Role of human and relational capital of universities as underpinnings of a knowledge economy: A structural modelling perspective from north Indian universities

Chatterji, Niti; Kiran, Ravi

doi:10.1016/j.ijedudev.2017.06.004

Cited by 41 publications

(39 citation statements)

References 86 publications

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“…The validated scales used in the questionnaire have been used earlier in the South Asian context by eminent Indian research in their works (e.g. Agarwal & Gupta, 2018; Chatterji & Kiran, 2017; Fongtanakit, 2013; Sharma & Garg, 2016; Sinha et al, 2016). Since English is one of the official languages in India, the questionnaire was drafted in English, and the respondents were communicated about the author’s availability for clarification in case of doubt and queries.…”

Section: Methodsmentioning

confidence: 99%

Examining the Influence of Human Capital on Employees’ Innovative Work Behaviour: A Moderated Serial Mediation Model

Choudhary

Memon

Mishra

2020

South Asian Journal of Human Resources Management

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Organisations invest in human capital to achieve favourable organisational performance. The purpose of this research is to explain how organisational human capital investments influence an individual’s human capital and innovative work behaviour (IWB). Drawing on Social Exchange Theory and its subset Affect Theory of Social Exchange, this study empirically examines how the human resource management activity of human capital investments manifests at the individual level by developing and testing a moderated serial mediation model. A total of 115 employees working in a diverse set of industries, such as service, manufacturing, information technology, consultancy and education, who had received at least one training from their current employer, participated in the survey. The participants completed five standardized, valid and reliable instruments. SPSS was employed for data analysis. Hypotheses were tested using regression analysis. Results show that both gratitude and knowledge management mediate the relationship between human capital and IWB and the moderating effects of job characteristics. This study extends current literature and integrates macro–micro human capital by exploring how and when human capital leads to the generation of micro social orders. The concept of micro social orders refers to repeated interactions (exchange frequency), emotional reactions, perceptions of cohesion and affective sentiments of a group/organisation due to social structures. This research also highlights how managers can establish positive reciprocity obligations and enhance employees’ gratitude that helps to achieve IWB.

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Section: Methodsmentioning

confidence: 99%

Examining the Influence of Human Capital on Employees’ Innovative Work Behaviour: A Moderated Serial Mediation Model

Choudhary

Memon

Mishra

2020

South Asian Journal of Human Resources Management

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“…With their university policy focusing on state assignments only, universities are at risk to be locked out on education and almost irresponsive to external transformations, in particular labour markets. To sum up, universities are basically viewed as a "place" where diverse social innovations are designed and tested; and human capital https: //doi.org/10.15405/epsbs.2019.09.02.19 Corresponding Author: Egor V. Neborsky Selection and peer-review under responsibility of the Organizing Committee of the conference eISSN: 2357-1330 163 is developed (Chatterji & Kiran, 2017). Notably, willing to be region-forming entities, regional universities, which go through transformations from transit to transitive university, can and must initiate interactions of all regional social actors to help their own development and regional collaborations for the benefit of all regional stakeholders.…”

Section: Resultsmentioning

confidence: 99%

Modern Challenges To Develop Educational Space Of A Regional Transitive University

Boguslavsky¹

2019

The European Proceedings of Social and Behavioural Sciences

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“…development of appropriate content and redesigning of their curriculum which can help their graduates in development of relevant skills and personal qualities (Chatterji & Kiran, 2017). This alignment of curriculum is possible only when Business school can understand the perceptual gap exists between corporate houses and Business school faculties.…”

Section: Malaysian Online Journal Of Educational Management (Mojem)mentioning

confidence: 99%

“…As per results discussed above, the students, Business School Faculty and managers have a difference in their perception towards employability competencies and personal qualities. There is a mismatch between the demand from industry and supply from institutes due to lack of skills, qualities required to perform that task and inappropriate education system (Chatterji & Kiran, 2017;O'Leary, 2017). Managers want business schools to train their candidates mainly on core and managerial competencies and influencing personal qualities.…”

Section: Malaysian Online Journal Of Educational Management (Mojem)mentioning

confidence: 99%

“…Business schools are "educational institutions that specialize in teaching courses and programs related to business and/or management" (Kaplan, 2018). It is high time that business school should analyse the demand of the industry and its requirement (Chatterji & Kiran, 2017). They should understand the meaning and definition of employability skills from employer's side and train the students in the required way.…”

Section: Introductionmentioning

confidence: 99%

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Perceptual Gap Among Corporate World, Academics and Students: Personal Qualities and Employability Competencies of Students

Mehrolia¹,

Alagarsamy²

2019

MOJEM

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Personal qualities and employability competencies influence how an individual interacts with others. Employers value employability skills because they are linked to how employees get along with co-workers and customers, job performance, and career success of the employee. Hence personal qualities and employability competencies are considered as one of the essential components for an individual's career development. This study aims to understand the perceptual gap among the corporate world, business school academics and business school students. This study is quantitative in nature and primary data was collected through survey method. The primary data was collected from 377 Master of Business Administration (MBA) students, 276 Business School faculties and 98 managers representing 100 different companies in Bangalore, India. Three different questionnaires were prepared for three groups. All three sets of respondents were asked to rate their perception towards the requirement of personal qualities and skill/competencies required at the workplace in an entrylevel job. The study highlights that there is a significant difference in the perception of students, business school faculty and managers towards listed personal qualities and competencies. These perceptual differences result in different types of costs to the company in terms of time, money and energy. The results will help the business schools to develop an innovative business curriculum that can fill the current industry needs.

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Role of human and relational capital of universities as underpinnings of a knowledge economy: A structural modelling perspective from north Indian universities

Cited by 41 publications

References 86 publications

Examining the Influence of Human Capital on Employees’ Innovative Work Behaviour: A Moderated Serial Mediation Model

Examining the Influence of Human Capital on Employees’ Innovative Work Behaviour: A Moderated Serial Mediation Model

Modern Challenges To Develop Educational Space Of A Regional Transitive University

Perceptual Gap Among Corporate World, Academics and Students: Personal Qualities and Employability Competencies of Students

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