M.K. Rao

Integrative role of KM infrastructure and KM strategy to enhance individual competence

Purpose – This paper aims to explore knowledge management (KM) literature to understand further the inter-relationship among KM infrastructure (KMI), KM strategy (KMS), KM process (KMP) and individual competence (IC), which are considered very much essential for achieving a heightened competence at an individual level. In the present scenario, knowledge intensive organizations are striving highly to manage competitiveness for their survival in the market. The role of knowledge capability is very much pivotal in ensuring the success of knowledge process implementation. Design/methodology/approach – A methodical review has been carried out of empirical and conceptual articles to justify the linkages among KMI, KMS, KMP and IC, particularly accessed through sources such as Pro Quest, EBSCO host, Google Scholar and other e-databases. This review integrates a conceptual framework to explore the relationship among the aforesaid constructs. Findings – This study provides valuable insight into the role of KMI and...

Influence of Individual and Socio-cultural Factors on Entrepreneurial Intention

In the last decade, intellectuals have paid attention to entrepreneurship education and training as a vital instrument for stimulating the entrepreneurial intentions, attitudes, and behaviors and enhancing economic productivity and development. However, entrepreneurship education is not effective and entrepreneurial reserve is limited in countries worldwide. Consensus on the factors affecting the individual’s intention of starting business is also scant. Although numerous studies had identified the entrepreneurial intention factors, prior perspectives concentrate on either individual or socio-cultural aspect. The holistic perspective toward this issue and their linkages has not yet reached a consensus. Thus, literature suffers from incomplete explanation of this phenomenon. There is a requirement to illuminate the factors playing an influential role in affecting the individual’s intention to open a firm in order to design, deliver, and implement more effective educational programs and training. To fill these gaps, this study examines the influence of individual and socio-cultural factors on entrepreneurial intention of the MBA students and applies SEM to test the hypotheses. Findings confirm the influence of individual and socio-cultural factors on entrepreneurial intention. With respect to findings, influential factors of entrepreneurial education and training are suggested. Managerial implications and research avenues are also directed.

Effect of intellectual capital on dynamic capabilities

Purpose – The purpose of this paper is to examine the effects of intellectual capital (human, social and organizational capital) on dynamic capabilities (learning, integration, reconfiguration and alliance management). Design/methodology/approach – A methodical review of relevant literature and the theory of resource-based view, knowledge-based view and dynamic capability view serves as a starting-point to develop a framework for linking intellectual capital with dynamic capabilities. A total of 241 managers from the public sector banks in India was selected as sample of study and structural equation modelling was applied to provide strong evidence for the hypothesis. Findings – The study established a strong effect of intellectual capital dimensions on dynamic capabilities in the surveyed banking firms. Human and social capital had the most profound effect on learning, integration, reconfiguration and alliance management capabilities. As regards to organizational capital, an unexpected negative effect on...

HR Practices, Learning Culture and Human Capital: A Study on Indian Business and Professional Service Sector

This study aims to examine the role of human resource (HR) practices and learning-oriented culture to influence organizational human capital through knowledge management (KM) processes. Several linkages were proposed among study constructs based on previous literature annotations. Further, proposed relationships were empirically tested using structural equation modelling technique with the help of SPSS 20, PROCESS macro and AMOS 20 software. Data were collected from 237 employees of Indian business and professional service providers. This study discusses the role of HR practices and learning-oriented culture to affect KM process and shows that the proposed relationship has the potential to positively influence organizational human capital. In addition, results of the study provide empirical evidence to the mediating role of KM process between the associations of HR practices, organizational human capital, learning oriented culture and organizational human capital. Later, authors discuss study findings and provide insights into implications, limitations and future scope of the study.

Linking Emotional Intelligence to Knowledge Sharing Behaviour: Organizational Justice and Work Engagement as Mediators:

The present study aims to investigate the direct and indirect effects of emotional intelligence (EI) on knowledge sharing (KS) behaviour of employees via two mediating variables, namely organizational justice (OJ) and work engagement (WE). The authors collected data from 294 employees working in select public sector banks in India via survey and web-based modes. The two-stage approach which includes confirmatory factor analysis (CFA) and structural equation modelling (SEM) was used to validate the direct and indirect impacts of EI on KS behaviour. Results indicated that there exists a positive impact of EI on KS behaviour. This article provides important implications for organizations by showing that EI plays a pivotal role in stimulating KS behaviour of employees in Indian public sector banks. This study also corroborates the partial mediating role of OJ and WE between EI and KS behaviour. This research contributes to the academic literature of EI and KS in specific and extends the organizational research studies in general.

