Prantika Ray and Sunil Kumar Maheshwari
International assignments are not just opportunities for career advancement but also for personal growth and exploration. This paper, by capturing the changing expectations and…
Abstract
Purpose
International assignments are not just opportunities for career advancement but also for personal growth and exploration. This paper, by capturing the changing expectations and success parameters across the assignments, is a timely and relevant resource for individuals navigating the complexities of international careers. In addition, the paper aims to help organizations build policies for enabling successful assignments for international assignees and managers.
Design/methodology/approach
Our research took a unique two-pronged approach to understanding the success parameters of international assignments. We first interviewed 16 managers to understand the success parameters they set for expatriates. Then, we interviewed 19 international assignees to explore their choices and how they defined success in their international experiences.
Findings
Our comprehensive research, based on 35 interviews with international assignees and their supervisors, reveals that an assignment's success evolves with different stages of the assignment, over the assignments that the assignees choose, and varies according to the intent of the mobility.
Originality/value
This paper makes a significant contribution to the field of cross-cultural management and international assignments. By discussing the evolving definition of success across various international assignments, it not only provides valuable insights for expatriates in their international careers but also to managers to build aligned policies and practices.
Details
Keywords
Taking instances from extant findings from the literature, the study aims to examine the community perception toward renewable energy (RE) off-grid (mini-grid/microgrid…
Abstract
Purpose
Taking instances from extant findings from the literature, the study aims to examine the community perception toward renewable energy (RE) off-grid (mini-grid/microgrid) intervention, the underlying rationales for engagement of communities in RE off-grid projects, the different alternatives/models to engage communities in various phases of RE off-grid project deployment.
Design/methodology/approach
The study has followed the structured literature review to explore the identified research question of the study.
Findings
Based on findings from the review, the framework for effective community engagement in RE mini-grid projects is suggested. Furthermore, the study also draws suggestions and implications for future research and practice.
Practical implications
Based on such understanding the present study offers the framework which suggests the steps for the engagement of the communities in the off-grid projects. The key steps are managing the perception of the community (including generation of awareness among the community), planning for the benefits of the community, linkage the sustainable development goals (SDG), planning for the inclusion of the community and measuring performance (in the line of social and economic criteria and SDG).
Originality/value
This study finds the gap in the literature on the nexus of community, off-grid energy projects and SDG. Following the findings from the scholars in this field, a few gaps in the policy and practice have been highlighted which could be useful for practitioners and policymakers in this area.
Details
Keywords
The coronavirus crisis has a huge impact on how we work, learn and even live; the purpose of the study is to bring insights on different approaches to deal with challenging…
Abstract
Purpose
The coronavirus crisis has a huge impact on how we work, learn and even live; the purpose of the study is to bring insights on different approaches to deal with challenging situation like COVID-19. For this reason, the study will facilitate to develop understanding on how to conquer the hurdle of business continuity during challenging times, along with dealing of other challenges like ensuring health and well-being of employees, abiding by the regulation and guidelines, prioritizing the need and handling of different resources (most importantly human).
Design/methodology/approach
The data was collected from case study organization during May 2020. For data collection, various internal documents from the case study organization were referred, including various report, circulars, guidelines, office information note. Further, press release and information from website of the case company were also explored. The interview of different group of decision makers (i.e. top management, human resource managers and head at plant sites) was also performed during data collection.
Findings
The study has initiated to identify with the approach of the case company to deal with the COVID-19 pandemic and to overcome the challenges posed by unprecedented crisis.
Originality/value
The COVID-19 crisis has underlined the significance of the power utilities, as electricity is critical to ensure the smooth functioning of various sectors of the economy. Considering the importance of power sector for economy, this article has taken to investigate the crisis management model of one of India’s major power producer companies.
Details
Keywords
The purpose of this study is to empirically test a hypothesized model establishing job characteristics as an antecedent of work engagement leading to job satisfaction and…
Abstract
Purpose
The purpose of this study is to empirically test a hypothesized model establishing job characteristics as an antecedent of work engagement leading to job satisfaction and organizational engagement of employees working with public sector banks (PSBs) in India.
