Browsing by Author "Pavan Kumar, S."

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Antecedents of employee turnover intention in Indian automotive industry
(2016) Giri, V.N.; Pavan Kumar, S.; Rajesh, V.
It is important for any organization to have favorable Human Resource Development Climate (HRDC) at the workplace. Because of changing global business scenario, organizations are facing tough competition. To remain economically viable in such business environment, there is a need for positive HRDC. The present study examines the impact of HRDC, affective organizational commitment, job satisfactionand employee performance on employee turnover intention. Data were collected from 457 employees working in various automotive industries across India. The structural equation modeling technique using Warp PLS 5.0 tool was used to analyze the data. The results reveal that HRDC has a significant role in predicting job satisfaction, employee performance, and affective organizational commitment. In turn, job satisfaction, employee performance, and affective organizational commitment had significant influence on turnover intention of employees. Further, affective organizational commitment shows significant positive relationship with job satisfaction, employee performance. The findings provide an important bearing in framing the HRD system in organizations, which may help HR managers to understand the existing practices in Indian automotive industries to achieve maximum HRD effectiveness.Limitations and implications of the study have been discussed.
Development and Implementation of Lean Service Tools and Techniques in India Post Mail Service – A Case Study
(National Institute of Technology Karnataka, Surathkal, 2020) M, Vadivel S.; Pavan Kumar, S.
Purpose of the Study: The primary role of the post office is collecting, scanning, sorting, transmission; and delivery of mail with consistent, speed, and security. The Indian postal service has taken a significant role in sorting and transporting the mails throughout the countries. Though the degree of the sorting process varies from country to country, the ultimate aim is to make letter-sorting a fully customized one. For example, developed countries such as the USA, Japan are using the automatic sorting machine to increase their delivery speed, whereas, in India, sorting is being done manually because of abundant labor availability. The processing, transmission, and delivery of mail are the core activities of the postal department. In India, daily mails are collected from almost 5,79,595 letterboxes and are processed through a network of 389 mail offices by roads, rails, and airline transportation. In this research, we proposed implementing lean service concepts for productivity enhancement in a service enterprise at the Indian Postal Head Sorting Center - National Sorting Hub (NSH), Mangalore. Recently, NSH has worked on the Mail Network Optimization Project (MNOP) to improve the standardization and operational processes in terms of mail processing, transmission, and delivery. Methodology: Successful lean tools that have been used in manufacturing industries were adopted for the service industry and applied here. VSM is one of the graphic visual tools to find the broad and complete representation of an organization used for better understanding and interventions in operations. Facility Layout Design (FLD) using MCDM Methods: There were many problems which have been identified in the existing layout such as, backtracking of mails while handling a high volume of articles during the current process flow, poor working environment which causes discomfort during regular working hours and employees are not agreeable for a long working hours, sorting the mail is challenging for the postal employees, the whole process is time consuming, the present production delivery articles are not satisfactory as compared to the target. This study attempts to rectify the problems by modifying the layout and improving operational performance using MCDM methods. The critical parameters for selecting the optimal layouts are lean service, working environment, and ergonomics. The MCDM methods such as AHP, TOPSIS, Fuzzy TOPSIS, GRA has been used for finding the optimal layout considering quantitative andiv qualitative data. The postal administrations had spent almost INR 2 Lakhs for implementing the selected optimal layout. Implementation of Lean Service Tools and Techniques: Applicable lean service elements are incorporated in NSH, manual sorting centre, and in eliminating waste by taking suitable courses of action. Here, the cellular approach (Nagare cell) was used to reduce the walking distance in the sorting section. Reduction in cycle time and employees shoulder pain was taken care of by executing fixed scanner; 5S for housekeeping concepts for everything; everything in its place. Visual management was