Pub Date : 2022-04-18DOI: 10.1177/23220937221086121
Subhra Pattnaik, Mousumi Padhi
The COVID-19 ‘new normal’ has forced organisations to reinvent business practices including rewards in order to retain and motivate employees. This article reviewed the published literature to identify the changing Total Rewards strategies adopted by firms in India as they navigated the various phases of this unprecedented pandemic. The review of academic papers as well as practitioner articles or news articles on relevant themes published in the period of 2020–2021 was followed by semi-structured interviews with 12 human resource practitioners working in the Compensation and Benefits or Total Rewards function across various organisations in India to arrive at the findings of the study. The study revealed that most firms have adopted a compassionate approach while reformulating their Total Rewards strategy. Agility, fairness and hyper-personalisation form the cornerstones for relooking at the Total Rewards dimensions such as pay, benefits, learning and development, and work environment. Spurred by the pandemic, the article highlights the endeavour of Indian firms to imbibe compassion into their Total Rewards strategies by being agile, fair and hyper-personalised. Further, it also lists potential challenges that Indian reward leaders might need to address to successfully implement and sustain a compassionate Total Rewards culture in their organisations.
{"title":"Towards Compassionate Total Rewards: COVID-19’s Clarion Call for a Paradigmatic Shift","authors":"Subhra Pattnaik, Mousumi Padhi","doi":"10.1177/23220937221086121","DOIUrl":"https://doi.org/10.1177/23220937221086121","url":null,"abstract":"The COVID-19 ‘new normal’ has forced organisations to reinvent business practices including rewards in order to retain and motivate employees. This article reviewed the published literature to identify the changing Total Rewards strategies adopted by firms in India as they navigated the various phases of this unprecedented pandemic. The review of academic papers as well as practitioner articles or news articles on relevant themes published in the period of 2020–2021 was followed by semi-structured interviews with 12 human resource practitioners working in the Compensation and Benefits or Total Rewards function across various organisations in India to arrive at the findings of the study. The study revealed that most firms have adopted a compassionate approach while reformulating their Total Rewards strategy. Agility, fairness and hyper-personalisation form the cornerstones for relooking at the Total Rewards dimensions such as pay, benefits, learning and development, and work environment. Spurred by the pandemic, the article highlights the endeavour of Indian firms to imbibe compassion into their Total Rewards strategies by being agile, fair and hyper-personalised. Further, it also lists potential challenges that Indian reward leaders might need to address to successfully implement and sustain a compassionate Total Rewards culture in their organisations.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"10 1","pages":"152 - 162"},"PeriodicalIF":1.7,"publicationDate":"2022-04-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49575117","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 : 2022-04-14DOI: 10.1177/23220937221090413
Bilal Ahmad, Nadia Nasir
Drawing on the conservation of resources (CoR) theory, this study examined whether career decision-making self-efficacy (CDSE) intervenes in the association of employees’ boundaryless career orientation and career optimism. The study further sets out to assess the interactional contribution of employees’ consideration of distant future consequences—future (CFC-F) on the fore connection of employees’ CDSE and optimism. In this vein, data were collected from 211 electronic media employees through cluster sampling via an electronically administered questionnaire. SPSS 21 and SmartPLS 3.0 were used for preliminary data analyses and hypothesis testing, respectively. The results showed that CDSE significantly and positively intervened in the relationship between boundaryless career orientation and career optimism. Furthermore, the interactional effect of CFC-F was also found significant in a way that employees demonstrated a higher degree of career optimism at the higher levels of CFC-F. Hence, the premise of CoR theory that constructive resources (e.g., boundaryless career orientation) help individuals to gain other key resources (e.g., CDSE, optimism) was substantiated. Theoretical and practical implications of the study were also discussed.
