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Article
Publication date: 23 January 2019

Surajit Saha and R.R.K. Sharma

The purpose of this paper is to explore the relationships between the personality and cognitive styles of managers and different types of work.

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Abstract

Purpose

The purpose of this paper is to explore the relationships between the personality and cognitive styles of managers and different types of work.

Design/methodology/approach

The personality types and cognitive styles of managers were measured, respectively, with the help of the Big Five personality factors and Jung’s cognitive types. Different types of works in an organization were categorized in three ways: identity, institutional and integrative work. A survey questionnaire method was used to collect data from a sample of 107 managers from a diverse range of industries, and these data were used to test the hypotheses.

Findings

The study found that intuitive feeling and intuitive thinking types of cognitive styles are suitable for identity and integrative kinds of work, respectively. Openness to experience and conscientiousness positively correlate with identity work. For institutional work, conscientious personality trait is most important for managers; agreeableness has a negative impact on identity work and institutional work.

Practical implications

This study will assist recruitment and staffing professionals, when recruiting managers for an organization, and the paper should be interesting for readers in industry (professionals in HR, managerial career development and managerial competence audit and counseling) and academia (research scholars).

Originality/value

Analysis of theses relationship types is unavailable in the literature of leadership and organizational studies. It can help organizations utilize their human resources efficiently.

Details

Journal of Management Development, vol. 38 no. 1
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 18 August 2020

Anamika Sinha, Biju Varkkey, Surajit Saha and Shiva Kakkar

The paper reports the practices and interventions adopted at a successful business transformation in an Indian family run organization. The firm deployed internal HR marketing and…

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Abstract

Purpose

The paper reports the practices and interventions adopted at a successful business transformation in an Indian family run organization. The firm deployed internal HR marketing and large-scale interface to deliver results in terms of improved financial performance.

Design/methodology/approach

Single case study method and grounded theory approach was used to conceptualise the practices deployed to implement desired change. Multiple interviews and on-site observations were conducted and validated through different primary and secondary data sources to build the case narrative.

Findings

The results demonstrate how repositioning and rebranding of HR as strategic partner helped in building promoter and line manager buy in of HRM initiatives, build capabilities, controlled employee attrition, increased engagement and productivity, and eventually resulted in improved the financial performance of the company.

Research limitations/implications

The article is based on single organization in India. Hence, generalizability of the study is limited. The description and analysis provide insights about internal HR marketing and navigating the professionalising journey of traditional firms.

Practical implications

Scholars and practitioners working in the domain of internal HR marketing, employer/HR branding will develop a nuanced understanding of using internal HR marketing as a strategic tool for business realignment. The study also makes readers aware about the dilemmas faced by decision-makers during such transitions.

Originality/value

The study illustrates how internal HR marketing can be successfully deployed in family business environments and adds to both “family business management” “Internal HR Marketing” and “Employer/HR branding” literature.

Details

Benchmarking: An International Journal, vol. 28 no. 5
Type: Research Article
ISSN: 1463-5771

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Article
Publication date: 24 April 2020

Shiva Kakkar, Sanket Dash, Neharika Vohra and Surajit Saha

Performance management systems (PMS) are integral to an organization's human resource management but research is ambivalent on their positive impact and the mechanism through…

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Abstract

Purpose

Performance management systems (PMS) are integral to an organization's human resource management but research is ambivalent on their positive impact and the mechanism through which they influence employee behavior. This study fills this gap by positing work engagement as a mediator in the relationship between perceptions of PMS effectiveness, employee job satisfaction and turnover intentions.

Design/methodology/approach

The study uses a survey-based design. Data were collected from 322 employees in India attending a management development program at a premier business school. Partial least squares–based structure equation modeling package ADANCO was used for data analysis.

Findings

Positive perception of PMS effectiveness was found to enhance employee work engagement. This increased job satisfaction and reduced turnover intentions among employees. Thus, work engagement mediated the relationship between PMS perceptions and job satisfaction and turnover intentions.

Practical implications

The results suggest that organizations need to focus on three characteristics of PMS, namely its distinctiveness, consistency and consensus. These characteristics determine the effectiveness of PMS in engaging employees and influencing their job satisfaction and turnover intentions.

