Indian Journal of Industrial Relations: Economics & Social Dev.

Jain, Ravindra

• Entrepreneurial Motives of Indian Entrepreneurs: An Empirical Study

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Authors

Ravindra Jain ¹, Saiyed Wajid Ali ²

Affiliations
1 Faculty of Management Studies, Vikram University, Ujjain 456010, IN
2 Faculty of Management Studies, Vikram University, Ujjain, IN

Source

Indian Journal of Industrial Relations: Economics & Social Dev., Vol 48, No 1 (2012), Pagination: 59-78

Abstract

In earlier research including Indian studies, it was found that entrepreneurs were primarily motivated by economic achievement. The present study was carried out: first to rank the various entrepreneurial motives as perceived by the entrepreneurs themselves, and second, to assess the level of achievement motivation of Indian entrepreneurs as well as to make comparison between the achievement motivation levels of entrepreneurs and intrapreneurs of Indian service sector enterprises. The following three motives, viz., "to utilize one's talent and capabilities", "to set standards for achievement and then to strive to achieve them" and "to provide more financial security&comfort to family" emerged as the most important among the motives.

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References

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• Innovation Promotion Competencies of Indian Managers: An Empirical Study

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Authors

Ravindra Jain ¹, Pragya Sharma ²

Affiliations
1 Business Management (Faculty of Management Studies), Vikram University, Ujjain (M.P.), IN
2 Business Management, Shri Vaishnav Institute of Management, Indore (M.P.), IN

Source

Indian Journal of Industrial Relations: Economics & Social Dev., Vol 47, No 3 (2012), Pagination: 527-542

Abstract

This study revealed that innovation promotion competencies (IPCs) exist among Indian managers at high or moderate levels. High or moderate degree of positive correlation was found to exist among the various creative abilities (CAs), among the various innovation promotion competencies (IPCs), and also among the various CAs and IPCs. Creative abilities have positive impacts on the IPCs. Social and work environment factors in the organizations have also been found favourable to innovation promotion competencies. Social and work environment factors have positive impacts on the innovation promotion competencies in the organizations. The effectiveness of innovation adoption and diffusion is not only a function of "perceived innovation promotion competencies" but also of effective application of such competencies in practice.

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• Management Styles, Productivity & Adaptability of Human Resources: An Empirical Study

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Authors

Ravindra Jain ¹, R. Premkumar ²

Affiliations
1 Faculty of Management Studies, Vikram University, Ujjain 456010, IN
2 National Institute of Industrial Engineering (NITIE) Mumbai, IN

Source

Indian Journal of Industrial Relations: Economics & Social Dev., Vol 46, No 2 (2010), Pagination: 328-344

Abstract

The participative, altruistic, professional and organic management styles are the most desirable amongst the various management styles. The present study aims to assess the extent to which such management styles are practiced in Indian organizations across public sector and private sector enterprises and across manufacturing and service providing organizations and to measure their impacts on HR Productivity and HR Adaptability. It has been found that in Indian organizations across the sectors, such management styles are practiced to a moderate extent and have high positive correlation with one another. HR Productivity and HR Adaptability are also found at moderate levels. The selected four management styles may be considered as the safest and development oriented to practice in a wide variety of organizations.

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References

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• HRD System in India: Conceptual Framework, Measure Development and Model Fit

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Authors

Ravindra Jain ¹, Premkumar ², Sachin Kamble ²

Affiliations
1 Business Management, Faculty of Management Studies, Vikram University, Ujjain 456010, IN
2 National Institute of Industrial Engineering (NITIE),Mumbai 400087, IN

Source

Indian Journal of Industrial Relations: Economics & Social Dev., Vol 49, No 2 (2013), Pagination: 230-246

Abstract

The authors suggested a theoretical framework with management concerns and management styles having definite impacts on HRD practices which in turn have positive impacts on productivity and adaptability of human resources. The validity of the four scales developed for the purpose was tested through the confirmatory factor analysis and the scales were found valid. Structural Equation Modeling (SEM) was exercised and the conceptual framework of HRD system was validated. The findings suggest that management professionals should understand that there exists a dire need to improve the level of HR effectiveness in all respects.

