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Article
Publication date: 4 September 2017

Mohammad Faraz Naim and Usha Lenka

This paper aims to examine the relationship between workplace use of social media, collaboration and Gen Y employees’ engagement.

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Abstract

Purpose

This paper aims to examine the relationship between workplace use of social media, collaboration and Gen Y employees’ engagement.

Design/methodology/approach

A sample of 209 Indian Gen Y employees from information technology industry participated in the survey. Structural equation modelling is used to test the research hypotheses.

Findings

Findings reveal that social media has a significant positive effect on collaboration, which leads to Gen Y employees’ perceived learning, in turn impacting Gen Y employees’ engagement.

Research limitations/implications

Findings suggest a social media-enabled approach of collaboration to satisfy Gen Y employees’ perceived learning leading to their engagement. However, this study only examines the employees’ perspective; it will be prudent to examine management perspective as well in future studies.

Practical implications

Organisations must integrate social media into their talent management strategy.

Originality/value

This study contributes to the literature in human resources pertaining to social media as an asset to promote collaboration and develops a linkage between social media and Gen Y employees’ engagement via perceived learning.

Details

International Journal of Development Issues, vol. 16 no. 3
Type: Research Article
ISSN: 1446-8956

Keywords

Article
Publication date: 12 December 2017

Usha Lenka and Sucheta Agarwal

Women establish their enterprise for economic independence and empowerment. This study aims to identify the factors that promote women entrepreneurship in Uttarakhand, a…

Abstract

Purpose

Women establish their enterprise for economic independence and empowerment. This study aims to identify the factors that promote women entrepreneurship in Uttarakhand, a state in India. Although, women have the potential to become entrepreneurs, they do not have the right opportunities to explore it. Therefore, the role of non-government organizations (NGOs) is imminent in supporting women's entrepreneurial cause.

Design/methodology/approach

The problems of women entrepreneurs during venture creation have been explored. Case studies of women entrepreneurs and NGOs operating in Uttarakhand have been developed through an in-depth interview method.

Findings

Entrepreneurial learning occurs because of certain personal, social and environmentally driven motivational factors. Entrepreneurial learning helps in the development of personal, social, managerial and entrepreneurial competencies. These competencies are essential for the performance of an enterprise.

Practical implications

This study provides directions to policymakers and researchers to focus on developmental programmes for women entrepreneurs.

Originality/value

This study explores a conceptual framework for the promotion of women entrepreneurship.

Details

Journal of Asia Business Studies, vol. 11 no. 4
Type: Research Article
ISSN: 1558-7894

Keywords

Article
Publication date: 20 August 2018

Shubham Sharma and Usha Lenka

Organizational unlearning is easier said than done. Organizations are usually not cognizant of the ripe time to start questioning and discarding their existing paradigms…

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Abstract

Purpose

Organizational unlearning is easier said than done. Organizations are usually not cognizant of the ripe time to start questioning and discarding their existing paradigms and past success formulas. This paper aims to recommend the use of a financial metric, i.e. value-added statement, as a trigger to unlearning in organizations.

Design/methodology/approach

This paper uses a review of existing literature on organizational unlearning to highlight that although prescriptive studies on unlearning are abundant, “how” and “when” organizations should contemplate and discard the obsolete knowledge and routines is still inconspicuous.

Findings

Value-added statement is an adequate reporting measure that incorporates the contribution of organization toward not only its shareholders but also other stakeholders such as employees, providers of long-term finance, government, and public. It supplements income statement and provides an insight of how organizations are serving its interest groups. A decline in value addition by an organization in a reporting period can serve as a trigger to question the existing practices and break organization’s over-dependence on “one size fits all” approach.

Originality/value

Unlearning is considered as a means to attain financial performance in an organization. This paper attempts to recommend a financial metric which incorporates the economic, social, and environmental aspects of business, i.e. value-added statement. The rationale for not recommending other financial metrics as a trigger for unlearning is based on grounds of possible manipulation. Moreover, these financial statements are affected by legal, political, and economic context of a nation.

