Search results
1 – 10 of 17Meera Peethambaran and Mohammad Faraz Naim
This paper aims to examine the relationship between empowering leadership and the holistic well-being construct, i.e. flourishing-at-work.
Abstract
Purpose
This paper aims to examine the relationship between empowering leadership and the holistic well-being construct, i.e. flourishing-at-work.
Design/methodology/approach
On the basis of an extensive review of literature and using conservation of resource (COR) theory and self-determination theory (SDT), this study proposes a conceptual framework with employee work passion (EWP) as a link connecting empowering leadership and flourishing-at-work.
Findings
Empowering leadership has the ability to enhance EWP and thereby increase the overall well-being of employees (flourishing). Moreover, the study demonstrates that EWP serves as a potential mechanism connecting empowering leadership and flourishing-at-work.
Research limitations/implications
Being a conceptual paper, the proposed framework lacks empirical validation.
Practical implications
Organizations should focus on leaders with empowering behaviours and strive towards increasing EWP.
Originality/value
To the best of the authors’ knowledge, this is the first study to propose the role of EWP as a possible conceptual link between empowering leadership and employee flourishing-at-work. This paper emphasizes the importance of flourishing-at-work in the current climate of rising mental tensions among employees, which leads to adverse organizational outcomes.
Details
Keywords
Mohammad Faraz Naim and Usha Lenka
This paper aims to examine the relationship between workplace use of social media, collaboration and Gen Y employees’ engagement.
Abstract
Purpose
This paper aims to examine the relationship between workplace use of social media, collaboration and Gen Y employees’ engagement.
Design/methodology/approach
A sample of 209 Indian Gen Y employees from information technology industry participated in the survey. Structural equation modelling is used to test the research hypotheses.
Findings
Findings reveal that social media has a significant positive effect on collaboration, which leads to Gen Y employees’ perceived learning, in turn impacting Gen Y employees’ engagement.
Research limitations/implications
Findings suggest a social media-enabled approach of collaboration to satisfy Gen Y employees’ perceived learning leading to their engagement. However, this study only examines the employees’ perspective; it will be prudent to examine management perspective as well in future studies.
Practical implications
Organisations must integrate social media into their talent management strategy.
Originality/value
This study contributes to the literature in human resources pertaining to social media as an asset to promote collaboration and develops a linkage between social media and Gen Y employees’ engagement via perceived learning.
Details
Keywords
The purpose of this paper is to illustrate existing learning and development (L&D) practices of an Indian HR consulting firm.
Abstract
Purpose
The purpose of this paper is to illustrate existing learning and development (L&D) practices of an Indian HR consulting firm.
Design/methodology/approach
Structured interviews were conducted with 24 delivery managers to collect primary data and then content was analysed to develop the case study.
Findings
Mentoring, cross-training, knowledge sharing, job rotation, eLearning and social media–enabled learning tools are instrumental in executing L&D strategy of the case company.
Research limitations/implications
The author recognises the scope of this study is limited to the HR consulting sector in India, and it lacks empirical investigation.
Practical implications
Organisations must implement a holistic L&D strategy.
Originality/value
It is one of the first studies to explore L&D practices in the context of Indian HR consulting sector.
Details
Keywords
Meera Peethambaran and Mohammad Faraz Naim
The present study investigates the relationship between high-performance work systems (HPWS) and employee flourishing-at-work (FAW) through psychological capital (PsyCap) and…
Abstract
Purpose
The present study investigates the relationship between high-performance work systems (HPWS) and employee flourishing-at-work (FAW) through psychological capital (PsyCap) and employee work passion (EWP).
Design/methodology/approach
A three-path serial mediation model was constructed to explore the proposed relationships. The hypotheses were empirically tested using SPSS 25 and AMOS 21.0. The study was conducted in India and included a total of 357 hotel employees as participants.
Findings
The study revealed that PsyCap and EWP were significant independent mediators between HPWS and FAW. Moreover, PsyCap and EWP were identified as serial mediators in the relationship between HPWS and FAW. Additionally, a direct relationship between HPWS and FAW was also found.
Practical implications
Implementing HPWS in hospitality organizations can foster PsyCap of the employees and foster EWP among their workforce. This approach not only increases the organization's competitive advantage but also enhances employees' holistic well-being, i.e. FAW.
Originality/value
This study marks a pioneering effort to establish a distinct relationship between HPWS and FAW. Moreover, the study introduces an innovative approach by employing EWP to delve into the influence of both HPWS and PsyCap on FAW.
