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Article
Publication date: 17 August 2020

Anindya Ghosh, Sayantan Kundu, Piyali Ghosh and Tanusree Dutta

The purpose of this paper is to develop a workforce optimisation model that maximises the profitability of a knowledge-based service organisation in the quaternary sector.

Abstract

Purpose

The purpose of this paper is to develop a workforce optimisation model that maximises the profitability of a knowledge-based service organisation in the quaternary sector.

Design/methodology/approach

An optimisation model that allocates resources from different skillsets and seniority to projects that are delivered from several geographies has been developed in this paper. With the objective of maximising the profitability of a pipeline of projects, the model selects which projects to accept and which not to and indicates how many resources to hire for (or layoff from) each skillset-seniority-geography combination.

Findings

The paper discusses the model and its scalable nature. Through hypothetical scenarios, it is shown that the model, using a simple non-linear algorithm, converges to optimal solutions.

Research limitations/implications

The model depends on inputs that are exogenously supplied by the organisation. The applicability of the outcome is dependent on them. However, on the other hand, it allows for the alignment of the outcomes with the strategic objective of the organisation.

Practical implications

The paper discusses the multi-dimensional nature of effective human resource allocation problem. It not only maximises profitability but also allows organisations to strategically screen projects. With proper calibration and minor modifications, the model may be used to allocate resources across the knowledge-based industry.

Originality/value

The paper integrates the demand and supply-side problems of workforce allocation to projects in a novel way to form a tractable model that is pragmatic and applicable.

Details

Benchmarking: An International Journal, vol. 27 no. 10
Type: Research Article
ISSN: 1463-5771

Keywords

Article
Publication date: 1 June 2018

Alka Rai, Piyali Ghosh, Ragini Chauhan and Richa Singh

This study aims to explore the possibility that rewards and recognition may be instrumental in improving both in-role and extra-role performances of retail sales associates, with…

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Abstract

Purpose

This study aims to explore the possibility that rewards and recognition may be instrumental in improving both in-role and extra-role performances of retail sales associates, with an underlying mediating role of employee engagement in this relationship.

Design/methodology/approach

A survey was conducted across 35 retail stores in five cities located in North India on 247 sales associates. Hierarchical multiple regression analysis was conducted to test the mediation hypotheses. Analysis was done in lines with the conditions of mediation laid down by Baron and Kenny (1986).

Findings

Employee engagement is found to fully mediate the impact of rewards and recognition on in-role and extra-role performances.

Practical implications

Organizations should be committed to recognizing employees’ efforts and providing them with financial and non-financial rewards based on organizational policies. Such measures would improve in-role and extra-role performances through enhancing engagement level of employees.

Originality/value

This study makes significant contributions to literature on employee engagement and that on retail sector, especially in Indian context, through highlighting the mediating role of engagement. Given shortage and retention of skilled manpower as major challenges for Indian retailers, engaging sales associates through rewards and recognition to improve their performance at both in-role and extra-role levels can have significant implications for retailers.

Article
Publication date: 3 September 2019

Alka Rai, Piyali Ghosh and Tanusree Dutta

The purpose of this paper is to explore how total rewards might influence intention to stay among employees of private sector banks in India. A moderated-mediation mechanism is…

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Abstract

Purpose

The purpose of this paper is to explore how total rewards might influence intention to stay among employees of private sector banks in India. A moderated-mediation mechanism is hypothesized, in which a system of total rewards leads to intention to stay via engagement and organizational justice (OJ) moderates the linkage of total rewards with engagement.

Design/methodology/approach

Perception of employees about the constructs considered has been assessed by a survey, using a structured questionnaire. Employees of private banks located in the State of Uttar Pradesh were the population for this study. A total of 17 branches of 7 private banks were covered, and the number of valid responses was 761. Hypotheses testing has been done with SPSS PROCESS command.

Findings

Hypotheses proposing mediation (engagement as mediator between total rewards and intention to stay), moderation (OJ as moderator between total rewards and engagement) and moderated mediation have found support.

Practical implications

Results obtained direct us to infer that in addition to the amount or value of any reward, aspects of OJ, such as equity and fairness in allocation of such reward and transparency in the procedure followed, are likely to influence the effectiveness of total rewards practices in engaging employees and motivating them to stay with their present employer.

