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Key Statistics about SAJHRM in 2021 (Jan-Dec) * 410 manuscript submissions in 2021, a 19.2% increase from 2020. * 7% acceptance rate in 2021 * 40 reviewers conducted 91 reviews in 2021 * 48,050 full-text downloads in 2021 * Most downloaded paper in 2021: H. P. R. Priyankara, Arosha S. Adikaram, N. P. G. S. I. Naotunna 10,537 Navigating the Crises of COVID-19: Human Resource Professionals Battle Against the Pandemic Volume 8 Issue 2; 10.1177/23220937211018021 (over 10,500 downloads) SAJHRM is looking for a new Associate Editor. To apply for this position, the candidate needs to * have a well-established track record of publication in HRM/OB, preferably, relating to South Asia, as evidenced by publications in ABDC/SCOPUS listed academic journals, at least three of which should be in A* or A ranked journals, * be strong in quantitative methodology, and * possess a record of peer review experience for reputed journals. If you meet the above criteria, please send your expression of interest, containing a cover letter, summarising your academic credentials, and detailing why you would like to apply for the position. Please also attach your CV with publication record. The expression of interest should be sent to Prof. Pavithra Kailasapathy, Editor, SAJHRM via email at [log in to unmask] latest by 30th July 2022. Please note that only shortlisted candidates will be contacted. Table of Contents - Issue 9.1 - June 2022 Articles Aspects of Women’s Leadership in the Organisation: Systematic Literature Review Aparna Kulkarni<https://journals.sagepub.com/toc/hrma/current>, Mahima Mishra<https://journals.sagepub.com/toc/hrma/current> Abstract: This study aims to analyse and consolidate the insights about those aspects of Women’s Leadership, which gives them a stable and secure position in the organisation, beyond the unseen walls of gender discrimination. These aspects are barriers, enablers, strengths and weaknesses of Women’s Leadership. The research method used for the study is a systematic literature review method. The result showed much uniformity in the ‘Women’s Leadership’ phenomenon, globally. This research found that Women’s Leadership studies are mostly conducted in areas such as social sciences, business and management, medicine, education, etc. The gender gap and the glass ceiling they have to break are some of the issues experienced by women in any organisation. Organisational bias, lack of assertiveness and poor networking also pose barriers to Women’s Leadership. Yet, there are some enablers for Women’s Leadership, such as mentoring, good training programmes and workplace culture. However, maintaining a work–life balance, working under pressure and excluding informal communication are considered as limitations for Women’s Leadership. (Note: Abstract shortened for brevity). The Role of Authentic Leadership in Shaping Performance Feedback Reactions: The Mediating Role of Trust in Leader Muhammad Asad<https://journals.sagepub.com/doi/full/10.1177/23220937211059617>, Ghulam Dastgeer<https://journals.sagepub.com/doi/full/10.1177/23220937211059617>, Nadeem Uz Zaman<https://journals.sagepub.com/doi/full/10.1177/23220937211059617>, ... Abstract In this study we attempted to explore the effect of authentic leadership on followers’ feedback reactions in the performance appraisal context using trust in leader as the mediating variable. We collected data from a sample of 183 employees working in the information technology sector of Pakistan using a self-administered questionnaire, employing a cross-sectional study design with convenience sampling technique. The study provided empirical evidence about the effect of authentic leadership on performance feedback reactions and the associated mediating mechanism. It drew on authentic leadership theory and investigated why such a leadership style was important in making the performance appraisal process successful and effective. As hypothesized, authentic leadership significantly predicted perceived feedback accuracy and utility (two feedback reactions in performance appraisal). Our findings confirmed that there was a significant mediating effect of trust in leaders between authentic leadership and performance feedback reactions. The inferences drawn based on the results suggested that raters’ authenticity in performance appraisal context creates a trusting situation and leads to ratees’ perception of feedback accuracy and utility. Exploring Linkages Between Workplace Spirituality and Occupational Stress Among Indian Police Personnel Stuti Jalan<https://journals.sagepub.com/doi/full/10.1177/23220937211059626>, Naval Garg<https://journals.sagepub.com/doi/full/10.1177/23220937211059626> Abstract The inclusion of spirituality at workplaces has yielded significant advantages for the employees and the organisations. The present study probes the optimistic facet of workplace spirituality (WPS) to identify its linkages with one of the most daunting issues for organisations, occupational stress (OS). Police officers from Himachal Pradesh, a hilly state in Northern India, were approached and responses were collected from 385 participants. The study utilises the three-dimensional WPS measure conceptualised by Milliman et