Swati Bankar and Kasturi Shukla
Artificial Intelligence (AI) is one of the newest technology that is quickly advancing and can be utilised to improve human resource competence in the age of rapid digital…
Abstract
Artificial Intelligence (AI) is one of the newest technology that is quickly advancing and can be utilised to improve human resource competence in the age of rapid digital transformation. The present competitive scenario demands accurate data that need to be collected and analysed for organisational growth.
Purpose: The research examines the applications and usage of AI in performance management and further analyses the future of PM from the perspectives of AI.
Methodology: The study is conceptual and relies on secondary data from research papers, publications, HR blogs, survey reports and other sources. Employee performance and attitudes were monitored using digital technologies, big data analytics and AI. The quality of employee performance continues to increase with the integration of AI, enabling predictive analytics to increase employee performance.
Research Implication: In employee performance appraisal, a digital performance management system leads to openness and honesty with time, effort and sincerity. It is based on the performance management system’s practical usefulness.
Theoretical Implication: The study’s findings provide HR managers, academics, IT professionals and practitioners with an understanding of how AI may be used for performance management and its consequences on their operations. In addition, the connection between the HR devolution theory on performance management and AI is discussed.
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Akriti Chaubey and Chandan Kumar Sahoo
This paper aims to examine the drivers of employee creativity and organizational innovation empirically. And to study how employee creativity significantly impacts organizational…
Abstract
Purpose
This paper aims to examine the drivers of employee creativity and organizational innovation empirically. And to study how employee creativity significantly impacts organizational innovation in a highly competitive market.
Design/methodology/approach
This study is grounded in positivism philosophy. The theoretical model is grounded in the dynamic capability view (DCV) and further developed ten hypotheses and sub-hypotheses. To test our research hypotheses the authors utilized psychometric-based instruments. The authors obtained 575 responses from the automobile industry in India after multiple follow-ups. The data were utilized to check the construct validity and tested the authors’ research hypotheses using the co-variance-based structural equation modeling (SEM) tool (IBM SPSS AMOS 20.0).
Findings
The results support the authors’ research hypotheses. The findings of this study conform to the previous findings of the scholars which is an important aspect of the study. In the past various scholars have made an attempt to reproduce the results in different contexts. In a way, it helps to build confidence in the scientific merit of the results. It may be considered as an incremental contribution to the literature but it helps establish confidence in the theory of creativity and innovation.
Practical implications
The results offer a nuanced understanding to the practitioners and policy makers to understand “what” and “how” to improve employee creativity that plays a significant role in organizational innovation.
Originality/value
This study is an attempt to examine how the theory of creativity and innovation can be embraced by the Indian automobile industry.
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Jamini Ranjan Meher, Lagna Nayak, Rohita Kumar Mishra and Gokulananda Patel
The main purpose of this study is to investigate the effect of learning culture and knowledge sharing (KS) on organizational effectiveness (OE). This study also proposed to…
Abstract
Purpose
The main purpose of this study is to investigate the effect of learning culture and knowledge sharing (KS) on organizational effectiveness (OE). This study also proposed to investigate the role of employee competency in organizational success.
Design/methodology/approach
This study is based on the primary and secondary sources of data. The primary data comprises 392 responses from different information technology firms located in India, whereas secondary sources are based on journals, reports, company manuals, etc. The data was analyzed in partial least square-structural equation modeling using SMART-PLS 3.3 software.
Findings
This study confirms the conceptual model with the collected data. The key contributors to the model are organizational learning culture (OLC), KS, employee competencies (EC) and OE. The OLC and KS are the independent variables, and OE is the dependent variable, whereas the EC is the mediating variable in the research model. The findings reveal that there is a significant OLC on KS, EC and OE. Likewise, the relationship between KS and OE is also significant. The mediation analysis confirms the EC is significant for the relationships. However, the mediating effects of KS on the relationship between OLC and EC are not significant in this research.
Practical implications
An effective learning culture that leads to an increase in KS activities eventually enhances EC and promotes OE. It indicates that strengthening the learning culture will result in the promotion of knowledge sharing, and it is obvious that the employees’ competencies will increase when the employee is skilled and knowledgeable.
Originality/value
With references to different theories, this study provides an integrated model that shows the relationships between OLC, KS, EC and OE. By strengthening the OLC and KS, this relationship is benevolent to the success of the organization. The created framework paves the way for scholars to further explore insights from inside each component.
