JournalTOCs

South Asian Journal of Human Resources Management
Number of Followers: 4

Full-text available via subscription

Subscription journal
ISSN (Print) 2322-0937 - ISSN (Online) 2349-5790
Published by Sage Publications

[1151 journals]

The Relationship Between Transformational Leadership and Organisational
Learning Capability with the Mediating Role of Perceived Human Resource
Effectiveness
- Authors: Shiza Kazmi, Fizza Kanwal, Kashif Rathore, Kiran Faheem, Arooj Fatima
  Abstract: South Asian Journal of Human Resources Management, Ahead of Print.
  The study investigates the relationship between transformational leadership (TL) and organisational learning capability (OLC) and explores the mediating role of human resource (HR) effectiveness. A quantitative survey method was used to gather data from the software industry in Pakistan through a self-administered questionnaire (N = 504). Both exploratory and confirmatory factor analyses were conducted to check the reliability and validity of the research instrument. In addition, structural equation modelling (SEM) was used to test the proposed hypotheses. Research findings have demonstrated that TL positively affects OLC in software companies. Moreover, perceived HR effectiveness mediates the relationship between TL and OLC. Current research has several theoretical and practical implications as it extends the ability-motivation-opportunity (AMO) theory by considering perceived HR effectiveness as an important facilitator of a firm’s learning capability. This study provides valuable insights for organisational leaders to ensure HR effectiveness in terms of HR practices including recruitment, training and compensation for the development of learning capabilities. It also recommends managers to adopt TL for utilising HR effectiveness in order to improve learning at an organisational level.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2021-04-01T06:24:13Z
  DOI: 10.1177/2322093721997197
To Jugaad or Not' How Mumbai’s Gig Workers Thrive Against
Psychological Contract Discrepancies
- Authors: Rahul Sivarajan, Aparna M. Varma, Reshmi
  Abstract: South Asian Journal of Human Resources Management, Ahead of Print.
  As gig economy based firms increasingly rely upon algorithmic management to regulate their gig workers, we explore how driver-partners’ psychological contacts working for two major ridesharing platforms based on Mumbai evolve. The gig workers’ responses in how they adapt and thrive to the challenges posed by the information asymmetry brought about by the app’s algorithms are qualitatively captured using semi-structured interviews. From the thematic analysis that follows, we learn that the gig workers perceive psychological contract violation when repetitive attempts via problem-focused coping fail to resolve the psychological contract breach induced discrepancies. Though functional coping responses are persisted initially, we find that a collective influenced employee reaction follows soon. This collective attempt at resetting the power asymmetry leads the drivers to disengage with their organisations and resort to counterproductive work behaviour hacks. These temporary and significant quick fixes (identified as jugaad in the local culture) help the gig workers thrive amidst their disengagement states.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2021-03-23T06:26:23Z
  DOI: 10.1177/2322093721995311
Guest Editorial: An Introduction to the Special Issue
- Authors: Naresh Khatri, Sudhir Saha
  Pages: 159 - 164
  Abstract: South Asian Journal of Human Resources Management, Volume 7, Issue 2, Page 159-164, December 2020.
  
