Indian Management Research Articles

Management of Students’ Motivation in Business Schools: A test of an indigenous model

The construct of need saliency posits that different levels of priority are attached to different categories of needs in a given subset of human population. Accordingly some needs are regarded as salient whereas other needs are considered non-salient. The present investigation provides an empirical test of this pan-cultural model. Indian management students were administered with a multipart study behaviour questionnaire. They were asked to rank-order 16 study outcome factors. These include brand name of institution, gaining knowledge, cordial relationship, opportunity for higher studies, supportive learning environment, interesting course-work, sound policies, multi-skilling, healthy interpersonal relations, collaborative learning, professionally competent teachers, well-planned schedule, individual attention, freedom from social pressure, job prospect, and fair assessment. The model suggests that motivation is significantly related to salient need satisfaction. In contrast motivation is unrelated to non-salient need satisfaction. The examination of relationship between salient need satisfaction and motivation provided supportive evidence for the indigenous model.

Bridging the rigour-relevance gap in management research through collaboration: an empirical investigation and implications

The academic research relevance to industry is an ongoing debate, and it is considered of little relevance to practitioners. The wider gap between academic research and practitioner disciplines leads to irrelevant theory formulation and invalid practice. This paper reassesses the rigour-relevance gap in the context of management research in India and suggests that collaboration between academicians and researchers can bridge the gap. The collaborative research state is empirically examined among top 5% management researchers in India, and the growth of collaborative research is modelled. The model shows that the collaborative research among top Indian management researchers has reached its peak at around the year 2014 and has entered declining phase. While many of the researches are carried out in the light of the rigour-relevance debate in examining the problem and providing solutions, the present study focuses on the empirical analysis of the present state of collaborative research in India and models its growth.

Moving Beyond Mimicry: Developing Hybrid Spaces in Indian Business Schools

We analyze the identity work of Indian management educators and scholars as they seek to establish, maintain, and revise a sense of self in the context of business school globalization. We show how...

WATER SHED MANAGEMENT AND POLICIES IN INDIA

WATER SHED MANAGEMENT AND POLICIES IN INDIA

Exploring nature of workplace bullying and psychometric properties of negative acts questionnaire-revised (NAQ-R) in Indian organizations

PurposeAn extensive amount of literature is available on workplace bullying in the Western context. With specific reference to the Indian context, there is limited literature on nature of workplace bullying in Indian organizations as well, as there is no valid instrument to measure the prevalence of workplace bullying in Indian organizations. This paper aims to explore the nature of workplace bullying in Indian organization and examine the psychometric properties of Negative Acts Questionnaire-Revised (NAQ-R) in Indian context.Design/methodology/approachData were collected through a hardcopy version of a survey from 835 Indian managers during working hours.FindingsThe analysis identified three major categories and constituent sub-categories of bullying behaviors. The NAQ-R was found appropriate on psychometric criteria.Research limitations/implicationsGender-blind perspective towards approaching bullying and no sector-wise differentiation in nature of bullying are the limitations of the study.Practical implicationsAn understanding of nature of workplace bullying in Indian organizational may help managers to identify and timely intervene the bullying situations. This study can help to strengthen the potentialities of NAQ-R as a major organizational diagnosis measure for examining bullying in Indian organizations. A validation of NAQ-R would also help to stimulate the academic work on bullying in India and allow for cross-cultural comparison of studies.Originality/valueThis is the first study to examine psychometric properties of the NAQ-R in Indian settings.

