Artykuły w czasopismach: „Work family management-India”

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Mishra, Pavitra. "A grounded theory study on family-to-work enrichment". South Asian Journal of Global Business Research 4, nr 1 (2.03.2015): 45–67. http://dx.doi.org/10.1108/sajgbr-07-2014-0052.

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Purpose – The purpose of this paper is to demonstrate systematic application of grounded theory to understand antecedents, moderators and consequences of family-to-work enrichment in India. The paper throws light on the key tenets of grounded theory research and explains its use as a rigorous method for management research. Design/methodology/approach – “Paradigm model” of grounded theory was used for data analysis. Data were collected through in-depth interviews of 24, middle managers in India. Interviewees were from various industries like IT, software, insurance, banking, telecom, media, consulting and fast moving consumer goods. Findings – This study identifies family resources as an antecedent of family-to-work enrichment. Community resources and work-role salience facilitate positive relation between family resources and family-to-work enrichment. Further, psychological capital has been identified as a consequence. Strategies adopted by the professionals to enhance their family-to-work enrichment have also been explored. Research limitations/implications – This study provides a holistic understanding of family-to-work enrichment, an under researched phenomenon by exploring relation between work, family and community resources. Practical implications – The integration of three domains, i.e. work, family and community provide insights to managers and policy makers about the importance of family and community in the organizations. Originality/value – This study fulfills the need to explore positive side of work-family interface especially, in emerging economies like India. Moreover, it is the first attempt to study the work-family-community interface from a grounded theory approach in the Indian context and probably one of the first few in the literature.

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Soundarya Priya, M. G., K. S. Anandh, K. Prasanna, K. Gunasekaran, Emmanuel Itodo Daniel, Mariusz Szóstak i Della Sunny. "Exploring the Factors That Influence the Work–Family Interface of Construction Professionals: An Indian Case Study". Buildings 13, nr 6 (12.06.2023): 1511. http://dx.doi.org/10.3390/buildings13061511.

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The objective of this paper is to explore the dynamic factors of the work–family interface (WFI) of construction professionals in South India. It also aims to develop a model of the factors that influence the WFI. This study identified seven factors from the literature: work environment, family, stress, personal satisfaction, work culture, top-level acceptance, and work–family balance. Data were collected using questionnaires distributed among the construction professionals in South India. Data analysis was performed using SPSS. The mean standard deviation and shape measures (skewness and kurtosis) revealed that personal satisfaction (3.55) was rated the top factor for WFI, followed by work–family balance (3.15), stress (2.91), and work culture (2.83). The study found that the work culture was not significantly correlated with work environment, family, stress, personal satisfaction, or top-level acceptance. The developed SEM model emphasises the need to pay keen attention to the work environment and the work–family balance among the construction professionals in India. Management should consider these factors to design standard policies to improve the WFI and design work–life balance strategies to create stability in the lives of construction professionals. The current research is limited to only two cities in Kerala and Tamil Nadu in South India. More studies must be carried out for more states in India to better understand the current situation of WFI as there is limited evidence of studies on the WFI of construction professionals in India. Therefore, the findings of this study fill the existing knowledge gap and provide a clear insight into improving the mental and social well-being of construction professionals in the Indian construction industry and construction professionals in other developing countries.

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Raina, Mahima, Eunae Cho i Kamlesh Singh. "Toward contextual understanding: antecedents of work-family interface in India". South Asian Journal of Business Studies 9, nr 3 (28.07.2020): 339–56. http://dx.doi.org/10.1108/sajbs-11-2019-0210.

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PurposeThe current study examined cultural (diffuse orientation), organizational (organizational work-family climates) and individual (role centrality) antecedents of key work-family (WF) experiences (WF conflict, WF enrichment and WF boundary management) in India.Design/methodology/approachSurvey data were collected from 586 white-collar employees in India. The data were analyzed using structural equation modeling.FindingsAnalyses revealed interesting culture-specific insights into the WF dynamic. For example, less demarcation between WF boundaries (diffuse orientation) did not increase WF conflict, but significantly fostered WF enrichment, challenging the findings in the Western cultural contexts. A supportive organizational WF climate was found to be a crucial factor that alleviated WF conflict, whereas greater investment in work role led to greater WF enrichment.Research limitations/implicationsThis study addresses a dearth of research on antecedents of WF interface that simultaneously examines the positive and negative aspects of WF interface. It also advances the WF literature by generating empirical evidence related to the cultural dimension of diffuse orientation.Originality/valueThis study provides a holistic view of WF interface in the Indian context by incorporating various antecedents in one model.

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Padhi, Mousumi, i Snigdha Pattnaik. "Role of integration-segmentation on work-family interface of insurance sector employees in India". International Journal of Manpower 38, nr 8 (6.11.2017): 1114–29. http://dx.doi.org/10.1108/ijm-02-2014-0051.

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Purpose Researchers have used different approaches to understand how individuals combine work with family, one being boundary and transition management. However, very few studies have focussed on empirically examining the role of individual boundary management style on work-family experience. The purpose of this paper is to fill this gap by examining the role of integration-segmentation on work-family conflict (WFC) and work-family enrichment (WFE). Two secondary purposes are to explore gender differences in work-family experiences and to examine the relationship between WFC and WFE. Design/methodology/approach The predictor variable in the primary study is integration (with two levels segmented and integrated). Different measures of WFC and WFE are criterion variables. Survey method was used to collect data from 156 life insurance professionals including 64 women employees in India. The average age of the sample is 35 years (SD=6.56). Boundary strategy of integration or segmentation between work and family is determined by measuring similarity in resource priority between work and family. Median split technique is used to delineate the groups. Findings The study has three key findings: employees with integrated boundary strategy report greater levels of both WFC and WFE; no gender differences exist in the experience of WFC and WFE; and WFC and WFE were found to be unrelated to each other. Originality/value The paper empirically studies the role of boundaries on WFC and WFE of insurance employees. It is a response to researchers’ call to integrate boundary theory with spillover theory and examine the role of integration-segmentation.

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Karofsky, Paul I. "Interview with Sampath Durgadas". Family Business Review 13, nr 4 (grudzień 2000): 339–44. http://dx.doi.org/10.1111/j.1741-6248.2000.00339.x.

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In November 1998, Paul I. Karofsky visited with several family-owned and -managed businesses in India. The powerful cultural and family influences on family-owned enterprises sparked his desire to interview Sampath Durgadas, a visiting professor and consultant to family businesses at the Institute of Management in Bangalore. Over a 12-year period, Mr. Durgadas conducted extensive experiential research on the nature of transition in three family-owned companies. Although the focus of his work is on the four South Indian states of India, he traveled widely throughout the country. His book, entitled Inheriting the Mantle: Managing Succession in Indian Family Business , is under publication by Sage Publications New Delhi.

