Search results

1 – 5 of 5
To view the access options for this content please click here
Article
Publication date: 7 June 2021

Saleha Ahmad and Madhushree Nanda Agarwal

This paper aims to introduce, define and propose a model for the concept of “frugal creativity” (FC), as the front end of the frugal innovation (FI) process. Modeling FC…

Abstract

Purpose

This paper aims to introduce, define and propose a model for the concept of “frugal creativity” (FC), as the front end of the frugal innovation (FI) process. Modeling FC as a planned behavior makes it useful to large organizations who may wish to strategically promote such behavior.

Design/methodology/approach

Identifying common themes from the literature, the authors propose a comprehensive definition of FI. Using this definition, they define FC. Next, a model for FC is proposed based on the theory of planned behavior.

Findings

The conceptual model proposes that frugal creativity intention (FCI) can be predicted by the prosocial motivation, dissatisfaction with status-quo and the threat-opportunity perception of resource constraints of an individual. The authors further propose that FCI would translate into FC more frequently when work is perceived as meaningful.

Research limitations/implications

The proposed model opens avenues for further conceptual and empirical research in the area, although it first requires empirical validation.

Practical implications

The model of FC as a planned behavior can help multinationals, established firms or governments, seeking to use FI as a deliberate strategic choice, to develop suitable human capital and context for FI.

Originality/value

First, the authors propose a comprehensive definition for FI by consolidating related constructs. Second, they introduce the concept of FC as the idea generation stage of FI. Third, they propose a model for FC as a planned behavior. To the authors’ knowledge, the last two have not been attempted earlier.

Details

International Journal of Innovation Science, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1757-2223

Keywords

To view the access options for this content please click here
Article
Publication date: 6 April 2021

Riya Vinayak, Jyotsna Bhatnagar and Madhushree Nanda Agarwal

The study is aimed at developing and testing a theoretical model where psychological capital acts as the intervening mechanism explicating the relationship between…

Abstract

Purpose

The study is aimed at developing and testing a theoretical model where psychological capital acts as the intervening mechanism explicating the relationship between perceived overqualification (POQ) and turnover intention. It also explores how perceived supervisor support (PSS) influences the mediating role of psychological capital in the perceived overqualification and turnover intention association.

Design/methodology/approach

The authors test the model through a sample data of 314 workers employed in the Indian IT service sector. IBM SPSS and SPSS AMOS software were utilized for conducting analysis and testing the model involving first-stage moderated mediation.

Findings

The study confirms that perceptions of overqualification have a positive relationship with turnover intentions. Further, it finds that the positive association between POQ and turnover intention will be mediated by psychological capital. The results reflected that perceived supervisor support shall weaken the relationship between perceptions of overqualification and psychological capital.

Originality/value

The research is amongst the limited researches which look at the influence of psychological capital and perceived supervisor support with regards to POQ. It attempts to lay down the underlying psychological mechanism of POQ and highlight the role played by perceived supervisor support.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2049-3983

Keywords

To view the access options for this content please click here
Article
Publication date: 29 April 2021

Tanusree Mazumder, Madhushree Nanda Agarwal and Tanuja Sharma

This research develops and tests a model for organizational identification (OID) in a sample of knowledge workers in India. It calls attention to the relational…

Abstract

Purpose

This research develops and tests a model for organizational identification (OID) in a sample of knowledge workers in India. It calls attention to the relational antecedents of OID that are often overlooked in existing literature. Strong theoretical arguments are also built for context-specific outcome behaviors such as intrinsic motivation (IM) and innovative work behavior (IWB) that are relevant to knowledge work.

Design/methodology/approach

Data were collected from 357 IT industry employees in India. Partial least squares structural equation modeling (PLS-SEM) was used to test the hypotheses and the path model.

Findings

Strong support was found for relational antecedents of OID and the outcome variable IWB. The findings indicated that OID impacts IWB through the mediating mechanism of IM. Overall, the model demonstrated strong predictive power.

Practical implications

The findings suggest that social and relational variables could be strong managerial levers to increase the feeling of belongingness experienced by knowledge workers in India. In turn, OID can impact IWB, which is a significant outcome for knowledge work.

Originality/value

The study finds strong support for hypothesized relationships that have been unexplored or underexplored in mainstream OID literature. Relational antecedents were found to be strong predictors of OID in this sample. Also, the relationship between OID and IWB, an outcome behavior that is specifically relevant to knowledge-driven businesses, has not been explored earlier.

Details

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

Keywords

To view the access options for this content please click here
Article
Publication date: 8 February 2016

Neha Paliwal Sharma, Tanuja Sharma and Madhushree Nanda Agarwal

Concerns about the effectiveness of performance management systems (PMS) have long-driven researchers and practitioners to explore ways of measuring it. It is imperative…

Abstract

Purpose

Concerns about the effectiveness of performance management systems (PMS) have long-driven researchers and practitioners to explore ways of measuring it. It is imperative for organizations to understand, how employees perceive the effectiveness of their PMS, for positive employee outcomes. Hence, the purpose of this paper is to explore the operationalization of the construct “employee perception of PMS effectiveness” (PMSE). An evidence of construct validity for the “two-factor PMS effectiveness” measure with perceived “PMS accuracy” and “PMS fairness” as its two factors is provided. In addition, a scale to measure “employee perception of PMS accuracy” is developed.

Design/methodology/approach

Mixed-methods research methodology.

Findings

Findings confirmed the possible existence of the two-factor PMSE construct, with PMS accuracy and fairness as its factors. Construct validity is established through its correlations with important outcome variables. The development of a valid and reliable 12-item scale for perceived PMS accuracy (Cronbach α value=0.83) is an additional key contribution.

Research limitations/implications

The research presents opportunities for future empirical studies to examine the influence of PMS accuracy and effectiveness on employee outcomes (engagement, retention, etc.). Researchers may also cross-validate the PMSE measure in different socio-cultural contexts.

Practical implications

The perceived PMS accuracy and effectiveness measures can serve as powerful investigative tools to measure employee perceptions regarding PMS. It can help organizations identify and correct the shortcomings in their existing PMS.

Originality/value

This is the first paper to offer a cogent conceptualization and operationalization of employee perceptions of PMS accuracy and effectiveness. Hence, it has key implications for academics and practitioners.

Details

Employee Relations, vol. 38 no. 2
Type: Research Article
ISSN: 0142-5455

Keywords

To view the access options for this content please click here
Book part
Publication date: 4 December 2020

Abstract

Details

Application of Big Data and Business Analytics
Type: Book
ISBN: 978-1-80043-884-2

1 – 5 of 5