Sandhya Garg and Samarth Gupta
Financial access is key to achieving several economic goals in developing countries. This paper aims to construct a longitudinal village-level measure of financial access in India…
Abstract
Purpose
Financial access is key to achieving several economic goals in developing countries. This paper aims to construct a longitudinal village-level measure of financial access in India and understand the role of RBI's policies and village characteristics in influencing the access.
Design/methodology/approach
The authors adopt a spatial approach in developing a metric of financial access. In particular, they measure the distance of each unbanked village in India to the nearest banked-centre from 1951 to 2019. The authors use this measure to conduct two exercises. First, a descriptive study is undertaken to assess how RBI's policies on bank branch expansion from 1951 to 2019 influenced the proximity to bank branches. Second, the authors conduct regression analyses to investigate how socio-economic and demographic characteristics of villages influence their proximity to bank branches.
Findings
The average distance of an unbanked village to the nearest banked-centre has declined from 43.5 km in 1951 to 4.2 km in 2019. The gain in bank access has varied geographically and over time. In 2001, bank branches were relatively distant from villages with under-privileged caste groups and proximate to areas with better infrastructure. This relationship worsened after 2005 when RBI introduced liberalized branch expansion policies. By 2019, proximity responds much more adversely to the presence of underprivileged groups. At the same time, banks have moved closer to economically better-off villages and villages with workforce in non-farm enterprises rather than agriculture.
Originality/value
First, studies in the Indian context focus on state-level determinants of bank branching, this is the first study to develop a longitudinal measure of financial access at the village level. This helps to understand spatial heterogeneity in bank branch access within states, which other studies are unable to do. Second, the paper analyses the role of village-level socio-economic and demographic characteristics in proximity to bank branches. This analysis helps in discovering micro-foundations of growth of bank branch network. The granularity of the approach adopted here overcomes the confoundedness problems that the studies at a more aggregate level face.
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Siamak Kheybari, Alessio Ishizaka, Mohammad Reza Mehrpour and Vijay Pereira
Business schools play a significant role in providing individuals with the ability to adapt to constantly changing environments. Such agile organizations require deans who, as…
Abstract
Purpose
Business schools play a significant role in providing individuals with the ability to adapt to constantly changing environments. Such agile organizations require deans who, as leaders, possess the knowledge and attributes of astute and responsible executives. In this regard, the measurement of the attributes of leadership paves the way for evaluating a leader’s options process. In this study, we measure the attributes of leadership to pave the way for evaluating a leader’s decision-making process.
Design/methodology/approach
The rich data included the opinions of 93 university professors from seven countries: Iran, India, China, France, the UK, Canada and the USA. In appraising the responses, the authors considered the nationality and the development level of each participant’s country and continent. In this study, the authors developed an online questionnaire based on the best-worst method (BWM). By performing a one-way analysis of variance (ANOVA), the authors also determined the significant statistical differences of the scientific communities through the lenses of authentic leadership, leader-member exchange and social identity and leadership.
Findings
The results provide evidence of transparency, measured as the most important criterion for leading a business school, i.e. knowledgeable deanship. Furthermore, the findings reveal a meaningful difference between developed and developing countries in the context of an authentic leadership pillar.
Originality/value
This paper contributed to the literature in five major ways as follows: The authors investigated the attitudes of scientific communities from different countries, business schools, BWM, dean selection and leadership evaluation.By means of the BWM, the authors measured the criteria culminating in the selection of a knowledgeable leader for a business school.The authors compared and contrasted the attitudes of scientific communities in developing countries vis-à-vis those in developed ones.The authors addressed the differences and similarities among countries in relation to the selection of a knowledgeable business school leader.The authors provided beneficial insights by addressing the different perspectives of researchers on the weights of the criteria involved in the selection procedure for a business school dean.
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Sandhya S and Sulphey M M
The purpose of the study is to explore the influence of psychological empowerment, psychological contract and employee engagement on voluntary turnover intentions of employees in…
Abstract
Purpose
The purpose of the study is to explore the influence of psychological empowerment, psychological contract and employee engagement on voluntary turnover intentions of employees in theinformation technology (IT) industry.
Design/methodology/approach
The study used a cross-sectional, quantitative research design. The analysis for the study is based on a sample of 392 Indian IT professionals. Partial least square–structural equation modelling (PLS-SEM) was used to analyse the data.
Findings
This study has identified a significant relationship between turnover intentions, employee engagement, psychological contract and psychological empowerment. The findings of the study are that there exists significant positive influence of psychological contract and psychological empowerment on employee engagement. Employee engagement, in turn, has the capability to influence intention to leave the organization.
Originality/value
There is heightened awareness among industry leaders about the need to retain top performers. However, organizations are found to repeatedly fail in this regard. The study has succeeded in empirically establishing the complex relationship between empowerment, psychological contract, employee engagement and turnover intentions. The findings of the study are significant and have practical implications. It can be put to use by progressive managements in devising strategies to reduce turnover intentions.
