Search results

1 – 10 of over 5000
Per page
102050
Citations:
Loading...
Access Restricted. View access options
Case study
Publication date: 27 April 2022

Happy Paul and Srinivasan Tatachari

The primary focus of this case is on group dynamics, including group development, interpersonal conflicts, and team effectiveness. Appropriate theories and frameworks are drawn…

Abstract

Theoretical basis

The primary focus of this case is on group dynamics, including group development, interpersonal conflicts, and team effectiveness. Appropriate theories and frameworks are drawn upon from the literature on group dynamics and conflict management to discuss and address these issues.

Research methodology

This case is completely based on real-life events and the information was attained from interviews with the case characters. Name of the organization and all characters in the case have been disguised.

Case overview/synopsis

This case deals with a student work group facing intragroup conflicts while pursuing Master of Business Administration (MBA) at a prominent Indian B school. Three members of the group approached Hemant Patel, Organizational Behavior Faculty, and Suhas Shah, Program Chair, for seeking help to resolve the conflict. Patel and Shah conducted interviews with group members and organized a workshop on group dynamics at the larger, class level. However, a few members informed them that dynamics were still poor. Patel and Shah are contemplating what to do next.

Complexity academic level

This case can be used in courses on organizational behavior, human resource management (with a focus on group and team performance) or general management (with a focus on group and team effectiveness). The primary focus of this case is on group dynamics and conflict management. This case was written keeping in mind graduate course/MBA students but it should do well with undergraduate students and executive education participants as well.

Access Restricted. View access options
Article
Publication date: 30 May 2018

Happy Paul, Umesh Kumar Bamel and Peter Stokes

Indian higher education (HE) is arguably “in the doldrums.” Conformity to minimum standards and requirements combined with ever-eroding quality is the serious threats. Many…

453

Abstract

Purpose

Indian higher education (HE) is arguably “in the doldrums.” Conformity to minimum standards and requirements combined with ever-eroding quality is the serious threats. Many researchers have suggested adopting a functional approach in universities and developing greater autonomy and accountability to improve the situation. The purpose of this paper is to deliberate on the introduction of an integrated way of making teachers more involved in their profession with the intention of enhancing the quality of education and research.

Design/methodology/approach

The paper’s argument conceptualizes the possibilities of the Indian HE system benchmarking the concept of high-performance teams (HTPs) as practiced in the industry.

Findings

Taking the support from the extant literature, it is proposed that working in HTPs have the potential to elevate the involvement level of the faculty. Furthermore, it is suggested that through the implementation of HTPs in educational settings, teachers would also be able to develop their competencies in relation to research activities.

Originality/value

The model presented in the study has the potential to be empirically tested for its validity and reliability, which opens vistas for future research.

Details

Industrial and Commercial Training, vol. 50 no. 5
Type: Research Article
ISSN: 0019-7858

Keywords

Access Restricted. View access options
Article
Publication date: 14 May 2019

Happy Paul, Umesh Bamel, Ashok Ashta and Peter Stokes

A review of the emerging scholarly literature on positive organizational scholarship indicates a need to pursue cognitive, emotional and motivational mechanisms which translate…

1482

Abstract

Purpose

A review of the emerging scholarly literature on positive organizational scholarship indicates a need to pursue cognitive, emotional and motivational mechanisms which translate into positive states and outcomes in organizations. Responding to this, this paper aims to test a mediation model linking resilience and organizational citizenship behaviors (OCB) through subjective well-being (SWB) components (i.e. life satisfaction and affect balance) and organizational commitment (OC) components.

Design/methodology/approach

Data were collected from 345 employees working in the Indian manufacturing industry. The study used structural equation modeling using AMOS to conduct bootstrapped mediation analyses.

Findings

Results showed that SWB and OC components mediated the resilience-OCB relationship. Results offered strong support for the role of affect balance (high positive and low negative affect) and affective commitment in mediating the influence of resilience on OCB.

Originality/value

The study not only tested the applicability of resilience in an organizational context to predict coveted positive outcomes but also identified the underlying mechanism as how psychological resource capacities like resilience contribute to OCBs.