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Avinash Chopra, Gokulananda Patel and Chandan Kumar Sahoo
One of the most decisive objectives of human resource management (HRM), essential for business performance, is to attract, maintain and engage a qualified workforce. This study…
Abstract
Purpose
One of the most decisive objectives of human resource management (HRM), essential for business performance, is to attract, maintain and engage a qualified workforce. This study aims to identify and prioritize the antecedents of employer branding, which are considered extremely important by potential applicants when they choose to join a particular employer.
Design/methodology/approach
The authors have adopted a popular multicriteria decision-making technique fuzzy analytical hierarchy process, to prioritize the identified antecedents. The modified Delphi techniques with the 22 experts have been conducted to validate the identified antecedents. Structured questionnaires were discussed, and their reliability was assessed using the expert’s opinion.
Findings
Results of this study indicate that potential applicants consider career advancement opportunities as the most important enabler that persuades them to join a particular employer. Future employees are also motivated to join if they are offered attractive compensation packages, which are distinct from competitors. Furthermore, corporate social responsibility is evolving as an antecedent of employer branding as potential candidates are attracted to employers who are socially responsible.
Practical implications
Employer branding can serve as a strategic HRM technique for any business seeking to attract, recruit, retain and involve outstanding employees, as the success of the organization is determined by how its image is built, communicated and promoted. This study provides insights for HR managers and practitioners who can think of developing an effective employer brand communication that offers a distinct and in-imitable image and reputation as an employer of choice.
Originality/value
This study is unique, as it offers meaningful visions to HR practitioners and experts for designing employer branding strategies for attracting potential applicants to join their organizations.
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Rojalin Sahoo and Chandan Kumar Sahoo
The purpose of this research is to examine the relationship between employer and employees in a public power sector undertaking through the validation of CODE (compensation…
Abstract
Purpose
The purpose of this research is to examine the relationship between employer and employees in a public power sector undertaking through the validation of CODE (compensation, organizational justice, dispute resolution and employee empowerment) and PLE (workforce productivity, employee loyalty and employee engagement) model.
Design/methodology/approach
A hypothesized research model was developed and validated by using structural equation modeling (AMOS 20). In total, 303 responses were accumulated by administering a structured questionnaire among the employees of a state-owned power sector.
Findings
The results revealed that a harmonious climate of employee relations is prevailing in the public power utility. Additionally, the findings suggest that the CODE and PLE model of employee relations are found to be positive and significant by investigating the impact of compensation, organizational justice, dispute resolution and employee empowerment as the predictors; and workforce productivity, employee loyalty and employee engagement as the critical outcomes of employee relations.
Practical implications
The study recommends some plausible insights for practitioners, decision-makers and policy formulators to develop strategies and policies for nurturing congenial employee relations and also to cultivate a facilitative work environment for generating contented and competent manpower.
Originality/value
Validation of CODE and PLE model of employee relations in the new perspective of power sector undertaking is an epoch-making and novel contribution that offers significant empirical evidence to the extant literature. Moreover, the exploration of employer–employee relations in this context is a unique and innovative effort toward existing research.
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Bharat Chandra Sahoo, Surendra Kumar Sia, Lalit Kumar Mishra and M.J. Antony Wilson
The current work explores the relationship between workplace ostracism, emotional intelligence (EI) and organizational change cynicism. This paper also aims to examine how…
Abstract
Purpose
The current work explores the relationship between workplace ostracism, emotional intelligence (EI) and organizational change cynicism. This paper also aims to examine how dimensions of EI moderate the relationship between workplace ostracism and organizational change cynicism.
Design/methodology/approach
This study intends to examine the contribution of independent variable as well as moderating variable towards the outcome. Therefore, Pearson product–moment correlation and moderated regression analyses have been carried out to verify the hypotheses. To validate the tools upon the employees of India, authors have carried out measurement model analyses through AMOS and checked their composite reliability, convergent validity (average variance extraction [AVE]) and discriminant validity (square root of AVE). This study followed a simple random sampling technique with 276 employees (Male: N = 150, Mage = 34.34, female: N = 126, Mage = 31.57) from three manufacturing units of Odisha, an Eastern part of India.
Findings
Results showed that workplace ostracism was positively related to organizational change cynicism. However, only two dimensions of EI, namely, appraisal and regulation of self-emotion (ARSE) and other’s emotional appraisal were negatively related to organizational change cynicism. Moderated regression analysis indicates that positive relationship between workplace ostracism and organizational change cynicism is stronger for employees with low ARSE and other emotional appraisals than those with higher scores.