utilised for visualizing the objects in the workplace. Single piece flow was adopted for reducing the backtracking of the mails. Workload balancing was availed for maintaining load uniformity while distributing to all the employees by using systematic scheduling and careful analysis. Findings: The impact of the change and adherence to the recommendations were monitored continuously. After twelve weeks, an audit of the effect performed, and the following were observed. Cycle time had reduced by 15.13% from 371 sec, flow speed had increased by 11.36% from 590, individual article processed per person had increased by 11.36% from 8620. Lean Service Assessment: The impact of the lean system on operational performance has been assessed in mail service operations in India. Measuring operational performance in mail service operations is a big challenge in the postal service industry. Hence, a cross-sectional survey was conducted and the relationship and impact of Lean Service Practices (LSP), Lean Workplace Environment Practices (LWEP), and Lean Social Practices (LSoP) was measured on operational performance in India post service industry. Findings: The results indicate that there is a strong correlation between LSP (r = 0.728), LWEP (r = 0.722), and LSoP (r = 0.654) and operational performance. Significant impact has been observed on LSP (β = 0.484) on Operational performance, then LWEP (β = 0.387) and followed by LSoP (β = 0.182) on operational performance. The practical effect of the findings of a lean service system has been implemented for enhancing the operational performance of the business. Simulation Techniques and Taguchi methods: This study aims to present an innovative method in designing Lean Service Systems (LSS) in India's post-service industry, using Taguchi and simulation to reduce the system's complexity; using logic and systematic building blocks simulation models developed from LS elements through Arena software. Five control factors considered for the system's performance were takt time, process ratio, production lead time, value-added time, and inventory. The simulation used for imitating the real model guides thev future production system and the Taguchi method used for the robust system to determine the optimal parameter values. Postal Sustainable Design by Quality Function Deployment (QFD): The need of the hour today is to incorporate sustainable principles to the public postal service facilities to withstand in the market. Here, the objective is to develop a model to explore the Quality Function Deployment (QFD) concept and technique to be incorporated in India post service operations. It aims to support sustainability by finding customer factors (queries) that affect Service Quality (SQ) design/dimensions. This survey was helpful, to understand how India's post can remain strategically sustainable for the next few decades. This study improves QFD tools for the postal service quality design known as the House of Quality Sustainable Design (HOQSD) model. This model highlights and bolsters the sustainability principles and performs the integration of customer priorities, information, and their knowledge.
E-recruitment and training comprehensiveness: untapped antecedents of employer branding
(2019) Mishra, S.; Pavan Kumar, S.
Purpose: The purpose of this paper is to highlight e-recruitment and training comprehensiveness as the untapped antecedents of employer branding (EB) in the relevant literature, which might enhance the employer s knowledge and lead to organisational development. Design/methodology/approach: This study adopts an exploratory conceptual modelling approach based on the extant literature from 1964 to 2017 using the databases of Emerald, EBSCO, Scopus, Proquest, JSTOR and search engines such as Google Scholar to ensure the reliability of the literature. Findings: This paper suggests that e-recruitment and training comprehensiveness might be the untapped antecedents of EB as compared to traditional recruitment and training process explored in earlier studies. Research limitations/implications: The viewpoint can be further refined through academic conceptualisation and empirical validation. Practical implications: This paper lays a conceptual foundation in the emerging area of EB. Ideas expressed herein can be approached by academicians. Originality/value: Past studies have not explored e-recruitment and training comprehensiveness as the antecedents of EB. This work provides knowledge that candidly contributes to the conceptualisation of e-recruitment and training comprehensiveness. Further, this research has the potential to help academicians to understand the antecedents of EB leading to organisational development. 2019, Emerald Publishing Limited.
An empirical examination of the dimensions, antecedents, and consequences of corporate reputation
(2017) Maurya, U.; Pavan Kumar, S.; Mishra, P.
