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1 – 10 of 22Shubham Kumar and Shashank Mittal
In this research article we aim to answer two research questions: - With ever increasing AI based integrations in organizations, it is imperative to understand how employees learn…
Abstract
Purpose
In this research article we aim to answer two research questions: - With ever increasing AI based integrations in organizations, it is imperative to understand how employees learn and adapt to these newer technologies? What is the impact of this learning and adaptation on AI-based employee productivity?
Design/methodology/approach
A survey-based research design has been conducted among the employees working in technology companies. Questionnaires were administered by the researchers physically using snowball based purposive sampling to reach the participants who are working in the AI driven technology companies. The data was analyzed using Structural Equation Modelling and numerous studies have previously used this approach for model fit and testing.
Findings
it was found that employee learning has significant positive mediational impact on the relationship between AI trust, knowledge sharing and AI skills and AI-employee collaboration. SEM results indicate that data fits the proposed model well.
Practical implications
findings indicate that as the trust in AI develops, employees are more interested in learning and increasing their understanding of AI driven work and increase their AI skills such as Machine learning and data analytics. To increase AI-employee collaborations and upskilling: organizations will need to foster AI training opportunities; make employees work on projects having AI based sociotechnical systems; create environment of knowledge sharing among employees on AI themes.
Originality/value
The use of Artificial Intelligence (AI) is ubiquitous, and more and more organizations are adopting AI in their operations which lead to massive scale changes in the functioning of organizations. These large-scale massive transformations are posing challenges and opportunities at the same time. At the same time, it created immense challenges for employees’ adjustment to the new learning and skilling requirements posed by AI (Sengupta et al., 2022). It is therefore expected that employees embrace the associated new technologies of AI such as big data analytics, Machine learning and Robotics.
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Chandan Parsad, Shashank Mittal and Raveesh Krishnankutty
Recent research on the energy system highlights the need for understanding the bandwidth of drivers and inhibitors of household investor's behaviour in rooftop PV (or photovoltaic…
Abstract
Purpose
Recent research on the energy system highlights the need for understanding the bandwidth of drivers and inhibitors of household investor's behaviour in rooftop PV (or photovoltaic power system) and to fit the broader socio-economic context in which they are deployed. However, apart from few exceptions, these newer perspectives have not been duly applied in the research on rooftop PV. This paper aims to fill this gap and to shed new light on rooftop PV investment decisions.
Design/methodology/approach
This study has been conducted with the primary data collected using two data sets of 237 households and 387 households of Indian southern state Kerala using survey-based questionnaire. The findings from first data set revealed that households considering the adoption of PV were likely influenced by six distinct factors, three motivators and three inhibitors. Second data set for multi-state analytic approach was proposed whereby the research model was tested using structural equation modelling (SEM). The outcomes of SEM were used as inputs for an artificial neural network (ANN) model for forecasting investor investment decision in in renewables. The ANN model was also used to rank the relative influence of significant predictors obtained from SEM.
Findings
In line with the risk–return framework, government subsidies act as primary motivator which helps in overcoming the initial risk of investment in the new technology. Further, low prices and low cost of maintenance are some of the financial motivators which may likely mitigate the long-term apprehension of returns and maintenance cost. Lastly, the strongest motivators of PV investment come from the environmental and financial motivator in the form of PV subsidies, which further solidifies the role of policy interventions in investment decision. The ANN model identified the technical barrier and knowledge and awareness factors play a significant role in forcasting the investor investing decision.
Practical implications
The study results will be useful for policymakers for framing strategies to attract and influence their investment in renewable energy.
Originality/value
Building upon behavioural finance and institutional theory, this paper posits that, in addition to a rational evaluation of the economics of the investment opportunities, various non-financial factors affect the household's decision to invest in renewables.
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Shubham, Shashank Mittal and Atri Sengupta
Organizational behavior, Organizational leadership, Organizational transformation.
Abstract
Subject area
Organizational behavior, Organizational leadership, Organizational transformation.
Study level/applicability
First year management students in the course Organizational Behavior (OB). Final year management students in the elective course on leadership and change management. Middle level managers who are working in industry, in the management development program related to change leadership and change management.
