排序方式: 共有46条查询结果,搜索用时 15 毫秒
1.
Shallini S. Taneja Pawan Kumar Taneja Rajen K. Gupta 《Journal of Business Ethics》2011,101(3):343-364
Owing to the growing academic and practitioner’s interest in the field of Corporate Social Responsibility, there is a need
to do a comprehensive assessment and synthesis of research activities. This article addresses this need and examines the academic
literature on Corporate Social Responsibility and Performance using a paradigmatic and methodological lens. The objective
of this article is fourfold. First, it examines the status of CSR research from its beginning especially after 1970 to year
2008 in leading academic journals and reports to assess the focus areas of research on CSR so far. Second, it analyzes the
research paradigms adopted in these research articles using the Operations Research Paradigm framework. Third, it compares
and contrasts various kinds of research articles, methodologies, and research designs used in various researches in literature.
Finally, it uncovers the implications of this study and directions for future research. 相似文献
2.
Marlin Abdul Malek Pawan Budhwar B. Sebastian Reiche 《International Journal of Human Resource Management》2015,26(2):258-276
This research tests the role of perceived support from multinational corporations and host-country nationals for the adjustment of expatriates and their spouses while on international assignments. The investigation is carried out with matched data from 134 expatriates and their spouses based in foreign multinationals in Malaysia. The results highlight the different reliance on support providers that expatriates and their accompanying spouses found beneficial for acclimatizing to the host-country environment. Improved adjustment in turn was found to have positive effects on expatriates' performance. The research findings have implications for both international human resource management researchers and practitioners. 相似文献
3.
Employee turnover is giving sleepless nights to HR managers in many countries in Asia. A widely‐held belief in these countries is that employees have developed ‘bad’ attitudes due to the labour shortage. Employees are believed to job‐hop for no reason, or even for fun. Unfortunately, despite employee turnover being such a serious problem in Asia, there is a dearth of studies investigating it; in particular studies using a comprehensive set of variables are rare. This study examines three sets of antecedents of turnover intention in companies in Singapore: demographic, controllable and uncontrollable. Singapore companies provide an appropriate setting as their turnover rates are among the highest in Asia. Findings of the study suggest that organisational commitment, procedural justice and a job‐hopping attitude were three main factors associated with turnover intention in Singapore companies. 相似文献
4.
Pawan Budhwar 《Thunderbird国际商业评论》2001,43(4):549-568
On its independence in 1947, India was among the two most industrialized nations in Asia. Since then it adopted a “mixed economy” approach that hindered its national growth and the optimum utilization of its immense resources (both natural and human). To re‐establish itself as an economic force in the region, India liberalized its economy in early 1990s. The adoption of the “free market economy” model has created great opportunities for foreign businesses. This article provides useful information on the complex business environment, aimed to help foreign businessmen and investors to develop a good understanding on key background knowledge for being successful in India. It reviews Indian historical development, political structure and climate, international relations, and economy and foreign trade. India's infrastructure, legal framework, socio‐cultural set‐up, competitive environment, as well as market structure and potential are also analyzed. © 2001 John Wiley & Sons, Inc. 相似文献
5.
Pawan Sikka 《Technovation》1997,17(11-12)
The technology support and financing system acts as a catalyst for stimulating economic growth through technology innovation, upgrading, adaptation and commercialisation in India. While describing all the relevant schemes available in the country, the author has critically assessed their role and has suggested a few remedial measures for their performance in the future so as to protect and provide a competitive edge to industry in excelling, at least in some fields, in the global market. 相似文献
6.
Pawan S. Budhwar Saud AlYahmadi Yaw Debrah 《International Journal of Training and Development》2002,6(3):198-215
This study explores the scenario of human resource development (HRD) in the Sultanate of Oman. The investigation was conducted with the help of a questionnaire survey in stateowned enterprises (SOEs). The research findings highlight an increased emphasis on HRD initiatives at a national level in Omani firms. There is a significant degree of awareness among the top managers regarding the benefits of a strategic approach to HRD. Despite all this, the implementation of HRD programmes has not been particularly successful. This is because the state has not been able to develop the skills and competencies of the Omani workforce to the levels required under the sixth national five–year plan. The article makes a number of recommendations in this regard. It also highlights key research areas for further examination. 相似文献
7.
Asem Ebenezer Baulkaran Vishaal Jain Pawan Sunderman Mark 《Review of Quantitative Finance and Accounting》2022,58(4):1685-1707
Review of Quantitative Finance and Accounting - Prior evidence on whether institutions are informed about dividend changes is mixed. We contribute to this debate by examining institutional trade... 相似文献
8.
Analyzing multiple data sources from a global information technology (IT) consulting multinational enterprise (MNE), this research unpacks the configuration of a digitalized HR ecosystem of artificial intelligence(AI)-assisted human resource management (HRM) applications and HR platforms. This study develops a novel theoretical framework mapping the nature and purpose of a digitalized AI-assisted HR ecosystem for delivering exceptional employee experience (EX), an antecedent to employee engagement (EE). Employing the theoretical lenses of EX, EE, AI-mediated social exchange, and engagement platforms, this study's overarching aim of this article is to establish how AI-assisted HRM fits into an organization's ecosystem and, second, how it impacts EX and EE. Our findings show that AI-assisted applications for HRM enhance EX and, thus, EE. We also see increases in employee productivity and HR function's effectiveness. Implications for research and practice are also discussed. 相似文献
9.
Rethinking Management Theory and Practice for the Indian Context: An International Management Perspective 下载免费PDF全文
The Indian economy characterized variously as a slumbering giant, powerful tiger, and the most promising market has witnessed a slowdown, occasional disturbances in the industrial relations space, and attention of the world in the last five years. In this special issue, we raise pertinent questions and present research on multiple dimensions of the dynamic and rapidly changing business environment of India. The suitability of management models and frameworks developed in the North American contexts in emerging markets like India and China is questioned. One example of how the well‐established models in the literature on success of international joint ventures were insufficient to explain the success of three international joint ventures in the insurance space in India is presented as case in point. Finally, the nine papers that materially contribute to the theme of this special issue are introduced. © 2016 Wiley Periodicals, Inc. 相似文献
10.
While considerable concern has emerged about the links between religion and economic growth, little is actually known about how religion and social class impact the decision making of individuals. Using institutional theory and social dominance theory, this paper examines the influence of religion and social class on individuals' occupational choices. Based on a large-scale database from India, this paper finds that while some religions are relatively conducive to self-employment, some others have a negative impact on self-employment choices. Furthermore, individuals belonging to social classes that are lower in the social hierarchy are less likely to be self-employed. The role of both religion and social class in influencing the likelihood of choosing self-employment suggests an important link between religion, social class, and occupational decision-making. 相似文献