Indian Public Sector Undertakings Research Articles

Effect of Corporate Financial Performance on Financial Distress: An Empirical Analysis of Indian Public Sector Undertakings

Effect of Corporate Financial Performance on Financial Distress: An Empirical Analysis of Indian Public Sector Undertakings

Striving for Social Change: Comparative Insights into CSR Compliance of Indian Public Sector Undertakings

Striving for Social Change: Comparative Insights into CSR Compliance of Indian Public Sector Undertakings

Role of HR Practices in Workplace Attitude and Values System of Millennials: A Study of Indian Public Sector Undertakings (PSUs)

Much has been written and researched about the workplace attitude and values system of the Millennials. However, much is not known about the role HR practices play in influencing these and leading to Higher engagement level, performance and intention to stay/leave. The present paper aims to examine how HR practices influence workplace attitude and Values system of millennials and facilitate their integration with the organisation. Employee engagement. Employee performance and turnover intention among millennials are a function of workplace attitude and values system that HR practices can influence to the benefit of the organisation. Under the theoretical underpinnings of Social Exchange Theory (SET) a model was proposed and tested using SPSS version 21 and AMOS. The results indicate that Rewards & Recognition, Training & Development and Job Security significantly influenced Employee Engagement. Further Employee Engagement significantly influenced Employee performance. However, no significant relation was found between Employee Engagement and Turnover Intention. The implications and limitations of the studies are further discussed.

Managing employees’ performance in Indian public sector undertakings during COVID-19 pandemic-induced blended working

PurposeAcknowledging the significance of perceived organizational support (POS) for employees’ performance, this study aims to examine the underlying mechanism of task performance in a COVID-19 pandemic-induced blended working (TPBW) environment and the role of perceived usefulness of digitalization (PUDBW) in the process.Design/methodology/approachSurvey data collected from 204 managers of Indian public sector undertakings pursuing blended working for the first time were analyzed using structural equation modelling. A qualitative study on 31 such managers was also performed.FindingsAlthough employees perceived an improvement in POS, PUDBW and TPBW (during the COVID pandemic) in comparison to the pre-COVID time when traditional work design was operational, yet the improvement in task performance was not directly influenced by POS. POS had a positive effect on PUDBW, which in turn positively affected TPBW. PUD acted as a mediator. A negative moderation effect of POS on the relationship between PUDBW and TPBW was found.Practical implicationsFindings of the study may help organizations and policymakers to focus on key enablers, such as organizational support and relevant digital initiatives, for ensuring better task performance by their employees during a blended working environment, even in difficult times as the COVID-19 pandemic.Originality/valueThis study, for the first time, examined the proposed relationships in a new work setting of blended working and explained the underlying mediation and moderation mechanisms in their relationships.

Analysing Green HR Practices in District Administrative Offices in Context with Jharkhand Santhal Pargana District

Green HRM an emerging concept that most Indian industry trying to adopt for sustainable development and carbon free environment. In this research, an analysis toward the perception and attitude regarding green HR practices in Indian public sector undertakings. This study is primarily centric towards public sector firms like banks, public concern offices, and various state Government concerns. The primary objective of this research is to analyze the perception and attitude of employee and the gap in implementation by employer of such practices. By reviewing various research literatures it has been found that many national research are conducted research on GHRM but very few on employee perception and attitude especially in context with public sector. It has been observed that companies focus on implementation of green- Hr. practices nowadays but are not concern about employee awareness programs which results lack of interest towards the concept by employees. Sectors like IT, telecom, E- commerce, KPOs and BPOs are successfully implemented the practices and are in advance stage of environment friendly people resource management. Implementation of green environment management needs to impose as mandatory compliances by industries. In relevance to behavioral level of Indian work force it has been found that there is a positive correlation with work life balance. The author would also like to suggest how to bridge the gap between the implementation and employee perception by various awareness program in public sector undertakings.

