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Human Resource (HR) analytics is the process of collecting and analyzing employee data to understand the association between HR practices and firm performance to make decisions and formulate strategies. The study aims to systematically evaluate the literature on HR analytics under three aspects: decision-making, performance, and HR practices and functions. For this purpose, the study systematically reviews the literature on HR analytics available on Web of Science database. The study reviews 43 papers relating to HR analytics and finds decision-making as the building block for various effective HR practices and for enhancing the performance of employees. With regard to other available HR practices, organizations view recruitment and selection, retention, turnover, training, and employee engagement as crucial. These are the areas where management uses HR analytics for tackling big data and improving performance. The study further highlights the value addition HR analytics provides. By analyzing the interconnections between various factors through co-occurrence network analysis, the study shows that the importance management attaches to workforce data (through effective HR practices) while making strategic decisions plays a crucial role in enhancing the performance of the organization. [ABSTRACT FROM AUTHOR]

Corporate Social Responsibility (CSR) is very complex in nature due to its dynamic behavior and association with society and stakeholders. It is one of the most researched phenomena, but most of the studies have been carried out in the context of its linkage to financial performance, consumer behavior and marketing strategy neglecting the human resource management perspective. Only a few studies have considered employee emotions and feelings towards CSR. This paper explores the dimensions of CSR practices and its nexus with employee engagement and organizational performance. The study focuses on CSR as a significant contributing factor among the antecedents of employee engagement that has emerged as sustainable business strategy. A comprehensive literature review has been conducted to examine the impact of CSR on engagement and performance. The study found two dimensions of CSR practices-- internal CSR and external CSR--in which the internal CSR dimension has more influence in engaging employees as compared to external CSR dimension. It is also revealed that engagement is found to be a multifaceted strategy for organizational performance. Finally, the paper confirms the positive relationship between CSR practices and engagement, CSR and organizational performance and employee engagement and organizational performance. The study significantly contributes to the understanding of CSR strategy from an academic point of view that initiates newer avenues of CSR dimensions in shaping employees' attitude and behavior. [ABSTRACT FROM AUTHOR]

Information technology tools have proven to be the desired response for sustaining organizational performance. The paper examines the perceptions of students towards e-leadership. It is based on the observations obtained through a survey from 105 students. An important finding in this paper is that e-leaders will encourage the exchange of information in the organization. The swift decisions, continuous sense of urgency and speed have made e-leadership a vital part of the organization. However, this has certain limitations such as misunderstanding, lack of trust and empathy [ABSTRACT FROM AUTHOR]

This paper aims to examine the relationship among effective time management, individual performance and organizational performance and the mediating effect of individual performance in the relationship between effective time management and organizational performance. In order to achieve the study objectives, primary data was collected from 120 managerial level employees in select financial institutions operating in Trincomalee district of Sri Lanka. The simple mediation analysis was used to test the research model. The findings of the study reveal that positive and significant relationship exists among the study variables. Moreover, the study indicated that individual performance of employee mediates the relationship between effective time management and organizational performance. The current study is considered to be vital in understanding the empirical knowledge regarding the relationship among effective time management, individual performance and organizational performance. [ABSTRACT FROM AUTHOR]

At the organizational level, achieving goals and objectives for profit maximization has been a common approach. We very often discuss issues like inefficiency in planning or lack of proper personnel management, which result in major setbacks for an organization. This paper seeks to find solutions to such issues. In this regard, the paper proposes a new concept called 'Impact Index'. It further, elaborates on the concept of impact index and discusses the factors that positively or negatively affect it. The paper puts forth this theory aimed at effective results, be it at an organizational level or individual level, with an effort to elaborate as to why organizations need to start implementing this theory and the vast benefits it gives. The paper also discusses how an organization can assign work and recruit new talent using the impact index. [ABSTRACT FROM AUTHOR]

Employee engagement is an emerging approach for organizational success as well as holding talented employees. Engagement contributes extensively to an organization's performance, leading to improvement in profitability, customer satisfaction and long-term financial results. It also helps the employees to make a noteworthy contribution to their organization. Lack of consensus among the academicians, research scholars and management consultants on the definition of engagement has created an academic and research gap. A majority of reviewed conceptualizations shared a multidimensional nature of employee engagement. This paper is based on quantitative content analysis of employee engagement. The purpose of the study is to determine the frequency of different dimensions employed to define engagement. The results illustrate that psychological investment and workrole performances are the most counted dimensions to measure employee engagement. [ABSTRACT FROM AUTHOR]

The paper aims to throw light on High Performance Work Practices (HPWPs) spanning the management discourse and augmenting people-oriented approach, resulting in sterling performance. The authors contend that the best way to reap the benefits of HR practices is to consider employees as valued asset of the organization and have certain delineated bundles of practices with a staunch perspective to create a synergistic environment for building economics as well as human capital. An attempt has been made to discuss and understand the recent trends in HPWPs in greater depth, moving beyond improvising knowledge, skills and abilities. [ABSTRACT FROM AUTHOR]

