Papers by Mohammad Faraz Naim
Personnel Review, Aug 5, 2022
PurposeBased on the theoretical underpinnings of the theory of work adjustment and social exchang... more PurposeBased on the theoretical underpinnings of the theory of work adjustment and social exchange framework, the authors contend that an employee's trust in management (TIM) will interact with the flourishing-at-work (FAW) to predict turnover intentions (TIs). Specifically, the authors assumed that FAW will have a stronger negative effect on TIs, given the greater degree of TIM.Design/methodology/approachLeveraging a cross-sectional survey design and data gathered from 587 IT professionals working in India, the findings revealed that FAW negatively predicted TIs. More importantly, TIM accentuates or moderates the negative relationship between FAW and TIs.FindingsSpecifically, TIM was found to have a significant moderating effect on the relationship between (1) psychological well-being (PWB) and TIs, (2) social well-being and TIs. Interestingly, a nonsignificant moderating effect was observed on the relationship between emotional well-being (EWB) and TIs.Research limitations/implicationsThe research findings of this study might be context-specific as the IT industry in India generally has high attrition, so obviously, a higher TIs is expected from IT professionals. Therefore, future studies should explore a different industry may be manufacturing and so on, to test the current study's research framework.Practical implicationsThese are highly important contributions to the extant scholarship on FAW, as the study offers new wisdom into how FAW influences TIs under the contingent effect of TIM.Originality/valueThis is the first of its kind study to explore the moderating role of TIM on the link between FAW and employees' TIs.
Industrial and Commercial Training
Purpose This paper aims to examine the relationship between empowering leadership and the holisti... more Purpose This paper aims to examine the relationship between empowering leadership and the holistic well-being construct, i.e. flourishing-at-work. Design/methodology/approach On the basis of an extensive review of literature and using conservation of resource (COR) theory and self-determination theory (SDT), this study proposes a conceptual framework with employee work passion (EWP) as a link connecting empowering leadership and flourishing-at-work. Findings Empowering leadership has the ability to enhance EWP and thereby increase the overall well-being of employees (flourishing). Moreover, the study demonstrates that EWP serves as a potential mechanism connecting empowering leadership and flourishing-at-work. Research limitations/implications Being a conceptual paper, the proposed framework lacks empirical validation. Practical implications Organizations should focus on leaders with empowering behaviours and strive towards increasing EWP. Originality/value To the best of the author...
Routledge eBooks, Apr 26, 2023
Thriving in Digital Workspaces, 2019
The main purpose of this chapter is to examine the relationship between workplace use of social m... more The main purpose of this chapter is to examine the relationship between workplace use of social media, collaboration, psychological need satisfaction and Millennial employees’ affective commitment. Based on a review of extant literature and using social exchange theory, this study develops a conceptual framework to spur affective commitment of Millennials. Different workplace patterns of social media application offer opportunities to enhance collaboration. It can facilitate the fulfilment of employees’ psychological needs, leading to an increased affective commitment. The framework suggests a social media-enabled approach of collaboration to satisfy Millennial employees’ psychological needs, leading to their affective commitment. The framework should be empirically tested in future research. This study contributes to the literature in human resources pertaining to social media as an asset to promote collaboration and develops a linkage between social media and Millennial employees’...
Strategic HR Review, 2020
Purpose The purpose of this paper is to illustrate existing learning and development (L&D) practi... more Purpose The purpose of this paper is to illustrate existing learning and development (L&D) practices of an Indian HR consulting firm. Design/methodology/approach Structured interviews were conducted with 24 delivery managers to collect primary data and then content was analysed to develop the case study. Findings Mentoring, cross-training, knowledge sharing, job rotation, eLearning and social media–enabled learning tools are instrumental in executing L&D strategy of the case company. Research limitations/implications The author recognises the scope of this study is limited to the HR consulting sector in India, and it lacks empirical investigation. Practical implications Organisations must implement a holistic L&D strategy. Originality/value It is one of the first studies to explore L&D practices in the context of Indian HR consulting sector.
Employee Relations, 2018
Purpose The purpose of this paper is to present a conceptual framework of development, commitment... more Purpose The purpose of this paper is to present a conceptual framework of development, commitment, and retention of Generation Y employees. Design/methodology/approach Based on a review of existing literature and using social exchange and social constructivist approach, this study presents a conceptual framework with mentoring, strategic leadership, social media, and knowledge sharing as its key constructs to retain Generation Y employees. Findings Mentoring, strategic leadership, social media, and knowledge sharing have a great potential to foster competency development. Competency development is critical to evoke affective commitment of Generation Y employees, which in turn results in intention to stay forth. Research limitations/implications The proposed conceptual framework should be empirically validated in the future research. Practical implications Organisations should incorporate mentoring, strategic leadership, social media, and knowledge sharing into their talent managemen...