Development of Risk Index and Risk Governance Index: Application in Indian Public Sector Undertakings

The purpose of the paper is to develop a risk measure in the form of a risk index and a governance index as an indicator of the quality of governance structure. Using the Delphi technique, two indices are developed (risk index and corporate governance index (CGI)); subsequently, using the 10-year (2005–2015) data of top Indian Public Sector Undertakings (PSUs) and diff-GMM regression (to deal with endogeneity), indices have been validated. Though the data set may appear old, it has only been used to test the risk index and analyze the results. Empirical evidence on indices indicates that Indian PSUs have ‘moderate’ risk levels and ample scope for improvement in their governance structure. Further, a positive relation between governance index and returns and negative relation between risk index and returns lend credence to the indices developed in the study. Notably, the governance index appears to be a moderating variable in the relationship between risk and return. It is perhaps the first study to put forth a comprehensive measure of risk to measure risk levels of PSUs and prescribe a measure of the quality of governance structure. While constructing the CGI, certain non-compliances were observed, even in terms of mandatory requirements, such as the proportion of PSUs may take independent directors. The new datasets may further check for compliance and its effect on the results. Such infringements call for stringent penal provisions and better monitoring of PSUs. Further, if the normative frameworks are adhered to as per the study by the Securities and Exchange Board of India (SEBI) and Ministry of Corporate Affairs (MCA), more effective and efficient decisions with lower risks, and hassle-free management resulting in better return on assets and return on equity.

A Passage to India: Altering Tracks through Paternalistic Welfarism for High Performance in India's Public Sector Rail Undertakings

AbstractHigh‐performance work practices (HPWPs) enacted within public sector undertakings (PSUs) in emerging economies are a relatively underexplored topic. By employing the theoretical lens of social exchange and the ability, motivation and opportunity paradigm, this paper highlights the mediating effects of knowledge sharing on the relationship between employee perceptions of HPWPs and employee and business unit performance. We provide evidence drawn from both manager‐ and employee‐level voices by applying a qualitative case study design to two large Indian PSUs and taking a reverse/inverse approach in order to delineate the commonly understood conceptualizations of HPWPs. Our findings confirm the presence of a combination of high‐commitment, high‐involvement and high‐performance work systems that increase the ability, motivation and opportunity of employees to share knowledge, and thus help achieve positive employee and financial outcomes. We found that our set of HPWPs exhibit a strong paternalistic welfarism ethos. We also discuss the implications of our study for research and practice.

Transformational change process in a large corporation – case of a prominent Indian public sector undertaking

Purpose This study aims to discuss what prompted this organization to embark on the journey of transformational change, challenges faced strategies adopted to overcome challenges, leadership role and outcomes. Design/methodology/approach The descriptive approach is used to comprehend the transformational change process in this gigantic public sector undertaking (PSU). To have an idea of the effectiveness of the change process, the pre- and post-change performance of the company was taken into account through collection and analysis of physical and financial parameters. However, focus of this paper is concentrated on the transformation process and its chronological sequence only. Human resource productivity trend and organization development interventions adopted over the years were also observed along with conducting a sentiment analysis of the employees who lived through this entire change process in the organization. Findings The case study describes how this Indian PSU went through the process of transformational change management and leaves the reader to assess the degree and extent of success of the approach and strategy of the company in this regard. There may be many what-if situations and contingencies in this case for readers to explore for suggestions and solutions and finding new possibilities. Originality/value Change management is not a new exercise for the Indian corporate sector. What makes this case unique is the pro-active action initiated by a traditional high-performing and well-protected PSU to anticipate the future challenges and initiate action to overcome these. Change agents must “rewire” the plane while it is flying if the organization hopes to survive and perhaps prosper in the future. This case study is a first-hand account of the change process happening in a gigantic Indian PSU with Maharatna status.

Virtuousness and un/ethical behaviour: The moderating role of power distance culture in select Indian public sector undertakings

This study is an attempt to empirically examine the relationship between a manager's virtuousness, and ethical and unethical behaviour in the context of Indian public sector undertakings. The study also assesses the moderating role of power distance culture in the relationship. A total of 256 managers participated in the study. Exploratory factor analysis revealed two forms of ethical behaviours namely, manipulative behaviour and behaviour of being fair and responsible. As one of the major findings, perception towards power distance culture seems to moderate the relationship between virtuousness and both forms of ethical behaviours.

