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Labour Regulations, Growth and Employment: A South Asian Perspective 劳动法规、增长和就业:南亚视角
IF 1.7 Q3 Business, Management and Accounting Pub Date : 2021-11-02 DOI: 10.1177/23220937211049137
I. Islam
Drawing on the experience of four South Asian economies (Bangladesh, India, Pakistan, Sri Lanka), this article argues that properly designed labour market institutions and regulations play a pivotal role in engendering desirable economic and social dividends. The alternative is a Hobbesian world of an unregulated labour market, which is likely to produce poor wages and working conditions. Policymakers in the region should acknowledge common challenges pertaining to low utilisation of the skills and talents of young people, entrenched gender disparities, high, and in many cases rising, informality, significant incidence of working poverty and vulnerability. They should focus on designing complementary interventions to tackle such shared challenges rather than being fixated on the narrowly conceived notion of deregulating labour markets.
根据四个南亚经济体(孟加拉国、印度、巴基斯坦、斯里兰卡)的经验,本文认为,合理设计的劳动力市场制度和法规在产生理想的经济和社会红利方面发挥着关键作用。另一种选择是一个不受监管的劳动力市场的霍布斯世界,这可能会产生糟糕的工资和工作条件。该地区的政策制定者应该认识到共同的挑战,包括年轻人的技能和才能利用率低、根深蒂固的性别差距、高度的非正式性(在许多情况下还在上升)、工作贫困和脆弱性的发生率很高。他们应该专注于设计补充性干预措施,以应对这些共同挑战,而不是执着于放松劳动力市场管制的狭隘概念。
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引用次数: 2
Non-Violence at Workplace: The Way to Happiness and Well-Being: Interview with Dr Saamdu Chetri, as the Former Head of GNH Centre 工作场所的非暴力:快乐与福祉之道:采访GNH中心前主任Saamdu Chetri博士
IF 1.7 Q3 Business, Management and Accounting Pub Date : 2021-11-02 DOI: 10.1177/23220937211016697
Ayatakshee Sarkar
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引用次数: 0
Predicting Service Recovery Performance through Job Crafting Perception and Behaviour: Does Proactivity Make a Difference? 通过工作制作感知和行为预测服务恢复绩效:主动性有影响吗?
IF 1.7 Q3 Business, Management and Accounting Pub Date : 2021-10-05 DOI: 10.1177/23220937211046451
A. Zahoor
The central aim of this study is to investigate whether the proactive personality (PP) of frontline service employees moderates the impact of perceived opportunity to craft (POC) on actual job crafting (JC) behaviour. We also examine the consequent effect of JC on employee work engagement (WE) and perceived service recovery performance (SRP). Primary data collected from 624 dyads of Indian frontline banking employees and their immediate colleagues (peers) formed the basis of empirical analysis. Data on JC perception, WE and JC behaviour was self-reported by the employees. On the other hand, peer-rating was invited for frontline employees’ PP and recovery performance. Empirical results indicated that the likelihood of POC resulting in actual JC is significantly higher for proactive employees in comparison to their reactive counterparts. The results also suggest that JC nurtures WE which, in turn, enhances SRP.
本研究的主要目的是探讨一线服务员工的主动人格(PP)是否会调节感知到的制作机会(POC)对实际工作制作(JC)行为的影响。我们还研究了JC对员工工作敬业度(We)和感知服务恢复绩效(SRP)的影响。从624对印度一线银行员工及其直接同事(同行)中收集的原始数据构成了实证分析的基础。员工自我报告JC感知、WE和JC行为的数据。另一方面,邀请同行对一线员工的PP和恢复绩效进行评价。实证结果表明,主动员工的POC导致实际JC的可能性显著高于被动员工。结果还表明,JC培养WE,进而提高SRP。
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引用次数: 2
Mediating Role of Psychological Contract Fulfilment on the Relationship between Strength of HR Signal and Organisational Commitment: Evidence from the Indian Manufacturing Sector 心理契约履行在人力资源信号强度与组织承诺关系中的中介作用:来自印度制造业的证据
IF 1.7 Q3 Business, Management and Accounting Pub Date : 2021-09-30 DOI: 10.1177/23220937211043109
C. Bandyopadhyay, Kailash B. L. Srivastava
This study examined the relationship between human resource (HR) signals’ strength and affective organisational commitment (AOC) through the mediating role of psychological contract fulfilment (PCF). Survey data were collected from 460 manufacturing sector respondents. Structural equation modelling confirmed that HR signals’ strength and PCF positively influenced AOC. PCF also mediated the relationship between the HR signal and AOC’s strength. Results have theoretical implications, as well as practical implications for the management to consider fulfilling its obligations to meet employee needs and expectations through appropriate HR strategies for enhancing employees’ AOC.
