Mohammad Faraz Naim | BITS Pilani (original) (raw)

Papers by Mohammad Faraz Naim

Research paper thumbnail of Flourishing-at-work and turnover intentions: does trust in management moderate the relationship?

Personnel Review, Aug 5, 2022

PurposeBased on the theoretical underpinnings of the theory of work adjustment and social exchang... more PurposeBased on the theoretical underpinnings of the theory of work adjustment and social exchange framework, the authors contend that an employee's trust in management (TIM) will interact with the flourishing-at-work (FAW) to predict turnover intentions (TIs). Specifically, the authors assumed that FAW will have a stronger negative effect on TIs, given the greater degree of TIM.Design/methodology/approachLeveraging a cross-sectional survey design and data gathered from 587 IT professionals working in India, the findings revealed that FAW negatively predicted TIs. More importantly, TIM accentuates or moderates the negative relationship between FAW and TIs.FindingsSpecifically, TIM was found to have a significant moderating effect on the relationship between (1) psychological well-being (PWB) and TIs, (2) social well-being and TIs. Interestingly, a nonsignificant moderating effect was observed on the relationship between emotional well-being (EWB) and TIs.Research limitations/implicationsThe research findings of this study might be context-specific as the IT industry in India generally has high attrition, so obviously, a higher TIs is expected from IT professionals. Therefore, future studies should explore a different industry may be manufacturing and so on, to test the current study's research framework.Practical implicationsThese are highly important contributions to the extant scholarship on FAW, as the study offers new wisdom into how FAW influences TIs under the contingent effect of TIM.Originality/valueThis is the first of its kind study to explore the moderating role of TIM on the link between FAW and employees' TIs.

Research paper thumbnail of Investigating the Impact of Social Media on Gen Y Employees' Engagement

Research paper thumbnail of Connecting the dots: linking empowering leadership, employee work passion, and flourishing-at-work

Industrial and Commercial Training

Purpose This paper aims to examine the relationship between empowering leadership and the holisti... more Purpose This paper aims to examine the relationship between empowering leadership and the holistic well-being construct, i.e. flourishing-at-work. Design/methodology/approach On the basis of an extensive review of literature and using conservation of resource (COR) theory and self-determination theory (SDT), this study proposes a conceptual framework with employee work passion (EWP) as a link connecting empowering leadership and flourishing-at-work. Findings Empowering leadership has the ability to enhance EWP and thereby increase the overall well-being of employees (flourishing). Moreover, the study demonstrates that EWP serves as a potential mechanism connecting empowering leadership and flourishing-at-work. Research limitations/implications Being a conceptual paper, the proposed framework lacks empirical validation. Practical implications Organizations should focus on leaders with empowering behaviours and strive towards increasing EWP. Originality/value To the best of the author...

Research paper thumbnail of An Integrative Framework of Employees' Flourishing-at-work

Routledge eBooks, Apr 26, 2023

Research paper thumbnail of Down the Rabbit Hole: Social Media, Workplace Collaboration, Millennial Psychological Need Satisfaction and Affective Commitment in Industry 4.0

Thriving in Digital Workspaces, 2019

The main purpose of this chapter is to examine the relationship between workplace use of social m... more The main purpose of this chapter is to examine the relationship between workplace use of social media, collaboration, psychological need satisfaction and Millennial employees’ affective commitment. Based on a review of extant literature and using social exchange theory, this study develops a conceptual framework to spur affective commitment of Millennials. Different workplace patterns of social media application offer opportunities to enhance collaboration. It can facilitate the fulfilment of employees’ psychological needs, leading to an increased affective commitment. The framework suggests a social media-enabled approach of collaboration to satisfy Millennial employees’ psychological needs, leading to their affective commitment. The framework should be empirically tested in future research. This study contributes to the literature in human resources pertaining to social media as an asset to promote collaboration and develops a linkage between social media and Millennial employees’...

