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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. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to examine the association between productivity growth and job reallocation in terms of job creation and job destruction. It also finds this productivity employment relationship for heterogeneous labor market institutions of the Indian states. Design/methodology/approach: The paper uses longitudinal data of the Annual Survey of Industries of Indian manufacturing from 2009–2010 to 2015–2016 and employs fixed-effect multinomial logistic regression. Findings: The paper finds a mixed result of total factor productivity (TFP) increase on employment. An increase in TFP is positively associated with employment by reducing the probability of destroying jobs, while adversely associated with employment by reducing the probability of creating jobs. The negative association of the increase in TFP on employment is more in the Indian states with strict labor regulations. Research limitations/implications: The relationship between TFP and employment can be endogenous. TFP is calculated as output changes that are not explained by inputs, capital and labor. So, job creation/destruction may affect TFP by changing the composition of employment and/or returns on labor/capital. In addition, this study is only restricted to Indian organized manufacturing. Practical implications: The results from this study help deeply understand the Indian labor market. In particular, it provides valuable insights into the "jobless growth" in Indian manufacturing and the recent changes in labor laws. Social implications: The findings from this study provide useful information to enhance the robust growth of productive jobs and efficient reallocation of labor. Originality/value: Unlike most papers, which analyzed the relationship between productivity growth and net employment changes, the present paper finds the relationship between improvement in productivity and job reallocation in terms of simultaneous creation of new jobs and destruction of existing jobs. In addition, the paper links this relationship with the existing heterogeneous labor laws of the Indian states. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to perform a psychometric evaluation of the internal green marketing (IGM) scale in the context of consumer, industrial and service industry from a developing economy. Drawing on IGM theory, this study validates the measurement scales to operationalize IGM as green internal communication (GIC), green skill development (GSD) and green rewards (GRs). Design/methodology/approach: The sample was drawn from the consumer, industrial and service industries in Jammu and Kashmir, India, using a random sampling method. Data were collected from consumer, industrial and service industries in two phases through a self-administrated questionnaire-based survey. In total, 137 managers responded during the first phase, and 368 managers responded during the second phase. During the first phase, exploratory factor analysis (EFA) was conducted to uncover the underlying dimensions of IGM, and during the second phase, data were analyzed to test the validity of the IGM scale through confirmatory factor analysis (CFA). Findings: EFA suggested a three-dimension scale (green internal communication (GIC), green skill development (GSD), and green rewards (GR)) which was confirmed by CFA. The findings of the study demonstrate that IGM is a valid and reliable scale to capture the individual-level perception of the employees with respect to the green internal marketing of an organization. Practical implications: This paper is expected to provide valuable insights into the area of internal green marketing (IGM) about an industry that can be of immense help to domestic and international marketers in formulating human resource (HR)/marketing strategies. Further, it provides a wide-ranging scale that can act as a base for future research studies that aim to explore internal green marketing (IGM) in different organizational settings. Originality/value: IGM is embedded in three underlying elements as GIC, GSD and GRs. It is suitable to the practitioner and researchers to operationalize IGM as a second-order construct in future studies. [ABSTRACT FROM AUTHOR]

