Search results

Points out certain ambiguities in the usage of some reliability parameters in their application to repairable systems and presents a digital simulation model for analysing their reliability. The proposed model is useful for assessing intended changes in systems design or improvements in operational and maintenance procedures on system reliability. Outlines different steps of a computational algorithm for solving the proposed model. Describes an illustrative application of the proposed model to a fleet of trainer aircraft.

The more frequently an engine oil is changed, the more the overhaul life of the engine is extended but with an increase in the cost both of the oil and of the oil drain services. If engine oil is changed less frequently the associated costs will decrease. In order to find the optimum drain interval, it is necessary to establish the relationship between the cost of the oil and oil drain services and the cost of more frequent overhauls. Presents an investigation into the degradation of a proprietary lubricant marketed in Turkey, and the wear rate of a petrol engine driven in urban traffic. Lubricant samples were examined approximately every 2,000km for deterioration of the lubricant and evidence of wear of the engine components. From the experimental results, determines the optimum oil drain period of the engine.

The purpose of this paper is to investigate the impact of employer branding strategy (a mechanism used by organisations to hire and retain competent talent) on employee engagement whilst simultaneously measuring the mediating effect of person-organisation (P-O) fit.

The study analyses a sample of 296 employees working in the BPO sector in India. The proposed model is tested with the help of structural equation modelling.

The findings of the research highlight that employer branding has an affirmative relationship with P-O fit and employee engagement. The findings also reveal that P-O effect has a partial mediating effect on the relationship between employer branding and employee engagement.

Understanding and implementing employer branding strategies provides the organisation with a tool for not only harnessing good employees but also facilitates them to engage and retain them. Employer branding strategies ensure an increase in employee’s sense of belongingness and alignment of goals. Value congruence in the form of person organisation fit also ensures that employees believe that they are valued across the organisation and may go an “extra mile” to achieve organisational objectives.

Employer branding is a comprehensive strategy which can be used by employers to attract and retain talented employees. In a global economy where a talented workforce is scarce and has plenty of choices available to them, firms can use employer branding as a strategic opportunity to enhance employee engagement.

The study investigates the influence of perceived security (PS) on behavioral intention (BI) via the trust attitude process and explores the moderating effects of gender. PS in mobile wallets enhances user trust (TR), attitude (ATT) and intention (INT). Using a multiple and serial mediation model, both TR and ATT were found to mediate the relationship between PS and BI.

Drawing on the stimulus-organism-response (S-O-R) theory, the proposed conceptual model comprises PS, TR, ATT and BI. An online survey was conducted with a cross-sectional sample of 744 mobile wallet users in India. Partial least squares structural equation modeling (PLS-SEM) was used to analyze the hypothesized relationships and test the mediation effects.

Results show that the stimulus, PS, has a positive and significant influence on TR and ATT, which eventually has a positive influence on BI. The research model explains 64.4 percent of the variance in BI. Further, both TR and ATT independently and parallelly mediate the relationship PS and BI. Lastly, gender is found to moderate the relationship between TR and BI and ATT and BI.

The research showed the importance of PS, TR and ATT towards mobile wallet adoption INTs. Further, the findings support the idea that developing TR and ATT is essential for shaping INTs. This suggests that mobile wallet service providers should invest in methods that not just enhance user TR but also reinforce a positive ATT towards the platform. To demonstrate TR, mobile wallet providers must ensure the confidentiality and privacy of user data, keep customer interests in mind and fulfill commitments. Lastly, for strengthening customer TR, excellent customer support is extremely important.

While prior researchers have majorly used technology acceptance model (TAM) and unified theory of acceptance and use of technology (UTAUT) models to explain adoption INTs, this study examines the relationship between PS, TR, ATT and BI through the lens of the SOR framework.

Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being. Missing from this discussion is how – from a human resources management (HRM) perspective – organizations and managers can directly and positively shape the well-being of their employees. The authors use this review to paint a picture of what organizations could be like if they valued people holistically and embraced the full experience of employees’ lives to promote well-being at work. In so doing, the authors tackle five challenges that managers may have to help their employees navigate, but to date have received more limited empirical and theoretical attention from an HRM perspective: (1) recovery at work; (2) women’s health; (3) concealable stigmas; (4) caregiving; and (5) coping with socio-environmental jolts. In each section, the authors highlight how past research has treated managerial or organizational support on these topics, and pave the way for where research needs to advance from an HRM perspective. The authors conclude with ideas for tackling these issues methodologically and analytically, highlighting ways to recruit and support more vulnerable samples that are encapsulated within these topics, as well as analytic approaches to study employee experiences more holistically. In sum, this review represents a call for organizations to now – more than ever – build thriving organizations.

This study aims to explain the linkage between employer branding and employee retention; a sequential mediation is hypothesized, where it is proposed that the relationship between employer branding and employee retention is sequentially mediated by person–organization fit (P-O fit) and organizational identification.

The sample belongs to 224 executive-level employees of the Indian power sector organization. The sequential mediation model is tested by using SPSS macro command of Preacher and Hayes.