Research paper thumbnail of Evolving face of workplace learning and development: a case of an Indian HR consulting firm

Strategic HR Review, 2020

Purpose The purpose of this paper is to illustrate existing learning and development (L&D) practi... more Purpose The purpose of this paper is to illustrate existing learning and development (L&D) practices of an Indian HR consulting firm. Design/methodology/approach Structured interviews were conducted with 24 delivery managers to collect primary data and then content was analysed to develop the case study. Findings Mentoring, cross-training, knowledge sharing, job rotation, eLearning and social media–enabled learning tools are instrumental in executing L&D strategy of the case company. Research limitations/implications The author recognises the scope of this study is limited to the HR consulting sector in India, and it lacks empirical investigation. Practical implications Organisations must implement a holistic L&D strategy. Originality/value It is one of the first studies to explore L&D practices in the context of Indian HR consulting sector.

Research paper thumbnail of Development and retention of Generation Y employees: a conceptual framework

Employee Relations, 2018

Purpose The purpose of this paper is to present a conceptual framework of development, commitment... more Purpose The purpose of this paper is to present a conceptual framework of development, commitment, and retention of Generation Y employees. Design/methodology/approach Based on a review of existing literature and using social exchange and social constructivist approach, this study presents a conceptual framework with mentoring, strategic leadership, social media, and knowledge sharing as its key constructs to retain Generation Y employees. Findings Mentoring, strategic leadership, social media, and knowledge sharing have a great potential to foster competency development. Competency development is critical to evoke affective commitment of Generation Y employees, which in turn results in intention to stay forth. Research limitations/implications The proposed conceptual framework should be empirically validated in the future research. Practical implications Organisations should incorporate mentoring, strategic leadership, social media, and knowledge sharing into their talent managemen...

Research paper thumbnail of Linking knowledge sharing, competency development, and affective commitment: evidence from Indian Gen Y employees

Journal of Knowledge Management, 2017

PurposeThe present study aims to explore knowledge sharing to evoke affective commitment of Gen Y... more PurposeThe present study aims to explore knowledge sharing to evoke affective commitment of Gen Y employees through competency development.Design/methodology/approachThe research uses cross-sectional survey to collect primary data. A questionnaire is developed based on extensive review of literature. A sample was obtained from Gen Y employees (born between 1980 and 2000) working in software organizations in India. In total, 582 completely filled, usable questionnaires were obtained.FindingsResults indicate that knowledge sharing has a positive effect on competency development of Gen Y employees, which in turn, positively predicts affective commitment. Furthermore, this would result in the enhancement of employee competencies and eventually, the generation of affective commitment.Research limitations/implicationsThis study was limited to the software development professionals working in Indian organizations Therefore, researchers should test the research model further in other indust...

Research paper thumbnail of Searching for quality in the Quality of work life: an Indian power sector perspective

Industrial and Commercial Training, 2017

Purpose Inspired by India’s focus in the 11th and 12th Five Year Plans on fulfilling the surging ... more Purpose Inspired by India’s focus in the 11th and 12th Five Year Plans on fulfilling the surging energy needs, the purpose of this paper is to capture the Quality of work life (QWL) in the Indian power sector. Design/methodology/approach QWL measured with seven dimensions was validated with CFA, and the χ2 difference test based on the Bonferroni method (Simes, 1986) was used for discriminant validity. Individual processes were analyzed with correlation analysis and ANOVA. The influencers of QWL in three processes were compared with standardized coefficients and model fit indices. Findings Freedom from work-related stress, salary, relationship with work colleagues, job security and communication and job satisfaction positively influenced QWL. Supervisor support was not found to influence QWL, while job involvement was found to negatively influence QWL. Research limitations/implications The scope of this study is limited to India, however, and results may not generalize to other count...