Practical/implications
The researchers conclude this paper with inputs for developing a suitable training module on EI, specifically focusing on various emotional management skills.
Originality/value
To the best of the authors’ knowledge, this study is first of its kind on workplace ostracism and organizational change cynicism among Indian employees in the manufacturing sector. This study also examines the moderating role of EI on workplace ostracism and organizational change cynicism, which has been somehow inadequate in the present epoch.
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Trilochana Dash and Chandan Kumar Sahoo
This study aims to understand the relationship between social audit (SA) and sustainable corporate social responsibility (SCSR). Furthermore, this study will investigate the…
Abstract
Purpose
This study aims to understand the relationship between social audit (SA) and sustainable corporate social responsibility (SCSR). Furthermore, this study will investigate the mediating effect of corporate social innovation (CSI) on the relationship between SA and SCSR and the moderating impact of community participation (CP) on the relationship between CSI and SCSR.
Design/methodology/approach
This research was conducted in Odisha, a state in India, with 448 respondents and a response rate of 89%. The convenience sampling technique was used, and questionnaires were prepared in English and translated into regional languages during data collection. Psychological separation and Harman’s single-factor test were used to avoid common method bias. Exploratory factor analysis and confirmatory factor analysis were performed step by step to validate the proposed model.
Findings
The current study indicates that SA positively impacts SCSR. Findings from the analysis show that CSI partially mediates the relationship between SA and SCSR. Furthermore, this study indicates that CP moderates the relationship between CSI and SCSR.
Originality/value
This study is one of its kind concerning the variables considered, and it can work as a stepping stone for upgrading the delivery mechanism for corporate social responsibility (CSR) programs, which can solve the fundamental problems faced in society more effectively. It will provide new paths for future researchers to study in the area of audit and CSR.
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Avinash Chopra, Chandan Kumar Sahoo and Gokulananda Patel
This paper aims to investigate the relationship between employer branding (EB) and talent retention. The paper also analyses the mediating role of employee engagement in the…
Abstract
Purpose
This paper aims to investigate the relationship between employer branding (EB) and talent retention. The paper also analyses the mediating role of employee engagement in the association between EB and talent retention.
Design/methodology/approach
Partial least square structural equation modelling has been applied to carry out the analysis. The findings are based on the perceptions of IT professionals (n = 397) to assess the interrelationship between EB, employee engagement and talent retention.
Findings
The paper gives empirical insights on how employee engagement helps promote employer value offerings to the employee, which helps in the successful retention of employees. The results indicate that employee engagement partially mediates the association between EB and talent retention.
Practical implications
This study provides a clear direction to a diversity of practitioners working in IT firms. Building and maintaining sympathetic and emotional connections with co-workers, team leaders and higher managerial employees can help increase employee engagement. The findings can help business planners and managers focus their efforts on employer brand elements for successfully involving their workforce.
Originality/value
Authors believe this study is one of its kind to test the association between EB and talent retention mediated by the engagement level of employees. The present research study will help future academia delve into how EB can significantly impact the engagement and retention of existing employees.
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Alok Ranjan Mohanty, Narayan Chandra Nayak and Bimal Kishore Sahoo
Despite India achieving many milestones under MGNREGA, the external and internal shocks result in below potential outcomes in employment demand and generation. This study examines…
Abstract
Purpose
Despite India achieving many milestones under MGNREGA, the external and internal shocks result in below potential outcomes in employment demand and generation. This study examines how these shocks matter and how the migration-prone regions perform.
Design/methodology/approach
This study, employing district-level data from 2018 to 2021, investigates how climate change and COVID-19 have affected the employment demand and supply. We applied RE-GLS and IV-2SLS regressions to examine the effects of shocks on employment demand and generation, respectively. The difference in difference panel model is employed to test the spatial effects of the pandemic. Further, we used RE-GLS and extended regression model to examine how external shocks interacting with migration affect unemployment rates.
Findings
It was found that the pandemic increased employment demand and generation. This reflects the adverse effects of the pandemic and the swift action by the government. However, the responses were possibly different during climate shocks. The wage differential increased employment demand. However, demand decreased due to poor support from the support staff. The employment generation was higher in migration-prone districts, indicating that seasonal migration, being a lean-season phenomenon, continues to occur despite employment generation.
Originality/value
This study contributes to the literature in several ways. It captures spatial variations while examining the impact of climate change and COVID-19. It investigates the performance of MGNREGA in migration-prone areas. In effect, the findings provide policymakers with greater insight into the issues.
Peer review
The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-02-2024-0132.