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Article
Publication date: 29 July 2014

Naveen K. Jain, Prashant Srivastava and Deborah L. Owens

The purpose of this paper is to develop a framework for leader-member exchange (LMX) in the context of global integration strategy of multinational corporations (MNCs). Further…

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Abstract

Purpose

The purpose of this paper is to develop a framework for leader-member exchange (LMX) in the context of global integration strategy of multinational corporations (MNCs). Further, an interaction effect of leader's network centrality and leader's alignment with MNC policies on LMX and resource accessibility is proposed.

Design/methodology/approach

The paper begins with the notion that different departments in a subsidiary of an MNC are likely to have different requirements for integration within the MNC network. This paper extends the literature by suggesting that employees working in the same department of a subsidiary of an MNC are likely to have different perception of the degree of integration of their subsidiary with other nodes in the MNC network.

Findings

The paper posits that employees forming the “in-group” of a subsidiary leader are more likely to perceive their subsidiary as more integrated than the “out-group” employees; contribute more by way of knowledge transfer than the “out-group” employees; and perform better than the “out-group” employees, because of the moderating effect of leader's network centrality on the relationship between LMX and resource accessibility.

Research limitations/implications

The research has implications for the role of subsidiary leaders in shaping the perceptions of their subordinates toward the global integration strategy of an MNC.

Originality/value

The study fills a gap by integrating the LMX and MNC global integration strategy literatures and proposing the existence of perceptual differences, even at subordinate level.

Details

Leadership & Organization Development Journal, vol. 35 no. 6
Type: Research Article
ISSN: 0143-7739

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Article
Publication date: 1 March 2013

Naveen K. Jain, Douglas R. Hausknecht and Debmalya Mukherjee

The paper aims to understand which location determinants are relevant in a subsidiary location decision under the interaction influence of an emerging‐market firm's (EMF) resource…

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Abstract

Purpose

The paper aims to understand which location determinants are relevant in a subsidiary location decision under the interaction influence of an emerging‐market firm's (EMF) resource and internationalization motives.

Design/methodology/approach

The paper prepares a typology of an EMF's resources which are different from those of a developed‐country firm. It proceeds to argue which internationalization motives are likely to work for an EMF endowed with a specific resource. Finally, the paper posits the impact of resource and internationalization motives on the relevance of some location determinants over others in an EMF's location decision matrix.

Findings

The conceptual framework proposes a relationship between EMF resources, internationalization motives and location determinants and prioritizes some location determinant(s) over others for various combinations of EMF resource and internationalization motives.

Research limitations/implications

The paper contributes to the literature by proposing a unique typology of EMF resources. The overall framework informs the scholars about the importance of idiosyncratic resources as the basis of differential location decisions.

Practical implications

This article presents a guiding framework for multinational managers to assess optimum location decisions on the basis of idiosyncratic firm resources and internationalization motives.

Originality/value

The paper fills a scholarly gap by proposing a framework that relates firm resources and internationalization motives to location determinants. In the process, the paper also proposes a resource typology for resources unique to EMFs.

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Article
Publication date: 26 April 2013

Naveen K. Jain, Somnath Lahiri and Douglas R. Hausknecht

Location choice made by emerging market multinationals (EMMs) constitutes an important yet somewhat neglected topic in business research. The purpose of this paper is to develop a…

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Abstract

Purpose

Location choice made by emerging market multinationals (EMMs) constitutes an important yet somewhat neglected topic in business research. The purpose of this paper is to develop a research framework that elucidates the role of EMM‐specific resources and internationalization motivations on the location choice of EMMs.

Design/methodology/approach

The literature pertaining to firm‐specific resources and internationalization motivations as determinants of location choice is reviewed. This leads to the development of a research framework that takes into account various combinations of resources and motivations in explaining the location choice of EMMs. The paper offers research propositions by linking resources, motivations, and the appropriate choice of locations.

Findings

The paper illustrates that location choices of EMMs are determined by the interplay of various resources (relationship‐based, home experiences‐based, and country created assets‐based) and internationalization motivations (market‐seeking, asset‐seeking, and resource‐seeking).