Research paper thumbnail of Talent management: a burgeoning strategic focus in Indian IT industry

Industrial and Commercial Training, 2017

Purpose The purpose of this paper is to examine the talent management (TM) system in an Indian IT... more Purpose The purpose of this paper is to examine the talent management (TM) system in an Indian IT organisation. Design/methodology/approach Structured interviews were conducted to collect primary data and then content was analysed to develop the case study. Findings Recruitment, talent development, knowledge management, social media, performance management, and rewards are the main practices associated with TM. Research limitations/implications The authors acknowledge that the scope of the study is limited to the IT sector and the study is not empirically tested. Practical implications HR managers should embrace the practices of TM of the case organisation to effectively manage their workforce. Originality/value This is a first study to unravel TM in the Indian IT industry context.

Research paper thumbnail of Mentoring, social media, and Gen Y employees' intention to stay: towards a conceptual model

International Journal of Business and Systems Research, 2017

Research paper thumbnail of Knowledge sharing as an intervention for Gen Y employees’ intention to stay

Industrial and Commercial Training, 2016

Purpose– The purpose of this paper is to identify the relationship between knowledge sharing, com... more Purpose– The purpose of this paper is to identify the relationship between knowledge sharing, competency development, affective commitment, and Gen Y employees’ intention to stay.Design/methodology/approach– Based on a review of extant literature and using social exchange, and social constructivist approach, this study develops a theoretical rationale behind developing a conceptual framework to retain employees of the Gen Y segment.Findings– Knowledge sharing in the organization has a great potential to foster competency development and generate a sense of affective commitment and intention to stay of employees of Gen Y.Research limitations/implications– A conceptual framework of knowledge sharing for competency development could assist HR managers in fine-tuning their retention strategy for Gen Y employees. The future work should carry out the empirical validation of the suggested conceptual framework.Practical implications– Organizations should focus on knowledge sharing to enhanc...

Research paper thumbnail of How does mentoring contribute to Gen Y employees’ intention to stay? An Indian perspective

Europe’s Journal of Psychology, 2017

The present study is aimed at investigating the impact of mentoring on intention to stay of Gen Y... more The present study is aimed at investigating the impact of mentoring on intention to stay of Gen Y employees working in Indian IT industry. Also, the mediating roles of perceived organization support and affective commitment are examined. Primary data were collected from a sample of 314 Gen Y employees (born between 1980-2000) from IT industry in Delhi, NCR India. Data analysis was carried out using AMOS and SPSS to test sequential mediation. Findings reveal that mentoring has a direct influence on intention to stay of Gen Y employees and perceived organization support and affective commitment sequentially mediate the relationship between the two. This study contributes to the literature on mentoring, perceived organization support, affective commitment, and intention to stay.

Research paper thumbnail of Tap the Experienced to Care for the Inexperienced: Millennial Employees’ Retention Challenge? Mentoring is the Solution

Psychology of Retention, 2018

Research paper thumbnail of Leveraging Social Media for Generation Y retention

European Journal of Business and Management, 2014

Social media has enmeshed into fabric of Generation Y (Gen Y), becoming part of their daily lives... more Social media has enmeshed into fabric of Generation Y (Gen Y), becoming part of their daily lives. Gen Y is the fastest growing workforce segment and its engagement is a top priority for organizations. The purpose of this paper is to explore the role of social media in engaging Gen Y employees and it highlights the burgeoning influence of social media on this generation. Furthermore, in congruence with psychological profile of this generation, a conceptual framework is proposed based on socio-technical system theory to engage Gen Y employees by leveraging social media tools. Implications and future direction of research are also discussed thereafter. Keywords : Social Media, Gen Y, HR, Retention

Research paper thumbnail of WINFORT Services: the way forward

Emerald Emerging Markets Case Studies, 2021

Learning outcomes After a thorough analysis of the case, students will be able to do the followin... more Learning outcomes After a thorough analysis of the case, students will be able to do the following: understand the building blocks of incentive structure in an organizational setting. Review the existing incentive structure at WINFORT. Develop effective incentive approaches to motivate employees at workplace. Illustrate the importance of performance management review to motivate employees. Case overview/synopsis The case explores the motivational state of a talent acquisition executive or talent scout working for a staffing firm, WINFORT Services in New Delhi, India. The two main characters in the cast are Helena Stacy, the Lead Talent Scout at WINFORT and Sofia Williams, the Talent scout. There was a meeting conducted between Helena and Sofia regarding the latter’s performance review held annually. However, to Sofia’s surprise, she could to get any salary hike this time as she failed to achieve her given targets. This led to a serious altercation between the two and resulted in Sof...

