodology/approach

This paper surveys extant literature on abusive supervision, employee voice and COR theory and provides propositions linking abusive supervision and types of voice behaviours.

Findings

The paper develops a conceptual model linking abusive supervision and three types of subordinate voice behaviours – prosocial, defensive and acquiescent voices. It identifies psychological distress as a mediator and locus of control as a moderator to this relationship.

Originality/value

This paper deepens our present understanding of abusive supervision and voice relationship by explaining why only certain voice types prevail with abusive supervision while others do not. While extant literature concluded abusive supervision only as an inhibitor of voice behaviours, the present study identifies how abusive supervision could both inhibit and motivate different voice behaviours. Further, it links abusive supervision to multiple voice types, diverting from extant literature linking abusive supervision to only constructive voice. Lastly, this study contributes to resource acquisition strategies within COR theory.

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Article
Publication date: 11 September 2017

Tiffany Wright and George Cunningham

The purpose of this paper is to examine the influence of disability status among job applicants on stereotype attributions and personnel decisions. The authors also…

Abstract

Purpose

The purpose of this paper is to examine the influence of disability status among job applicants on stereotype attributions and personnel decisions. The authors also consider the possible moderating role of application qualifications.

Design/methodology/approach

Participants (N=247) took part in an experiment in which they evaluated job applications for a personal trainer position.

Findings

Applicants who had a disability were rated as warmer than their able-bodied peers, but ratings of competence did not vary based on the disability status. This was the case across levels of qualifications. The relationships between competence and work outcomes (person-organization fit and hiring recommendations) were stronger than those between warmth and these outcomes; however, the relationships were qualified by a significant competence-by-warmth interaction. As the competence increased, so did the ratings of the person-organization fit, but this relationship was stronger for persons rated as warm.

Originality/value

Persons with disabilities in the sport and fitness context face unique stereotypes, relative to their peers in other settings. These stereotypes influence their evaluation as job applicants.

Details

Sport, Business and Management: An International Journal, vol. 7 no. 4
Type: Research Article
ISSN: 2042-678X

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Article
Publication date: 13 April 2020

Mohammad Jafar Zandzadeh, Mohsen Saniei and Reza Kianinezhad

This paper aims to present a modified space vector pulse width modulation (SVPWM) technique for six-phase induction motor drive based on common-mode voltage (CMV) and…

Abstract

Purpose

This paper aims to present a modified space vector pulse width modulation (SVPWM) technique for six-phase induction motor drive based on common-mode voltage (CMV) and current losses which are two important issues affecting drive system behavior and quality.

Design/methodology/approach

It is shown that the presence of z-component currents and the presence of CMV in six-phase drive system are two major limiting factors in space vector selection. The behavior of several space vector selections in a two-level inverter considering minimum CMV and z-components is investigated. Then, the space vectors in a three-level inverter is analyzed and tried to explore an SVM technique with better behavior.

Findings

The analyses show that all the problems cannot be solved in a six-phase drive system with two-level inverter despite having 64 space vectors; this study tried to overcome the limitations by exploring space vectors in a three-level inverter.

Originality/value

The proposed pulse width modulation (PWM) strategy leads to minimum current distortion and undesired current components with zero CMV and modest torque ripple.

Details

COMPEL - The international journal for computation and mathematics in electrical and electronic engineering , vol. 39 no. 2
Type: Research Article
ISSN: 0332-1649

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Article
Publication date: 10 April 2020

Amit Gupta and Pushpendra Priyadarshi

There is dearth of research pertaining to how persons with disability (PWDs) view their career and the issues they face in career development; past studies highlight…

Abstract

Purpose

There is dearth of research pertaining to how persons with disability (PWDs) view their career and the issues they face in career development; past studies highlight either the organizational initiatives or individual factors in this regard. The present study bridges this gap by studying the PWDs' experiences and perceptions on challenges in their career development.