Journal of Knowledge Management, 2017
PurposeThe present study aims to explore knowledge sharing to evoke affective commitment of Gen Y... more PurposeThe present study aims to explore knowledge sharing to evoke affective commitment of Gen Y employees through competency development.Design/methodology/approachThe research uses cross-sectional survey to collect primary data. A questionnaire is developed based on extensive review of literature. A sample was obtained from Gen Y employees (born between 1980 and 2000) working in software organizations in India. In total, 582 completely filled, usable questionnaires were obtained.FindingsResults indicate that knowledge sharing has a positive effect on competency development of Gen Y employees, which in turn, positively predicts affective commitment. Furthermore, this would result in the enhancement of employee competencies and eventually, the generation of affective commitment.Research limitations/implicationsThis study was limited to the software development professionals working in Indian organizations Therefore, researchers should test the research model further in other indust...
Industrial and Commercial Training, 2017
Purpose Inspired by India’s focus in the 11th and 12th Five Year Plans on fulfilling the surging ... more Purpose Inspired by India’s focus in the 11th and 12th Five Year Plans on fulfilling the surging energy needs, the purpose of this paper is to capture the Quality of work life (QWL) in the Indian power sector. Design/methodology/approach QWL measured with seven dimensions was validated with CFA, and the χ2 difference test based on the Bonferroni method (Simes, 1986) was used for discriminant validity. Individual processes were analyzed with correlation analysis and ANOVA. The influencers of QWL in three processes were compared with standardized coefficients and model fit indices. Findings Freedom from work-related stress, salary, relationship with work colleagues, job security and communication and job satisfaction positively influenced QWL. Supervisor support was not found to influence QWL, while job involvement was found to negatively influence QWL. Research limitations/implications The scope of this study is limited to India, however, and results may not generalize to other count...
Industrial and Commercial Training, 2017
Purpose The purpose of this paper is to examine the talent management (TM) system in an Indian IT... more Purpose The purpose of this paper is to examine the talent management (TM) system in an Indian IT organisation. Design/methodology/approach Structured interviews were conducted to collect primary data and then content was analysed to develop the case study. Findings Recruitment, talent development, knowledge management, social media, performance management, and rewards are the main practices associated with TM. Research limitations/implications The authors acknowledge that the scope of the study is limited to the IT sector and the study is not empirically tested. Practical implications HR managers should embrace the practices of TM of the case organisation to effectively manage their workforce. Originality/value This is a first study to unravel TM in the Indian IT industry context.
International Journal of Business and Systems Research, 2017
In the present competitive business environment, organisations are far more focusing on their emp... more In the present competitive business environment, organisations are far more focusing on their employees. The workforce is undergoing tremendous transformation characterised by the influx of Gen Y employees, making them the significant segment of the workforce. However, they are inherently different in attitude and work ethics from their predecessors, and have a strong tendency to switch jobs frequently. Thus, it is imperative to effectively retain this generation for organisational sustainability. Therefore, this study aims to explore certain human resource interventions for the retention of Gen Y employees. Furthermore, consistent with the extant literature, this study presents a conceptual model integrating mentoring and social media to retain Gen Y employees. The conceptual model is significant for scholars as well as professionals. It provides useful insights to assist management in bolstering the retention rates among Gen Y employees. Future avenues of research are also recommended thereafter.
Industrial and Commercial Training, 2016
Purpose– The purpose of this paper is to identify the relationship between knowledge sharing, com... more Purpose– The purpose of this paper is to identify the relationship between knowledge sharing, competency development, affective commitment, and Gen Y employees’ intention to stay.Design/methodology/approach– Based on a review of extant literature and using social exchange, and social constructivist approach, this study develops a theoretical rationale behind developing a conceptual framework to retain employees of the Gen Y segment.Findings– Knowledge sharing in the organization has a great potential to foster competency development and generate a sense of affective commitment and intention to stay of employees of Gen Y.Research limitations/implications– A conceptual framework of knowledge sharing for competency development could assist HR managers in fine-tuning their retention strategy for Gen Y employees. The future work should carry out the empirical validation of the suggested conceptual framework.Practical implications– Organizations should focus on knowledge sharing to enhanc...
Europe’s Journal of Psychology, 2017
The present study is aimed at investigating the impact of mentoring on intention to stay of Gen Y... more The present study is aimed at investigating the impact of mentoring on intention to stay of Gen Y employees working in Indian IT industry. Also, the mediating roles of perceived organization support and affective commitment are examined. Primary data were collected from a sample of 314 Gen Y employees (born between 1980-2000) from IT industry in Delhi, NCR India. Data analysis was carried out using AMOS and SPSS to test sequential mediation. Findings reveal that mentoring has a direct influence on intention to stay of Gen Y employees and perceived organization support and affective commitment sequentially mediate the relationship between the two. This study contributes to the literature on mentoring, perceived organization support, affective commitment, and intention to stay.
