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South Asian Journal of Human Resources Management
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ISSN (Print) 2322-0937 - ISSN (Online) 2349-5790
Published by Sage Publications

[1174 journals]

An Empirical Investigation of the Higher Educational Institutions’
Attractiveness as an Employer
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  Authors: Chand Prakash, Ritu Yadav, Amardeep Singh, Aarti
  Pages: 130 - 148
  Abstract: South Asian Journal of Human Resources Management, Volume 9, Issue 1, Page 130-148, June 2022.
  In this competitive global market, where organisations struggle to attract the best talent, providing a unique employer value proposition (EVP), educational sector does not lag behind other sectors. In this study, the researchers tried to identify the dimensions of employer brand attractiveness among higher educational institutions’ potential faculty members. Furthermore, this study compares higher educational institutions’ attractiveness dimensions as employers among potential faculty members based on gender. A sample of 250 potential faculty members of higher educational institutions has been drawn from the national capital region (NCR), India. Confirmatory factor analysis and independent-sample t-test has been used to attain the objectives of the study. The study highlighted that economic value, social value, developmental value, interest value and application value significantly contribute to higher educational intuitions’ employer attractiveness. Furthermore, the independent sample t-test showed a significant difference among male and female potential employees of higher education institutions based on application value. The remaining dimensions, namely economic, social, developmental and interest, do not significantly differ. The study will help the management of higher educational institutions frame their unique EVP to attract quality academic talent.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2022-04-19T01:28:46Z
  DOI: 10.1177/23220937221078118
  Issue No: Vol. 9, No. 1 (2022)
Peer Review Excellence Award Winners
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  Pages: 178 - 178
  Abstract: South Asian Journal of Human Resources Management, Volume 9, Issue 1, Page 178-178, June 2022.
  
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2022-04-19T01:31:06Z
  DOI: 10.1177/23220937221094996
  Issue No: Vol. 9, No. 1 (2022)
How Fair Is My Job' The Effects of Organisational Justice on Job
Involvement among Indian IT Workers during COVID-19
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  Authors: Priyanka Bhowmik, Pratishtha Bhattacharyya, Kalpana Sahoo
  Abstract: South Asian Journal of Human Resources Management, Ahead of Print.
  Organisational justice has attained considerable attention due to work-related uncertainties induced by the COVID-19 pandemic. Using the uncertainty management theory of fairness at work, social exchange theory and norm reciprocity theory, this article investigates the mediating effects of work-related quality of life and job embeddedness on the relationship between organisational justice and job involvement during COVID-19. Data were collected through a survey questionnaire from five IT companies in India. Hayes’ PROCESS macro was used to test the parallel mediation effect in our study. The findings indicate that work-related quality of life and job embeddedness fully mediate the association between organisational justice and job involvement, and the point estimate of the differences between the two mediators confirms that work-related quality of life and job embeddedness are no different from each other, and they mediate the relationship between organisational justice and job involvement in parallel manner. The study highlights benefit that organisations may achieve from devising policies that capitalise on organisational fairness and facilitate working factors for better employee performance amid uncertain situations and shock events such as the current pandemic. The article also discusses other managerial implications to overcome the unwanted effects of employees’ work life uncertainties.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2022-06-08T10:05:18Z
  DOI: 10.1177/23220937221103335
Employee Gratitude: A Win-Win for the Employer and the Employee
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  Authors: Athar Hameed, Muddasar Ghani Khwaja
  Abstract: South Asian Journal of Human Resources Management, Ahead of Print.
  Stress causes serious illnesses and damages employee well-being. The mutual gains human resource management (HRM) framework places HRM practices as the custodian of employee well-being in an organisation. This study presents a mutual gains HRM framework which has three components. First, employees can perceive that their organisation enacts HRM practices from two benevolent intentions (a) to help employees perform better and b) to improve their well-being. Second, these benevolent HRM attributions invoke gratitude among employees. Third, gratitude reduces employees’ perceived stress and improves their engagement levels. Fourth, gratitude mediates the relationship between both benevolent HRM attributions, employee stress and engagement levels. Purposive sampling technique was deployed for the collection of data using structured questionnaire from 294 respondents, working in the telecommunications sector of Pakistan. Measurement and structural model validity were tested through structural equation modelling (SEM) using Mplus 7.0. The findings confirmed theoretical connotations among the constructs. The study contributes to the literature by introducing a new HRM framework mediated by gratitude to reduce employee stress levels and improve their engagement.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2022-06-08T10:03:59Z
  DOI: 10.1177/23220937221101261
Unfolding the Dimensions of HRD Activities in Pakistan: An Interview with
Mr Jawaid Iqbal (CEO, Board of Director and Chairman)
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  Authors: Faheem Ahmed Patoli, Noman Soomro, Saqlain Raza
  Abstract: South Asian Journal of Human Resources Management, Ahead of Print.
