The Business Review

School of Business Studies

University of Kashmir

ISSN: 0972-8384

Download Full Vol 28, No.1 Jan-June-2024

The banking sector in India has started using eco-friendly practices as a way to reduce paper usage, transition to sustainable practices, and use energy-saving strategies. The main aim of conducting this study is to determine the most important factors that affect the adoption of Green Human Resource Management (GHRM). A hybrid style of research design has been used, exploratory and descriptive; based on a mix method deploying both qualitative and quantitative approaches. By using a carefully designed instrument, a total of 109 responses were collected from bank employees in a few select banks, SBI, UCO, HDFC, and ICICI. An exploratory factor analysis was used to assess the gathered data and investigate the factors. The findings show that banks have mostly adopted Green HRM practices to perform daily tasks. Furthermore, five essential components were determined to have the biggest effects on the adoption of Green HRM. Online training and awareness in addition to organisations wide sensitization to use energy-saving tools have been found to be strong enablers of adoption of Green HRM. The findings have implications for academicians and banking professionals in understanding the factors influencing Green HRM in Indian banking.

In the dynamic contemporary environment, organisations grapple with various challenges such as technological advancements and globalisation that can significantly impact their competitiveness and overall well-being. Existing literature inter alia highlights the efficacy of fostering innovative work behaviour (IWB) as a strategic response to these challenges, recognizing that employees play a pivotal role in driving innovation within an organisation. In tandem with this, studies also indicate that positive work attitudes among employees serve as critical precursors to IWB. However, there is a noticeable gap in research exploring employee attitudes as predictors of IWB, and literature contends that broader attitudinal constructs like Happiness at work (HAW) have been overlooked in previous studies that can effectively forecast IWB. Against this backdrop, the present study seeks to examine the relationship between HAW, a comprehensive attitudinal construct, and IWB. Data for the study were collected from faculty members of higher educational institutions. A response rate of 62.5 per cent was achieved with the collection of 250 questionnaires. Using the PLS-SEM, results revealed that HAW has a positive and significant impact on IWB. These findings suggest that a positive and happy workforce is linked to a notable increase in IWB, emphasizing the importance of fostering workplace happiness for promoting innovative behaviours among employees

This research endeavors at measuring the financial risk of bankruptcy of select hydropower companies using Altman’s Z-Score model. The aim of this study is to quantify the financial risk of bankruptcy in the sample hydropower companies as well as identify the zone in which they fall in terms of the Z-Score model. For the purpose, two hydropower companies have been investigated for the decade from 2010-11 to 202021. Secondary data sourced from annual reports/financial statements and other reports of the corresponding sample companies was used to work out the five financial ratios required in the model, and then the discriminant function of the model was applied on these ratios to arrive at the Z-Score of the sample companies. Results indicate the financial risk of bankruptcy of both the sample companies for all the financial years forming reference period for the study coming out to be <1.81. Moreover, empirical evidence from the present study has led to the classification of both the sample companies as in the “Distress” zone

This research contributes to the available body of knowledge by integrating insights from social identity theory and perceived external prestige theory in examining Corporate Social Responsibility (CSR) perceptions and Organization Citizenship Behavir (OCB) among faculty in a specific cultural and organizational context, offering practical implications for management practices in educational institutions in underdeveloped economies. The study used a questionnaire survey method where data were collected from 298 fulltime and part-time Business school faculty members, both within and outside Kathmandu, using a self-administered questionnaire. Step-wise regression analysis was used to analyse the collected data. The study’s findings show a positive relationship between faculty perceptions of CSR activities and their involvement in OCB. Additionally, OID was found to be positively associated with OCB and partially mediated the relationship between CSR perceptions and OCB. These results suggest that enhancing faculty perceptions of CSR could develop greater engagement in OCB, thereby benefiting organizational effectiveness and culture within Business schools. More priority on communicating CSR initiatives and cultivating organizational identification among faculty members may be effective in promoting desired behaviors.

Innovation plays a pivotal and irreplaceable role in fostering a competitive edge and effectively responding to the ever-changing global marketplaces. In the contemporary global marketplace, companies that fail to engage in innovation have diminished prospects for survival. The acquisition of innovation within an organization may be facilitated by its employees. Therefore, it is imperative to recognize the significance of workers' innovative work behavior (IWB) at the workplace and discover approaches to developing it. Knowledgesharing behavior has been identified as contributing to innovative work behavior. Therefore, this study aims to explore the multi-dimensional effect of knowledge sharing on three phases of innovative work behavior. Data was collected from 282 employees working in the telecom sector in two Indian states. PLS_SEM was utilized to test the hypothesized research model. The results revealed a positive impact of both dimensions of knowledge sharing on all three phases of innovative work behavior. Therefore, this study highlights the significance of knowledge-sharing behavior in fostering innovative work behavior. When employees freely exchange their insights and expertise within the organization, it fosters innovative thinking, inspiring colleagues to generate novel ideas. Sharing knowledge within organizations enhances employee engagement, enabling them to experiment with innovative solutions and strategies. Therefore, it is recommended that a knowledge-sharing culture be cultivated to improve innovative work behavior at the workplace

As higher education institutions face increasing financial pressure and competition, there is a growing reliance on contingent workers. Despite similar educational qualifications, these workers often experience disparities in compensation and working conditions compared to their permanent counterparts. Drawing on psychological contract theory, this study aims to address management strategies for diverse university workforce segments, thereby providing insights into fostering institutional reputation, equity, and quality. Specifically, the study examines the relationship between psychological contract breaches and commitment within the higher education sector of Jammu and Kashmir, comparing the experiences of contingent and permanent workers. Employing a cross-sectional descriptive design, the research tests several hypotheses related to these dynamics. Findings indicate a significant negative correlation between psychological contract breaches and organizational commitment, with contingent workers perceiving breaches more frequently than permanent employees. The implications of these findings are discussed, offering suggestions for future research and practical strategies for university administrators aiming to enhance equity and commitment among their workforce