Design/methodology/approach

An exploratory study through interview of professionally qualified PWDs in India, who have a permanent employment.

Findings

PWDs experience that affirmative action has a negative fallout as it leads to positive discrimination and hence, adversely affects their confidence and development.

Research limitations/implications

The present study throws up new themes in the organizational climate that the PWDs face in career development, future studies can understand the aspirations of PWDs toward career and focus on the how the PWDs engage in shaping their career. Researchers can explore strategies that PWDs plan/adopt in creating a sustainable career for themselves. Scholars can also map the issues raised by PWDs with the career outcomes.

Social implications

The Rights of Persons with Disability Act, 2016, of Government of India introduces a social model of disability in India. This paper deploys the social model of disability to enhance our understanding of the disability climate in India from a new lens.

Originality/value

This study introduces new themes that depict the environmental factors and are related to the organizational climate rather than self-focused issues of PWDs. The paper introduces two new subjective criteria, voiced by PWDs, for career development – a well-crafted capability-based career path and role of inspirational platforms. It introduces hitherto undiscovered issues toward career development, faced by PWDs who have a secure employment and a professional career. This is the first exclusive study of PWDs employed in public sector and thus, brings uniqueness in the context.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 39 no. 6
Type: Research Article
ISSN: 2040-7149

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Article
Publication date: 23 July 2020

Vasanthi Suresh and Lata Dyaram

This study aims to review the extant literature on workplace disability inclusion in the organised sector in India and presents an integrated model based on emergent…

Abstract

Purpose

This study aims to review the extant literature on workplace disability inclusion in the organised sector in India and presents an integrated model based on emergent themes in indigenous studies.

Design/methodology/approach

The review is directed by the following foci: In what contexts was workplace disability inclusion in India empirically investigated? How was workplace disability inclusion examined (method)? What important themes emerge from the studies? Towards this, empirical scholarly studies in India, published between 2011–2019, is reviewed to identify the evolutionary trends.

Findings

Prominent themes have been identified at three levels – organization, group and individual. At an organization level, the focus is on inclusive strategy and practices. Country-specific contextual factors such as legislation, accessibility and external eco-system influence an organization’s inclusive strategy, which addresses how organizations engage with persons with disability (PwD), job mapping, accessibility and targeted recruitment. Inclusive practices span across various phases of the employee life cycle, namely, recruitment, onboarding, development and retention. At the group level, the themes highlight group boundaries, PwD-supervisor interaction, PwD-co-worker interaction and PwD-PwD interaction. At an individual level, PwD experiences are categorized as physical, job-related and psychological. Workplace treatment and experiences of PwD vary from discrimination to inclusion and along with other outcomes, are influenced by contextual factors.

Research limitations/implications

This study contributes to the development of workplace disability inclusion theory, by presenting an integrated model of prominent themes, offering greater clarity and avenues for extending the literature. The paper discusses themes that can help organizations facilitate inclusion, thereby improving employment opportunities for PwD.

Originality/value

In a first, the study provides an integrated account of inclusion of PwD in organized sector in India.

Details

Management Research Review, vol. 43 no. 12
Type: Research Article
ISSN: 2040-8269

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Article
Publication date: 2 July 2020

Jyoti Joshi Pant and Vijaya Venkateswaran

The purpose of the study is to understand whether psychological contract (PC) expectations manifest differently for diversity clusters of gender, physical disability and…

Abstract

Purpose

The purpose of the study is to understand whether psychological contract (PC) expectations manifest differently for diversity clusters of gender, physical disability and region in relation to job performance and intention to stay.

Design/methodology/approach

It is a survey-based study. Data from 1,065 information technology and business process management professionals were analysed using partial least square based structural equation model (PLS-SEM) and multigroup analysis.

Findings

The met PC expectations related to career growth and development impact performance and are influenced by regional diversity. The met PC expectations related to job and work environment impact the intention to stay. Gender and physical disability do not influence any relationship.