Case overview
This case deals with the transformation of the public distribution system (PDS) under the leadership of Dr Raman Singh. The PDS system was an inefficient system and the food grain supply intended for the poor was diverted by intermediaries before reaching the intended beneficiaries. Having experiences in central government ministries as a cabinet minister, Dr Raman Singh decided to transform the PDS. The challenges faced were primarily from that of the reticent bureaucracy and dealing with them requires patience and the skills of a transformational and motivational leader which Dr Raman Singh possessed.
Expected learning outcomes
This case intends to develop understanding of various dimensions related to transformational and motivational styles of leadership. Further, it intends to develop understanding of crucial institutional and organizational changes and how leaders bring about these changes in sync with technological and process changes.
Supplementary materials
Teaching Notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes.
Subject code
CSS: 6: Human Resource Management.
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Sanjay Kumar Singh, Shashank Mittal, Atri Sengupta and Rabindra Kumar Pradhan
This study aims to examine a dual-pathway model that recognizes two distinct (formal and informal) but complementary mechanisms of knowledge exchanges – knowledge sharing and…
Abstract
Purpose
This study aims to examine a dual-pathway model that recognizes two distinct (formal and informal) but complementary mechanisms of knowledge exchanges – knowledge sharing and knowledge helping. It also investigates how team members use their limited human and psychosocial capital for prosocial knowledge effectiveness.
Design/methodology/approach
A survey-based approach was used to examine the hypotheses of the study. A moderated-mediation model was proposed and tested using bootstrap approach.
Findings
Knowledge sharing and knowledge helping were found to be the significant links through which human capital (capability) and psychosocial capital (motivation and efficacy) significantly predict prosocial knowledge effectiveness. Post hoc analysis suggests that human capital through knowledge sharing influences team learning, whereas the psychosocial capital through knowledge helping influences team leadership.
Originality/value
The present study found two distinct but complementary and yet necessary mechanisms of knowledge exchanges to be linked as the important outlay for the human and psychosocial capital to be effective in the prosocial knowledge behaviours.
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Atri Sengupta, Shashank Mittal and Kuchi Sanchita
Rapid advancement of data science has disrupted both business and employees in organizations. However, extant literature primarily focuses on the organizational level phenomena…
Abstract
Purpose
Rapid advancement of data science has disrupted both business and employees in organizations. However, extant literature primarily focuses on the organizational level phenomena, and has almost ignored the employee/individual perspective. This study thereby intends to capture the experiences of mid-level managers about these disruptions vis a vis their corresponding actions.
Design/methodology/approach
In a small-sample qualitative research design, Interpretative Phenomenological Analysis (IPA) was adopted to capture this individual-level phenomenon. Twelve mid-level managers from large-scale Indian organizations that have extensively adopted data science tools and techniques participated in a semi-structured and in-depth interview process.
Findings
Our findings unfolded several perspectives gained from their experiences, leading thereby to two emergent person-job (mis)fit process models. (1) Managers, who perceived demands-abilities misfit (D-A misfit) as a growth-alignment opportunity vis a vis their corresponding actions, which effectively trapped them into a vicious cycle; and (2) the managers, who considered D-A misfit as a psychological strain vis a vis their corresponding actions, which engaged them into a benevolent cycle.
Research limitations/implications
The present paper has major theoretical and managerial implications in the field of human resource management and business analytics.
Practical implications
The findings advise managers that the focus should be on developing an organizational learning eco-system, which would enable mid-level managers to gain their confidence and control over their job and work environment in the context of data science disruptions. Importantly, organizations should facilitate integrated workplace learning (both formal and informal) with an appropriate ecosystem to help mid-level managers to adapt to the data-science disruptions.
Originality/value
The present study offers two emergent cyclic models to the existing person–job fit literature in the context of data science disruptions. A scant attention of the earlier researchers on how individual employees actually experience disruption, and the corresponding IPA method used in the present study may add significant value to the extant literature. Further, it opens a timely and relevant future research avenues in the context of data science disruptions.