本研究通过心理契约履行(PCF)的中介作用,考察了人力资源(HR)信号强度与情感性组织承诺之间的关系。调查数据收集自460名制造业受访者。结构方程模型证实HR信号强度和PCF正影响AOC。PCF还介导了HR信号与AOC强度之间的关系。研究结果对管理层考虑通过适当的人力资源策略来满足员工的需求和期望,从而提高员工的AOC,既具有理论意义,也具有实践意义。
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引用次数: 4
Caring with a Forced Smile: Emotional Labour Among Private Hospital Nurses in Sri Lanka 强颜欢笑:斯里兰卡私立医院护士的情绪劳动
IF 1.7 Q3 Business, Management and Accounting Pub Date : 2021-08-19 DOI: 10.1177/23220937211037221
S. Wanninayake, Michael O'Donnell, S. Williamson
Emotional labour among nurses is researched extensively. However, whether nurses in market-oriented, for-profit and customer-focused healthcare contexts performed emotional labour similarly to other nurses is severely underexplored. The minimal research available on this phenomenon have focused on Western for-profit healthcare contexts. Therefore, this article explores how nurses from for-profit healthcare sector performed emotional labour in a non-Western context—Sri Lanka. Using 30 interviews with private hospital nurses, this qualitative study found that scripted and closely managed behaviour routines, being subordinate to patients and their relatives, constant exposure to service recipients’ aggression and minimal organisational support led to a significant sense of powerlessness, loss of face, emotional exhaustion and tit-for-tat exchange of emotions with patients among nurses.
对护士情绪劳动进行了广泛的研究。然而,在以市场为导向、以营利为目的和以客户为中心的医疗保健环境中,护士是否与其他护士类似地进行情绪劳动,这一点尚未得到充分探讨。关于这一现象的最少研究都集中在西方的营利性医疗保健背景下。因此,本文探讨了营利性医疗保健部门的护士如何在非西方背景下进行情绪劳动-斯里兰卡。通过对30名私立医院护士的访谈,本定性研究发现,照本付书和严密管理的行为常规、从属于患者及其亲属、不断暴露于服务对象的攻击性和极少的组织支持,导致护士产生明显的无力感、失去面子、情绪疲惫和与患者针锋相对的情绪交流。
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引用次数: 2
HRM Through the Lens of an Academic Policy Maker: An Interview with Professor Dr Aamir Firoz Shamsi 从学术决策者的角度看人力资源管理:专访阿米尔·菲罗兹·沙姆西教授博士
IF 1.7 Q3 Business, Management and Accounting Pub Date : 2021-06-11 DOI: 10.1177/23220937211020908
Noman Soomro, Ambreen Ahmed
This interview provides an insight into the importance of Human Resource Management (HRM) through the perspective of an academic policymaker. The interview was exploratory and was conducted by considering the role of academic policymakers in the success of the field. The interview has identified vital information on the importance and advancement of HRM, its amalgamation, academia and industry liaison in the development of the HRM curriculum and local contextualisation. The interview also emphasised the factors to achieve HRM optimal growth, concerns to oversee, creation of opportunities, and future challenges and prospects for HRM learners.
这次访谈通过一个学术决策者的视角提供了对人力资源管理(HRM)重要性的洞察。访谈是探索性的,是通过考虑学术决策者在该领域成功中的作用来进行的。访谈中发现了人力资源管理的重要性和进步、人力资源管理的融合、人力资源管理课程发展中的学术界和工业界联系以及当地情况的重要信息。访谈还强调了实现人力资源管理最佳增长的因素,需要监督的问题,创造机会,以及人力资源管理学习者未来的挑战和前景。
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引用次数: 1
Internal GIG Ecosystem in IT/ITeS Organisations for Non-linear Growth 非线性增长的IT/ITeS组织内部GIG生态系统
IF 1.7 Q3 Business, Management and Accounting Pub Date : 2021-06-04 DOI: 10.1177/23220937211013266
D. Dutta, P. Mirchandani, K. P. Anasha
The Indian IT/ITeS industry is a significant contributor to India’s GDP and has had an impressive growth trajectory. However, it continues to be plagued with talent shortages, managing employee satisfaction, growth aspirations and reducing attrition. COVID-19 has presented an unprecedented opportunity for IT service organisations to transform the established paradigm of working. The industry has been exploring non-linear growth models that address the talent demand-supply gap. With skilled talent shortage continuing to limit the industry growth, non-linear initiatives of growth are urgently required. We propose a model of ‘Internal Gig’ worker (I-GIG) for the IT services industry. The new I-GIG workforce would be providing non-linear outcomes without increasing costs significantly. We also argue that this model would be motivational for employees who opt for it, with commensurate reward motivations to engage them. Additionally, this model would enable the workanywhere, anytime and leverage talent availability on a global scale.
