Purpose The purpose of this paper to explore the factors that act as motivators or demotivators from the perspective of academics in higher educational institutes, especially in the management context. Design/methodology/approach The qualitative research methods were employed in this study, which involved in-depth interviews via semi-structured interviews for the collection of data because of little or none of it has been conducted. Qualitative study consisted a naturalistic approach that provided the opportunity to study things in their natural settings, attempting to make sense of and to understand phenomena in terms of the meanings people bring to them. Findings The study highlighted the motivational and demotivational elements associated with participation in research activity. The following research study found that mostly the motivating factors are centered upon individual, e.g., career growth, whereas the demotivating factors are majorly extrinsic, e.g., mandate policy and framework. Research limitations/implications The generalization of this study’s results to circumstances in other parts of the country may not be possible because the target population comprised of the academics working in the institutes of NCR region of India. Further in order to improve the possibility of generalizing the study can be conducted to find differences in relation to the organizations for eg., private and public institutes in higher education. Originality/value The study will help the regulatory authorities and employers in higher education to revisit their policy frameworks and come out with the strategies to uplift the motivation level of the teachers to conduct academic research in the fields of their interests. The study will also help to gain deeper insights into the factors that motivate and demotivate teachers to get involved in academic research.
A business meets the need of the present world and the environment without compromising the requirement of the current scenario, that is, sustainability of the resources. Everyone affects the sustainability of the marketplace and the Earth in some way or another. Sustainable development within a business is able to create value for customers, investors, and the environment. This naturally involves taking a long-term perspective and balancing economic, environmental, and social impacts of business. In today's business environment, it is highly important that organizations develop and adhere to the appropriate policies and systems that create a sustainable future for the world. The purpose of this chapter is to highlight the circular economy and the critical role leadership will play in it. The authors describe the circular economy and its major concepts and approaches along with its background. Further, the major challenges and encounters of leadership in a circular economy are also discussed.
Nowadays, management institutions are including an ethics course in their curriculum globally, which is focused upon inculcating the value set in an individual. Therefore, it makes an important point that the students must comprehend the worth of the course and they must take it as an opportunity to cultivate values, which should be a prospect not despondent. Thus, to improve the impact of ethical education, and to accelerate the quality of management education, this offers a deliberation of inferences of demands of the questions of quality instructors and pedagogy of ethical education. The study focuses upon the gap between the ideal and current status of ethics education following different pedagogy. In this study, a qualitative analysis has been used where students were interviewed in depth via a semi-structured interview to collect the data. The study will help to gain deeper insights into the factors that encourage or discourage students from learning ethics and value courses, particularly in the university system.
Purpose This study aims to perform a systematic literature review to organize the abundance of information on employee relations (ER) and sustainable organizations. Moreover, this study identifies the research gaps by investigating the review of ER’ mediating and moderating variables and the relationship between ER and sustainable organizations. Design/methodology/approach This study is based on the systematic literature review methodology involving 257 studies in the final stage. The Scopus and Google Scholar databases with search criteria “employee relations” and “employee relations and sustainable organization” were used to achieve the research objective. After applying inclusion and exclusion criteria, researchers come to the distribution of the articles based on the subthemes, geographical region, types of methods, top authors with affiliation and complete research articles based on the citation. In the final stage, this study concluded with the conceptual model comprising mediators and moderators of ER as well as the mediating and moderating variables of the relationship between ER and sustainable organizations. Findings The reviewed literature shows that employee relation is an optimal strategy for retaining employees via proper disclosure of human resources (HRs) and ER Index. This study included the top six publishers, namely, Emerald, Elsevier, Sage, Springer, Taylor and Francis and Wiley Online Library, to do an exhaustive review on a specific topic. The findings indicate that after COVID-19, the ER index, HR disclosures and the sustainability of ER are among the new and required paradigm shifts needed to manage a crisis impact and perform productively. The mediator and moderator variables that can improve employee–employer relationships are organizational trusts, organizational justice, perceived job satisfaction, organizational structure and firm ownership. On the other hand, variables that mediate and moderate the relationship between ER and sustainable organizations are organizational climate, organization trust, organization culture, perceived organization support, psychological empowerment, firm ownership, leadership behavior and attitude, respectively. The findings concluded that harmonious and cordial ER are pertinent in building sustainable organizations and accomplishing organizational goals. Practical implications The mediating and moderating variables that have been identified can be helpful for enthusiastic researchers in contributing to empirical research. Practitioners and managers can use the findings in making an effective organizational model that develops good employee–employer relationships and helps create a culture of trust and harmony. This study focuses on exploring the variables of ER, which strengthens employee–employer relationships and supports organizations to stay agile and attain sustainability to endure in the future. Originality/value This study insights on the specific mediating and moderating variables of ER and sustainable organizations. Till date, studies exploring constructs of ER and sustainable organizations are still in deficit. Better employee relation reflects and leads to a more resilient organization. Future researchers should explore the connection between pandemics and ER which is done insufficiently in the present time.
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