Dimensions of role efficacy and managerial effectiveness: evidence from India

PurposeWhile a range of studies have been undertaken on role efficacy (RE) and managerial effectiveness (ME), understanding of the link between RE and ME in the extant literature remains underdeveloped and, in particular, there is a need to develop appreciation of the phenomenon in varying (national and cultural) contexts. The purpose of this paper is to advance the understanding of ME by considering the relationship between RE and ME in the Indian context. In tandem with this focus, the study considers the parallel underlying dynamic and influence of social cognitive frameworks and adaptive self-regulation mechanisms.Design/methodology/approachThe study employs a quantitative methodology and follows a correlational design. A survey questionnaire was employed sequentially (the independent variable was measured at time 1 and the dependent variable was measure at time 2) in order to collect data from 294 Indian managers. Structural equation modeling was used to ascertain the validity of measures and multiple hierarchical regression analysis was conducted to test the study hypotheses.FindingsThe results of the study identify that RE dimensions, i.e. role making, role centering and role linkage were significantly and positively related to ME and these findings are particularly important in relation to the transforming cultures of Indian work and organizational environments. These findings advance the understanding of social cognitive theory and adaptive self-regulation processes in relation to RE and ME.Practical implicationsThe empirical results of this study suggest that RE-related components may be used as means to boost employee effectiveness.Originality/valueThe study identifies a significant role for RE in relation to beneficial outcomes for ME. These findings contribute to the field of social cognitive mechanisms by establishing positive relationships in domain link efficacy, i.e. RE and ME.

Interrogating the Negative Discourse of Performance Appraisal

It is possible that performance appraisals embody imaginations of the law in terms of making organisations as rationally ordered spaces. However, this fantasy of law may open several violent possibilities in the conduct of appraisals and may reduce employees into technical subjects rather than dialogical and political actors. Therefore, performance appraisals may embody the dirty work of expunging the political subjectivity of employees. Specifically by relying on narrative accounts of fifteen Indian managers, we argue that performance appraisals could constitute employees within dramas of atonement, nastiness and tragic heroism. Overall, we argue that it may be useful to consider all work as dirty work and understand processes of social construction through which dirtiness of many forms of work is concealed. Within the context of dirty work, this may be a more effective strategy for resisting the selective construction of stigmas.

Micro Variables Identification for SUPPLY Chain Management Practices in Context of Flexible System in Indian Gas Industry

Present paper recognizes a set of micro variables for the Supply Chain Management (SCM) practices in context of flexible system (FS) practices and groups them into different categories for gas industry in India. Grounded on a detailed literature analysis, twenty-four micro variables were recognized and a structured questionnaire was created and distributed to middle level managers to senior level managers from various sectors of Indian gas industry. In total 309 valid replies were obtained on a five point Likert scale ranging from unimportant to most vital. Statistical analysis was used to create the reliability and validity of the questionnaire. Factor analysis identified five factors of SCM practices in context of FS Practices. Further, descriptive statistics was used to find their importance in Indian gas context. Present work would help practitioners and Indian gas managers for understanding the importance of these variables and their role in SCM practices in relations of FS practices.

Antecedents and consequences of work significance in Indian organizations

The purpose of the present study was to investigate the nature of work significance and identify its key antecedents and consequences in Indian organizations. Partial least squares modeling (N = 300 working Indian managers) confirmed the reliability and validity of the proposeda priorimodel. Furthermore, a mediation-moderation analysis suggested that work significance had a significant mediating influence between antecedent and consequent variables, and its influence was not moderated by the type of organization studied in the research. The applied values of the research along with its limitations and future directions are briefly discussed.

Toward more practical measurement of teamwork skills

PurposeThe purpose of this study was to take a fresh look at how well instruments commonly used to calibrate teamwork skills reflect the reality of today’s workplace. Given the number of teamwork skills instruments that have been available for many decades, the question was, why still are so many workplace teams not successful?Design/methodology/approachThis practitioner exploration identified insights from a small group of experienced Indian managers on what makes a successful team. It compares these insights to the dimensions identified in one readily available practitioner-developed teamwork skills instrument and to those characteristics identified in the literature.FindingsThe match was less than perfect between the criteria these experienced managers used to predict team success and the combination of the dimensions in the literature and what the tool measured. Analysis indicated these managers felt that successful teams indeed required good communication among members (as identified in the literature), but they added the specificity that the element of communication characterized as effective listening was a key contributor to team success. Additionally, they did not just exhibit effective conflict resolution techniques (as identified in the literature), but also relied upon debate, discussion, flexibility, trust and cohesiveness. The findings also suggested the importance of understanding each other’s strengths and weaknesses and of giving credit, which were not included on the instrument used.Originality/valueGiven the growing importance of diverse international teams and the continued high failure rate of many teams, there is a need to take a fresh look at evaluating insights of successful team members using the additional lenses of culture, technology-enhanced communications and distributed work approaches. These insights should be compared to those skills that have been historically measured by instruments commonly used to calibrate teamwork skills and described in the literature. If the measuring tools are accurate, why do so many teams fail? If instruments are to be useful in guiding improvement of teamwork skills, they need to calibrate the specific skills that differentiate success from failure in today’s real world.

