The role of career management between human capital and interim leadership

Birasnav, M.; Rangnekar, Santosh

doi:10.1108/09727981211225699

Cited by 9 publications

(5 citation statements)

References 69 publications

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“…Recently, scholars have included PJF as an attitudinal variable, which is predicted based on organisational factors, such as human resource management practices [24] and high-performance work practices [42]. Moreover, organisational leadership is also predicted to enhance PJF [43]. In accordance with the related lines of inquiry, several researchers have argued that WLB practices improve employees' "goodness of fit" with workplace experience [18] and increase their suitability for their work and non-working environment [44].…”

Section: Person-job Match As An Intercessormentioning

confidence: 91%

The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions

Samad¹,

Saufi

Devadhasan³

et al. 2021

Sustainability

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This study examines the impact of work-life balance (WLB) practices concerning academics’ turnover intention, person-job fit (PJF), and PJF’s relationship with academics’ intention to leave their jobs. The study further investigates person-job fit as an underlying mechanism of the association between WLB practices and turnover intention. The study’s data were collected through a self-administered questionnaire garnered from 550 full-time academics working in higher educational institutions in South India (Andhra Pradesh, Karnataka, Kerala, Tamil Nadu, and Telangana, as well as the union territories of Lakshadweep and Puducherry). Partial least squares structural equation modelling (PLS-SEM) was employed for the statistical analysis of the data, using Smart PLS 3.2.8 software. The study ascertained that WLB practices have a negative impact on academics’ turnover intention. Additionally, the study discovered that WLB practices have a positive impact on PJF. Similarly, PJF seems to have a significant negative influence on turnover intention. Moreover, PJF partially and negatively mediates the influence of WLB practices on turnover intention. Consequently, this study suggests implementing several WLB practices (e.g., telecommuting, job sharing, flexitime, paid parental leave, etc.) into higher educational institutions, since it may not only improve academics’ perception of their person-job fit but it may also reduce their turnover intention.

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Section: Person-job Match As An Intercessormentioning

confidence: 91%

The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions

Samad¹,

Saufi

Devadhasan³

et al. 2021

Sustainability

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“…The type of leadership styles being practised in the organization will act like a catalyst which either positively or negatively influences the employee's outcome (Lian and Tui, 2012). Leadership styles are one of the predominant components that impact the performance of a mechanical manufacturing firm in India (Birasnav and Rangnekar, 2012).…”

Section: Introductionmentioning

confidence: 99%

The mediating role of job satisfaction in the relationship between leadership styles and employee commitment

Nanjundeswaraswamy

2021

JEAS

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PurposeThe aim of this study is to identify the association between leadership styles (LS) and employee commitment(EC) among employees working in the mechanical manufacturing small- and medium-sized enterprises (SMEs), mediated by job satisfaction.Design/methodology/approachThe research is cross-sectional and the survey method was used, and Pearson correlation analyses, regression analysis and structural equation modelling (SEM) were used to examine the hypothesis. A sample of 911 responses was collected from 102 mechanical manufacturing SMEs in and around Bangalore, India.FindingsEC depends on the age, the experience of employees, LS of the superior and job satisfaction of employees who are working in the mechanical manufacturing SMEs. The research found out that job satisfaction partially mediates the relationship between LS and EC.Research limitations/implicationsThe study is cross-sectional in nature; it measures and quantifies the different variables at a single point period; therefore, the research does not offer outcomes over a long period.Practical implicationsTo enhance the commitment of employees working in the mechanical manufacturing SMEs, managers/superiors should make an effort to exhibit a holistic view of LS that enhances job satisfaction and improves the pleasant relationship in the work environment.Social implicationsIn the competitive business environment retaining skilled and talented employees is the major challenge for the organization. Many research studies explored that committed employees will retain in the organization for a long tenure. Thus, our study contributes to the body of the literature on predictors of EC. It is noted that the involvement of employees by the leaders during the decision-making process, creates an effective working ambience for the employees and establishes a pleasant relationship among employees. The leader will motivate the employees to work efficiently and effectively, in addition to that they motivate employees to continue working with the same organization. Hence there is a need for the mechanical manufacturing firms to design and implement strategies of motivating employees to remain in the organization. Our study was cross-sectional in nature; it measures and quantifies the different variables at a single point period; therefore, research does not offer outcomes over a long period. Hence a longitudinal study over some time gives more accurate outcomes, and it is more appropriate. This study focused on employees working in the mechanical manufacturing firms, in and around Bangalore, India; therefore, findings cannot be generalized to all employees of the mechanical manufacturing firms.Originality/valueThis research contributes to the existing literature by exploring further evidence and support for the relationship between LS and EC in mechanical manufacturing SMEs. And research also reveals that job satisfaction partially mediates the relationship between the LS and EC in mechanical manufacturing SMEs.

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“…More precisely, the pure mediation relationship shows that the independent variable affects the mediator that causes changes in the dependent variable and there is no significant relationship between the independent variable and the dependent variable. Further, a variable is said to be a moderator when it causes the modification of the relationship between the independent variable and the dependent variable (Birasnav & Rangnekar, 2012). In general, a given variable may be said to function as a mediator to the extent that it accounts for the relation between the predictor and the criterion.…”

Section: Methodsmentioning

confidence: 99%

Human Capital as a Mediating Factor of Structural Capital and Value Addition

Jardón

Silva

2021

International Journal of Knowledge Management

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Structural capital is one of the components of intellectual capital. The measurement is essential in order to obtain the real value of intellectual capital and its influence on the profitability of the business. The measurement of structural capital value addition can be done directly or via the mediating effect of another component of intellectual capital, i.e. human capital or relational capital. Human capital has been selected as the mediating component for this study based on findings of previous studies that advocate its importance as a major determinant that enhances structural capital changes. This paper aims at measuring the influence of human capital as a mediating factor on the capacity of structural capital value addition for the period of 2002-2018, for Galicia (Spain) and Portugal.

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The role of career management between human capital and interim leadership

Cited by 9 publications

References 69 publications

The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions

The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions

The mediating role of job satisfaction in the relationship between leadership styles and employee commitment

Human Capital as a Mediating Factor of Structural Capital and Value Addition

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