{"title":"Choose to be Optimistic, it Feels Better! The Role of Career Decision-making Self-efficacy on the Relationship between Boundaryless Career Orientation and Career Optimism","authors":"Bilal Ahmad, Nadia Nasir","doi":"10.1177/23220937221090413","DOIUrl":"https://doi.org/10.1177/23220937221090413","url":null,"abstract":"Drawing on the conservation of resources (CoR) theory, this study examined whether career decision-making self-efficacy (CDSE) intervenes in the association of employees’ boundaryless career orientation and career optimism. The study further sets out to assess the interactional contribution of employees’ consideration of distant future consequences—future (CFC-F) on the fore connection of employees’ CDSE and optimism. In this vein, data were collected from 211 electronic media employees through cluster sampling via an electronically administered questionnaire. SPSS 21 and SmartPLS 3.0 were used for preliminary data analyses and hypothesis testing, respectively. The results showed that CDSE significantly and positively intervened in the relationship between boundaryless career orientation and career optimism. Furthermore, the interactional effect of CFC-F was also found significant in a way that employees demonstrated a higher degree of career optimism at the higher levels of CFC-F. Hence, the premise of CoR theory that constructive resources (e.g., boundaryless career orientation) help individuals to gain other key resources (e.g., CDSE, optimism) was substantiated. Theoretical and practical implications of the study were also discussed.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"10 1","pages":"9 - 35"},"PeriodicalIF":1.7,"publicationDate":"2022-04-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47104320","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 : 2022-03-14DOI: 10.1177/23220937221081946
S. Sreejith, M. Mathirajan
Although researchers recommend the continuous performance evaluation of employees (CPEE), literature is scant about a procedural framework for CPEE. This article aims to develop a simple and robust method for CPEE using the modified Pugh matrix method (MPMM). The criteria for CPEE are compared pairwise using the analytical hierarchy process (AHP), followed by a comparison of employees using MPMM to determine and rank the employees based on their performance. The proposed method is successfully validated in an organisation, and the working mechanism of MPMM is demonstrated. Implications of the proposed method for CPEE and the scope for future work are also discussed.
{"title":"A Modified Pugh Matrix Method for Continuous Performance Evaluation of Employees","authors":"S. Sreejith, M. Mathirajan","doi":"10.1177/23220937221081946","DOIUrl":"https://doi.org/10.1177/23220937221081946","url":null,"abstract":"Although researchers recommend the continuous performance evaluation of employees (CPEE), literature is scant about a procedural framework for CPEE. This article aims to develop a simple and robust method for CPEE using the modified Pugh matrix method (MPMM). The criteria for CPEE are compared pairwise using the analytical hierarchy process (AHP), followed by a comparison of employees using MPMM to determine and rank the employees based on their performance. The proposed method is successfully validated in an organisation, and the working mechanism of MPMM is demonstrated. Implications of the proposed method for CPEE and the scope for future work are also discussed.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"3 1","pages":"149 - 163"},"PeriodicalIF":1.7,"publicationDate":"2022-03-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78807543","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 : 2022-03-10DOI: 10.1177/23220937221076296
Anubhuti Saxena, A. Prasad
Workplace spirituality (WPS) has gained acknowledgement as a significant discipline in the corporate world. The dynamic environment leaves all the organisations in a quandary as to how to manage and take relevant and ethical decisions at the same time. However, despite the unprecedented challenges, organisations need to continuously stay agile, innovate for self-development and growth, and ultimately augment the wealth of the nation. It is at this time that WPS acquires utmost importance for the leaders. The research article intends to develop a scale and add new dimensions to the literature for measuring WPS from the point of view of the existing bank employees. We conducted two studies for testing the scale. For conducting Study 1, we applied exploratory factor analysis (EFA) with varimax rotation, and for Study 2, we applied second-order confirmatory factor analysis (CFA). Statistics were drawn from 406 employees from banks in Delhi National Capital Region (NCR). The results showed that WPS has seven dimensions, namely, meaningfulness, compassion, gratitude, authenticity, embracing diversity, resilience and inner peace, and others’ orientation. It may be useful for managers to analyse these dimensions in detail in order to identify their impact on employee work attitudes and job outcomes. We believe that this is a pioneering wherein WPS has been represented as a second-order factor. The concluding part of this paper contains an incisive discussion on future developments in the spirituality domain.