Details

International Journal of Organizational Analysis, vol. 27 no. 5
Type: Research Article
ISSN: 1934-8835

Keywords

Access Restricted. View access options
Article
Publication date: 14 January 2020

Happy Paul, Pawan Budhwar and Umesh Bamel

The purpose of this paper is to propose and empirically test a model that examines subjective well-being (SWB) components (affect balance and life satisfaction, colloquially…

671

Abstract

Purpose

The purpose of this paper is to propose and empirically test a model that examines subjective well-being (SWB) components (affect balance and life satisfaction, colloquially referred to as “happiness”), as the intervening variables between resilience and organizational commitment (OC), drawing on appraisal theory and job demands‒resources model.

Design/methodology/approach

Based on an employee sample (n=345) from Indian organizations, this study uses structural equation modeling to confirm the differential mediating mechanism for OC dimensions.

Findings

The results suggest that resilience can create a pathway for positive emotions and increase life satisfaction, which, in turn, can help an employee to stick to the organization. Notably, findings indicate that affect balance fully mediates the linkages between resilience and affective commitment, whereas life satisfaction fully mediates the relationship between resilience and continuance commitment.

Practical implications

Besides making useful contributions to the concerned literature, the findings also have useful messages for managers and organizations trying to develop a committed workforce by building employee resilience.

Originality/value

Although previous studies have supported the relationship between resilience and OC, to date, no study has analyzed the motivational and cognitive process through which resilience relates to each dimension of OC (i.e. affective, normative and continuance).

Details

Journal of Organizational Effectiveness: People and Performance, vol. 7 no. 1
Type: Research Article
ISSN: 2051-6614

Keywords

Access Restricted. View access options
Article
Publication date: 9 August 2017

Umesh Bamel, Pawan Budhwar, Peter Stokes and Happy Paul

While a range of studies have been undertaken on role efficacy (RE) and managerial effectiveness (ME), understanding of the link between RE and ME in the extant literature remains…

366

Abstract

Purpose

While a range of studies have been undertaken on role efficacy (RE) and managerial effectiveness (ME), understanding of the link between RE and ME in the extant literature remains underdeveloped and, in particular, there is a need to develop appreciation of the phenomenon in varying (national and cultural) contexts. The purpose of this paper is to advance the understanding of ME by considering the relationship between RE and ME in the Indian context. In tandem with this focus, the study considers the parallel underlying dynamic and influence of social cognitive frameworks and adaptive self-regulation mechanisms.

Design/methodology/approach

The study employs a quantitative methodology and follows a correlational design. A survey questionnaire was employed sequentially (the independent variable was measured at time 1 and the dependent variable was measure at time 2) in order to collect data from 294 Indian managers. Structural equation modeling was used to ascertain the validity of measures and multiple hierarchical regression analysis was conducted to test the study hypotheses.

Findings

The results of the study identify that RE dimensions, i.e. role making, role centering and role linkage were significantly and positively related to ME and these findings are particularly important in relation to the transforming cultures of Indian work and organizational environments. These findings advance the understanding of social cognitive theory and adaptive self-regulation processes in relation to RE and ME.

Practical implications

The empirical results of this study suggest that RE-related components may be used as means to boost employee effectiveness.

Originality/value

The study identifies a significant role for RE in relation to beneficial outcomes for ME. These findings contribute to the field of social cognitive mechanisms by establishing positive relationships in domain link efficacy, i.e. RE and ME.

Details

Journal of Organizational Effectiveness: People and Performance, vol. 4 no. 3
Type: Research Article
ISSN: 2051-6614

Keywords

Access Restricted. View access options
Article
Publication date: 9 July 2018

Anshul Tripathi, Umesh Kumar Bamel, Happy Paul, David Gordon and Nisha Bamel

This paper aims to understand the relationships of complementary specialization, cognitive trust, affective trust, tie strength and similarity with group formation intention.

258

Abstract

Purpose

This paper aims to understand the relationships of complementary specialization, cognitive trust, affective trust, tie strength and similarity with group formation intention.

Design/methodology/approach

The data have been collected from 30 management students from a batch of 110 students of a premiere Indian business school. To assess the proposed relationship, multiple hierarchical regression was performed on collected data by using SPSS© 20.

Findings

The obtained results exhibited cognitive trust, affective trust and tie strength as significant predictors of dyadic group formation intention, whereas similarity and complementary specialization were not found.

Originality/value

The research on group formation is limited, and more particularly the functions of the above-mentioned factors on the group formation intentions of management graduates are yet to generalize. Therefore, present research is an early approach which tries to address the mentioned gap from a social network perspective and considers the group formation and social network literature.