Purpose: Casting employers as customers, the purpose of this paper is to investigate the association between expectations, perceptions and disconfirmation beliefs with the satisfaction of employers regarding the competencies possessed by fresh engineering graduates hired by such employers in the Indian context. Design/methodology/approach: Using data collected from 284 employers, the authors have hypothesized and examined a partial mediation model in which disconfirmation beliefs mediate the relationships between expectations and perceptions, and employer satisfaction. Furthermore, the authors have tested if this mediated relationship is moderated by the age and sex of respondents representing employers. Findings: Results indicate that employers' satisfaction can be explained from the framework of the expectancy-disconfirmation theory. Employers' expectations and perceptions are established to be associated with employers' satisfaction with new hires, and positive disconfirmation mediates these relationships. Results also indicate that age moderates the effect of predictor variables employers' expectations and employers' perception on the mediator disconfirmation. Sex, however, did not moderate any relationship. Practical implications: The results demonstrate the usefulness of the expectancy-disconfirmation theory for studying employer satisfaction with competencies of recent engineering graduates in India. Findings are relevant to multiple stakeholders including employers hiring engineering graduates, engineers and technical institutions. Originality/value: Expectancy-disconfirmation theory has been successfully applied to measure customer satisfaction in consumer behaviour research, while satisfaction of employers has been studied in the field of organizational behaviour. The paper stands out in the literature as one of its major implications is to extend the expectancy-disconfirmation theory to predict employers' satisfaction. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to examine the interrelation between two important dimensions of gender segregation: education and occupation. It further investigates the gender wage gap. Design/methodology/approach: The author uses a three-way additive decomposition of the mutual information index – an index based on the concept of entropy. A non-parametric wage decomposition method that uses matching comparisons is used for measuring the wage gap. Findings: The results show that the extent of gender segregation in India is higher in urban areas than that in rural areas. Most of the observed segregation in rural labour markets originates from educational outcomes, whereas in urban markets it is due to occupational profile of individuals. The findings of the wage decomposition analysis suggest that education in rural areas also explains a sizeable part of the gender wage differential. Nevertheless, a large share of the wage gap remains unexplained in both rural and urban areas. Originality/value: While much research has looked at occupational segregation, less attention has been paid to educational segregation. The paper uses a unique approach to understand the joint effect of occupation and education in explaining gender segregation. [ABSTRACT FROM AUTHOR]

Purpose: The objective of the work is to have an insight into the degree of the contemporary concept of greening the organization through human resource management (HRM) and to attempt to bridge the gap toward environmental awareness, as well as to observe the dimensions of green HRM (GHRM) practices and its impression toward environmental sustainability by using analytical hierarchy process (AHP) and FAHP. Design/methodology/approach: The research was carried out in two phases; multi-method was employed. The first phase mainly includes a systematic review to convene comprehensive knowledge of widespread GHRM practices to leverage environmental sustainability. In the second phase, the AHP and fuzzy AHP (FAHP) were employed to examine the influence of the respective dimension of GHRM practices toward environmental sustainability. Findings: This study emphasizes the status of GHRM practices such as green recruitment and green selection, green performance management, green training and development, green compensation and rewards, green welfare aspects as a way to aid environmental issues. The findings suggest that these initiatives help to leverage environmental sustainability. Further, this paper reveals that green compensation and rewards have the highest impact on leveraging environmental sustainability. However, this study also emphasizes the comparative study of GHRM dimensions through AHP and FAHP. Originality/value: As existing studies reveal, there is least research carried on this field of study and no study was conducted using AHP and FAHP in this field. Thus, this study reveals the necessity to discover the degree of concern toward GHRM practices in context to India. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to explore the relationship between sexualization of the work environment and emotional exhaustion, and develop some key antecedents of sexualization of the work environment. It was conducted in an emerging society, India, which has a high rate of crime against women, particularly related to sexual harassment and sexual assault. Design/methodology/approach: To test the hypotheses, structural equation modeling was performed. The hypotheses were tested with data from 1,098 white collar workers in India in three ways. Findings: Contact with other gender and flexible work arrangements were positively associated with sexualization of the work environment; and sexualization of the work environment was positively associated with emotional exhaustion. In addition, sexualization of the work environment mediated the relationship between the two antecedent variables and emotional exhaustion. Research limitations/implications: There is a possible bias arising from the use of cross-sectional data. However, a number of methods were implemented to minimize it, including survey design and data analysis. Practical implications: The study offers some important suggestions for workplaces with a greater proportion of young male employees, particularly in a societal context like India. Originality/value: The paper provides evidence of the negative impact of sexualization of the work environment, and thereby contributes to current understanding of the "dark side" of behavior at work that might have significant impact on society. [ABSTRACT FROM AUTHOR]