  Human Resource Development (HRD) is a source of competitive advantage and a fundamental approach to achieve organisational objectives. Considering the lack of empirical pieces of evidence. A need was felt to unfold and understand the HRD dimensions adopted by the Pakistani organisations. An interview-based methodology was opted to obtain the required information. The interview’s key themes involved HRD; needs, strategies, role in managing workforce diversity, organisational development initiatives and concern for technology. The interview’s core purpose remained limited to unfold the HRD activities in line with the identified themes. The interview was concluded with challenges, future roles, and recommendations and competencies for HRD professionals in Pakistan with broader and generalised implications to the South Asian region.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2022-06-07T11:57:54Z
  DOI: 10.1177/23220937221101283
Lost in the Perilous Boulevards of Gig Economy: Making of Human Drones
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  Authors: Rajesh Gupta, Rajneesh Gupta
  Abstract: South Asian Journal of Human Resources Management, Ahead of Print.
  Along with advancements in information technology and related infrastructure, the gig economy is expanding to more and more cities in the world. In emerging economies like India, due to increasing urbanisation and Internet connectivity, many services are being delivered through technology platforms, and their numbers are growing fast. However, not much is known about the impact of app-based employment on the workers. The online food delivery sector is a suitable segment to probe the same. How vulnerable is this ever-dispensable food delivery employee in his monotonous job' These workers are employed under the mobile apps that control them like in a sci-fi game. What does it mean to be constantly under the mobile app surveillance' Does the flexibility of the gig economy impact the skills and aspirations of these boys' Does it dehumanise the workers and transform them into human drones' This study maps the lived experience of food delivery boys and their families, which has so far remained behind the celebrated success of the platform economy in India. Using both interview and participant observation methods to study gig workers and deploying dimensional analysis to unpack the context, this study finds evidence of unobtrusive dehumanisation. Given the mushrooming trend of such gig workers, the findings of this study call for a deeper analysis of the social impact of the gig economy and have far-reaching implications.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2022-06-02T10:21:36Z
  DOI: 10.1177/23220937221101259
Towards Compassionate Total Rewards: COVID-19’s Clarion Call for a
Paradigmatic Shift
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  Authors: Subhra Pattnaik, Mousumi Padhi
  Abstract: South Asian Journal of Human Resources Management, Ahead of Print.
  The COVID-19 ‘new normal’ has forced organisations to reinvent business practices including rewards in order to retain and motivate employees. This article reviewed the published literature to identify the changing Total Rewards strategies adopted by firms in India as they navigated the various phases of this unprecedented pandemic. The review of academic papers as well as practitioner articles or news articles on relevant themes published in the period of 2020–2021 was followed by semi-structured interviews with 12 human resource practitioners working in the Compensation and Benefits or Total Rewards function across various organisations in India to arrive at the findings of the study. The study revealed that most firms have adopted a compassionate approach while reformulating their Total Rewards strategy. Agility, fairness and hyper-personalisation form the cornerstones for relooking at the Total Rewards dimensions such as pay, benefits, learning and development, and work environment. Spurred by the pandemic, the article highlights the endeavour of Indian firms to imbibe compassion into their Total Rewards strategies by being agile, fair and hyper-personalised. Further, it also lists potential challenges that Indian reward leaders might need to address to successfully implement and sustain a compassionate Total Rewards culture in their organisations.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2022-04-19T04:58:23Z
  DOI: 10.1177/23220937221086121
Person–Organisation Fit and Occupation Selection in Bangladesh: A Study
on Bangladesh Civil Service Applicants
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  Authors: Md Sohel Chowdhury, Dae-seok Kang
  Abstract: South Asian Journal of Human Resources Management, Ahead of Print.