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Baral, Rupashree. "Comparing the situation and person-based predictors of work–family conflict among married working professionals in India". Equality, Diversity and Inclusion: An International Journal 39, nr 5 (24.09.2019): 479–95. http://dx.doi.org/10.1108/edi-01-2019-0040.

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Purpose The purpose of this paper is to ascertain the situation (presence of young children, working hours, social and organizational support) and person-based factors (core self-evaluations) that influence work-family conflict (both work-to-family conflict (WFC) and family-to-work conflict (FWC)) and to examine the relative power of situational factors vs person-based factors in predicting work-family conflict. Design/methodology/approach Data were collected from 367 married working professionals from eight organizations in the manufacturing and services sector in India. Hierarchical regression analysis was conducted to test the hypotheses. Usefulness analysis was performed to reveal the unique contribution of the dispositional variables over the situational variables in predicting the variance in work-family conflict. Findings Personality factors accounted for more variance in FWC than in WFC, and situational factors accounted for more variance in WFC than in FWC. Research limitations/implications Given the limitations associated with a cross-sectional design, caution is needed concerning the inferences drawn. Only a few variables are considered to assess the characteristics of the context. Practical implications Organizations should not view the resolution of work-family conflict as the sole responsibility of an individual because of the demonstrated influence of both dispositional and contextual factors on the presence or absence of such conflict. While individuals may strive to have better self-management skills and stay positive in adverse situations, employers may assist them in dealing with work-family demands by introducing need-based support. Originality/value The relative importance of situation-based and person-based variables in predicting work-family conflict has rarely been examined on a managerial sample in India. Research on personality-based antecedents of work-home interference is also in its infancy. A better understanding of the factors as they relate to both directions of work-family conflict may help to identify suitable approaches to managing conflict.

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Mishra, Pavitra, Rajen Gupta i Jyotsna Bhatnagar. "Grounded theory research". Qualitative Research Journal 14, nr 3 (4.11.2014): 289–306. http://dx.doi.org/10.1108/qrj-01-2013-0001.

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Purpose – The purpose of this paper is to explore the phenomenon of work-to-family enrichment in totality. Using grounded theory, the study aims to understand antecedents, moderators, and consequences of work-to-family enrichment. This study also investigates strategies adopted by individuals to enhance their work-family enrichment experience. Design/methodology/approach – The paper opted for an exploratory study using the open-ended approach of grounded theory. This paper builds a model to understand the phenomenon by applying Strauss and Corbin's (1990) “paradigm model” approach of grounded theory. The paper throws light on the key tenets of grounded theory research and explains use of grounded theory as a rigorous method for business research. Data were collected by taking 24 in-depth interviews with employees representing middle management segment of consulting, IT and FMCG firms in India. Findings – This study reports “perceived work-family culture” of an organization as an antecedent of “work-to-family enrichment.” It also finds “community resources” and “family role salience” as significant contributors in enriching the experience of professionals. Work-to-family enrichment experience has positive influence on “employer brand attraction” and “organizational citizenship behavior” and has negative influence on “intention to quit.” The study has also added to the literature by identifying Psychological Capital as one of the consequences. The study has highlighted segmentation, i.e. by maintaining work and family boundaries, support from extended family members or close friends, engaging in activities that provides happiness and personal peace like being a part of NGO, time management and scheduling, engaging in shopping and availing community facilities like good day cares as major strategies used by Indian professionals to enhance their work-to-family enrichment. Research limitations/implications – The study demonstrates application of grounded theory for understanding a phenomenon holistically. It is one of its kinds of study conducted to understand work-to-family enrichment. Practical implications – This is a unique study, where attempts have been made to understand and integrate work-to-family enrichment phenomenon in totality. The paper provides insights to the managers about the importance of suitable work-family culture and other factors to ensure successful implementation of work-family policies. The paper also identifies strategies adopted by individuals to attain work-family enrichment. Social implications – Demographic shifts, changing market and economic trends, technological advances and competitive forces have made work-family interface an important issue for both academicians and practitioners. In India, these changes can be experienced in terms of demographic profile of work force. Changes in the definitions of work and family, shifting family structure, changing profile of work (due to technological advancement, women empowerment, etc.) are transforming the work-family interactions in emerging economies. According to Hewitt's Attrition and Retention Asia Pacific Study, the need for a balance between work and personal life has become an integral element of employee's expectations from their work organization. Originality/value – This paper fulfils an identified need to study and explore positive side of work-family interface especially in emerging economies like India. This is the first attempt to study the relationships in the work-family domain from a grounded theory approach in Indian context and probably one of the first few in the literature.

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Sasikumar, Gendham M., i S. Sujatha. "Work Life Management Among Women Employees Working in Shifts With Reference to Electronic Manufacturing Industry in Chennai". Revista de Gestão Social e Ambiental 17, nr 4 (23.06.2023): e03452. http://dx.doi.org/10.24857/rgsa.v17n4-003.

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Objective: The aim of this paper is to identify the nature of Work-Life Balance management practices among the women employees in an industry sector that employs women to be working in shifts. Theoretical framework: The study employs concepts from the Role theory of management of multiple roles by people and Spill-over theory postulating the transfer of skills and issues across roles to be the variables impacting a worker’s satisfaction in work and personal life, which in the case of target population relates to family in the cultural context. Method: This study was conducted to measure the impact of Authentic Leadership, Co-worker support, and Family support to be the independent variables and Work Satisfaction as well as Family Satisfaction as a Dependent variable in the measurement model while the Work to Family Enrichment and Family to Work Enrichment to be the mediating variable constructs. Data was collected in factories employing women workforce in production shifts since working in shifts. The 5-point Likert scale is used to prepare the questionnaire which was circulated to 180 participants working in these factories in Tamilnadu and 150 were found to be complete in data for doing analysis. Results and Discussion: The estimated model using the Structural Equation Modelling approach showed a definite association with both dependent and independent variables with moderation effects. The effect of Family Support on Work Satisfaction is not directly evidenced but is visible through Family to Work Enrichment. Other variables had significant direct effects. Implications of the research: The studies infer that the factors of authentic leadership, Co-workers support and Family Support provide for effective work and family satisfaction either directly or through manifestation of Work to Family Enrichment and Family to Work Enrichment effects. Originality/value: This study identifies the gap that there is not enough study and literature available especially connected to the Work-Life Balance of Women in the Electronics Industry mainly working in shifts in India as well as Globally.