Purpose: Gamification, the use of game elements and techniques in the non-game contexts, is gaining popularity among human resources (HR) in an online mode. This paper intertwines the flow and engagement theories to know the challenges faced by companies in India in implementing gamification in their various HR practices to engage their employees. Design/methodology/approach: Semi-structured interviews of only the information-rich cases including game designers and HR practitioners were conducted using snowball sampling technique. The interviews were transcribed and were analysed using thematic analysis. Findings: Three reviewed themes emerged from the data labelled as organization-, employee- and job-specific factors. Separate thematic maps drawn for each of the reviewed themes give particulars pertaining to the issues highlighted by the game designers and the HR practitioners in gamification. Practical implications: The results of the study are expected to help the organizations make an informed decision about whether they should go ahead with risking their resources as they expect improved engagement levels at work. Originality/value: The findings contribute to the online engagement literature by exploring its antecedents in the context of gamification of HR practices for higher engagement at work. [ABSTRACT FROM AUTHOR]

Purpose -- This paper aims to study the relation between the employment of mothers and the activities of children with the aim of contributing to the understanding of child work in India. Design/methodology/approach -- Multinomial logit specifications of children's activities and mothers' employment are estimated on survey data drawn from the National Family Health Survey 1998-1999 for all India. The joint specification combines four states of children aged 6-14 (studying, working in the market, working for the family or being inactive) with the employed/not employed status of mothers. Findings -- The results show that the mother's preferred choice is not working and sending children to school. This is especially true for more educated mothers. Also the father's education is positively (negatively) related to child schooling (work), but the effect is smaller as compared to that of mothers. All specifications yield the result that the probability of children working increases if their mothers work. Higher levels of household wealth play a fundamental role in lowering the risk of child work. Research limitations/implications -- This empirical model does not take into account the unobserved heterogeneity of two types -- namely, the residual correlation among the outcomes of mothers and children, and the residual correlation among children of the same mother. Practical implications -- The evidence that children of employed mothers have a higher risk of working suggests that the problem may be related to the low quality and pay of jobs accessible to women in India, especially in rural areas. The policy indication would then be to improve the condition of women in the labour market and also to improve the welfare of their children. Originality/value -- While women's and children's time allocation has been studied in separate settings, in this paper these two aspects are analysed together for the first time. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to investigate how cognitive and emotional job demands interact with job resources to influence work engagement, and whether work engagement mediates the association of job demands with job satisfaction. In collectivistic patriarchal societies women have fewer resources to devote to work; thus, based on Conservation of Resources theory, the authors have tested if job demands relate differently to work engagement for women than for men and if the mediation differs across genders. Design/methodology/approach: Using data collected from 724 bank officers in India, the authors used the PROCESS macro developed for SPSS to test the hypotheses. Findings: Gender interacted with job demands to influence work engagement, such that the relationship was stronger for men than for women. Moderated mediation analysis showed that men experience work engagement and through work engagement increased job satisfaction from challenging job demands, whereas these benefits do not accrue for women, and when they do, they are significantly less than for men. Originality/value: Most models and theories of organizational behavior have been developed in the western world where, relatively speaking, men and women enjoy almost equal privileges at work and at home. In collectivistic patriarchal societies, women are responsible for the lion's share of household chores (Rout et al., 1999) and thus have fewer resources to devote to work, affecting their work engagement and satisfaction. The results behoove researchers to consider gender as a study variable when designing studies on organizational phenomena. [ABSTRACT FROM AUTHOR]

