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Article
Publication date: 12 May 2020

Bharat Chillakuri and Sita Vanka

The purpose of this paper is to provide an empirical investigation into the mediating effect of high-performance work systems (HPWS) on health harm (HH). The paper also examines…

2464

Abstract

Purpose

The purpose of this paper is to provide an empirical investigation into the mediating effect of high-performance work systems (HPWS) on health harm (HH). The paper also examines the role of perceived organizational support (POS) and its indirect effect on work intensification (WI) and HH through HPWS. Further, the implications of the HH on individuals, organizations, families and societies are also presented. Recognizing the need for sustainable human resource management (HRM) practices that drive employee well-being and reducing HH is also highlighted.

Design/methodology/approach

Data for the study were collected using four established scales. The data collected from 345 executives were analyzed using the SPSS 25.0 Version and Amos 21.0.

Findings

The study confirmed that work intensification causes HH. The results also indicate the significant mediation of HPWS and the moderation of POS between WI and HH, thus suggesting the inevitability of HR intervention for implementing sustainable HRM practices, which reduce the negative harm of the work.

Research limitations/implications

Data were collected from executives working in IT organizations in India. However, IT work exhibits broadly similar technology/platforms across the world and hence, applicable to the other contexts as well.

Practical implications

The study suggests that organizations should formulate policies and initiate interventions toward the care of employees, motivating toward higher performance and support them to prevent HH of work. It is difficult to categorize what comprises the care of employees in the current context of HPWS and treating employees as an end in itself. Generally, it is seen in terms of health and safety, work–life balance, remuneration, workload, job role and job design. People are core to sustainable development, and the HR must design and develop systems so that the organization can retain a healthy and productive workforce from a sustainability perspective. Moreover, sustainable work performance is a function of high resource levels of employees (energy, time and competences) and the allocation of resources, leading to resource regeneration. Hence, organizations need to source from a variety of sources and balance it for the sustainable performance of employees.

Originality/value

The HRM literature reveals the positive effect of POS on employee health, but studies that investigated the adverse impact of POS are notably absent. The study bridges this gap and is novel, as it explores the moderating role of POS on HPWS and HH and reaffirms the need for building sustainable organizations and sustainable HRM practices. Moreover, the paper provides contextual support to the literature, where studies relating to sustainable HRM practices in developing countries like India are absent.

Details

Employee Relations: The International Journal, vol. 44 no. 3
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 11 October 2019

Swati Singh and Sita Vanka

The purpose of this paper is to highlight the importance of the employee voice in the present era. This paper discusses the drawbacks of not attending to employee voice, benefits…

2910

Abstract

Purpose

The purpose of this paper is to highlight the importance of the employee voice in the present era. This paper discusses the drawbacks of not attending to employee voice, benefits of listening to it and strategies, as well as the methods of capturing the voice of employees.

Design/methodology/approach

The paper uses illustration to explain how Cisco used employee voice to revamp its HR.

Findings

The research on this area indicates that although listening to employee voice is beneficial, most organizations ignore it. The findings suggest that the voice of employee cannot be ignored in the technology-led era, as employees have many platforms to raise their concerns. Additionally, ignoring their voice can be perilous. Attending to employee voice brings many advantages, and thus it should be prioritized, promoted and practiced. The paper carries implications for HR managers, business leaders and researchers in this field.

Originality/value

This paper uniquely discusses the significance of employee voice in the present era. It also presents the strategies and methods to capture employee voice. Furthermore, it demonstrates the benefits of attending to employee voice with the help of an illustration.

Details

Strategic HR Review, vol. 18 no. 6
Type: Research Article
ISSN: 1475-4398

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Article
Publication date: 27 March 2020

Swati Singh and Sita Vanka

The purpose of the article is to highlight the importance of sponsorship in the career advancement of women and how it can also promote diversity in leadership.

1169

Abstract

Purpose

The purpose of the article is to highlight the importance of sponsorship in the career advancement of women and how it can also promote diversity in leadership.