  Using the tenets of the theory of planned behaviour (TPB), this study aims to investigate the role of person–organisation (P–O) fit in predicting the job-seeking intentions of university graduates in Bangladesh. There is a lack of adequate research into the theoretical phenomenon in career-related literature, especially in light of inconsistent findings for the suggested relationships under the TPB framework. This may be one of the pioneer studies that examines the role of perceived P–O fit in the association between the TPB core constructs (i.e., subjective norms, self-efficacy and attitudes) and job-seeking intentions. Based on data collected from 239 unemployed university graduates in Bangladesh, this article examines the hypothesised relationships among the study variables with structural equation modelling. The results indicated that P–O fit significantly predicted job-seeking intentions, both directly and indirectly, through the influence of attitudes. Additionally, attitudes partially mediated the association between self-efficacy and job-seeking intentions. Notably, although subjective norms could not influence job-seeking intentions, the boundary conditions of P–O fit perceptions on the relationship between subjective norms and job-seeking intentions appeared significant. Based on the findings, there is a discussion of practical implications for career counsellors and recruitment policymakers. Finally, the study’s limitations and possible research directions are highlighted.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2022-04-19T04:12:29Z
  DOI: 10.1177/23220937221087022
The Mediating Role of Psychological Empowerment on the Transformational
Leadership-Innovative Work Behaviour relationship: A Study of Indian
Banking Sector
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  Authors: Vishal Garg, Arun Kumar Attree, Vibhash Kumar
  Abstract: South Asian Journal of Human Resources Management, Ahead of Print.
  The purpose of the study was to examine the association between managers’ transformational leadership style and employees’ innovative work behaviour (IWB) through psychological empowerment. We employed survey methodology and collected data by administering a standardised instrument to employees (n = 203) working in public and private sector bank branches in the Delhi-NCR region of India. By applying structural equation modelling, we found that by adopting a transformational leadership style, managers can encourage employees’ IWB. Psychological empowerment partially mediated the relationship between transformational leadership and the IWB of the employees. Additionally, we found that the transformational leadership style is positively associated with the psychological empowerment of employees, and employees’ psychological empowerment is positively related to the IWB of the employees. The study practically iterates that transformational leaders can augment their employees’ innovative behaviour by empowering them.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2022-04-19T04:02:49Z
  DOI: 10.1177/23220937221084436
Striving for Inclusion of Diverse Employees: How Important is the
Context'
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  Authors: Zunaira Saqib, Maria Khan
  Abstract: South Asian Journal of Human Resources Management, Ahead of Print.
  Organisations are making efforts to enhance diversity and become inclusive, yet there is little agreement on what leads an organisation to become inclusive. This article explores how organisations become inclusive through certain policies, practices, and behaviours. We conducted this study on a multinational subsidiary based in Pakistan with its parent company headquartered in Europe. Single case study methodology was used along with semi-structured interviews to gather in-depth data. Our findings suggest that inclusive organisations and inclusion can be considered relative concepts based on the context. An effort to find standardised policies, practices and behaviours to create inclusive organisations may not be possible. Organisations may be considered inclusive in the context that they operate in. The study strongly demonstrates the need to further refine the concept of inclusive organisations especially in light of societal context. The study serves as a valuable point of discussion in understanding how local operating context is balanced with international transfer of human resource (HR) practices. Our study contributes to diversity and inclusion literature through discussing behavioural and procedural elements that contribute towards building an inclusive workplace in a non-western context.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2022-04-19T03:54:04Z
  DOI: 10.1177/23220937221083813
Choose to be Optimistic, it Feels Better! The Role of Career
Decision-making Self-efficacy on the Relationship between Boundaryless
Career Orientation and Career Optimism
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  Authors: Bilal Ahmad, Nadia Nasir
  Abstract: South Asian Journal of Human Resources Management, Ahead of Print.
  Drawing on the conservation of resources (CoR) theory, this study examined whether career decision-making self-efficacy (CDSE) intervenes in the association of employees’ boundaryless career orientation and career optimism. The study further sets out to assess the interactional contribution of employees’ consideration of distant future consequences—future (CFC-F) on the fore connection of employees’ CDSE and optimism. In this vein, data were collected from 211 electronic media employees through cluster sampling via an electronically administered questionnaire. SPSS 21 and SmartPLS 3.0 were used for preliminary data analyses and hypothesis testing, respectively. The results showed that CDSE significantly and positively intervened in the relationship between boundaryless career orientation and career optimism. Furthermore, the interactional effect of CFC-F was also found significant in a way that employees demonstrated a higher degree of career optimism at the higher levels of CFC-F. Hence, the premise of CoR theory that constructive resources (e.g., boundaryless career orientation) help individuals to gain other key resources (e.g., CDSE, optimism) was substantiated. Theoretical and practical implications of the study were also discussed.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2022-04-14T11:44:06Z
  DOI: 10.1177/23220937221090413
Experience of Perceived Stress and Impact of Health Locus of Control
During COVID-19 Pandemic: Investigating Entrepreneurs and Corporate
Employees
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  Authors: Yamini Chandra, Jignasu Yagnik
  First page: 79
  Abstract: South Asian Journal of Human Resources Management, Ahead of Print.