Details
Keywords
Mohammad Faraz Naim, Sumbul Fatima and Mohd Suhail
After a thorough analysis of the case, students will be able to do the following: understand the building blocks of incentive structure in an organizational setting. Review the…
Abstract
Learning outcomes
After a thorough analysis of the case, students will be able to do the following: understand the building blocks of incentive structure in an organizational setting. Review the existing incentive structure at WINFORT. Develop effective incentive approaches to motivate employees at workplace. Illustrate the importance of performance management review to motivate employees.
Case overview/synopsis
The case explores the motivational state of a talent acquisition executive or talent scout working for a staffing firm, WINFORT Services in New Delhi, India. The two main characters in the cast are Helena Stacy, the Lead Talent Scout at WINFORT and Sofia Williams, the Talent scout. There was a meeting conducted between Helena and Sofia regarding the latter’s performance review held annually. However, to Sofia’s surprise, she could to get any salary hike this time as she failed to achieve her given targets. This led to a serious altercation between the two and resulted in Sofia started thinking of looking for alternate job opportunities.
Complexity academic level
The case is suitable for any postgraduate course, in particular MBA or MBA executive development program on human resource management, talent management, compensation and benefits, and as a module on motivation in organizational behavior.
Subject code
CSS 6: Human Resource Management.
Supplementary materials
In addition, there are more resources available to augment the understanding of the business operations of staffing firms in India. Interested instructors and students are advised to go through these resources to better understand the routine operations of a staffing organization. https://talentcorner.in/how-recruitment-industry-generates-wealth/ https://wowidea.in/how-recruitment-agencies-in-india-works/ https://www.michaelpage.be/about-us/our-recruitment-process?fbclid=iwar0ftzztbzm5afvdwv_oyvp1f1p8zgpuflrbt8z6yg9zakm5c0kaoaom6ha
Details
Keywords
Mohit Yadav and Mohammad Faraz Naim
Inspired by India’s focus in the 11th and 12th Five Year Plans on fulfilling the surging energy needs, the purpose of this paper is to capture the Quality of work life (QWL) in…
Abstract
Purpose
Inspired by India’s focus in the 11th and 12th Five Year Plans on fulfilling the surging energy needs, the purpose of this paper is to capture the Quality of work life (QWL) in the Indian power sector.
Design/methodology/approach
QWL measured with seven dimensions was validated with CFA, and the χ2 difference test based on the Bonferroni method (Simes, 1986) was used for discriminant validity. Individual processes were analyzed with correlation analysis and ANOVA. The influencers of QWL in three processes were compared with standardized coefficients and model fit indices.
Findings
Freedom from work-related stress, salary, relationship with work colleagues, job security and communication and job satisfaction positively influenced QWL. Supervisor support was not found to influence QWL, while job involvement was found to negatively influence QWL.
Research limitations/implications
The scope of this study is limited to India, however, and results may not generalize to other countries. Hence, future studies should replicate the study in power sector or allied manufacturing sector in different cultural settings. Another limitation lies in its relatively small sample size; therefore, generalizability of the results may be restricted.
Practical implications
The findings provide useful information to assist HR managers in improving the QWL among Indian power sector employees.
Originality/value
The study is one of the first studies to date to empirically examine the QWL among Indian power sector employees.
Details
Keywords
Mohammad Faraz Naim and Usha Lenka
The present study aims to explore knowledge sharing to evoke affective commitment of Gen Y employees through competency development.
Abstract
Purpose
The present study aims to explore knowledge sharing to evoke affective commitment of Gen Y employees through competency development.
Design/methodology/approach
The research uses cross-sectional survey to collect primary data. A questionnaire is developed based on extensive review of literature. A sample was obtained from Gen Y employees (born between 1980 and 2000) working in software organizations in India. In total, 582 completely filled, usable questionnaires were obtained.
Findings
Results indicate that knowledge sharing has a positive effect on competency development of Gen Y employees, which in turn, positively predicts affective commitment. Furthermore, this would result in the enhancement of employee competencies and eventually, the generation of affective commitment.
Research limitations/implications
This study was limited to the software development professionals working in Indian organizations Therefore, researchers should test the research model further in other industries preferably in a different country.
