Sector Organizations In India Research Articles

Integrating Corporate Social Responsibility (CSR) and Sustainability Linkages with Employees’ Perceptions and Competence-Mediating Role of CSR Culture

The study examines the effect of corporate social responsibility (CSR) culture on the relationship between CSR strategy–sustainability linkages, ethics and the CSR outcomes in public sector organizations in India. Using a sample of 200 lower-, middle- and upper-level CSR managers, a mediation model by Baron and Kenny was outlined and tested. Results demonstrate that CSR strategy–sustainability linkages and ethics have a positive relationship with CSR culture and CSR outcomes. Further, CSR culture has a positive relationship with the CSR outcomes of employees’ CSR perceptions and competence. While CSR culture fitfully mediated the relationship between ethics and competence, partial mediation was found in all other cases. Thus, the adoption of strategic and sustainable CSR not only leads to desirable CSR outcomes but is also associated with a better fit between CSR and culture. Hence, strategic and sustainable CSR and organizational ethics must facilitate greater congruence between CSR and organizational culture.

Exploring the mediating role of big data in the relationship between servant leadership and firm performance: insights from private hospitals in India

PurposeThis study examines the relationship between servant leadership and its dimensions on firm performance, with big data playing the role of a mediator.Design/methodology/approachSurvey responses used for analysis in this study have been taken from business managers associated reputed private sector organizations in India. A conceptual model is proposed grounded to the Conservation of Resource Theory (COR). Structural equation modeling has been used to test the proposed model.FindingsServant leadership significantly relates to firm performance, whereby Big Data is seen to play the role of a mediator. The results also indicate that none of the dimensions of servant leadership independently affect firm performance.Originality/valueThe study adds to extant research by examining the mediating mechanism of Big Data in servant leadership and firm performance. It also suggests that each dimension of servant leadership gets reflected in overall servant leadership. Here it is important to note that Big Data analytics partially mediate the effectiveness of servant leadership.

Workplace ostracism: a qualitative enquiry

PurposeThe study aims to understand the phenomenon of workplace ostracism from multiple perspectives (target, perpetrator and observer). The understanding of the phenomenon is used to thematically analyse the antecedents of workplace ostracism and identify appropriate strategies for each antecedent.Design/methodology/approachThe study findings are based on face-to-face semi-structured interviews with thirty-three senior and medium-level employees from various public and private sector organizations in India. The interview transcripts were systematically analyzed to identify antecedents of ostracism, which were inductively grouped together based on similarity.FindingsThe antecedents of workplace ostracism were grouped into four major heads: perceived non-alignment with organizational needs; emotional reaction; unconscious social processes and structural and demographic differences. Based on interview transcripts, strategies to reduce the effect of each of the broad antecedents of ostracism were identified.Practical implicationsWorkplace ostracism has been linked with multiple negative outcomes including increased stress and turnover intention. The study provides managers with a framework that enables them to evaluate and understand incidences of ostracism among their subordinates. The study also equips managers with the knowledge of specific strategies for dealing with specific antecedents of ostracism.Originality/valueThe study answers the need to look at the phenomenon of ostracism through multiple perspectives. It identifies multiple potentially new antecedents and strategies to deal with workplace ostracism and groups them in a coherent manner. It is among the few studies on ostracism in India and extends the generalizability of the construct.

Impact of internal corporate social responsibility: a parallel mediation analysis

PurposeWorkplace deviant behaviors (WDBs) have a significant negative impact on firms. Present study explores the role of employees’ perception of firms’ internal corporate social responsibility (internal CSR) in reducing their intention to engage in WDB. Social exchange theory (SET) and job demand-resource (JD-R) model form the conceptual underpinning of the study.Design/methodology/approachHypotheses were developed based on a comprehensive literature review and tested on employees working in various public and private sector organizations in India. AMOS and SPSS PROCESS macro were used to test the conceptual model.FindingsEmployees’ perception of firms’ internal CSR reduced their intention to engage in WDB. Occupational strain was confirmed as a mediator in the above mentioned relationship. Further, the study also establishes internal CSR as an antecedent to increased perceptions of procedural justice.Practical implicationsManagers may leverage internal CSR communication as a tool to minimize WDB at the workplace. Moreover, it may also be used to reduce occupational strain and strengthen the perceptions of fairness among employees.Originality/valueVery limited research is available on internal CSR and WDB. Through this study authors contribute to the nascent literature by affirming the negative relationship between internal CSR and WDB using the SET and JD-R model.