Originality/value

This study adds to total rewards literature by highlighting how a total rewards system can lead to engagement, and consequently to employees’ intention to stay. Results establish OJ as an important attribute to any total rewards package to make the latter more valuable and effective.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 7 no. 3
Type: Research Article
ISSN: 2049-3983

Keywords

Article
Publication date: 9 May 2023

Anjali Dutta, Santosh Rangnekar and Piyali Ghosh

This study aims to investigate how an individual’s perception of team goal priority can be affected by personal interaction, with co-worker support mediating the influence and…

Abstract

Purpose

This study aims to investigate how an individual’s perception of team goal priority can be affected by personal interaction, with co-worker support mediating the influence and communities of practice moderating the indirect effect of co-worker support.

Design/methodology/approach

Responses from 235 respondents working in private and public manufacturing and service enterprises in India collected through a structured questionnaire were statistically analysed using confirmatory factor analysis, structural equation modelling and PROCESS Macro with random bootstrap resample.

Findings

Findings showed a positive relationship between personal interaction and the perception of individuals about team goal priority that was partially mediated by co-worker support. Communities of practice moderated the influence of personal interaction on co-worker support and the conditional indirect effect of personal interaction on the perception of team goal priority.

Practical implications

The results highlight the need for greater employee collaboration towards prioritizing team goals, thus showing a psychologically collectivist attitude. Policies and procedures to create and sustain organization-level communities of practice with employees across departments and hierarchies can also be helpful. Emphasizing the social exchange perspective, the authors recommend improving the overall work climate of any organization.

Originality/value

This paper explains the motivating source of personal interactions and co-worker support for prioritizing team goals in an organization. Establishing the moderating role of communities of practice, the authors have confirmed the role of a social learning system in prioritizing team goals.

Details

VINE Journal of Information and Knowledge Management Systems, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2059-5891

Keywords

Article
Publication date: 25 September 2019

Piyali Ghosh, I.M. Jawahar and Alka Rai

The purpose of this paper is to investigate how cognitive and emotional job demands interact with job resources to influence work engagement, and whether work engagement mediates…

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Abstract

Purpose

The purpose of this paper is to investigate how cognitive and emotional job demands interact with job resources to influence work engagement, and whether work engagement mediates the association of job demands with job satisfaction. In collectivistic patriarchal societies women have fewer resources to devote to work; thus, based on Conservation of Resources theory, the authors have tested if job demands relate differently to work engagement for women than for men and if the mediation differs across genders.

Design/methodology/approach

Using data collected from 724 bank officers in India, the authors used the PROCESS macro developed for SPSS to test the hypotheses.

Findings

Gender interacted with job demands to influence work engagement, such that the relationship was stronger for men than for women. Moderated mediation analysis showed that men experience work engagement and through work engagement increased job satisfaction from challenging job demands, whereas these benefits do not accrue for women, and when they do, they are significantly less than for men.

Originality/value

Most models and theories of organizational behavior have been developed in the western world where, relatively speaking, men and women enjoy almost equal privileges at work and at home. In collectivistic patriarchal societies, women are responsible for the lion’s share of household chores (Rout et al., 1999) and thus have fewer resources to devote to work, affecting their work engagement and satisfaction. The results behoove researchers to consider gender as a study variable when designing studies on organizational phenomena.

Details

International Journal of Manpower, vol. 41 no. 1
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 31 January 2022

Piyali Ghosh, Geetika Goel and Ankita Bhongade

Market-driven skill development initiatives are essential in India as a large segment of its educated workforce is unemployed or unemployable, with little or no job skills. The…

Abstract

Purpose

Market-driven skill development initiatives are essential in India as a large segment of its educated workforce is unemployed or unemployable, with little or no job skills. The “Skill India Mission” aims at endowing the youth with skills that can increase their employability and productivity in jobs. The success of the Mission depends on State-level initiatives in tandem with the Mission. This paper analyzes the impact of job offers extended to the youth of Jharkhand State as an outcome of State-level skill development initiatives. Its broad objective is to assist the Government in the delivery of skill-based training programs.