al. (2003)<https://journals.sagepub.com/doi/full/10.1177/23220937211059626>. Sense of community and value alignment was found to be explaining significant variance in occupational stress. The findings demonstrate the importance of embracing WPS as an effective tool for alleviating OS, thereby augmenting the performance and morale and guiding strategy formulation of future human resource development activities. Experience of Perceived Stress and Impact of Health Locus of Control During COVID-19 Pandemic: Investigating Entrepreneurs and Corporate Employees Yamini Chandra<https://journals.sagepub.com/doi/full/10.1177/23220937221076245>, Jignasu Yagnik<https://journals.sagepub.com/doi/full/10.1177/23220937221076245> Abstract The sudden, rapid and ongoing outbreak of novel coronavirus disease-2019 (COVID-19) has forced social distancing and lockdowns. Many people have already started experiencing an elevated feeling of loneliness, emotional distress, anxious and depressive thoughts related to the concerns for the disrupted social, emotional, spiritual, professional and financial wellbeing of family, friends and self. Many are feeling distressed on recurring thoughts about how long this pandemic will last, whether our family and friends will be infected and how long we will be living in this condition. Hence, the researchers of this study anticipated that the COVID-19 outbreak would be highly stressful to the people and will have psychological consequences of varying degrees. This study examines the relationship of stress, anxiety with health locus of control (HLOC) among entrepreneurs and employees serving in organisations, and the coping strategies they have adopted to overcome it. Using the quasi-experiment method, the data were collected using the perceived stress scale (PSS) and multidimensional health locus of control (MHLC) from 91 entrepreneurs and employees. The findings indicated a significant association between HLOC and stress. It was observed that respondents were aware that the current work stress is arising because of a struggle to balance personal and professional lives during the pandemic. Further, it was also observed that stress was significantly higher in employees than entrepreneurs, and HLOC types positively impacted their stress levels. Conceptualisation and Validation of Multidimensional Measure of Workplace Spirituality Anubhuti Saxena<https://journals.sagepub.com/doi/full/10.1177/23220937221076296>, Asha Prasad<https://journals.sagepub.com/doi/full/10.1177/23220937221076296> Abstract Workplace spirituality (WPS) has gained acknowledgement as a significant discipline in the corporate world. The dynamic environment leaves all the organisations in a quandary as to how to manage and take relevant and ethical decisions at the same time. However, despite the unprecedented challenges, organisations need to continuously stay agile, innovate for self-development and growth, and ultimately augment the wealth of the nation. It is at this time that WPS acquires utmost importance for the leaders. The research article intends to develop a scale and add new dimensions to the literature for measuring WPS from the point of view of the existing bank employees. We conducted two studies for testing the scale. For conducting Study 1, we applied exploratory factor analysis (EFA) with varimax rotation, and for Study 2, we applied second-order confirmatory factor analysis (CFA). Statistics were drawn from 406 employees from banks in Delhi National Capital Region (NCR). The results showed that WPS has seven dimensions, namely, meaningfulness, compassion, gratitude, authenticity, embracing diversity, resilience and inner peace, and others’ orientation. It may be useful for managers to analyse these dimensions in detail in order to identify their impact on employee work attitudes and job outcomes. We believe that this is a pioneering wherein WPS has been represented as a second-order factor. The concluding part of this paper contains an incisive discussion on future developments in the spirituality domain. An Empirical Investigation of the Higher Educational Institutions’ Attractiveness as an Employer Chand Prakash<https://journals.sagepub.com/doi/full/10.1177/23220937221078118>, Ritu Yadav<https://journals.sagepub.com/doi/full/10.1177/23220937221078118>, Amardeep Singh<https://journals.sagepub.com/doi/full/10.1177/23220937221078118>, ... Abstract In this competitive global market, where organisations struggle to attract the best talent, providing a unique employer value proposition (EVP), educational sector does not lag behind other sectors. In this study, the researchers tried to identify the dimensions of employer brand attractiveness among higher educational institutions’ potential faculty members. Furthermore, this study compares higher educational institutions’ attractiveness dimensions as employers among potential faculty members based on gender. A sample of 250 potential faculty members of higher educational institutions has been drawn from the national capital region (NCR), India. Confirmatory factor analysis and independent-sample t-test has been used to attain the objectives of the study. The study highlighted that economic value, social value, developmental value, interest value and application value significantly contribute to higher