Personality and Attitudes of Indian Young Female Workforce: Entrepreneurial Orientation by Education and Regions

This investigation analyzes the impact of region and educational background on entrepreneurial orientation of Indian young female trainees by using four personality descriptors i.e. need for achievement, innovation, personal control, and self-esteem around three attitude components i.e. affect, behavior, and cognition. The findings reflect the highest score of the respondents on the achievement motivation as compared to the other three personality descriptors (innovation, personal control, and self-esteem) and lowest score on the self-esteem dimension. Among attitude components, cognition has emerged as highest. Entrepreneurial orientation score of the sample as a whole is moderately high and female trainees from South India are having an edge over their counterparts from North India. Significant differences are not found between females of different educational backgrounds.entrepreneurial orientation, achievement, attitude, female, self-esteem

HRM Practices in Insurance Companies: A Study of Indian and Multinational Companies

Competitive advantage of a company can be generated from human resources (HR) and company performance is influenced by a set of effective HRM practices. In this study, we intended to assess the HR practices in insurance companies. Primary data based on 218 respondents from four insurance companies (two multinational-7 branches and two Indian-7 branches) were analyzed to assess HR practices being practiced by insurance companies in India. Six factors from factor analysis were further analyzed. ‘Training and benefits’ was found highly in practice in the insurance companies. Further, ‘performance appraisal,’ ‘selection and socialization of employees,’ and ‘HR planning and recruitment’ were moderately practised in insurance companies. ‘Workforce diversity and contemporary HR practices’ and ‘competitive compensation’ were also practised to some extent. ANOVA results showed that Indian companies did not practise workforce diversity. Compensation practices were found more competitive or performance based in Multinational insurance companies than in Indian ones. The gender effect showed that only competitive compensation was perceived significantly differently by male and female employees/executives. Interactive effects were significant on workforce diversity and contemporary issues, training and benefits, and selection and socialization of employees.competitive compensation, multinational companies, performance appraisal, selection and socialization, training and benefits, workforce diversity

Work-Life Conflicts of Working Couples and Their Management: A Theoretical Framework

ABSTRAC