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Organizations learn semi-automatically through experience or consciously through deliberate learning efforts. As there seems to be a “black-box” in the possible linkages between…
Abstract
Purpose
Organizations learn semi-automatically through experience or consciously through deliberate learning efforts. As there seems to be a “black-box” in the possible linkages between deliberate learning and new practice implementation, this paper aims to develop and test a process model, linking deliberate learning and new practice implementation through complementary competencies of task and environmental flexibility.
Design/methodology/approach
As part of a field study, health-care improvement program (to transfer the improvement training program for new practice implementation) of 186 HCUs was used for testing our hypothesis. In addition to descriptive statistics, multiple hierarchical regressions and bootstrapping were used to test the study hypotheses.
Findings
Findings suggest that deliberate learning is positively and significantly related with new practice implementation, and dynamic capabilities in the form of task and environmental flexibility mediates this relationship.
Research limitations/implications
The present study makes theoretical and practical contributions by linking literature from new practice, organizational learning and dynamic capabilities; and by delving into the deliberate learning activities undertaken by health-care units.
Originality/value
Organizational learning in health care has almost become inevitable today due to the ever-changing dynamics of the industry. Barring handful of studies, the current state of literature is almost entirely tilted towards experience-based learning and deliberate learning is not well studied. To address this gap, the study aims to develop and test a process model linking development of dynamic capabilities with deliberate learning and new practice implementation. Further, findings of this study will help organizations and managers to understand and thereby effectively manage new practice implementation process through the use of deliberate activities.
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This study aims to investigate the specific role of the components of ability-based emotional intelligence (their relative importance) in building different aspects of career…
Abstract
Purpose
This study aims to investigate the specific role of the components of ability-based emotional intelligence (their relative importance) in building different aspects of career adaptabilities and job-search success of university students.
Design/methodology/approach
This study employed survey data from 729 full-time students enrolled in an Indian university. Hierarchical regression analyses were conducted to test the hypotheses, and the size of indirect effect was tested using SPSS PROCESS macro.
Findings
The ability-based emotional intelligence, along with the use and regulation of emotion in job-search success, plays a significant role in shaping career adaptabilities and job-search success. The ability to use and regulate emotions does have its impact on job-search success through a self-regulatory psychological resource of control and confidence over one's career. Self-emotional appraisal is necessary for an individual to be concerned for a career which forms the initiation of any job-search.
Research limitations/implications
Ability-based approach of enhancing emotional intelligence allows the university students to take a developmental approach in employment. This approach benefits the more “targeted approach to training interventions” provided by various stakeholders in the university, associated with career and employment.
Originality/value
Further, the study focuses on the psychological difficulties (over operational) faced by students in their employment endeavour. Both emotions and psychological resources are believed to play an important role in the career intervention. For instance, past researches have studied trait-based emotional intelligence as a personality construct. However, this study considers emotional intelligence as an ability-based aspect of intelligence, which “readily lends itself to interventions that can be enhanced through targeted training, coaching or counselling”.
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Shubham, Vinay Kumar Kalakbandi and Shashank Mittal
The case may give students experience with the types of a situation they may encounter when running their own companies or serving as consultants in terms of identifying relevant…
Abstract
Learning outcomes
The case may give students experience with the types of a situation they may encounter when running their own companies or serving as consultants in terms of identifying relevant information and appropriate approaches to dealing with local communities in projects involving the exploration and exploitation of natural resources. The case encourages students to critique the strategy of a firm in managing their different stakeholders. The case may also enhance their understanding of the “new” roles expected of corporations when engaging in projects involving local communities in developing countries. The case can be used to promote awareness of the social and environmental impact of industries associated with the exploration and exploitation of natural resources. Within developed or developing countries, master’s students are often employed by multinational corporations, many of which operate in natural resource industries. A greater understanding of the economic, social, and environmental challenges inherent in corporate social responsibilities programs in these industries may enhance their ability to deal with such situations. Such students are also increasingly likely to find work with non-governmental organizations (NGOs) helping local communities deal with largescale projects and confront major corporations.