Design/methodology/approach

Data were collected through a structured questionnaire administered across various districts of Jharkhand to capture the perceptions of trainees and training centers. The final sample of 498 had attended training in apparel, retail, security, automotive, food and beverage service, IT/ITES, electronics and construction.

Findings

Statistical analysis reveals a significant increase in the economic status of trainees after joining jobs. Other findings include apathy toward migration, a mismatch between skills gained and jobs, and a dearth of qualified trainers.

Practical implications

The authors recommend counseling and attitudinal restructuring of the youth, designing multi-skill training programs and promoting entrepreneurial spirit. The authors also propose a stakeholder-based approach for curriculum development to fill the demand–supply gap of training and ensure better trainee retention. The Government could benefit by focusing the skilling programs on the career adaptability of trainees. Skill development and vocational education and training may not operate in silos. Training programs could be planned to be conducted jointly through ITIs and State-level training institutions under the Skill India Mission.

Originality/value

This research could increase the effectiveness of skill development initiatives across India, thereby improving the socioeconomic status of the youth thus trained. The authors emphasize developing a people-centric perspective in skilling, shifting attention from the existing industry-driven approach, to strike a balance between the demand and supply sides. This perspective can optimize skill development initiatives by reducing the gap between employment demand and skill development.

Details

Benchmarking: An International Journal, vol. 29 no. 10
Type: Research Article
ISSN: 1463-5771

Keywords

Article
Publication date: 11 December 2019

Saitab Sinha, I.M. Jawahar, Piyali Ghosh and Ashutosh Mishra

Casting employers as customers, the purpose of this paper is to investigate the association between expectations, perceptions and disconfirmation beliefs with the satisfaction of…

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Abstract

Purpose

Casting employers as customers, the purpose of this paper is to investigate the association between expectations, perceptions and disconfirmation beliefs with the satisfaction of employers regarding the competencies possessed by fresh engineering graduates hired by such employers in the Indian context.

Design/methodology/approach

Using data collected from 284 employers, the authors have hypothesized and examined a partial mediation model in which disconfirmation beliefs mediate the relationships between expectations and perceptions, and employer satisfaction. Furthermore, the authors have tested if this mediated relationship is moderated by the age and sex of respondents representing employers.

Findings

Results indicate that employers’ satisfaction can be explained from the framework of the expectancy-disconfirmation theory. Employers’ expectations and perceptions are established to be associated with employers’ satisfaction with new hires, and positive disconfirmation mediates these relationships. Results also indicate that age moderates the effect of predictor variables employers’ expectations and employers’ perception on the mediator disconfirmation. Sex, however, did not moderate any relationship.

Practical implications

The results demonstrate the usefulness of the expectancy-disconfirmation theory for studying employer satisfaction with competencies of recent engineering graduates in India. Findings are relevant to multiple stakeholders including employers hiring engineering graduates, engineers and technical institutions.

Originality/value

Expectancy-disconfirmation theory has been successfully applied to measure customer satisfaction in consumer behaviour research, while satisfaction of employers has been studied in the field of organizational behaviour. The paper stands out in the literature as one of its major implications is to extend the expectancy-disconfirmation theory to predict employers’ satisfaction.

Details

International Journal of Manpower, vol. 41 no. 4
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 25 May 2018

Piyali Ghosh, Geetika Goel and Mohit Ojha

Government of India has been addressing the issue of homelessness through shelters in urban areas, mandated with provision of basic amenities including drinking water and…

Abstract

Purpose

Government of India has been addressing the issue of homelessness through shelters in urban areas, mandated with provision of basic amenities including drinking water and washrooms. This research paper aims to investigate into the condition of such homeless shelters in terms of importance of and satisfaction from mandatory amenities therein as perceived by users, i.e. urban homeless poor.

Design/methodology/approach

Data from a survey spanning a sample of 401 shelter inmates have been used to construct a service quality performance matrix (SQPM) to analyse the importance of amenities and satisfaction of shelter inmates out of these amenities. A priority order of these amenities for improvement has been drawn thereafter with a customer satisfaction index (CSI).