Design/methodology/approach
Based on responses to a survey questionnaire by a sample of 622 Scale I employees of Indian PSBs, the hypothesized mediation model was tested with SPSS macro (Preacher and Hayes, 2004).
Findings
The testing of hypotheses established that job characteristics positively influence work engagement, organizational engagement and job satisfaction. The full mediation by work engagement between the relationships of job characteristics with job satisfaction and organizational engagement is established after the testing of mediation hypotheses.
Practical implications
Jobs of banks (especially in the public sector) are recommended to be enriched with more emphasis on offering employees with identifiable and significant tasks that have autonomy in decision-making and feedback. PSBs should also focus on developing a positive perception of employees toward job design, to increase their levels of job satisfaction and organizational engagement through engaging them with work.
Originality/value
The contribution of this study should be understood in many ways. First, the study has introduced work engagement as a mediator in the study model (between job characteristics and job satisfaction) replacing the three psychological conditions (i.e. experienced meaningfulness, experienced responsibility and knowledge of results) of job characteristics model. Further, the main contribution of this study is the exploration of the linkage between work engagement and organizational engagement. The relationship between these two forms of engagement (i.e. work and organization) has been very rarely investigated in the literature. Finally, this study has attempted to hypothesize a model proposing work engagement as a mediator between the job characteristics and organization engagement which does not seem to be studied so far.
Details
Keywords
Prantika Ray and Sunil Kumar Maheshwari
The paper tries to understand the needs of the international assignees across the different stages of expatriation and how different developers in the professional and…
Abstract
Purpose
The paper tries to understand the needs of the international assignees across the different stages of expatriation and how different developers in the professional and non-professional sphere render support and advice through these stages.
Design/methodology/approach
In this paper, the authors have interviewed 20 expatriates of various nationalities and tried to understand the various needs of the expatriates across the three initial stages of an assignment.
Findings
The paper finds that four important mentors in an expatriation assignment play multiple need-based mentoring functions at various assignment stages: host country nationals (HCNs), parent country nationals, fellow expatriates and family.
Research limitations/implications
This paper contributes to the literature on the need-based support rendered to expatriates during an international assignment. The paper, however, does not incorporate the perceptions of other vital stakeholders in the network and their intentions to contribute to the developmental network.
Practical implications
This paper lays down important practical implications for expatriates and the human resource management (HRM) professionals. This paper urges the practitioners to take a nuanced approach for developing expatriates than a generalized mentoring programme.
Originality/value
This study highlights the changing needs of the international assignees across the stages of an international assignment and demonstrates the important intra-organizational and extra-organizational developers such as family members in the fulfilment of these needs.
Details
Keywords
T.N. Krishnan and Sunil Kumar Maheshwari
The purpose of this paper is to propose and generate initial evidence on the psychometric properties of a re‐conceptualized organizational career system (OCS).
Abstract
Purpose
The purpose of this paper is to propose and generate initial evidence on the psychometric properties of a re‐conceptualized organizational career system (OCS).
Design/methodology/approach
Data were collected from head of HR/head of business units on the career system variables. Reliability and exploratory factor analysis using SPSS and confirmatory factor analysis using AMOS helped the authors to test the theoretically derived factor structure. The psychometric properties of the three‐factor instrument were examined and provided initial evidence of the reliability and validity of OCS.
Findings
The model fit indices confirm the three‐dimensional factor structure of organizational career systems. The three dimensions pertain to labor market orientation, employee advancement orientation and employee lateral movement.
Originality/value
In proposing this conceptual model, the authors draw insights from a number of distinct literature streams. The further development of an instrument to evaluate perceptions of career systems should encourage researchers and practitioners to use the instrument for empirical and diagnostic purposes.
Details
Keywords
Ashneet Kaur, Sudhanshu Maheshwari and Arup Varma
The extant literature on expatriate adjustment primarily highlights the role of host country nationals (HCNs) in supporting expatriates during international assignments. However…
Abstract
Purpose
The extant literature on expatriate adjustment primarily highlights the role of host country nationals (HCNs) in supporting expatriates during international assignments. However, there is a dearth of research exploring the expatriates’ socialization process in establishing interpersonal relationships with HCNs. Additionally, the pivotal element of expatriates seeking credible HCN sources, fundamental for fostering these relationships for adjustment, remains largely unexamined in the context of expatriate literature. Thus, this study addresses these gaps by proposing a conceptual model to provide a more comprehensive understanding of the expatriate adjustment process.