How Managers Make Sense of Human Resource Management’s Role in Building Trust: Enacting Espoused Human Resource Management in Indian Gas and Petrol Public Sector Organisations

The desire to mobilise effective strategic human resource management in India’s new public management domain has seen the role of organisational trust receive greater scholarly and practical scrutiny. This study explores managers’ perception of HRM’s role in building organisational trust in five public sector organisations in India using exploratory multiple case studies. In implementing HRM, the findings suggest that managers are cognisant of specific human resource practices that can be socially adapted to enhance their effectiveness. Implications from the study’s emergent process model of human resource management and trust highlight the cross-level influences that affect India’s public sector organisations’ outcomes.

Cross-Sector Partnerships: Challenges and Opportunities of Partnering with the Informal Sector

Hybridized cross-sector partnering can help solve complex issues. Informal sector partnerships, for example, have mitigated numerous negative health and environmental externalities mandated through India’s extended producer responsibility (EPR) electronic waste (e-waste) rules. Yet, translating regulatory aspirations of recycling, selective reuse, and safe disposal of e-waste into effective on-the-ground results is particularly challenging due to the dominant and pervasive role of informal sector organizations in India’s e-waste processes. Informal sector organizations, having no government authorization, cannot by law contribute to manufacturers’ official waste reduction targets, yet, paradoxically, are efficient and effective partners, at scale, across all phases of recycling, sorting, distributing, and reclaiming wastes. In short, they could be true partners in creating a circular, extended recycling system in India. Using a mix-method approach, we augment extant theorizing on cross-sector partnerships by systematically examining partnerships within India’s informal sector and e-waste management practices. We provide insights for engagement with efficient, yet unauthorized, informal sector organizations to meet compliance targets.

Co-worker support and community of practice: the role of concern for team member and preference for teamwork

PurposeThe aim of this article is to empirically investigate the effect of co-worker support on communities of practice with a sequential mediating effect of concern for team members and preference for teamwork.Design/methodology/approachThe data of 216 were gathered from respondents employed as full-time personnel in public and private sector organizations in India using a survey questionnaire. Confirmatory factor analysis, structured equation modelling and regression analysis were applied to test the formulated hypothesis. Hayes PROCESS macro model was also used to estimate the indirect effects with bootstrap resamples.FindingsThe study's findings revealed the mediating effect of concern for team members and preference for teamwork on the relationship between co-worker support and communities of practice in a sequential manner. The total and direct consequence of co-worker support on communities of practice was also substantial.Originality/valueThis article offers an understanding of the process through which co-worker support is related to communities of practice. This study is the first of its type, basically in the Indian context to the best of the authors’ knowledge.

The emotional constraints of emancipatory information systems

PurposeThis paper aims to highlight the importance of the study of emotions in the successful implementation of information systems projects in developing countries. This paper studies one emotion, namely, anger, and discusses its detrimental impact on information system interventions. This paper suggests that controls are necessary for the management of anger emotion.Design/methodology/approachThis research study explores the case of an Indian agricultural marketing board that implemented an information systems project on the integration of agricultural markets. The data was collected through semistructured interviews from four stakeholder groups. This paper uses a qualitative approach and analyzes the data using thematic analysis. Pierre Bourdieu’s theory of practice is used to study emotions in the case.FindingsThis paper finds that anger is the prominent emotion displayed at public sector organizations in India. This paper permeates all aspects of public organizations and has a detrimental impact on successfully implementing the information systems projects. Successful implementation of the information systems (IS) projects in India will need to have a framework for managing the anger emotion.Originality/valueTo the best of the authors’ knowledge, this is the first paper within the information systems discipline that focuses on anger and its detrimental impact on successful IS interventions. A unique contribution of this paper is a framework for the study of emotions. This paper also introduces the idea of controls for emotional management.