Findings

The results of SQPM show ten items registering high importance-low satisfaction. Amenities such as utensils for cooking and psycho-social counselling are important but not available. Priority-wise amenities that need to be improved are: psycho-social counselling, facility of referral and transport, utensils for cooking, childcare facilities, waste management, adequate fire safety measures, recreation space, pest and mosquito control, first aid and kitchen/cooking space and equipment needed for cooking.

Practical implications

A total of 10 amenities have been ranked in order of priority, for which, the government needs to define its improvement action plans for delivering maximum satisfaction to inmates of shelters out of their stay.

Originality/value

The findings reveal that urban homeless staying in shelters are being deprived of many of the amenities earmarked as mandatory. Existing studies on shelters in India are usually descriptive, providing a summary of available amenities therein. This study is the first to contribute to literature on housing by applying SQPM and CSI on amenities available at homeless shelters.

Details

International Journal of Housing Markets and Analysis, vol. 13 no. 1
Type: Research Article
ISSN: 1753-8270

Keywords

Article
Publication date: 17 December 2019

Saitab Sinha, Piyali Ghosh and Ashutosh Mishra

The purpose of this paper is to examine whether satisfaction of employers with skill competencies of fresh engineering graduates (EGs) in India is impacted by their expectations…

Abstract

Purpose

The purpose of this paper is to examine whether satisfaction of employers with skill competencies of fresh engineering graduates (EGs) in India is impacted by their expectations and perceptions. Applying Expectation Confirmation Theory (ECT), the authors have also proposed and tested whether such effects on employers’ satisfaction are mediated by (dis)confirmation.

Design/methodology/approach

Data were collected through a survey of employers’ representatives using a structured questionnaire. The proposed mediation model has been tested on a sample of 284 with Confirmatory Factor Analysis by applying structural equation modelling in AMOS.

Findings

The structural model has been constructed with six latent constructs in accordance with extant literature. Excluding some observed variables, the structural model was found to have a good model fit. The measurement model is in accordance with ECT. Three of the four independent variables (two related to employers’ expectations and one to employers’ perception) exert significant influence on employers’ satisfaction, with (dis)confirmation as a mediator.

Practical implications

Industry–academia partnerships need to be an integral feature of any curriculum to bridge the gap between course curricula on one hand and employers’ expectations and perceptions on the other.

Originality/value

Past research on employability of EGs has mostly explored a direct association between employers’ perception and satisfaction. The authors study contributes to literature by examining the role of employers’ expectations in addition to their perception as precursors of their satisfaction, using the framework of ECT. Outcomes reported are of relevance to multiple stakeholders in technical education.

Article
Publication date: 26 November 2024

Ragini, Piyali Ghosh and Senthil Kumar Shanmugam

This study has applied the model by Baldwin and Ford (1988) to empirically examine the influence of select trainee characteristics (i.e. instrumentality and motivation to…

Abstract

Purpose

This study has applied the model by Baldwin and Ford (1988) to empirically examine the influence of select trainee characteristics (i.e. instrumentality and motivation to transfer) and transfer design as a training design factor on the transfer of training to work. It also investigates the possible mediating role of the motivation to transfer and the moderating role of social support at work (comprising supervisor and peer support) in the transfer mechanism.

Design/methodology/approach

A self-reported questionnaire was used to survey employees working in a power major in India. In the first stage, we selected one geographical region of the organization using judgmental sampling. In the next stage, executives and non-executives from all five coal-based power stations in that region were selected using systematic sampling. Responses from 411 such employees were analyzed using PROCESS Macro in SPSS. A mediation analysis was done using Model 4, while the moderated mediation hypotheses were tested using Model 7 in PROCESS Macro.

Findings

Instrumentality and transfer design were found to impact training transfer through motivation to transfer. While supervisor support moderated the mediational impact of both predictors through transfer motivation, peer support moderated only the impact of instrumentality on transfer through transfer motivation.

Originality/value

This is the first empirical work that has integrated important predictors at trainee, training design, and work environment levels based on the perspective of factors an organization can control. Besides, establishing supervisor and peer support as contextual factors adds to the celebrated model by Baldwin and Ford.

Details

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

Keywords

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