Set in the context of internationalization of the global division of labor, this article provides a deeper exploration of qualitative themes of confl icting accounts of employees' reasons to quit and managerialstrategies to prevent employee turnover in six business process outsourcing fi rms operating in India.
Such differences in cognition and action between the two constituencies suggest that the decisionto quit is not a linear and rational process as highlighted in most extant models of employee turnover.
Our fi ndings suggest that employees are attached more to a place or people they work with rather than the organization per se. Intergenerational differences between Generation Y knowledge workersand Generation X managers and the ineffectiveness of espoused human resource practices suggest the presence of "push" human resource management (HRM) systems. Our fi ndings have implications for employee turnover models, intergenerational theory and high-commitment HRM, and practitioners.
This study is to understand the types of frauds and their impact on healthcare industry in India over last 5 years that is 2015-2020. Literature review says poor corporate governance, poor human resource management, lacking in implementation of policies, people and tolerance of fraud are the major reasons behind emerging frauds in this sector. This paper provides the deep insight of frauds related to Medical Negligence, Bio-Medical Waste, Violations of COVID-19 Norms, Inflated Bills and Medical Education scams by Hospitals of India and their impact on sustainability. The data related to all these frauds have been collected through secondary data, relevant data compiled from it which includes type of hospital, state in which it happened, how much fine paid by hospital, how much compensation they paid (if applicable) and how much they gained out of fraud. Furthermore, discuss the efforts to control these frauds and reach on conclusion that there is need of improvement in healthcare laws and ethics.
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