South Asian Journal of Human Resources Management, Ahead of Print.
Research has long recognised that employee withdrawal cognition is a critical issue for organisations due to the direct and indirect costs associated with that. Drawing upon social support theory, we examine the influence of three distinct types of support expatriates can receive, that is, organisation, co-workers and partner, on an expatriate’s turnover intention. Furthermore, we investigate if the effects of support types differ depending on the expatriate’s employment status. This study is based upon positivism research philosophy, and the research approach is deductive. Moreover, we used the survey method as the research strategy and used hierarchical linear regression to analyse the data. Results of a time-lagged (two-wave) study of 167 expatriates show that perceived organisational support (POS), co-worker support and partner support are negatively related to expatriates’ turnover intention. Moreover, results show that expatriates’ employment status interacts with POS and co-worker support in predicting turnover intention, implying that social support is more pronounced with expatriates with fewer resources. Thus, the present study enhances our understanding of the effects of different support types on expatriates’ turnover intention and elucidates the role of individual-level boundary conditions. The results of this study emphasize that social support is a stronger predictor of expatriate turnover intent, in particular, individuals with fewer resources. We suggest that managers of the companies should make a serious effort in creating a supportive culture and positive employee relationships.
The interaction effect of leadership support on the EO – innovative performance relationship
The International Journal of Entrepreneurship and Innovation, Ahead of Print.
The purpose of the study is to investigate the impact of transformational leadership on the entrepreneurship orientation (EO) – innovative performance relationship and to test innovative performance as a mediator variable between EO and firm performance. Structural equation modelling is employed to test a theoretical model utilizing a data set developed from a survey instrument administered to the most senior level manager of 127 enterprises within the Kingdom of Saudi Arabia (KSA). Results show that innovative performance partially mediates the relationship between EO and firm performance. Results further suggest visionary leaders who absorb the uncertainty inherent in organization endeavours and who encourage organization members to independently use their mind to challenge the status quo spur organization members towards entrepreneurship. The study found that a reward system based on the results of innovative projects offers a counter-intuitive explanation that it may discourage the brightest talent from participating on endeavours with uncertain outcomes. The proposed study model is a valuable addition to appreciating the role transformational leadership plays within enterprises and therefore contributes to the expanding body of research investigating the ability of organizations to utilize a systematic effort of recognizing and exploiting new business opportunities for a sustainable competitive advantage.
The purpose of the study is to investigate the impact of transformational leadership on the entrepreneurship orientation (EO) – innovative performance relationship and to test innovative performance as a mediator variable between EO and firm performance. Structural equation modelling is employed to test a theoretical model utilizing a data set developed from a survey instrument administered to the most senior level manager of 127 enterprises within the Kingdom of Saudi Arabia (KSA). Results show that innovative performance partially mediates the relationship between EO and firm performance. Results further suggest visionary leaders who absorb the uncertainty inherent in organization endeavours and who encourage organization members to independently use their mind to challenge the status quo spur organization members towards entrepreneurship. The study found that a reward system based on the results of innovative projects offers a counter-intuitive explanation that it may discourage the brightest talent from participating on endeavours with uncertain outcomes. The proposed study model is a valuable addition to appreciating the role transformational leadership plays within enterprises and therefore contributes to the expanding body of research investigating the ability of organizations to utilize a systematic effort of recognizing and exploiting new business opportunities for a sustainable competitive advantage.
Levelling Up Organisational Learning Through Gamification: Based on Evidence from Public Sector Organisations in India
South Asian Journal of Human Resources Management, Volume 10, Issue 1, Page 64-84, June 2023.
The concept of sustainability brought into focus the need for research into how to measure and achieve sustainable growth. The triple bottom line framework and the resource-based view of the firm suggest the need for organisations to look beyond profits and take into consideration the needs and effectiveness of its workforce. Research suggests that an effective workforce can be achieved through constant learning and development. Organisations have also expressed the need for training techniques that are more effective than the traditional methods. Gamification has been proposed as one such technique, and in the current study, the researchers evaluate the effectiveness of gamification in organisational training. For the purpose of the current study, 120 participants were chosen from public sector organisations in India. This is primarily because the technology-enhanced training effectiveness model (TETEM) suggests that the effectiveness of gamification would depend on the culture of the organisation, and prior research has been based in privately owned firms. The findings are in line with the theory of gamified learning and suggest that participants of the gamified module reported higher levels of learning, reaction and learner motivation. Additionally, learner motivation was found to strengthen the impact of gamification on the learning and reaction.