Beyond the Indus: How Hinduism Offers an Alternate Management Paradigm

Management is presently under intense scrutiny and criticism for its simplistic objective of enhancing shareholders’ wealth, and for lacking the ability of integrating plurality, inclusivity, and ethical conduct. Most western management principles are based on theoretically deducted cause-effect relationships, and on structured planning towards a single purpose, using relatively standardized frameworks, processes and ways of thinking. However, the complexities of management require cognition of interdependencies and the ability to deal with ambiguity, and thus needs a new paradigm that moves away from the present reductionist doctrine towards an holistic framework that is adaptable and integrative. However, such a transformation requires a completely distinct ideology based on a heterodoxy that syncretises purpose-oriented approach with the present profit-oriented approach. This paper proposes that Hinduism is ideally positioned to offer such a heterodoxy. In Hinduism, the connotation for management is more a process of selection from amongst the myriad choices along multiple levels, based on inductive and supplemented by deductive logic, and mostly devoid of any absolutes or singularity in process. Under Hinduism's influence, the ‘Indian way’ is a hybrid of individualistic, collective and context sensitive ways of thinking, that sets it apart from other cultures, and thus is uniquely positioned to offer an alternative management paradigm for today’s world. This paper will present how the values and norms embedded in the philosophy and religious principles of Hinduism, evolved and continue to influence Indian management thinking and behaviour, and how the lessons from the ‘Indian way’ might contribute towards the development of an alternative management paradigm.

Mast Kalandar: Prioritizing Growth Opportunities

Winner of the 2014 EFMD competition for best case on Indian Management Issues and Opportunities.After a highly successful third round of funding in 2012, Gaurav Jain, founder of quick service restaurant chain Mast Kalandar, was looking to expand. In addition to opening new stores in other cities, Jain was also hoping to increase the profitability of his existing stores in Bangalore, Hyderabad, Chennai, and Pune. He needed to fully understand the financials of his current operations and identify the key drivers of success at the stores, at both the city and corporate levels. With this understanding, he would be able to evaluate how best to improve the performance of existing outlets and to choose an entry strategy for new cities. Students are asked to develop a financial model for outlets and use it to compare different growth strategies.After analyzing this case, students will be able to: Assess the strategic and operational tradeoffs being made by the CEO of a company in a growing foodservice sector of an emerging market as he establishes and grows his enterprise Build a financial model for outlet operations that identifies key drivers of performance and allows for a comparison between different growth strategies Strategically prioritize growth opportunities for a company in response to an influx of new capita

Workplace bullying among Indian managers: prevalence, sources and bystanders' reactions

The present study examines the prevalence of bullying, sources of bullying and bystanders' reactions to bullying amongst Indian managers. Data gathered from 205 managers using behavioural and self-labelling approaches of measuring workplace bullying suggest that like managers in the west, Indians experience high instances of bullying. In terms of direction of bullying, it was found that downward bullying predominates as most of the bullying acts were directed from superiors. The study also highlights bystanders' reactions to bullying indicating that majority had preferred silence when they witnessed bullying. The findings of the study highlight a number of key avenues for future research that will help to extend the current workplace bullying literature.