{"title":"Conceptualisation and Validation of Multidimensional Measure of Workplace Spirituality","authors":"Anubhuti Saxena, A. Prasad","doi":"10.1177/23220937221076296","DOIUrl":"https://doi.org/10.1177/23220937221076296","url":null,"abstract":"Workplace spirituality (WPS) has gained acknowledgement as a significant discipline in the corporate world. The dynamic environment leaves all the organisations in a quandary as to how to manage and take relevant and ethical decisions at the same time. However, despite the unprecedented challenges, organisations need to continuously stay agile, innovate for self-development and growth, and ultimately augment the wealth of the nation. It is at this time that WPS acquires utmost importance for the leaders. The research article intends to develop a scale and add new dimensions to the literature for measuring WPS from the point of view of the existing bank employees. We conducted two studies for testing the scale. For conducting Study 1, we applied exploratory factor analysis (EFA) with varimax rotation, and for Study 2, we applied second-order confirmatory factor analysis (CFA). Statistics were drawn from 406 employees from banks in Delhi National Capital Region (NCR). The results showed that WPS has seven dimensions, namely, meaningfulness, compassion, gratitude, authenticity, embracing diversity, resilience and inner peace, and others’ orientation. It may be useful for managers to analyse these dimensions in detail in order to identify their impact on employee work attitudes and job outcomes. We believe that this is a pioneering wherein WPS has been represented as a second-order factor. The concluding part of this paper contains an incisive discussion on future developments in the spirituality domain.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"16 1","pages":"100 - 129"},"PeriodicalIF":1.7,"publicationDate":"2022-03-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"91198664","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 : 2022-02-13DOI: 10.1177/23220937221076245
Yamini Chandra, Jignasu Yagnik
The sudden, rapid and ongoing outbreak of novel coronavirus disease-2019 (COVID-19) has forced social distancing and lockdowns. Many people have already started experiencing an elevated feeling of loneliness, emotional distress, anxious and depressive thoughts related to the concerns for the disrupted social, emotional, spiritual, professional and financial wellbeing of family, friends and self. Many are feeling distressed on recurring thoughts about how long this pandemic will last, whether our family and friends will be infected and how long we will be living in this condition. Hence, the researchers of this study anticipated that the COVID-19 outbreak would be highly stressful to the people and will have psychological consequences of varying degrees. This study examines the relationship of stress, anxiety with health locus of control (HLOC) among entrepreneurs and employees serving in organisations, and the coping strategies they have adopted to overcome it. Using the quasi-experiment method, the data were collected using the perceived stress scale (PSS) and multidimensional health locus of control (MHLC) from 91 entrepreneurs and employees. The findings indicated a significant association between HLOC and stress. It was observed that respondents were aware that the current work stress is arising because of a struggle to balance personal and professional lives during the pandemic. Further, it was also observed that stress was significantly higher in employees than entrepreneurs, and HLOC types positively impacted their stress levels.
