Business Perspectives and Research, Ahead of Print.
This study provides a narrative view of the cooperative activism concept. Mutual incentives theory suggests a typology of activism: true believers, supporters’ club, loyal customers, and free riders. Insights from focus group discussions suggest that cooperative members can be divided into these four categories and distributed unevenly, with the minority and majority as true believers and free riders, respectively. Given that the majority of cooperative members remain in the free-rider category, their demand for financial return dominates and forces true believers involved in cooperative management to work toward the demutualization of cooperatives that emphasizes financial return. This study also suggests indicators to measure cooperative member activism for future research. The implication is for cooperatives to address issues related to members’ activism, such as openness to new ideas, new generation glass ceiling, improving participation, and instill belief in cooperative concept among members.
Category Archives: Business Perspectives and Research
Organizational Justice and Employee Well-being in India: Through a Psychological Lens
Business Perspectives and Research, Ahead of Print.
This research paper reports the relationship of organizational justice, work engagement, and psychological capital of employees with their well-being. The predictive strength of organizational justice was tested for employee well-being. Along with this, the mediating effect of work engagement and the moderating effect of psychological capital of employees were tested on this relationship. Out of 479 participants who were asked to fill the organizational justice scale, Utrecht work engagement scale, psychological capital questionnaire, and mental health continuum, the data of 458 (269 males and 189 females) were retained after data screening. Regression analyses and structural equation modeling were conducted to test the relationship between the three predictor variables and one criterion variable. Results indicated that all three predictor variables predict well-being significantly. The relationship between organizational justice and employee well-being was completely mediated by work engagement and moderated by psychological capital of employees. The mediation effect of work engagement and the moderation effect of psychological capital on the relationship between organizational justice and employee well-being have not been explored previously. The possibility of self-reporting bias due to the self-report nature of questionnaires used is a major limitation of this study.
This research paper reports the relationship of organizational justice, work engagement, and psychological capital of employees with their well-being. The predictive strength of organizational justice was tested for employee well-being. Along with this, the mediating effect of work engagement and the moderating effect of psychological capital of employees were tested on this relationship. Out of 479 participants who were asked to fill the organizational justice scale, Utrecht work engagement scale, psychological capital questionnaire, and mental health continuum, the data of 458 (269 males and 189 females) were retained after data screening. Regression analyses and structural equation modeling were conducted to test the relationship between the three predictor variables and one criterion variable. Results indicated that all three predictor variables predict well-being significantly. The relationship between organizational justice and employee well-being was completely mediated by work engagement and moderated by psychological capital of employees. The mediation effect of work engagement and the moderation effect of psychological capital on the relationship between organizational justice and employee well-being have not been explored previously. The possibility of self-reporting bias due to the self-report nature of questionnaires used is a major limitation of this study.
Impact of COVID-19 Outbreak on the Stock Market: An Evidence from Select Economies
Business Perspectives and Research, Ahead of Print.
COVID-19 quickly spread all over the world and dramatically affected the financial markets in almost everycountry. Its spread created havoc in the market, and investors fearing risk suffereda significant amount of financialloss in a very short time. This article aims to analyze the impact of COVID-19 on stock markets in the top six affected countries based on the total number of cases confirmed. In addition, it also analyzes the stock market volatility caused by the virus and the abnormal returns generated by the markets during the pandemic. We employevent study methodology in different sub-periods to examine the most volatile event periods with the daily rise in the Covid cases and subsequent returns generated by the markets during these sub-periodsin relation to the daily rise in the case. The increase in volatility and the presence of significant abnormal returns among the sample indices show the impact of COVID-19 on stock markets. The result reveals that Brazilian stock indices show the highest decline among the selected countries, with a fall of more than 50% during the pandemic, while Mexican indices show the lowest fall of around 30% during the same period.
COVID-19 quickly spread all over the world and dramatically affected the financial markets in almost everycountry. Its spread created havoc in the market, and investors fearing risk suffereda significant amount of financialloss in a very short time. This article aims to analyze the impact of COVID-19 on stock markets in the top six affected countries based on the total number of cases confirmed. In addition, it also analyzes the stock market volatility caused by the virus and the abnormal returns generated by the markets during the pandemic. We employevent study methodology in different sub-periods to examine the most volatile event periods with the daily rise in the Covid cases and subsequent returns generated by the markets during these sub-periodsin relation to the daily rise in the case. The increase in volatility and the presence of significant abnormal returns among the sample indices show the impact of COVID-19 on stock markets. The result reveals that Brazilian stock indices show the highest decline among the selected countries, with a fall of more than 50% during the pandemic, while Mexican indices show the lowest fall of around 30% during the same period.
The Role of Organizational Stress in the Relationship Between Leader–Member Exchange and Workplace Envy
Business Perspectives and Research, Volume 11, Issue 3, Page 372-386, September 2023.