Originality/value

Prior studies on performance management have largely been limited to aspects of justice and focused disproportionately on the appraisal aspect of performance management. This study takes a systems view of performance management and addresses prior shortcomings by examining the role of clarity and horizontal fit between PMS practices in determining employee engagement. The study also provides much needed empirical support to theoretical studies which have argued that PMS is a driver of engagement in organizations (Gruman and Saks, 2011; Mone and London, 2014).

Details

Benchmarking: An International Journal, vol. 27 no. 5
Type: Research Article
ISSN: 1463-5771

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Article
Publication date: 30 June 2020

Surajit Saha and R.R.K. Sharma

Extensive research has been done to measure the effect of personality and cognitive styles on creativity. However, an in-depth study is required to identify the impact of…

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Abstract

Purpose

Extensive research has been done to measure the effect of personality and cognitive styles on creativity. However, an in-depth study is required to identify the impact of cognitive style and creativity on organizational problem-solving. The objective of this paper is to look into this lacuna and study the effect of cognitive style and creativity of leaders on their organizational problem-solving.

Design/methodology/approach

The study uses a survey-based design. Data have been collected from 90 middle and senior-level managers from a diverse range of industries. The authors assessed their proposed hypotheses by conducting statistical analysis using SPSS and SmartPLS.

Findings

The results of the study reveal that leaders, who've scored high on intuition feeling (NF) cognitive style and proactive creativity, are suitable for solving open type of organizational problems. On the other hand, NF type of leaders with “contributory creativity” are ideal for solving closed type of organizational problems. Further, leaders scoring high on intuition thinking (NT) and proactive creativity are suitable for solving open types of organizational problems. Interestingly, the combination of NT with expected creativity is not suitable for closed type of organizational problems. On the other hand, a leader scoring high on sensing thinking (ST) cognitive style is more prone to perform contributory creativity.

Practical implications

The study would help the human resource (HR) planning processes of an organization. It would assist HR professionals while recruiting, selecting or deploying employees for creative works within an organization. Therefore, the paper would be useful for HR managers, personnel, management development specialists, consultants and HR academicians.

Originality/value

The relationship among cognitive style, creativity and problem type has not been adequately explored in extant literature on leadership and organizational development. This study would thereby enrich the literature.

Details

Benchmarking: An International Journal, vol. 27 no. 8
Type: Research Article
ISSN: 1463-5771

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Article
Publication date: 20 June 2023

Shiva Kakkar, Samvet Kuril, Surajit Saha, Parul Gupta and Swati Singh

Employing the “Job demands-resources (JD-R)” framework, this study examines the impact of co-occurring social supports (supervisor, coworker, and family support) on the telework…

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Abstract

Purpose

Employing the “Job demands-resources (JD-R)” framework, this study examines the impact of co-occurring social supports (supervisor, coworker, and family support) on the telework environment and employee engagement.

Design/methodology/approach

The study uses a multimethod approach. Data from 294 employees belonging to Indian technology organizations were collected and analyzed using the partial least squares (PLS)-based structure equation modeling software SmartPLS4. Following this, necessary condition analysis (NCA) was carried out using the NCA package for R.

Findings

Telework environment was found to mediate the relationship between social support and work engagement. Supervisor support and instrumental family support were identified as predictors as well as necessary conditions for telework environment. Coworker support was identified both as a predictor and necessary condition for telework environment. Although emotional family support was found to be a predictor of telework environment, it was not identified as a necessary condition.

Practical implications

The findings indicate that coworker support and family instrumental support are as important for telework success as supervisor support. Moreover, our findings suggest that varying levels of telework environments (low, moderate, and high) may necessitate distinct social support configurations. Consequently, organizations should match their social support configuration to match their overall teleworking strategy.

Originality/value

A basic premise of the JD-R framework is that resources exist in caravans (bundles). However, previous research (in telework) has concentrated on only one or two kinds of social support, that too in varying situational contexts, limiting generalizability of the findings. This has also produced inconsistent conclusions concerning the role of support providers such as coworkers and family. Recent developments in JD-R also suggest that the role of resources may vary in terms of their importance (necessity) for work engagement. By augmenting standard regression-based techniques with NCA, the authors explore these issues to provide a more thorough understanding of the influence of social supports on work engagement in telework situations.

