Neharika Vohra

Culture-Level Dimensions of Social Axioms and Their Correlates across 41 Cultures

Leung and colleagues have revealed a five-dimensional structure of social axioms across individuals from five cultural groups. The present research was designed to reveal the culture level factor structure of social axioms and its correlates across 41 nations. An ecological factor analysis on the 60 items of the Social Axioms Survey extracted two factors: Dynamic Externality correlates with value measures tapping collectivism, hierarchy, and conservatism and with national indices indicative of lower social development. Societal Cynicism is less strongly and broadly correlated with previous values measures or other national indices and seems to define a novel cultural syndrome. Its national correlates suggest that it taps the cognitive component of a cultural constellation labeled maleficence, a cultural syndrome associated with a general mistrust of social systems and other people. Discussion focused on the meaning of these national level factors of beliefs and on their relationships with individual level factors of belief derived from the same data set.

An exploration of factors predicting work alienation of knowledge workers

Purpose – There is limited research on the work alienation of knowledge workers in management studies. This paper seeks to address this gap by exploring the extent and reasons for the alienation of knowledge workers.Design/methodology/approach – In the absence of a comprehensive framework for understanding the work alienation of knowledge workers, various factors such as structural elements of centralization and formalization, work characteristics of autonomy, variety, creativity, meaningfulness and self‐expressiveness, quality of work relationships and justice perceptions were examined as predictors of work alienation. Survey data were collected from six different organizations in the information technology sector (n=1,142) in India.Findings – Around 20 percent of the sample was found to be alienated from work. The strongest predictors of work alienation for knowledge workers were found to be lack of meaningful work, inability of work to allow for self‐expression, and poor quality work relationships.Rese...

Normative predictions of collectivist-individualist intentions and behaviour of Indians

Five hundred and thirty-four college students, drawn from five distantly located cities in India that varied in affluence and infrastructural facilities, participated in a study designed to understand their normative predictions about peoples responses to 20 situations. The responses consisted of five combinations: collectivist behaviour with collectivist intention (CC), individualist behaviour with individualist intention (II), collectivist behaviour with individualist intention to behave subsequently in an individualist way or to serve individualist intention (CI), individualist behaviour with collectivist intention to behave subsequently in a collectivist way or to serve a collectivist purpose (IC), and a mix of collectivist and individualist intention and behaviour (C&I). The findings indicated that the situations involving family members were reported to induce collectivism in behaviour as well as intentions. However, compelling personal needs were believed to lead to serve individualist interests, ...

Life Satisfaction of Indian Immigrants in Canada

It is a common conception that immigrants face numerous problems and considerable stress in the process of adjustment to a new culture. The life satisfaction of immigrants from India was assessed using the Satisfaction With Life Scale (Diener et al., 1985). As predicted by judgment theory (Micholas, 1986), it was found that Indian immigrants judge their own well-being in comparison to relevant others, such as their peers back home, the majority white community in Canada and other Indian immigrants. Their satisfaction was also predicted by the discrepancy between what they have in Canada and what they feel they could have had if they had stayed in India, with respect to raising children, freedom in making day-to-day decisions, opportunity to realise personal goals and amount of respect. Life satisfaction was correlated with perceived discrimination, guilt over leaving the country of birth and perception of social support, but not with education, socio-economic status, or perception of day-to-day comforts.

Level of Formalisation of Human Resource Management in Small and Medium Enterprises in India

In this article, the current state of management of human resources in Small and Medium Enterprises (SMEs) in India is explored. The owner-managers play important roles in managing human resources in SMEs. The direct involvement of the owner manager also leads to ad hoc and informal HR practices. However, formal HRM systems can help increase performance. This study specifically examines the level of formalisation of human resource management in small and medium enterprises in India. Formalisation is defined as the extent to which regular and written-up procedures exists, a stated policy is in place, and a specialist designs and executes the HR systems. Data were collected using a questionnaire from 89 small enterprises and 54 medium enterprises on the level of formalisation of twelve HR functions. It was found that the level of formalisation of HRM systems in SMEs was low and owner-managers played a central role in the HR functions of their enterprises. Compared to small enterprises, the level of formalisation was found to be higher for medium enterprises. The level of formalisation increased with increase in employee strength. An inverse relationship between the extent of involvement of the owner-manager in managing human resources and the existence of a formal policy for HRM was evidenced. Implications of decisions by owner-managers to keep HR functions informal or formal in small and medium enterprises are discussed. It is necessary for SMEs to find ways in which formal and flexible systems can co-exist.