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Nath, Koel, i Rohit Dwivedi. "Tribal women’s work-life balance: an identity-based approach". Gender in Management: An International Journal 36, nr 4 (22.03.2021): 482–97. http://dx.doi.org/10.1108/gm-07-2020-0219.

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Purpose This paper aims to examine the work-life balance (WLB) experiences of tribal working women belonging to the matrilineal Khasi and Jaintia communities of Meghalaya, India, using an identity-based approach. Design/methodology/approach Semi-structured interviews conducted with 18 tribal women working in the formal sector helped generate descriptions of the subjective subliminal tensions they experienced in their efforts to balance work and home life. Findings Six key themes emerged: webs of role-based responsibilities; reframing family around work; revising self-identity through work; challenges and coping tactics; traditional community influences on management of work and home life; and enacting womanhood as problem-solving. Research limitations/implications This study contributes to the literature on women and WLB in that it expands the theoretical understanding of the impact of identity work on women’s WLB. Practical implications A healthy WLB is crucial for enhanced intrinsic motivation and consequently women’s psychological empowerment and career satisfaction. This has important social and practical implications for enriching tribal women’s quality of life in India and facilitating their contribution towards the betterment of their communities and the economy at large. To this end, policymakers should launch awareness campaigns pertaining to tribal women’s WLB, to aid organizations in rolling-out contextually relevant work-life management programmes for these women. Originality/value This study extends an identity-based approach as a general theory of the self to examine matrilineal tribal women's WLB construction as a distinct form of “doing” and “being”.

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K, Mahalakshmi Rajeswari. "“Green work- life balance policy for women doing male- dominated jobs”:- with special reference to andhra pradesh state road transport corporation (apsrtc)". Journal of Management and Science 1, nr 4 (30.12.2014): 287–99. http://dx.doi.org/10.26524/jms.2014.25.

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In India, Social, Economic, Demographic, Political factors are challenged the women to work equal to men and take up challenge to do male-dominated jobs like bus drivers & conductors, Railway drivers, Pilots etc. In general, male-dominated jobs are typical and troublesome to married women who are engaged in this. Work-life balance is more crucial for women especially who are doing male-dominated jobs. Green work-life balance policy will assimilate the dual role of an employee & create a congenial environment at work place.Since 1996, APSRTC started recruiting women bus conductors. The women bus conductors have a challenge to discharge their duties at work place as well as to cater the needs of their family. Their dual role as bus conductor & home maker. Sample size of 28 %of total women bus conductors in Krishna region, APSRTC has been chosen to deal with work-life balance for women. Therefore, the major objective of the present study is to examine the influencing factors at work place & family with respect to work-life balance.The study understands the correlation between work to- family conflict & family to-work conflict. To achieve this, random sample of 150 women conductors has been chosen. The current study reveals the role & responsibility at work place, odd working hours, managing family life, amenities at work place, support from management and support from family tomake the balance between work & life. Eventually, the present study recommends the management of APSRTC regarding the adoption of green work-life balance & family friendly policy for the sake of women conductors.

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Shaheed Khan, Freeda Maria Swarna M, Awdhesh Kumar i Ashish Kumar Panda. "Tourism, Risk Management, Sustainability options, the India Story". international journal of engineering technology and management sciences 7, nr 1 (2023): 361–81. http://dx.doi.org/10.46647/ijetms.2023.v07i01.055.

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The 2004 Indian Ocean earthquake and tsunami, within hours in some cases brought sorrow to many countries, India too suffered with Tamil Nadu reporting damage and deaths in Chennai, Velankanni, Cuddalore, Kaniyakumari, Poompuhar, and Nagapattinam to mention a few. It was the year end, and many were traveling to various places to spend time with family and friends in tourist centers. The reported deaths were 8000. All places of tourism of various hues. In 2013, the sudden rapid melting of ice and snow on the Kedarnath Mountain which in turn flooded Chorabari Lake upstream and eruption of the Mandakini River inundated the Pilgrimage town of Kedarnath, catching the pilgrims with surprise and the others who were unaware of the impending disaster downstream. The reported deaths were 5000. The heart of Pilgrimage tourism for the devout. ‘Gods own Country,’ Kerala in 2018 had to declare red alert in all its 14 districts, more than a million souls had to be evacuated from Chengannur, Aranmula, Kozhencherry, Ayiroor, Ranni, Pandalam, Kuttanad, Malappuram, Aluva, Chalakudy, Thrissur, Thiruvalla, Chellanam, Vypin Island, Palakkad, the list is endless; More than 490 were reported dead, 15 missing. The severe floods, due to high rainfall, land-slides which made small villages and towns disappear; was scary. Kerala is a known tourism hub. Whether it is tourism or ecotourism, one question asked, are we prepared for any Disaster that may occur at any point in time? Are the Destination Management Organizations prepared to face any eventuality. The research paper is a work in progress and makes an effort to answer questions from across India through case studies, if the Tourism system indeed is ready to face disasters.

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Kumar, Piyush. "Establishment of Public Health Management Cadre in India and Guidelines for Implementation – 2022". Public Health Open Access 6, nr 2 (2022): 1–6. http://dx.doi.org/10.23880/phoa-16000217.

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National Health Policy (NHP) 2017 (Para 11.8) proposed that a multi/interdisciplinary health workforce is necessary for managing programs under National Health Mission. National Health Policy 2017 considered creating Public Health Management Cadre (PHMC) in all States. In the 13th CONFERENCE of CENTRAL COUNCIL OF'HEALTH & FAMILY WELFARE (CCHFW), 2019 under the chairpersonship of Hon’ble central Health Minister of India the decision evolved to establish PHMC in all States by year 2022 . The key objective of establishment of PHMC is best utilization of expertise and talent for ensuring health for all. Another objective is to segregate clinical and public health functions among cadres with flexibilities as per requirement of the state. Four types of structures and frameworks are developed, and the states are given flexibility to modify the structures according to the local situation and context. Medical and Health professionals would form a major part, but professionals from other backgrounds like sociology, economics, anthropology, hospital management, communications, etc., who have undergone public health management training/course would also be considered. States could decide to locate public health managers (medical/non-medical) into same or different cadre streams belonging to Directorates of Health. In states like Bihar where there is lack of Directorates of Health the situation is very worse indicated by NITI Aayog annual Health Index reports. In such states the researcher found that public health management untrained persons are posted on key public health management posts while the public health trained doctors (sponsored by Government revenue) are not posted for public health management. The specialists are not involved in PHM and it may be due to the fact that there is shortage of specialist at country and state levels. The public health cadre is a misnomer if they will also work for clinical treatments then the key goal of PHMC will be affected particularly in states like Bihar. This is the first ever decision at national level for establishing PHMC and the details of pay structure , transparency etc. are not available and although the objectives are quite clear; the PHMC cadre may be affected in states like Bihar where it seems that lack of Directorate and unscrupulous management have grabbed the health system.