Design/methodology/approach
This conceptual paper draws upon the theoretical framework of social identity theory to elucidate how socialization processes initiated by the parent organization and the expatriate shape the expatriate’s perception of HCN credibility. This perception, in turn, serves as the foundation for building a robust support system, ultimately leading to expatriate adjustment.
Findings
The proposed model explores the nuanced dimensions of expatriate adjustment, emphasizing the complex dynamics between expatriates and host country nationals during individualized socialization. This model aims to assess the credibility of HCNs in the eyes of expatriates and understand the role of the institutionalized socialization process. Further, the model investigates the influence of perceived similarity traits in the examined relationship, shedding light on the interplay of these factors and their impact on the expatriate’s adjustment to the international assignment.
Practical implications
The study’s findings offer practical insights for organizations looking to enhance their support systems for expatriates, emphasizing the importance of nurturing interpersonal relationships and the credibility of HCNs.
Originality/value
This study contributes to the expatriate literature by shedding light on the often-overlooked interpersonal relationship between expatriates and HCNs. Doing so opens new avenues for further research, offering a fresh perspective on the expatriate adjustment process.
Details
Keywords
Sunil Kumar and A. Dushyanth Kumar
E-training changed the employee experience with the help of virtual and online tools. This study aims to analyse the perceived impact of e-training on trainee experience and…
Abstract
Purpose
E-training changed the employee experience with the help of virtual and online tools. This study aims to analyse the perceived impact of e-training on trainee experience and trainees’ self-assessment.
Design/methodology/approach
Data was gathered using a structured questionnaire from 853 employees of 30 Hydropower stations in North India. The partial least squares-structural equation modelling is used to test the relationships between study variables.
Findings
The result shows infrastructure and organisational support as the leading dimension, followed by trainer abilities and content/material/design to impact the perceived usefulness of e-training. The perceived trainee experience significantly impacts the e-training outcome as trainees’ perceived significant positive self-assessment.
Practical implications
Employees in select organisations indicate acceptance of the e-training. Hence, this study supports the applications of modern and emerging e-training tools as artefacts to support the learning and development of employees in select organisations.
Originality/value
This study explored the relationship between synchronous e-training and employee experience in the select power sector organisations previously dominated by traditional training tools.
Details
Keywords
Jerry Gosen, Sunil Babbar and Sameer Prasad
This research examines the literature on quality management in developing countries and explores the influence of important international and organizational variables on quality…
Abstract
Purpose
This research examines the literature on quality management in developing countries and explores the influence of important international and organizational variables on quality in developing countries.
Design/methodology/approach
By drawing from the literature and gaining input from industry panels, it formulates specific propositions depicting the influence of international (economic, political/legal, cultural/social) and organizational (goals/priorities, commitment/control, centralization/decentralization, networking) factors on quality.
Findings
A number of gaps are identified in the literature on quality management in developing countries along with significant challenges including differing perceptions of quality, the legacy of colonization and protectionist policies, and tight governmental controls.
Research limitations/implications
The framework of this research develops general relationships between quality and international and organizational variables. Based upon the propositions developed within this framework, future research can formulate and empirically test more specific hypotheses. Further, international and organizational variables are looked upon independently. Future research can explore possible interaction effects of these sets of variables on quality outcomes in developing countries.
Practical implications
Based upon this research, mangers of multinational corporations (MNCs) can better understand the role and affects of international and organizational factors on quality of goods and services in developing countries. Such understanding is an important requisite for the effective management of operations in developing countries.
Originality/value
This research identifies for MNCs the unique challenges international and organizational variables pose for quality management and operations in developing countries. The propositions developed help synthesize the literature on quality management in developing countries and provide a framework for future empirical research needed to support theory development in this area.