Search results

The purpose of this research study was to examine the role of Social Networking Technologies (SNT) in developing Public Services Supply Chain (PSSC) during COVID-19 pandemic. Due to lack of sufficient support from corporations and non-government groups, citizens in developing democracies were dependent upon their governments for the delivery of vital public services. During the COVID-19 epidemic, a number of organisations attempted to assist governments in managing the supply of public services. However, organisations often lacked a thorough grasp of how to cultivate social ties for the delivery of efficient and effective public services for citizens. In this research work, to study the delivery of efficient and effective public services to citizens, the authors have proposed a social network viewpoint. This was at a ‘meso-level’ lens so as to examine the intersection between organisational SNT and PSSC. According to the qualitative study conducted in this research work, it became evident that organisational social ties could play a significant role in facilitating homophilic and heterophilic ties. This was specially so for the distribution of public services in pandemic situation like COVID-19. However, the research study findings also found out that these network forces were highly dynamic and dependent upon a set of factors. These factors included tie frequency, the sequencing of interaction with social ties and the prevailing norms. This research study enriched the understanding regarding the role of SNT. This was in the context of developing PSSC during critical crisis situations such as prevalent during COVID-19 pandemic. This research study offered a better understanding of social ties and motivational factors in the social networking environment. The social ties were analysed based on the contact incidents of six participants focusing on the PSSC during the COVID-19. Future research studies could consider a diverse set of participants in complex global PSSC consisting of multiple constraints. Furthermore, this research study had practical implications for managers. The study revealed that homophilic social ties were more supportive as compared to the sequence of interactions starting with heterophilic ties. Therefore, managers needed to develop better PSSC especially as compared to unrelated institutions.

The purpose of this paper is to design and develop a business dynamics model in entrepreneurial orientation for employees (EOE).

The mental model uses the casual loops, stock and flow diagrams in the business dynamics model. Hiring rate, Quit rate, Skill rate, Skill growth rate, EOE skill inventory rate, Performance rate etc. were defined and used with EOE metrics governing the model. VENSIM software package was used to simulate and validate the model using sensitivity analysis. The case study method was used to experiment a pre/post EOE training intervention with employees in an ITES organisation in India. Using a validated EOE questionnaire, data were captured from employees in an ITES organisation in Chennai, for validation of business dynamics model.

The time frame for imparting initial EOE training and retraining time after EOE training were simulated and results were summarised.

Future researchers can extend this work and apply in other industries and geographies also. Any organisation can customise and utilise the business dynamics EOE model as per their requirements

The model facilitates the measurement of both individual employee performance as well as organisational performance. The EOE business dynamics model contributes to the development of two indices namely entrepreneurial orientation for employees index (EOEI) and organisational performance index (OPI). The policy planners, human resource strategists, management consultants can utilise the business dynamics EOE model for effective decision making, budgetary allocations towards training initiatives and so on.

The model is a novel and first of its kind using business dynamics in entrepreneurial orientation for employees. The human resource planners can use this model for forecasting the man power needs as well as skill development, employee empowerment and organisational development.

This paper aims to examine whether work-related emotional intelligence (W-EI) benefits job performance among knowledge-intensive workers.

Postdoctoral researchers (Study 1) and industry researchers (Study 2) were recruited (total N = 304). These knowledge workers completed an ability-based emotional intelligence (EI) test and characterized their work-related performance. Potential moderators were also assessed.

There were positive relations between W-EI scores and both task performance and creative performance. In addition, these relationships were stronger in the context of higher levels of job negative affect and/or role overload.

To the best of the authors’ knowledge, these findings are among the first to demonstrate the value of the EI construct within a knowledge-intensive workforce.

The purpose of the study is to examine the value-based performance of firms in construction sector in India using Tobin's Q and Market Capitalization (MCAP) and then determine their significant financial drivers.

The study is based on data from 87 firms engaged in infrastructure, real estate, industrial construction and allied areas in India over a study period of 10 years. Three distinct forms of panel regression models have been developed using Tobin's Q and MCAP as dependent variables. The models developed are using Baltagi's (1981) Error Component 2SLS, Varadharajan-Krishnakumar's (1987) Generalized 2SLS and Arellano – Bower/Blundell – Bond's (1991) dynamic panel.

The study found that MCAP is a better suited value-based performance measure for construction sector firms in India. The study further reports that the age of the firm, profit after tax, investment in research and development, dividends, leverage and net fixed asset are significant positive drivers, whereas cash flow is a significant negative driver.

The study is limited to a geographic location; therefore, the findings of this study cannot be generalized.

As MCAP is a better suited value-based performance measure of a firm in the construction sector, managers should focus on improving profitability, higher research and development activities, higher dividends and higher expenditures on net fixed assets for improvement.

This is an original attempt to examine the value-based performance of firms in the construction sector in India using Tobin's Q and MCAP.

Spirituality in the workplace is a concept that has been emphasized a lot in recent years. However, the relationship of this concept with gender and discrimination has not been adequately addressed. Individual and organizational positive outcomes of spirituality in the workplace cannot be obtained when discrimination is in question. This is because the concepts of spirituality and discrimination in the workplace are completely opposite to each other. In order to prevent discrimination based on gender, sexual orientation, race, age, religion, disability and to establish spirituality in the workplace, organizations should follow awareness and training programs to eliminate prejudices of their management and employees, give importance to differences, develop an understanding of democracy and justice within the organization and development egalitarian and anti-discrimination policies and application. In this direction, while the differences are managed correctly, spirituality will be established in the workplace.

The purpose of this paper is to assess the ground water quality and salinity issues in the fast developing coastal urban lands of two river basins of Thiruvananthapuram district, Kerala, South India.