Research paper thumbnail of What matters most for Indian Generation Y employees? An empirical study based on work‐values

Global Business and Organizational Excellence, 2021

Research paper thumbnail of Brace Up for the New Generation: Decoding the Psychological Contract Expectations of Gen Z in a Digital World

Redefining the Psychological Contract in the Digital Era

Research paper thumbnail of Responding to the Challenge of Employee Engagement During Uncertain Times

Global Perspectives on Change Management and Leadership in the Post-COVID-19 Era

This chapter aims to combat the challenge of employee engagement faced by organizations across th... more This chapter aims to combat the challenge of employee engagement faced by organizations across the globe during this uncertain world. This theoretical study suggests a conceptual model that explores adaptive leadership to evoke employee engagement in this pandemic context. Based on the theoretical lens of social exchange theory (SET), the conceptual model of the study illustrates the role of adaptive leaders in facilitating employee development, formation of social capital, and articulation of organizational vision. This, in turn, boosts employee engagement levels, in particular affective, cognitive, and physical engagement. The rationale of the conceptual model is provided with testable propositions. This chapter extends the human resource management scholarship on how to deal with employee engagement challenge. Simultaneously, it takes aim to expand the adaptive leadership theory research by exploring its possible effect on employee engagement outcomes.

Research paper thumbnail of Exploring Learning Preferences of Gen Z Employees

Applications of Work Integrated Learning Among Gen Z and Y Students

The chapter focuses on a relevant topic of interest for academics and practitioners alike. Levera... more The chapter focuses on a relevant topic of interest for academics and practitioners alike. Leveraging a review of scholarly and practitioner literature, this chapter proposes a broad map of Gen Z employees' learning and development preferences at workplace, using a Work-integrated learning perspective. Findings suggest that Gen Z employees place a strong emphasis on continuous learning and development, access to technological solutions, collaborative and informal learning, consistent feedback, an enabling learning ecosystem, mentoring, gamification in learning, and knowledge sharing. This study offers insights for HR managers and policymakers to configure generation-specific practices and create an appealing learning ecosystem, congruent to learning styles of Gen Z members. It illustrates how organizations should revamp their existing learning and development (L&D) strategy to suit Gen Z learning expectations. The results of the study furnish crucial implications for learning an...

Research paper thumbnail of Flourishing-at-work and turnover intentions: does trust in management moderate the relationship?

Personnel Review, Aug 5, 2022

PurposeBased on the theoretical underpinnings of the theory of work adjustment and social exchang... more PurposeBased on the theoretical underpinnings of the theory of work adjustment and social exchange framework, the authors contend that an employee's trust in management (TIM) will interact with the flourishing-at-work (FAW) to predict turnover intentions (TIs). Specifically, the authors assumed that FAW will have a stronger negative effect on TIs, given the greater degree of TIM.Design/methodology/approachLeveraging a cross-sectional survey design and data gathered from 587 IT professionals working in India, the findings revealed that FAW negatively predicted TIs. More importantly, TIM accentuates or moderates the negative relationship between FAW and TIs.FindingsSpecifically, TIM was found to have a significant moderating effect on the relationship between (1) psychological well-being (PWB) and TIs, (2) social well-being and TIs. Interestingly, a nonsignificant moderating effect was observed on the relationship between emotional well-being (EWB) and TIs.Research limitations/implicationsThe research findings of this study might be context-specific as the IT industry in India generally has high attrition, so obviously, a higher TIs is expected from IT professionals. Therefore, future studies should explore a different industry may be manufacturing and so on, to test the current study's research framework.Practical implicationsThese are highly important contributions to the extant scholarship on FAW, as the study offers new wisdom into how FAW influences TIs under the contingent effect of TIM.Originality/valueThis is the first of its kind study to explore the moderating role of TIM on the link between FAW and employees' TIs.

