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Article
Publication date: 5 July 2021

Swati Alok, Sudatta Banerjee and Swati Singh

This study aims to examine the relationship between work-family conflict (WFC) and personal self-efficacy among career persistent women in India. Further, this…

Abstract

Purpose

This study aims to examine the relationship between work-family conflict (WFC) and personal self-efficacy among career persistent women in India. Further, this relationship was explained with the help of the mediating role of perceived managerial support.

Design/methodology/approach

Survey data were collected from 510 career persistent women working in the Information Technology (IT) sector in India. The data were analyzed using structural equation modeling and mediation was tested using Process- Macro.

Findings

Findings depicted a positive relationship between WFC and professional self-efficacy demand and self-efficacy challenges. Perceived managerial support was also found to be positively related professional self-efficacy. Furthermore, perceived managerial support was found to have a significant mediating effect in WFC and professional self-efficacy relationships.

Originality/value

Findings of the study may enhance the understanding of WFC in emerging economies, as most of the research has been done in the western context. Findings of the study are crucial, as it highlights the relationship between WFC and professional self-efficacy in the presence of perceived managerial support. Moreover, the paper uniquely discusses the role of WFC in professional self-efficacy among career persistent women in IT sector.

Details

Gender in Management: An International Journal , vol. 36 no. 8
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 31 May 2022

Navya Kumar, Swati Alok and Sudatta Banerjee

Even after COVID-19 pandemic, several organizations intend extending work-from-home (WFH), to the extent of making it permanent for many. However, WFH's impact on…

Abstract

Purpose

Even after COVID-19 pandemic, several organizations intend extending work-from-home (WFH), to the extent of making it permanent for many. However, WFH's impact on productivity remains uncertain. Therefore, this paper aims to study personal and job factors determining the likelihood of amount of work done at home being same/more vis-à-vis office.

Design/methodology/approach

Employees' basic psychological needs and job crafting tendencies; job-related aspects of task independence, technology resources and supervisory support; and several demographic factors are examined as determinants. Firth logistic regression analysis of data from 301 Indian white-collar employees is performed.

Findings

Demographically, longer exposure to WFH, greater work experience and being a support function worker increased the likelihood of same/greater amount of work done at home. Being a woman or married reduced the likelihood, while being a manufacturing/services worker was non-significant. Among psychological needs, greater needs for autonomy and relatedness decreased and increased the likelihood of same/greater amount of work done at home, respectively. Regarding personal and job resources, job crafting to increase structural job resources and supervisor support increased the likelihood of same/greater amount of work done at home versus office.

Originality/value

This paper adds to the limited India-centric literature on WFH; uniquely examining influences of individual personal attributes on amount of work done by combining job demands-resources (JD-R) model and basic psychological needs theory.

Details

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

Keywords

Article
Publication date: 21 December 2021

Swati Alok, Sudatta Banerjee and Navya Kumar

This study aims to identify demographic characteristics, personal attributes and attitudes and social support factors that adversely or favourably affect the likelihood of…

Abstract

Purpose

This study aims to identify demographic characteristics, personal attributes and attitudes and social support factors that adversely or favourably affect the likelihood of career persistence amongst women workers of the Indian IT sector.

Design/methodology/approach

The research, grounded in the social cognitive career theory, analyses primary data collected from 850 women working in IT via a survey. Based on an original definition of career persistence, the sample was segregated into 427 persistent and 423 non-persistent women. Logistic regression was performed to test for the effect of various determinants on the likelihood of women being career persistent versus non-persistent.

Findings

Being married, having children, as well as high levels of belief in gender disadvantage and work–family conflict lowered the likelihood of career persistence amongst women. While being a manager, possessing high career identity, high occupational culture fit, positive psychological capital and family support boost the likelihood.

Originality/value

The study examines women's actual continuance in an IT career vis-à-vis exit from the workforce/IT field, rather than women's stated intent to persist/quit as previously investigated. It uses logistic regression to identify both hurdles and aids on the path of women's career persistence. The findings can help recognize women more likely to struggle, thus be a first step in targeted organizational interventions to plug a leaky talent pipeline.

Details

South Asian Journal of Business Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2398-628X

Keywords

Article
Publication date: 20 December 2021

Navya Kumar, Swati Alok and Sudatta Banerjee

Gender diversity is known to trigger creative and relationship conflicts alike, the former a boon for innovation and the latter a bane. This study aims to explore the…

Abstract

Purpose

Gender diversity is known to trigger creative and relationship conflicts alike, the former a boon for innovation and the latter a bane. This study aims to explore the possibility of a gender mix that is “just right” for balancing the intensities of varied forms of conflict to boost innovation in firms in India. Specifically, this paper investigated the presence of an optimal level of women as a percentage of the firm’s full-time permanent employees (Percent-Women) that maximized the firm’s likelihood of product innovation (Product–Innovation–Likelihood).