  The sudden, rapid and ongoing outbreak of novel coronavirus disease-2019 (COVID-19) has forced social distancing and lockdowns. Many people have already started experiencing an elevated feeling of loneliness, emotional distress, anxious and depressive thoughts related to the concerns for the disrupted social, emotional, spiritual, professional and financial wellbeing of family, friends and self. Many are feeling distressed on recurring thoughts about how long this pandemic will last, whether our family and friends will be infected and how long we will be living in this condition. Hence, the researchers of this study anticipated that the COVID-19 outbreak would be highly stressful to the people and will have psychological consequences of varying degrees. This study examines the relationship of stress, anxiety with health locus of control (HLOC) among entrepreneurs and employees serving in organisations, and the coping strategies they have adopted to overcome it. Using the quasi-experiment method, the data were collected using the perceived stress scale (PSS) and multidimensional health locus of control (MHLC) from 91 entrepreneurs and employees. The findings indicated a significant association between HLOC and stress. It was observed that respondents were aware that the current work stress is arising because of a struggle to balance personal and professional lives during the pandemic. Further, it was also observed that stress was significantly higher in employees than entrepreneurs, and HLOC types positively impacted their stress levels.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2022-02-14T04:55:59Z
  DOI: 10.1177/23220937221076245
Conceptualisation and Validation of Multidimensional Measure of Workplace
Spirituality
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  Authors: Anubhuti Saxena, Asha Prasad
  First page: 100
  Abstract: South Asian Journal of Human Resources Management, Ahead of Print.
  Workplace spirituality (WPS) has gained acknowledgement as a significant discipline in the corporate world. The dynamic environment leaves all the organisations in a quandary as to how to manage and take relevant and ethical decisions at the same time. However, despite the unprecedented challenges, organisations need to continuously stay agile, innovate for self-development and growth, and ultimately augment the wealth of the nation. It is at this time that WPS acquires utmost importance for the leaders. The research article intends to develop a scale and add new dimensions to the literature for measuring WPS from the point of view of the existing bank employees. We conducted two studies for testing the scale. For conducting Study 1, we applied exploratory factor analysis (EFA) with varimax rotation, and for Study 2, we applied second-order confirmatory factor analysis (CFA). Statistics were drawn from 406 employees from banks in Delhi National Capital Region (NCR). The results showed that WPS has seven dimensions, namely, meaningfulness, compassion, gratitude, authenticity, embracing diversity, resilience and inner peace, and others’ orientation. It may be useful for managers to analyse these dimensions in detail in order to identify their impact on employee work attitudes and job outcomes. We believe that this is a pioneering wherein WPS has been represented as a second-order factor. The concluding part of this paper contains an incisive discussion on future developments in the spirituality domain.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2022-03-10T10:44:51Z
  DOI: 10.1177/23220937221076296
A Modified Pugh Matrix Method for Continuous Performance Evaluation of
Employees
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  Authors: S. S. Sreejith, M. Mathirajan
  First page: 149
  Abstract: South Asian Journal of Human Resources Management, Ahead of Print.
  Although researchers recommend the continuous performance evaluation of employees (CPEE), literature is scant about a procedural framework for CPEE. This article aims to develop a simple and robust method for CPEE using the modified Pugh matrix method (MPMM). The criteria for CPEE are compared pairwise using the analytical hierarchy process (AHP), followed by a comparison of employees using MPMM to determine and rank the employees based on their performance. The proposed method is successfully validated in an organisation, and the working mechanism of MPMM is demonstrated. Implications of the proposed method for CPEE and the scope for future work are also discussed.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2022-03-15T05:19:26Z
  DOI: 10.1177/23220937221081946
Aspects of Women’s Leadership in the Organisation: Systematic
Literature Review
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  Authors: Aparna Kulkarni, Mahima Mishra
  First page: 9
  Abstract: South Asian Journal of Human Resources Management, Ahead of Print.