Reviewing the relationship between ethical leadership and proactive CSR and their impact on social innovation: towards a multilevel mediation model

The concept of social innovation encompasses coming up with sustainable novel solutions to societal predicaments. Although it has received considerable attention in recent years due to its significance for sustainable development in the wake of rising social, economic and environmental challenges, researchers have yet to analyse the underlying processes that engender social innovation in organisations. With the primary aim of investigating into these underlying mechanisms, the role of organisational leadership, specifically, ethical leadership, and that of implementation of social responsibility initiatives in fostering social innovation is examined. A conceptual model that incorporates diverse domains of literature - ethical leadership, organisational culture (competing values framework), proactive corporate social responsibility, social capital, psychological capital and social innovation, and manifests the way interaction amongst these domains can be instrumental in enhancing social innovation is proposed. After discussing relationships proposed in the original integrated view of these domains, the implications and suggestions for future research are illuminated.

Exploring the Linkages Between Human Resource Configuration and Knowledge Management Process: A Strategic Human Resource Management Perspective

The last decade experienced severe financial turbulence in developed markets and its impact on developing and emerging markets. This turmoil creates market stagnation and dramatic shift from developed and emerging market to recovering markets. In this turbulent environment, scholars and practitioners viewed inward for the sources of value creation and advocated that knowledge is the primary source of value creation. Theories of knowledge-based competition consider knowledge management vital for bringing significant strategic outcomes for the success of the organization – improving competitive position, achieving higher corporate valuation, accelerating business growth, and so on. A systematic review of the literature reveals a significant body of evidence, supporting the role of human resource management in knowledge management to create and sustain competitive advantage. Yet, in previous studies, strategic human resource management perspective towards knowledge management process and their linkages were not fully addressed. To address this gap, this study proposes a theoretical framework and explores the linkages between human resource configuration and knowledge management process drawing on theoretical insights of strategic human resource management. This study presents an apparent understanding of the effect of human resource configuration on knowledge management process, one that is theoretically supported and posits that human resource configuration is the eventual foundation of KM. This study makes a significant contribution to emerging strategic human resource management and knowledge management literature. Further, the managerial implications are also discussed.

Antecedents and Consequences of Sustainable Human Resource Management: Empirical Evidence from India

Over the past two decades, technological developments, globalization, and several other competitive challenges have caused dramatic changes within and across organizations in their decision-making. These concerns have resulted in a lasting impact on human resource management, both at functional and strategic standpoints. The present study considers “corporate sustainability perceptions” and “ethical leadership” as contextual antecedents and “voice behavior,” “employer attractiveness,” and “reduced turnover intentions” as consequences. Further, the intervening effects of “person organization fit,” “trust in management and moral identity” are analyzed. Out of total 498 respondents to whom the questionnaire is circulated to, the authors received 312 completely filled responses, reflecting a response rate of 62.65 percent. The study adopts casual research design with convenience sampling technique. Our findings shed light on the statistical and practical implications by providing suggestive measures for the organizations, to implement sustainable human resource management practices.

Business model innovation and organisational mindfulness as determinants of corporate sustainability: an empirical study

The aim of this paper is to study the influence of the determinants such as business model innovation (BMI) and organisational mindfulness (OM) on the corporate sustainability (CS) and organisational effectiveness (OE) with special reference to select pharmaceutical firms in India. The survey which was adopted and designed on five-point Likert scale was disseminated both via web-based and manual channels. Multivariate multiple regression analysis (MMRA) from the family of general linear model (GLM) is used to observe the explained variability of both the dependent variables by the independent variables individually. Key findings of the study underlines that an organisation which is highly sensitive to perception and depicts the flexibility in its behaviour by responding to diverse changing stimuli and those organisations who innovate by leveraging the internal resources would contribute to the enhancement of CS and OE. This study has implications for both practitioners and academicians.

The impact of compassion on organisational identification: mediating role of positive emotion

In recent years, compassion has attracted the attention of organisational psychologists as there is a huge scope of exploring the domain of compassion in the literature on organisational behaviour. This study fills the gap by investigating the impact of compassion on organisational identification by conducting a survey among the employees working in the financial sector of India. For testing the theoretical model, a sample of 454 respondents was used, and for analysing the data, confirmatory factor analysis and structural equation modelling were employed. The findings indicated that compassion directly affects organisational identification, but indirectly impacts through the mediating effect of positive emotion. The theoretical model as well as all the propositions was supported, and depending on the finding, we proposed both the practical and theoretical implications. Managers need to develop compassionate acts among members in the workplace, which in turn will improve the efficiency and effectiveness of an organisation.