Strategic Orientations and Innovation in Resource-constrained SMEs of an Emerging Economy:

While previous research has explored the linkages of strategic orientations and innovation for large businesses of developed economies, relatively little is known about these linkages for SMEs of emerging economies. To study these linkages, data were collected from owners or senior executives of 162 manufacturing SMEs in the Punjab region of India. Our results show that while customer orientation has been found to enable innovation for large firms, it does not directly facilitate innovation for Indian SMEs. The customer-oriented SMEs create successful innovation through better utilisation of their dynamic resources. Therefore, creation of dynamic resources by SMEs is more critical than that of unique resources for successful innovation. Implications of our findings are discussed for theory as well as practice.

Strategic Human Resource Management in Small Enterprises

The need for strategic human resource management in small enterprises is discussed. Though small enterprises might wish to keep their human resource management practices informal, they will be able to increase their productivity if there is adequate human resource planning and integration of human resource strategies with business strategies. An illustrative case study is presented of a successful small enterprise which has a mix of formal and informal human resource management functions, and which has judiciously integrated its human resource strategies with its business strategies.

The concept of alienation: towards conceptual clarity

Purpose – Although alienation as a concept has a rich history, it has suffered relative neglect in organizational studies and one possible reason for the same is its conceptual ambiguity vis‐a‐vis popular and long‐standing concepts of commitment/identification, satisfaction and engagement, that represent the positive experience of work and which have sometimes been equated as the opposite of work alienation. Similarly, the negative experience of work has traditionally been captured by concepts such as burnout/cynicism and counterproductive work behaviours/deviance. The purpose of this paper is to argue for refocusing attention on the concept of work alienation in management studies as distinct from other related concepts.Design/methodology/approach – The methodology integrated research from both quantitative and qualitative approaches.Findings – Through the analysis of the concept of alienation, along with other related concepts, the conceptual space for the study of alienation in organizational studies i...

Relationship between perceptions of corporate social responsibility and organizational cynicism: the role of employee volunteering

This study explores the role of positive corporate social responsibility (CSR) perceptions of employees in reducing cynicism toward the organization. As employee involvement in CSR activities through volunteering could influence the perceptions of CSR among employees, the moderating impact of employee volunteering on the relationship between CSR perceptions and cynicism is also tested. Considering that managers and non-managers can have different perceptions of CSR and organizational realities, the relationship between CSR and organizational cynicism is compared among managerial and non-managerial staff working in large organizations. The analysis of 348 questionnaires collected from 191 managers and 157 non-managers showed that positive perceptions of CSR were negatively correlated with organizational cynicism for both managers and non-managers, with significantly stronger negative correlations among managers. Employee volunteering did not significantly moderate the relationship between CSR and organizational cynicism in both groups. The implications of these results on human resource management theory and practice are discussed.

Gender and Workplace Experience

“Men are dominant, women are subservient;” “Men are aggressive, women are passive;” “Men are agentic, women are communal;” “Men are power-centric, women are person-centric;” “Men are single-focused, women are multi-focused;” “Men are bread winners, women are home makers.” The list of differences identified by researchers is seamless. Similarities have, rarely if ever, been recorded or found their space in research journals. Questions that readily come to the mind are: Does biological difference transcend all boundaries and get reflected in attitudes and behaviours clubbed under binary heads as “male” and “female?” Or is it that when the “difference” hypothesis yields null results, interest in the research topic wanes?