Construction and Measurement of Workplace Spirituality Scale for Indian Public Sector Undertaking Organisation

Construction and Measurement of Workplace Spirituality Scale for Indian Public Sector Undertaking Organisation

Gandhian management perspective for enhancing productivity and innovation in public sector organisation

This paper underpins the importance of establishing public sector undertakings (PSU) in India with special reference to one of the key industrial organisations, Bharat Heavy Electricals Ltd. (BHEL), which focuses on elements of innovation that drives productivity inculcating the Gandhian management perspective. In the present competitive world, BHEL and other industrial PSUs are passing through a transitional phase of enhancing their productive competitiveness through both process and product innovation for sustainable growth. This requires introduction and adaption of non-conventional or modern modes of management based on the principles of Mahatma Gandhi. The need, importance and implication of Gandhian perspective in industrial organisation got reemphasise. Mahatma Gandhi's fundamental philosophical approach might not be radically different from that of others but it exists in the form of an approach that structurally recommends a pathway of wealth generation, productivity, wealth distribution and economic prosperity for all. The paper intends to find traces of Gandhian management perspective in Indian PSUs and also tries to elicit relevant Gandhian elements of industrial organisation management.

Human resource management and performance at the Indian Railways

PurposeHigh-performance work practices (HPWPs) have been well documented within private organisations in developed country economies. Such practices, however, remain under-investigated in the public sector and in emerging economies. The purpose of this paper is to work towards filling this void, by empirically evaluating HPWP within an Indian public sector undertaking (PSU), also the world’s largest commercial public sector employer: the Indian Railways (IR).Design/methodology/approachThe authors investigate whether the practices implemented in this organisation are consistent with the idea of HPWPs, and analyse how they are influenced by different stakeholders and ultimately associated with different indicators of organisational performance. The authors focused on six railway zones and interviewed a total of 62 HR practitioners.FindingsThe results show that most practices implemented are aligned with the idea of HPWPs, despite the existence of context-specific unique practices. Furthermore, the authors identify the influence of multiple stakeholders in decision making concerning different practices. The authors additionally found that the measurement of performance goes beyond financial indicators and several context-specific non-financial indicators are identified and their social importance is reiterated.Originality/valueTheoretically, this paper utilises and contributes to the resource-based view of firms by identifying a distinctive bundle of competencies in human resources through HPWS in the IR.

A study on entry methods in international market for service sector based Indian public sector undertakings

Public Sector Undertakings (PSUs), in India, are the entities, which have the status of being government-owned companies. Deciding about entry methods in international market, is the most crucial decision, which a PSU has to make. Studies have been carried out, in the field of international business and PSUs. However, there is an absolute dearth of studies, regarding preferable entry methods of service sector based, Indian PSUs, in international market. This paper analyzes possible entry methods, into various international regions, by service sector- based, Indian PSUs, through primary and secondary data analysis. The judgmental sampling method was used in the study. With the help of descriptive analysis, the measure of central tendency (mean, median), dispersion (standard deviation), minimum and maximum scores, were estimated. Preferential mapping was also used, in the study, to identify the preferences of the respondents.

Acceptability of service sector based Indian Public Sector Undertakings in international market

Acceptability of service sector based Indian Public Sector Undertakings in international market

Do HR Practices Influence Job Satisfaction? Examining the Mediating Role of Employee Engagement in Indian Public Sector Undertakings

There is a dearth of research examining relationship among HR practices, employee engagement and job satisfaction in public sector undertakings in India. The present study makes an attempt to shed light on this largely neglected area of research by examining the mediating function of employee engagement between HR practices and job satisfaction. Data were collected from 393 executives through a questionnaire survey. Structural equation modelling was used to examine the relationship between HR practices, employee engagement and job satisfaction. HR practices were found to be positively linked with job satisfaction. Further, employee engagement significantly mediated the relationship between HR practices and job satisfaction. The practical implications of the study are discussed in the light of the existing literature.

Influence of Trust and Participation in Decision Making on Employee Attitudes in Indian Public Sector Undertakings

Trust is an important component that needs to be present among individuals. Survey data from 712 managerial employees from public sector undertakings were used to examine the effects of trust and p...

