South Asian Journal of Human Resource Management最新文献

Positive Influence of Organisational Politics on Job Performance in Indian Higher Education Context: A Qualitative Inquiry 印度高等教育背景下组织政治对工作绩效的积极影响:一项定性研究

IF 1.7

South Asian Journal of Human Resource Management Pub Date : 2023-08-28 DOI: 10.1177/23220937231175601

M. Roopa, S. Lakshminarayanan, Prajwala Preema Rodrigues, Nandan Prabhu

{"title":"Positive Influence of Organisational Politics on Job Performance in Indian Higher Education Context: A Qualitative Inquiry","authors":"M. Roopa, S. Lakshminarayanan, Prajwala Preema Rodrigues, Nandan Prabhu","doi":"10.1177/23220937231175601","DOIUrl":"https://doi.org/10.1177/23220937231175601","url":null,"abstract":"The job performance of academics in the higher education context has transcended from the prime focus of teaching to the concurrence of learning facilitation, research and publication. These reforms address a central research question: What are the emerging factors influencing job performance in the Indian higher education context? This study adopts a qualitative research design to explore the emerging factors affecting job performance. Thirteen academic researchers from Indian universities participated in the focus group discussions. The results of focus group discussions unravel five themes: demographics, behaviours, motivation, context and skills. The focus group discussions foregrounded the debate on knowledge-sharing behaviours, organisational politics and networking skills. However, what remains unknown is whether the organisational actors’ political characteristics influence their knowledge sharing, affecting their job performance. In this regard, the authors propose a new model that binds organisational politics to knowledge sharing and its impact on job performance. This novel approach to examining job performance contributes to theory by providing insights into the emerging themes that affect job performance and emphasising the role of political characteristics in understanding the job performance of academic researchers.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.7,"publicationDate":"2023-08-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"65537876","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}

引用次数: 0

Is Too Much Work Intensification Harmful? Impact on Psychological Health and Work Engagement of Employees 过度强化工作有害吗?对员工心理健康及工作投入的影响

IF 1.7

South Asian Journal of Human Resource Management Pub Date : 2023-08-07 DOI: 10.1177/23220937231185960

V. Chouhan

引用次数: 0

Linking Workplace Incivility and Emotional Exhaustion: A Moderated Mediation Examination 职场不文明与情绪耗竭:一个有调节的中介检验

IF 1.7

South Asian Journal of Human Resource Management Pub Date : 2023-08-03 DOI: 10.1177/23220937231185049

S. Tarab

引用次数: 0

Does Shared Leadership Inspire Team Citizenship Behaviour Through Team Psychological Capital? 共享领导是否通过团队心理资本激励团队公民行为?

IF 1.7

South Asian Journal of Human Resource Management Pub Date : 2023-08-03 DOI: 10.1177/23220937231187479

R. Vijayaraghavan, Preeti Sharma, P. Jyothi

{"title":"Does Shared Leadership Inspire Team Citizenship Behaviour Through Team Psychological Capital?","authors":"R. Vijayaraghavan, Preeti Sharma, P. Jyothi","doi":"10.1177/23220937231187479","DOIUrl":"https://doi.org/10.1177/23220937231187479","url":null,"abstract":"Understanding organisational citizenship behaviour at the team level has gained importance in recent years, as organisations place greater emphasis on teams and teamwork. Although contemporary literature acknowledges shared leadership as a significant antecedent of organisational citizenship behaviour, existing studies rarely consider the underlying mechanisms through which shared leadership produces organisational citizenship behaviour. This study investigates the influence of team psychological capital on the relationship between shared leadership and team citizenship behaviour using data collected from team members and supervisors belonging to 48 teams from diverse industries in India. An analysis using the team as the unit of analysis and partial least squares structural equation modelling technique revealed that team psychological capital acts as a partial mediator in the relationship between shared leadership and team citizenship behaviour. Based on the insights from this study, the authors suggest that managers should nurture both shared leadership and team psychological capital to promote team citizenship behaviour.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.7,"publicationDate":"2023-08-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45846863","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}