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2020-11-17T04:39:06Z
  DOI: 10.1177/2322093720958093
  Issue No: Vol. 7, No. 2 (2020)
Unravelling the Relationship Between High-involvement Work Practices and
Organizational Citizenship Behaviour: A Sequential Mediation Approach
- Authors: Neha Gahlawat, Subhash C. Kundu
  Pages: 165 - 188
  Abstract: South Asian Journal of Human Resources Management, Volume 7, Issue 2, Page 165-188, December 2020.
  Using primary data from 575 employees of 209 organizations, the current study progresses the research between high-involvement work practices (HIWP) and organizational citizenship behaviour (OCB) in the Indian context. The results have revealed that the employees’ perceptions of HIWP including contingent appraisal and compensation, extensive training, self-managed teams, flexible work arrangements and empowerment result in enhanced work motivation (WM), improved job satisfaction (JS), heightened organizational commitment and higher degree of engagement in citizenship behaviour among employees. With establishment of a multi-step partial mediation model, the findings further reveal that the relationship between HIWP and OCB is individually and serially mediated by WM, JS and affective commitment (AC). The implications of these results for theory and practice of progressive HR practices in the Indian context are discussed.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2020-06-27T08:56:05Z
  DOI: 10.1177/2322093720932071
  Issue No: Vol. 7, No. 2 (2020)
Examining the Influence of Human Capital on Employees’ Innovative Work
Behaviour: A Moderated Serial Mediation Model
- Authors: Suman Choudhary, Nazia Zabin Memon, Kirti Mishra
  Pages: 189 - 213
  Abstract: South Asian Journal of Human Resources Management, Volume 7, Issue 2, Page 189-213, December 2020.
  Organisations invest in human capital to achieve favourable organisational performance. The purpose of this research is to explain how organisational human capital investments influence an individual’s human capital and innovative work behaviour (IWB). Drawing on Social Exchange Theory and its subset Affect Theory of Social Exchange, this study empirically examines how the human resource management activity of human capital investments manifests at the individual level by developing and testing a moderated serial mediation model. A total of 115 employees working in a diverse set of industries, such as service, manufacturing, information technology, consultancy and education, who had received at least one training from their current employer, participated in the survey. The participants completed five standardized, valid and reliable instruments. SPSS was employed for data analysis. Hypotheses were tested using regression analysis. Results show that both gratitude and knowledge management mediate the relationship between human capital and IWB and the moderating effects of job characteristics. This study extends current literature and integrates macro–micro human capital by exploring how and when human capital leads to the generation of micro social orders. The concept of micro social orders refers to repeated interactions (exchange frequency), emotional reactions, perceptions of cohesion and affective sentiments of a group/organisation due to social structures. This research also highlights how managers can establish positive reciprocity obligations and enhance employees’ gratitude that helps to achieve IWB.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2020-08-21T04:08:41Z
  DOI: 10.1177/2322093720942660
  Issue No: Vol. 7, No. 2 (2020)
Outcomes of Meaningful Work in the Context of Indian Blue-collar
Employees: The Moderating Role of Relational Identification and
Organisation-based Self-esteem
- Authors: Lalatendu Kesari Jena, Subhra Pattnaik
  Pages: 214 - 232
  Abstract: South Asian Journal of Human Resources Management, Volume 7, Issue 2, Page 214-232, December 2020.
  The study investigates the moderating effect of relational identification and organisation-based self-esteem (OBSE) on the relationship between meaningful work and prudence, as well as meaningful work and civic virtue behaviour, in the context of blue-collar employees working in the Indian aeronautical manufacturing sector (IAMS). Survey data collected from 312 blue-collar employees showed that meaningful work has a positive influence on prudence as well as civic virtue behavior only at high levels of relational identification and OBSE. These relationships were insignificant at the lower level of the moderators. The findings of the study hold significant research, practice, and societal implications, because meaningful work in the context of blue-collar employees of the aeronautical industry has not been studied before, though this industry has high growth potential.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2020-08-25T06:12:16Z
  DOI: 10.1177/2322093720944276
  Issue No: Vol. 7, No. 2 (2020)
An Exploratory Study on Intergenerational Learning in Indian IT Workspace
- Authors: Aman Jain, Mridul Maheshwari
  Pages: 233 - 256
  Abstract: South Asian Journal of Human Resources Management, Volume 7, Issue 2, Page 233-256, December 2020.