This Paper examines and discusses the developments in the field of career management, bringing in the international Perspective. In particular the Paper explores career management practices in 108 Indian organizations. A factor analysis Procedure suggested five groups of Practices: formal Planning, formal active management, developmental, career stages and assessment. These are found to be associated with certain organizations, and cultural characteristics. The research has both theoretical and Practical implications. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to extend the under-researched work on service innovation by examining employee service innovative behavior in the Indian banking industry. In doing so, this study addresses the call for carrying out context-based research to advance service innovation literature.Design/methodology/approach Using convenience sampling and self-administered survey methods, data were obtained from professionals employed in Indian public sector banks (n=294).Findings Findings reveal that leader-member exchange (LMX) shares a positive relationship with employee service innovative behavior via work engagement. Results also indicate that job autonomy as moderator strengthened the relationship between LMX and employee service innovative behavior mediated by work engagement.Practical implications This study recommends that higher levels of LMX quality should be combined with enhanced levels of job autonomy for significantly influencing employee service innovative behavior.Originality/value Even though previous studies on service innovation have produced a significant piece of work, this study is among the first to propose and analyze a comprehensive and theoretically grounded structure of LMX, work engagement, job autonomy and employee service innovative behavior by incorporating social exchange and job characteristics theories. [ABSTRACT FROM AUTHOR]

Purpose: The concern for environmental sustainability has created the need for businesses to embrace new environmentally responsible behavior, values and beliefs. Developing green culture has the capability of influencing employee attitudes and behavior and instilling certain values that shape an internal culture. The purpose of this study is to understand the causal relationship between the factors that influence green organization culture (GOC) in manufacturing small and medium manufacturing enterprises (SMEs) since they are considered significant contributors to environmental pollution. The study also aims to execute the driving and dependency power analysis to find the most and least significant factors of GOC. Design/methodology/approach: The study identified eight factors through an extensive literature review and validated them with the specialists. The total interpretive structural modeling (TISM) approach was employed for discovering the interaction among the identified factors and developing their structural hierarchy. Further matriced impact croises multiplication applique (MICMAC) analysis was carried out to determine the driving-dependence power of each factor. Findings: The study discovered that the factors namely "Top management commitment and support towards green practices and workforce greening F(2)", "Internal regulatory forces towards the environmental system (F3)" and "Organization's mission including environmental concern (F6)" were observed to be the most significant ones. "Environment that creates green work-life balance F(8)" and "Environment that promotes green attitude and behavior F(4)" were identified to be extremely dependent on the remaining factors. Research limitations/implications: The proposed outline has been established in the context of India and is restricted to manufacturing SMEs. The methodology presented in the study relies solely on experts' opinions which are qualitative in nature. Integration with a different method can be used to do statistical validation and add new variables to the problem, thereby reducing restrictions. The findings may facilitate manufacturing SME owners/managers and HR managers to recognize the most and least important factors of GOC and their causal relationships. This will increase awareness of GOC practices among managers thus contributing to environmental performance. Practical implications: It is essential for manufacturing small and medium enterprises to enhance their GOC for reducing its negative impact on the environment and further for gaining competitive advantage. Also, this research will offer insights into environmental management and enlarge awareness in the subsequent fields: of academics, practitioners and decision-makers who are engaged in managing environmental issues at various stages. Originality/value: The researchers believe that the study is highly significant for manufacturing SMEs as they contribute to the economy as well as environmental degradation. Also, none of the research focused on understanding the causal relationships between the factors of GOC using the TISM approach in the Indian manufacturing SMEs context. This research adds an important contribution to the current GOC literature. [ABSTRACT FROM AUTHOR]

Purpose: The present research aims to provide a comprehensive understanding of the mechanism underlying the potential harmful outcomes of perceived organizational support (POS) in instigating unethical pro-organizational behavior (UPB). Integrating social exchange theory with social identity theory, the present study proposes the indirect effect of one's POS as the mechanism that leads an individual to commit UPB via organizational identification (OI). The authors also expect the role of an individual's moral identity (MI) in moderating the relationship between OI and UPB. Design/methodology/approach: The current research tests the proposed moderated mediation model by using two survey-based field studies consisting of 316 and 178 responses in study 1 and 2, respectively from working professionals of various organizations in India. Findings: The current research finds support for the proposed moderated mediation model where the POS leads to UPB through the indirect effects of OI. Also, an individual's MI plays a key role in moderating one's engagement in UPB. Originality/value: The current research integrates social exchange theory and social identity theory in the UPB literature in a logical and coherent manner. Furthermore, the current research also explains the role of multiple identities in enhancing and attenuating one's engagement in UPB. [ABSTRACT FROM AUTHOR]

