Dr Shahid Mushtaq
@cujammu.ac.im
Assistant Professor
Central University of Jammu
EDUCATION
PhD (Business Administration)
RESEARCH, TEACHING, or OTHER INTERESTS
Organizational Behavior and Human Resource Management, Strategy and Management, Marketing, Industrial relations
Scopus Publications
Scholar Citations
Scholar h-index
Scholar i10-index
Scopus Publications
Sakshi Gupta, Jaya Bhasin, and Shahid Mushtaq
Emerald
PurposeThe purpose of this paper is to investigate how employer brand experience (EBE) impacts organizational citizenship behavior (OCB). In addition, it aims to identify the mediating role of employee engagement (EE) in relationship between EBE and OCB.Design/methodology/approachTo test the research hypotheses, a web questionnaire was developed and data were collected from 426 respondents working in the Indian banking sector. Hypotheses were tested using structural equational modeling.FindingsEBE was positively related to OCB. The predicted mediating role of EE in the relationship between EBE and OCB was also supported.Research limitations/implicationsThe study is confined to the banking sector only, which limits the generalization of the findings.Practical implicationsThe results imply that firms should leverage on various dimensions of employer brand (EB) i.e. compensation, work–life balance, working environment, training and corporate social responsibility to enhance EE and OCB.Originality/valueThe research is among the very few to confirm the role of EBE vis-à-vis current employees especially in a collectivist society like India. The study also confirmed the mediating role of EE between EBE and OCB which have not been studied previously.
Minakshi Rana, Jaya Bhasin, and Shahid Mushtaq
SAGE Publications
In recent years, India has emerged as a host to several students from various countries. It tenders cheap and affordable education to the globe. Post liberalization, economic boost to the Indian economy was attained due to educational tourism also. The major facade here is the adaptation of the international students to the Indian environment. One of the major aspects which positively contributes towards cultural adaptation among these sojourners is cultural intelligence. Researchers argued that the concept of cultural intelligence is significant for international students who are short term visitors in a foreign country. It is important for them to develop cultural intelligence competency, that is, metacognitive, cognitive, motivational and behavioural cultural intelligence as these capabilities lead to their cultural adaptation. In this context, the present study has been conducted with an aim to understand the relationship between the different facets of cultural intelligence and psychological adaptation of international students. The present study has also analysed the level of cultural intelligence and psychological adaptation among international students to understand the components of these dimensions which are less developed among international students. Data has been analysed using various statistical techniques, that is, exploratory factor analysis (EFA), confirmatory factor analysis (CFA), mean and structural equation modeling (SEM). Results of the study have depicted a lower level of cultural intelligence among international students in India. Authors have concluded that behavioural cultural intelligence has shown a direct and positive relationship on the psychological adaptability of international students. These results, therefore, have practical implications for educational institutes and policymakers as it will help in drafting a policy framework for Indian higher educational institutes (HEIs).
Jaya Bhasin, Shahid Mushtaq, and Sakshi Gupta
SAGE Publications
Practitioners and academicians are of the view that an engaged workforce is essential to attain competitive advantage. The role of employee engagement is even more critical in the service sector, as the organization’s success depends on effective service delivery by the employees who present themselves as brand ambassadors. Consequently, employers need to make strategic decisions to attract, retain and engage talent. This strategy is termed as employer branding. The objective of this study is to investigate the relationship between employer brand and two types of employee engagement, that is, job and organization engagement. A survey of 213 employees was conducted in the telecom sector in Jammu circle. Results of regression analysis indicate that all dimensions of employer brand (i.e. application, economic, interest, development and social value), except development value have a significant impact on job engagement and for organization engagement, all the dimensions except application value were significantly and positively associated. Furthermore, it was observed that dimensions of employer brand are more strongly associated with job engagement than organization engagement. The sample used for research is limited to employees in Jammu circle. Hence, the results might not be the same if samples are chosen from other geographical areas.
Feza Tabassum Azmi and Shahid Mushtaq
Informa UK Limited
Of late, the line management role has been reorganized in business organizations and they are now increasingly taking up responsibility for core HRM functions. Line managers' role in HRM has been recognized in academic research but it is likely impact on the effectiveness of HRM that has remained relatively under researched, especially in India. The focus of the study was, thus, to empirically examine the relationship between dimensions of line managers' role in HRM and effectiveness of HRM in the Indian context. Primary data were obtained from HR managers of top-ranking companies through a single cross-sectional survey based on a research instrument designed by the researcher. The instrument was tested for unidimensionality, reliability and validity. SEM capabilities of LISREL 8.50 were utilized to test the conceptual research model based on the hypothesized relationships. The findings provided mixed support for the conceptual model. The present research has implications for both academicians and practitioners. The study is expected to serve as a guide in understanding the role of line managers vis-a-vis HRM, a largely unexplored area in the Indian context.