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Anwer, S., i P. Chitrao. "An Assessment of Talent Management and Talent Engagement Strategies for Indian Industries - Orientations Revisited In COVID-19 Crisis". CARDIOMETRY, nr 25 (14.02.2023): 410–21. http://dx.doi.org/10.18137/cardiometry.2022.25.410421.

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New approaches and methods would redefine the global corporate and economies as the pandemic has struck the world. India has been under lock down for the last four months is still pondering its ways and means to handle this challenge effectively. With profits plummeting and businesses in chaos, the entire business community has to rise to the occasion to face this mammoth problem. This research attempts to study the challenges and issues that are hampering effective talent management for talent retention during this pandemic. The solution lies in effective coordination with employer and employee with talent management and retention practices. This study is quantitative and empirical while being exploratory and conclusive. The study intends to explore the dimensions of talent management and talent retention practices for Indian Inc. In this study, stratified random sampling was done, and 100 employees, who work in Indian corporate from various states was, administered a questionnaire. The collected data were analyzed using SPSS, correlation, regression, and confirmatory factor analysis. It was found that family and family priorities occupy the employee’s mind during these COVID-19 times. The organizational policies and frameworks must orient so that the employee’s health and safety are the top priorities. The modified work environment, work culture, and priorities would help in employee retention. An empirical framework is also provided for Indian enterprises on talent management and retention after the COVID-19 pandemic.

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Chaudhuri, Sanghamitra, Ridhi Arora i Paramita Roy. "Work–Life balance policies and organisational outcomes – a review of literature from the Indian context". Industrial and Commercial Training 52, nr 3 (23.06.2020): 155–70. http://dx.doi.org/10.1108/ict-01-2019-0003.

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Purpose In the past decade, the rapid globalisation and modernisation has resulted in an increased focus of organisations on implementation of family friendly work–life balance (WLB) policies for enhancing employee retention. The purpose of this study is to review the importance of WLB policies and programmes and its impact on organisational outcomes. Design/methodology/approach Using Deery’s (2008) framework as the conceptual framework, the current study attempts to provide an integrated literature review of the empirical studies conducted in the area of WLB and employee retention in India for a decade from 2007 till 2017. Findings The analysis of the extant literature revealed that the research on WLB for Indian organisations really surged since 2013. Most of the empirical studies conducted in this area use a positivist paradigm. Numerous industry sectors including the information technology (IT) and business process outsourcing sectors have benefitted from WLB policies, but the banking and higher education sector have generously implemented employee-friendly WLB policies. Practical implications The study stresses upon the implementation of employee friendly WLB policies for achieving high organisational outcomes. Furthermore, the findings may be useful for human resource management and human resource development professionals to understand and appreciate the organisational components, settings that are necessary to facilitate better WLB in Indian organisations, thereby resulting in better organisational outcomes. Originality/value The study provides us with a comprehensive review of different WLB studies conducted in India till date and its possible impact on various organisational outcomes.

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Böhmer, Nicole, i Heike Schinnenburg. "Career decisions of Indian female talent: implications for gender-sensitive talent management". Employee Relations: The International Journal 43, nr 1 (31.07.2020): 319–35. http://dx.doi.org/10.1108/er-12-2018-0344.

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PurposeTalent scarcity in emerging economies such as India poses challenges for companies, and limited labour market participation among well-educated women has been observed. The reasons that professionals decide not to pursue a further corporate career remain unclear. By investigating career decision-making, this article aims to highlight (1) the contextual factors that impact those decisions, (2) individuals' agency to handle them and (3) the implications for talent management (TM).Design/methodology/approachFollowing a qualitative research design, computer-aided analysis was conducted on interviews with 24 internationally experienced Indian business professionals. A novel application of neo-institutionalism in the Indian context was combined with the family-relatedness of work decisions (FRWD) model.FindingsCareer decisions indicate that rebellion against Indian societal and family expectations is essential to following a career path, especially for women. TM as part of the current institutional framework serves as a legitimising façade veiling traditional practices that hinder females' careers.Research limitations/implicationsInterviewees adopted a retrospective perspective when describing their career decisions; therefore, different views might have existed at the moment of decision-making.Practical implicationsDesign and implementation of gender-sensitive TM adjusted to fit the specific Indian context can contribute to retaining female talent in companies and the labour market.Originality/valueThe importance of gender-sensitive TM can be concluded from an empirical study of the context-based career decision-making of experienced business professionals from India. The synthesis of neo-institutionalism, the FRWD model and the research results provides assistance in mapping talent experiences and implications for overcoming the challenges of talent scarcity in India.

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Aggrawal, Artee, Jon Carrick, Jeffrey Kennedy i Giovanni Fernandez. "The Plight of Female Entrepreneurs in India". Economies 10, nr 11 (26.10.2022): 264. http://dx.doi.org/10.3390/economies10110264.

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Women from around the world are making substantive contributions to new ventures. Research on this phenomenon is starting to increase, but to this point, most of the research on female entrepreneurship has only examined it from the perspective of developed countries. As such, there is a gap in understanding this phenomenon from the perspective of developing countries. Due to the lack of theoretical underpinnings, and exploratory research approach to unearthing new ideas was called for. Using 10 female entrepreneurs as case studies and depth interviews as the main source of data, this study explores female entrepreneurship in India. The study’s findings suggest that deep-rooted gender bias and family pressures are major challenges that female entrepreneurs in India face. This study’s findings also suggest that supportive husbands, stress management, and maintaining a good work–life balance are important to helping female high-tech entrepreneurs in India overcome the challenges that they face. The results from this study inform the literature on the plight of female entrepreneurs in India, and more broadly, the study contributes to the understanding of the challenges that female entrepreneurs all around the world face.

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Chen, Qingxin, Huihui Shi i Jiawen Chen. "Development Management of Infant Dairy Industry Integrating Internet of Things under the Background of Family Planning Policy Adjustment". Security and Communication Networks 2022 (12.08.2022): 1–12. http://dx.doi.org/10.1155/2022/3018374.