Originality/value

The paper investigates the simultaneous influence of two important determinants: firm‐specific resources and internationalization motivations on the location choices of EMMs. Prior literature has extolled the importance of these factors in international business but not in the context of the location choices of EMMs. Thus, this paper fills an important void in business scholarship.

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Article
Publication date: 22 July 2020

Girish Kumar, Rajesh Kr. Singh, Rishabh Jain, Raman Kain and Naveen

The purpose of this study is to understand the different types of risks affecting the demand for the automotive sector in India. The study is further trying to illustrate an…

885

Abstract

Purpose

The purpose of this study is to understand the different types of risks affecting the demand for the automotive sector in India. The study is further trying to illustrate an approach for analyzing the relative intensities of these risks in the present uncertain business environment.

Design/methodology/approach

Risk on the overall demand is assessed by a combined Bayesian – multi-criteria decision-making approach. Data related to the different factors, affecting their product demand is collected from major automobile firms. Then, weights for these factors are evaluated by applying the analytic hierarchy process approach. Further, these weights are used in the Bayesian analysis network to evaluate the risk intensity for different subgroups, namely, political, economic, social, technological and environmental.

Findings

From the literature and experts’ opinion, total 16 risk factors have been finalized and these are further grouped into 5 categories i.e. political, economic, social, technological and environmental. It is observed that the demand for organizations functioning in the automotive sector is more vulnerable to economic risk as compared to other risks considered in the study.

Practical implications

Managers and decision makers of associated organizations can use the proposed framework to assess the demand risks so as to pre-evaluate their demand corresponding to future changes. Factors can be added or removed and importance could be assigned to different risk factors according to the prevailing business environment for an organization or sector. This will also help the organizations to conduct a more effective risk management in an uncertain business environment.

Originality/value

The study will help in better understanding of the various demand risks prevalent in the Indian auto sector. The methodology used, provides a novel approach for assessing the macroeconomic demand risks and can be used by the firms working in the automotive sector. The proposed methodology could be used for assessing supply chain risk or any other business initiative risk. The suggested approach will help managers in devising flexible management techniques so as to mitigate the risk.

Details

International Journal of Organizational Analysis, vol. 30 no. 4
Type: Research Article
ISSN: 1934-8835

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Article
Publication date: 13 August 2021

Naveen Jain, Danilo Le Sante, Chockalingam Viswesvaran and Rakesh Belwal

The psychological contract breach (PCB) literature has documented the negative effects of PCB on employee job attitudes and the variables that moderate (accentuate or mitigate…

168

Abstract

Purpose

The psychological contract breach (PCB) literature has documented the negative effects of PCB on employee job attitudes and the variables that moderate (accentuate or mitigate) this relationship. Given that multiple variables together influence a subordinate’s PCB – job attitudes relationship, this paper aims to investigate a three-way interaction between corporate reputation, supervisor’s and subordinate’s PCBs on the job attitudes of the latter.

Design/methodology/approach

The authors collected a dyadic sample of 227 employees and their 79 supervisors from some of the well-known companies in Oman. The authors used SPSS (version 25) to examine the three-way interaction of focal employee PCB, supervisor PCB and corporate reputation on employee job attitudes.

Findings

The results indicated that depending on the perception of corporate reputation, the extent of the supervisor’s PCB perception has a differential influence on the employee PCB – job attitudes relationship.

Originality/value

By investigating the joint (sometimes conflicting) influences of multiple moderators which enhances the ecological validity, this paper makes an original and important contribution to the PCB literature.

