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Rupashree Baral

Bio: Rupashree Baral is an academic researcher from Indian Institute of Technology Madras. The author has contributed to research in topics: Corporate social responsibility & Conceptual framework. The author has an hindex of 13, co-authored 39 publications receiving 865 citations. Previous affiliations of Rupashree Baral include Indian Institute of Technology Bombay & Indian Institutes of Technology.

Papers
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Journal ArticleDOI
TL;DR: In this article, the role of work-family enrichment in the relationship between organizational interventions for work-life balance and job outcomes was examined, and it was hypothesized that organizational intervention for worklife balance will be positively related to job outcomes and work to family enrichment will mediate these relationships.
Abstract: Purpose – This paper aims to examine the role of work‐family enrichment in the relationships between organizational interventions for work‐life balance (job characteristics, work‐life benefits and policies, supervisor support and work‐family culture) and job outcomes (job satisfaction, affective commitment and organizational citizenship behaviour). It is hypothesized that organizational interventions for work‐life balance will be positively related to job outcomes and work‐to‐family enrichment will mediate these relationships.Design/methodology/approach – Data were collected from 216 managerial employees through a structured questionnaire from four organizations in India representing manufacturing and information technology (IT) sectors. Analysis was done using multiple regressions.Findings – Job characteristics were positively related to all the measures of job outcomes. Supervisor support and work‐family culture were positively related to job satisfaction and affective commitment. No significant associa...

281 citations

Journal ArticleDOI
TL;DR: The results of the analysis suggest that computer self-efficacy, organizational support, training, and compatibility have a positive influence on ERP usage which in turn has significant influence on panoptic empowerment and individual performance.
Abstract: Complex information systems like the ERP integrate the data of all business areas within the organization. The implementation of ERP is a difficult process as it involves different types of end users. Based on literature, we proposed a conceptual framework and examined it to find the effect of some of the individual, organizational, and technological factors on the usage of ERP and its impact on the end user. The results of the analysis suggest that computer self-efficacy, organizational support, training, and compatibility have a positive influence on ERP usage which in turn has significant influence on panoptic empowerment and individual performance.

186 citations

Journal ArticleDOI
TL;DR: The authors identified core self-evaluations, family support, supervisor support and job characteristics as antecedents of work-to-family enrichment and family satisfaction, job satisfaction, affective commitment and organizational citizenship behavior (OCB) as its outcomes.
Abstract: The present study identifies core self-evaluations, family support, supervisor support and job characteristics as the antecedents of work-to-family enrichment and family satisfaction, job satisfaction, affective commitment and organizational citizenship behavior (OCB) as its outcomes. The participants (n= 245) were employees from four organizations in India from manufacturing and information technology sectors. The results show that job characteristics and supervisor support were the predictors of work-to-family enrichment and core self-evaluations, family support and supervisor support emerged as the predictors of family-to-work enrichment. On outcomes, work-to-family enrichment are the predicator of job satisfaction, affective commitment and OCB and family-to-work enrichment as the predictor of family satisfaction, job satisfaction, affective commitment and OCB. The implications of the findings are discussed.

105 citations

Journal ArticleDOI
TL;DR: In this paper, the role of family support, co-worker support, supervisor support, work-life balance policies (WLBPs), work-family culture and job characteristics, as the predictors of workto-family (WFE) and family-to-work (FWE) enrichment was evaluated.
Abstract: Purpose – The purpose of this paper is to evaluate the role of family support, co‐worker support, supervisor support, work‐life balance policies (WLBPs), work‐family culture and job characteristics, as the predictors of work‐to‐family (WFE) and family‐to‐work (FWE) enrichment. In addition, it explored whether such effects were gender specific by examining the moderating effect of gender.Design/methodology/approach – Data were obtained from a sample of 485 managers in India. Analysis was done using multiple regressions.Findings – Analyses revealed that family support, co‐worker support, supervisor support, WLBPs, work‐family culture and job characteristics predicted WFE while family support and job characteristics predicted FWE. Little moderating influence of gender was found. Gender moderated the relationship between WLBPs and WFE such that the relationship between the two was stronger for women as compared to men. Similarly, gender moderated the link between job characteristics and WFE such that the rela...

