Pub Date : 2019-05-13DOI: 10.1177/2322093719835023
Kimberly M. Lukaszewski
{"title":"M. Thite (Ed.), E-HRM: Digital Approaches, Directions & Applications","authors":"Kimberly M. Lukaszewski","doi":"10.1177/2322093719835023","DOIUrl":"https://doi.org/10.1177/2322093719835023","url":null,"abstract":"","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"1 1","pages":"126 - 127"},"PeriodicalIF":1.7,"publicationDate":"2019-05-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73793684","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-04-21DOI: 10.1177/2322093719838076
Shweta Bhatia, Sigamani Panneer
Abstract The article reviews the impact of globalization on the quality of contemporary business education in India. When the Indian government liberalized the business education market in the 1990s, it was assumed that creation of business schools would automatically lead to employment-ready individuals, especially in managerial roles. On the contrary, certain trends suggest that business schools have been producing suboptimally skilled individuals for the industry, leading to an incessantly widening skill–employability gap. The article discusses the plausible reasons for this gap. The article also argues for integrating emotional intelligence (EI) as a key behavioural skill in management education framework.
{"title":"Globalization and Its Impact on Business Education in Emerging Economies: A Case of India","authors":"Shweta Bhatia, Sigamani Panneer","doi":"10.1177/2322093719838076","DOIUrl":"https://doi.org/10.1177/2322093719838076","url":null,"abstract":"Abstract The article reviews the impact of globalization on the quality of contemporary business education in India. When the Indian government liberalized the business education market in the 1990s, it was assumed that creation of business schools would automatically lead to employment-ready individuals, especially in managerial roles. On the contrary, certain trends suggest that business schools have been producing suboptimally skilled individuals for the industry, leading to an incessantly widening skill–employability gap. The article discusses the plausible reasons for this gap. The article also argues for integrating emotional intelligence (EI) as a key behavioural skill in management education framework.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"14 1","pages":"278 - 291"},"PeriodicalIF":1.7,"publicationDate":"2019-04-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74326507","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-04-01DOI: 10.1177/2322093719828889
Aneel Kumar, Ghulam Ali Arain, Khalil Ahmed Channa
Abstract This study investigates the moderating role of social support (i.e., supervisor, co-workers and the family) in the relationship between organizational injustice (i.e., distributive and procedural) and work interference with family (WIF; i.e., strain and behaviour based). Quantitative data were collected from employees working in public sector health-care organizations of Pakistan through survey questionnaires (N = 255). This study finds significant effects of distributive and procedural injustice in engendering the negative experiences of strain- and behaviour-based WIF, in the employees of health-care organizations. The moderating effect of co-worker and family support provided mixed results. The supervisory social support was not found as a moderator. Findings of this study suggest that health-care organizations should pay serious attention to the ineffective work family policies and procedure to develop a family-friendly work environment. The supervisors should be given a role in work family policies and procedure development. The mitigating effect of co-workers’ support showed that the employees should be provided with proper knowledge on the policies and procedures of their organizations. The support of family members can also be either benign or harmful.