Details

Development and Learning in Organizations: An International Journal, vol. 33 no. 6
Type: Research Article
ISSN: 1477-7282

Keywords

Article
Publication date: 10 July 2017

Mohammad Faraz Naim and Usha Lenka

The present study aims to explore knowledge sharing to evoke affective commitment of Gen Y employees through competency development.

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Abstract

Purpose

The present study aims to explore knowledge sharing to evoke affective commitment of Gen Y employees through competency development.

Design/methodology/approach

The research uses cross-sectional survey to collect primary data. A questionnaire is developed based on extensive review of literature. A sample was obtained from Gen Y employees (born between 1980 and 2000) working in software organizations in India. In total, 582 completely filled, usable questionnaires were obtained.

Findings

Results indicate that knowledge sharing has a positive effect on competency development of Gen Y employees, which in turn, positively predicts affective commitment. Furthermore, this would result in the enhancement of employee competencies and eventually, the generation of affective commitment.

Research limitations/implications

This study was limited to the software development professionals working in Indian organizations Therefore, researchers should test the research model further in other industries preferably in a different country.

Practical implications

The more knowledge assets are shared in the organization, the higher the enhancement of employee competencies will become. To evoke emotional attachment of Gen Y employees, an organization must implement learning and development interventions

Originality/value

This study contributes to knowledge management literature, particularly knowledge sharing by exploring its possible linkage with employee attitudinal outcomes through empirical data. This also happens to be an empirical study to investigate Gen Y employees’ commitment in Indian context.

Details

Journal of Knowledge Management, vol. 21 no. 4
Type: Research Article
ISSN: 1367-3270

Keywords

Article
Publication date: 2 November 2018

Shubham Sharma and Usha Lenka

As contemporary organizations’ focus shifts from knowledge orientation to learning orientation, this paper aims to articulate the need for models that describe the…

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Abstract

Purpose

As contemporary organizations’ focus shifts from knowledge orientation to learning orientation, this paper aims to articulate the need for models that describe the learning process in organizations. Simply assuming that organizations learn without any support of tangible framework or models highlights this need. The paper presents limitations of two prevalent themes of organizational learning, i.e. learning by adapting to environmental disturbances and learning from organizational members.

Design/methodology/approach

Based on the literature review on organizational learning, studies that depict the mechanism of organizational learning were selected. These were grouped into two categories: one that focuses on how organizations learn from its environment and other on how organization learn from its members.

Findings

This paper suggests the need for developing models and frameworks that eloquently describe the learning process in organizations. The literature focuses on organizational learning from individuals and adapting to the environment. Organizations tend to attribute the cause of failure to environmental shocks. Then, instead of the environment being a source of learning, it becomes a cause of failure. If individuals are agents of organization through which the latter learns, how this tacit knowledge becomes institutionalized in organizational memory is unknown.

Originality/value

This paper is a retrospective view on organizational learning. It attempts to question the black box of organizational learning, i.e. how the learning of individuals is transferred to organizational memory, or simply put, how the organizational learning mechanism works. There is a dearth of studies that address this question, and it has been simply assumed that somehow organizations do learn, but how?

Details

Development and Learning in Organizations: An International Journal, vol. 33 no. 1
Type: Research Article
ISSN: 1477-7282

Keywords

Article
Publication date: 12 February 2018

Mohammad Faraz Naim and Usha Lenka

The purpose of this paper is to present a conceptual framework of development, commitment, and retention of Generation Y employees.

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Abstract

Purpose

The purpose of this paper is to present a conceptual framework of development, commitment, and retention of Generation Y employees.

Design/methodology/approach

Based on a review of existing literature and using social exchange and social constructivist approach, this study presents a conceptual framework with mentoring, strategic leadership, social media, and knowledge sharing as its key constructs to retain Generation Y employees.

Findings

Mentoring, strategic leadership, social media, and knowledge sharing have a great potential to foster competency development. Competency development is critical to evoke affective commitment of Generation Y employees, which in turn results in intention to stay forth.

Research limitations/implications

The proposed conceptual framework should be empirically validated in the future research.

