Debanjan Nag
@siu.edu.in
Assistant Professor, Faculty of Management
Symbiosis International (Deemed University), Pune
Dr. Debanjan Nag is presently working as an Assistant Professor at Symbiosis Institute of Business Management, Symbiosis International (Deemed University), Pune, India. He had presented research papers at various national and international conferences in India. He had published 11 research articles in peer-reviewed national and international journals and attended 10 conferences in various national and international conferences in India.
EDUCATION
PhD in Management
RESEARCH INTERESTS
Entrepreneurship, HR, Tourism
Scopus Publications
Scholar Citations
Scholar h-index
Scholar i10-index
Scopus Publications
KDV Prasad, Debanjan Nag, Sripathi Kalavakolanu, and Rajesh Vaidya
Conscientia Beam
To examine whether the application of integrated human resource information systems can enhance output, increase productivity, and reduce operating costs in agricultural companies. Survey method is used in this study. One hundred and forty-five supply chain employees from the agricultural industry were surveyed through a structured questionnaire to find the influence of HRIS in the recruitment process, performance appraisal, training needs, and management support to enhance output. The data were analyzed using statistical methods like correlation analysis, Chi-square analysis, and factor analysis. The results reveal that four factors-recruitment process, performance appraisal, training needs, and management support are statistically significant and influence the outcome variable enhancing output. The automated HRIS system can be helpful in managing the recruitment process, performance appraisal, and training needs efficiently. The management support is critical in deploying automated HRIS to enhance output in agricultural companies. The deployment of HRIS systems isbeneficial for enhancingoutput in agricultural companies. However, before the deployment of such systems, the size of the organization, environment, type of business, and sensitivity of the information need to be considered. Employees will benefit as they are better equipped to visualize original ideas with enhanced IT capacities.
Debanjan Nag, Disha Pathak, Ridhi Rani, and Prasad KDV
South Florida Publishing LLC
Objective: To examine the current E-Human Resource Trends and its effect on personal effectiveness of an employee concerning Information Technology employees in and around Hyderabad, and Indian Metro. Method: The four independent factors related to E- Human Resource Management (EHRM), the E-Hiring 5 items, E-Rewards & Recognition (4-items), E-Payroll Process 5 items, E-Performance Management 5 items and the one dependent factor Personal Effectiveness with 6 items were measured. The data are gathered through a structured questionnaire consisting of 25 items to measure the above said 5 factors published on the Google Form, and a link to 400 Information Technology employees provided through WhatsApp, Messages, and other methods. Results: The reliability of the research instrument measured estimating Cronbach’s alpha statistic that ranged from 0.69 to 0.90, split-half (odd-eve) correlations, ranged from 0.60 to 0.81, and Spearman Brown Prophecy, ranged from 0.71 to 0.93 indicating strong reliability and internal consistency. The multiple regression results indicate that mode explain 16% of variance when all the independent variables entered simultaneously in the model. Further, the E-HRM factors E-Hiring, E-Rewards & Recognition, and E-Performance Management are statistically significant (P<0.05; p<0.001) influencing the personal effectiveness of the information technology employees. There were statistically significant gender association with personal effectiveness of the information technology employees. Conclusions: The study provides the valuable insights into the application of E-Human Resource Management factors like E-Hiring, E-Rewards and Recognition, E-payroll Process and E-Performance Management. The E-HRM will enhance employee productivity, organizational performance and employee personal effectiveness. The organizations will be beneficial on application of E-HRM for employee management.
Rajesh Vaidya, Debanjan Nag, Ridhi Rani, and Kdv Prasad
South Florida Publishing LLC
Objective: To examine the association between remote working and work-life balance with mediating effect of social support on work-life balance among migrated employees in Hyderabad Metro. The study was carried out by surveying the migrated employees who are working super markets, malls, IT industry and construction industry, and are from different states across India, working in Hyderabad city. The data were collected during May 2021 to May 2022. Method: The survey type of research adopted in this empirical study. The data were gathered using a questionnaire with 24 items for 3 constructs remote working with 12 items, social support 6 items, and work-life balance with 6 items. However, 5 items (2 from remote working, 1 from social support, and 2 from work-life balance) were dropped from the study because the outer loadings of the items were <0.5. Results: The reliability and internal consistency of the questionnaire were assed measuring Cronbach’s alpha and Split-half (odd-even) correlations which ranged from 0.80 to 0.92 indicating strong internal consistency and reliability. The data from a total of 301 correct responses were analyzed using structural equation modeling using IBM AMOS 28 version. The data normality was assessed with Shapiro Wilk’s test (p>0.05), The model fit indices demonstrated excellent model fit. There was a statistically insignificant (p>0.05) direct effect between remote working and work-life balance, while social support is fully mediating the work-life balance (p<0.001) of the migrated employees. The moderation analysis indicates statistically significant gender differences with the constructs remote working, work-life balance, and social support exhibiting statistically significant differences among the gender groups. The detailed results are presented in the manuscript. Conclusions: the study provides valuable insights into the impact of remote working on work-life balance and the role of social support as a mediating factor, in particular on migrated employees. The results can be used by companies to enhance their remote work policies and practices, thereby improving work-life balance and overall job satisfaction for their employees. Remote working has become an increasingly popular option for many workers in recent years, with the COVID-19 pandemic accelerating this trend.
Debanjan Nag and Niladri Das
Inderscience Publishers
Niladri Das and Debanjan Nag
Inderscience Publishers
This study examined the relationships among three entrepreneurial traits, passion for work and business success using survey data from 304 microentrepreneurs. We used path analysis to test the direct and indirect effects of the trait variables on perceptual measures of business success. Passion for work is used as the mediating variable for explaining the relationship between entrepreneurial traits and business success. The results indicated that all the three entrepreneurial traits-need for achievement, self-efficacy and locus of control (internal) was positively related to business success, and passion for work play a mediating role in this relationship.