Practical implications
The more knowledge assets are shared in the organization, the higher the enhancement of employee competencies will become. To evoke emotional attachment of Gen Y employees, an organization must implement learning and development interventions
Originality/value
This study contributes to knowledge management literature, particularly knowledge sharing by exploring its possible linkage with employee attitudinal outcomes through empirical data. This also happens to be an empirical study to investigate Gen Y employees’ commitment in Indian context.
Details
Keywords
Mohammad Faraz Naim, Nazia Shehzad, Moza Tahnoon Al Nahyan, Fauzia Jabeen and Antonio Usai
This study aims to test the relationship between knowledge sharing and employee engagement. In particular, the mediating and moderating roles of competency development and social…
Abstract
Purpose
This study aims to test the relationship between knowledge sharing and employee engagement. In particular, the mediating and moderating roles of competency development and social climate, respectively, are also the focus of this research.
Design/methodology/approach
Of self-completed questionnaires collected from luxury hotels in India, 507 are usable for data analysis. The structural equation modelling (SEM) was used to examine the proposed hypotheses.
Findings
The structural equation modeling–based results illustrate a positive significant association between knowledge sharing and employee engagement. Also, there is a significant support to establish the mediating effect of competency development and the moderating effect of social climate on this relationship. The expansion of competencies of employees achieved through knowledge sharing leads to higher engagement.
Research limitations/implications
This work is carried out in Indian hospitality sector and may not be generalizable to other cultural settings.
Practical implications
This study’s results add to the knowledge sharing scholarship by envisaging a possible association with an employee attitudinal outcome, i.e. employee engagement.
Originality/value
To the best of the authors’ knowledge, this is one of the first studies to unravel the social processes through which knowledge sharing enhances competency development, and subsequently employee engagement, mainly through the influence of social climate.
Details
Keywords
Mohammad Faraz Naim and Adnan Ozyilmaz
Based on the theoretical underpinnings of the theory of work adjustment and social exchange framework, the authors contend that an employee's trust in management (TIM) will…
Abstract
Purpose
Based on the theoretical underpinnings of the theory of work adjustment and social exchange framework, the authors contend that an employee's trust in management (TIM) will interact with the flourishing-at-work (FAW) to predict turnover intentions (TIs). Specifically, the authors assumed that FAW will have a stronger negative effect on TIs, given the greater degree of TIM.
Design/methodology/approach
Leveraging a cross-sectional survey design and data gathered from 587 IT professionals working in India, the findings revealed that FAW negatively predicted TIs. More importantly, TIM accentuates or moderates the negative relationship between FAW and TIs.
Findings
Specifically, TIM was found to have a significant moderating effect on the relationship between (1) psychological well-being (PWB) and TIs, (2) social well-being and TIs. Interestingly, a nonsignificant moderating effect was observed on the relationship between emotional well-being (EWB) and TIs.
Research limitations/implications
The research findings of this study might be context-specific as the IT industry in India generally has high attrition, so obviously, a higher TIs is expected from IT professionals. Therefore, future studies should explore a different industry may be manufacturing and so on, to test the current study's research framework.
Practical implications
These are highly important contributions to the extant scholarship on FAW, as the study offers new wisdom into how FAW influences TIs under the contingent effect of TIM.
Originality/value
This is the first of its kind study to explore the moderating role of TIM on the link between FAW and employees' TIs.
Details
Keywords
Mohammad Faraz Naim and Usha Lenka
The purpose of this paper is to present a conceptual framework of development, commitment, and retention of Generation Y employees.
Abstract
Purpose
The purpose of this paper is to present a conceptual framework of development, commitment, and retention of Generation Y employees.
Design/methodology/approach
Based on a review of existing literature and using social exchange and social constructivist approach, this study presents a conceptual framework with mentoring, strategic leadership, social media, and knowledge sharing as its key constructs to retain Generation Y employees.
Findings
Mentoring, strategic leadership, social media, and knowledge sharing have a great potential to foster competency development. Competency development is critical to evoke affective commitment of Generation Y employees, which in turn results in intention to stay forth.
Research limitations/implications
The proposed conceptual framework should be empirically validated in the future research.
Practical implications
Organisations should incorporate mentoring, strategic leadership, social media, and knowledge sharing into their talent management strategy for Generation Y employees. Competency development then in turn evokes commitment of Generation Y employees, leading to intention to stay forth. The framework suggests an approach for generation-specific retention strategy.
Originality/value
This is one of the first studies to propose a holistic framework to retain Generation Y employees. This paper adds a new dimension to the talent management literature by focusing on young generation employees.
Details