Practical implications

Organisations should incorporate mentoring, strategic leadership, social media, and knowledge sharing into their talent management strategy for Generation Y employees. Competency development then in turn evokes commitment of Generation Y employees, leading to intention to stay forth. The framework suggests an approach for generation-specific retention strategy.

Originality/value

This is one of the first studies to propose a holistic framework to retain Generation Y employees. This paper adds a new dimension to the talent management literature by focusing on young generation employees.

Details

Employee Relations, vol. 40 no. 2
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 30 July 2019

Usha Lenka and Minisha Gupta

The purpose of this paper is to develop a conceptual framework exploring innovation process in research and development units of organizations. Research and development…

Abstract

Purpose

The purpose of this paper is to develop a conceptual framework exploring innovation process in research and development units of organizations. Research and development (R&D) teams of pharmaceutical firms operating in India were the unit of analysis.

Design/methodology/approach

Data were collected from 352 leaders and equal number of team members working in R&D teams. Responses were collected through questionnaire survey method. Questions to measure variables of members’ proactive personality, emotional intelligence, trust, task reflexivity, team creativity and innovation adoption were answered by team leaders. Similarly, questions on variables, resonant leadership style of team leaders, team information sharing process and climate for innovation were answered by team members. Out of 450 distributed questionnaires, 352 completely filled responses were finally obtained, with a response rate of 78 percent. Data were analyzed through structural equation modeling using AMOS 21.0 software package.

Findings

Findings of the study reveal that members’ proactive personality, emotional intelligence and trust enhance members’ learning ability called task reflexivity. This learning is further promulgated with the intervention of team information sharing process and support for innovation. Team creativity enhances innovation implementation in organizations. However, resonant leadership style of team leaders does not support task reflexivity.

Practical implications

Overall, the study highlights that creativity is promulgated when information is disseminated among members in a supportive climate for innovation. Organizations can create and innovate by developing capability of members who are proactive, emotionally intelligent and who trust their colleagues, so that team members can rationally judge organizational priorities, learn from their colleagues, plan and execute novice ideas to serve market needs.

Originality/value

R&D team enhances creativity and innovation in organizations by leveraging their talent and skills. This work is an attempt to develop an innovation process model in Indian pharmaceutical organizations to promulgate creativity and innovation through R&D teams.

Details

European Journal of Innovation Management, vol. 23 no. 3
Type: Research Article
ISSN: 1460-1060

Keywords

Article
Publication date: 2 May 2019

Pooja Malik and Usha Lenka

In a world of fast-changing markets, corporate brand is the heart and soul of a company. A company’s employees are crucial in nourishing a successful corporate image…

Abstract

Purpose

In a world of fast-changing markets, corporate brand is the heart and soul of a company. A company’s employees are crucial in nourishing a successful corporate image. Eventually, organizations require committed employees who orient their energy and drive the company toward a shared vision. However, employees’ deviant behavior can cripple the organization’s brand image. Given this fact, the purpose of this study is to offer strategies that can play a vital role in overcoming destructive deviance and in turn fostering the pavement for building a strong corporate brand image.

Design/methodology/approach

Given the purpose, this study used systematic review of literature to analyze the newspaper articles that reported the cases of deviant behaviors exhibited by employees of “Air India” and were published between 2015 and 2017. Further, this study used document analysis to identify and categorize the various forms of deviant behaviors exhibited by employees of Air India.

Findings

The current study asserted four chief interventions, namely, talent management strategies, resilience, workplace spirituality and mindfulness to overcome destructive deviance and promote constructive behavior among employees of Air India.

Research limitations/implications

The present study offers vital implications for organizations to curb the escalating deviant behavior among employees in the hospitality industry. These interventions might lay a significant pavement for fostering positive emotions among employees, which in turn could play a crucial role in enhancing service quality and building a strong brand image.

Originality/value

Given the mounting cases of deviant behavior among employees, the present study draws attention to the necessity for a shift in the generic organizational strategies and instigates organizations to integrate the study’s strategies to curb deviant behavior and in turn build a strong corporate image.

