A5055856506- Job Satisfaction and Organizational Behavior
- International Student and Expatriate Challenges
- Human Resource and Talent Management
- Employment and Welfare Studies
- International Business and FDI
- Innovation and Knowledge Management
- Labor Movements and Unions
- Gender Diversity and Inequality
- Socioeconomic Development in MENA
- Management and Organizational Studies
- Employer Branding and e-HRM
- Human Resource Development and Performance Evaluation
- Family Business Performance and Succession
- Accounting and Organizational Management
- AI and HR Technologies
- Cultural Differences and Values
- Innovation and Socioeconomic Development
- Outsourcing and Supply Chain Management
- Regional Development and Management Studies
- Workplace Spirituality and Leadership
- Global and Cross-Cultural Management
- Emotional Labor in Professions
- Digital Economy and Work Transformation
- Environmental Sustainability in Business
- Customer Service Quality and Loyalty
Aston University
2016-2025
Symbiosis International University
2025
University of Newcastle Australia
2020-2023
University of Reading
2020-2023
Keele University
2023
University of Wollongong
2021
Heriot-Watt University
2020
Menlo College
2018
Loyola University Chicago
2018
Banner Thunderbird Medical Center
2017
Abstract Data obtained from full‐time employees of a public sector organization in India were used to test social exchange model employee work attitudes and behaviors. LISREL results revealed that whereas the three organizational justice dimensions (distributive, procedural interactional) related trust only interactional was supervisor. The further relative hypothesized fully mediated partially better fitted data. Trust relationship between distributive job satisfaction, turnover intentions,...
Drawing upon new institutional theory, we developed and tested a model on how digital transformational leadership organizational agility influence transformation with strategy as moderator. We found that positively transformation, influences agility. The finding of our study also indicates to mediate the relationship between transformation. Our findings offer an advanced understanding impact role strategy. study's address critical questions about style promoting in public sector can enhance
Abstract ChatGPT and its variants that use generative artificial intelligence (AI) models have rapidly become a focal point in academic media discussions about their potential benefits drawbacks across various sectors of the economy, democracy, society, environment. It remains unclear whether these technologies result job displacement or creation, if they merely shift human labour by generating new, potentially trivial practically irrelevant, information decisions. According to CEO ChatGPT,...
Abstract The circular economy (CE) represents a major paradigm shift of moving from the concepts linear to supply chains across multiple industries. Although some aspects CE adoption within industrial have been researched extensively (particularly addressing challenges design, implementation, and operations), research that relates practices with sustainability performance reveal current state small medium‐sized enterprises (SMEs) is scant. aim this was facilitate SMEs achieve greater through...
Using an in-depth qualitative case study design, focusing on a significant global technology consulting multinational enterprise's (MNEs) subsidiary in India, this research analyses interview, documentary and observational data for insights the proliferation of artificial intelligence (AI) human resource management (HRM). By developing HRM-focused, AI-enabled applications, MNE improved HR cost-effectiveness offered hyper-personalised individualised employee experiences. Employing theoretical...
Circular Economy (CE) practices have the potential to enhance sustainability performance of organisations and therefore can help respond United Nations Sustainability Development Goals. The aim this research is examine adoption CE in Euroepan small medium sized enterprises (SMEs) its impact on performance. We analyse current state across key fields action (design, procurement, production, distribution, consumption recover) for SMEs France, Greece, Spain UK A mixed-methods approach (survey,...
Abstract Analyzing multiple data sources from a global information technology (IT) consulting multinational enterprise (MNE), this research unpacks the configuration of digitalized HR ecosystem artificial intelligence(AI)‐assisted human resource management (HRM) applications and platforms. This study develops novel theoretical framework mapping nature purpose AI‐assisted for delivering exceptional employee experience (EX), an antecedent to engagement (EE). Employing lenses EX, EE,...
Abstract As businesses and society navigate the potentials of generative artificial intelligence (GAI), integration these technologies introduces unique challenges opportunities for human resources, requiring a re‐evaluation resource management (HRM) frameworks. The existing frameworks may often fall short capturing novel attributes, complexities impacts GAI on workforce dynamics organizational operations. This paper proposes strategic HRM framework, underpinned by theory institutional...
Employee turnover is giving sleepless nights to HR managers in many countries Asia. A widely‐held belief these that employees have developed ‘bad’ attitudes due the labour shortage. Employees are believed job‐hop for no reason, or even fun. Unfortunately, despite employee being such a serious problem Asia, there dearth of studies investigating it; particular using comprehensive set variables rare. This study examines three sets antecedents intention companies Singapore: demographic,...
Abstract This paper investigates the relationship between systems of HRM policies and organizational performance. The research is based on a sample 178 organizations operating in Greek manufacturing sector. A mediation model tested to examine link results this study support hypothesis that resourcing–development reward–relations, performance, mediated through outcomes skills attitudes. not only supports theory have positive impact performance but also explains mechanisms which improve...
Rewards being an important component of exchange theory, this research examines relationships among frontline employees' perceptions rewards (extrinsic and intrinsic) the three components organizational commitment (i.e. affective, normative continuance). The investigation is conducted by help a large survey in four call centres major retail bank UK. results study support contentions highlight significance both extrinsic intrinsic to develop continuance centre employees. This also helps...