引用次数: 0

We’re Monitored Too Much! Workplace Bullying or Managerial Control in the Maldivian Tourist Resorts 我们被监控得太多了！马尔代夫旅游度假区的工作场所欺凌或管理控制

IF 1.7

South Asian Journal of Human Resource Management Pub Date : 2023-08-03 DOI: 10.1177/23220937231182061

Aishath Leeza, Shamala Kumar

{"title":"We’re Monitored Too Much! Workplace Bullying or Managerial Control in the Maldivian Tourist Resorts","authors":"Aishath Leeza, Shamala Kumar","doi":"10.1177/23220937231182061","DOIUrl":"https://doi.org/10.1177/23220937231182061","url":null,"abstract":"In the Maldives, the tourism accommodations offer a unique working environment, which makes employees vulnerable to exploitation, abuse and likely to create its own profile of bullying. Therefore, this study places the spotlight on a setting about which little is known by the broader community of academics and professionals working in the field of human resource management. We used both quantitative and qualitative methods in this study to understand the phenomenon of workplace bullying, where participants faced an interview and then complete a questionnaire. Our study reveals that workplace bullying can be a strategy used by management to get work done in the short term. The managers’ primary goal is to achieve an organisational objective by leveraging the formal power and control structures they possess within the organisation. This approach gives off the impression of being unfair and inherently unjust towards those lower in the organisational hierarchy. As a result, individuals fail to report bullying incidents to the appropriate authorities and do not receive the necessary assistance; instead, they suffer in silence. Workers regard bullying as inherent to the system and ‘natural’ and ‘normal’ in this environment, as a result of the systems and the processes that they see operating.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.7,"publicationDate":"2023-08-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41621316","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}

引用次数: 0

Why Do Employees Negotiate Personalised Work Arrangements? Examining the Motives and Outcomes of Idiosyncratic Deals in an Indian IT Industry Context 为什么员工要协商个性化的工作安排?审视印度IT行业背景下特殊交易的动机和结果

IF 1.7

South Asian Journal of Human Resource Management Pub Date : 2023-08-03 DOI: 10.1177/23220937231173119

Maithily R, Devi Soumyaja

{"title":"Why Do Employees Negotiate Personalised Work Arrangements? Examining the Motives and Outcomes of Idiosyncratic Deals in an Indian IT Industry Context","authors":"Maithily R, Devi Soumyaja","doi":"10.1177/23220937231173119","DOIUrl":"https://doi.org/10.1177/23220937231173119","url":null,"abstract":"Idiosyncratic deals (i-deals) are personalised work arrangements negotiated between employees and employers. In most contemporary organisations, i-deals have achieved desirable employee behaviour and positive work-related outcomes. Although recent literature has given increased attention to i-deals, a lack of clarity exists regarding what drives i-deal negotiations and the perceived outcomes of such individualised negotiations in emerging economies like India, which falls in the middle zone of negotiability. Therefore, the study investigates what motivates employees for i-deal negotiations and the outcomes of such i-deals from an employee perspective by following a qualitative methodology. Data for the study were collected through in-depth interviews among 30 IT sector employees in India who successfully negotiated i-deals. Axial coding was used for data coding, resulting in two main themes for the study: motives for i-deal negotiation and outcomes of those negotiations. The study findings show that career advancement and job autonomy are the critical drivers of i-deal negotiations. Besides, the benefits experienced by the employees from such negotiations include reduced work–family conflict, enhanced work engagement and job satisfaction. Theoretical and managerial implications are also discussed.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.7,"publicationDate":"2023-08-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43437606","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}

引用次数: 0

Leaders’ Part in Boosting Change Encouraging Attitude of Employee: The Sequential Mediation Model of Dealing Change in the Organisation 领导者对员工变革激励态度的促进作用:组织应对变革的序贯中介模型

IF 1.7

South Asian Journal of Human Resource Management Pub Date : 2023-08-03 DOI: 10.1177/23220937231176164