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To promote the healthy and stable development of infant dairy industry, this work starts from the background of family planning policy adjustment. Based on the Internet of Things (IoT), fertility policy, and other related theories, this work analyzes the population size changes and fertility willingness of Chinese women of childbearing age between 20 and 39 years old from 1980 to 2020. Additionally, this work discusses the current development of infant dairy industry and the willingness of residents in the first, second, third, and fourth tier cities to purchase domestic or imported milk powder. Finally, the IoT technology is introduced into the farm and infant dairy processing links for analysis. The results show that the population of women of childbearing age in China is shrinking year by year, and the willingness to bear children is also declining. From 2016 to 2021, the number of women of childbearing age will decrease by an average of 2.85 million every year. Women in rural areas are more willing to give birth than those in urban areas. Compared with Vietnam and India, China has the lowest population growth rate, followed by Vietnam and India. At present, the development of domestic infant dairy products is facing many setbacks due to the reduction of the birth population, the impact of foreign brands, and the “melamine” incident. Fortunately, due to the strict supervision of the market by the government, a certain proportion of the market has been gradually achieved in recent years. However, residents of the first, second, third, and fourth tier cities are still more willing to buy foreign milk powder. Introducing the IoT technology into the development of infant dairy industry can monitor the content of relevant additives and record the production information through radio frequency identification technology, which improves the quality of dairy products to a certain extent. Therefore, the research on the management of infant dairy industry integrated with the IoT under the background of family planning policy adjustment will have a certain beneficial impact on the subsequent development of the industry.

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Aggarwal, Indu Bansal, Jaishree Ganjiwale, Aparna Parikh, Nirali Trivedi, Satinder Kaur, Rachana Chennamaneni, Neha Choudhary, Roshni Pande, Sonal Dande i Priya Iyer. "Coping with COVID-19 pandemic lockdown – The lady doctors perspective". Indian Journal of Medical Sciences 73 (24.09.2021): 164–69. http://dx.doi.org/10.25259/ijms_319_2021.

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Objectives: This study is about the challenges faced by the women doctors in India during the first wave of the COVID-19 pandemic. Material and Methods: We conducted an online survey in 2020 for women doctors who were professionally engaged in active patient management in India before the onset of the current pandemic. Results: A total of 260 valid responses were received. Only 28% (73/260) were able to provide at least 50% of professional services as compared to the pre COVID-19 lockdown period. Statistically significant differences related to emotional health (feelings), physical activity, changes in how family sees the lady professional, personal free time availability, and family bonding. Conclusion: COVID-19 has led to the following important concerns for professional women - academic productivity; work-life balance; missed opportunities for collaborating; mental health, the need for equity-minded academic leadership, and decision-making. Our study showed that majority were stressed during the COVID-19 lockdown – with the impact being highest among those giving more than 50% of their time to professional medical services outside their homes.

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Narayanaswamy, Srikanth, Siddharth Thaker, Harun Gupta i Rajesh Botchu. "Working as a musculoskeletal radiologist in India and in the UK: Similarities and differences in daily professional engagements". Indian Journal of Musculoskeletal Radiology 3 (30.06.2021): 30–33. http://dx.doi.org/10.25259/ijmsr_63_2020.

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A UK-trained musculoskeletal (MSK) radiologist relocating back to India may face numerous challenges while setting up subspecialty MSK radiology services. The National Health Service (NHS) and the Indian healthcare system are inherently different from each other in finance, governance, administration, and clinical services provision. The NHS can offer numerous opportunities to an MSK radiologist, including a diverse case mixture, protected work time divided between direct clinical care and supporting professional – academic, management, leadership, and continuous professional development – activities, flexible work hours, five days a week work pattern, continuous reflective learning from missed findings, and opportunities for advanced training in MSK tumour work and complex interventions. Indian MSK radiology services, compared to the NHS, are relatively curtailed and limited to metro cities with very few centres offering dedicated MSK imaging services and image-guided interventions. From an economic perspective, MSK radiologists in both countries earn more or less similar, given high taxation rates in the UK. Although Indian radiologists may face pressures to provide rapid radiology reports from the management, patients, and relatives, one can enjoy better image quality, liberty to customize scans, ease to start new intervention services, necessary breaks during work hours, and extended family support. A re-relocated MSK radiologist can survive and thrive in Indian healthcare, primarily corporate medical institutions, if one can strike a balance between professional and personal life.

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Felipe-Victoriano, Moisés, Elijah J. Talamas i Sergio R. Sánchez-Peña. "Scelionidae (Hymenoptera) parasitizing eggs of Bagrada hilaris (Hemiptera, Pentatomidae) in Mexico". Journal of Hymenoptera Research 73 (18.11.2019): 143–52. http://dx.doi.org/10.3897/jhr.73.36654.

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The painted bug or bagrada bug, Bagrada hilaris (Burmeister) (Hemiptera: Pentatomidae), is a key pest of crops in the family Brassicaceae. In this work, three species of Scelionidae (Hymenoptera) are reported for the first time as parasitoids of painted bug eggs in Mexico, at Saltillo, state of Coahuila: Gryon myrmecophilum (Ashmead), Telenomus podisi Ashmead and Trissolcus basalis (Wollaston). This is also the first report of a species of the widespread genus Telenomus as an egg parasitoid of B. hilaris outside of India. Total percent parasitism, high resolution images, and CO1 sequences are provided for each species. In the future, research in Mexico should be carried out on parasitoid species presented in this work to determine their potential as biological control agents and the feasibility of augmentative, classical or inoculative biocontrol strategies for integrated pest management.

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Pavithra, R. H. "Socio-Economic Condition of Female Agricultural Labourers- With Special Reference to Mandya District". IRA-International Journal of Management & Social Sciences (ISSN 2455-2267) 7, nr 3 (28.06.2017): 458. http://dx.doi.org/10.21013/jmss.v7.n3.p7.

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<div><p>Women in rural India are involved in various stages of agricultural operations starting from sowing of seeds to hand weeding, harvesting and post-harvest activities. Over time, as technological change in agriculture has brought about a substantial change in labour-land use pattern, the nature of work of rural women has also undergone a change. Women spend a substantial part of their time not only in various activities directly related to agriculture but also in the management of livestock, poultry, etc. (Sisodia, 1985; Agarwal, 1988). However, the true picture of female work and their contribution to family expenditure is usually not clearly presented. Many economically productive activities performed by women go unrecorded as such or are subsumed within ‘domestic work’. In this paper an attempt has been made to study the socio economic condition of female agricultural labourers, and suggest suitable measures for improving their living condition.</p></div>

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Mukherjee, Jaydeep. "Using New Case Studies for Evaluation of Marketing Student’s Academic Performance". Vision: The Journal of Business Perspective 22, nr 1 (30.01.2018): 61–67. http://dx.doi.org/10.1177/0972262917750246.