Workplace bullying among Indian managers: prevalence, sources and bystanders' reactions

The present study examines the prevalence of bullying, sources of bullying and bystanders' reactions to bullying amongst Indian managers. Data gathered from 205 managers using behavioural and self-labelling approaches of measuring workplace bullying suggest that like managers in the west, Indians experience high instances of bullying. In terms of direction of bullying, it was found that downward bullying predominates as most of the bullying acts were directed from superiors. The study also highlights bystanders' reactions to bullying indicating that majority had preferred silence when they witnessed bullying. The findings of the study highlight a number of key avenues for future research that will help to extend the current workplace bullying literature.

What makes employees stay? Role of psychological empowerment in organisational commitment-turnover intentions relationship: a study on Indian managers

What makes employees stay? Role of psychological empowerment in organisational commitment-turnover intentions relationship: a study on Indian managers

What makes employees stay? Role of psychological empowerment in organisational commitment-turnover intentions relationship: a study on Indian managers

The current study attempts to test the associations between the psychological empowerment, organisational commitment and turnover intentions amongst 293 middle-level executives handling technical profile. The sample respondents were from the Indian industrial sectors of information technology (IT) and telecom. The response rate to the survey was 83.71%. Means, standard deviation, correlation analysis and hierarchical regression analysis, using the SPSS 18 statistical package, are administered on the sample. Employees displayed a higher organisational commitment when they perceived an emotional bond with the organisation and this increases their likelihood to remain in the organisation. The findings show that psychological empowerment significantly affected the relationship between organisational commitment and turnover intentions and lower down the turnover intentions amongst executives by uplifting their commitment levels. The growing research on psychological empowerment has significant implications for practice in the Indian organisational setting as it significantly impacts organisational commitment and organisational outcomes. Organisations should work in the direction of providing its employees with a competitive work environment, meaningful jobs, autonomy, recognition, and challenges, in order to enhance their psychological empowerment. The study contributes to research on psychological empowerment, which has a great relevance in the ITC sector and contributes significantly in reducing the turnover rate of managers in the Indian context.

Investigating the role of mentoring in managerial effectiveness-employee engagement relationship: an empirical study of Indian private sector bank managers

The purpose of the study is to investigate the relationship between mentoring, managerial effectiveness and employee engagement. The study was administered on 300 middle level managers who were representatives of five different private sector banks in Delhi/NCR. Variables in the study were assessed using three validated instruments. Descriptive statistics, Pearson product moment correlation and hierarchical regression were used for data analysis. The results of the study confirmed that mentoring moderates the relationship between managerial effectiveness and employee engagement. Work engagement is an imperative barometer of occupational well-being of both employees and the organisations. Organisations need to increase the percentage of their engaged managers, until they do it they have little hope of increasing engaged workforce. Organisations can make learning and development a priority for creating engaged managers. Understanding of the relationship between these variables will help private banking sector in specific and banking sector in general about the role of mentoring in enhancing managerial effectiveness and thereby increasing the manager's engagement.

Investigating the role of mentoring in managerial effectiveness-employee engagement relationship: an empirical study of Indian private sector bank managers

Investigating the role of mentoring in managerial effectiveness-employee engagement relationship: an empirical study of Indian private sector bank managers

Managers’ Stock Selection and Market Timing Ability: Application of unconditional Models in Indian Mutual Fund Industry

Research evidence on mutual fund performance is largely focused on its measurement and persistence. Very few studies have been conducted on fund managers’ ability in terms of stock selection and market timing especially in Indian context. Present study has applied both Treynor Mazuy and Henriksson Merton unconditional models on 107 selected equity diversified growth mutual fund schemes from 2011 to 2015. As per study Indian mutual fund managers exhibit positive and significant stock selection ability; and negative and significant market timing ability as per Treynor Mazuy model. As per Henriksson Merton model, fund managers exhibit positive and significant stock selection ability and negative but insignificant market timing ability.

The influence of personality on political skills and impression management relationship: a study of middle level Indian managers

The influence of personality on political skills and impression management relationship: a study of middle level Indian managers