M. N. Islam

{"title":"Leaders’ Part in Boosting Change Encouraging Attitude of Employee: The Sequential Mediation Model of Dealing Change in the Organisation","authors":"M. N. Islam","doi":"10.1177/23220937231176164","DOIUrl":"https://doi.org/10.1177/23220937231176164","url":null,"abstract":"The aim of this study is to investigate the influence of transformational leadership on employees’ change championing behaviour, and the mediating roles of employees’ trust in leadership and employees’ work engagement in the relationship between transformational leadership and employees’ change championing behaviour. The research was conducted among 379 employees in the banking sector of Bangladesh. The findings revealed a significant and positive impact of transformational leadership on employees’ change championing behaviour. Furthermore, the study identified that employees’ trust in leadership and WE play important mediating roles, individually and sequentially, in the relationship between transformational leadership and employees’ change championing behaviour during change management in the Bangladesh banking sector. This study contributes to our understanding of how transformational leadership promotes employees’ change championing behaviour and underscores the effectiveness of transformational leadership in fostering employees’ trust in leadership and work engagement. Additionally, this study emphasises the importance of employees’ trust in leadership and work engagement in the context of organisational change implementation.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.7,"publicationDate":"2023-08-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47581575","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}

引用次数: 0

Does Leadership Style and HRM Practices Promote Employee Well-being Post Onset of the New Normal? A Mixed-method Approach 领导风格和人力资源管理实践是否促进了新常态下员工的幸福？一种混合方法

IF 1.7

South Asian Journal of Human Resource Management Pub Date : 2023-07-31 DOI: 10.1177/23220937231186937

U. Jada, Deepika Swain, Tony John, L. K. Jena

{"title":"Does Leadership Style and HRM Practices Promote Employee Well-being Post Onset of the New Normal? A Mixed-method Approach","authors":"U. Jada, Deepika Swain, Tony John, L. K. Jena","doi":"10.1177/23220937231186937","DOIUrl":"https://doi.org/10.1177/23220937231186937","url":null,"abstract":"The immediate establishment of ‘a new normal’ in response to the present global crisis made leaders relook into the well-being of their employees through a new lens. Hence, promoting empowering leadership in any organisation to attain employee well-being became the key to surviving the detrimental impact of endangered organisational productivity. In line with two promising theories (social exchange and social learning), we proposed to join empowering leadership and employee well-being through activity-enhancing, opportunity-enhancing, motivation-enhancing, work–life balance-enhancing and voice-enhancing related human resources management (HRM) practices. A two-phase exploratory sequential mixed-method process was designed to identify and analyse the role of HRM practices on promoting well-being during the onset of the new normal. Results of the multi-mediation model conducted on 328 executives of private banks in eastern India—demonstrated participative decision-making as a rewarding impact of autonomy and freedom. It highlighted achieving employee well-being as a flow experience. Our findings propose the techno-functionality of empowering leadership in redefining the holistic concept of well-being for socio-tropic continents like India, which may help establish actual well-being as a panacea to evolving work lives.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.7,"publicationDate":"2023-07-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42329755","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}

引用次数: 0

Peer Review Excellence Award Winners 同行评审优秀奖获得者

IF 1.7

South Asian Journal of Human Resource Management Pub Date : 2023-05-29 DOI: 10.1177/23220937231167630

引用次数: 0

James M. Kouzes & Barry Z. Posner, Leadership in Higher Education: Practices That Make a Difference. Berret-Koehler Publishers, Inc., 2019, 208 pp., $18.99, ISBN 9781523087006. James M.Kouzes和Barry Z.Posner，《高等教育领导力：有所作为的实践》。Berret-Koehler出版社，股份有限公司，2019年，208页，18.99美元，国际标准书号9781523087006。

IF 1.7

South Asian Journal of Human Resource Management Pub Date : 2023-04-28 DOI: 10.1177/23220937221138387

Prashant Sunil Borde, Ridhi Arora, S. Kakoty

引用次数: 0