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Case method has been a popular pedagogy in management education. It is a preferred evaluation tool which is inherently subjective in nature. This article compares the results of case-based evaluation in marketing discipline, in announced and unannounced settings, for full-time and part-time management programmes and discusses its implications. The data were collected from the formal evaluation made by a faculty of an Association of MBAs (AMBA) accredited management institute of India. The results suggests that for full-time residential MBA programmes, use of relative marks for grading each component of the evaluation is likely to be a more robust evaluation mechanism than using just the marks or using the consolidated marks for final grading. However, neither surprise quiz nor announced quiz provide any robust and unbiased method of evaluating the performance of the students of part-time non-residential MBA programme as the result are also dependent on variables like work and family, which are extraneous to the student’s interest and proficiency in the subject.

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Senthil, B. Arul, D. Ravindran i S. A. Surya Kumar. "MEASURING EMOTIONAL INTELLIGENCE AMONG BUSINESS SCHOOL STUDENTS IN INDIA". Acta Prosperitatis, nr 11 (22.04.2020): 140–55. http://dx.doi.org/10.37804/1691-6077-2020-11-140-155.

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This paper examines the Trait Emotional Intelligence (TEI) of business school students using the Trait Emotional Intelligence Questionnaire‐Short Form (TEIQ). The primary objective of the research is to study the wellbeing, self‐control, emotionality, and sociability of students in a various business schools and to identify the differences in students’ emotional intelligence (EI) with regards to students’ undergraduate (UG) degree, family type, work experience, brought up place and gender. This survey was carried out among the MBA students of a various B‐schools in India and data were collected from 141 respondents. The researchers employed T‐Test & one‐way Anova to test all variables using descriptive statistics for better understanding. Many researchers proved that emotional intelligence helps in successful leadership irrespective of domains. Researchers strongly believe students who pursue management degrees will one day become business leaders. Therefore, there is a scope in EI for business students. Many research papers on EI for leaders have been published but only few have been published on EI for business students. One of the results from this study shows that students who brought up in semi urban cities exhibit significant differences in wellbeing factor of TEI

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Kaushik, Neeraj, Anita Sharma i Veerander Kumar Kaushik. "Equality in the workplace: a study of gender issues in Indian organisations". Journal of Management Development 33, nr 2 (4.02.2014): 90–106. http://dx.doi.org/10.1108/jmd-11-2013-0140.

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Purpose – In developing countries like India, changing economic and social condition necessitated working of women irrespective of their religion, class or social status. But at the same time, it raised number of related issues like managing for family adjustment, working environment, etc. The purpose of this paper is to study gender issues like gender stereotype, gender discrimination and sexual harassment in the context of Indian environment. Design/methodology/approach – A structured questionnaire was developed to collect primary data from 500 firms in India. The data collected through questionnaire was coded and tabulated keeping in context with the objective of the study and was analysed by calculating frequencies, factor analysis and one way analysis of variance. Findings – Results elucidate seven job-related factors (infrastructure, HR functions, organisational climate, legal pursuit, empowerment, training and development and ethical concerns) and two individual factors (interpersonal and mindset) that are considered essential for women employees in Indian organisations. Analysis indicates that though age and level of management has no significant effect on these factors but male and female respondents differ significantly on their opinion regarding these issues. Research limitations/implications – The respondents in present study have been taken mainly from service sector, manufacturing sector and education sector, thus the study looks at only organised sector. The research work suffers from the usual limitations of survey research method. Practical implications – With women becoming an integral part of the workforce, managers must examine their reliance on stereotypical views concerning women. Gender is a socio-cultural phenomenon and organisations are a key aspect of a given culture. Organisational analysis needs to take into account the relationship between gender, gender stereotypes and organisational life. Originality/value – The paper studies gender issues of gender stereotype, gender discrimination and sexual harassment on a pan India basis covering various sectors and contribute to the subject from Indian perspective.

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Lale, Sanjeev Kumar, i Sugriv Kumar Gaur. "Utilization of Some Important Herbs used as “Śāka” (Vegetable) in Ayurveda by Tribal People of Raigarh District, Chhattisgarh State, India". Journal of Drug Research in Ayurvedic Sciences 2, nr 1 (marzec 2017): 40–48. http://dx.doi.org/10.5005/jp-journals-10059-0007.

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ABSTRACT There are a large number of classical Ayurvedic plants that are used as vegetables by tribal communities of Raigarh district. These plants profusely grow on wastelands that are free of insecticides/pesticides and give new relish vegetables. These vegetables are not popular among common people or they feel inferior to accept these vegetables in their diet. The consumption of such important plant resources should be popularized as they could be beneficial resource for prevention, management, and treatment of chronic diseases. The present study deals with the medicobotanical survey work of Dharmajaygarh and Raigarh forest divisions of Raigarh district, Chhattisgarh, India. These vegetables are arranged in their useful part, e.g., leaf, fruit, tuber, etc., their Ayurvedic name, local name, botanical name, family, and part used followed by their Ayurvedic and local uses. The study revealed the utilization of 31 classical Ayurvedic vegetables (sāka) by tribal people of Raigarh district. Vegetables like Enhydra fluctuans Lour., Corchorus capsularis L., Leucas cephalotes (Roth) Spreng., Boerhavia diffusa L., Senna tora (L.) Roxb., Celosia argentea L., Lathyrus sativus L., Centella asiatica (L.) Urb., Tamilnadia uliginosa (Retz.) Tirveng. & Sastre, Dioscorea alata L., etc., are unique in this area. The study suggests that the inclusion of these herbs in the regular diet of common people helps in prevention and management of various ailments. How to cite this article Lale SK, Gaur SK. Utilization of Some Important Herbs used as “Śāka” (Vegetable) in Ayurveda by Tribal People of Raigarh District, Chhattisgarh State, India. J Drug Res Ayurvedic Sci 2017;2(1):40-48.

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Sai Shiva Jayanth, Reddy, Gopalakrishnan Narayanamurthy, Abhishek Srivastava i Vamshi Krishna Velmajala. "Contrasting ideologies between generations in Sree Subramania Ayurvedic Nursing Home – a 400 year old family owned organization". Emerald Emerging Markets Case Studies 8, nr 3 (4.09.2018): 1–21. http://dx.doi.org/10.1108/eemcs-06-2017-0144.