Research paper thumbnail of Investigating the Impact of Social Media on Gen Y Employees' Engagement

Research paper thumbnail of Connecting the dots: linking empowering leadership, employee work passion, and flourishing-at-work

Industrial and Commercial Training

Purpose This paper aims to examine the relationship between empowering leadership and the holisti... more Purpose This paper aims to examine the relationship between empowering leadership and the holistic well-being construct, i.e. flourishing-at-work. Design/methodology/approach On the basis of an extensive review of literature and using conservation of resource (COR) theory and self-determination theory (SDT), this study proposes a conceptual framework with employee work passion (EWP) as a link connecting empowering leadership and flourishing-at-work. Findings Empowering leadership has the ability to enhance EWP and thereby increase the overall well-being of employees (flourishing). Moreover, the study demonstrates that EWP serves as a potential mechanism connecting empowering leadership and flourishing-at-work. Research limitations/implications Being a conceptual paper, the proposed framework lacks empirical validation. Practical implications Organizations should focus on leaders with empowering behaviours and strive towards increasing EWP. Originality/value To the best of the author...

Research paper thumbnail of An Integrative Framework of Employees' Flourishing-at-work

Routledge eBooks, Apr 26, 2023

Research paper thumbnail of Down the Rabbit Hole: Social Media, Workplace Collaboration, Millennial Psychological Need Satisfaction and Affective Commitment in Industry 4.0

Thriving in Digital Workspaces, 2019

The main purpose of this chapter is to examine the relationship between workplace use of social m... more The main purpose of this chapter is to examine the relationship between workplace use of social media, collaboration, psychological need satisfaction and Millennial employees’ affective commitment. Based on a review of extant literature and using social exchange theory, this study develops a conceptual framework to spur affective commitment of Millennials. Different workplace patterns of social media application offer opportunities to enhance collaboration. It can facilitate the fulfilment of employees’ psychological needs, leading to an increased affective commitment. The framework suggests a social media-enabled approach of collaboration to satisfy Millennial employees’ psychological needs, leading to their affective commitment. The framework should be empirically tested in future research. This study contributes to the literature in human resources pertaining to social media as an asset to promote collaboration and develops a linkage between social media and Millennial employees’...

Research paper thumbnail of Evolving face of workplace learning and development: a case of an Indian HR consulting firm

Strategic HR Review, 2020

Purpose The purpose of this paper is to illustrate existing learning and development (L&D) practi... more Purpose The purpose of this paper is to illustrate existing learning and development (L&D) practices of an Indian HR consulting firm. Design/methodology/approach Structured interviews were conducted with 24 delivery managers to collect primary data and then content was analysed to develop the case study. Findings Mentoring, cross-training, knowledge sharing, job rotation, eLearning and social media–enabled learning tools are instrumental in executing L&D strategy of the case company. Research limitations/implications The author recognises the scope of this study is limited to the HR consulting sector in India, and it lacks empirical investigation. Practical implications Organisations must implement a holistic L&D strategy. Originality/value It is one of the first studies to explore L&D practices in the context of Indian HR consulting sector.

Research paper thumbnail of Development and retention of Generation Y employees: a conceptual framework

Employee Relations, 2018

Purpose The purpose of this paper is to present a conceptual framework of development, commitment... more Purpose The purpose of this paper is to present a conceptual framework of development, commitment, and retention of Generation Y employees. Design/methodology/approach Based on a review of existing literature and using social exchange and social constructivist approach, this study presents a conceptual framework with mentoring, strategic leadership, social media, and knowledge sharing as its key constructs to retain Generation Y employees. Findings Mentoring, strategic leadership, social media, and knowledge sharing have a great potential to foster competency development. Competency development is critical to evoke affective commitment of Generation Y employees, which in turn results in intention to stay forth. Research limitations/implications The proposed conceptual framework should be empirically validated in the future research. Practical implications Organisations should incorporate mentoring, strategic leadership, social media, and knowledge sharing into their talent managemen...

