N
Naresh Khatri
Researcher at University of Missouri
Publications - 58
Citations - 3846
Naresh Khatri is an academic researcher from University of Missouri. The author has contributed to research in topics: Human resource management & Cronyism. The author has an hindex of 26, co-authored 57 publications receiving 3486 citations. Previous affiliations of Naresh Khatri include University at Buffalo & State University of New York System.
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Journal ArticleDOI
The Role of Intuition in Strategic Decision Making
Naresh Khatri,H. Alvin Ng +1 more
TL;DR: In this article, the authors surveyed senior managers of companies representing computer, banking, and utility industries in the United States and found that intuitive synthesis was positively associated with organizational performance in an unstable environment, but negatively so in a stable environment.
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Brain drain: inclination to stay abroad after studies
TL;DR: The authors examined the reasons for international students' inclination to stay in their host countries in a sample of 949 management students who came to study in the United Kingdom and the United States and found that students' perceptions of ethnic differences and labor markets, their adjustment process to the host country, and their family ties in host and home countries all affect their intention to stay.
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Explaining employee turnover in an Asian context
TL;DR: In this article, the authors examined three sets of antecedents of turnover intention in companies in Singapore: demographic, controllable and uncontrollable, and found that organisational commitment, procedural justice and a job-hopping attitude were three main factors associated with turnover intention.
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Managing human resource for competitive advantage: a study of companies in Singapore
TL;DR: In this article, the authors found that organizational strategy affects HR practices and found that the strategy-HR interaction accounts for more variation in firm performance than the mai..., and they also pointed out that the role of strategy as a contingency has not been adequately addressed.
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From a blame culture to a just culture in health care.
TL;DR: A blame culture is more likely to occur in health care organizations that rely predominantly on hierarchical, compliance-based functional management systems and human resource management capabilities play an important role in moving from a blame culture to a just culture.