Psychology of Retention, 2018
The primary objective of this chapter is to explore the role of mentoring in the talent retention... more The primary objective of this chapter is to explore the role of mentoring in the talent retention of Millennial employees. Grounded on social exchange and social learning perspectives, this chapter develops a conceptual framework to reduce turnover intentions of Millennial employees. The conceptual framework suggests that workplace mentoring facilitates personal learning, contributing to affective commitment, which in turn, reduces turnover intentions of Millennila employees. The framework is significant for academics and practitioners. It provides useful insights to assist management in bolstering the retention of Millennial employees. This chapter contributes to the literature on mentoring, affective commitment, and turnover intentions. This is also one of the first study that addresses mentoring and talent retention from a generational perspective. Organizations therefore, should integrate mentoring into the talent management strategy to develop and retain Millennial employees. Limitations and future direction of research are outlined thereafter.
European Journal of Business and Management, 2014
Social media has enmeshed into fabric of Generation Y (Gen Y), becoming part of their daily lives... more Social media has enmeshed into fabric of Generation Y (Gen Y), becoming part of their daily lives. Gen Y is the fastest growing workforce segment and its engagement is a top priority for organizations. The purpose of this paper is to explore the role of social media in engaging Gen Y employees and it highlights the burgeoning influence of social media on this generation. Furthermore, in congruence with psychological profile of this generation, a conceptual framework is proposed based on socio-technical system theory to engage Gen Y employees by leveraging social media tools. Implications and future direction of research are also discussed thereafter. Keywords : Social Media, Gen Y, HR, Retention
Emerald Emerging Markets Case Studies, 2021
Learning outcomes After a thorough analysis of the case, students will be able to do the followin... more Learning outcomes After a thorough analysis of the case, students will be able to do the following: understand the building blocks of incentive structure in an organizational setting. Review the existing incentive structure at WINFORT. Develop effective incentive approaches to motivate employees at workplace. Illustrate the importance of performance management review to motivate employees. Case overview/synopsis The case explores the motivational state of a talent acquisition executive or talent scout working for a staffing firm, WINFORT Services in New Delhi, India. The two main characters in the cast are Helena Stacy, the Lead Talent Scout at WINFORT and Sofia Williams, the Talent scout. There was a meeting conducted between Helena and Sofia regarding the latter’s performance review held annually. However, to Sofia’s surprise, she could to get any salary hike this time as she failed to achieve her given targets. This led to a serious altercation between the two and resulted in Sof...
Global Business and Organizational Excellence, 2021
Redefining the Psychological Contract in the Digital Era
Global Perspectives on Change Management and Leadership in the Post-COVID-19 Era
This chapter aims to combat the challenge of employee engagement faced by organizations across th... more This chapter aims to combat the challenge of employee engagement faced by organizations across the globe during this uncertain world. This theoretical study suggests a conceptual model that explores adaptive leadership to evoke employee engagement in this pandemic context. Based on the theoretical lens of social exchange theory (SET), the conceptual model of the study illustrates the role of adaptive leaders in facilitating employee development, formation of social capital, and articulation of organizational vision. This, in turn, boosts employee engagement levels, in particular affective, cognitive, and physical engagement. The rationale of the conceptual model is provided with testable propositions. This chapter extends the human resource management scholarship on how to deal with employee engagement challenge. Simultaneously, it takes aim to expand the adaptive leadership theory research by exploring its possible effect on employee engagement outcomes.
Applications of Work Integrated Learning Among Gen Z and Y Students
The chapter focuses on a relevant topic of interest for academics and practitioners alike. Levera... more The chapter focuses on a relevant topic of interest for academics and practitioners alike. Leveraging a review of scholarly and practitioner literature, this chapter proposes a broad map of Gen Z employees' learning and development preferences at workplace, using a Work-integrated learning perspective. Findings suggest that Gen Z employees place a strong emphasis on continuous learning and development, access to technological solutions, collaborative and informal learning, consistent feedback, an enabling learning ecosystem, mentoring, gamification in learning, and knowledge sharing. This study offers insights for HR managers and policymakers to configure generation-specific practices and create an appealing learning ecosystem, congruent to learning styles of Gen Z members. It illustrates how organizations should revamp their existing learning and development (L&D) strategy to suit Gen Z learning expectations. The results of the study furnish crucial implications for learning an...
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Papers by Mohammad Faraz Naim