In order to address the water quality of the basins, field sampling was conducted and the samples were analysed in the laboratory. A comparison with water quality standards was also made and the interpretations of the results were done using GIS and statistical tools.

The values of conductivity, chlorides and salinity show that the coastal areas of Neyyar and Karamana basins are severely affected by salinity intrusion in addition to the pollution problems. More than 90 per cent of the samples are with hardness lower than 100 mg/l. About 70 per cent of the study area is with calcium concentrations lower than 25 mg/l. The content of sulphate and magnesium in Poovar and Poonthura coastal stretches is found to be higher compared to other regions.

Since not much work has been published from the study area on these aspects, the hydrochemical characterization is a very important in deciphering the quality of ground water for its proper management. The water quality evaluation and salinity intrusion studies are very important for the future planning and development of this area.

This paper aims to contribute or rekindle internal and external dialogues about the interactions, decisions and behaviour in the work environments; while also consider some critical overarching values that can help workforce members cope with the stress and pressure, which augment as the speed of life increases.

The methodology used in this project is an integrative literature review, supported by, findings and reflections from two doctoral dissertations: one in workplace spirituality and one in Buddhist psychology; and the researcher’s analysis and joint application of these two streams over the past decade.

Workplace spirituality and Buddhist psychology share overlapping, multi-interpretable traits, with as the main discrepancies that workplace spirituality is a relatively new concept, while Buddhist psychology has been around for more than 2,500 years; and workplace spirituality focusses only on the workplace, while Buddhist psychology focusses on every area of the life. Yet, the overarching notion of doing right while respecting and accepting others and aiming for an overarching better quality of life remains a strong driver in both realms.

This paper will hopefully entice future researchers to engage in additional studies on spiritual intersections to expand on such databases and enhance awareness, acceptance and implementation amongst scholars and practitioners in business settings.

Exploring intersections of behavioural disciplines such as workplace spirituality and Buddhist psychology addresses an important need within workforce members and therewith also those within their social circles, as they evoke deeper and consistent contemplation on the aspects that connect us together and can enhance overall well-being and happiness at a greater magnitude than, this study experiences it today.

The study aims to deliver a contribution to the database of awareness-enhancing literature, in an effort to help spawn dialogue and critical thinking about the attitudes and behaviours towards ourselves, others and the future.

This paper presents an overview of themes in two psychological streams, both focussing on living and acting with greater consciousness, to make more mindful decisions, improve the overall experience of cooperating towards a common good and understand the responsibility towards creating a future that will be sustainable rather than destroyed.

Multilevel inverters become very popular in medium voltage applications owing to their inherent capability of reconciling stepped voltage waveform with reduced harmonic distortion and electromagnetic interference. They have several disadvantages like more number of switching devices required and devices with high voltage blocking and need additional dc sources count to engender particular voltage. So this paper aims to propose a novel tri-source symmetric cascaded multilevel inverter topology with reduced number of switching components and dc sources.

A novel multilevel inverter has been suggested in this study, offering minimal switch count in the conduction channel for the desired voltage level under symmetric and asymmetric configurations. This novel topology is optimized to prompt enormous output voltage levels by employing constant power switches count and/or dc sources of voltage. The topology claims its advantages in generating higher voltage levels with lesser number of voltage sources, gate drivers and dc voltage sources.

The consummation of the proposed arrangement is verified in Matlab/Simulink R2015b, and an experimental prototype for 7-level, 13-level, 21-level, 29-level, 25-level and 49-level operation modes is constructed to validate the simulation results.

The proposed topology operated with six new algorithms for asymmetrical configuration to propel increased number of voltage levels with reduced power components.

The purpose of this study was to investigate the frictional characteristics of the mechanical seals by using an efficient pairing by providing a suitable lubricant. Among all techniques and lubrication, deposition of solid lubricants on the sliding surface of the mechanical seal was found to be the most effective method to reduce frictional coefficient, frictional force and seal face temperature, thereby increasing the life time of mechanical seal.

In this study, two coatings, diamond-like carbon (DLC) and tungsten carbide/carbon (WC/C), was deposited over the stationary high-carbon high-chromium steel ring paired with resin-impregnated carbon. Their frictional characteristics were studied under various classes of liquid lubricants such as organic liquids, synthetic oil, mineral oil and vegetable oils using an experimental approach. Further, among all classes of liquid lubricants, the one which showed better frictional characteristics was mixed with 0.5, 1 and 2 wt% of potential environmental friendly solid lubricant – boric acid powder.

The high hardness and low surface roughness of DLC- and WC/C-coated seal with the lubricant of palm olein oil containing 1 wt% of boric acid powder contributed a hybrid tribofilm and resulted in low and stable friction coefficient in the range of 0.04-0.05 without any measurable wear.

A pair involving stationary DLC- and WC/C-coated seal ring and resin-impregnated carbon seal rotating ring for the application of mechanical seal was suggested and its frictional characteristics were studied under various classes of lubricants.

Business ethics provide a potent source of competitive advantage, placing increasing pressure on organizations to create and maintain an ethical workforce. Nonetheless, ethical breaches continue to permeate corporate life, suggesting that there is something missing from how we conceptualize and institutionalize organizational ethics. The current effort seeks to fill this void in two ways. First, we introduce an extended ethical framework premised on sensemaking in organizations. Within this framework, we suggest that multiple individual, organizational, and societal factors may differentially influence the ethical sensemaking process. Second, we contend that human resource management plays a central role in sustaining workplace ethics and explore the strategies through which human resource personnel can work to foster an ethical culture and spearhead ethics initiatives. Future research directions applicable to scholars in both the ethics and human resources domains are provided.