Existing literature suggests that there is a relationship between leader–member exchange (LMX) and workplace envy (WE). However, a degree of inconsistency among research results was detected which could be due to overlooking the possible role of organizational stress (OS). Building on social comparison theory and transactional theory of stress and coping, it is proposed that the relationship between LMX and WE is moderated by OS. This study aims to provide additional insight into the mechanisms that develop WE and how it could be managed among Egyptian athletes. Two hypotheses were developed, and data was collected via self-report surveys from a sample of 320 Egyptian athletes. Regression analysis and multi-group moderation analysis were employed to test research hypotheses. Results indicated that LMX is negatively related to WE among Egyptian athletes. Moreover, it was found that OS moderates this relationship in the way that the strength of the relationship between LMX and workplace is significantly stronger among athletes with high perceived OS than among athletes with low perceived OS. Results were discussed and theoretical and managerial applications were presented. Fruitful insights have been communicated to coaches, athletes, and sport managers. Limitations and proposals for future research were suggested.
Existing literature suggests that there is a relationship between leader–member exchange (LMX) and workplace envy (WE). However, a degree of inconsistency among research results was detected which could be due to overlooking the possible role of organizational stress (OS). Building on social comparison theory and transactional theory of stress and coping, it is proposed that the relationship between LMX and WE is moderated by OS. This study aims to provide additional insight into the mechanisms that develop WE and how it could be managed among Egyptian athletes. Two hypotheses were developed, and data was collected via self-report surveys from a sample of 320 Egyptian athletes. Regression analysis and multi-group moderation analysis were employed to test research hypotheses. Results indicated that LMX is negatively related to WE among Egyptian athletes. Moreover, it was found that OS moderates this relationship in the way that the strength of the relationship between LMX and workplace is significantly stronger among athletes with high perceived OS than among athletes with low perceived OS. Results were discussed and theoretical and managerial applications were presented. Fruitful insights have been communicated to coaches, athletes, and sport managers. Limitations and proposals for future research were suggested.
Mission Drift and Scale: An Empirical Analysis of Indian Micro Finance Institutions
Business Perspectives and Research, Ahead of Print.
Studies have found that a small scale of operations could limit the firm performance since they do not enjoy economies of scale. Since the microfinance industry is focused on provision of financial services to the poor, performance is measured both from a social as well as financial perspective. As firms increase their scale of operations, their social performance needs to be on par with their financial performance. To measure the effect of scale on performance, we use data from the Microfinance Information Exchange (MIX) market consisting of 245 Microfinance Institutions (MFIs) covering a period of 21 years from 1999 to 2019. The dependent variables are outreach, efficiency, and financial performance. The control variables are age and the regulatory status of the firm. We find that while factors like financial performance, client retention, and measures of operational efficiency are dependent on scale; they come at the cost of outreach. The pursuit of economic goals by large MFIs seems to hamper their ability to reach the poorest and/or most needy clients, implying mission drift. This study thus draws the attention of policy makers to the importance of supporting small MFIs to survive and continue to address the social goals of MFIs.
Studies have found that a small scale of operations could limit the firm performance since they do not enjoy economies of scale. Since the microfinance industry is focused on provision of financial services to the poor, performance is measured both from a social as well as financial perspective. As firms increase their scale of operations, their social performance needs to be on par with their financial performance. To measure the effect of scale on performance, we use data from the Microfinance Information Exchange (MIX) market consisting of 245 Microfinance Institutions (MFIs) covering a period of 21 years from 1999 to 2019. The dependent variables are outreach, efficiency, and financial performance. The control variables are age and the regulatory status of the firm. We find that while factors like financial performance, client retention, and measures of operational efficiency are dependent on scale; they come at the cost of outreach. The pursuit of economic goals by large MFIs seems to hamper their ability to reach the poorest and/or most needy clients, implying mission drift. This study thus draws the attention of policy makers to the importance of supporting small MFIs to survive and continue to address the social goals of MFIs.
A Gender-Based Comparative Analysis of Generation X and Y on Emotional Contagion: The Qualitative Perspective
Business Perspectives and Research, Volume 11, Issue 3, Page 336-354, September 2023.
Workplace emotions are intense and disruptive, so contagion becomes inevitable. With the presence of diverse groups of employees, from generational cohorts to genders, working side by side, workplace dynamics have become quite challenging. We study the factors leading to emotional contagion and its impact on the most prominent generations present today—Generation X and Y. Additionally, we also study the gender differences on emotional contagion at workplace. The factors were shortlisted via a comprehensive literature review. A qualitative research methodology has been used for deeper understanding of the topic. In-depth interviews with 62 respondents (34 from Generation Y: 16 males and 18 females; and 28 from Generation X: 15 males and 13 females) were used for data collection. Data analysis revealed that there were differences in the ways various factors affected emotional contagion for these two generations and on males and females. Based on the analysis, we have presented research propositions for quantitative validation which can be explored by future researchers.
