Karriereerfolg als Ergebnis des Personalmanagements

Strategic human resource management has avoided to evaluate its efforts in relation to employees’ careers. Recent research has investigated a selection of individual human resource management (HRM) practices (e.?g., training and development, mentoring, career development, talent management, performance appraisal) in relation to objective and subjective career success, but failed to study HRM systems or bundles. This paper argues that HRM systems and career success can be connected via human capital theory because human capital is understood as an organizational resource and as an individual antecedent to careers. Based on extant research that relates individual HRM practices to objective or subjective career success, this paper reviews and discusses the relationship between bundles of HRM practices and the individual practices contained therein and career success. The final conclusion suggests that evaluations of HRM systems should take careers into account because organizations rely on employees’ human capital. Future research should focus more intensely on the role of HRM for the development of careers also across organizations.     

The uses and abuses of time: globalization and time arbitrage in India's outsourcing industries

Globalization has undoubtedly altered our conceptions and experience of time. It has sped up the pace of life and some scholars even suggest that a new temporal order is supplanting ‘natural’ and pre‐existing cycles and rhythms. Yet time is not dissolved in the global circuits of capital. Rather, globalization has brought about a complex mixture of temporal orientations; the workplaces of ‘new economy’, for example, are traversed by novel and retrograde modes of work pace, rhythm and time‐discipline. In this article, I explore the temporal implications of the outsourcing of information technology‐based service work to India. Drawing on fieldwork and interviews with workers, managers and executives in the Indian IT and Business Processing Outsourcing industries, I address the following questions: (1) How are corporations using time arbitrage to reap the full benefits of a globally dispersed labour pool? (2) What impacts are these temporal changes having on the health and social lives of Indian workers? For corporations, time arbitrage means increased efficiency and cost‐savings. But for workers, it results in long hours, an intense work pace, and temporal displacement. Night‐shift employees, such as call centre workers, are particularly vulnerable to such displacement, as manifested in health and safety problems and social alienation. Globalization therefore does not entail the loosening of temporal chains, but their reconfiguration: a combination both rigid and flexible that binds even as it liberates.     

“Being Indian,” “Being American”

Summary

This is a cross-cultural study that seeks to understand an aspect of Asian Indian women's realities by exploring concepts such as: attitudes toward gender roles, level of stress in their lives, and their ethnic identity. It compares Asian Indian women raised in the U.S. (n = 45), with women born and raised in India (n = 50) and with European American women in the U.S. (n = 50). Additionally, excerpts from in-depth interviews with Asian Indian women in the U.S. are included. Most Asian Indian women in this study feel that they are both Indian and American and feel the two can be very well combined. However, they have problems with their families for not being Indian enough, especially on issues regarding marriage, career choice, and dating. The study found that “being Indian” might be different for the first generation Indian immigrants and the Asian Indian women who were born and raised in the U.S. These Asian Indian women are striving to claim a new identity for themselves, one which is both Indian and American.     

Challenges and opportunities of business process outsourcing in India

We identify managerial challenges and opportunities faced by business process outsourcing (BPO) firms in India by interviewing 28 executives in lower (n = 10), middle (n = 11), and upper management (n = 7) in 15 BPO firms. Content analysis of the responses revealed human resources and organizationrelated challenges as the most critical issues. SWOT (Strengths, Weaknesses, Opportu-nities, Threats) analysis uncovered future opportunities, e.g., Knowledge Process Outsourcing. Secondary data, from four global research agencies and a national trade association, supported our findings. Organizational changes to address challenges and to exploit opportunities are explored.     

Immigration,trade and ‘ethnic surplus value’: a critique of Indo–Canadian transnational networks

It is often argued that countries hosting large populations of skilled immigrants might benefit from their cultural and economic competencies in the development of international trade networks. Yet, in so doing, the state can be criticized for fetishizing the ethnic immigrant in market terms in order to extract ‘ethnic surplus value’. In this article, I examine these debates empirically in the case of India–Canada immigration and trade using interviews with traders, officials and immigrant entrepreneurs in British Columbia, Canada. Findings suggest that the supposedly positive relationship between trade and immigration is not obvious in the India–Canada case and there is no convincing evidence of the state managing successfully to extract ‘ethnic surplus value’. Rather, what appears most compelling is evidence of what can be termed a discourse of regional disadvantage circulated by immigrant and non‐immigrant business actors alike regarding the nature of India–Canada relations. Interview respondents link this discourse of disadvantage to the regional history of Indian immigration to Canada, which has traditionally comprised Sikhs from rural Punjab, and it functions to essentialize Indian immigrant ethnicity spatially within both the Indian and Canadian contexts. I focus on the theme of the extraction of ‘ethnic surplus value’ and regional disadvantage to reveal the limitations of both arguments about the economic nature of immigrant‐led network development. In both cases, I challenge these ideas with a critical emphasis on the role of immigrant agency and offer a more nuanced and complicated reading of the role of the state. As a result, I offer a detailed reading of how socio‐spatial immigrant networks are formed and operate at the regional scale, and how this complicates more abstract theoretical formulations regarding the trade and immigration nexus.     