The concept of sustainability brought into focus the need for research into how to measure and achieve sustainable growth. The triple bottom line framework and the resource-based view of the firm suggest the need for organisations to look beyond profits and take into consideration the needs and effectiveness of its workforce. Research suggests that an effective workforce can be achieved through constant learning and development. Organisations have also expressed the need for training techniques that are more effective than the traditional methods. Gamification has been proposed as one such technique, and in the current study, the researchers evaluate the effectiveness of gamification in organisational training. For the purpose of the current study, 120 participants were chosen from public sector organisations in India. This is primarily because the technology-enhanced training effectiveness model (TETEM) suggests that the effectiveness of gamification would depend on the culture of the organisation, and prior research has been based in privately owned firms. The findings are in line with the theory of gamified learning and suggest that participants of the gamified module reported higher levels of learning, reaction and learner motivation. Additionally, learner motivation was found to strengthen the impact of gamification on the learning and reaction.
Relationship Between Job Stress, Employee Engagement and Job Satisfaction: A Study Based on Women Managers in 4 and 5 star Hotels in India
Business Perspectives and Research, Ahead of Print.
Women account for a very small percentage of the employee population in Indian luxury hotels. While they have proved themselves as valuable assets, the average tenure of a woman in a managerial role in the sector is still around 2 to 4 years. The Government of India in its India Skills report has identified the sector as a focus area, in the drive to achieve better gender ratios. This study takes a small step towards understanding the factors that could influence the tenure of women in the hotel sector. The study examines the role of job stress in determining the levels of job satisfaction of women in the Indian hotel industry. The study also examines the mediating effect that employee engagement may have on the relation. The researchers have studied women in managerial roles in 4 and 5-star hotels, across India. The findings suggest that there is a strong negative correlation between job stress and job satisfaction and that this relationship is partially mediated by the presence of employee engagement. The findings are particularly important for the hospitality sector in India, as it struggles to retain its talented female employees.
Women account for a very small percentage of the employee population in Indian luxury hotels. While they have proved themselves as valuable assets, the average tenure of a woman in a managerial role in the sector is still around 2 to 4 years. The Government of India in its India Skills report has identified the sector as a focus area, in the drive to achieve better gender ratios. This study takes a small step towards understanding the factors that could influence the tenure of women in the hotel sector. The study examines the role of job stress in determining the levels of job satisfaction of women in the Indian hotel industry. The study also examines the mediating effect that employee engagement may have on the relation. The researchers have studied women in managerial roles in 4 and 5-star hotels, across India. The findings suggest that there is a strong negative correlation between job stress and job satisfaction and that this relationship is partially mediated by the presence of employee engagement. The findings are particularly important for the hospitality sector in India, as it struggles to retain its talented female employees.
I Cannot Let Go of the Passion: Comparing the Interpersonal and Intrapersonal Conceptualizations of Brand Passion
Business Perspectives and Research, Ahead of Print.
Brand passion is a consumer construct that has garnered a lot of attention in the recent past. The literature on brand passion is divided by two broad conceptualizations, which have resulted in nomological inconsistency. The present research tackles this conceptual disagreement by identifying and contrasting the two broad conceptualizations of brand passion. In this vein, the current study compares the impact of brand passion on consumer well-being, positive word of mouth, and social media following. The study also examines the role of “duration of use” as a moderator on the proposed relationships. A total of 336 responses were analyzed using structural equation modeling, and the findings indicate that interpersonal conceptualization is a better conceptualization. The study also elucidates implications and future research directions.
Brand passion is a consumer construct that has garnered a lot of attention in the recent past. The literature on brand passion is divided by two broad conceptualizations, which have resulted in nomological inconsistency. The present research tackles this conceptual disagreement by identifying and contrasting the two broad conceptualizations of brand passion. In this vein, the current study compares the impact of brand passion on consumer well-being, positive word of mouth, and social media following. The study also examines the role of “duration of use” as a moderator on the proposed relationships. A total of 336 responses were analyzed using structural equation modeling, and the findings indicate that interpersonal conceptualization is a better conceptualization. The study also elucidates implications and future research directions.
Does he see what she sees? The gender gap in perceptions of institutional sexism
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Institutional and organizational capabilities as drivers of internationalisation: Evidence from emerging economy SMEs
The International Journal of Entrepreneurship and Innovation, Ahead of Print.
