BACKGROUND: The complexity and dynamism involved in the current business environment requires agile workforce. Workforce agility requires learning agility which is the capability to acquire knowledge willingly, quickly and effectively. Promoting learning agility requires organisations to explore and identify facilitator or barriers for higher performance. In this context, organisational culture and E learning technology may play an important role to promote learning agility for better performance. OBJECTIVE: The study aims to investigate the role of culture and e-learning technology on learning agility. In detail, the research examines the relationship between learning agility and outcome. Further, the research also seeks to examine the mediating relationship of culture and e-learning between learning agility and outcome. METHODS: The survey-based research has been designed following validated survey instruments. Data collected from 776 executives across all levels has been analysed using structural equational modelling using IBM AMOS software. RESULTS: The result proved learning agility significantly related with outcome. Secondly, culture and e learning technology mediate between learning agility and outcome. The result suggests organisations to nurture suitable culture and adopt e-learning technology to facilitate effective learning agility. CONCLUSIONS: Learning agility is critical for making workforce and business agile. The unpredictable and complex business environment can be managed through agile learners. Organisations need to nurture and adopt suitable culture and technology for better performance.
Indian Armed Forces are one of the largest organizations around the globe. Joining the forces is based on the voluntary service. Hence, it is important and critical for the armed forces to attract skilled talent and also to retain the current employees. This research is based on the study of instrumental and symbolic attributes related to Indian Armed Forces as an employer brand. The attractiveness of the Indian Armed Forces as an employer for potential candidates and the current employees of the armed forces is also studied. A sample of 200 people was used (150 potential candidates and 50 current employees) for studying the perceptions of potential and current employees. Results showed that there is significant difference between the perceptions of potential candidates and current employees for the instrumental functions related to Indian Armed Forces. Potential candidates were more favourable towards the instrumental function. The perceptions regarding ‘symbolic functions’ and ‘the Indian Armed Forces attractiveness as an employer’ were explained in similar proportion between the potential candidates and the current employees.
The purpose of this article is to investigate the relationship between personality traits and marketing specialization preferences among management students. Specialization should be selected on the basis of personality types and Holland’s RAISEC framework is an ideal tool for knowing the same. A right match between personality and specialization selection may help an individual for giving his/her best to the profession. The ‘Ten Item Personality Inventory’ method was used to collect responses, along with some demographic information such as gender, work experience and intended major specialization from 200 management students through surveys. A logistic regression analysis was conducted to analyze the data. The findings reveal that out of five personality traits (Big Five), only the extraversion trait has significant contribution in choosing marketing as a specialization. They also show that gender and work experience do not have a significant impact on students for choosing their management specialization. The research was conducted in one business school and only for marketing, and hence, the results cannot be generalized. The article demonstrates the importance of personality assessment before choosing a management specialization and will be useful for management students aspiring to select ‘Marketing’ as their specialization. It may also help teachers and career counsellors while assisting students during the career selection process.
The corporate scandals such as Enron and Worldcom emphasized the importance of ethics and led the researchers to investigate ethical behavior, ethical decision making and ethical tendency in accounting and auditing eld.One of the methodologies used in determining ethical tendency is Machiavellianism. The purpose of this study is to measure Machiavellian tendencies of Business Administration and Public Finance students by using Machiavellianism scale and to investigate whether there is a signicant difference between students' Machiavellianism according to some demographic and ethical tendency variables. Machiavellianism scale which has four dimensions of distrust of others, amoral manipulation, desire for control and desire for status, is developed by Dahling, Whitaker and Levy (2009) and adapted to Turkish by Ülbeği (2016). The results of the analyses are shown in tables and the relation of Machiavellianism and its impact on ethical choices in accounting and auditing profession is discussed. According to the results of analyses, students have the highest score on 'Desire for status' followed by 'Desire for control' and 'Distrust of others' and have the lowest score on 'Amoral manipulation'.
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