Kaushik Chaudhuri

Bio: Kaushik Chaudhuri is an academic researcher from Shiv Nadar University. The author has contributed to research in topics: Strategic human resource planning & Conceptual framework. The author has an hindex of 2, co-authored 4 publications receiving 13 citations.

A study on management practices and manufacturing performance in India and Malaysia

Abstract: Purpose The purpose of this study is to explore the relationship between management practices and manufacturing performance, based on evidence from India and Malaysia – two countries from the cultural area of Southern Asia. Design/methodology/approach The authors theorized by drawing not only on the strategic human resource management (SHRM) literature but also on cross-cultural research. A total of 233 leaders constituted this study’s sample: 96 production leaders from 16 Indian companies and 137 production leaders from 16 Malaysian companies participated in the survey. Findings Some of the high-performance work practices (HPWPs) were effective across India and Malaysia. The use of HPWPs in Indian culture led to better manufacturing performance than the use of HPWPs in Malaysian culture. Research limitations/implications This study did not measure national culture itself but instead used a dummy-coded variable of country as its proxy. Not only can national culture explain varieties in management practices including HPWPs, but it can also interact with these practices to affect performance. Practical implications Indian and Malaysian managers can learn about their management practices from this, and they can learn about benefits they might bring to their workplaces if they manage through the use of HPWPs. Originality/value The authors’ research provides insight into the capability of national culture to moderate the relationship between HPWPs and manufacturing performance, even among two countries situated in the same region of Southern Asia.

Employee relationship and its effect on organisational commitment: a critical look at a Japanese subsidiary of India

Abstract: This article investigates whether the implementation of the management practices on the shop floor of Japanese organisations located overseas in developing economies has affected the employees' organisational commitment. A qualitative study involving in-depth interviews from twenty general employees across different sections of a leading Japanese auto-maker's plant located near the national capital region (NCR) of India, have revealed a depleting relationship and dwindling commitment with their management owing to over intensified work pressure, strain, and stress. The author has proposed four profiles of employee commitments by explaining the phenomenon of employment relationship and employee behaviour through a matrix model coined as 'BION' – balanced, idealists, opportunists and non-committals. The study yielded a majority of respondents, nine employees associating with the profile of the opportunists, followed by seven respondents with the profile of the balanced and only four employees were identified with the idealists. Theoretical and practical implications with limitations of the findings have been discussed.

A Conceptual Framework for Determining Brand Attitude and Brand Equity through Text Analytics of Social Media Behavior

Abstract: Kaplan and Haenlein (2010) defined social media as having three components, namely, concept (art, information, or meme); media (physical, electronic, or verbal); and social interface (intimate direct, community engagement, social viral, electronic broadcast or syndication, or other physical media such as print). In this article, we have attempted to develop conceptual frameworks to establish relationship between brand personality and; functional and need motivations as depicted from social media behavior. These frameworks can be used to predict brand attitude and brand equity. We have also tried to establish the link between brand personality and individual users’ personality as measured through social media behavior. How individual and brand personality is linked with corporate brand value and brand attitude has been analysed too.

An empirical study on commitments of Japanese employees

Abstract: This study explores the linkages among three forms of organisational commitments and occupational (professional) or career commitments of non-managers and managers in Japanese organisations. Is there any conflict between these two forms of employee commitment based on the new performance or result oriented management system that is adopted by Japanese organisations? We undertook interviews and surveyed 308 subjects, which constitute 227 respondents from non-managerial employees with the support of members from RENGO (Japanese Trade Union) and 81 mid-level managers from 18 Japanese companies located in the Kanto region of Japan between 2009 and 2010. Hierarchical OLS regressions indicate that there a 'no-conflict' relationship between occupational commitment and overall organisational commitment of the Japanese employees. The research findings contribute to the limited literature available on the study of both organisational and occupational commitments of employees in Asian workplace setting. Practical relevance of the study has also been discussed.

Digitalization and the future of Management Learning: New technology as an enabler of historical, practice-oriented, and critical perspectives in management research and learning

Abstract: How are historical, practice-oriented, and critical research perspectives in management affected by digitalization? In this article, we describe and discuss how two digital research approaches can ...