The findings established that the relationship between employer brand and employees’ intention to stay is sequentially mediated by P-O fit and organizational identification.

The findings emphasize the role of employer brand on constructs such as P-O fit, organizational identification and intention to stay. In addition, the established mechanism emphasizes the role of P-O fit to realize the benefits such as organizational identification and employee retention.

Internal branding efforts may have a major impact on workforce attitude and behavior including engagement, job performance and retention. “Yet studies of the positive impact of employer brand on employee attitudes and behaviors, or of the factors that shape employer brand, are rare” (Charbonnier-Voirin et al., 2017, p. 2). Along the line of such gap, this study has taken up to test the unexplored sequential mediation mechanism between employer brand and employees’ intention to stay through P-O fit and organizational identification.

Corporate social responsibility (CSR) is gaining recognition and value among researchers, academicians and business professionals. Drawing on theories of social identity and person–organisation fit, the present research propounds a model that investigates the role of CSR branding in influencing employee retention.

The paper is based on primary survey data from 348 employees working in organisations in the Indian industrial hubs. The study uses the regression and PROCESS macro model to analyse relationship among study variables.

The study indicated how CSR initiatives could help organisations handle the threat of high turnover storm all over the world, thereby retaining the employees with a high set of skills. Moreover, the paper connotes that employee retention is influenced directly by CSR branding as well as indirectly under the presence of organisational identification and person–organisation fit (mediators).

Results suggest the role of a positive identity and a mutual fit as significant predictors of employee retention. The implications for future research on CSR, employees' stay intentions, employees' identification and value congruence are further discussed in light of the findings.

The novelty of this research insists on shedding light on the indirect mechanisms linking CSR to employee retention that has been overlooked so far, particularly in the Indian setting; studies on an integrated model of organisational identification and person–organisation fit are limited.

Recently, the Government of India has emphasized digital financial inclusion for promoting cashless transactions with a vision to transform India from a traditional cash-based economy into a cashless economy. Technology-driven payment apps are facilitated greater access to cashless financial services and improve the speed, efficiency, accuracy and effectiveness of financial transactions. This study aims to explore the determinants of quick response (QR) code mobile payment (m-payment) adoption intention among marginalized street vendors in India.

The proposed research model was tested using 320 responses from QR code m-payment users. An interview schedule was performed using the structured questionnaire from marginalized street vendors by adopting a purposive sampling technique. The proposed research framework of this study developed on the Unified Theory of Acceptance and Use of Technology (UTAUT). In addition to the existing variables proposed in the UTAUT model, three more variables have been added, namely, digital financial literacy (DFL), personal innovativeness (PI) and perceived trust (PT). Besides, the study used confirmatory factor analysis and structural equation modeling techniques to analyze the data.

This study confirms that factors such as performance expectancy, effort expectancy, facilitating conditions, PT and customers’ DFL are significant determinants of street vendors’ intention to use QR code m-payment services. However, social influence and PI have shown an insignificant relationship with adopting a QR code m-payment system.

The results provide insights for policymakers and service providers. Specifically, government and bankers design promotional campaigns emphasizing the ease of use, perceived benefits, security and faster business transactions to accept and use the QR code m-payment system to encourage prospective users to achieve a cashless economy.

Many prior studies have widely concentrated on m-payment adoption intention in India. However, only a few studies have attempted to examine the factors influencing the adoption of QR code m-payment services among merchants from emerging economies. There is a dearth of studies on QR code adoption from an unorganized sector perspective, specifically marginalized street vendors. Therefore, this study explicitly examines the extent to which the determinants of adoption intention toward QR code-based m-payment services among marginalized street vendors within the framework of the extended UTAUT model by incorporating DFL, PI and PT. The findings of this study contribute, theoretically and practically, to the existing literature.

Children have been recognized as an important user group for information and communication technology (ICT) and methods for involving them in ICT design have already been devised. However, there is a lack of research on children’s genuine or authentic participation in ICT design as well as a lack of critical research scrutinizing how “children” and “their participation” actually end up constructed in ICT design. The paper aims to discuss these issues.

An intervention involving children in ICT design following the research strategy of nexus analysis was implemented. A qualitative data archive of this intervention is examined through a Foucauldian lens.

The study reveals that numerous discourses were relied on when talking about “children” and “their participation” in the case project: the discourses of participation, equality, domination, segregation, rebellion, and patronization were identified. Moreover, “children” were constructed as equal partners and influential, but also as ignorant, ignored, silent, and silencing each other. Some of the findings are in line with the existing ICT literature on the matter, others even with the literature on genuine participation of children. However, children and their participation were also constructed as “problematic” in many senses.

The study contributes to and opens up avenues for critical research on genuine participation of users, especially children.

Practical suggestions for researchers interested in participation of children in ICT design are provided.

While research literature offers an abundance of best practices and an idealized view on children and their participation, this study shows the multitude of challenges involved and discourses circulating around.