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Kundu, Subhash C.

Effects of CSR Focused HRM on Employees' Satisfaction:A Study of Indian Organisations

Abstract Views :297 | PDF Views:0

Authors

Subhash C. Kundu ¹, Neha Gahlawat ¹

Affiliations
1 Haryana School of Business, Guru Jambheshwar University of Science and Technology, Hisar, Haryana, IN

Source

Journal of Strategic Human Resource Management, Vol 4, No 2 (2015), Pagination: 42-48

Abstract

The purpose of this study is to investigate the potential effects of various components of CSR focused HRM on employees' satisfaction towards their job. Primary data based on 563 respondents from 204 organisations operating in India have been analysed to test the stated hypotheses. Using regression analysis, this study has revealed that adoption of CSR focused HRM in form of legal compliance HRM and employee-oriented HRM leads to increased job satisfaction among employees working in organisations operating in India. No such relationship has been detected for other CSR focused HRM components i.e. general CSR facilitation HRM and general CSR conduct. The implications for HR practitioners and organisations are also discussed.

Keywords

Corporate Social Responsibility, Employees’ Satisfaction, India, CSR Focused HRM.

Full Text

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Effect of Diversity Management on Employees' Organisational Commitment: A Study of Indian Organisations

Effect of Diversity Management on Employees’ Intention to Quit:Mediating Role of Employee Motivation

Abstract Views :240 | PDF Views:0

Authors

Subhash C. Kundu ¹, Lovika Mehra ¹, Archana Mor ²

Affiliations
1 Haryana School of Business, Guru Jambheshwar University of Science and Technology, Hisar, Haryana, IN
2 Haryana School of Business, Guru Jambheshwar University of Science and Technology, Hisar, Haryana, IN

Source

Journal of Strategic Human Resource Management, Vol 6, No 3 (2017), Pagination: 17-27

Abstract

The purpose of the present paper is to examine the relationship between diversity management and employees’ intention to quit. This study also accounts for the mediating role of motivation in the above-mentioned relationship. Primary data based on 547 respondents including both males and females from 234 organisations operating in India has been analysed to test the stated hypotheses. Using multiple regression analysis, the study highlighted a significant and negative relationship between diversity management and employees’ intention to quit. Further, the results revealed that employee motivation partially mediates this relationship. Managerial implications and guidelines for forthcoming studies have also been discussed in this paper.

Keywords

Diversity Management, Intention to Quit, Motivation, India.

Full Text

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Perceived Workforce Diversity and Firm Performance: A Study of an Indian Public Sector Organization

Abstract Views :171 | PDF Views:0

Authors

Subhash C. Kundu ¹, Jahanvi Bansal ², Mukesh Pruthi ³

Affiliations
1 Haryana School of Business, Guru Jambheshwar University of Science and Technology, Hisar, Haryana, IN
2 School of Management, The NorthCap University, Gurugram, Haryana, IN
3 Bharat Sanchar Nigam Limited, Hisar, Haryana, IN

Source

Journal of Strategic Human Resource Management, Vol 8, No 1 (2019), Pagination: 47-60

Abstract

Diverse representation of workforce in public sector organizations is not just righteous, social, or ethical but it also exhibits a virtuous business oriented approach. This study is an attempt to explore the linkage between the perceptions of employees regarding workforce diversity and firm performance in an Indian public sector organization, i.e., Bharat Sanchar Nigam Limited (BSNL). Based on a sample of 619 respondents, the results of data analysis indicated that the perceptions of diverse employees towards workforce diversity were affirmatively and significantly allied to perceived firm performance. Detailed investigation of the impact of employees’ perceptions pertaining to workforce diversity on perceived firm performance revealed that promotion of diversity, access of developmental opportunities, ability and performance of female, minority, and socially disadvantaged workforce, and organizational support for female and differently abled workforce positively contributes to perceived firm performance.

Keywords

Workforce Diversity, Perception, Firm Performance, Public Sector, India.

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Effect of Perceived Supervisor Support on Affective Commitment: Mediation of Employee Empowerment

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Authors

Subhash C. Kundu ¹, Abas Mohammed Alter ², Sandeep Kumar ²

Affiliations
1 Professor, Haryana School of Business, Guru Jambheshwar University of Science and Technology, Hisar, Haryana, IN
2 Research Scholar, Haryana School of Business, Guru Jambheshwar University of Science and Technology, Hisar, Haryana, IN

Source

Journal of Strategic Human Resource Management, Vol 10, No 2 (2021), Pagination: 1-12

Abstract

The major aim of the study was to explore the influence of perceived supervisor support (PSS) on affective commitment (AC), and examine the mediating role of empowerment. The study was conducted based on useable questionnaires collected from 537 respondents, working in 153 private-owned companies operating in Ethiopia. A cross-sectional design was used to collect one-time data from randomly selected respondents. Confirmatory factor analysis was used to confirm the dimensionality and validity of the study variables, with the help of Amos Version 21. Regression analysis and bootstrapping through process macro were employed with the help of SPSS to test the hypothesised model. The result of regression analysis shows that perceived supervisory support in the Ethiopian corporate sector has a positive and statistically significant effect on employees’ AC. Further, PROCESS macro and path analysis were applied to explore the mediated effect; the results have demonstrated that the relationship between perceived PSS and AC is significantly mediated by empowerment. Hence, the findings of the study imply that support from the supervisors, which comes in the form of recognition of employees’ contribution and access to autonomy and participation in decisions, results in creating employees’ affective attachment to the company. Implications and future research directions are discussed.

Keywords

Perceived Supervisor Support, Affective Commitment, Empowerment, Ethiopia

Full Text

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