Design/methodology/approach

The paper uses the PwC’s Breakthrough program illustration to demonstrate how the potential of sponsorship can be leveraged to enhance diversity.

Findings

Research in leadership, diversity, and inclusion indicates that the leadership gender gap is a major challenge faced by organizations. Most of the organizations employ mentorship as a strategy for women’s career development. However, it is difficult to assess the measurable impact of this on the careers of women and how it could help in improving diversity in leadership roles. The findings suggest that sponsorship, which is an action-oriented strategy can complement mentoring and bring desired results.

Originality/value

The paper analyses the role of mentoring and sponsorship in the career development of women. The paper also highlights the differences between mentorship and sponsorship. Furthermore, it demonstrates the importance of sponsorship in promoting diversity with the help of PwC’s illustration.

Details

Development and Learning in Organizations: An International Journal, vol. 34 no. 6
Type: Research Article
ISSN: 1477-7282

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Article
Publication date: 16 November 2020

Bharat Chillakuri and Sita Vanka

This paper aims to provide an empirical investigation into the mediating role of high-performance work systems (HPWS) on health harm (HH). The study also examines the negative…

2506

Abstract

Purpose

This paper aims to provide an empirical investigation into the mediating role of high-performance work systems (HPWS) on health harm (HH). The study also examines the negative moderated role of workplace well-being (WW) and its indirect effect on work intensification (WI) and HH. The paper highlights the implications of the HH on individuals, organizations, families and societies and recognizes the need for sustainable human resource management (HRM) practices that drive employee well-being, thereby reducing the HH. More importantly, the study extends the understanding of sustainable goals through sustainable HRM.

Design/methodology/approach

Data was collected using four established scales. The data collected from 324 executives were analyzed using the SPSS 25.0 Version and AMOS 21.0.

Findings

The study results confirmed that WW practices reduce the adverse effects arising out of HPWS and WI. The results proved that WI is positively related to HH, and that WW moderates the relationship between HPWS and HH such that HPWS is more positively associated with HH when the WW is low compared to when WW is high.

Research limitations/implications

The data were collected from executives working in Information Technology (IT) organizations in India. The findings and the implications may not be generalized to other industries, as the data is collected from IT professionals.

Practical implications

The study highlights the need for organizations to develop sustainable HRM practices to minimize the HH of work. Organizations should implement well-being interventions and develop activities that promote an individual’s mental and physical well-being alongside limiting work intensity.

Originality/value

HRM Literature reveals the positive effect of HPWS that it engages employees to achieve a competitive advantage to the firm. However, this study examines and empirically proves the negative impact of HPWS on employee health and well-being.

Details

Society and Business Review, vol. 16 no. 1
Type: Research Article
ISSN: 1746-5680

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Article
Publication date: 14 August 2017

Kavita Meena and Sita Vanka

The significance of human resource management in managing workforce diversity has been emphasized by researchers and various practices have been identified and prescribed in…

2992

Abstract

Purpose

The significance of human resource management in managing workforce diversity has been emphasized by researchers and various practices have been identified and prescribed in literature. However, there is lack of HR typologies to understand different diversity management alternatives. Hence, the purpose of this paper is to develop a typology of diversity-oriented human resource management (DHRM) practices for clear understanding.

Design/methodology/approach

The study employs factor analysis approach for developing typology. In total, 31 human resource management practices covering the five functions of HR, i.e. recruitment, selection, performance evaluation, compensation and training were identified from literature. These practices were analyzed to investigate whether and how these 31 practices cluster into higher order DHRM practices categories.

Findings

From factor analysis, seven categories of DHRM practices emerged. The findings showed marked differences in these seven DHRM practices categories aimed at managing diversity.

Research limitations/implications

Future, survey researchers can use this typology of DHRM practices to design instruments that allow a more in-depth and differentiating analysis of role of HRM in managing diversity than those that have been carried out in previous research.

