Faculty Publications

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Publications by NITK Faculty

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Author: search.filters.author.Kumar, S.P.

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    'Watch and Buy' and its impact on online retailers and manufacturer: A Stackelberg and Nash game analysis
    (Institute of Electrical and Electronics Engineers Inc., 2023) Raju, S.; Rofin, T.M.; Kumar, S.P.; Islam, S.M.N.
    'Watch and Buy' or live stream (LS) selling is a novel selling method where an influencer will showcase the product through an LS channel or social media; the consumer can interact with the influencer and buy the product online. Our study, for the first time, analyses the pricing decisions of an LS channel when they competes with the traditional online retailer (OR). We also analysed the impact of LS on OR and the product manufacturer (PM). Later, we examined the effect of conversion rate and revenue sharing contract on the supply chain partners' profit. This study's findings can act as a starting point for the analytical studies in LS selling and can aid the management practitioners of LS, OR and PM to optimise their profit. © 2023 IEEE.
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    Retailing and pricing decisions in a three-tier fabless semiconductor supply chain with stochastic consumption rate and channel power structures under sustainability measures
    (Taylor and Francis Ltd., 2024) Raju, S.; Tm, R.; Kumar, S.P.; Taleizadeh, A.A.
    This study investigates the trade-off between sustainability measures and pricing strategies within a three-tier fabless semiconductor supply chain. We examine diverse configurations of channel power to identify the optimal power structure when integrating sustainability measures into the semiconductor foundry. The Stackelberg game, Vertical Nash game, and Mean-Variance analysis are employed to model the complex dynamics among channel partners. The findings indicate that for a specific threshold limit of manufacturing and sustainability costs, implementing sustainability measures not only increases the optimal price for foundry but also enhances the margin and sales volume for the fabless company, leading to improved profits for all chain partners. Examining channel power structures reveals the threshold limit of sustainability cost which maximise the profit for the channel leader and the channel follower. Additionally, lower price elasticity favours maximum profits under channel leadership, whereas higher price elasticity values result in higher optimal profits when both partners share comparable channel power. The study also identifies the significant influence of partners’ risk aversion on overall profitability and offers valuable insights for practicing managers in the fabless supply chain, providing guidance on optimising pricing strategies, navigating channel power dynamics, considering price elasticity, and managing risk aversion to enhance overall profitability. © 2024 Informa UK Limited, trading as Taylor & Francis Group.
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    Identification of critical success factors for leveraging Industry 4.0 technology and research agenda: a systematic literature review using PRISMA protocol
    (Emerald Publishing, 2024) Sahoo, P.; Kumar, S.P.; Uchil, R.
    Purpose: The purpose of the paper is to identify existing and common critical success factors adapted for implementing Industry 4.0 technology, which is essential to survive in the vulnerability, uncertainty, complexity and ambiguity (VUCA) environment by using systematic literature review (SLR) methodology with the preferred reporting items for systematic reviews and meta-analyses (PRISMA) and content analysis strategy. Design/methodology/approach: The SLR methodology with the PRISMA and content analysis strategy adapted to review 74 papers in peer-reviewed academic journals and industry reports published from 2014 to 2021. Findings: Based on a review of relevant literature, two theoretical contributions have been added to the literature on Industry 4.0. First, this review reveals that 35 (47%) out of total 74 studies assessing the Industry 4.0 implementation in the manufacturing industry, the service industry can also create value through Industry 4.0 implementation, with a lot of potential to increase productivity, which literature has not explicitly focused on. Second, this paper proposes the 12 most common critical factors (training and development, organizational culture, top management support, organizational structure, innovation capability, technological infrastructure, security system, standardization of procedures, financial resources, communication and cooperation, change management and governance) that can be considered as the significant critical factors for successful implementation of Industry 4.0. Originality/value: The novelty part related to methodological perspective by using the PRISMA approach for systematic review, which cannot be found extensively in existing literature in the context of the Industry 4.0 phenomenon to analyze critical factors. © 2022, Emerald Publishing Limited.
