Management Studies - Publications

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Browsing Management Studies - Publications by Author "Chillakuri, Bharat"
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    Examining the effects of workplace well-being and high-performance work systems on health harm: a Sustainable HRM perspective
    ( 2021-01-21) Chillakuri, Bharat ; Vanka, Sita
    Purpose: This paper aims to provide an empirical investigation into the mediating role of high-performance work systems (HPWS) on health harm (HH). The study also examines the negative moderated role of workplace well-being (WW) and its indirect effect on work intensification (WI) and HH. The paper highlights the implications of the HH on individuals, organizations, families and societies and recognizes the need for sustainable human resource management (HRM) practices that drive employee well-being, thereby reducing the HH. More importantly, the study extends the understanding of sustainable goals through sustainable HRM. Design/methodology/approach: Data was collected using four established scales. The data collected from 324 executives were analyzed using the SPSS 25.0 Version and AMOS 21.0. Findings: The study results confirmed that WW practices reduce the adverse effects arising out of HPWS and WI. The results proved that WI is positively related to HH, and that WW moderates the relationship between HPWS and HH such that HPWS is more positively associated with HH when the WW is low compared to when WW is high. Research limitations/implications: The data were collected from executives working in Information Technology (IT) organizations in India. The findings and the implications may not be generalized to other industries, as the data is collected from IT professionals. Practical implications: The study highlights the need for organizations to develop sustainable HRM practices to minimize the HH of work. Organizations should implement well-being interventions and develop activities that promote an individual’s mental and physical well-being alongside limiting work intensity. Originality/value: HRM Literature reveals the positive effect of HPWS that it engages employees to achieve a competitive advantage to the firm. However, this study examines and empirically proves the negative impact of HPWS on employee health and well-being.
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    Linking sustainable development to startup ecosystem in India - A conceptual framework
    ( 2020-01-01) Chillakuri, Bharat ; Vanka, Sita ; Mogili, Ramanjaneyulu
    Entrepreneurship and innovation are the engines of economic growth and the societal progress (Allen, 2009). Experience evidence that entrepreneurial drive by itself cannot deliver sustainable economic growth and hence, requires the support of an ecosystem that is sustainable and scalable. In spite of the considerable advances and breakthrough in the rise and growth of startups, the number of startups that have attained the status of unicorns in India is not so encouraging thus, underlining the need for a sustainable ecosystem. The 2017 Global Startup Ecosystem Report indicates that several Indian startups struggle for survival and thus a renewed focus on the recent advances and the forces that underpin the startup ecosystem in India assumes significance. Against this background, the paper underscores the need for linking sustainability to the start-up ecosystem and proposes a framework with the help of triple bottom line approach to sustainable development.
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    Understanding the effects of perceived organizational support and high-performance work systems on health harm through sustainable HRM lens: a moderated mediated examination
    ( 2020-01-01) Chillakuri, Bharat ; Vanka, Sita
    Purpose: The purpose of this paper is to provide an empirical investigation into the mediating effect of high-performance work systems (HPWS) on health harm (HH). The paper also examines the role of perceived organizational support (POS) and its indirect effect on work intensification (WI) and HH through HPWS. Further, the implications of the HH on individuals, organizations, families and societies are also presented. Recognizing the need for sustainable human resource management (HRM) practices that drive employee well-being and reducing HH is also highlighted. Design/methodology/approach: Data for the study were collected using four established scales. The data collected from 345 executives were analyzed using the SPSS 25.0 Version and Amos 21.0. Findings: The study confirmed that work intensification causes HH. The results also indicate the significant mediation of HPWS and the moderation of POS between WI and HH, thus suggesting the inevitability of HR intervention for implementing sustainable HRM practices, which reduce the negative harm of the work. Research limitations/implications: Data were collected from executives working in IT organizations in India. However, IT work exhibits broadly similar technology/platforms across the world and hence, applicable to the other contexts as well. Practical implications: The study suggests that organizations should formulate policies and initiate interventions toward the care of employees, motivating toward higher performance and support them to prevent HH of work. It is difficult to categorize what comprises the care of employees in the current context of HPWS and treating employees as an end in itself. Generally, it is seen in terms of health and safety, work–life balance, remuneration, workload, job role and job design. People are core to sustainable development, and the HR must design and develop systems so that the organization can retain a healthy and productive workforce from a sustainability perspective. Moreover, sustainable work performance is a function of high resource levels of employees (energy, time and competences) and the allocation of resources, leading to resource regeneration. Hence, organizations need to source from a variety of sources and balance it for the sustainable performance of employees. Originality/value: The HRM literature reveals the positive effect of POS on employee health, but studies that investigated the adverse impact of POS are notably absent. The study bridges this gap and is novel, as it explores the moderating role of POS on HPWS and HH and reaffirms the need for building sustainable organizations and sustainable HRM practices. Moreover, the paper provides contextual support to the literature, where studies relating to sustainable HRM practices in developing countries like India are absent.