  Recent years have been transformational for organisations owing to growing generational diversity and the associated challenges of managing the different generations working together. This issue of generational diversity invites significant attention in the context of studying organisations that are going through massive transformations with the presence of different generations within the organisations at the same time (Baby Boomers, Generation X and Generation Y or Millennials). Each of the three generations, with their understanding of the business context, technology, and industry-specific knowledge, are influencing organisational learning landscapes. With this, both the organisations and individuals benefit from the exchange of expertise suited to the learning preferences of different generational cohorts. This qualitative research is an attempt to explore the aforementioned phenomenon by focusing on the nuances of the traits of different generations, their respective learning preferences and the dynamics of intergenerational learning in the context of Indian IT companies. Insights that emerge seek to unravel the observed facets of intergenerational learning by three diverse generations of IT Industry.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2020-09-14T06:04:45Z
  DOI: 10.1177/2322093720944275
  Issue No: Vol. 7, No. 2 (2020)
Does Flexibility in Human Resource Practices Increase Innovation'
Mediating Role of Intellectual Capital
- Authors: Jahnavi Patky, Shivendra Kumar Pandey
  Pages: 257 - 275
  Abstract: South Asian Journal of Human Resources Management, Volume 7, Issue 2, Page 257-275, December 2020.
  Building on resource-based view theory, this article investigates the impact of human resource practice flexibility (HRPF) on innovation performance with (a) the mediating role of intellectual capital (IC) and (b) moderating role of the industry type (service or manufacturing) of an organisation. We empirically examined the relations using a survey dataset of managers of 257 Indian organisations. We have used the structural equation modelling method for data analysis. Findings of the moderated mediation analysis revealed that IC mediates the relationship between HRPF and innovation performance (a) partially when the organisation operates in the service industry and (b) fully when an organisation operates in the manufacturing industry. Additionally, our study explains the underlying mechanism governing the same relationship.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2020-07-10T02:10:14Z
  DOI: 10.1177/2322093720934243
  Issue No: Vol. 7, No. 2 (2020)
The Production of Garments and Textiles in Bangladesh: Trade Unions,
International Managers and the Health and Safety of Workers
- Authors: Md Asaduzzaman Khan, Katharine Brymer, Karl Koch
  Pages: 276 - 292
  Abstract: South Asian Journal of Human Resources Management, Volume 7, Issue 2, Page 276-292, December 2020.
  This paper offers a view of working practices within the garment and textile (G&T) industry in Bangladesh. The G&T industry accounts for over 84 per cent of Bangladesh exports and is therefore viewed as key to the country’s economic development. This importance is seen in the creation of Export Processing Zones (EPZs), which were created by that state to encourage foreign investment by offering acongenial climate free from cumbersome procedures. Trade unions are outlawed in these areas. Health and safety are poor within the G&T industry. However, the Rana Plaza disaster of 2013, which caused 1,132 deaths and over 2,500 injuries, placed the issue of workplace safety on the international agenda. Arguably, this prompted a change of attitude within Bangladesh and the G&T industry towards health and safety. The presence of international managers appears to have played a significant role in improving health and safety in the working environment, however these international managers do face a range of cultural barriers, which include both language and a different perception of the value of health and safety in the workplace. This paper has adopted a mixed method of both qualitative and quantitative data, collected through interviews and questionnaire surveys within the G&T industry in Bangladesh.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2020-11-17T04:39:26Z
  DOI: 10.1177/2322093720944270
  Issue No: Vol. 7, No. 2 (2020)
Handling Sexual Harassment Complaints in Sri Lanka: Fair Process and Best
Practices
- Authors: Arosha S. Adikaram, Pavithra Kailasapathy
  Pages: 293 - 314
  Abstract: South Asian Journal of Human Resources Management, Volume 7, Issue 2, Page 293-314, December 2020.
  Sexual harassment at the workplace continues to be an issue all over the world. While there are many policies with well laid-out procedures specifying the process to follow when complaints of sexual harassment are received, there is still a lack of knowledge on actual practices of handling sexual harassment complaints and best practices. Data were collected from 35 HR professionals (HRPs) from over 30 companies in Sri Lanka on how sexual harassment complaints were handled. Based on this empirical evidence and literature as well as the theory of organisational justice, a six-stage process that HRPs should follow for a fair, just and effective handling of sexual harassment complaints is proposed. The process comprises of (a) complaint stage, (b) assessment of complaint stage, (c) investigation stage, (d) action stage, (e) appeal stage and (f) post-settlement stage. Best practices of handling sexual harassment complaints identified through the empirical data and literature are also highlighted.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2020-07-15T12:59:40Z
  DOI: 10.1177/2322093720934580
  Issue No: Vol. 7, No. 2 (2020)
Anil K Khandelwal, CEO: Chess Master or Gardener'
- Authors: Abinash Panda
  Pages: 315 - 319
  Abstract: South Asian Journal of Human Resources Management, Volume 7, Issue 2, Page 315-319, December 2020.
  