Details

Tourism Review, vol. 74 no. 3
Type: Research Article
ISSN: 1660-5373

Keywords

Article
Publication date: 22 March 2019

Pooja Malik and Usha Lenka

This study aims to provide a review of antecedents of destructive deviance and classify them into three levels, namely, personal, interpersonal and organizational level in…

Abstract

Purpose

This study aims to provide a review of antecedents of destructive deviance and classify them into three levels, namely, personal, interpersonal and organizational level in the proposed integrated conceptual framework. Furthermore, it proposes three levels of interventions to prevent or modify destructive deviance.

Design/methodology/approach

Systematic literature review of the past 23 years was carried out for the current study to identify the antecedents of destructive deviance.

Findings

This study proposes an integrated conceptual framework incorporating three levels of antecedents and interventions for overcoming destructive deviance. Findings classified the antecedents of destructive deviance into three categories, namely, personal, interpersonal and organizational level variables. Similarly, the proposed interventions were classified into three levels, namely, individual (employee resilience, mindfulness), interpersonal (mentoring, peer support) and organizational-level interventions (talent management, internal corporate communication) that organizations should concentrate on to reduce destructive deviance and facilitate health and well-being of employees.

Practical implications

This study posits three-level interventions to reduce or transform negative characteristics and overcome the negative impact of interpersonal and organizational level antecedents on destructive deviance among employees. The suggested three-level interventions not only reduce the negative characteristics and transform negative behaviors but also lay a significant pavement for fostering positive emotions among employees.

Originality/value

This study classifies the antecedents of destructive deviance into three categories, namely, personal, interpersonal and organizational-level antecedents. Further, this study offers three-level interventions for overcoming destructive deviance among employees.

Details

International Journal of Organizational Analysis, vol. 27 no. 4
Type: Research Article
ISSN: 1934-8835

Keywords

Article
Publication date: 9 July 2018

Sucheta Agarwal and Usha Lenka

The spirit of entrepreneurship among nationals of a country leads and contributes significantly to the growth process of a country. In this drive, there cannot be gender…

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Abstract

Purpose

The spirit of entrepreneurship among nationals of a country leads and contributes significantly to the growth process of a country. In this drive, there cannot be gender biases among men and women. The government in India has taken several initiatives to increase the participation of women entrepreneurs and, thus, making a partner to the growth and development process of the country. The initiatives in this direction were taken up through five-year development policy plans commencing from the fifth five-year plan (1974-1978). The focus of five-year plans since then has been reoriented toward women welfare stressing more specifically on women empowerment through women entrepreneurship programs. The purpose of this paper is to appraise the series of development plans and programs initiated for the empowerment of women entrepreneurship in India.

Design/methodology/approach

The paper is developed based on the concepts, policies and practices being implemented across the regions to promote women entrepreneurs. The methodology adopted to assess and analyze the relevant components very much matches the existing practices. The paper relates the concepts, programs and practices. This study has revealed certain issues based on the available data and information on women entrepreneurship to establish a view and rational as of why research is needed in the area of women entrepreneurship. To support this concept, the study has considered the experiences of two important states of India, namely, Uttar Pradesh and Uttarakhand.

Findings

The study reveals that Government of India has launched several policies and development programs to infuse the spirit of entrepreneurship among the women groups and thereby not only making them financially self-sustained but also to contribute to the growth process of the economy. However, there remain many gaps in achieving the goals due to the variety of factors. This becomes more significant as the level of women entrepreneurship in India is very low as compared to other economies and also between the men and women entrepreneurs within the country. The study brings out the need and importance for the future research in the area of women entrepreneurship and thereby exploring the areas of concern and bringing out needed improvements to strengthen the women entrepreneurship programs and policies.

Originality/value

This research provides a future direction to the academicians, researchers and policymakers to provide a framework to reorient the programs and policies for the cause of women entrepreneurship growth in India. The paper very much emphasis that the research findings will have influence on government policies and serve as an effective tool for implementation of state programs meant for woman entrepreneurs more effectively and efficiently. The ultimate impact of research findings will be an economic change in the quality of life of woman enterprise in the society.

Details

International Journal of Social Economics, vol. 45 no. 7
Type: Research Article
ISSN: 0306-8293

Keywords

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