The importance of corporate reputation for improving organizational performance has long been recognized by academicians all over the world, as this is the only way to account for lack of tangibility in this globalized economy. However, despite the critical role of reputation for organizational performance, there is a conspicuous absence of the discourse on the enablers, dimensions and consequences of customer based corporate reputation (CBR) in general and developing countries in particular. This study attempts to bridge this knowledge gap by investigating the link among sub-dimensions of CBR. The study has considered enablers such as Customer Satisfaction (CS) and Trust (T) and the outcome variables considered for testing includes Word of Mouth (WOM) and Loyalty. Partial Least Squares (PLS) path modelling technique was chosen to evaluate the proposed model. 224 consumer responses of leading banks in India have been collected and analysed. Based upon findings, guidelines for better CBR management have been suggested along with the unique contribution of the study. Serials Publications Pvt. Ltd.
An Empirical Investigation of Drivers and Outcome of Employer Branding
(National Institute of Technology Karnataka, Surathkal, 2020) Mishra, Sovanjeet.; Pavan Kumar, S.
Nowadays, organizations are striving hard to become the best place to work for and the phenomena of employer branding plays a crucial role in the same. The aim of this study is to identify the drivers and outcome of employer branding from a retention perspective. The survey tool developed for this research was administered among 381 employees of Indian insurance industry. The stratified sampling method was used. The data were examined using statistical package for social sciences (SPSS) version 21.0 and analysis of moments structure (AMOS) version 20.0. The results disclosed that reward & recognition, reputation and diversity drives employer branding, which in turn decreases the turnover intention. Further, reward & recognition was found to be an important prognosticator of employer branding. Additional, it was also revealed that employer branding acted as a mediator. Since, the study was dependent on crosssectional data, therefore robust causal inferences cannot be implied. Findings expressed in this research can be accosted by academicians’ and practitioners’ in the area of human resource management, organizational behaviour, marketing and communication. Amalgamation of drivers and outcome of employer branding and again it being a mediator, in a single study is rare.
Empirical validation of dimensionality of quality of work life in India
(2016) Saha, S.; Pavan Kumar, S.
Purpose - Quality of work life is a unique and distinctive construct that is highly valued in organizations. The purpose of this paper is to identify the dimensions of quality of work life from Indian perspective. Design/methodology/approach - Exploratory factor analysis was employed to identify the constituent dimensions suitable to measure quality of work life. Confirmatory factor analysis was then performed on these identified dimensions and their items to check validity, reliability and dimensionality and determine a factor structure. Findings - Results obtained suggested a three-dimensional conceptualization of quality of work life with twelve items. The dimensions identified are entitled as quality of work life with health and safety (QWLHS), family and pay (QWLFP) and knowledge (QWLK). Research limitations/implications - The findings can benefit managers at an operational level. They can make their employees work effectively with focus to improve every smallest aspect of work life. Originality/value - This paper is the first of its kind to conduct exploratory factor analysis followed by confirmatory factor analysis to identify a three-factor quality of work life conceptualization in Indian context.
Impact of Organisational Culture, Trust and Participation in Decision Making on Multiple Commitments
(National Institute of Technology Karnataka, Surathkal, 2017) Saha, Shilpi; Pavan Kumar, S.
Employees are considered as an important asset to any organisation. The present study aimed at understanding the impact of variables such as organisational culture, trust, and participation in decision making on multiple commitments in employees such as group commitment, job involvement, normative commitment and continuance commitment. A research instrument was administered to each of 712 managerial employees working in Indian public sector undertakings (PSUs). Structural equation modeling was used as a statistical tool to verify the proposed relationships. The results of the analysis revealed that age was positively related to continuance commitment and job involvement. Education was positively related to continuance commitment and normative commitment. Tenure was observed to be positively related to continuance commitment, normative commitment, group commitment and job involvement. The findings revealed that supportive culture and bureaucratic culture significantly predicted group commitment. Normative commitment was only predicted by innovative culture. All three forms of organisational culture significantly predicted organisational learning. Apart from organisational culture, organisational learning is predicted by cognitive trust and participation in decision making. The findings revealed that affective trust significantly related to group commitment. Cognitive trust significantly predicted job involvement, normative commitment and organisational learning. Participation in decision making significantly predicted job involvement, normative commitment and organisational learning. The findings of this study also revealed that organisational learning significantly predicted group commitment and job involvement. This study presented the interrelationships among the commitment forms. It was observed that job involvement predicted group commitment, normative commitment and continuance commitment. Normative commitment predicted continuance commitment. In addition, organisational learning acted as a mediator between supportive culture and group commitment. The implications of these findings for people holding responsibility in PSUs have been discussed in this study.