Determinants of Profitability of Banking Sector in India

India currently is one of the fastest growing economies in the world. One sector of Indian economy that has played a critical role in transforming the Indian economy has been its banking sector. But this sector of Indian economy has also gone through a major transition that is still in progress. Many events and policies have contributed in this transition. One pivotal variable has been the growing profitability of this sector in the recent years. But profitability in banking sector is affected by numerous factors. These factors can be internal or external. In this research we shall try to examine the most important factors that may stem from both internal and external factors, which affect profitability of Indian banking sector. For this study a balanced panel data set is used that is drawn from Indian banking industry. The data is compiled for the purpose of investigating the nature of the relationship between the profitability and the factors that determine profitability of banks in India. The results of the study clearly demonstrate a close correlation between both internal and external factors and the level of profitability of banks in India.     

“One should follow the wind”: Individualized filial piety and support exchanges in Indian immigrant families in the United States

Within the context of social and demographic transformation, including trend toward globalization, changing patterns of longevity and immigration, this study examines the informal support exchanges between older parents and their adult children in Indian (South Asian) multi-generational families in the United States. Guided by symbolic interactionist thought and a life course perspective, this paper draws on qualitative data from in-depth, semi-structured interviews with 10 older adults in Atlanta, Georgia to study their expectations of and experiences with family support and the principles of Grounded Theory Methods informed our analysis. Filial piety, known as seva in the Indian culture, was used as a framework by the participants to make sense of support exchanges and intergenerational relationships within their own families. Participants' accounts of support exchanges with their parents in India do not always match with the support exchanged with their children in the U.S. The similarities and differences participants speak of as they compare themselves to the traditional practices surrounding seva suggest “individualized” practices of intergenerational relationships/familial support and the influence of and interplay between individual, familial, and wider societal forces. Our findings have implications for policy and practice with older immigrant adults and their families, and shed light on the experiences of growing old in a foreign land.     

Transnational ties and ethnic identities in the parental homeland: second-generation Indian Americans in India

ABSTRACT

This article explores the ‘return’ migration of high-skilled, second-generation Indian-Americans from the United States to India. Based on interviews with fifty-six respondents, it asks: What transnational ties do second-generation Indian Americans maintain with India prior to return? Upon return, what are their ‘reverse’ transnational linkages to the United States? How do these linkages shape their ethnic identities, if at all? Findings suggest that respondents’ transnational ties to India prior to return reinforce their identities as Indian Americans. Once in India, they maintain affective and civic ties to the United States, the country where they were born or raised. Further, American-inflected social ideas and norms shape returnees’ interactions with domestic workers in India. As they grapple with the disparities between Western and Indian norms on the treatment of domestic help, respondents privilege ‘American’ identities. These findings highlight the transnational ties and identity construction and negotiation of second-generation returnees.     

Re-imaging everyday routines and educational aspirations under COVID-19 lockdown: Narratives of urban middle-class children in Punjab,India

Based on in-depth interviews with 24 middle-class Indian child participants, this is the first exploratory qualitative study, in India, to demonstrate the ways in which children as reflexive social actors re-negotiated everyday schedules, drew on classed resources at their disposal and made sense of the impact of the pandemic on their educational pathways and future aspirations. These narratives offer a unique lens on the politics of middle-classness and its constitutive relation to constructions of normative childhoods in contemporary India. Study findings contribute to the sociology of Indian childhood and more generally help enrich our understanding of southern childhoods and the reproduction of inequalities in contemporary India.     

The diasporic pursuit of home and identity: dynamic Punjabi transnationalism

This paper examines the pursuit of home within a diasporic British Indian Punjabi community. It is argued that the British Asian transnational pursuit of home is significantly shaped by the dynamic social context of South Asia as well as social processes within Britain and across the South Asian diaspora. Drawing upon a decade of original, transnational, ethnographic research within the UK and India, I analyse the rapidly changing social context of Punjab, India, and the impact of this upon the diasporic Punjabi pursuit of home. I particularly argue that increasing divisions between the UK diasporic group studied and the non‐migrant permanent residents of Punjab, which are intrinsically related to processes of inclusion and exclusion within Punjab, especially the changing role and significance of land ownership and changing consumption practices therein, in turn connected to the increasing influence of economic neoliberalization and global consumer culture within India, significantly shapes the (re)production of home and identity amongst the Punjabi diaspora. Recent manifestations of these social processes within Punjab are threatening the very lived Indian home of some diasporic Punjabis, their Indian ‘roots’.     

Professional Women, Good Families: Respectable Femininity and the Cultural Politics of a “New” India

This study of professional software women in urban India examines practices of respectable femininity and discourses of the Indian family to understand the changing and abiding aspects of a seemingly new national culture. Colonial and nationalist constructs of the Indian home, and the middle-class women who protected that home, continue to powerfully shape everyday articulations of national belonging, even as they are transformed through individual negotiations and a global economy. Drawing from extensive interviews and ethnographic work, this paper analyzes the interplay of gender, class, and nation in contemporary urban India as individualized, gendered efforts to accumulate symbolic capital.