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    Professional Quality of Life Among Mental Health Nurses: A Systematic Review and Meta-Analysis
    (John Wiley and Sons Inc, 2024) Lobo, R.; Kumar, S.P.; Rofin, T.M.
    The professional quality of life (ProQOL) is increasingly applied to nurses and is a measure of the positive and negative aspects of their work. This systematic review and meta-analysis evaluated the level of compassion satisfaction, burnout and secondary traumatic stress (STS) in empirical studies. Electronic databases Scopus, PubMed and Web of Science were searched on 7th February 2024, and the review followed PRISMA guidelines. The pooled estimate of compassion satisfaction, burnout and secondary traumatic stress mean scores using a random-effects model for meta-analyses was undertaken. R statistical software and the dmetar program were used to execute the analysis. Heterogeneity was evaluated with the I2 statistics, while publication bias was evaluated using Egger's regression test. Twenty-four studies (sample size = 4274) were systematically reviewed and 18 studies (n = 3163) were incorporated into the meta-analysis. Burnout, secondary traumatic stress and compassion satisfaction are found to be at moderate levels in this research. The qualitative analysis informs that variables such as healthy lifestyle, work environment and psychological resilience contribute towards optimum ProQOL scores. The pooled mean estimate was 32.79 (95% CI = 29.57–36) for compassion satisfaction, 24.99 (95% CI = 23.75–26.23) for burnout and 21.99 (95% CI = 18.93–25.06) for secondary traumatic stress, respectively. Mental health nurse managers need to address the factors in the work environment and promote interventions to enhance coping with burnout and STS. Subgroup analyses of country-based economies & regions and years revealed significant results. © 2024 John Wiley & Sons Australia, Ltd.
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    Empirical validation of dimensionality of quality of work life in India
    (Serials Publications scienti@sancharnet.in, 2016) Saha, S.; Kumar, S.P.
    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.
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    Antecedents of employee turnover intention in Indian automotive industry
    (Serials Publications serialspublications@vsnl.net, 2016) Giri, V.N.; Kumar, S.P.; 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.
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    Influence of Trust and Participation in Decision Making on Employee Attitudes in Indian Public Sector Undertakings
    (SAGE Publications Inc. claims@sagepub.com, 2017) Kumar, S.P.; 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.
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    Organizational culture as a moderator between affective commitment and job satisfaction: Empirical evidence from Indian public sector enterprises
    (Emerald Group Publishing Ltd. Howard House Wagon Lane, Bingley BD16 1WA, 2018) Saha, S.; Kumar, S.P.
    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.
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    Prospecting the enablers for adoption of e-recruitment practices in organisations: A proposed framework
    (Inderscience Publishers, 2019) Mishra, S.; Kumar, S.P.
    The purpose of this paper is to provide a framework to understand and predict factors affecting the adoption of e-recruitment practices in organisations. By drawing up theoretical knowledge in human resource management (HRM) and information technology (IT), a framework is developed that delineates the enablers and outcome for the adoption of e-recruitment. It was quite interesting to introduce the population ecology model as the underpinning theory. The authors have identified following enablers of e-recruitment: - environmental factors, cost and time reduction, applicant pool, employer branding and ease of use for applicants and organisations. However, applicant attraction is figured out as one of the vital outcomes of e-recruitment. This study would contribute to the conceptualisation of e-recruitment. Managers may take up the mentioned ideas to develop innovative e-recruitment strategies for attracting future workforce and enhance organisational performance. We have suggested several directions for future research that provides a platform for further exploration. © 2019 Inderscience Enterprises Ltd.
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    E-recruitment and training comprehensiveness: untapped antecedents of employer branding
    (Emerald Group Holdings Ltd., 2019) Mishra, S.; Kumar, S.P.
    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.