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For a long time, supervisory ratings have dominated the appraisal process. With growing interest in the 'human element', the literature on employee performance appraisal has witnessed a shift in favor of self-reporting, with ample evidence to endorse the benefits of self-rating over 'rating by others'. The literature highlights the discrepancy between supervisory rating and self-rating and thus challenges the validity of the latter on varied grounds. Building on this, the present paper explores the relationship between different dimensions of employee performance, viz., contextual performance, task performance, and counterproductive behavior,using published research and data from two major companies operating in the dairy sector in India. The findings endorse self-rating as a credible tool to measure performance. [ABSTRACT FROM AUTHOR]

India is one of the most populated countries in the world and was famously known as the golden bird. It was known for its rich cultural heritage and some of the world’s most significant educational institutions. Over the countless decades and centuries, the invaders exploited the resources for their advantage. At the decline of the independence in 1947, it was left backward with one of the poorest economies of the world of that time. The richness of erstwhile India, the status of the golden bird, the sacred intellectual space that India occupied has only textual value for the present generation. Through this academic paper, an attempt has been made to address the following questions: what was the state of the economy of India during the pre- and post-independence period, how has India transformed herself from one of the most impoverished economies in 1947 to currently the third-largest economy in the world, and how is the current economic and non-economic status of India.

Employee engagement has received great attention from research scholars and practitioners owing to its positive outcomes for the employees and the organizations. Over the years, efforts have been made by both HRD scholars and practitioners to measure and capitalize employee engagement. As a result, measurement tools focusing on different aspects of employee engagement have been developed and used. However, in the absence of a precise definition of employee engagement, the instruments differ in terms of variables being measured. The purpose of this study is to conduct a structured literature review of the major measurement tools of employee engagement. Ten measurement instruments were reviewed and assessed with regard to definitions, scales, properties, reliability and validity. It is believed that the paper shall make a significant contribution to the literature on employee engagement, and it is suggested that measurement instruments having scales linked to the agreed-upon construct of employee engagement will be useful for both academicians and practitioners. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to empirically examine herding in the Indian stock market and investigates its intensity during market asymmetries. Design/methodology/approach: The study used 3035 daily, 639 weekly, 147 monthly and 49 quarterly observations of S&P BSE 30 for the period 2006-2018 (till March) to investigate flock behaviour using conventional methods by Christie and Huang (1995) and Chang et al. (2000) and an augmented model by Yao et al. (2014). Results/findings: The results revealed non-existent herd activity among the Indian investors for normal as well as turbulent (crisis) market phases. The positive herding coefficients signify divergent trading stemming from apparent rationality of the Indian investors. Originality: This study contributed to the literature by testing herding using both high and low frequency data. Also, the present study corrected the established measures for possible multicollinearity between independent regressors and correlation between dependent variable and its lagged values over time. [ABSTRACT FROM AUTHOR]