  In most organisations, women are underrepresented in top positions. Many aspects of Women’s Leadership are studied in the literature for underrepresentation of women leaders. This study aims to analyse and consolidate the insights about those aspects of Women’s Leadership, which gives them a stable and secure position in the organisation, beyond the unseen walls of gender discrimination. These aspects are barriers, enablers, strengths and weaknesses of Women’s Leadership. The research method used for the study is a systematic literature review method. Peer-reviewed, scholarly journal articles and book references between 1990 and 2021 identified from the Scopus and Web of Sciences databases are considered for the study. The result showed much uniformity in the ‘Women’s Leadership’ phenomenon, globally. This research found that Women’s Leadership studies are mostly conducted in areas such as social sciences, business and management, medicine, education, etc. It also found that most women-leadership-related studies are conducted in developed countries where the percentage of women leaders is comparatively higher than in other industries. Still, women leaders in both developed and developing countries face similar barriers during their careers. The gender gap and the glass ceiling they have to break are some of the issues experienced by women in any organisation. Organisational bias, lack of assertiveness and poor networking also pose barriers to Women’s Leadership. Yet, there are some enablers for Women’s Leadership, such as mentoring, good training programmes and workplace culture. However, maintaining a work–life balance, working under pressure and excluding informal communication are considered as limitations for Women’s Leadership. Strengths, such as high emotional intelligence, empathy, democratic leadership style, sincerity and ability to make decisions under critical circumstances benefit the organisation. This study will help to get an integrated and consolidated theoretical review of different aspects of Women’s Leadership in the organisation. Moreover, the study can help to implement various organisational policies to increase the percentage of women in leadership roles.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2021-11-18T05:12:07Z
  DOI: 10.1177/23220937211056139
The Role of Authentic Leadership in Shaping Performance Feedback
Reactions: The Mediating Role of Trust in Leader
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  Authors: Muhammad Asad, Ghulam Dastgeer, Nadeem Uz Zaman, Zeeshan Khalid, Manzoor Ali Brohi, Asia Bibi
  First page: 33
  Abstract: South Asian Journal of Human Resources Management, Ahead of Print.
  In this study we attempted to explore the effect of authentic leadership on followers’ feedback reactions in the performance appraisal context using trust in leader as the mediating variable. We collected data from a sample of 183 employees working in the information technology sector of Pakistan using a self-administered questionnaire, employing a cross-sectional study design with convenience sampling technique. The study provided empirical evidence about the effect of authentic leadership on performance feedback reactions and the associated mediating mechanism. It drew on authentic leadership theory and investigated why such a leadership style was important in making the performance appraisal process successful and effective. As hypothesized, authentic leadership significantly predicted perceived feedback accuracy and utility (two feedback reactions in performance appraisal). Our findings confirmed that there was a significant mediating effect of trust in leaders between authentic leadership and performance feedback reactions. The inferences drawn based on the results suggested that raters’ authenticity in performance appraisal context creates a trusting situation and leads to ratees’ perception of feedback accuracy and utility.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2021-12-13T03:39:05Z
  DOI: 10.1177/23220937211059617
Exploring Linkages Between Workplace Spirituality and Occupational Stress
Among Indian Police Personnel
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  Authors: Stuti Jalan, Naval Garg
  First page: 53
  Abstract: South Asian Journal of Human Resources Management, Ahead of Print.
  The inclusion of spirituality at workplaces has yielded significant advantages for the employees and the organisations. The present study probes the optimistic facet of workplace spirituality (WPS) to identify its linkages with one of the most daunting issues for organisations, occupational stress (OS). Police officers from Himachal Pradesh, a hilly state in Northern India, were approached and responses were collected from 385 participants. The study utilises the three-dimensional WPS measure conceptualised by Milliman et al. (2003). Sense of community and value alignment was found to be explaining significant variance in occupational stress. The findings demonstrate the importance of embracing WPS as an effective tool for alleviating OS, thereby augmenting the performance and morale and guiding strategy formulation of future human resource development activities.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2021-12-04T03:41:39Z
  DOI: 10.1177/23220937211059626
HRM Through the Lens of an Academic Policy Maker: An Interview with
Professor Dr Aamir Firoz Shamsi
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  Authors: Noman Soomro, Ambreen Ahmed
  First page: 164
  Abstract: South Asian Journal of Human Resources Management, Ahead of Print.
  This interview provides an insight into the importance of Human Resource Management (HRM) through the perspective of an academic policymaker. The interview was exploratory and was conducted by considering the role of academic policymakers in the success of the field. The interview has identified vital information on the importance and advancement of HRM, its amalgamation, academia and industry liaison in the development of the HRM curriculum and local contextualisation. The interview also emphasised the factors to achieve HRM optimal growth, concerns to oversee, creation of opportunities, and future challenges and prospects for HRM learners.
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2021-06-11T10:23:40Z
  DOI: 10.1177/23220937211020908
Thomas B. Lawrence and Nelson Phillips, Constructing Organizational Life:
How Social—Symbolic Work Shapes Selves, Organizations and Institutions
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  Authors: Nachiketa Tripathi, Syed Mohammad Akrama Ali Rizvi
  First page: 171
  Abstract: South Asian Journal of Human Resources Management, Ahead of Print.
  
  Citation: South Asian Journal of Human Resources Management
  PubDate: 2021-12-13T04:14:23Z
  DOI: 10.1177/23220937211016175