{"title":"Experience of Perceived Stress and Impact of Health Locus of Control During COVID-19 Pandemic: Investigating Entrepreneurs and Corporate Employees","authors":"Yamini Chandra, Jignasu Yagnik","doi":"10.1177/23220937221076245","DOIUrl":"https://doi.org/10.1177/23220937221076245","url":null,"abstract":"The sudden, rapid and ongoing outbreak of novel coronavirus disease-2019 (COVID-19) has forced social distancing and lockdowns. Many people have already started experiencing an elevated feeling of loneliness, emotional distress, anxious and depressive thoughts related to the concerns for the disrupted social, emotional, spiritual, professional and financial wellbeing of family, friends and self. Many are feeling distressed on recurring thoughts about how long this pandemic will last, whether our family and friends will be infected and how long we will be living in this condition. Hence, the researchers of this study anticipated that the COVID-19 outbreak would be highly stressful to the people and will have psychological consequences of varying degrees. This study examines the relationship of stress, anxiety with health locus of control (HLOC) among entrepreneurs and employees serving in organisations, and the coping strategies they have adopted to overcome it. Using the quasi-experiment method, the data were collected using the perceived stress scale (PSS) and multidimensional health locus of control (MHLC) from 91 entrepreneurs and employees. The findings indicated a significant association between HLOC and stress. It was observed that respondents were aware that the current work stress is arising because of a struggle to balance personal and professional lives during the pandemic. Further, it was also observed that stress was significantly higher in employees than entrepreneurs, and HLOC types positively impacted their stress levels.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"71 1","pages":"79 - 99"},"PeriodicalIF":1.7,"publicationDate":"2022-02-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78083542","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 : 2021-12-12DOI: 10.1177/23220937211059617
Muhammad Asad, G. Dastgeer, Nadeem Uz Zaman, Zeeshan Khalid, M. Brohi, Asia Bibi
In this study we attempted to explore the effect of authentic leadership on followers’ feedback reactions in the performance appraisal context using trust in leader as the mediating variable. We collected data from a sample of 183 employees working in the information technology sector of Pakistan using a self-administered questionnaire, employing a cross-sectional study design with convenience sampling technique. The study provided empirical evidence about the effect of authentic leadership on performance feedback reactions and the associated mediating mechanism. It drew on authentic leadership theory and investigated why such a leadership style was important in making the performance appraisal process successful and effective. As hypothesized, authentic leadership significantly predicted perceived feedback accuracy and utility (two feedback reactions in performance appraisal). Our findings confirmed that there was a significant mediating effect of trust in leaders between authentic leadership and performance feedback reactions. The inferences drawn based on the results suggested that raters’ authenticity in performance appraisal context creates a trusting situation and leads to ratees’ perception of feedback accuracy and utility.
{"title":"The Role of Authentic Leadership in Shaping Performance Feedback Reactions: The Mediating Role of Trust in Leader","authors":"Muhammad Asad, G. Dastgeer, Nadeem Uz Zaman, Zeeshan Khalid, M. Brohi, Asia Bibi","doi":"10.1177/23220937211059617","DOIUrl":"https://doi.org/10.1177/23220937211059617","url":null,"abstract":"In this study we attempted to explore the effect of authentic leadership on followers’ feedback reactions in the performance appraisal context using trust in leader as the mediating variable. We collected data from a sample of 183 employees working in the information technology sector of Pakistan using a self-administered questionnaire, employing a cross-sectional study design with convenience sampling technique. The study provided empirical evidence about the effect of authentic leadership on performance feedback reactions and the associated mediating mechanism. It drew on authentic leadership theory and investigated why such a leadership style was important in making the performance appraisal process successful and effective. As hypothesized, authentic leadership significantly predicted perceived feedback accuracy and utility (two feedback reactions in performance appraisal). Our findings confirmed that there was a significant mediating effect of trust in leaders between authentic leadership and performance feedback reactions. The inferences drawn based on the results suggested that raters’ authenticity in performance appraisal context creates a trusting situation and leads to ratees’ perception of feedback accuracy and utility.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"41 1","pages":"33 - 52"},"PeriodicalIF":1.7,"publicationDate":"2021-12-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81342910","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 : 2021-12-12DOI: 10.1177/23220937211016175
Nachiketa Tripathi, Syed Mohammad Akrama Ali Rizvi
{"title":"Thomas B. Lawrence and Nelson Phillips, Constructing Organizational Life: How Social—Symbolic Work Shapes Selves, Organizations and Institutions","authors":"Nachiketa Tripathi, Syed Mohammad Akrama Ali Rizvi","doi":"10.1177/23220937211016175","DOIUrl":"https://doi.org/10.1177/23220937211016175","url":null,"abstract":"","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"36 1","pages":"171 - 177"},"PeriodicalIF":1.7,"publicationDate":"2021-12-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82115799","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 : 2021-12-03DOI: 10.1177/23220937211059626
Stuti Jalan, N. Garg
The inclusion of spirituality at workplaces has yielded significant advantages for the employees and the organisations. The present study probes the optimistic facet of workplace spirituality (WPS) to identify its linkages with one of the most daunting issues for organisations, occupational stress (OS). Police officers from Himachal Pradesh, a hilly state in Northern India, were approached and responses were collected from 385 participants. The study utilises the three-dimensional WPS measure conceptualised by Milliman et al. (2003). Sense of community and value alignment was found to be explaining significant variance in occupational stress. The findings demonstrate the importance of embracing WPS as an effective tool for alleviating OS, thereby augmenting the performance and morale and guiding strategy formulation of future human resource development activities.