This study explores the evolution of workforce agility through a bibliometric analysis of 1,207 articles published between 1990 and 2022. It traces the shift from early research focused on manufacturing agility to contemporary studies that emphasize human capital, organizational learning, stakeholder and people perspective and innovation. Using co-citation analysis and thematic mapping, the study identifies key emerging themes such as HRM, cross-training, and leadership's role in fostering agility. Clustering in both co-citation and bibliographic coupling analysis provides a more comprehensive view of the intellectual structure and thematic evolution of workforce agility research. The findings highlight the growing importance of aligning IT capabilities, business processes, and organizational culture to enable workforce agility. The study contributes to the literature by uncovering under-researched areas and offering insights for future empirical works to better understand how workforce agility impacts organizational performance. [ABSTRACT FROM AUTHOR]

This study aims to identify the dynamic capability of sustainable companies in the Indian financial services industry. It uses a mixed-method approach. Based on a qualitative content analysis of sustainability reports of companies in the Nifty Financial Services Index between 2013 and 2018, and rating of the companies for sustainable business performance, the study identified HDFC Bank Ltd. as the most outstanding company in India's financial services industry. It further explored the publicly available information to delineate the dynamic capability of HDFC Bank. Sustainable leadership, under CEO Aditya Puri emerged as the dynamic capability, enabling HDFC Bank to positively impact society and the environment, while ensuring sustainable business performance. The study demonstrates the effectiveness of sustainable leadership as a dynamic capability. [ABSTRACT FROM AUTHOR]

Psychological ownership is considered as one of the important employeeorganization linkages. Many studies have empirically demonstrated its favorable workplace outcomes, yet the research on its antecedents is relatively limited, particularly in the Indian context. This paper aims to reduce these gaps. It investigates the role of perceived organizational and supervisory support as antecedents to two distinct forms of psychological ownership (job focused and organization focused) in a sample of 162 IT professionals from India. The results indicate that the former is variously related to two forms of psychological ownership. Also, relationship between perceived supervisory support and both forms of psychological ownership was mediated by perceived organizational support. Practical implications of these results are discussed and future research pathways are suggested. [ABSTRACT FROM AUTHOR]

Organizational commitment has been researcher's topic of interest for many years now due to its evident impact on the individual and firm performance. Fast paced changes in the service industry of India have evolved and changed employees' workrelated attitudes and behaviors. Considering this fact, the prevailing constructs might have undergone changes and evolved further based on environmental dynamicity. Thus, this paper aims at determining the key dimensions of commitment and also at validating the most widely used three-component model of Allen and Meyer (1990) for the Indian banks and insurance firms. A sample of 154 employees from top four banks and insurance firms has revealed the emergence of three distinct factors in commitment construct using exploratory factor analysis. Further, three-factor measurement model was developed and tested for construct validity and reliability using confirmatory factor analysis. The goodness of fit for the model was determined using various reliable model fit indices. The findings of the study revealed significant fit of the tested model. The presence of all three components of commitment, viz., affective, normative and continuance, was similar to the theorized model. The results have highlighted the good fit and applicability of the model in the Indian financial service sector. [ABSTRACT FROM AUTHOR]

The Information Technology (IT) industry in India is driven by a large pool of talented technically competent employees. However, at times, these intellectual capitals are neglected by the organizations. This can affect the employee morale, job commitment levels and eventually cripple the business. The primary objective of this paper is to analyze the relationship between the perceived levels of job commitment and intellectually stimulating factors. A cross-sectional study was conducted on a sample size of 150 IT professionals across six companies in Bangalore and Mysore regions, Karnataka. The perceived levels of job commitment in the presence and absence of intellectually stimulating factors were tested using parametric approach. The outcome of the study revealed that in the presence of intellectually stimulating factors, employees are more content with their jobs and their commitment to the job is stronger. [ABSTRACT FROM AUTHOR]

Research and training are very important drivers of economic development and account for differences in development levels between and among countries. In Africa and most Third World countries, research and training are mostly carried out by state entities specifically formed for the purpose. However, the performance of the public service has been criticized due to unpredictable and unsatisfactory performance. As the population increases and the demand on meager resources is also on the rise, the role of research and training becomes more critical. However, there is only scanty empirical research on the performance of state corporations in research and training. Therefore, this study attempts to investigate the influence of employee engagement on the performance of research and training state corporations in Kenya. Specifically, the study seeks to investigate the influence of demographic characteristics on the relationship between employee engagement and the performance of research and training state corporations in Kenya. The study found that employee engagement has a significant influence on organizational performance and that the relationship between them is moderated by age, education and tenure. The study concluded that employers should pay attention to the demographic composition of their workforce while providing safe and secure work environment that lowers staff turnover. [ABSTRACT FROM AUTHOR]

This study contributes to our understanding of the mediating mechanism of work engagement through which psychological climate of an organization is linked with the organizational effectiveness. We developed and tested a mediation model associating between the latent constructs of organizational effectiveness. Our model evaluates the premise that employees' favorable perceptions of the organizational settings are directed towards increased organizational effectiveness through an individual-level construct, work engagement. Overall, data from 300 employees in different service organizations in India support this model. Data analysis, performed using Structural Equation Modeling (SEM) approach, revealed that work engagement fully mediates the relationship between psychological climate and organizational effectiveness, suggesting that employees' engagement with their work plays a significant role in shaping the effectiveness of their organization. [ABSTRACT FROM AUTHOR]