Purpose: Although many probable consequences of workplace gossip have been featured prominently in the organizational behavior literature, existing research lags in identifying the possible causes behind it. In the present research, the authors aim to examine self-focused personality traits such as narcissism and core self-evaluation (CSE) as predictors of negative (NWG) and positive workplace gossip (PWG). In addition, the study tests the moderating influence of perceived organizational politics (POP) on the aforementioned relationships. Design/methodology/approach: The authors conducted a time lagged field study on a sample of 616 employees from various organizations across India. The proposed theoretical model was tested using structural equation modeling procedures in AMOS. Findings: Narcissism was found to relate significantly with NWG as well as PWG. CSE, on the other hand, showed significant association with NWG only. Further, POP was found to moderate the relationship between narcissism and PWG. Practical implications: Present study makes practitioners aware of the ubiquity of the phenomenon of gossip and encourages them to design and implement policies that cater to the needs of communication of employees. It also advises managers to carefully examine political scenario in the organization, and understand how it can be moulded for the betterment of employees as well as the organization. Originality/value: First, using social comparison theory, the authors introduce personality traits as predictors of NWG and PWG. Second, by exploring POP as the boundary condition, the authors take into account the most common yet unexplored factor that affects gossip behavior in the organizations. [ABSTRACT FROM AUTHOR]

Purpose: In the process of school-to-work transition, the role of general education and vocational education and training (VET) remains quite central. Based on the human capital theory, we estimate whether investment in VET brings additional returns for workers across the age cohorts. Design/methodology/approach: The focus of our study being the labour market in India, the data from the Periodic Labour Force Survey 2018–19, conducted by the National Statistical Office, has been used for analysis. We have applied the ordinary least square method with sample selection correction, the quasi-experimental technique of propensity score matching and heteroskedasticity based instrumental variable approach to estimate the returns with respect to no VET, formal VET and informal VET. Findings: Our study shows that workers with formal VET earn higher wages than workers with no VET or informal VET. The study finds that workers with informal VET do not earn higher wages than workers with no VET. Moreover, from the age cohort analysis, we have deduced that wage advantage of workers with formal VET persists across all age cohorts and, in fact, accentuates with an increase in age. Originality/value: We have estimated that VET being complemented with basic general education fetches higher returns in the labour market, especially when provided through formal channels. Moreover, to the best of our knowledge, in the case of developing countries where informal VET is widely provided, this is one of the first studies that captures the return to informal VET. Lastly, complementing the existing studies on the developed countries, we have estimated the returns to VET over the life cycle of the workers. [ABSTRACT FROM AUTHOR]

Purpose: The study explores the readiness of government agencies to adopt artificial intelligence (AI) to improve the efficiency of disaster relief operations (DRO). For understanding the behavior of state-level and national-level government agencies involved in DRO, this study grounds its theoretical arguments on the civic voluntarism model (CVM) and the unified theory of acceptance and use of technology (UTAUT). Design/methodology/approach: We collected the primary data for this study from government agencies involved in DRO in India. To test the proposed theoretical model, we administered an online survey questionnaire to 184 government agency employees. To test the hypotheses, we employed partial least squares structural equation modeling (PLS-SEM). Findings: Our findings confirm that resources (time, money and skills) significantly influence the behavioral intentions related to the adoption of AI tools for DRO. Additionally, we identified that the behavioral intentions positively translate into the actual adoption of AI tools. Research limitations/implications: Our study provides a unique viewpoint suited to understand the context of the adoption of AI in a governmental context. Companies often strive to invest in state-of-the-art technologies, but it is important to understand how government bodies involved in DRO strategize to adopt AI to improve efficiency. Originality/value: Our study offers a fresh perspective in understanding how the organizational culture and perspectives of government officials influence their inclinations to adopt AI for DRO. Additionally, it offers a multidimensional perspective by integrating the theoretical frameworks of CVM and UTAUT for a greater understanding of the adoption and deployment of AI tools with organizational culture and voluntariness as critical moderators. [ABSTRACT FROM AUTHOR]