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Subject area The subject areas are family-owned business, entrepreneurship and strategic management. Study level/applicability The target audiences for the case study are BBA and MBA students and management trainees who are interested in learning about family-owned business and the problems faced by them when generations change. This case can be used to teach concepts in family-owned business and strategic management courses in the context of emerging markets. The case also introduces the problems faced by a traditionally operating organization which has to change to survive in the market. The case can be used to teach senior management teams participating in executive education programs on how problems arise in family-owned business. To successfully work with this case study, students need to have the basic theoretical understanding of family-owned business. Case overview Sree Subramania Ayurvedic Nursing home (SSANH), one of the most reputed Ayurvedic treatment centers in Kozhikode, Kerala in India, was converted into its present form in 1974 from Thekkayil Vaidyasala by Thekkayil Rajaratnam Vydiar. The latest addition to this family run nursing home is Dr Sananad Ratnam, who in continuity of his family tradition studied Ayurveda. Dr Sanand wanted to rethink the positioning of the 400-year-old family business system with an objective to increase the number of people served by SSANH. He is armed with ambitious plans to expand SSANH and increase the volume of patients served. Dr Sanand’s father, the second partner of SSANH, was not quite supportive of this idea. His father felt that the increase in scale without compromise in quality was impossible in Ayurveda. Dr Sanand felt handicapped with problems such as lack of marketing strategies, lack of standard managerial procedures, lack of innovation in processes and, more importantly, conflicting ideologies between father and son in the family-owned business. To address these problems, Dr Sanand has recently hired the services of a consulting firm. This case highlights how SSANH, in spite of being in an advantageous position, is unable to exploit its full potential. Further explaining the different ways in which different generations perceive business, this case invites the attention to the dilemma: Should the business proceed with its expansion plan? If it decides to expand, how it should convince the previous generation of the family that the expansion plan accommodates their concerns. Expected learning outcomes After completion of this case, students would be able to: gain a perspective on the problems faced by a family-owned business which has successfully survived for decades; understand how a family-owned business functions differently from other business models; evaluate different ways in which the organization can look to solve the dilemma by considering the different stakeholders in question; and apply the result of the literature on family-owned businesses to understand the dynamics of business of this specific setting, i.e. one that has a rich heritage, is in an emerging economy and is a family-owned business. Supplementary materials Teaching Notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes. Subject code CSS 3: Entrepreneurship.

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Paneri, Manita, Prashant Sevta i Vipul D. Yagnik. "Burden of Carbapenem Resistant Acinetobacter baumannii Harboring blaOXA Genes in the Indian Intensive Care Unit". Global Journal of Medical, Pharmaceutical, and Biomedical Update 18 (4.07.2023): 12. http://dx.doi.org/10.25259/gjmpbu_18_2023.

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Objectives: The World Health Organization (WHO) mentioned Acinetobacter baumannii as a “priority of concern” in 2017. Acinetobacter baumannii generally infects immunocompromised patients and causes various nosocomial infections in the intensive care unit (ICU) such as bacteremia, meningitis, ventilator-associated pneumonia, other respiratory infections, and surgical site infections. As oxacillinase has weak hydrolysis activity, more work was needed on this class-D beta-lactamase. Hence, the current Systematic review focuses on the A. baumannii’s oxacillinase (Class-D beta-lactamases) enzyme and its variants collected during 2013–2020 in India for complete genome sequencing. Method: This Systematic review has been done according to PRISMA guideline 2020. We have used the Bacterial and Viral Bioinformatic Resource Centre (bv-brc.org) system for comparative genome analysis. The protein Basic Local Alignment Search Tool (BLAST) was used to identify similarities between sequences, in which BLOSUM62 was used as a scoring matrix. Clustal-W was used for multiple sequence alignment. A phylogenetic tree of the blaOXA gene family has been constructed using MEGA version 11. Result: In India during 2013–2020, for genome sequencing of A. baumannii, the highest number of samples was collected from blood (36%), following the ETA (30%). The average G+C % content was 38.95%. Among the 339 A. baumannii isolates, a maximum of 189 (55.75%) strains caused pneumonia, whereas 113 (33.33%) strains were involved in bacteremia. Carbapenems seemed effective, but resistance against them was higher. Among all A. baumannii genomes, bla-OXA-23 had the highest frequency (314; 92.62%), followed by bla-OXA-66 (241; 71.09%) in India. Conclusion: Our findings indicated that a high percentage of A. baumannii strains that produce oxacillinases exist in India, emphasizing the necessity for indigenous molecular surveillance to assist effective management and preventative initiatives. Comparative genomics and next-generation sequencing will offer tremendous potential for tracking and regulating the spread of this dangerous bacterium.

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Attri, Rekha, i Pooja Kushwaha. "Enablers for good placements of graduates: fitting industry’s needs". Higher Education, Skills and Work-Based Learning 8, nr 4 (12.11.2018): 544–56. http://dx.doi.org/10.1108/heswbl-11-2017-0096.

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Purpose Companies are looking for certain employability attributes and personality traits while recruiting and selecting suitable candidates for their organizations and there is a mismatch in what the higher educational institutes are grooming the graduates. There is therefore a need for proactive management of career development of students. The paper aims to discuss these issues. Design/methodology/approach This research involved an exploratory study on a database of 445 students enrolled and passed out from the five batches of two years business management course from 2012 to 2016 in a business school in India, to identify the parameters which led to generating good placement package for them. The impact of independent variables of live industry projects, communication skills, academic performance, classroom attendance and co-curricular activities on the placement package was studied using stepwise regression analysis. Findings The study revealed that industry projects, co-curricular activities, communication skills and academic performance were the key enablers which helped the students become industry ready and employable. Research limitations/implications This research involved the study of effect of only four independent variables- academic performance, communication skills, participation in live industry projects and co-curricular activities on the placement package received by the students. There is a scope of extending this study by considering the effect of other variables such as educational background (graduation stream, performance in that stream, scores attained in competitive exams, etc.), family background (family income, occupation of parents and their qualification, family size, etc.), geographical background (rural, urban or semi-urban) and work experience on the final placement package received by the student. Practical implications Employability depends on a multitude of factors which can be broadly put under three categories of knowledge, skills and attitude (Khare, 2014). Universities need to work right from the first year toward developing a wider range of employability skills rather than focusing only on developing generic competencies in the students. The results of regression analysis indicate that the impact of different predictors for a good placement package vary in strength and a student needs to focus on balancing all of them in order to get a good placement. Educational institutes can replicate this study to identify the overall employability of their students. Originality/value With the increase in demand from industry for work ready graduates, there is a huge pressure on educational institutes to prepare their students for the corporate world. Such studies would help the institutes in focusing on various parameters which would ultimately assist students pursuing courses in post graduate level like business management or other master courses in getting good placements.

