Sunil Kumar Maheshwari

Bio: Sunil Kumar Maheshwari is an academic researcher from Indian Institute of Management Ahmedabad. The author has contributed to research in topics: Health care & Human resources. The author has an hindex of 10, co-authored 36 publications receiving 280 citations.

Insurance Industry in India: Structure, Performance, and Future Challenges:

Abstract: With the liberalization and entry of private companies in insurance, the Indian insurance sector has started showing signs of significant change. Within a short span of time, private insurance has ...

Exploring the mediating role of work engagement between the linkages of job characteristics with organizational engagement and job satisfaction

Abstract: The purpose of this study is to empirically test a hypothesized model establishing job characteristics as an antecedent of work engagement leading to job satisfaction and organizational engagement of employees working with public sector banks (PSBs) in India.,Based on responses to a survey questionnaire by a sample of 622 Scale I employees of Indian PSBs, the hypothesized mediation model was tested with SPSS macro (Preacher and Hayes, 2004).,The testing of hypotheses established that job characteristics positively influence work engagement, organizational engagement and job satisfaction. The full mediation by work engagement between the relationships of job characteristics with job satisfaction and organizational engagement is established after the testing of mediation hypotheses.,Jobs of banks (especially in the public sector) are recommended to be enriched with more emphasis on offering employees with identifiable and significant tasks that have autonomy in decision-making and feedback. PSBs should also focus on developing a positive perception of employees toward job design, to increase their levels of job satisfaction and organizational engagement through engaging them with work.,The contribution of this study should be understood in many ways. First, the study has introduced work engagement as a mediator in the study model (between job characteristics and job satisfaction) replacing the three psychological conditions (i.e. experienced meaningfulness, experienced responsibility and knowledge of results) of job characteristics model. Further, the main contribution of this study is the exploration of the linkage between work engagement and organizational engagement. The relationship between these two forms of engagement (i.e. work and organization) has been very rarely investigated in the literature. Finally, this study has attempted to hypothesize a model proposing work engagement as a mediator between the job characteristics and organization engagement which does not seem to be studied so far.

Turning Around a State Owned Enterprise: The Case of Scooters India Limited

Abstract: Past research on firm turnaround shows that the propensity of an organization to undertake a successful turnaround depends on a complex interaction between action choices in the organization and constraints in the business environment. This article extends this line of research by examining corporate decline and turnaround in an environment with numerous challenging environmental constraints: the state-owned sector in India. Using an in-depth case study of a state-owned enterprise in India, this research found that the business environment, the firm's decision-making process, its leadership characteristics, and the stakeholders' responses were are all found to influence the firm's action choices and turnaround process. This study also shows that in addition to the strategic and operational changes so commonly associated with firm turnaround, the importance of leadership and the basic credibility of the firm's top management with major stakeholders and government officials also play key roles in the turnaround.

Human Resource Issues Implications for Health Sector Reforms

Abstract: Given the growing complexities and challenges it faces, reforms in the health sector are inevitable. They generally focus on making the health systems responsive through strengthening financial systems, ensuring local participation and public–private partnerships, and autonomy of health facilities. It is only through these reforms that deficiencies in the health sector can be addressed. The process is also likely to help in developing strategies that ensure effectiveness and efficiency of resource use. However, the reform process makes some fundamental assumptions about the intrinsic organisational and professional commitment and availability of skilled and competent health care professionals. This paper examines the commitment of district-level health officials in the new state of Chhattisgarh in India. Since development-oriented human resource practices are powerful tools that commit health professionals to enhance the quality of care, we believe that health sector reforms should concentrate on human re...