Purpose: While prior studies have highlighted the brighter side of technology adoption in improving human resource (HR) functions, the dark side pertaining to the adoption of technology in people management within organizations has gone relatively unnoticed. The current study tries to demystify the dark side of electronic human resource management (e-HRM) by examining banking institutions in India which are believed to have undergone several transformations in recent years. Design/methodology/approach: This study adopts an inductive qualitative approach to examine the research problem. In total, 53 semi-structured interviews were conducted with the employees of eight public sector banks in India. The interviews were transcribed. The analysis of the data was done using the thematic analysis technique. Findings: The findings of the study suggest that there is a stratification of the workplace in banking institutions into digital natives and digital migrants. This social stratification is based on technology adoption and usage which has further created problems in the form of knowledge hiding and perceived workplace conflicts. Practical implications: The findings of the current study have important theoretical and managerial implications. It not only extends the current scholarship on the transtheoretical model of change but it also has strong managerial implications as it highlights the need for the adoption of customized e-HRM training curriculums for the workforce based on their age, education, work experience and expertise. Originality/value: Current research on the dark side of e-HRM is inadequate. Furthermore, the evolution of banking institutions from being a typical bureaucratic organization into a hybrid one has not been examined in the context of e-HRM. [ABSTRACT FROM AUTHOR]

Purpose: Rapid technological advancements and the ever-increasing demand for Internet and social networking sites worldwide have increased the opportunity for extensive use and misuse of these platforms. Research and practice have typically focused on the brighter side of social networking sites due to the adoption of EHRM (Electronic Human Resource Management). However, less is known about the dark side of EHRM, especially the drawbacks associated with the use of social networking (SNs) platforms in organisations. In addition, most of such studies have primarily involved the western country context, and in an emerging country scenario, these kinds of studies are limited. Hence, the study aims to investigate the complexities of the use of SNs as an e-HRM strategy in organisations in an emerging country context. Design/methodology/approach: Drawing on 26 in-depth interviews of HR practitioners and analysing their narratives surrounding employees' use of social networking (both enterprise social networks [ESNs] and social networking sites [SNSs]), this study illuminates the dark or the adverse side of EHRM. Specifically, it focuses on the link between employees' deviant workplace behaviour and their usage of social networking (SN) platforms in organisations (i.e. SNs at workplaces influencing employee's unethical behaviour at work). Findings: The empirical findings reveal the subtle intentional and unintentional indulgence of employees via SNs in various types of deviant behaviours such as sharing confidential information, bullying, harassment, breaching colleagues' privacy, etc., at the workplace in the emerging market context of India. Utilising the social networking perspective and the 4Ps of deviant theory, this article describes deviance behaviours in detail and explains the inadvertent complexities of leveraging SNs as an EHRM tool at the workplace. These insights then provide a starting point for discussing the theoretical and managerial implications of the research findings. Research limitations/implications: Derived from the current research, this model offers an integrative frame-work for understanding DWBs in SNs platforms in general. This also shows that use of SNs at workplace often leads the employee engaging in non-productive activity. Hence future studies can explore the application of this framework in organizations in detail, thus further highlighting the usefulness of EHRM to understand the employee behaviours at the workplace by the organisations. Practical implications: The research offers several managerial implications concerning the use of SNs as EHRM strategy at the workplace, which is perceived as a global challenge nowadays. Primarily it offers suggestions for the social media professionals and HR practitioners regarding the use of SNs in organisations. Originality/value: The study's findings highlight the complex process that explains how SNs as an EHRM strategy affect employee deviance behaviours in the workplace. Till date, no known study has considered the possible effect of SNs on deviance behavior at the workplace in an emerging country context. [ABSTRACT FROM AUTHOR]