{"title":"Relationship Between Organizational Injustice and Work Interference with Family: The Role of Social Support","authors":"Aneel Kumar, Ghulam Ali Arain, Khalil Ahmed Channa","doi":"10.1177/2322093719828889","DOIUrl":"https://doi.org/10.1177/2322093719828889","url":null,"abstract":"Abstract This study investigates the moderating role of social support (i.e., supervisor, co-workers and the family) in the relationship between organizational injustice (i.e., distributive and procedural) and work interference with family (WIF; i.e., strain and behaviour based). Quantitative data were collected from employees working in public sector health-care organizations of Pakistan through survey questionnaires (N = 255). This study finds significant effects of distributive and procedural injustice in engendering the negative experiences of strain- and behaviour-based WIF, in the employees of health-care organizations. The moderating effect of co-worker and family support provided mixed results. The supervisory social support was not found as a moderator. Findings of this study suggest that health-care organizations should pay serious attention to the ineffective work family policies and procedure to develop a family-friendly work environment. The supervisors should be given a role in work family policies and procedure development. The mitigating effect of co-workers’ support showed that the employees should be provided with proper knowledge on the policies and procedures of their organizations. The support of family members can also be either benign or harmful.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"22 1","pages":"129 - 155"},"PeriodicalIF":1.7,"publicationDate":"2019-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88059550","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-03-28DOI: 10.1177/2322093719830807
M. Padmasiri, Pavithra Kailasapathy, A. Jayawardana
Abstract This article defines a person’s environment as a combination of work and family environments by extending the person–environment fit theory to include the family domain. The study extends the person–environment fit construct by including person–job fit, person–organization fit, person–group fit, person–supervisor fit (all in work environment) and person–family fit (family environment). In the two studies that were carried using operational-level employees from various industries, we empirically develop a scale for the new concept person–family fit, validated person–family fit scale and the person–environment fit construct. This study makes several theoretical contributions including defining person–family fit construct, developing a scale to measure the same and confirming its inclusion into the person–environment fit construct. Managerial implications are provided to ensure person–job fit, person–group fit, person–supervisor fit and person–family fit in the working environment.
{"title":"Development of the Person–Family Fit Construct: An Extension of Person–Environment Fit into the Family Domain","authors":"M. Padmasiri, Pavithra Kailasapathy, A. Jayawardana","doi":"10.1177/2322093719830807","DOIUrl":"https://doi.org/10.1177/2322093719830807","url":null,"abstract":"Abstract This article defines a person’s environment as a combination of work and family environments by extending the person–environment fit theory to include the family domain. The study extends the person–environment fit construct by including person–job fit, person–organization fit, person–group fit, person–supervisor fit (all in work environment) and person–family fit (family environment). In the two studies that were carried using operational-level employees from various industries, we empirically develop a scale for the new concept person–family fit, validated person–family fit scale and the person–environment fit construct. This study makes several theoretical contributions including defining person–family fit construct, developing a scale to measure the same and confirming its inclusion into the person–environment fit construct. Managerial implications are provided to ensure person–job fit, person–group fit, person–supervisor fit and person–family fit in the working environment.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"25 1","pages":"156 - 176"},"PeriodicalIF":1.7,"publicationDate":"2019-03-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86602967","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-01-21DOI: 10.1177/2322093718821217
T. Chowdhury, M. K. Miah
Abstract This study offers an “employability skill index” for entry-level job seekers and compares the skill requirements of local and multinational corporations (MNCs) in Bangladesh through a structural equation modelling approach. The primary data were collected from 1,285 managers in 24 local companies and 27 MNCs in Bangladesh. The results of the study revealed an eight-dimensional 33-item index with significant differences in skill requirements between local companies and MNCs. The study found that local companies put more emphasis on “Reliability Skills” and “Integrity Skills”. MNCs, on the other hand, highlighted “Interactive Skills” and “Academic Skills” substantially. Finally, the article suggests some directions for future research.
{"title":"Developing Multidimensional Employability Skill Index: A Study of Local and Multinational Companies in Bangladesh","authors":"T. Chowdhury, M. K. Miah","doi":"10.1177/2322093718821217","DOIUrl":"https://doi.org/10.1177/2322093718821217","url":null,"abstract":"Abstract This study offers an “employability skill index” for entry-level job seekers and compares the skill requirements of local and multinational corporations (MNCs) in Bangladesh through a structural equation modelling approach. The primary data were collected from 1,285 managers in 24 local companies and 27 MNCs in Bangladesh. The results of the study revealed an eight-dimensional 33-item index with significant differences in skill requirements between local companies and MNCs. The study found that local companies put more emphasis on “Reliability Skills” and “Integrity Skills”. MNCs, on the other hand, highlighted “Interactive Skills” and “Academic Skills” substantially. Finally, the article suggests some directions for future research.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"21 1","pages":"73 - 96"},"PeriodicalIF":1.7,"publicationDate":"2019-01-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88086440","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-01-18DOI: 10.1177/2322093718813407
G. Patel, M. Annapoorna
Abstract Societal and global advancement increasingly depends upon research, invention, innovation and adaptation; all of these are products of educated mind. Education is public good in LDCs and need Government involvement to function effectively. National Education Policies of India in 1968, 1986 and 1992 (revised) have recommended 6% of GDP to spend on education which unfortunately was on an average 3.77% in last one and half decade. This insufficient funding can be considered as one of the factors for India’s low ranking in terms of Human Development Index. Descriptive and analytical methods are used to study the relationship between Public Education expenditure and Human Resource Development of India by using the secondary data collected through the reliable sources like Ministry of human resource development and Human Development reports published by UNDP. To analyse the relationship between spending by the Government on education and improvement in quality of Human resource, Granger Causality Test is applied. The results of the study show the influence of Public education expenditure on Human Resource Development in India.