{"title":"Exploring Linkages Between Workplace Spirituality and Occupational Stress Among Indian Police Personnel","authors":"Stuti Jalan, N. Garg","doi":"10.1177/23220937211059626","DOIUrl":"https://doi.org/10.1177/23220937211059626","url":null,"abstract":"The inclusion of spirituality at workplaces has yielded significant advantages for the employees and the organisations. The present study probes the optimistic facet of workplace spirituality (WPS) to identify its linkages with one of the most daunting issues for organisations, occupational stress (OS). Police officers from Himachal Pradesh, a hilly state in Northern India, were approached and responses were collected from 385 participants. The study utilises the three-dimensional WPS measure conceptualised by Milliman et al. (2003). Sense of community and value alignment was found to be explaining significant variance in occupational stress. The findings demonstrate the importance of embracing WPS as an effective tool for alleviating OS, thereby augmenting the performance and morale and guiding strategy formulation of future human resource development activities.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"18 1","pages":"53 - 78"},"PeriodicalIF":1.7,"publicationDate":"2021-12-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73635939","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 : 2021-11-17DOI: 10.1177/23220937211056139
Aparna Kulkarni, Mahima Mishra
In most organisations, women are underrepresented in top positions. Many aspects of Women’s Leadership are studied in the literature for underrepresentation of women leaders. This study aims to analyse and consolidate the insights about those aspects of Women’s Leadership, which gives them a stable and secure position in the organisation, beyond the unseen walls of gender discrimination. These aspects are barriers, enablers, strengths and weaknesses of Women’s Leadership. The research method used for the study is a systematic literature review method. Peer-reviewed, scholarly journal articles and book references between 1990 and 2021 identified from the Scopus and Web of Sciences databases are considered for the study. The result showed much uniformity in the ‘Women’s Leadership’ phenomenon, globally. This research found that Women’s Leadership studies are mostly conducted in areas such as social sciences, business and management, medicine, education, etc. It also found that most women-leadership-related studies are conducted in developed countries where the percentage of women leaders is comparatively higher than in other industries. Still, women leaders in both developed and developing countries face similar barriers during their careers. The gender gap and the glass ceiling they have to break are some of the issues experienced by women in any organisation. Organisational bias, lack of assertiveness and poor networking also pose barriers to Women’s Leadership. Yet, there are some enablers for Women’s Leadership, such as mentoring, good training programmes and workplace culture. However, maintaining a work–life balance, working under pressure and excluding informal communication are considered as limitations for Women’s Leadership. Strengths, such as high emotional intelligence, empathy, democratic leadership style, sincerity and ability to make decisions under critical circumstances benefit the organisation. This study will help to get an integrated and consolidated theoretical review of different aspects of Women’s Leadership in the organisation. Moreover, the study can help to implement various organisational policies to increase the percentage of women in leadership roles.