Practical implications

Managers can use the seven types of DHRM practices identified as criteria to choose an adequate pattern for HRM practices to manage diversity.

Originality/value

The typology developed in the study has foundations in specific diversity-related HRM practices rather than based on generic HRM typologies.

Details

Journal of Management Development, vol. 36 no. 7
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 17 July 2009

James W. Westerman, Rafik I. Beekun, Joseph Daly and Sita Vanka

The purpose of this paper is to examine the relationships between individual personality and compensation package preferences and whether cross‐cultural differences exist in these…

3121

Abstract

Purpose

The purpose of this paper is to examine the relationships between individual personality and compensation package preferences and whether cross‐cultural differences exist in these preferences in the USA and India.

Design/methodology/approach

A survey methodology was used and subjects included 175 MBA students of two universities, one in the USA and one in India. Measurement instruments included a Big Five personality measure and a compensation pay strategy typology.

Findings

Results indicated a significantly different pattern of results between subjects in the two countries. In the India sample, introversion was a significant predictor of a security/commitment pay strategy and extroversion and neuroticism were significant predictors of performance‐driven pay strategies. In the US sample, none of the personality variables was predictive of pay strategy preferences.

Practical implications

Multinational firms should reconsider “one‐size‐fits‐all” compensation plans and tailor strategies to fit the profile of their workforce.

Originality/value

The paper provides empirical data indicating that relationships exist between personality and pay package preferences, and that these relationships differ by culture.

Details

Management Research News, vol. 32 no. 8
Type: Research Article
ISSN: 0140-9174

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Article
Publication date: 3 May 2016

Sonam Chawla and Radha R. Sharma

The purpose of this paper is to present multiple case studies of women in leadership roles in India with a view to identifying inhibitors, facilitators and the strategies adopted…

1584

Abstract

Purpose

The purpose of this paper is to present multiple case studies of women in leadership roles in India with a view to identifying inhibitors, facilitators and the strategies adopted by them to mitigate the challenges in their odyssey to these positions. The paper contributes to the pivotal subject of under-representation of women in apex positions, which has garnered the attention of researchers in recent years grappling with the identification of the underlying causes. Thus, with a view to narrowing the gender gap in leadership positions, a greater understanding of this phenomenon is called for.

Design/methodology/approach

The paper adopts exploratory case study method using multiple case studies. Empirical data were gathered using in-depth semi-structured interviews and personality test (NEO FFI) from women in leadership positions. The qualitative data were analysed using thematic analysis.

Findings

The analysis of data has led to the identification of challenges faced by the women that were categorised as personal, professional, organisational and social issues. Further, six themes emerged as the strategies adopted by the women leaders to overcome the challenges. The paper also highlights the critical social, behavioural and organisational facilitators that played an important role in their leadership journey. The paper also includes context-specific findings of women leaders from Indian industry.

Practical implications

The paper would have relevance for researchers and practitioners in the field of gender diversity, leadership, organisational behaviour and human resource management. The findings of this paper can be leveraged by organisations to retain and manage female talent, which is a focal area in the present dynamic business environment, when a need for gender diversity is widely acknowledged by the top management in organisations. The exploratory case studies provide vistas for gender-based context-specific and cross-cultural research on the challenges faced by women executives in their leadership journey and the strategies adopted to mitigate these.

Originality/value

Though a great deal has been written about the barriers to women’s career advancement, less is known about the facilitators of women’s advancement. Also, women in the Asian context face unique challenges which present a major problem for multinational companies whose hopes for growth are pinned on emerging markets. The paper has identified new emergent themes, which have not been mentioned in the extant literature nationally or globally. The findings provide inputs to companies to adopt policies and practices to facilitate gender equality in leadership. The paper bridges the knowledge gap and makes conceptual contributions for future research.

Details

Gender in Management: An International Journal, vol. 31 no. 3
Type: Research Article
ISSN: 1754-2413

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