Research paper thumbnail of Linking knowledge sharing, competency development, and affective commitment: evidence from Indian Gen Y employees

Journal of Knowledge Management, 2017

PurposeThe present study aims to explore knowledge sharing to evoke affective commitment of Gen Y... more PurposeThe present study aims to explore knowledge sharing to evoke affective commitment of Gen Y employees through competency development.Design/methodology/approachThe research uses cross-sectional survey to collect primary data. A questionnaire is developed based on extensive review of literature. A sample was obtained from Gen Y employees (born between 1980 and 2000) working in software organizations in India. In total, 582 completely filled, usable questionnaires were obtained.FindingsResults indicate that knowledge sharing has a positive effect on competency development of Gen Y employees, which in turn, positively predicts affective commitment. Furthermore, this would result in the enhancement of employee competencies and eventually, the generation of affective commitment.Research limitations/implicationsThis study was limited to the software development professionals working in Indian organizations Therefore, researchers should test the research model further in other indust...

Research paper thumbnail of Searching for quality in the Quality of work life: an Indian power sector perspective

Industrial and Commercial Training, 2017

Purpose Inspired by India’s focus in the 11th and 12th Five Year Plans on fulfilling the surging ... more Purpose Inspired by India’s focus in the 11th and 12th Five Year Plans on fulfilling the surging energy needs, the purpose of this paper is to capture the Quality of work life (QWL) in the Indian power sector. Design/methodology/approach QWL measured with seven dimensions was validated with CFA, and the χ2 difference test based on the Bonferroni method (Simes, 1986) was used for discriminant validity. Individual processes were analyzed with correlation analysis and ANOVA. The influencers of QWL in three processes were compared with standardized coefficients and model fit indices. Findings Freedom from work-related stress, salary, relationship with work colleagues, job security and communication and job satisfaction positively influenced QWL. Supervisor support was not found to influence QWL, while job involvement was found to negatively influence QWL. Research limitations/implications The scope of this study is limited to India, however, and results may not generalize to other count...

Research paper thumbnail of Talent management: a burgeoning strategic focus in Indian IT industry

Industrial and Commercial Training, 2017

Purpose The purpose of this paper is to examine the talent management (TM) system in an Indian IT... more Purpose The purpose of this paper is to examine the talent management (TM) system in an Indian IT organisation. Design/methodology/approach Structured interviews were conducted to collect primary data and then content was analysed to develop the case study. Findings Recruitment, talent development, knowledge management, social media, performance management, and rewards are the main practices associated with TM. Research limitations/implications The authors acknowledge that the scope of the study is limited to the IT sector and the study is not empirically tested. Practical implications HR managers should embrace the practices of TM of the case organisation to effectively manage their workforce. Originality/value This is a first study to unravel TM in the Indian IT industry context.

Research paper thumbnail of Mentoring, social media, and Gen Y employees' intention to stay: towards a conceptual model

International Journal of Business and Systems Research, 2017

Research paper thumbnail of Knowledge sharing as an intervention for Gen Y employees’ intention to stay

Industrial and Commercial Training, 2016

Purpose– The purpose of this paper is to identify the relationship between knowledge sharing, com... more Purpose– The purpose of this paper is to identify the relationship between knowledge sharing, competency development, affective commitment, and Gen Y employees’ intention to stay.Design/methodology/approach– Based on a review of extant literature and using social exchange, and social constructivist approach, this study develops a theoretical rationale behind developing a conceptual framework to retain employees of the Gen Y segment.Findings– Knowledge sharing in the organization has a great potential to foster competency development and generate a sense of affective commitment and intention to stay of employees of Gen Y.Research limitations/implications– A conceptual framework of knowledge sharing for competency development could assist HR managers in fine-tuning their retention strategy for Gen Y employees. The future work should carry out the empirical validation of the suggested conceptual framework.Practical implications– Organizations should focus on knowledge sharing to enhanc...