在大多数组织中，女性在高层职位上的代表性不足。女性领导的许多方面都研究在文献中女性领导人的代表性不足。本研究旨在分析和巩固关于女性领导力的这些方面的见解，这使她们在组织中拥有稳定和安全的地位，超越了看不见的性别歧视之墙。这些方面是妇女领导的障碍、促成因素、优势和劣势。本研究采用的研究方法是系统文献综述法。该研究考虑了从Scopus和Web of Sciences数据库中确定的1990年至2021年间的同行评审学术期刊文章和书籍参考文献。结果显示，全球范围内的“女性领导力”现象非常一致。这项研究发现，女性领导力研究主要在社会科学、商业和管理、医学、教育等领域进行。报告还发现，大多数与女性领导力相关的研究都是在发达国家进行的，在这些国家，女性领导者的比例相对高于其他行业。尽管如此，发达国家和发展中国家的女性领导人在职业生涯中都面临着类似的障碍。性别差距和她们必须打破的玻璃天花板是女性在任何组织中都会遇到的一些问题。组织偏见、缺乏自信和糟糕的人际关系也构成了女性领导力的障碍。然而，女性领导力也有一些推动因素，比如指导、良好的培训计划和职场文化。然而，保持工作与生活的平衡，在压力下工作和排除非正式沟通被认为是女性领导力的限制。高情商、同理心、民主的领导风格、真诚和在关键情况下做出决策的能力等优势对组织有利。这项研究将有助于对组织中妇女领导的不同方面进行综合和巩固的理论审查。此外，这项研究可以帮助实施各种组织政策，以增加女性担任领导角色的比例。
{"title":"Aspects of Women’s Leadership in the Organisation: Systematic Literature Review","authors":"Aparna Kulkarni, Mahima Mishra","doi":"10.1177/23220937211056139","DOIUrl":"https://doi.org/10.1177/23220937211056139","url":null,"abstract":"In most organisations, women are underrepresented in top positions. Many aspects of Women’s Leadership are studied in the literature for underrepresentation of women leaders. This study aims to analyse and consolidate the insights about those aspects of Women’s Leadership, which gives them a stable and secure position in the organisation, beyond the unseen walls of gender discrimination. These aspects are barriers, enablers, strengths and weaknesses of Women’s Leadership. The research method used for the study is a systematic literature review method. Peer-reviewed, scholarly journal articles and book references between 1990 and 2021 identified from the Scopus and Web of Sciences databases are considered for the study. The result showed much uniformity in the ‘Women’s Leadership’ phenomenon, globally. This research found that Women’s Leadership studies are mostly conducted in areas such as social sciences, business and management, medicine, education, etc. It also found that most women-leadership-related studies are conducted in developed countries where the percentage of women leaders is comparatively higher than in other industries. Still, women leaders in both developed and developing countries face similar barriers during their careers. The gender gap and the glass ceiling they have to break are some of the issues experienced by women in any organisation. Organisational bias, lack of assertiveness and poor networking also pose barriers to Women’s Leadership. Yet, there are some enablers for Women’s Leadership, such as mentoring, good training programmes and workplace culture. However, maintaining a work–life balance, working under pressure and excluding informal communication are considered as limitations for Women’s Leadership. Strengths, such as high emotional intelligence, empathy, democratic leadership style, sincerity and ability to make decisions under critical circumstances benefit the organisation. This study will help to get an integrated and consolidated theoretical review of different aspects of Women’s Leadership in the organisation. Moreover, the study can help to implement various organisational policies to increase the percentage of women in leadership roles.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"61 1","pages":"9 - 32"},"PeriodicalIF":1.7,"publicationDate":"2021-11-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90953930","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 : 2021-11-02DOI: 10.1177/23220937211010231
M. Absar
{"title":"Vishal Gupta, First Among Equals: ‘T-R-E-A-T’ Leadership for ‘L-E-A-P’ in a Knowledge-Based World","authors":"M. Absar","doi":"10.1177/23220937211010231","DOIUrl":"https://doi.org/10.1177/23220937211010231","url":null,"abstract":"","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"10 1","pages":"299 - 303"},"PeriodicalIF":1.7,"publicationDate":"2021-11-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83374785","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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