Managing human resource shortages in a unionized setting: Best practices in air traffic control

Human resource shortages require effective human resource management (HRM). Findings from research about ongoing labor shortages in air traffic control (ATC) are used to build a preliminary theory of appropriate HRM responses. Our international sample of major ATC agencies generally developed a set of best HRM practices to attract, motivate, and retain human assets. Key factors included (1) cultural and institutional norms, (2) technological change, (3) union responses, and (4) organizational form and structure (e.g., civil service versus commercial firms). While ATC’s rare human aptitudes, lengthy training to develop firm-specific human capital, and lifelong employment may limit the preliminary theory’s general applicability, crucial lessons emerge about human resource planning. This research was conducted with the support of the Social Sciences and Humanities Research Council, the Rice Fellowship, the Ziegler Fellowship, and the Center for International Business Studies at the University of Alberta. We are indebted to the individuals interviewed.     

The Impact of Psychological Contract Violations on Exit, Voice, Loyalty, and Neglect

This study examines the relationships betweenviolations of employees' psychological contracts andtheir exit, voice, loyalty, and neglect behaviors. Usinga sample of over 800 managers, this research found that psychological contract violations resultin increased levels of exit, voice, and neglectbehaviors and decreased levels of loyalty to theorganization. In addition, this research examines themoderating effects that situational factors (such as theavailability of attractive employment alternatives) haveon the relationships between psychological contractviolations and managers' behaviors. The results suggest that these situational factors moderatethe relationship between psychological contractviolations and exit, but not the relationships betweenpsychological contract violations and voice, loyalty, or neglect. Finally, this research alsoexamines differences in the nature of psychologicalcontract violations experienced across three categoriesof workers: new managers entering the workforce,expatriates and managers in international business, andmanagers working in downsizing or restructuring firms.The results suggest that psychological contractviolations are both more frequent and more intense among managers working in downsizing or restructuringfirms, particularly in terms of job security,compensation, and opportunities foradvancement.     

Non-profit organisations in India: historical development and common patterns

The article documents the history of the Indian voluntary or non-profit sector involved in socio-economic development of the country. Specifically, three questions are addressed. What type of voluntary organisations existed at what periods of history, and what were their primary activities? Who were the founders, and what were their motives? Can we detect common themes or underlying patterns in the way in which the Indian voluntary sector has developed? Or in other words: what is the institutional genesis of the non-profit or voluntary sector in India? The findings are based on multiple sources — literature review, interviews and observation, and information requested through the mail. The article differs from most historical studies on Indian non-profit organisations because it takes an analytical approach by drawing from contemporary literature on such organisations.     

Old and New Forms of Giving: Understanding Corporate Philanthropy in India

Corporate philanthropy in India is burgeoning due to a fast growing economy, rise in the number of billionaires, and the recent introduction of legislation that mandates spending 2 % of company profits on corporate social responsibility. Through analysis of key historical and anthropological texts, we argue that ‘business philanthropy has a long and honorable history in India’ (Sidel, Voluntas: International Journal of Voluntary and Nonprofit Organizations 12(2):171–180, 172, 2001), and explain this with reference to Indian giving practices from Hindu, Mughal (Muslim), British Raj, and Gandhian traditions. We then move into a review of the emerging field of literature on corporate philanthropy, to explore how these traditions synthesized with contemporary global business and economic practices to create a distinct form of Indian corporate philanthropy. We necessarily also include an overview of its salient critiques. This will be of interest to those concerned with Indian philanthropy and of culturally specific scholarship of philanthropy.     

A Critical Analysis of the Social Work Literature on Disabilities

Abstract

The principles of empowerment and demedicalization have been central to the formulations of rehabilitation and social service practices as well as case management, a core community support service provided to people with psychiatric disabilities. This study describes empowering and demedicalized practices in mental health case management. Semi-structured interviews were conducted with thirty leaders in the mental health consumer movement and five professionals. Twenty-five categories of such practices were developed and are presented. Findings have implications for both the nature of the interaction between case manager and client and for program structures, activities, and missions.     

Perceived discrimination,traditional practices,and depressive symptoms among American Indians in the upper midwest

American Indian adults are thought to experience significant depressive symptoms at rates several times higher than adults in the general population, yet we know very little about factors associated with depressive symptoms among this under studied group. Many researchers have argued that depressive symptoms are associated with conflicts between American Indian traditional cultural values, practices, and beliefs and those of the majority culture. This report, based on a sample 287 American Indian adults from the upper Midwest, takes into account two measures of cultural effects: perceived discrimination, as one indicator of culture conflict, and traditional practices, as a measure of cultural identification. The results indicate that discrimination is strongly associated with depressive symptoms among American Indian adults and that engaging in traditional practices is negatively related to depressive symptoms. Moreover, interaction effects between perceived discrimination and traditional practices indicate that engaging in traditional practices buffers the negative effects of discrimination among those who regularly participate in them.