Levelling Up Organisational Learning Through Gamification: Based on Evidence from Public Sector Organisations in India

The concept of sustainability brought into focus the need for research into how to measure and achieve sustainable growth. The triple bottom line framework and the resource-based view of the firm suggest the need for organisations to look beyond profits and take into consideration the needs and effectiveness of its workforce. Research suggests that an effective workforce can be achieved through constant learning and development. Organisations have also expressed the need for training techniques that are more effective than the traditional methods. Gamification has been proposed as one such technique, and in the current study, the researchers evaluate the effectiveness of gamification in organisational training. For the purpose of the current study, 120 participants were chosen from public sector organisations in India. This is primarily because the technology-enhanced training effectiveness model (TETEM) suggests that the effectiveness of gamification would depend on the culture of the organisation, and prior research has been based in privately owned firms. The findings are in line with the theory of gamified learning and suggest that participants of the gamified module reported higher levels of learning, reaction and learner motivation. Additionally, learner motivation was found to strengthen the impact of gamification on the learning and reaction.

The effect of COVID fatigue on mental health in the public sector organizations: exploring compassion as a mediator

This study examines the impact of COVID fatigue on mental health amidst the pandemic. In particular, it tries to understand the mediating role of compassion in the equation between COVID fatigue, corona anxiety, social support, and mental health. Systematic review was conducted to understand the interrelationship among chosen variables. Hierarchical regression was used as a tool of empirical evidence for the derived interrelationships. The results from a survey of 307 white-collar employees from public sector organizations in India confirmed the mediating role of compassion on mental health. The results state that a unit change in the dependent variables of COVID fatigue, corona anxiety, and social support can have an impact of 9.7% on the mental health quotient. It was also found out that introducing a unit of compassion in the equation will mediate the impact to 3.7%. In this study, 61.1% of participants were categorized as psychologically fatigued and 38.9% as psychologically non-fatigued. Implications for the theory and practice of compassion are discussed, and future research directions offered.

Putting Sense and Mind into Your Enterprise Systems: A Qualitative Study of IS Assimilation in Large Public Organizations in India

The purpose of this paper is to investigate the information systems (IS) assimilation level of an enterprise system in the post-implementation phase, through the lens of IS governance mechanisms and IS support structures, impacted by the socio-cognitive processes. The research follows a qualitative approach and builds on semi-structured interviews with enterprise system stakeholders in large public sector organizations in India. The study posits that high levels of IS governance mechanisms and high levels of IS support structures lead to a high level of IS assimilation only in the presence of higher level socio-cognitive processes. A not-so-higher level of socio-cognitive fabric results in low or moderate IS assimilation levels in spite of high levels of IS governance and/or IS support structures.Despite close to a couple of decades of IS research on enterprise systems, IS assimilation is still an enigma for practitioners and academicians. The generalizability of the results of this study may be applicable to any public organization in a developing country, like India, which are using enterprise system solutions but are yet to reap the potential benefits. The results present a way forward for practitioners to ensure optimal resources and focus for the triad- IS governance, IS support structures and socio-cognitive processes.

Workplace bullying in top management: a constructivist grounded theory study

Workplace bullying is a worldwide phenomenon, and the onus of safeguarding the employees from the same, remains with the top managers of the organisation. While exploring this phenomenon, the authors wondered what if the executives within the top management themselves become the target of bullying? Thus, this paper aims to explore aspects of workplace bullying within the top managers of organisations. A constructivist approach was taken for the study, which adopted a constructivist grounded theory method to capture and analyse 13 in-depth interviews with top executives from public and private sector organisations in India. It was found that top managers face intensified bullying. The study explored the antecedents, forms, repercussions, and ways of coping with bullying. Findings show that targets primarily face peer bullying and/or mobbing. This study bridges a gap in the literature which lacks empirical studies on bullying at the top level of organisations.