Case overview/synopsis
The case is about the POSCO-India’s project to build 12 MTPA integrated steel plant in the Indian state of Odisha in 2005. The case presents the history of the project, recognizing the different stakeholders groups, the perspectives and interests of different stakeholders groups, the various actions taken by POSCO-India, and the results of the various engagement efforts of POSCO to develop the project. The case deals with the perspective of POSCO-India, Government of Odisha (GoO) and the local community getting affected by POSCO’s project on the issues of social, environmental, and economic sustainability. The case also discusses POSCO’s effort to engage with the local community and state government. The case tries to analyze the issues that come with developing big infrastructure projects. The case provides a framework for evaluating the complexity in engaging with the different stakeholder groups. The paper uses a framework for analyzing stakeholders based on their power, legitimacy, and urgency of their claims. The case will also demonstrate the complex institutional set-up in emerging markets and due to which sometimes it becomes difficult for organizations to implement such exploration projects to fulfill their social and environmental commitments. Finally, the case helps students to explore the implications of large-scale industrial projects especially in developing countries and analyze critically the corporate-society relationship.
Complexity academic level
The case was developed for master’s level course in business strategy, consulting, business policy, corporate governance, and corporate social responsibility, business ethics, and corporate sustainability in a 90 minutes session.
Supplementary materials
Teaching Notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes.
Subject code
CSS 11: Strategy.
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Atri Sengupta and Shashank Mittal
Person-environment (PE) fit theory suggests that value congruence (fit) leads to the job pursuits intention (Cable and Judge, 1996) which is also influenced by cultural norms (Ma…
Abstract
Purpose
Person-environment (PE) fit theory suggests that value congruence (fit) leads to the job pursuits intention (Cable and Judge, 1996) which is also influenced by cultural norms (Ma and Allen, 2009). Due to stringent job market condition along with its people, as a part of collectivistic culture, having poor self-concept consistency, value congruence may unfold different phenomenon in Indian context. Therefore, the present study intends to explore the existing fit theory on different cultural norms and different job market condition with entry-level job pursuits as participants.
Design/methodology/approach
The fit was measured both objectively and subjectively in a mixed method research design. Top 100 institutes ranked in NIRF (National Institutional Ranking Framework) (under Management category) were approached for data collection and 41 institutes agreed to participate. Data were collected in four phases from 2,714 entry-level job pursuits and domain experts based on web-based job advertisements. Krippendorff's alpha was calculated for measuring objective fit, and the subjective fit was measured through quadratic structural equation modeling with response surface analysis.
Findings
Findings revealed lack of value congruence objectively; and no influencing role of subjective fit in job pursuits intention. This indicated that neither Indian employers nor entry-level job pursuits were concerned about value congruence. The post-hoc analysis suggested that poor self-concept consistency as a cultural norm led to such atypical findings.
Originality/value
The present study suggests that fit may lead to different phenomena of entry-level job pursuits intention with different contextual and cultural norms.
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This study aims to look at the interaction dynamics among engineering professionals from the lens of status hierarchies and derive on the role of intragroup conflicts prevalent in…
Abstract
Purpose
This study aims to look at the interaction dynamics among engineering professionals from the lens of status hierarchies and derive on the role of intragroup conflicts prevalent in engineering teams. It develops and tests a comprehensive moderated-mediation model combining interpersonal status dynamics (of talent and conflicts prevalent within the team) with team external power dynamics (with other teams) and their resultant effect on team performance through the intragroup conflicts.
Design/methodology/approach
Data at team level from 1,265 members belonging to 218 engineering teams were used for hypothesis testing.
Findings
Process and status conflicts fully explain the negative effect of having more talented members in teams on team performance. High talented teams have lower levels of process and status conflicts and higher levels of performance when they have high power.
Research limitations/implications
This paper contributes to the literature on engineering teams, team status, power and conflicts.
Practical implications
This paper advises manager on where to exactly look for problems in the internal working of talented teams and conditions that could negatively impact their performance.
Originality/value
Research on teams’ internal composition and team performance link remains inconclusive. The established pattern of thinking in both practice and research is that having more talented members in the engineering teams is attached to superior performance. Whereas it is often the case that even after having multiple talented members, teams are not able to perform well. With some exceptions, studies have not paid attention to the dynamics of having more talented members and its flip side on team performance.
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