Details

Information Technology & People, vol. 37 no. 4
Type: Research Article
ISSN: 0959-3845

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Article
Publication date: 24 May 2022

Shiva Kakkar, Samvet Kuril, Swati Singh, Surajit Saha and Anurag Dugar

Scholars and practitioners have raised concerns that mandatory remote work can lead to feelings of isolation and alienation in employees. Therefore, this study aims to investigate…

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Abstract

Purpose

Scholars and practitioners have raised concerns that mandatory remote work can lead to feelings of isolation and alienation in employees. Therefore, this study aims to investigate this issue by examining the impact of work communication satisfaction in remote environments on employee alienation and job satisfaction.

Design/methodology/approach

Sensemaking and social information processing (SIP) theory are used for formulating the hypotheses. To test the hypotheses, primary data were collected from 418 employees working in various Indian organizations and analyzed using AMOS and Hayes' PROCESS macro for SPSS.

Findings

The findings reveal that work communication satisfaction is negatively associated with alienation and positively associated with job satisfaction. Alienation mediated the relationship between work communication satisfaction and job satisfaction. Additionally, employees belonging to organizations with stronger CSR associations reported feeling less alienated than employees of organizations with weaker CSR associations.

Practical implications

Organizations can improve work communication satisfaction by devising remote communication plans that clarify employee expectations regarding the frequency, purpose and channel of communication. Additionally, organizations should communicate their CSR efforts to employees, particularly during times of crisis, as this can help improve employee impressions of the organization.

Originality/value

The study extends the work on alienation by approaching it from the perspective of sensemaking. The research demonstrates how work and non-work-related social information cues (work communication and CSR associations) can influence employee attitudes through their sensemaking. The context of the study adds to its uniqueness.

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Article
Publication date: 3 January 2023

Surajit Saha, Roshni Das, Weng Marc Lim, Satish Kumar, Ashish Malik and Bharat Chillakuri

Emotional intelligence (EI) is a critical component of leadership that reflects the ability of leaders to understand how their emotions and actions affect the people around them…

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Abstract

Purpose

Emotional intelligence (EI) is a critical component of leadership that reflects the ability of leaders to understand how their emotions and actions affect the people around them in the organization. This paper aims to deliver state-of-the-art insights on EI and leadership.

Design/methodology/approach

This paper leverages on bibliometric analysis to unpack 25 years of EI and leadership research.

Findings

This paper reveals the bibliometric profile (e.g. trends in publication activity and top articles, authors, countries and journals) and intellectual structure (e.g. themes and topics) of EI and leadership research, shedding light on EI manifestation in leadership, EI and leadership congruence, EI role in leadership and EI and leadership for human resource management.

Research limitations/implications

This paper offers several noteworthy implications. First, EI is a leadership competency that can be cultivated and leveraged to improve leadership effectiveness. Second, the need for EI and leadership congruence indicates that leadership effectiveness is vital to human resource management (HRM). Taken collectively, these theoretical implications, and by extension, practical implications, suggest that increased investment in EI and leadership effectiveness is critical for organizations and their HRM.

Originality/value

This paper sheds light on current trends and ways forward for leading by feeling, showcasing the role and manifestation of EI in leadership, its value for HRM and the importance of its congruence for effective leadership in shaping the future of work.

Details

International Journal of Manpower, vol. 44 no. 4
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 2 August 2019

The authors wanted to find out if they could establish a connection between the cognitive styles and also the personality traits of managers and the roles they were best at.

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Abstract

Purpose

The authors wanted to find out if they could establish a connection between the cognitive styles and also the personality traits of managers and the roles they were best at.

Design/methodology/approach

They tested a series of six hypotheses on 101 managers and senior managers in diverse leadership roles in India. The four major types of cognitive style were intuitive thinking (NT), sensing thinking (ST), intuitive feeling (NF) and sensing feeling (SF). Meanwhile, the Big Five personality traits were openness to experience (O), extraversion (E), consciousness (C), agreeableness (A), and neuroticism (N). Finally, the three categories of leadership roles were identity work, institutional work, and integrative work.

Findings

The data from 101 managers in diverse industries found that an “intuitive feeling” cognitive style is suitable for identity work, whereas an “intuitive thinking” style works well for integrative work. Meanwhile, “openness to experience” and “conscientiousness” are correlated positively with identity work. “Conscientiousness” was also the most important trait for managers doing institutional work, but “agreeableness” had a negative effect on both institutional and identity work.