Workplace bullying in top management: a constructivist grounded theory study

Workplace bullying is a worldwide phenomenon, and the onus of safeguarding the employees from the same, remains with the top managers of the organisation. While exploring this phenomenon, the authors wondered what if the executives within the top management themselves become the target of bullying? Thus, this paper aims to explore aspects of workplace bullying within the top managers of organisations. A constructivist approach was taken for the study, which adopted a constructivist grounded theory method to capture and analyse 13 in-depth interviews with top executives from public and private sector organisations in India. It was found that top managers face intensified bullying. The study explored the antecedents, forms, repercussions, and ways of coping with bullying. Findings show that targets primarily face peer bullying and/or mobbing. This study bridges a gap in the literature which lacks empirical studies on bullying at the top level of organisations.

Impact of corporate social responsibility on employees commitment: an empirical study of public sector organisations in India

Impact of corporate social responsibility on employees commitment: an empirical study of public sector organisations in India

Impact of corporate social responsibility on employees commitment: an empirical study of public sector organisations in India

This paper attempts to study the important relationship between firms' corporate social responsibility (CSR) initiatives and its effect on the commitment shown by the employees working in these organisations. Data was collected from 813 employees working in diverse industries in India like oil and gas, power, and telecom. The study hypothesised and also found supportive evidence that there exists a positive relationship between CSR and employee commitment. The regression analysis confirmed a significant positive relationship between CSR and employee's organisational commitment. An additional finding of the study suggested that the amount of time that a person serves in the organisations also affects the employee commitment positively. The findings of the study provided great insights to management, regarding the important role CSR plays not only to the external stakeholders but also positively affects the commitment levels of its employees.

A study on the effectiveness of internal trainers- A case study of Oil India Limited

Training is one of the key aspects for effective management of human resources. Training is the aim of increasing the knowledge and skills of an employee for doing a particular job. Modern organisations are focusing a lot on training and the stress is on building the capability of internal trainers and delivering more and more internal training programs. Oil India limited is one of the largest public sector organizations in India which is focusing a lot on training and a lot of the training programs are conducted by internal trainers. The focus of this paper is to understand the effectiveness of the training programs conducted by the internal trainers and give recommendations for making the internal trainers and the training programs conducted by them more effective. Keywords: Internal trainers, Training, Effectiveness of training, Evaluation.

Deflating power imbalance through personal identity enhancement

PurposeThe purpose of the paper is to identify how the intersection of power, context, subjectivity and directionality makes it possible for the targets of workplace bullying to deflate power imbalance between them and the perpetrators.Design/methodology/approachThe paper is based on nine in-depth interviews with self-reported targets from different public sector organizations in India. The targets were purposively selected keeping in mind that they made deliberate attempts to counter bullying. Constructivist grounded theory approach was used to analyze the data.FindingsSix themes emerged as sources of power imbalance and eight themes as the way of deflating power imbalance. The core category that emerged was “enhancing personal identity”, which was the underlying phenomenon leading to deflation of power imbalance, through the intersection of power, context, subjectivity and directionality.Research limitations/implicationsThe study indicates that power, context, subjectivity and directionality of bullying help the targets to identify effective strategies of deflating power imbalance. In the process, the targets indulge in personal identity enhancement. It further reinforces the understanding that power does not remain static and may shift from the perpetrator to the target of bullying.Practical implicationsThe study provides various tactics that targets can use to counter workplace bullying. It implies that targets need not always leave the organization or succumb to the situation in order to deal with bullying. It encourages the targets of bullying and those who deal with bullying targets to indulge in personal identity enhancement through problem-focused strategies of tackling workplace bullying.Originality/valueIt also furthers our understanding of workplace bullying from the point of intersection of the four aspects of the phenomenon – power, context, subjectivity and directionality – which allows the targets of bullying to enhance their personal identity.