Workplace emotions are intense and disruptive, so contagion becomes inevitable. With the presence of diverse groups of employees, from generational cohorts to genders, working side by side, workplace dynamics have become quite challenging. We study the factors leading to emotional contagion and its impact on the most prominent generations present today—Generation X and Y. Additionally, we also study the gender differences on emotional contagion at workplace. The factors were shortlisted via a comprehensive literature review. A qualitative research methodology has been used for deeper understanding of the topic. In-depth interviews with 62 respondents (34 from Generation Y: 16 males and 18 females; and 28 from Generation X: 15 males and 13 females) were used for data collection. Data analysis revealed that there were differences in the ways various factors affected emotional contagion for these two generations and on males and females. Based on the analysis, we have presented research propositions for quantitative validation which can be explored by future researchers.
Employee Voice, Employee Involvement, and Organizational Change Readiness: Mediating Role of Commitment-to-Change and Moderating Role of Transformational Leadership
Business Perspectives and Research, Volume 11, Issue 3, Page 355-371, September 2023.
This study explores the antecedents for organizational change readiness for altering the status quo and empirically validates few potent tools which facilitate change. By drawing on change management literature, this study examines the influence of employee voice (EV) and employee involvement (EI) on commitment-to-change (CTC), considering the latter as a mediating variable in the relation between antecedent human resources practices (EV and EI) and organizational change readiness (OCR). Subsequently, the moderating role of transformational leadership was analyzed on these posited relationships. The hypotheses proposed in the research model are tested on a sample of 516 employees from an Indian public sector organization, applying Baron and Kenny’s (1986) technique for establishing mediation and Ping’s approach to moderated structured equation modeling for moderation. The findings suggest that CTC partially mediates the relationship between EV and OCR, but it does not mediate between EI and OCR. Likewise, the study results also empirically validate that the relationship between EV and CTC is enhanced if leadership is transformational, also the hypothesis positing the moderating role of transformational leadership between EI and CTC was supported.
This study explores the antecedents for organizational change readiness for altering the status quo and empirically validates few potent tools which facilitate change. By drawing on change management literature, this study examines the influence of employee voice (EV) and employee involvement (EI) on commitment-to-change (CTC), considering the latter as a mediating variable in the relation between antecedent human resources practices (EV and EI) and organizational change readiness (OCR). Subsequently, the moderating role of transformational leadership was analyzed on these posited relationships. The hypotheses proposed in the research model are tested on a sample of 516 employees from an Indian public sector organization, applying Baron and Kenny’s (1986) technique for establishing mediation and Ping’s approach to moderated structured equation modeling for moderation. The findings suggest that CTC partially mediates the relationship between EV and OCR, but it does not mediate between EI and OCR. Likewise, the study results also empirically validate that the relationship between EV and CTC is enhanced if leadership is transformational, also the hypothesis positing the moderating role of transformational leadership between EI and CTC was supported.
[WITHDRAWN—Administrative Duplicate Publication] Synergistic Use of Bourdieu’s Theory of Practice, Queer Theories, and Employment Relation Theories: A Perspective for Sustainable Transgender Inclusion at Workplace
Business Perspectives and Research, Ahead of Print.
Mehta, N. K. K. (2020). Synergistic Use of Bourdieu’s Theory of Practice, Queer Theories, and Employment Relation Theories: A Perspective for Sustainable Transgender Inclusion at Workplace. Business Perspectives and Research, 1-20.Ahead of Print article withdrawn by publisherDue to an administrative error, this article was accidentally published twice Online First with different DOIs.The correct and citable version of the article remains:Mehta, N. K. K. (2021). Synergistic Use of Bourdieu’s Theory of Practice, Queer Theories, and Employment Relation Theories: A Perspective for Sustainable Transgender Inclusion at the Workplace. Business Perspectives and Research, 9(1), 11-30. DOI: 10.1177/2278533720910849
Mehta, N. K. K. (2020). Synergistic Use of Bourdieu’s Theory of Practice, Queer Theories, and Employment Relation Theories: A Perspective for Sustainable Transgender Inclusion at Workplace. Business Perspectives and Research, 1-20.Ahead of Print article withdrawn by publisherDue to an administrative error, this article was accidentally published twice Online First with different DOIs.The correct and citable version of the article remains:Mehta, N. K. K. (2021). Synergistic Use of Bourdieu’s Theory of Practice, Queer Theories, and Employment Relation Theories: A Perspective for Sustainable Transgender Inclusion at the Workplace. Business Perspectives and Research, 9(1), 11-30. DOI: 10.1177/2278533720910849