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• Organizational Justice Climate & Organizational Citizenship Behavior in Indian Banks

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Authors

Ravindra Jain ¹, Sheelam Jain ²

Affiliations
1 Vikram University, Ujjain 456010, IN
2 MIT Group of Institutes, Ujjain, IN

Source

Indian Journal of Industrial Relations: Economics & Social Dev., Vol 50, No 4 (2015), Pagination: 613-624

Abstract

The present study measures and compares organizational justice climate (OJC) prevailing in public sector, private sector and foreign banks operating in India. Impact of OJC on OCB has also been assessed. OJC was assessed with respect to examination of the three dimensions viz., distributive justice, procedural justice and interactional justice. The results of the study revealed that all the three dimensions of organizational justice exist at moderate level in the selected banks but with significant variations among the three banking sectors. Overall OJ level was found significantly higher in foreign banks followed by private sector banks and public sector banks. Correlation analysis reflects that all the three dimensions of OJ were found positively correlated with each other.

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• Employee Innovative Behavior : A Conceptual Framework

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Authors

Ravindra Jain ¹

Affiliations
1 Vikram University, Ujjain 456010., IN

Source

Indian Journal of Industrial Relations: Economics & Social Dev., Vol 51, No 1 (2015), Pagination: 1-16

Abstract

This article attempts to synthesize the results of previous research on innovative behavior at work that appeared scattered and integrate such results into a cohesive whole. The proposed framework is a multi-component construct which provides holistic view of various factors that affect employee innovative behavior. Such factors have been categorized into individual, interpersonal and contextual. Psychological capital and psychological empowerment have been identified as individual factors whereas transformational leadership and leader-member exchange, and knowledge sharing in social network are put under the category of inter-personal factors. Job context and supportive organizational climate emerged as contextual factors.

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• Organizational Citizenship Behavior & HRM Practices in Indian Banks

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Authors

Sheelam Jain ¹, Ravindra Jain ²

Affiliations
1 Mahakal Institute of Technology, Vikram University, Ujjain 456010, IN
2 Vikram University, IN

Source

Indian Journal of Industrial Relations: Economics & Social Dev., Vol 50, No 2 (2014), Pagination: 257-269

Abstract

This study presents the current status of OCB and HRM practices in Indian banks. The study also assessed the impact of selected HRM practices on OCB of the bank managers. Overall OCB of Indian bank Managers was found at moderate level. However, significant variation was found between the OCB levels of managers belonging to different banking sectors. Organizational climate, employee training, employee empowerment and performance appraisal were found to exist at moderate level in the selected banks. Regression analysis reveals that employee empowerment and employee training, and, to a lesser extent, organizational climate and performance appraisal have positive and significant effect on OCB of the bank managers.

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• Employee Reactions to Performance Appraisal System in Indian Banks

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Authors

Sheelam Jain ¹, Ravindra Jain ¹

Affiliations
1 Vikram University, Ujjain 456010, IN

Source

Indian Journal of Industrial Relations: Economics & Social Dev., Vol 49, No 4 (2014), Pagination: 576-589

Abstract

The present study assesses and compares the level of Performance Appraisal (PA) reactions among managers of public sector, private sector and foreign banks operating in India. The PA reactions were measured with respect to outcomes in terms of performance improvement and employee development; fairness of PA rating; accuracy of PA rating; providing feedback; explaining rating decisions; and overall satisfaction with appraisal system. The findings suggest that although all the seven dimensions of PA reactions were found at moderate level in the three banking sectors providing feedback and explaining rating decisions were found at significantly higher levels in foreign banks operating in India as compared to public sector and private sector banks.