Purpose: A better understanding of applicant attraction enables organizations to manage their talent needs, thus enhancing HR effectiveness. Even though generational difference exists in modern organizations, scholarly work investigating the salient predictors of applicant attraction between the Gen-X and millennial cohorts is missing. The authors attempt to inform the literature by addressing this gap. Design/methodology/approach: The study captures applicant attraction using a survey-based study of 1949 working employees in India, representing Gen-X and millennial generations. Findings: The study provides critical factors that differentially impact millennial and Gen-X members' attraction toward an organization. It also reveals that satisfaction in the current job affects millennials and the Gen-X cohorts differently. Research limitations/implications: Recruitment research has neglected the predictors of applicant attraction among generational cohorts. Further, studies on generational differences have originated in western contexts and have ignored the emerging economies. Based on the responses of working professionals, our study increases the generalizability of the results. Practical implications: The multi-generational workplace has the largest proportion of both Gen-X and millennial employees. A deeper understanding of their preferences can help HR practitioners leverage the drivers of applicant attraction. The study provides inputs to design recruitment strategies to target generational groups within and outside the organization. Originality/value: The present study examines the phenomenon in an emerging market marked by a high economic growth rate and an eastern cultural context. The study presents a more realistic representation of applicant needs by sourcing inputs from working employees across generation groups. [ABSTRACT FROM AUTHOR]

Purpose: Continuous learning has been referred to as an integral phenomenon of learning organization. While a range of studies have associated continuous learning with employee performance; understanding of this relationship remains underdeveloped in the context of mergers and acquisitions. The present study investigates the relationship among continuous learning, change-efficacy and contextual performance of employees working with a recently merged bank and further explores the mediating role of employees' change-efficacy in relationship between continuous learning and contextual performance of employees. Design/methodology/approach: A research model with underlying hypothesis is proposed by drawing upon the theory of transformative learning, social cognitive theory and theory of change management. Cross-sectional data was collected from bank employees undergoing integration in a post-merger phase. Findings: The findings of the study suggest that continuous learning influences employees' change-efficacy and change-efficacy significantly mediates the relationship between continuous learning and contextual performance of employees. The empirical association drawn from the variables has been recognized by extant research as a brighter manifestation of learning organizations. Research limitations/implications: The research is undertaken in a large Indian bank and the analysis is based on cross-sectional data which may not be generalized across a broader range of sectors and international environment. Practical implications: The findings of the study have a potential to help HR practitioners to utilize continuous learning in change management by enhancing contextual performance of employees post-mergers and acquisitions. Originality/value: The study is one of its kinds in a post-merger setup which captures the outcomes of continuous learning by either confirming or extending the existing theories. [ABSTRACT FROM AUTHOR]

This paper on women in labour unions in India highlights the occupational segregation suffered by women in union structures. The authors explore and document the extent of female participation in trade unions in India. They suggest that less than 8 per cent of the 380 million workforce in India are unionized and women account for a very small fraction of trade union membership. They provide a number of reasons for the low female membership and participation in unions. In the occupations where women are organized, the incidence of union leadership among women varies considerably. On the positive side, the authors note that India has been a pioneer in organizing women in the informal sector such as workers' cooperatives, self help groups such as Working Women's Forum and Self Employed Women's Association etc. In fact, they find that these unions are creating social unionism, thereby rewriting the meaning of trade unionism. The focus is on broad objectives of empowerment, development and fighting for their rights rather than the business unionism in North America (that is, focus on the bread and butter issues alone). The initiatives dictated by the Indian Constitution such as reservations or quotas for scheduled castes and scheduled tribes may have to be applied to labour unions and the private sector employers in the case of women in India. Policy makers and managers can learn a great deal from the theories discussed above. [ABSTRACT FROM AUTHOR]