Impact of Demographics on Multiple Commitments : Empirical Evidence from Indian Public Sector Undertakings

Purpose : The purpose of this study was to determine the demographics that impact multiple commitments in Indian businesses. Design/Methodology/Approach : This research was conducted with the responses of 712 managerial employees working in Indian public sector undertakings. Findings : The results indicated that affective commitment is positively impacted by education. Continuance commitment is positively impacted by age, education, and tenure. Normative commitment is positively impacted by education and tenure. Group commitment is positively related to tenure. Job involvement is positively impacted by age and tenure. Implications : These findings are important for managers so that they can help build and improve different types of commitment of employees in organizations. Originality : This study is unique because it is the first of its kind in India to have investigated demographics for multiple commitments.

A Study on the Psychological Effect of Organizational Justice Perceptions on Job Satisfaction

Employees’ psychological capital has significant influences on his/her behavior in professional and personal life. Employees’ perception about fairness in the organization tends to give rise to various favorable and unfavorable work outcomes. Job satisfaction is an example of such attitudinal variables which have is deeply affected by Organizational Justice Perceptions. Current literature of organizational Justice does not fully explain the mechanism governing the influence of organizational justice on job. This study tries to explain the relationship between organizational justice perceptions, job satisfaction, and Psychological Capital. The main objective of this study was to test the influence of organizational justice on job satisfaction, Psychological Capital. A survey-based methodology, with standardized scales was used. A sample of 218 employees from the Indian Public Sector Undertaking (PSU) was drawn The result obtained from Pearson correlation and stepwise multiple regressions suggest that Distributive Justice is found out to be the strongest predictor of organizational justice perceptions, job satisfaction, and Psychological Capital. It means that if people have favorable distributive justice perceptions, they are also likely to have positive organizational justice perceptions, job satisfaction, and Psychological Capital that has provided the favorable outcomes. Stepwise multiple regressions clearly indicate that various dimensions of Organizational Justice (Distributive, Procedural and Interactional Justice) can significantly predict the dimensions of Job Satisfaction (42.6%), and Psychological Capital (19.7%). The theoretical framework proposed in the paper on job satisfaction, and Psychological Capital; would help the researchers and management people to understand the impact of Perceptions about Organizational Justice in better efficiency of the organization.

Personal Values as Predictor of Ethical Behavior of Managers: A Study of Select Indian Public Sector Undertakings

In this study, an attempt was made to capture the personal values possessed by Indian managers and measuring their influence on the ethical behavior of the same. A construct was hypothesized after reviewing existing literature on the identified variables. Data were collected from 150 senior managers of two public sector petroleum and natural gas companies of India. As a leading outcome, a set of 12 personal values and four ethical, unethical behavior factors were extracted by applying exploratory factor analysis. In the second phase of the study, it was observed that out of the 12 personal values, five had a direct and significant influence on the ethical behavior of the respondent managers. The paper offered an in-depth analysis by making use of multivariate analysis. The findings of the study confirmed that Self Orientation and Materialistic Orientation were the major personal values which promoted unethical behavior among managers. On the contrary, Selfless Work, Conformity to Authority, and Achievement Orientation discouraged unethical behavior among managers. The findings of the study validated the results of some of the existing studies conducted in the international context and attempted to answer various questions posed or unexplored in literature. The research is original and will add value to researchers and organizations to understand the importance of various personal values and their influence on ethical behavior of managers.

Scope of Business Process Reengineering in Public Sector Undertakings

Business Process Reengineering (BPR) is a managerial tool used for bringing in drastic performance improvements in organizations. Towards this advanced techniques like Business Process Management (BPM) and Knowledge Management are employed the world over. In India, many Public Sector Undertakings (PSUs) were recently closed down and still more are on the verge of closure due to various reasons. Despite the utility of BPR in improving performance, Indian PSUs are yet to effectively use this tool. Data pertaining to 41 State PSUs (SPSUs) and two Central PSUs (CPSUs) in the State of Kerala were considered for the present study. The performance for the last 12 years and the factors responsible for poor performance were analyzed. The performance of most of the PSUs analyzed was found to be below satisfactory levels. This suggests the need for employing scientific tools like BPR to bring in drastic performance improvement. The study identified 12 factors that could contribute towards drastic performance improvement. An average improvement of 57.5 per cent was found to be possible in each of the 12 factors identified. The findings of the study have significant bearing on poorly performing PSUs in a developing country like India. The study also contributes substantially towards theory building, since it has identified certain additional factors of performance improvement.