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• Development Oriented Training Climate in Institutions of Higher Education

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Authors

Ravindra Jain ¹, Rajat Chatterjee , Sheelam Jain ²

Affiliations
1 Business Management, Vikram University, Ujjain 456010, IN
2 Mahakal Group of Institutes, Ujjain, IN

Source

Indian Journal of Industrial Relations: Economics & Social Dev., Vol 51, No 3 (2016), Pagination: 391-405

Abstract

The present study contributes to the extant literature in ‘Development Oriented Training Climate’ (DOTC). The model suggests that the seven dimensions, viz., effective information flow from institution to the trainees, effective performance evaluation of the trainees by the faculty, supportive & empathetic feedback to the trainees from the faculty, effective problem-solving communication from faculty to the trainees, openness in faculty-trainees communication, practice of developmental leadership style by the faculty, and supportive relationship and collaboration in learning among trainees contribute to create such a climate. The suggested model and the measure of DOTC provide a concrete foundation for future research studies in the area of training effectiveness across a variety of contexts.

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• Management of Education for Entrepreneurship:Conceptual Foundation for Practice & Research

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Authors

Ravindra Jain ¹, Cherry Jain ², Prachi Jain ³

Affiliations
1 Vikram University, Ujjain 456010, IN
2 University of Illinois at Chicago, 1200-West Harrison Street, Chicago, Illinois 60607-7161, US
3 Samsung India Electronics Pvt. Ltd., New Delhi 110048, IN

Source

Indian Journal of Industrial Relations: Economics & Social Dev., Vol 52, No 4 (2017), Pagination: 644-658

Abstract

In education for entrepreneurship (EE), a variety of approaches and pedagogical methods are applied. The choice of pedagogy / approach depends on the purpose, subject matter and contextual constraints imposed by the contingencies of the specific institution / education for entrepreneurial education (EPE) / target audience / culture / variety of situational characteristics. Entrepreneurship is a cross-disciplinary phenomenon and therefore intellectual resources should be drawn from divergent academic fields. The focus of EPE should be on imparting an inter-disciplinary integrated knowledge, skills, behaviors and strategies and EPE should be run by various academic faculties. The focus on experiential learning and action-oriented educational practices is necessary to foster entrepreneurial thinking and behavior.

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• Innovation Management:Conceptualization for Practice & Research

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Authors

Ravindra Jain ¹

Affiliations
1 Vikram University, Ujjain 456010, IN

Source

Indian Journal of Industrial Relations: Economics & Social Dev., Vol 52, No 2 (2016), Pagination: 203-216

Abstract

Present article endeavors to develop a conceptual framework of innovation management capability in which the outcomes of earlier research that appeared scanty have been synthesized. The proposed conceptualization is a multi-component construct which offers a broader framework of innovation management in organizations. The framework presented here will enable managers to focus on developing their innovation management capability (IMC) and help future researchers to design better their research projects on the theme of IMC. It is expected that organizations which consciously and systematically invest in analyzing the dimensions of managing innovation and enhancing their capability in such a matter have the likelihood of achieving the goal of innovation.

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• HRD Climate, HRD Systems & OCB:Linkages Conceptualization, Measure & Model Fit

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Authors

Sheelam Jain ¹, Ravindra Jain ²

Affiliations
1 MIT Group of Institutes, Ujjain 456010, IN
2 Vikram University, Ujjain 456010, IN

Source

Indian Journal of Industrial Relations: Economics & Social Dev., Vol 52, No 3 (2017), Pagination: 484-498

Abstract

The present study examines the relationship between organizational investments in employee development and the resultant employee behavior. A conceptual framework of inter- linkage between HRD climate, HRD systems (such as performance appraisal, employee training, and employee empowerment) and organizational citizenship behavior was developed. The validity of the scales developed for the purpose of study was tested through the confirmatory factor analysis and the scales were found valid. The model was tested using structural equation modeling (SEM) on a sample of 306 bank managers in India. The SEM results confirmed the validity of the conceptual framework suggesting that the HRD climate prevailed and HRD systems implemented by the organizations are significantly linked to organizational citizenship behavior.

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