印度IT/ITeS行业是印度GDP的重要贡献者,有着令人印象深刻的增长轨迹。然而,它仍然受到人才短缺、管理员工满意度、增长愿望和减少人员流失等问题的困扰。COVID-19为IT服务组织提供了一个前所未有的机会,可以改变现有的工作模式。该行业一直在探索解决人才供需缺口的非线性增长模型。由于熟练人才短缺继续限制行业增长,迫切需要非线性增长计划。我们为IT服务行业提出了一个“内部零工”工人(I-GIG)模型。新的I-GIG劳动力将在不显著增加成本的情况下提供非线性结果。我们还认为,对于选择这种模式的员工来说,这种模式将具有激励作用,并提供相应的奖励动机来吸引他们。此外,这种模式可以实现随时随地的工作,并在全球范围内利用人才。
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引用次数: 1
Peer Review Excellence Award Winners 同行评议优秀奖得主
IF 1.7 Q3 Business, Management and Accounting Pub Date : 2021-06-01 DOI: 10.1177/23220937211001973
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引用次数: 0
Navigating the Crises of COVID-19: Human Resource Professionals Battle Against the Pandemic 应对COVID-19危机:人力资源专业人员与大流行作斗争
IF 1.7 Q3 Business, Management and Accounting Pub Date : 2021-05-25 DOI: 10.1177/23220937211018021
A. Adikaram, H. Priyankara, N. Naotunna
This article aims to examine the experiences of human resource professionals (HRPs) in managing crises posed by the COVID-19 pandemic. Employing qualitative research methodology, in-depth interviews with 24 HRPs of different industries were carried out. The findings indicate how the HRPs have navigated through five phases of the crisis as (a) anticipatory; (b) crisis; (c) adjustment; (d) rebounding; (e) continuance or reverting to old ways, struggling with many decisions and actions. The periods that companies took to navigate these different stages and the success of how they faced the crises posed by the pandemic mainly depend on factors such as the level of preparedness, nature of the industry, availability of resources, and role of the HRPs. The learning from the experiences of the HRPs and the phases they have navigated through will help to successfully manage similar crises in the future.
本文旨在探讨人力资源专业人员在管理COVID-19大流行带来的危机方面的经验。采用质性研究方法,对24位不同行业的人力资源管理者进行深度访谈。调查结果表明,难民专员办事处是如何顺利度过危机的五个阶段的:(a)预期;(b)危机;(c)调整;(d)反弹;(e)继续或回到老路,在许多决定和行动中挣扎。公司度过这些不同阶段所需的时间,以及它们如何成功应对疫情带来的危机,主要取决于准备水平、行业性质、资源可用性和人力资源协调人的作用等因素。从人道主义行动方案的经验和它们所走过的阶段中吸取教训,将有助于今后成功地管理类似的危机。
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引用次数: 15
The Relationship Between Transformational Leadership and Organisational Learning Capability with the Mediating Role of Perceived Human Resource Effectiveness 变革型领导与组织学习能力的关系及感知人力资源效能的中介作用
IF 1.7 Q3 Business, Management and Accounting Pub Date : 2021-03-31 DOI: 10.1177/2322093721997197
Shiza Kazmi, Fizza Kanwal, Kashif Rathore, Kiran Faheem, A. Fatima
The study investigates the relationship between transformational leadership (TL) and organisational learning capability (OLC) and explores the mediating role of human resource (HR) effectiveness. A quantitative survey method was used to gather data from the software industry in Pakistan through a self-administered questionnaire (N = 504). Both exploratory and confirmatory factor analyses were conducted to check the reliability and validity of the research instrument. In addition, structural equation modelling (SEM) was used to test the proposed hypotheses. Research findings have demonstrated that TL positively affects OLC in software companies. Moreover, perceived HR effectiveness mediates the relationship between TL and OLC. Current research has several theoretical and practical implications as it extends the ability-motivation-opportunity (AMO) theory by considering perceived HR effectiveness as an important facilitator of a firm’s learning capability. This study provides valuable insights for organisational leaders to ensure HR effectiveness in terms of HR practices including recruitment, training and compensation for the development of learning capabilities. It also recommends managers to adopt TL for utilising HR effectiveness in order to improve learning at an organisational level.
本研究考察了变革型领导(TL)与组织学习能力(OLC)之间的关系,并探讨了人力资源效率(HR)的中介作用。本研究采用定量调查方法,通过自行填写的问卷(N = 504)收集巴基斯坦软件行业的数据。进行了探索性和验证性因素分析,以检验研究工具的信度和效度。此外,利用结构方程模型(SEM)对提出的假设进行了检验。研究结果表明,在软件公司中,TL正影响着OLC。此外,感知人力资源效能在学习效率与学习效率之间起中介作用。当前的研究将人力资源感知有效性视为企业学习能力的重要促进因素,从而拓展了能力-动机-机会(AMO)理论,具有一定的理论和实践意义。本研究为组织领导者提供了宝贵的见解,以确保人力资源的有效性,包括招聘,培训和薪酬的学习能力的发展。它还建议管理者采用TL来利用人力资源效率,以改善组织层面的学习。
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引用次数: 6
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South Asian Journal of Human Resource Management
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