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Prarthan B. Desai
Journal of Human Values, 23(1), 2017.
A dual identity organization refers to an organization having two, often mutually conflicting, self-referential definitions of ‘who we are’ as an organization (Albert & Whetten, 1985). Values practices are defined as ‘the sayings and doings in organizations that articulate and accomplish what is normatively right or wrong, good or bad, for its own sake’ (Gehman, Trevino, & Garud, 2013, p. 84). In this paper, I study influence of values practices on sustenance of an organizational identity in dual-identity organizations.
I adopted a qualitative approach and single case study method for providing a rich narrative of the phenomenon. I collected data from an Indian software organization involved in both software services and software products businesses.
The case data show that values practices manifested inside dual-identity organizations in the form of comparisons of the two identities by internal audiences. The study identifies three types of distinct, but interrelated, values practices: (1) values infusion, (2) collective perceptions of pragmatic alignment and (3) collective expectations of equality and equity. The case data show that ineffective management of these values practices was detrimental to the sustenance of an organizational identity that failed to perform well on conventional performance parameters.
Impact of entrepreneurship on objective and subjective economic wellbeing in emerging markets: A longitudinal study from India
Saravana Jaikumar, Shantanu Dutta, Arun Sreekumar, Madhu Viswanathan.
IIMC WPS No 812/2018.
Although research in entrepreneurship has examined its pecuniary and non-pecuniary benefits in advanced economies, the rewards of entrepreneurship are under-researched in emerging economies, as is a focus on the household as the unit of analysis.
We study the relationship between entrepreneurship and objective (household income and consumption) and subjective economic wellbeing in emerging markets, where a majority of entrepreneurs belong to households that have low to middle income.
Using unique panel data of Indian households, we find that starting an enterprise in these markets can lead to multiple benefits for a household, such as positive effects on household income, household consumption, and subjective assessment of economic wellbeing.
Impact of Mergers and Acquisitions on Firms’ Export Competitiveness Experience of Indian Pharmaceutical Industry
Pulak Mishra, and Neha Jaiswal.
South Asia Economic Journal, 18(1). 2017.
This article attempts to examine the impact of mergers and acquisitions (M&A) on export competitiveness of firms in Indian pharmaceutical industry. It finds that the wave of M&A has positive influence on both incidence and extent of export competitiveness.
In addition, incidence of exports is positively influenced by market share and efforts towards creating marketing and distribution related complementary assets as well. On the other hand, the extent of export intensity is also higher for firms with larger market share, greater marketing and distribution-related efforts, innovation and foreign technology purchase.
However, advertising and financial performance do not cause any significant impact on export competitiveness. It is, therefore, suggested that policies and regulations relating to M&A, innovation and sourcing foreign technology need a fresh look with greater industry-specific flexibilities. There is also a need for integration of different policies and regulations in areas like FDI, intellectual property, and so on.
RIS-DP 221. 2018.
Arpita Mukherjee, Avantika Kapoor and Angana Parashar Sarma.
ICRIER Working Paper 362. 2018.
Realisation that foreign startups have the potential to add new and innovative products and services to the market, bring in investment and create more jobs compared to traditional firms, a number of countries are providing fiscal and non-fiscal incentives, including startup visas, to attract them. In spite of being a proponent of liberalisation of high-skilled labour mobility in its international engagements, India is yet to take a position on incentives to
foreign startups and/or entrepreneurs and startups visas.
Given this background, this paper examines the policies of other countries with respect to incentives given to the foreign startups, including startups visas, and how India can learn from global best practices. It analyses India’s advantages and comparative position vis-à-vis select developed and developing countries as a startup hub. It examines the contribution of foreign startups in India and the barriers that they face.
It then makes policy recommendations on how to attract foreign startups to bring in investment, technology, create high quality jobs, mitigate and enhance their participation in India’s growth and development towards an innovation economy. It also makes policy recommendations on how India can synergise its domestic policies with international negotiations to leverage its position in global platforms such as the G20 and the WTO.
Gupta, Prachi and Helble, Matthias.
ADB Working Paper 845. 2018.
We study how manufacturing plants in India adjusted to trade liberalization during the period 1998–1999 to 2007–2008. We estimate how the labor share changed due to tariff reduction. Our results indicate that a decline in output tariffs led to an increase in the labor share of income. In contrast, a fall in input tariffs led to a decrease in the labor share.
Controlling for factor intensity, we find that in technology-intensive and human capital resource-intensive sectors, both a decline in input and output tariff rates led to a decline in labor share. A fall in tariffs only led to an increase in labor share for labor-intensive and low-technology plants.
Hence, India’s bias toward capital- and technology-intensive production explains the overall decline in labor share in the post reform period. Furthermore, the empirical results show that labor adjustment occurred more efficiently in Indian states with flexible labor laws.
Role of psychological contract between organisational commitment and employee retention: findings from Indian manufacturing industries
Rabindra Kumar Pradhan, Lalatendu Kesari Jena, and Sajeet Pradhan.
World Review of Science, Technology and Sustainable Development , 13(1). 2017.
Understanding people’s psychological contract and commitment levels in manufacturing industries may benefit the organisations to retain their valuable talent. The present study was designed to explore the influence of organisational commitment on employee retention in manufacturing organisations of Eastern India.
The study also tried to investigate the mediating role of psychological capital between organisational commitment and employee retention. A questionnaire survey was conducted on 208 executives randomly selected from Indian manufacturing organisations. Data were analysed by using structural equation modelling. Results revealed that organisational commitment positively influence retention.
Further, psychological capital was found to be significantly mediating the relationship between organisational commitment and employee retention. Results were discussed in light of empirical findings and the existing literature. The study suggested that employer and employee should take cognisance of their obligations to each other for enhancing the commitment, retention and satisfaction.