Influence of participation in decision making on job satisfaction, group learning, and group commitment: Empirical study of public sector undertakings in India
(2017) Saha, S.; Pavan Kumar, S.
This study assesses the impact of participation in decision making on job satisfaction, group commitment, and group learning. Data were collected from 397 managerial employees working in public sector undertakings across India. Structural equation modeling as a statistical technique and WarpPLS as a statistical tool was used to verify the proposed relationships. The findings of the study suggest that participation in decision making had a positive and significant relationship with job satisfaction. Further, participation in decision making had significant impact on group learning, but had no impact on group commitment. Job satisfaction had a positive and significant impact on group commitment. Group learning was positively and significantly related to job satisfaction and group commitment. The results suggest that employee participation in decision making process is highly desirable as it elevates employee identification with their respective organisation. The findings of the study are relevant to the people holding key managerial positions in public sector undertakings and they are discussed in detail. Asian Academy of Management and Penerbit Universiti Sains Malaysia, 2017.
Influence of Trust and Participation in Decision Making on Employee Attitudes in Indian Public Sector Undertakings
(2017) Pavan Kumar, S.; Saha, S.
Trust is an important component that needs to be present among individuals. Survey data from 712 managerial employees from public sector undertakings were used to examine the effects of trust and participation in decision making on attitudinal outcomes. Results indicate that trust is significantly related to job satisfaction, group commitment, and affective commitment. Participation in decision making is a predictor of job satisfaction and affective commitment, but it did not predict group commitment. Job satisfaction significantly influences group commitment and affective commitment. Group commitment predicts affective commitment and acts as a mediator between job satisfaction and affective commitment. These findings suggest that managers need to facilitate trust and active participation among employees by taking their opinions on different work aspects. Organizations that allow employees participation in decision making and are perceived as trustworthy have employees who exhibit more attachment and identification with their organization. 2017, The Author(s) 2017.
Organizational culture as a moderator between affective commitment and job satisfaction: Empirical evidence from Indian public sector enterprises
(2018) Saha, S.; Pavan Kumar, S.
Purpose: The purpose of this paper is to investigate the moderating role of organizational culture in affective commitment and job satisfaction relationship. Design/methodology/approach: Responses were collected from 712 employees working in nine different Indian central public sector enterprises /state-owned enterprises (SOEs) by using a questionnaire-based survey. Theoretical analysis is based on social exchange theory and managerial grid theory. Data were analyzed by using partial least squares structural equation modeling. Findings: The establishment of organizational culture as a moderator in Indian organizations is unique. This study has utilized data from employees working in different departments of organizations to provide unbiased responses. The results demonstrate that impact of affective commitment on employees job satisfaction is moderated by supportive and innovative cultures. Additionally, this research also proves that bureaucratic culture does not play a crucial role in moderating the relationship between organizational commitment and employees job satisfaction. Research limitations/implications: Results are relevant to top-level and middle-level management in which people are involved in the governance of the organization, both directly and indirectly. There should be fixed working hours and optimum time management. Due to growing pressure, few employees who have personal obligations toward their families, such as nursing mothers and stressed individuals, should be provided with flexible working hours. In this way, culture can become supportive to cater to different needs of employees. Originality/value: Till date, organizational culture as moderator has received very less attention in India. The establishment of organizational culture as a moderator in Indian SOEs is unique. The results add to the growing literature of commitment from non-western context as this study is based on Indian samples. This study has utilized data from employees working in different departments of organizations to provide unbiased responses. 2018, Emerald Publishing Limited.