Research limitations/implications

The findings related to physical disability are based on a small sample of 60 employees. This could be reflective of their actual participation in the workplace.

Practical implications

No significant differences were found between men and women employees with/without physically disability. However, regional diversity creates significant differences. Diversity policies should reckon these similarities/differences while viewing requirements of job performance and determinants of intention to stay.

Social implications

One needs to be careful while assuming diversity as a heterogeneous phenomenon. The reality could reflect both differences and similarities. Diverse employee groups having a common set of expectations is a socially positive evolution connoting better social integration.

Originality/value

This article is one of the first to research the influence of gender, physical disability and regional diversity on PC and its outcomes in India. Regional diversity has not been studied based on this framework and this adds to the body of knowledge.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 39 no. 6
Type: Research Article
ISSN: 2040-7149

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Article
Publication date: 11 February 2020

Sophie Hennekam, Sarah Richard and François Grima

This exploratory qualitative study examines both the impact of mental health conditions on self-perceived job performance and how individuals with mental health conditions…

Abstract

Purpose

This exploratory qualitative study examines both the impact of mental health conditions on self-perceived job performance and how individuals with mental health conditions cope with their conditions at work.

Design/methodology/approach

A total of 257 responses to a qualitative questionnaire and 17 in-depth interviews with individuals with mental health conditions are analyzed.

Findings

The findings show that mental health conditions can negatively impact self-perceived job performance in the form of lower quality of one's work, slower pace, and more mistakes. In addition, the findings reveal coping strategies that positively and negatively affect one’s performance at work. Strategies that negatively influence one’s performance include substance abuse and self-harm, suppressing and hiding one's symptoms, and forcing oneself to continue to work when feeling unwell. Coping strategies that tend to positively affect their performance include accepting one's condition and taking time off, medication and counseling, mindfulness activities, transparent communication, humor, and a compensation strategy.

Originality/value

A growing number of individuals struggle with mental health conditions at work, impacting both organizations and employees. However, little is known about the influence of mental health conditions on one's performance at work, how individuals cope with their mental health conditions at work, and what effect those coping strategies have on organization-relevant outcomes.

Details

Employee Relations: The International Journal, vol. 42 no. 3
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 19 September 2016

Mukta Kulkarni, Stephan Alexander Boehm and Soumyak Basu

The purpose of this paper is to integrate research on human resource systems with work on disability management practices to outline how multinationals across India and…

Abstract

Purpose

The purpose of this paper is to integrate research on human resource systems with work on disability management practices to outline how multinationals across India and Germany are engaged in efforts to increase workplace inclusion of persons with a disability.

Design/methodology/approach

Semi-structured interviews with respondents from multinational corporations in India and Germany were conducted, transcribed, and analyzed.

Findings

Employers followed three guiding principles (i.e. beliefs): importance of harnessing diversity, encouraging multi-stakeholder engagement internally, and engaging with the external ecosystem to build internal human resource capabilities. Respondents further noted two interdependent and mutually constitutive programs that covered the life cycle of the employee: job flexibility provisions and integration programs. Country-specific differences existed in terms of perceived external stakeholder support and availability of talent.

Research limitations/implications

The results complement prior research with respect to the importance of organizational factors for the inclusion of persons with a disability and also extend prior research by shedding light on the role of the national context in such inclusion endeavors.

Practical implications

Findings indicate that disability-inclusion principles may be universal, but their operationalization is region specific. Global organizations must be aware of these differences to design effective inclusion programs.

Social implications

The study helps in designing and evaluating appropriate inclusion initiatives for persons with disabilities, an important yet underutilized group of potential employees in both India and Germany.

Originality/value

This is the first study to investigate country-specific commonalities and differences in fostering workplace inclusion of persons with disabilities in India and Germany.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 35 no. 7/8
Type: Research Article
ISSN: 2040-7149

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