75 citations

Journal ArticleDOI
TL;DR: In this article, core self-evaluations (CSEs), family support, co-worker support, supervisor support, job characteristics, work-life balance policies (WLBPs), and work-family culture as the predictors of work-to-family enrichment (WFE) and family to-work enrichment (FWE) were examined.
Abstract: Purpose – The purpose of this paper is to examine core self‐evaluations (CSEs), family support, co‐worker support, supervisor support, job characteristics, work‐life balance policies (WLBPs) and work‐family culture as the predictors of work‐to‐family enrichment (WFE) and family‐to‐work enrichment (FWE) and explore the moderating effect of CSEs.Design/methodology/approach – Data were collected through a questionnaire survey from 485 employees from six organizations in India representing manufacturing, telecommunications and information technology sectors and were analyzed using hierarchical multiple regressions.Findings – Supervisor support, job characteristics, WLBPs and work‐family culture predicted WFE. CSEs, family support and job characteristics predicted FWE. Little moderating influence of CSEs was found. It moderated the relationship between supervisor support and WFE.Research limitations/implications – The cross‐sectional design of the study constrains inferring conclusions regarding causality.Prac...

47 citations


Cited by
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Journal ArticleDOI
TL;DR: Wives' Employment and the Division of family work Basic Patterns of Family Work and Paid Work Paid Work, Sex, and Sex Role Ideology as Determinants of family Work Wives Desire for Greater Husband Participation in Family Work The Consequences of Role Overload Husbands' Psychological Involvement in Work and Family Husbands and Wives' Roles The Issues Today
Abstract: Wives' Employment and the Division of Family Work Basic Patterns of Family Work and Paid Work Paid Work, Sex, and Sex Role Ideology as Determinants of Family Work Wives' Desire for Greater Husband Participation in Family Work The Consequences of Role Overload Husbands' Psychological Involvement in Work and Family Husbands' and Wives' Roles The Issues Today

554 citations

01 Jan 1999
Abstract: Confronted with increasing pressures to limit government spending on social welfare, more and more public policy makers welcome the growing social involvement of corporations. Yet, inasmuch as corporate citizenship may be desirable for society as a whole, it is unlikely to be embraced by a large number of organizations unless it is associated with concrete business benefits. This paper presents past findings and proposes future research directions useful for understanding the potential value of corporate citizenship as a marketing tool. Specifically, after examining the nature of corporate citizenship, the paper discusses its potential impact, first on consumers, then on employees. Two conceptual frameworks are introduced to guide research on the value of corporate citizenship in terms of external and internal marketing respectively.

482 citations

Journal ArticleDOI
TL;DR: This paper develops, and statistically validates a model for understanding the user perceptions on BT adoption, based on the integration of three adoption theories- technology acceptance model (TAM), technology readiness index (TRI), and the theory of planned behaviour (TPB).
Abstract: Blockchain technology (BT) is expected to bring a revolutionary paradigm shift in the manner the transactions are carried in the supply chains. BT provides better visibility and transparency by rem...

480 citations

01 Feb 2010
TL;DR: In this paper, the authors examine the nature and consequences of employer branding and reveal that job seekers evaluate: the attractiveness of employers based on any previous direct work experiences with the employer or in the sector; the clarity, credibility, and consistency of the potential employers' brand signals; perceptions of the employers’ brand investments; and perceptions of their product or service brand portfolio.
Abstract: In many developed economies, changing demographics and economic conditions have given rise to increasingly competitive labour markets, where competition for good employees is strong. Consequently, strategic investments in attracting suitably qualified and skilled employees are recommended. One such strategy is employer branding. Employer branding in the context of recruitment is the package of psychological, economic, and functional benefits that potential employees associate with employment with a particular company. Knowledge of these perceptions can help organisations to create an attractive and competitive employer brand. Utilising information economics and signalling theory, we examine the nature and consequences of employer branding. Depth interviews reveal that job seekers evaluate: the attractiveness of employers based on any previous direct work experiences with the employer or in the sector; the clarity, credibility, and consistency of the potential employers’ brand signals; perceptions of the employers’ brand investments; and perceptions of the employers’ product or service brand portfolio.

306 citations