Design/methodology/approach

Logistic regression analyses of firm-level data of Indian establishments of varied sizes and industries from World Bank Enterprise Surveys 2014 was performed. Instrumental variable addressed the potential endogeneity of Percent-Women.

Findings

The analysis demonstrated an inverted U-shaped relationship between Product–Innovation–Likelihood and Percent-Women. Product–Innovation–Likelihood peaked when Percent-Women lay between 35% and 58%, i.e. when the firm was gender-balanced or close to it.

Practical implications

The finding of an optimal level of female inclusion presents to firms a defined target of gender mix to be achieved, failing to which they may be limiting their innovation potential. It compels firms to view gender diversity as a business imperative with definite implications for their long-term performance.

Social implications

For India, the demonstrated relationship between workplace gender diversity and innovation brings additional reason and urgency to public initiatives, such as female literacy, for boosting female economic engagement. Innovation can power the next stage of the Indian growth story by engaging the heretofore insufficiently tapped female worker.

Originality/value

By demonstrating an optimal degree of female inclusion at which innovation potential peaks, the study reconciled opposing theories of diversity-driven conflicts and went beyond the commonly observed simple linear relationship between female inclusion and innovation. Further, the paper focused on India, a major developing economy with a vast female populace and growing innovation ambitions but scarcely researched for gender diversity’s role in innovation.

Details

South Asian Journal of Business Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2398-628X

Keywords

Book part
Publication date: 9 June 2020

Sudatta Banerjee, Swati Alok and Bincy George

The study finds the determinants of women empowerment measured in terms of domestic decision-making in a developing economy perspective by considering rural women in…

Abstract

The study finds the determinants of women empowerment measured in terms of domestic decision-making in a developing economy perspective by considering rural women in India. Women empowerment simply means giving opportunities to women to enable them to be socially and financially independent. Empowerment of women through investment in their education and health has a positive effect on economic growth. Almost 70% of Indian population lives in rural areas. If women in these areas are educated and empowered, they can contribute to the economic growth either directly or indirectly by improving health and education of the future generations. This study indicates that an employed woman, having her own income source, higher educational level, knowledge of legal rights, higher educational level of the mother of the woman, having property in her own name, more freedom of movement during her school days, having high self-esteem and belonging to a relatively affluent background, increases domestic making power of the women, and thus empowerment. Some possible policies are suggested for developing economies.

Details

Advanced Issues in the Economics of Emerging Markets
Type: Book
ISBN: 978-1-78973-578-9

Keywords

Article
Publication date: 15 June 2015

Swati Alok, Jayasree Raveendran and Anil Kumar Jha

The purpose of this paper is to test the possible influence of the Ajzen’s theory of planned behaviour (TPB) in predicting conflict-handling intentions during process…

Abstract

Purpose

The purpose of this paper is to test the possible influence of the Ajzen’s theory of planned behaviour (TPB) in predicting conflict-handling intentions during process conflict episodes. Conflict situations are often to be managed with limited time in software projects. With this cue, the study is conducted in the context of software companies in India.

Design/methodology/approach

Five variables of the TPB comprising attitude, injunctive subjective norms, descriptive subjective norm, conflict efficacy (CE) and structural assurance (SA) have been studied in relation to the two standard conflict-handling intentions: integrating and dominating approach. By developing vignettes on process conflict, salient beliefs towards process conflicts were elicited among software employees in India. A questionnaire using Ajzen’s guidelines was administered. Structural equation modelling for 150 responses is used for testing path suitability and significance.

Findings

Employees with positive attitude towards conflict, high CE and high SA intend to integrate during process conflict. Employees with low efficacy and who are influenced by the action of their role model intend to dominate during process conflict.

Research limitations/implications

The study is contextualized to Indian software employees. Findings should not be generalized until replicated in samples from other settings.

Practical implications

This study will help practitioners in understanding the various elements that play role in a process conflict and also help in developing appropriate interventions in managing conflicts. This can be done by identifying and resolving issues related to unfavourable attitude and behavioural norms towards process conflicts.

Originality/value

This study is the first to examine the efficacy of the TPB model in predicting multiple conflict-handling intentions among Indian software companies.

Details

Journal of Indian Business Research, vol. 7 no. 2
Type: Research Article
ISSN: 1755-4195

Keywords

Content available
Book part
Publication date: 9 June 2020

Abstract

Details

Advanced Issues in the Economics of Emerging Markets
Type: Book
ISBN: 978-1-78973-578-9

Content available
327

Abstract

Details

Journal of Indian Business Research, vol. 7 no. 2
Type: Research Article
ISSN: 1755-4195

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