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2020-11-17T04:38:38Z
  DOI: 10.1177/2322093720929259
  Issue No: Vol. 7, No. 2 (2020)
Ram Charan, Dominic Barton and Dennis Carey, Talent Wins: The New Playbook
for Putting People First
- Authors: Bhavya Kapoor
  Pages: 320 - 324
  Abstract: South Asian Journal of Human Resources Management, Volume 7, Issue 2, Page 320-324, December 2020.
  
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2020-11-17T04:38:51Z
  DOI: 10.1177/2322093720932084
  Issue No: Vol. 7, No. 2 (2020)
Contextual Support and Career Aspirations of Working Women
- Authors: Lakhwinder Singh Kang, Gurpreet Kaur
  Abstract: South Asian Journal of Human Resources Management, Ahead of Print.
  The purpose of this article was to investigate the impact of career-related support in work and non-work domains on the aspirations of women for progression in career. Using multistage sampling technique, the data were collected from 438 female employees working in private sector banks and insurance companies in Punjab, a state in north India. AMOS-based structural equation modelling was performed, and the results revealed that family/spousal support in non-work domain and supervisory and organisational support in work domain significantly predicted the career aspirations of working women, whereas the impact of collegial support was not observed. Supervisor support was found to be the most significant source of support followed by family/spousal support and then organisational support.The present study is a pioneer work, which has empirically examined the role of various forms of contextual supports in work and non-work domains in determining the desired aspirations of working women in India. The study proposes that collective efforts on the part of women themselves, their families, supervisors, colleagues and organisations are required to enhance working women’s propensity to aspire and realise their aspirations for advancement in career.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2020-11-09T08:04:48Z
  DOI: 10.1177/2322093720967803
Technology Intense Workplaces, Boundary Preferences and Work–Life
Conflict: Evidence from Sri Lanka
- Authors: Sulakshana De Alwis, Patrik Hernvall
  Abstract: South Asian Journal of Human Resources Management, Ahead of Print.
  Workplaces today are more technologically pervasive than ever before, and communication devices such as smartphones have blurred traditional boundaries between work and non-work spheres of people. In fact, employers need to be mindful about this phenomenon when they have technology-based work expectations from their employees. Within this backdrop, this study attempts to reveal how the technological intensity at workplaces affects work–life conflict of employees who have different boundary preferences. The analysis based on 225 respondents shows that technological intensity is a significant mediator between work–life boundary preferences and work–life conflict of employees. Further, this study validates the findings of prior research based on Western samples on non-Western countries, followed by a discussion on the implications to practice and avenues for future research.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2020-11-06T11:54:37Z
  DOI: 10.1177/2322093720965326
Goal Clarity, Trust in Management and Intention to Stay: The Mediating
Role of Work Engagement
- Authors: Neha Bellamkonda, Nivethitha Santhanam, Murugan Pattusamy
  Abstract: South Asian Journal of Human Resources Management, Ahead of Print.
  Drawing from the Job Demands-Resources (JD-R) theory, the study explores the relationship between goal clarity, trust in management, work–family conflict and intention to stay among managers in the IT and Information Technology Enabled Service sectors. It also analyses the mediating role of employee engagement in the relationship between job resources (i.e., goal clarity and trust in management), job demands (i.e., work–family conflict) and intention to stay. Data were collected through a structured questionnaire from 200 managerial level employees in India. The model was tested using structural equation modelling techniques. Results indicate that employee engagement fully mediates the relationship between goal clarity, trust in management and intention to stay. This study makes significant theoretical contributions by exploring and establishing the relationship between goal clarity and intention to stay. It also contributes to relevant literature by demonstrating the mediating effects of employee engagement with goal clarity, trust in management and intention to stay of managerial level employees. In addition, this article describes the practical implications of work engagement and intention to stay.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2020-11-02T03:52:19Z
  DOI: 10.1177/2322093720965322
A Jack of All Trades Is a Master of None: The Nexus of Firm-specific Human
Capital, Ambidexterity, Productivity and Firm Performance
- Authors: Navaneethakrishnan Kengatharan
  Abstract: South Asian Journal of Human Resources Management, Ahead of Print.
  Drawing on the knowledge-based theory of the firm and organisational learning theory, the present study chiefly examines the impact of firm-specific human capital on organisational ambidexterity and the subsequent effect of organisational ambidexterity on productivity by integrating human capital theory with the theory of transaction cost. The data were garnered from 197 managers in Sri Lanka with self-reported questionnaires in a time-lagged approach. The results disclose strong significant relationships between the variables investigated: a chain of positive relationships between firm-specific human capital and organisational ambidexterity, organisational ambidexterity and productivity, and productivity and firm performance; and mediated relationships between firm-specific human capital and productivity through organisational ambidexterity, and between organisational ambidexterity and firm performance via productivity. The findings of the study push back the frontiers of human resource management literature in many ways. Notably, managers should be cognizant of the effects of firm-specific human capital, organisational ambidexterity, and productivity on firm performance.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2020-10-19T07:00:36Z
  DOI: 10.1177/2322093720970014