Details

International Journal of Organizational Analysis, vol. 26 no. 3
Type: Research Article
ISSN: 1934-8835

Keywords

Access Restricted. View access options
Book part
Publication date: 28 June 2017

Eliane Karsaklian

Abstract

Details

Sustainable Negotiation
Type: Book
ISBN: 978-1-78714-575-7

Access Restricted. View access options
Article
Publication date: 11 July 2008

Paul Bowen, Keith Cattell, Kathy Michell and Peter Edwards

The main objective of this paper is to report the findings of a comparative study examining levels of job satisfaction of employees and employers in the quantity surveying…

2206

Abstract

Purpose

The main objective of this paper is to report the findings of a comparative study examining levels of job satisfaction of employees and employers in the quantity surveying profession in South Africa. Factors that have an impact on job satisfaction are explored. In addition, issues relating to gender at work and harassment and discrimination in the workplace are examined.

Design/methodology/approach

Data were obtained via a web‐based, national questionnaire survey of the registered quantity surveyors. A response rate of 10 per cent was achieved. Of the 146 respondents, 43 per cent are salaried employees whilst 57 per cent are employers. Likert scales were used to measure respondent perceptions regarding factors influencing their job satisfaction, and to explore gender‐related issues at work and perceived instances of harassment and discrimination in the workplace.

Findings

Contrary to the published literature, employers and employees do not differ significantly in levels of job satisfaction, although twice as many employers than employees claim to “love it”. Employers report a greater presence at work of motivating factors than do employees, namely; salary; promotion prospects; personal satisfaction; recognition, autonomy, team participation, and social interaction. Gender and race issues at work are a problem, with more employers than employees claiming instances of racial harassment and discrimination at work. Employees report significantly more instances of discrimination on the basis of gender than employers.

Originality/value

Little is known about the job satisfaction of design team professionals, particularly quantity surveyors. The results provide valuable insight into the job satisfaction experienced by employers and employees in quantity surveying practices.

Details

Journal of Engineering, Design and Technology, vol. 6 no. 2
Type: Research Article
ISSN: 1726-0531

Keywords

Access Restricted. View access options
Book part
Publication date: 5 February 2015

Abstract

Details

The Human Factor In Social Capital Management: The Owner-manager Perspective
Type: Book
ISBN: 978-1-78441-584-6

Access Restricted. View access options
Article
Publication date: 12 October 2015

Marilyn Clarke

The purpose of this paper is to use the kaleidoscope career model as a lens through which to explore the career choices and decisions of young professional couples and the…

2892

Abstract

Purpose

The purpose of this paper is to use the kaleidoscope career model as a lens through which to explore the career choices and decisions of young professional couples and the strategies that they use to facilitate successful dual careers while attempting to balance their work and non-work lives.

Design/methodology/approach

Data were gathered through face-to-face interviews with 18 couples. Couples were interviewed separately to explore how individual career values and choices shape decisions in partnership. Template analysis was used to identify career patterns as defined by the kaleidoscope career model.

Findings

Gender-based patterns suggested by the kaleidoscope career model appear to be giving way to different patterns based on individual career aspirations, earning capacity and motivation within a dual career (as opposed to simply dual income) household. For some young professionals challenge and balance are equally important and so unlike the original interpretation of the KCM their careers reflect dual priorities not challenge followed by balance as their careers evolve.

Research limitations/implications

The sample size is small and participants were recruited through purposeful sampling which may have resulted in a more homogeneous cohort than would have been achieved through random sampling.

Practical implications

Changing demographic profiles and emerging social norms are changing the way Gen Y approach work and careers. Organisations and professional bodies need to respond to these changes through implementation of appropriate HR policies within supportive organisational cultures if they are to attract and retain young professionals.

Social implications

This research is important because there is clearly a gap between changes at a societal level and the way in which organisations are responding to those changes. The paper provides insights into how public policy and organisational practices can be designed and implemented to meet the needs and expectations of Gen Y professionals.

Originality/value

This study provides an insight into the way Gen Y professionals are navigating dual careers as opposed to dual incomes. It builds on and expands the kaleidoscope career model by showing that Gen Y professionals are less constrained by gender stereotypes than previous generations in their quest for challenge and balance and that some couples are determined to have both challenge and balance, not either/or.

Details

Career Development International, vol. 20 no. 6
Type: Research Article
ISSN: 1362-0436

Keywords

1 – 10 of over 5000
Per page
102050