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Mohamed El-Sayed Mousa and Mahmoud Abdelrahman Kamel
This study aims to examine performance assessment of organizational units through psychological empowerment (PE) and employee engagement (EE) approach and whether this…
Abstract
Purpose
This study aims to examine performance assessment of organizational units through psychological empowerment (PE) and employee engagement (EE) approach and whether this relationship differs among efficient and inefficient organization units.
Design/methodology/approach
This study drew on merging the principal component analysis (PCA), data envelopment analysis (DEA) and partial least square-multigroup analysis (PLS-MGA) to benchmark the performance of organizational units affiliated with Zagazig University in Egypt using PE dimensions as inputs and EE as output. Besides investigating whether PE inputs have the same effect among efficient and inefficient units.
Findings
Performance assessment based on independent data showed that all the investigated organizational units are not at the same efficiency level. The results revealed that there are eight efficient units versus seven inefficient ones. Moreover, PLS-MGA results demonstrated that no significant differences concerning the impact of PE inputs on EE between efficient and inefficient units groups. Nevertheless, the effect of these inputs was slightly higher in the former.
Originality/value
Studies on EE performance in the service sector are scarce in the literature, this study is a novel contribution of exploring EE efficiency in Egypt as a developing economy. Specifically, using the PCA-DEA-structural equation modeling approach.
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Jawad Ahmad Dar, Kamal Kr Srivastava and Sajaad Ahmad Lone
The Covid-19 prediction process is more indispensable to handle the spread and death occurred rate because of Covid-19. However early and precise prediction of Covid-19 is more…
Abstract
Purpose
The Covid-19 prediction process is more indispensable to handle the spread and death occurred rate because of Covid-19. However early and precise prediction of Covid-19 is more difficult because of different sizes and resolutions of input image. Thus these challenges and problems experienced by traditional Covid-19 detection methods are considered as major motivation to develop JHBO-based DNFN.
Design/methodology/approach
The major contribution of this research is to design an effectual Covid-19 detection model using devised JHBO-based DNFN. Here, the audio signal is considered as input for detecting Covid-19. The Gaussian filter is applied to input signal for removing the noises and then feature extraction is performed. The substantial features, like spectral roll-off, spectral bandwidth, Mel-frequency cepstral coefficients (MFCC), spectral flatness, zero crossing rate, spectral centroid, mean square energy and spectral contract are extracted for further processing. Finally, DNFN is applied for detecting Covid-19 and the deep leaning model is trained by designed JHBO algorithm. Accordingly, the developed JHBO method is newly designed by incorporating Honey Badger optimization Algorithm (HBA) and Jaya algorithm.
Findings
The performance of proposed hybrid optimization-based deep learning algorithm is estimated by means of two performance metrics, namely testing accuracy, sensitivity and specificity of 0.9176, 0.9218 and 0.9219.
Research limitations/implications
The JHBO-based DNFN approach is developed for Covid-19 detection. The developed approach can be extended by including other hybrid optimization algorithms as well as other features can be extracted for further improving the detection performance.
Practical implications
The proposed Covid-19 detection method is useful in various applications, like medical and so on.
Originality/value
Developed JHBO-enabled DNFN for Covid-19 detection: An effective Covid-19 detection technique is introduced based on hybrid optimization–driven deep learning model. The DNFN is used for detecting Covid-19, which classifies the feature vector as Covid-19 or non-Covid-19. Moreover, the DNFN is trained by devised JHBO approach, which is introduced by combining HBA and Jaya algorithm.
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Natashaa Kaul, Amruta Deshpande, Amit Mittal, Rajesh Raut and Harveen Bhandari
This study aims to examine the research that examines psychological empowerment (PE) and employee engagement (EE) via bibliometric analysis. The study also aims to offer an…
Abstract
Purpose
This study aims to examine the research that examines psychological empowerment (PE) and employee engagement (EE) via bibliometric analysis. The study also aims to offer an overview of the present state of research and indicate potential future research topics.
Design/methodology/approach
The literature on PE and engagement was reviewed using bibliometric analysis based on publications in the Scopus database. The analysis comprises a three-field plot, theoretical framework examination, thematic analysis and quantitative analysis of the most frequently referenced publications, affiliations, countries and authors.
Findings
The study identifies research trends such as the use of the leadership lens, the examination of the different degrees of empowerment, the examination of alternate mechanisms to improve engagement and the impact of supervisor resources on these constructs. The study also suggests areas for future research, such as the influence of leadership and organizational culture on these two factors, the link between PE and EE and the impact of the changing structure of work via the increased use of technology and new work relations like gig work on these concepts.
Originality/value
This study offers a thorough and systematic overview of the state of the research in the area of PE and EE. This study emphasizes the significance of PE and engagement in management by giving a thorough overview of the present state of research and outlining future research possibilities.
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Swati Garg, Shuchi Sinha, Arpan Kumar Kar and Mauricio Mani
This paper reviews 105 Scopus-indexed articles to identify the degree, scope and purposes of machine learning (ML) adoption in the core functions of human resource management…
Abstract
Purpose
This paper reviews 105 Scopus-indexed articles to identify the degree, scope and purposes of machine learning (ML) adoption in the core functions of human resource management (HRM).