Details

Review of International Business and Strategy, vol. 32 no. 3
Type: Research Article
ISSN: 2059-6014

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Book part
Publication date: 30 March 2017

John S. Howe and Scott O’Brien

We examine the use of relative performance evaluation (RPE), asymmetry in pay for skill/luck, and compensation benchmarking for a sample of firms involved in a spinoff. The…

Abstract

We examine the use of relative performance evaluation (RPE), asymmetry in pay for skill/luck, and compensation benchmarking for a sample of firms involved in a spinoff. The spinoff affects firm characteristics that influence the use of the identified compensation practices. We test for differences in the compensation practices for the pre- and post-spinoff firms. We find that RPE is used for post-spinoff CEOs, but not pre-spinoff CEOs. Post-spinoff CEOs are also paid asymmetrically for luck where they are rewarded for good luck but not punished for bad luck. Both pre- and post-spinoff CEOs receive similar levels of compensation benchmarking. The study provides additional evidence on factors that influence compensation practices. Our spinoff sample allows us to examine how compensation practices are affected by changes in firm characteristics while keeping other determinants of compensation constant (i.e., the board and, in many cases, the CEO). Our findings contribute to the understanding of how the identified compensation practices are used.

Details

Global Corporate Governance
Type: Book
ISBN: 978-1-78635-165-4

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Book part
Publication date: 10 February 2023

Laxmi Pandit Vishwakarma and Rajesh Kumar Singh

Introduction: Artificial intelligence (AI) is being extensively used to solve complex problems in the industry. AI provides several benefits such as providing visibility in the…

Abstract

Introduction: Artificial intelligence (AI) is being extensively used to solve complex problems in the industry. AI provides several benefits such as providing visibility in the processes, reducing time, improving accuracy, saving time, helping in the decision-making process, etc. Due to the range of benefits of AI technologies, organisations readily adopt this technology. However, there are several challenges that the organisation faces during the implementation of AI. These challenges are in context to human resource (HR) development for successful implementation of AI across different functions and are discussed in this chapter.

Purpose: Although we know that AI technology is widely accepted in human resource management (HRM) due to its various benefits. But the organisations face many challenges during the implementation of AI. The focus of the study is to explore the literature on AI in HRM, identify the challenges of implementing AI and provide potential future research direction based on a systematic literature review.

Methodology: To explore the literature on AI in HRM, the study undertakes a systematic literature review. The study identifies, analyse and classifies the literature to provide a holistic view of HR challenges in implementing AI. The study is built on a review of 47 documents, including the articles, book chapters and conference papers using the Scopus database for the past 10 years (2012–27 January 2022).

Findings: The study provides an overview of the documents published in Scopus in this area through a systematic literature review. The study reveals that a significant amount of growth in the publication has been shown in the past 10 years. The maximum and continuous growth is shown after 2017. The maximum number of papers are published in India, the USA and China. The study identifies major eight challenges of AI implementation in HRM. The study also provides a secondary case to deep dive in this area based on a systematic literature review.

Research Limitation/Implication: The challenges identified in the study are not empirically tested. Each of the identified challenges should be empirically examined. This study has expanded the body of knowledge of AI in HRM. This study will help the academicians and practitioners work on the identified challenges and help the organisations ease in adopting AI.

Originality/Value: This study represents the first work that integrates AI implementation challenges in HRM.

Details

The Adoption and Effect of Artificial Intelligence on Human Resources Management, Part B
Type: Book
ISBN: 978-1-80455-662-7

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Case study
Publication date: 30 May 2020

Arti Sharma, Sushanta K. Mishra, Arunava Ghosh and Tuhin Sengupta

The learning outcomes are as follows: to understand the cultural and ethical dimensions revolving around the issue of female feticide; to apply the lens of institutional theory…

Abstract

Learning outcomes

The learning outcomes are as follows: to understand the cultural and ethical dimensions revolving around the issue of female feticide; to apply the lens of institutional theory with respective change management measures; and to analyze and evaluate the impact of such intervention programs such as Beti Bachao Beti Padhao in the context of emerging economies such as India.

Case overview/synopsis

This case attempts to highlight the innovative and effective governance approach by the Government of Rajasthan (India) and, in particular, the State Health Assurance Agency to curb the menace of female feticide and the rising cases of abortion and sex determination in an attempt to favor a male child. The case concentrates on mainly three dimensions of Indian societal ecosystem, namely, the grave concern of preference of male child over female child leading to widespread cases of female feticide in different states in India with specific focus on the state of Rajasthan; the role of cultural dimension which primarily drives such preferential treatment in rural and urban areas in India; and the importance of using effective policy measures in monitoring various activities, introduction of incentive schemes to patients for preventing sex determination and promoting the birth of female child.

