Ananda Mukherji and Jyotsna Mukherji
This paper integrates two different areas, namely the structure of future organizations and the role of OD in that environment. The paper briefly traces the forces in the…
Abstract
This paper integrates two different areas, namely the structure of future organizations and the role of OD in that environment. The paper briefly traces the forces in the environment that are impacting business organizations and the likely structures of future organizations. The changing role of OD in being relevant to these future structures is discussed. Specific areas OD needs to address are also highlighted.
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Ananda Mukherji, John D. Francis and Jyotsna Mukherji
The purpose of this paper is to understand the nature of joint action between firms, and to examine how interfirm linkages impact the development of information systems that…
Abstract
Purpose
The purpose of this paper is to understand the nature of joint action between firms, and to examine how interfirm linkages impact the development of information systems that impact joint action. The research also examines how economic dependence impacts joint action or joint activities between firms. While the importance of interfirm relations has been widely acknowledged, the relationships between buyers and suppliers can vary widely on the amount of joint action they undertake with each other.
Design/methodology/approach
Using structural equation modeling, the authors test a model of influences on joint action that incorporates elements of social norms that develop between partners, their economic dependence on each other, and a coordination mechanism of shared information systems.
Findings
The findings indicate that joint action is influenced indirectly by some elements of social exchange, and instead is directly impacted by economic dependence and information systems. Social norms, specifically commitment, do impact the development of shared information systems.
Research limitations/implications
This is a single industry study of automotive parts and accessories firms. Care should be taken in generalizing these findings to firms in similar settings – relatively small suppliers to larger assemblers or manufacturers.
Originality/value
The value of this research is to help understand the elements of interfirm relations, their impact on information systems, the overall impact of these on joint action or joint activities between firms, and the role of economic dependence.
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Anuradha Mukherji and Jyotsna Bhatnagar
The study reviews the recent conceptualizations and theorizing of green human resource management (GHRM) and explores GHRM's interconnections with the sustainability literature…
Abstract
Purpose
The study reviews the recent conceptualizations and theorizing of green human resource management (GHRM) and explores GHRM's interconnections with the sustainability literature. The research findings have implications affecting GHRM measurement and design of future studies in the sparsely investigated human resource management (HRM)-environment-sustainability-responsibility spectrum.
Design/methodology/approach
The study uses a narrative style based on a review of quantitative field evidence from 38 recent empirical papers to provide an analytical framework on how the GHRM research agenda has broadened to include aspects of corporate sustainability (CS) and corporate social responsibility (CSR).
Findings
The study finds support from the literature on the impact of environment-related HR initiatives on building long-term capabilities and enhancing firm-specific social outcomes. Further, the study finds that different perspectives used in the conceptualization of GHRM reveal GHRM's differential impact on organization and environmental sustainability underlying GHRM's growing recognition as an important tool for organizations to demonstrate their commitment to being a responsible stakeholder of the socio-economic system.
Originality/value
GHRM scholars would find the review useful as the review provides a detailed explanation of how GHRM problems are defined and measured. The understanding of the process of conceptualization has been identified as a research gap in previous reviews; thus, one of the aims of this paper is to aid further knowledge development by understanding how research has progressed previously. The other benefit of the review is that management practitioners would find the insights useful to align HRM initiatives with organization CS/CSR objectives.
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Arjya Chakravarty and Jyotsna Bhatnagar
Gender inequality is a critical economic challenge. A need to conceptualize and understand gender-based issues is of utmost importance to frame policies and processes for healthy…
Abstract
Purpose
Gender inequality is a critical economic challenge. A need to conceptualize and understand gender-based issues is of utmost importance to frame policies and processes for healthy workplaces. The paper aims to discuss these issues.
Design/methodology/approach
This study attempts to capture the nuances of “gender diversity” issues at the Indian workplace from a grounded theory perspective by highlighting the viewpoints of women leaders and their organizations in the Indian context.
Findings
The findings reveal certain important themes. Indian organizations which have eliminated stereotyping and sex typing (stereotypical categorization of people according to conventional perceptions of sex) in roles and have implemented gender neutral policies and processes have become preferred employers and achieved better business results.
Research limitations/implications
The study has proposed a linkage framework (Figure 1) and has suggested ways to understand an organization’s gender imbalance and lack of gender leadership with factors in the micro and macro environment. Organizations may use this model to gain perspective and adapt and invent policies and processes to have more gender diversity at workplace, for sustainable business results. Organizations should deepen their understanding of how “engendering leadership” should be embedded into the macro, micro and meso levels of an organization.
Practical implications
Organizations that have created gender neutralism by procreating a performance and talent-driven culture find themselves creating positive business results. This was made possible by involving all stakeholders in the efforts to remove and negate gender myths and biases. A false sense of complacency, by creating rules and policies which were never implemented in spirit, proved to be detrimental.
Social implications
This research attempts to investigate gender diversity’s coherence with the other features of the broader social context.
Originality/value
To gain perspective of how this phenomenon is manifested in reality in the Indian organizations, the authors conducted a qualitative study to gain deep immersed insights. This research has attempted to contribute and enrich the literature on gender leadership using a grounded theory approach. None of the earlier gender-related studies have applied grounded theory as a methodology.
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Weerahannadige Dulini Anuvinda Fernando and Laurie Cohen
This paper aims to explore how highly skilled women workers in Sri Lanka navigate organizational contexts via different modes of engagement in pursuit of hierarchical advancement…
Abstract
Purpose
This paper aims to explore how highly skilled women workers in Sri Lanka navigate organizational contexts via different modes of engagement in pursuit of hierarchical advancement. The purpose is to contribute new insights into existing understandings of women's careers in diverse socio‐cultural contexts.
Design/methodology/approach
This paper is based on one‐to‐one in‐depth interviews conducted with 24 Sri Lankan women in early, mid and late career.
Findings
The findings reveal how the women in this sample actively used eight modes of engagement to manage themselves in organizations and vertically advance in their careers. The implications of these modes for organizational contexts and women's careers are highlighted.
Originality/value
This paper contributes to the limited literature on women's careers in South Asia and develops existing understandings of modes of engagement individuals use to develop their careers.
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Weerahannadige Dulini Anuvinda Fernando
This paper takes a social constructionist approach to explore how highly skilled women workers in Sri Lanka manage gender stereotyping in their workplaces. The purpose of this…
Abstract
Purpose
This paper takes a social constructionist approach to explore how highly skilled women workers in Sri Lanka manage gender stereotyping in their workplaces. The purpose of this paper is to contribute new insights into existing understandings of women's careers in diverse socio‐cultural contexts.
Design/methodology/approach
This paper is based on one‐to‐one in‐depth interviews with 24 Sri Lankan women in early, mid and late career.
Findings
The findings reveal how the women in this sample used eight strategies to navigate through the various gender biases they perceived to impact on their careers. The implications of respondents' actions are highlighted.
Originality/value
This paper contributes to the limited literature on women's careers in South Asia and develops existing understandings of how women's actions contribute towards maintaining and/or redefining the gender biases they encounter (see Powell et al.). Furthermore, the empirical findings highlight differences in the ways women from public and private organisations manage gender biases, while illuminating the differential impact of gender stereotypes on women in early, mid and late career.