Originality/value

The authors said that no previous researchers had measured the impact of personality and cognitive style on work types. They said it was important for organizations to make sure they found the right roles for their managers depending on their individual characteristics.

Details

Human Resource Management International Digest , vol. 27 no. 6
Type: Research Article
ISSN: 0967-0734

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Article
Publication date: 26 May 2021

Yuhan Luo and Mingwei Lin

The purpose of this paper is to make an overview of 474 publications and 512 patents of FTL from 1987 to 2020 in order to provide a conclusive and comprehensive analysis for…

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Abstract

Purpose

The purpose of this paper is to make an overview of 474 publications and 512 patents of FTL from 1987 to 2020 in order to provide a conclusive and comprehensive analysis for researchers in this field, as well as a preliminary knowledge of FTL for interested researchers.

Design/methodology/approach

Firstly, the FTL algorithms are classified and its functions are introduced in detail. Secondly, the structures of the publications are analyzed in terms of the fundamental information and the publication of the most productive countries/regions, institutions and authors. After that, co-citation networks of institutions, authors and papers illustrated by VOS Viewer are given to show the relationship among those and the most influential of them is further analyzed. Then, the characteristics of the patent are analyzed based on the basic information and classification of the patent and the most productive inventors. In order to obtain research hotspots and trends in this field, the time-line review and citation burst detection of keywords carried out by Cite Space are made to be visual. Finally, based on the above analysis, it draws some other important conclusions and the development trend of this field.

Findings

The research on FTL algorithm is still the top priority in the future, and how to improve the performance of SSD in the era of big data is one of the research hotspots.

Research limitations/implications

This paper makes a comprehensive analysis of FTL with the method of bibliometrics, and it is valuable for researchers can quickly grasp the hotspots in this area.

Originality/value

This article draws the structural characteristics of the publications in this field and summarizes the research hotspots and trends in this field in recent years, aiming to inspire new ideas for researchers.

Details

International Journal of Intelligent Computing and Cybernetics, vol. 14 no. 3
Type: Research Article
ISSN: 1756-378X

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Article
Publication date: 16 July 2020

Surajit Bag and Jan Harm Christiaan Pretorius

The digital revolution has brought many challenges and opportunities for the manufacturing firms. The impact of Industry 4.0 technology adoption on sustainable manufacturing and…

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Abstract

Purpose

The digital revolution has brought many challenges and opportunities for the manufacturing firms. The impact of Industry 4.0 technology adoption on sustainable manufacturing and circular economy has been under-researched. This paper aims to review the latest articles in the area of Industry 4.0, sustainable manufacturing and circular economy and further developed a research framework showing key paths.

Design/methodology/approach

Qualitative research is performed in two stages. In the first stage, a review of the extant literature is performed to identify the barriers, drivers, challenges and opportunities. In the second stage, a research framework is proposed to integrate Industry 4.0 technology (big data analytics powered artificial intelligence) adoption, sustainable manufacturing and circular economy capabilities.

Findings

This research extends the knowledge base by providing a detailed review of Industry 4.0, sustainable manufacturing, and circular economy and proposes a research framework by integrating these three contemporary concepts in the context of supply chain management. Through an exploration of this integrative research framework, the authors propose a future research agenda and seven research propositions.

Research limitations/implications

It is important to understand the interplay between institutional pressures, tangible resources and human skills for Industry 4.0 technology (big data analytics powered artificial intelligence) adoption. Industry 4.0 technology (big data analytics powered artificial intelligence) adoption can positively influence sustainable manufacturing and circular economy capabilities. Managers must also put more attention to sustainable manufacturing to develop circular economic capabilities.

Social implications

Factory workers and the local communities generally suffer from various adverse effects resulting from the traditional manufacturing process. The quality of the environment is deteriorating to such an extent that people even staying miles away from the factory are also affected due to environmental pollution that is generated from factory operations. Hence, sustainable manufacturing is the only choice left to manufacturers that can help in the transition to a circular economy. The research framework can help firms to enhance circular economy capabilities.

Originality/value

This review paper contains the most updated work on Industry 4.0, sustainable manufacturing and circular economy. It also proposes a research framework to integrate these three concepts.

Details

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

Keywords

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