Research paper thumbnail of How does mentoring contribute to Gen Y employees’ intention to stay? An Indian perspective

Europe’s Journal of Psychology, 2017

The present study is aimed at investigating the impact of mentoring on intention to stay of Gen Y... more The present study is aimed at investigating the impact of mentoring on intention to stay of Gen Y employees working in Indian IT industry. Also, the mediating roles of perceived organization support and affective commitment are examined. Primary data were collected from a sample of 314 Gen Y employees (born between 1980-2000) from IT industry in Delhi, NCR India. Data analysis was carried out using AMOS and SPSS to test sequential mediation. Findings reveal that mentoring has a direct influence on intention to stay of Gen Y employees and perceived organization support and affective commitment sequentially mediate the relationship between the two. This study contributes to the literature on mentoring, perceived organization support, affective commitment, and intention to stay.

Research paper thumbnail of Tap the Experienced to Care for the Inexperienced: Millennial Employees’ Retention Challenge? Mentoring is the Solution

Psychology of Retention, 2018

Research paper thumbnail of Leveraging Social Media for Generation Y retention

European Journal of Business and Management, 2014

Social media has enmeshed into fabric of Generation Y (Gen Y), becoming part of their daily lives... more Social media has enmeshed into fabric of Generation Y (Gen Y), becoming part of their daily lives. Gen Y is the fastest growing workforce segment and its engagement is a top priority for organizations. The purpose of this paper is to explore the role of social media in engaging Gen Y employees and it highlights the burgeoning influence of social media on this generation. Furthermore, in congruence with psychological profile of this generation, a conceptual framework is proposed based on socio-technical system theory to engage Gen Y employees by leveraging social media tools. Implications and future direction of research are also discussed thereafter. Keywords : Social Media, Gen Y, HR, Retention

Research paper thumbnail of WINFORT Services: the way forward

Emerald Emerging Markets Case Studies, 2021

Learning outcomes After a thorough analysis of the case, students will be able to do the followin... more Learning outcomes After a thorough analysis of the case, students will be able to do the following: understand the building blocks of incentive structure in an organizational setting. Review the existing incentive structure at WINFORT. Develop effective incentive approaches to motivate employees at workplace. Illustrate the importance of performance management review to motivate employees. Case overview/synopsis The case explores the motivational state of a talent acquisition executive or talent scout working for a staffing firm, WINFORT Services in New Delhi, India. The two main characters in the cast are Helena Stacy, the Lead Talent Scout at WINFORT and Sofia Williams, the Talent scout. There was a meeting conducted between Helena and Sofia regarding the latter’s performance review held annually. However, to Sofia’s surprise, she could to get any salary hike this time as she failed to achieve her given targets. This led to a serious altercation between the two and resulted in Sof...

Research paper thumbnail of What matters most for Indian Generation Y employees? An empirical study based on work‐values

Global Business and Organizational Excellence, 2021

Research paper thumbnail of Brace Up for the New Generation: Decoding the Psychological Contract Expectations of Gen Z in a Digital World

Redefining the Psychological Contract in the Digital Era

Research paper thumbnail of Responding to the Challenge of Employee Engagement During Uncertain Times

Global Perspectives on Change Management and Leadership in the Post-COVID-19 Era

This chapter aims to combat the challenge of employee engagement faced by organizations across th... more This chapter aims to combat the challenge of employee engagement faced by organizations across the globe during this uncertain world. This theoretical study suggests a conceptual model that explores adaptive leadership to evoke employee engagement in this pandemic context. Based on the theoretical lens of social exchange theory (SET), the conceptual model of the study illustrates the role of adaptive leaders in facilitating employee development, formation of social capital, and articulation of organizational vision. This, in turn, boosts employee engagement levels, in particular affective, cognitive, and physical engagement. The rationale of the conceptual model is provided with testable propositions. This chapter extends the human resource management scholarship on how to deal with employee engagement challenge. Simultaneously, it takes aim to expand the adaptive leadership theory research by exploring its possible effect on employee engagement outcomes.