{"title":"Public Education Expenditure and Its Impact on Human Resource Development in India: An Empirical Analysis","authors":"G. Patel, M. Annapoorna","doi":"10.1177/2322093718813407","DOIUrl":"https://doi.org/10.1177/2322093718813407","url":null,"abstract":"Abstract Societal and global advancement increasingly depends upon research, invention, innovation and adaptation; all of these are products of educated mind. Education is public good in LDCs and need Government involvement to function effectively. National Education Policies of India in 1968, 1986 and 1992 (revised) have recommended 6% of GDP to spend on education which unfortunately was on an average 3.77% in last one and half decade. This insufficient funding can be considered as one of the factors for India’s low ranking in terms of Human Development Index. Descriptive and analytical methods are used to study the relationship between Public Education expenditure and Human Resource Development of India by using the secondary data collected through the reliable sources like Ministry of human resource development and Human Development reports published by UNDP. To analyse the relationship between spending by the Government on education and improvement in quality of Human resource, Granger Causality Test is applied. The results of the study show the influence of Public education expenditure on Human Resource Development in India.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"18 1","pages":"109 - 97"},"PeriodicalIF":1.7,"publicationDate":"2019-01-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79663783","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-01-13DOI: 10.1177/2322093718813665
Noman Soomro
{"title":"Interview with Mukesh Kumar, Provincial Chief—Sindh, Small and Medium Enterprises Development Authority, Pakistan","authors":"Noman Soomro","doi":"10.1177/2322093718813665","DOIUrl":"https://doi.org/10.1177/2322093718813665","url":null,"abstract":"","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"104 1","pages":"110 - 116"},"PeriodicalIF":1.7,"publicationDate":"2019-01-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87730933","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2018-11-28DOI: 10.1177/2322093718802734
G. Mahapatra
I have over 13 years of experience in management consulting, business research and HR analytics and have worked as both a seller of research/consulting and a user in two large IT services firms. Currently, I run a start-up called Unearth Insights wherein we are developing decision insights products for niche technology start-ups, venture capitalists and enterprise clients. We are attempting to disrupt consulting and analytics through a model of “pay for insight” rather than big and thick data. I have been associated and actively participated with senior business and HR leaders to shape operations strategies of companies, identify human capital implications and design people practices, enhancing performance and productivity of the organization. On the consulting side, I have engaged with global giants on market entry strategy, industry analysis and assessment, talent supply mapping, vendor analysis, peer group benchmarking, financial analysis and war gaming across IT, software product development, pharma/FMCG and agri-manufacturing sectors. Additionally, my fortitude lies in crafting expertise in business development initiatives like industry teasers, target identification and proposal development. Prior to Unearth, I was with HCL Technologies, leading the Market Intelligence and HR Analytics practice, delivering value consulting through research and analytics to CHRO, CEO and the board. I have also worked with Accenture India and boutique consulting firms such as Zinnov and Knowledge Faber.