Does “CHALTA HAI” culture negatively impacts sustainability of business firms in India? An empirical investigation

Abstract: Chalta hai (it is fine or it is acceptable) is an Indian cultural phenomenon that influences attitude towards work and business and diachronically adversely affects both. The purpose of this study is to explore its impact on the sustainability of business firms operating in India.,The research has firstly undertaken a theoretical study towards the development of appropriate hypotheses and a corresponding conceptual model, with emphasis on the effects of chalta hai culture as a moderator of the predictor-sustainability linkages. The model has been validated statistically through partial least square- structural equation modelling analysis of usable feedbacks from 349 respondents.,The research has concluded that the cultural notion of chalta hai impacts adversely the sustainability of business firms operating in India, with its effects being dominant.,The research has scholarly and executive implications, as well as socio-cultural implications. The sample, however, allows for conclusions to be drawn reliably but with limited generalizability. Additionally, only three predictors have been considered, bestowing upon future research the task of building on the present model through additional pertinent predictors and boundary conditions that will enhance its explanative power.,The research has provided a scientifically developed model that guides Indian firm managers through appropriate steps that dissuade stakeholders from exhibiting the behavioural traits and attitudes of chalta hai culture, highlighting along the way its detrimental effects on Indian business sustainability.,There is little research on the business impacts of chalta hai and regarding the sustainability perspective/focus. In addition, this is in sharp contrast to the spread and impact of the phenomenon. This research and its findings, therefore, are valuable with regard to both their wider context (“chalta hai” business effects) and their specific focus (sustainability).

Assessing user perceptions of the interplay between the sharing, access, platform and community‐based economies

Abstract: Digitally intermediated peer-to-peer exchanges have accelerated in occurrence, and as a consequence, they have introduced an increased pluralism of connotations. Accordingly, this paper aims to assess user perceptions of the interplay between the sharing, access, platform, and community-based economies.,The sharing, access, platform, and community-based economies have been systematically tracked in the social media landscape using Social Media Analytics (SMA). In doing so, a total material of 62,855 publicly posted user-generated content concerning the four respective economies were collected and analyzed.,Even though the sharing economy has been conceptually argued to be interlinked with the access, platform, and community-based economies, the empirical results of the study do not validate this interlinkage. Instead, the results regarding user perceptions in social media show that the sharing, access, platform, and community-based economies manifest as clearly separated.,This paper contributes to existing literature by offering an empirical validation, as well as an in-depth understanding, of the sharing economy's interlinkage to other economies, along with the extent to which the overlaps between these economies manifest in social media.

Competing values in Asian business: evidence from India and Dubai

Abstract: The purpose of this paper is to highlight the fact that investors in the Asian region are shifting their investments from one country to another, in this case, from India to Dubai, in the real estate and infrastructure industry. While countries compete to get investments, competing “values” at the workplace may also influence in attracting the investments. This paper makes use of competing values framework (CVF) to understand this phenomenon and to provide research evidence about differences in workplace cultures in India and Dubai. It is proposed that differences in workplace cultures, besides other non-cultural factors, may influence this phenomenon of shifting of investments between the two countries.,It is an inductive study to investigate why investors are shifting investments from India to Dubai in the real estate and infrastructure industry. This paper further explores literature to support our claim that workplace cultural differences may be responsible for the shifting investments. Next, this paper identifies the instrument called organizational culture assessment instrument using CVF to collect data and plot the cultural profiles at the two country sites.,The findings suggest that workplace cultures in the two country locations are different and could be a reason for Indians to shift their investments to Dubai in the real estate and infrastructure sector. There are both cultural and non-cultural factors, which are responsible for the shift in global investments.,The study has several research implications. It highlights the possibility of a shift in global investments because of cultural and non-cultural differences at the workplace. Specifically, it provides evidence that workplace cultures are different in the two countries and could play a role in the competitiveness of firm and countries. This finding has implications for research in the fields of both strategy and international business.However, this is a preliminary study to explore a recent phenomenon and uses data from only one organization in two countries. Therefore, this paper accepts this as a limitation; however, it creates a potential for further exploration in many directions for future research.,Managers in multinational firms have to deal with subsidiaries in different countries with different cultures. While culture is not traditionally considered an important factor, the study highlights that it may have far-reaching influences on financial decisions. Therefore, managers need to understand cultures and create strategies to deal with diverse cultures.,It is perhaps the first attempt to investigate the workplace culture across India and Dubai in the real estate and infrastructure industry through empirical evidence. Further, in the context of shifting global investments across the two countries, it highlights the importance of workplace cultures towards economic and financial implications for countries in the Asian subcontinent.