Complexity academic level

This case can be used as a teaching material in the Public Policy course – Social Welfare and Health Policy, Policy interventions, organization theory and change management at the Graduate/MBA level.

Supplementary materials

Teaching notes are available for educators only.

Subject code

CSS 10: Public Sector Management.

Details

Emerald Emerging Markets Case Studies, vol. 10 no. 2
Type: Case Study
ISSN: 2045-0621

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Book part
Publication date: 10 February 2023

Jada Kameswari, Hemant Palivela, Sreekanth Settur and Poonam Solanki

Background: Human resource management (HRM) is the tactical method for a business enterprise’s optimistic and systemic administration. This study aims to identify the common and…

Abstract

Background: Human resource management (HRM) is the tactical method for a business enterprise’s optimistic and systemic administration. This study aims to identify the common and major triggering attributes and the knowledge gap between HRM and an organisation’s employee attrition rate.

Method: The employee Attrition Case Study Dataset used is an anecdotal data set that tries to figure out relevant variables that determine employee behavioural aspects towards attrition. This study investigates why attrition occurs, the major triggering attributes for employee turnover, and how it might be anticipated to employ artificial intelligence (AI) to avert corporate losses.

Results: Employees’ monthly income, age, average monthly hours, distance from home, total working years, years at the company, per cent of salary hike, number of companies worked, stock options level, job role and other factors are taken into consideration. A feature importance extraction framework was devised to investigate the various dormant factors. The findings also show feasible hypotheses that help enhance employee engagement, reinvent the worker dynamic, and higher levels of risk decrease attrition rate.

Implications: Employees’ monthly income, age, average monthly hours, distance from home, etc., are all major variables in employee attrition in the Indian IT business. This research adds to the theory development of behavioural elements in people analytics based on AI.

Purpose: Can we predict employee attrition through employee behavioural patterns advancement using AI tools.

Details

The Adoption and Effect of Artificial Intelligence on Human Resources Management, Part A
Type: Book
ISBN: 978-1-80382-027-9

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Book part
Publication date: 27 November 2017

Tarek Ibrahim Eldomiaty, Islam Azzam, Mohamed Bahaa El Din, Wael Mostafa and Zahraa Mohamed

The main objective of this study is to examine whether firms follow the financing hierarchy as suggested by the Pecking Order Theory (POT). The External Funds Needed (EFN) model…

Abstract

The main objective of this study is to examine whether firms follow the financing hierarchy as suggested by the Pecking Order Theory (POT). The External Funds Needed (EFN) model offers a financing hierarchy that can be used for examining the POT. As far as the EFN considers growth of sales as a driver for changing capital structure, it follows that shall firms plan for a sustainable growth of sales, a sustainable financing can be reached and maintained. This study uses data about the firms listed in two indexes: Dow Jones Industrial Average (DJIA30) and NASDAQ100. The data cover quarterly periods from June 30, 1999, to March 31, 2012. The methodology includes (a) cointegration analysis in order to test for model specification and (b) causality analysis in order to show the generic and mutual associations between the components of EFN. The results conclude that (a) in the majority of the cases, firms plan for an increase in growth sales but not necessarily to approach sustainable rate; (b) in cases of observed and sustainable growth of sales, firms reduce debt financing persistently; (c) firms use equity financing to finance sustainable growth of sales in the long run only, while in the short run, firms use internal financing, that is, retained earnings as a flexible source of financing; and (d) the EFN model is quite useful for examining the hierarchy of financing. This study contributes to the related literature in terms of utilizing the properties of the EFN model in order to examine the practical aspects of the POT. These practical considerations are extended to examine the use of the POT in cases of observed and sustainable growth rates. The findings contribute to the current literature that there is a need to offer an adjustment to the financing order suggested by the POT. Equity financing is the first source of financing current and sustainable growth of sales, followed by retained earnings, and debt financing is the last resort.

Details

Growing Presence of Real Options in Global Financial Markets
Type: Book
ISBN: 978-1-78714-838-3

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