Workplace spirituality and employee loyalty: an empirical investigation among millennials in India

PurposeThe purpose of this paper examines the relationship between dimensions of workplace spirituality (meaningful work, sense of community and alignment with organizational values) and employee loyalty (intention to stay, benefit insensitivity toward alternate employers and word of mouth about the organization), in the context of millennials who are three times more likely to change jobs, than other generations.Design/methodology/approachThis descriptive study was conducted among a sample of 308 employees, working in private sector organizations in India. Self-reporting questionnaires were administered among the respondents, who were selected through a purposive sampling method and structural equation modeling was done to test the hypotheses.FindingsThe three dimensions of workplace spirituality had varying influences on the outcomes variables. Alignment with organizational values was positively related to all dimensions of employee loyalty, whereas the sense of community had a positive association with intention to stay and benefit insensitivity while meaningful work indicated positive influence only on benefit insensitivity. The findings, in general, suggest that employees’ experience of workplace spirituality has significant positive influence on their loyalty toward the organization.Originality/valueThis study is pioneering in conceptualizing and testing a theoretical model linking workplace spirituality and employee loyalty, particularly in the context of millennials, who form 50 per cent of the workforce and reportedly exhibit higher turnover intentions. The study gains relevance in the context of reports about monetary/non-monetary preferences among millennial employees and that the generation is not too keen in working with teams, but would rather prefer working in an organization, which provides space for self-actualization in individual growth. Implications for their experience of workplace spirituality and outcomes are elaborated, thus striving to fill a gap in the existing literature.

A pragmatic and scalable strategy using mobile technology to promote sustained lifestyle changes to prevent type 2 diabetes in India and the UK: a randomised controlled trial

Aims/hypothesisThis randomised controlled trial was performed in India and the UK in people with prediabetes to study whether mobile phone short message service (SMS) text messages can be used to motivate and educate people to follow lifestyle modifications, to prevent type 2 diabetes.MethodsThe study was performed in people with prediabetes (n = 2062; control: n = 1031; intervention: n = 1031) defined by HbA1c ≥42 and ≤47 mmol/mol (≥6.0% and ≤6.4%). Participants were recruited from public and private sector organisations in India (men and women aged 35–55 years) and by the National Health Service (NHS) Health Checks programme in the UK (aged 40–74 years without pre-existing diabetes, cardiovascular disease or kidney disease). Allocation to the study groups was performed using a computer-generated sequence (1:1) in India and by stratified randomisation in permuted blocks in the UK. Investigators in both countries remained blinded throughout the study period. All participants received advice on a healthy lifestyle at baseline. The intervention group in addition received supportive text messages using mobile phone SMS messages 2–3 times per week. Participants were assessed at baseline and at 6, 12 and 24 months. The primary outcome was conversion to type 2 diabetes and secondary outcomes included anthropometry, biochemistry, dietary and physical activity changes, blood pressure and quality of life.ResultsAt the 2 year follow-up (n = 2062; control: n = 1031; intervention: n = 1031), in the intention-to-treat population the HR for development of type 2 diabetes calculated using a discrete-time proportional hazards model was 0.89 (95% CI 0.74, 1.07; p = 0.22). There were no significant differences in the secondary outcomes.Conclusions/interpretationThis trial in two countries with varied ethnic and cultural backgrounds showed no significant reduction in the progression to diabetes in 2 years by lifestyle modification using SMS messaging.Trial registrationThe primary study was registered on www.ClinicalTrials.gov (India, NCT01570946; UK, NCT01795833).FundingThe study was funded jointly by the Indian Council for Medical Research and the UK Medical Research Council.

Revising and Validating Scale to Measure Communication Effectiveness in Indian Organisations

Research on organisational communication and their outcomes are appealing but major researches rely on the organisational communication scales that were developed in western organisational settings. Looking at the vast cultural difference, it is significant to use a scale that allows the needed sensitivity to local variations. The study is to examine and administer the transactional style inventory for managers (TSI-M), a framework developed by Udey Pareekh, and assess its distinctiveness with EFA and CFA evidencing its construct validation for Indian organisations. In total, 288 employees working on managerial positions from four power sector organisations in India were studied through a questionnaire survey. Standard instrument TSI-M was used to assess the constructs. Data were analysed using SPSS, version 25 and AMOS. Exploratory factor analysis was carried out in multiple phases. It was followed with the confirmatory factor analysis (CFA) and exploratory structural equation modelling analysis. AVE convergent validity and convergent/discriminant validity based on correlation analysis were performed using measures of developed and underdeveloped constructs. Through the validation, the research support four variables to measure and assess the developed and underdeveloped communication styles of managers in Indian organisations.