educational intuitions’ employer attractiveness. Furthermore, the independent sample t-test showed a significant difference among male and female potential employees of higher education institutions based on application value. The remaining dimensions, namely economic, social, developmental and interest, do not significantly differ. The study will help the management of higher educational institutions frame their unique EVP to attract quality academic talent. Practitioner Perspectives A Modified Pugh Matrix Method for Continuous Performance Evaluation of Employees S. S. Sreejith<https://journals.sagepub.com/doi/full/10.1177/23220937221081946>, M. Mathirajan<https://journals.sagepub.com/doi/full/10.1177/23220937221081946> Abstract Although researchers recommend the continuous performance evaluation of employees (CPEE), literature is scant about a procedural framework for CPEE. This article aims to develop a simple and robust method for CPEE using the modified Pugh matrix method (MPMM). The criteria for CPEE are compared pairwise using the analytical hierarchy process (AHP), followed by a comparison of employees using MPMM to determine and rank the employees based on their performance. The proposed method is successfully validated in an organisation, and the working mechanism of MPMM is demonstrated. Implications of the proposed method for CPEE and the scope for future work are also discussed. HRM Through the Lens of an Academic Policy Maker: An Interview with Professor Dr Aamir Firoz Shamsi Noman Soomro<https://journals.sagepub.com/doi/full/10.1177/23220937211020908>, Ambreen Ahmed<https://journals.sagepub.com/doi/full/10.1177/23220937211020908> Abstract This interview provides an insight into the importance of Human Resource Management (HRM) through the perspective of an academic policymaker. The interview was exploratory and was conducted by considering the role of academic policymakers in the success of the field. The interview has identified vital information on the importance and advancement of HRM, its amalgamation, academia and industry liaison in the development of the HRM curriculum and local contextualisation. The interview also emphasised the factors to achieve HRM optimal growth, concerns to oversee, creation of opportunities, and future challenges and prospects for HRM learners. Book Review Thomas B. Lawrence and Nelson Phillips, Constructing Organizational Life: How Social—Symbolic Work Shapes Selves, Organizations and Institutions Nachiketa Tripathi<https://journals.sagepub.com/doi/full/10.1177/23220937211016175>, Syed Mohammad Akrama Ali Rizvi<https://journals.sagepub.com/doi/full/10.1177/23220937211016175> Dr Mohan Thite<https://www.name-coach.com/mohanthite> Associate Professor in HRM Senior Fellow - Higher Education Academy (SFHEA) Founding Editor, South Asian Journal of HRM Department of Employment Relations & Human Resources, Griffith Business School, Griffith University 170 Kessels Road, Nathan QLD 4111<https://maps.google.com/?q=170+Kessels+Road,+Nathan+QLD+4111++%0D%0A+%0D%0A+Brisbane,+Australia&entry=gmail&source=g>, (Brisbane), Australia<https://maps.google.com/?q=170+Kessels+Road,+Nathan+QLD+4111++%0D%0A+%0D%0A+Brisbane,+Australia&entry=gmail&source=g> Phone: +61 7 3735 7643<tel:+61%207%203735%207643>; Email: [log in to unmask]<mailto:[log in to unmask]> Griffith Experts: https://experts.griffith.edu.au/7283-mohan-thite ResearchGate: https://www.researchgate.net/profile/Mohan_Thite<https://www.researchgate.net/profile/Mohan_Thite> Google Scholar: https://scholar.google.com.au/citations?user=m_L84pMAAAAJ&hl=en<https://scholar.google.com.au/citations?user=m_L84pMAAAAJ&hl=en> LinkedIn: https://www.linkedin.com/in/thite3<https://www.linkedin.com/in/thite3> Recent Publications: - 'TRISHANKU - An Indian Immigrant's Journey of Self Discovery', a novel by Mohan Thite. Available in digital and print formats on Amazon.com across the world. - Thite, M., Hussain, G. R. and Ferreira, J. J. M. (2022). ‘Talent Management in the ‘New Normal’ – Case Study of Indian IT Services Multinationals in China’. Thunderbird International Business Review. https://doi.org/10.1002/tie.22247 - Sharma, A., Bhatnagar, J., Jaiswal, M. & Thite, M. (2021). ‘Interplay of Enterprise Social Media and Learning at Work: A Qualitative Investigation’. Journal of Enterprise Information Management. https://doi.org/10.1108/JEIM-06-2020-0227 - Tripathi, R., Thite, M., Verma, A. & Mahapatra, G. (2021). ‘Appraising the Revamped Performance Management System in Indian IT Multinational Enterprises: The Employees’ Perspective’. Human Resource Management. https://doi.org/10.1002/hrm.22061 - Thite, M. (2020). ‘Digital human resource development: Where are we? Where should we go and how do we go there? Human Resource Development International. https://doi.org/10.1080/13678868.2020.1842982<https://doi.org/10.1080/13678868.2020.1842982> - Farndale, E., Thite, M., Budhwar, P. & Kwon, B. (2020) ‘Deglobalization and talent sourcing: Cross-national evidence from high-tech firms’. Human Resource Management. https://doi.org/10.1002/hrm.22038 ____ AIB-L is brought to you by the Academy of International Business. For information: http://aib.msu.edu/community/aib-l.asp To post message: [log in to unmask] For assistance: [log in to unmask] AIB-L is a moderated list.