Research paper thumbnail of Exploring Learning Preferences of Gen Z Employees

Applications of Work Integrated Learning Among Gen Z and Y Students

The chapter focuses on a relevant topic of interest for academics and practitioners alike. Levera... more The chapter focuses on a relevant topic of interest for academics and practitioners alike. Leveraging a review of scholarly and practitioner literature, this chapter proposes a broad map of Gen Z employees' learning and development preferences at workplace, using a Work-integrated learning perspective. Findings suggest that Gen Z employees place a strong emphasis on continuous learning and development, access to technological solutions, collaborative and informal learning, consistent feedback, an enabling learning ecosystem, mentoring, gamification in learning, and knowledge sharing. This study offers insights for HR managers and policymakers to configure generation-specific practices and create an appealing learning ecosystem, congruent to learning styles of Gen Z members. It illustrates how organizations should revamp their existing learning and development (L&D) strategy to suit Gen Z learning expectations. The results of the study furnish crucial implications for learning an...

Research paper thumbnail of Down the rabbit hole: Social media, workplace collaboration, Millennial psychological needs satisfaction, and affective commitment in 4.0 industry

Springer, 2019

The main purpose of this chapter is to examine the relationship between workplace use of social m... more The main purpose of this chapter is to examine the relationship between workplace use of social media, collaboration, psychological need satisfaction and Millennial employees’ affective commitment. Based on a review of extant literature and using social exchange theory, this study develops a conceptual framework to spur affective commitment of Millennials. Different workplace patterns of social media application offer opportunities to enhance collaboration. It can facilitate the fulfilment of employees’ psychological needs, leading to an increased affective commitment. The framework suggests a social media-enabled approach of collaboration to satisfy Millennial employees’ psychological needs, leading to their affective commitment. The framework should be empirically tested in future research. This study contributes to the literature in human resources pertaining to social media as an asset to promote collaboration and develops a linkage between social media and Millennial employees’ affective commitment via psychological need satisfaction.

Research paper thumbnail of Tap the Experienced to Care for the Inexperienced: Millennial Employees’ Retention Challenge? Mentoring is the Solution

Springer, 2018

The primary objective of this chapter is to explore the role of mentoring in the talent retention... more The primary objective of this chapter is to explore the role of mentoring in the talent retention of Millennial employees. Grounded on social exchange and social learning perspectives, this chapter develops a conceptual framework to reduce turnover intentions of Millennial employees. The conceptual framework suggests that workplace mentoring facilitates personal learning, contributing to affective commitment, which in turn, reduces turnover intentions of Millennila employees. The framework is significant for academics and practitioners. It provides useful insights to assist management in bolstering the retention of Millennial employees. This chapter contributes to the literature on mentoring, affective commitment, and turnover intentions. This is also one of the first study that addresses mentoring and talent retention from a generational perspective. Organizations therefore, should integrate mentoring into the talent management strategy to develop and retain Millennial employees. Limitations and future direction of research are outlined thereafter.

Research paper thumbnail of How Does Empowering Leadership Contribute to Organizational Commitment of Millennials?: An Indian Perspective,

IGI, 2018

This chapter explores the influence of empowering leadership on organizational commitment of Indi... more This chapter explores the influence of empowering leadership on organizational commitment of Indian millennials. Also, the mediating effect of trust in the leader is examined. Primary data were collected from the sample of 440 IT employees working in Delhi/NCR. Structural equation modeling (SEM) was used to test the proposed relationships based on model fit and standard path coefficients. Findings indicate that empowering leadership has a significant positive effect on organizational commitment and trust in the leader, which also has a significant positive effect on organizational commitment, and trust in the leader has shown to have a partial mediating effect on the relationship between empowering leadership and organizational commitment of millennials. The chapter contributes to the limited empirical literature on the linkage between empowering leadership and organizational commitment in a generational context, specifically millennials in Indian context. The chapter provides a leadership-based approach to bolster organizational commitment of millennials.