Design/methodology/approach
A semi-systematic approach has been used in this review. It allows for a more detailed analysis of the literature which emerges from multiple disciplines and uses different methods and theoretical frameworks. Since ML research comes from multiple disciplines and consists of several methods, a semi-systematic approach to literature review was considered appropriate.
Findings
The review suggests that HRM has embraced ML, albeit it is at a nascent stage and is receiving attention largely from technology-oriented researchers. ML applications are strongest in the areas of recruitment and performance management and the use of decision trees and text-mining algorithms for classification dominate all functions of HRM. For complex processes, ML applications are still at an early stage; requiring HR experts and ML specialists to work together.
Originality/value
Given the current focus of organizations on digitalization, this review contributes significantly to the understanding of the current state of ML integration in HRM. Along with increasing efficiency and effectiveness of HRM functions, ML applications improve employees' experience and facilitate performance in the organizations.
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Frank Nana Kweku Otoo and Nissar Ahmed Rather
Highly committed, motivated and engaged employees assure organizational success and competitiveness. The study aims to examine the association between human resource development…
Abstract
Purpose
Highly committed, motivated and engaged employees assure organizational success and competitiveness. The study aims to examine the association between human resource development (HRD) practices and employee engagement with organizational commitment as a mediating variable.
Design/methodology/approach
Data were collected from 760 employees of 13 star-rated hotels comprising 5 (five-star) and 8 (four-star). The data supported the hypothesized relationships. Structural equation modeling was used to evaluate the proposed model and hypotheses. Construct validity and reliability were established through confirmatory factor analysis.
Findings
The results indicate that HRD practices and affective commitment are significantly associated. HRD practices and continuance commitment were shown to be non-significantly associated. HRD practices and normative commitment were shown to be non-significantly associated. Employee engagement and organizational commitment are significantly associated. The results further show that organizational commitment mediates the association between HRD practices and employee engagement.
Research limitations/implications
The generalizability of the findings will be constrained due to the research's hotel industry focus and cross sectional data.
Practical implications
The study's findings will serve as valuable pointers for stakeholders and policymakers of the hotel industry in the adoption, design and implementation of proactive HRD interventions to keep highly engaged and committed employees for organizational competitiveness and sustainability.
Originality/value
By evidencing empirically that organizational commitment mediates the nexus between HRD practices and employee engagement, the study extends the literature.
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Debarun Chakraborty and Wendrila Biswas
The momentum of globalization has helped the organization to gain new insights into the domain of human resources (HRs). The changing nature of work has affected the coherence of…
Abstract
Purpose
The momentum of globalization has helped the organization to gain new insights into the domain of human resources (HRs). The changing nature of work has affected the coherence of the workplaces. Today, it is essential to preserve and nurture the cognitive and creative abilities of the diverse group of employees so that concrete outcomes and actions can be achieved. Human resource planning (HRP) is one of the processes that facilitate the development of employees and the integration of their individual goals with the business plans. This paper aims to produce useful predictions and unprecedented direction to boost organizational performance amidst cyclical business fluctuations. The innovative HRP programs minimize the dysfunctional aspects of employee handling through proper assessment of their skills and abilities. This inclusive approach initiates a sustainable journey for the firm and heightens its competitive edge.
Design/methodology/approach
A descriptive study has been conducted through a structured questionnaire. Primary data were collected from respondents working in the HR department of different manufacturing companies in the state of West Bengal, India. A multistage sampling technique has been used. Data analysis has been conducted through exploratory and confirmatory factor analysis. Through structural equation modeling, the researchers examined a series of dependence relationships simultaneously and represented unobserved concepts.
Findings
The current study ratifies the overall model and reflects that the HRP activities, namely, retention plan, professional training and development, job analysis and design, succession planning and redeployment plan vitalizes the performance of the firm. A recruitment plan has a negative and non-significant impact on the functional performance of the organization. Succession planning practices immensely affect the firm’s competitive edge followed by the retention plans. The results also uphold that the efficacious performance of the firm brings in strategic sustainability for it.
Practical Implications
HRP activities sufficiently address the HR concerns facilitating the organization to coalesce the needs of the employees and the business. It helps to adopt a long term perspective to foster productivity, innovation and quality. It encourages employees to believe in their competencies to deliver their best. Such practices involve the workforce; coordinate their efforts to contribute meaningfully in this intricate business network. Thus, HRP practices drive to accomplish challenging tasks, focus on creative work-related projects, enhances an employee’s coping skills and morale to establish strategic sustainability for the firm.
Originality/value
The study sheds light on the fact that in this complex and dynamic business system where the authors find multigenerational workforce, it is essential to nurture the subtle aspects of the employees rather than continuous monitoring and controlling them. HRP activities provide such a platform that maximizes employees’ potential and will to fit into a firm’s business strategy and translate a strategic plan into action. Such practices have the capability to intensify the positive aspects and ideas in an organization.