{"title":"Interview with Mr Gaurav Vasu, Founder and CEO, Unearth Insights","authors":"G. Mahapatra","doi":"10.1177/2322093718802734","DOIUrl":"https://doi.org/10.1177/2322093718802734","url":null,"abstract":"I have over 13 years of experience in management consulting, business research and HR analytics and have worked as both a seller of research/consulting and a user in two large IT services firms. Currently, I run a start-up called Unearth Insights wherein we are developing decision insights products for niche technology start-ups, venture capitalists and enterprise clients. We are attempting to disrupt consulting and analytics through a model of “pay for insight” rather than big and thick data. I have been associated and actively participated with senior business and HR leaders to shape operations strategies of companies, identify human capital implications and design people practices, enhancing performance and productivity of the organization. On the consulting side, I have engaged with global giants on market entry strategy, industry analysis and assessment, talent supply mapping, vendor analysis, peer group benchmarking, financial analysis and war gaming across IT, software product development, pharma/FMCG and agri-manufacturing sectors. Additionally, my fortitude lies in crafting expertise in business development initiatives like industry teasers, target identification and proposal development. Prior to Unearth, I was with HCL Technologies, leading the Market Intelligence and HR Analytics practice, delivering value consulting through research and analytics to CHRO, CEO and the board. I have also worked with Accenture India and boutique consulting firms such as Zinnov and Knowledge Faber.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"435 1","pages":"254 - 260"},"PeriodicalIF":1.7,"publicationDate":"2018-11-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75068695","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2018-11-28DOI: 10.1177/2322093718803425
P. Bandyopadhyay
{"title":"Ganesh Chella, Harish Devarajan and V. J. Rao, HR HERE AND NOW: The Making of the Quintessential People Champion","authors":"P. Bandyopadhyay","doi":"10.1177/2322093718803425","DOIUrl":"https://doi.org/10.1177/2322093718803425","url":null,"abstract":"","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"20 1","pages":"261 - 264"},"PeriodicalIF":1.7,"publicationDate":"2018-11-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90998250","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2018-11-19DOI: 10.1177/2322093718803210
Md. Shamsul Arefin, N. Islam
Abstract Training and development activities in the banking sector of Bangladesh are quite extensive due to the compliance requirements for the central bank and other banks. These training programmes focus not only on increasing knowledge but also on transferring that knowledge to the job. However, the effectiveness with which training is transferred primarily depends on the motivation to transfer. There is extant research from recent years on the motivation to transfer training in different industries and in this sector. However, little is known about the motivation to transfer training in the banking industry of Bangladesh. Thus, this study attempts to identify the factors that influence the motivation to transfer training in the banking sector of Bangladesh. A sample of 275 employees who obtained training from banks was surveyed using a structured questionnaire. Data were analysed using the structural equation modelling (SEM) technique. The results show that self-efficacy, supervisory support and opportunity to perform have a significant impact on the motivation to transfer training in the banking industry of Bangladesh. This study suggests that the supervisory styles and working environment of banks play the most important role in motivating employees to transfer training in this sector of Bangladesh.
{"title":"A Study on the Motivation to Transfer Training in the Banking Industry of Bangladesh","authors":"Md. Shamsul Arefin, N. Islam","doi":"10.1177/2322093718803210","DOIUrl":"https://doi.org/10.1177/2322093718803210","url":null,"abstract":"Abstract Training and development activities in the banking sector of Bangladesh are quite extensive due to the compliance requirements for the central bank and other banks. These training programmes focus not only on increasing knowledge but also on transferring that knowledge to the job. However, the effectiveness with which training is transferred primarily depends on the motivation to transfer. There is extant research from recent years on the motivation to transfer training in different industries and in this sector. However, little is known about the motivation to transfer training in the banking industry of Bangladesh. Thus, this study attempts to identify the factors that influence the motivation to transfer training in the banking sector of Bangladesh. A sample of 275 employees who obtained training from banks was surveyed using a structured questionnaire. Data were analysed using the structural equation modelling (SEM) technique. The results show that self-efficacy, supervisory support and opportunity to perform have a significant impact on the motivation to transfer training in the banking industry of Bangladesh. This study suggests that the supervisory styles and working environment of banks play the most important role in motivating employees to transfer training in this sector of Bangladesh.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"20 1","pages":"45 - 72"},"PeriodicalIF":1.7,"publicationDate":"2018-11-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83358192","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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