Purpose: Work-family researchers examining work-family enrichment (WFE) have used a cross-domain model (Frone et al., 2003) to explain relationships between enrichment experienced and the satisfaction reported in the same domain. Recent research points out inconsistencies in this approach, arguing for a source attribution model in which increased satisfaction is reported in the domain where the source of enrichment resides. This study looks at bi-directional WFE and both forms of domain satisfaction, job and family, to explore relative strengths of these relationships in an Indian context, thereby extending theory on source vs cross-domain effects of enrichment. Design/methodology/approach: This study uses a single-source cross-sectional study of 508 married individuals working in the services sector in India, each with at least one child in the family. Structural equation modeling is used to test the hypotheses. Findings: The results support the source attribution perspective of enrichment where WFE shows stronger links to job satisfaction, and family-work enrichment (FEW) shows stronger links to family satisfaction. Our study revealed that dual-earners report higher satisfaction levels compared to those from single-earner households. Originality/value: In addition to advancing theory on source attribution for WFE, this is the first study to focus exclusively on married individuals with children to further help accentuate inter-domain resource transfer. In addition, this is one of the few studies to test out the theory of enrichment through service sector knowledge workers in a developing economy like India, where the service sector contributes to 60% of the GDP. [ABSTRACT FROM AUTHOR]

Purpose -- ISO 9000 yields visible and concrete benefits to organizations in the form of sustained product quality, enhanced market image, increased customer satisfaction, and long-term profitability. However, the derivative impact of ISO 9000 on the human side of the organization, especially its impact on the internal human environment, has been only scantily researched. The purpose of this study is to explore how the process of ISO 9000 implementation transforms the components of organizational climate, particularly the climate motives existing in an organization. Design/methodology/approach -- ISO 9000 system was deemed as the independent variable that could induce changes in organizational climate, the dependent variable. Climate was measured both before and after the implementation of ISO 9000, using Pareek's MAO-C instrument. Based on the scores obtained for the constituent climate motives, the patterns of organizational climate that prevailed in an organization both before and after ISO implementation were deciphered. Findings -- Results reveal that as a result of ISO 9000 implementation the dysfunctional organizational climate motives such as control, dependency, and affiliation undergo a u-turn transformation giving way to the functional and conducive climate motives such as achievement, expert influence, and extension. Originality/value -- The study endeavors to throw light on the favorable impact that ISO 9000 may have on organizational climate of organizations. The findings tend to prognosticate that when implemented well the ISO 9000 system could function not just as a quality enhancement instrument but in addition as a useful tool for strategic change management that could truly hold the potential for transforming both the character and performance of organizations. [ABSTRACT FROM AUTHOR]

Type A behavior pattern (TABP) is a constellation of behaviors which, when present in an individual, can lead to the deadly disease called coronary heart disease. TABP is mostly found in highly industrialized countries, especially among individuals engaged in competitive vocations. The most vulnerable groups are executives, entrepreneurs and persons leading very busy life schedules. It is reported that more than half of the North American population is type A. In Europe, TABP is on the increase. In the rest of the world, however, research evidence is scanty in understanding the existence of type A behavior. This study explores the existence of type A behavior among executives in India and explores the connection between executive performance and type A behavior. A total of 132 bank managers of a leading commercial bank participated in the study. Results indicated that a large majority of the managers possessed type A behavior and that the highest performers among them were the ones possessing the most marked TABP. [ABSTRACT FROM AUTHOR]

Studies the factors affecting the decision of workers' decision to join or not to join the unions in India. Data collection from Indian organization; Variables shaping anti- and pro-union attitude; Factors keeping non-members away from unions; Insights and implications to union and management.

Discusses the impact of societal diversity in India on corporations and their management. Analysis of the sources of diversity in India; Implications for human resource management; Experiences of select organizations; Conclusions about issues and approaches to coping with the emerging challenges.