Ethics in Organizations: The Case of Tata Steel

Abstract: The concern for ethical decision-making among the regulators, social groups and managers has substantially increased since failure of some of the prominent business organizations like Shell and Enron owing to strong social condemn of some of their business practices. This paper reviews literature to address this concern by examining and discussing significant issues of ethical decision making in organizations. Literature shows that authors have frequently used ethics, morality and values interchangeably in the context of organizational behavior. Simultaneously, the research to examine the linkage of ethical decision-making with other organizational construct is inadequate. This paper tries to fill these gaps by distinguishing ethics, morality and values in organizational context and by developing a comprehensive framework of organizational ethical decision-making and behavior in organizations. The framework identifies three groups of variables, which significantly influence the ethical decision-making and behavior of individuals in organizations: a) moral intensity, b) intrinsic factors and c) extrinsic factors. The framework is used to analyze the implementation of Code of Conduct at Tata Steel. Based on the case and literature review few propositions are suggested. They explain the linkages of these variables with ethical decision-making could guide future research in this field. The framework will also help practicing managers to concentrate on key organizational issues to sustain long-term interests of the organizations.

Organizational Commitment, Job Satisfaction and Turnover Among Psychiatric Technicians. Technical Report No. 16.

Abstract: Abstract : A study is reported of the variations in organizational commitment and job satisfaction, as related to subsequent turnover in a sample of recently-employed psychiatric technician trainees. A longitudinal study was made across a 10 1/2 month period, with attitude measures collected at four points in time. For this sample, job satisfaction measures appeared better able to differentiate future stayers from leavers in the earliest phase of the study. With the passage of time, organizational commitment measures proved to be a better predictor of turnover, and job satisfaction failed to predict turnover. The findings are discussed in the light of other related studies, and possible explanations are examined. (Modified author abstract)

State-owned Enterprises Around the WORLD as Hybrid Organizations

Abstract: State-owned enterprises represent approximately 10% of global gross domestic product. Yet they remain relatively underexplored by management scholars. Firms have often been viewed dichotomously as either state owned or privately owned. Today, however, we encourage a more nuanced view of state-owned enterprises as hybrid organizations, in which the levels of ownership and control by the state can vary. Drawing on 36 cases from four industries in 23 countries, we lay the groundwork for a richer understanding of state-owned enterprises by management scholars in the future.

Turnaround: Retrenchment and recovery

Abstract: Empirical research was conducted to investigate retrenchment as an integral component of the overall turnaround process. An industry study provided an anchored operational definition of a turnaround situation, indications of its internal and external causes, and an application of an absolute measure of its severity. The research further produced an empirical discrimination between retrenchment as a stand-alone response to financial decline and retrenchment as an initial phase of a turnaround strategy, and an identification of activities that can be used to classify entrepreneurial vs. efficiency emphases in a turnaround firm's recovery response.

How Network Strategies and Institutional Transitions Evolve in Asia

Abstract: This article contributes to the literature on network strategies and institutional transitions in emerging economies in Asia by identifying a realistic, intermediate phase between the early and late phases of institutional transitions suggested by Peng (2003). Focusing on the intermediate phase, we advance two arguments based on network strength and network content. First, in terms of network strength, we leverage earlier insights that networks can be classified as strong ties and weak ties. Consequently, we suggest that as institutional transitions unfold, strong-tie-based networks, instead of being phased out, are being transformed into weak-ties-based networks. Second, from a network content standpoint, we argue that the various scale and scope of institutional transitions shape the content of different networks which focus on business-to-government (B2G) ties and business-to-business (B2B) relationships. Our propositions delineate how different transitions of political and legal institutions affect the evolution of B2G and B2B networks. Overall, we suggest that networks not only differ in strength but also in content, and that their evolution is driven by the impact of different dimensions of institutional transitions governing B2G and B2B relationships.

Effect of Ethical Climate on Turnover Intention: Linking Attitudinal- and Stress Theory

Abstract: Attitudinal- and stress theory are used to investigate the effect of ethical climate on job outcomes. Responses from 208 service employees who work for a country health department were used to test a structural model that examines the process through which ethical climate (EC) affects turnover intention (TI). This study shows that the EC–TI relationship is fully mediated by role stress (RC), interpersonal conflict (IC), emotional exhaustion (EE), trust in supervisor (TS), and job satisfaction (JS). Results show that EC reduces (RS) and increases TS. Lower stress levels result in lower EE, higher JS, and lower TI. Also, supervisor trust (TS) reduces IC and EE. The structural model predicts 53.9% of the variance of TI.