The Impact of Subordinate Disability on Leader-Member Exchange Relationships

[Excerpt] An organizational simulation (n = 85) and a field study (41 supervisors and 220 subordinates) were conducted to investigate the impact of subordinates\u27 disability status on leader-member exchange (LMX) relationships. Both studies investigated how subordinate disability and ingratiation were related to LMX quality. As hypothesized, the interaction of disability and ingratiation affected LMX. Ingratiation had a stronger relationship to supervisors\u27 LMX ratings when a subordinate had a disability. Implications of the results are discussed and suggestions for future research presented

A Comparative Study of the Impact of Leader-member Exchange in Two Samples: U.S.A. And Poland

Leader-Member Exchange (LMX) theory argues that supervisor-subordinate interactions in the workplace are guided by the type of relationship that develops in each individual dyad, and that the quality of the relationship significantly impacts critical outcomes such as performance ratings. Further, it has been argued that supervisors and subordinates often view the relationship through different lenses – leading to significantly different perceptions of the quality of relationship. In this field study, using data from 32 supervisors and 104 subordinates in the US, and 72 supervisors and 116 subordinates in Poland, we examine the relationship between LMX and performance ratings, as well as compare supervisor and subordinate perceptions of the relationship. In both samples, supervisor ratings of LMX quality were higher than those of the subordinates, and subordinates who received higher LMX ratings from their supervisors also received higher performance ratings. Finally, the correlation between supervisor and subordinate ratings of LMX was significantly higher for the Polish sample as compared to the US sample. We discuss the results in terms of both theoretical and practical significance, and offer suggestions for future research

Worker\u27s Rights

This chapter discusses the rights of workers. It focuses on Bangladesh, China, India, and Vietnam

Commonly observed shortcomings in manuscripts submitted to management journals

We outline commonly noticed shortcomings and ways to overcome them in the manuscripts submitted by new management researchers, such as doctoral students and junior faculty. The usual pitfalls in manuscripts submitted to business and management journals include poor writing and presentation, lack of integration, lack of significance, poor research design, and scanty description of methods, untidy presentation of results, and inadequate and sloppy discussion and implication sections. Borrowing from our experiences and the writings of the editors of top tier management journals, we offer guidelines for crafting clear and persuasive manuscripts. We provide suggestions for developing each section of the manuscript: topic choice, abstract, introduction, theory and grounding of hypotheses, research design, methods and results, discussion and implications, and references

Convergence-divergence of HRM in the Asia-Pacific:context-specific analysis and future research agenda

In this article, we highlight the significance and need for conducting context-specific human resource management (HRM) research, by focusing on four critical themes. First, we discuss the need to analyze the convergence-divergence debate on HRM in Asia-Pacific. Next, we present an integrated framework, which would be very useful for conducting cross-national HRM research designed to focus on the key determinants of the dominant national HRM systems in the region. Following this, we discuss the critical challenges facing the HRM function in Asia-Pacific. Finally, we present an agenda for future research by presenting a series of research themes

Overall justice, work group identification and work outcomes: test of moderated mediation process

This study examined an integrated model of the antecedents and outcomes of organisational and overall justice using a sample of Indian Call Centre employees (n = 458). Results of structural equation modelling(SEM) revealed that the four organisational justice dimensions relate to overall justice. Further, work group identification mediated the influence of overall justice on counterproductive work behaviors, such as presenteeism and social loafing, while conscientiousness was a significant moderator between work group identification and presenteeism and social loafing. Theoretical and practical implications are discussed

Interpersonal affect and host country national support of expatriates: An investigation in China

The purpose of this paper is to examine the role played by host country nationals’ (HCNs) collectivism and the interpersonal affect they develop toward expatriate colleagues, in determining the degree to which Chinese HCNs would be willing to offer role information and social support to expatriates from India and the USA. While empirical studies examining HCN willingness to offer role information and social support have begun to emerge in the expatriate literature, only a couple of studies have included interpersonal affect as a key determinant. Given that interpersonal affect is a key determinant of individuals’ reactions to others, but also a complex construct, the findings confirm the need for organizations to examine how this impacts performance and co-worker interactions in the workplace

Environmental sustainability through aggregate demand behavior – Does knowledge economy have global responsibility?

Purpose – This study aims to consider environmental sustainability, a global challenge under the preview of sustainable development goals, highlighting the significance of knowledge economy in attaining sustainable aggregate demand behavior globally. For this purpose, 155 countries that have data available from 1995 to 2021 were selected. The purpose of selecting these countries is to test the global responsibility of the knowledge economy to attain environmental sustainability.Design/methodology/approach – Results are estimated with the help of panel quantile regression. The empirical existence of aggregate demand-based environmental Kuznets curve (EKC) was tested using nonlinear tests. Moreover, principal component analysis has been incorporated to construct the knowledge economy index.Findings – U-shaped aggregate demand-based EKC at global level is validated. However, environmental deterioration increases with an additional escalation after US$497.945m in aggregate demand. As adeterminant, the knowledge economy is reducing CO2 emissions. The knowledge economy has played a significant role in global responsibility, shifting the EKC downward and extending the CO2 reduction phase for every selected country. Further, urbanization, energy intensity, financial development and trade openness significantly deteriorate the environmental quality.Originality/value – This study contains the empirical existence of aggregate demand-based EKC. The role of the knowledge economy is examined through an index which is calculated by using four pillars of the knowledge economy (technology, innovations, education and institutions). This study is based on a combined panel of all the countries for which the data was available

Building a Business Data Analytics Graduate Certificate

In this paper we present the evolution of the Business Data Analytics Graduate Certificate (BDA Certificate) at our institution, Loyola University Chicago. This certificate is a successful and expanding program that attracts a diverse group of dynamic professionals from local, national, and international populations. The program evolution described in this paper involves multiple revisions of the curriculum, additions, and subtractions of individual courses, expansions of delivery methods, and program name changes. The core principles of acknowledging the centrality of data, mandating the modeling-based course sequencing, and recognizing the proper role of software tools, are outlined and recognized as the foundation of the program’s success

Insights into the Indian call centre industry:can internal marketing help tackle high employee turnover?

Purpose – Increasing turnover of frontline staff in call centres is detrimental to the delivery of quality service to customers. This paper aims to present the context for the rapid growth of the business process outsourcing (BPO) sector in India, and to address a critical issue faced by call centre organisations in this sector – the high employee turnover. Design/methodology/approach – Following a triangulation approach, two separate empirical investigations are conducted to examine various aspects of high labour turnover rates in the call centre sector in India. Study one examines the research issue via 51 in-depth interviews in as many units. Study two reports results from a questionnaire survey with 204 frontline agents across 11 call centres regarding employee turnover. Findings – This research reveals a range of reasons – from monotonous work, stressful work environment, adverse working conditions, lack of career development opportunities; to better job opportunities elsewhere, which emerge as the key causes of increasing attrition rates in the Indian call centre industry. Research limitations/implications – The research suggests that there are several issues that need to be handled carefully by management of call centres in India to overcome the problem of increasing employee turnover, and that this also demands support from the Indian government. Originality/value – The contributions of this study untangle the issues underlying a key problem in the call centre industry, i.e. employee turnover in the Indian call centre industry context. Adopting an internal marketing approach, it provides useful information for both academics and practitioners and suggests internal marketing interventions, and avenues for future research to combat the problem of employee turnover