Internationalisation, the notion of cross border business, has become one of the key strategies for growth for small and medium enterprises (SMEs) in developing countries in recent years. Although many SMEs have used internationalisation strategies, there remains a gap of understanding the relative importance of factors influencing SMEs internationalisation particularly from developing countries perspectives. Drawing on the Resource Based View of the firm (RBV) theory, this research develops and validates the dimensions and sub-dimensions of the drivers of internationalisation. The study further identifies the relative importance of these dimensions from a developing country context. The study used a questionnaire survey to collect primary data from 212 Bangladeshi SMEs based on area wise cluster sampling. This study used partial least square based structural model (PLS-SEM) to assess the key drivers for foreign market entry by developing country SMEs. The findings confirm that the drivers of internationalisation represent a hierarchical construct consisting of three primary and eight sub-dimensions. The study suggests that SME internationalisation in a developing country is contingent upon two categories of capabilities: critical organisational capabilities or resources (linked to internal processes largely associated with human resources) and critical institutional capabilities (associated with state level provision and the cultural fabric).
Internationalisation, the notion of cross border business, has become one of the key strategies for growth for small and medium enterprises (SMEs) in developing countries in recent years. Although many SMEs have used internationalisation strategies, there remains a gap of understanding the relative importance of factors influencing SMEs internationalisation particularly from developing countries perspectives. Drawing on the Resource Based View of the firm (RBV) theory, this research develops and validates the dimensions and sub-dimensions of the drivers of internationalisation. The study further identifies the relative importance of these dimensions from a developing country context. The study used a questionnaire survey to collect primary data from 212 Bangladeshi SMEs based on area wise cluster sampling. This study used partial least square based structural model (PLS-SEM) to assess the key drivers for foreign market entry by developing country SMEs. The findings confirm that the drivers of internationalisation represent a hierarchical construct consisting of three primary and eight sub-dimensions. The study suggests that SME internationalisation in a developing country is contingent upon two categories of capabilities: critical organisational capabilities or resources (linked to internal processes largely associated with human resources) and critical institutional capabilities (associated with state level provision and the cultural fabric).
Attitude formation towards green products evidence in Indonesia: integrating environment, culture, and religion
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Is intergroup discrimination triggered by vaccination status? Exploring some social aspects of vaccinations during the COVID-19 pandemic
How Fair Is My Job? The Effects of Organisational Justice on Job Involvement among Indian IT Workers during COVID-19
South Asian Journal of Human Resources Management, Ahead of Print.
Organisational justice has attained considerable attention due to work-related uncertainties induced by the COVID-19 pandemic. Using the uncertainty management theory of fairness at work, social exchange theory and norm reciprocity theory, this article investigates the mediating effects of work-related quality of life and job embeddedness on the relationship between organisational justice and job involvement during COVID-19. Data were collected through a survey questionnaire from five IT companies in India. Hayes’ PROCESS macro was used to test the parallel mediation effect in our study. The findings indicate that work-related quality of life and job embeddedness fully mediate the association between organisational justice and job involvement, and the point estimate of the differences between the two mediators confirms that work-related quality of life and job embeddedness are no different from each other, and they mediate the relationship between organisational justice and job involvement in parallel manner. The study highlights benefit that organisations may achieve from devising policies that capitalise on organisational fairness and facilitate working factors for better employee performance amid uncertain situations and shock events such as the current pandemic. The article also discusses other managerial implications to overcome the unwanted effects of employees’ work life uncertainties.
Organisational justice has attained considerable attention due to work-related uncertainties induced by the COVID-19 pandemic. Using the uncertainty management theory of fairness at work, social exchange theory and norm reciprocity theory, this article investigates the mediating effects of work-related quality of life and job embeddedness on the relationship between organisational justice and job involvement during COVID-19. Data were collected through a survey questionnaire from five IT companies in India. Hayes’ PROCESS macro was used to test the parallel mediation effect in our study. The findings indicate that work-related quality of life and job embeddedness fully mediate the association between organisational justice and job involvement, and the point estimate of the differences between the two mediators confirms that work-related quality of life and job embeddedness are no different from each other, and they mediate the relationship between organisational justice and job involvement in parallel manner. The study highlights benefit that organisations may achieve from devising policies that capitalise on organisational fairness and facilitate working factors for better employee performance amid uncertain situations and shock events such as the current pandemic. The article also discusses other managerial implications to overcome the unwanted effects of employees’ work life uncertainties.