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Tripathi, Juhi, Shweta Kumari i Shalabh Rastogi. "Modified office practice in COVID-19 pandemic - an otorhinolaryngologist perspective". International Journal Of Community Medicine And Public Health 7, nr 11 (26.10.2020): 4659. http://dx.doi.org/10.18203/2394-6040.ijcmph20204771.

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COVID-19 spreads through contact, minute droplets and aerosol from infected person which may be symptomatic or asymptomatic. Nose and throat had very high load of severe acute respiratory syndrome (SARS-CoV-2) virus. Otorhinolaryngologists by virtue of their work which requires close examination of these part are at very high risk of infection. Many studies are available for precautions to be taken in patient management related to COVID-19 in wards and surgical intervention in operation theaters but very little information is available regarding precautions in working in outpatient clinic setting. Our article highlights some changes we made in ear, nose and throat (ENT) outpatient clinics after going through various guidelines to make it safe in current scenario. These changes may inspire others to move toward safer work practices in their outpatient area to provide ENT consultations. The main changes were categorized into infrastructural changes, identification of frugal but effective personal protective equipment (PPE) for ENT, training for use of different level of PPE as per risk, new modus operandi, and new infection prevention measures. These changes had taken into account safety guidelines by Ministry of health and family welfare (MOHFW) government of India and various international associations specific to specialty. The modification and its advantages were presented.

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Menon, Geetha R., Jeetendra Yadav, Sumit Aggarwal, Ravinder Singh, Simran Kaur, Tapas Chakma, Murugesan Periyasamy i in. "Psychological distress and burnout among healthcare worker during COVID-19 pandemic in India—A cross-sectional study". PLOS ONE 17, nr 3 (10.03.2022): e0264956. http://dx.doi.org/10.1371/journal.pone.0264956.

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Background COVID-19 has inundated the entire world disrupting the lives of millions of people. The pandemic has stressed the healthcare system of India impacting the psychological status and functioning of health care workers. The aim of this study is to determine the burnout levels and factors associated with the risk of psychological distress among healthcare workers (HCW) engaged in the management of COVID 19 in India. Methods A cross-sectional study was conducted from 1 September 2020 to 30 November 2020 by telephonic interviews using a web-based Google form. Health facilities and community centres from 12 cities located in 10 states were selected for data collection. Data on socio-demographic and occupation-related variables like age, sex, type of family, income, type of occupation, hours of work and income were obtained was obtained from 967 participants, including doctors, nurses, ambulance drivers, emergency response teams, lab personnel, and others directly involved in COVID 19 patient care. Levels of psychological distress was assessed by the General health Questionnaire -GHQ-5 and levels of burnout was assessed using the ICMR-NIOH Burnout questionnaire. Multivariable logistic regression analysis was performed to identify factors associated with the risk of psychological distress. The third quartile values of the three subscales of burnout viz EE, DP and PA were used to identify burnout profiles of the healthcare workers. Results Overall, 52.9% of the participants had the risk of psychological distress that needed further evaluation. Risk of psychological distress was significantly associated with longer hours of work (≥ 8 hours a day) (AOR = 2.38, 95% CI(1.66–3.41), income≥20000(AOR = 1.74, 95% CI, (1.16–2.6); screening of COVID-19 patients (AOR = 1.63 95% CI (1.09–2.46), contact tracing (AOR = 2.05, 95% CI (1.1–3.81), High Emotional exhaustion score (EE ≥16) (AOR = 4.41 95% CI (3.14–6.28) and High Depersonalisation score (DP≥7) (AOR = 1.79, 95% CI (1.28–2.51)). About 4.7% of the HCWs were overextended (EE>18); 6.5% were disengaged (DP>8) and 9.7% HCWs were showing signs of burnout (high on all three dimensions). Conclusion The study has identified key factors that could have been likely triggers for psychological distress among healthcare workers who were engaged in management of COVID cases in India. The study also demonstrates the use of GHQ-5 and ICMR-NIOH Burnout questionnaire as important tools to identify persons at risk of psychological distress and occurrence of burnout symptoms respectively. The findings provide useful guide to planning interventions to mitigate mental health problems among HCW in future epidemic/pandemic scenarios in the country.

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Basu, Debasis, i Bhargab Maitra. "VALUING ATTRIBUTES OF ENHANCED TRAFFIC INFORMATION: AN EXPERIENCE IN KOLKATA". TRANSPORT 22, nr 3 (30.09.2007): 164–73. http://dx.doi.org/10.3846/16484142.2007.9638120.

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Most of the traffic information considers a single item like travel time or delay. In the present work, enhanced traffic information displaying instantaneous travel time and its variation from the previous interval to the present, is considered. An initial investigation is made on the effectiveness of such traffic information on route choice behavior of trip makers by valuation of attributes of the traffic information. Taking a case study of two urban corridors in the Kolkata metro city, India, the valuation is done separately for private car and taxi trip makers. The stated preference (choice based) data collected from trip makers are analyzed using both multinomial logit (MNL) and mixed logit (ML) modeling techniques. Assuming sparsely used constrained triangular distribution of random parameters, two different types of ML model are developed: one with independent choice sets and the other one by accounting heterogeneity around the mean of random parameter(s). Both family income and trip purpose are found to decompose heterogeneity around the mean estimate(s). The values of travel time and their variation presented in the paper encourage further investigation on such type of traffic information for management of congestion on alternative urban corridors both spatially and temporally.

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Ramanji, R. S., A. Sarkar, C. S. Mhatre i S. D. Argade. "Assessing Drudgery Perceived by Agricultural Labourers in Chikkaballapur District of Karnataka". International Journal of Economic Plants 10, May, 2 (22.05.2023): 149–54. http://dx.doi.org/10.23910/2/2023.0506b.

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The present study was conducted in Chikkaballapur district of Karnataka, India during 2019 to investigate amount of drudgery faced by agricultural labourers. Primary data collected for 13 selected farm operations from randomly selected 200 (144 men and 56 women) agricultural laborers using structured interview schedule for assessing drudgery perceived by them in performing these 13 operations. The results revealed that women labourers were perceived more drudgery in farm operations as compared men labourers. Women labourers perceived weeding, stubble collection and pesticide application were highest drudgery prone activities whereas men labourers perceived weeding, stubble collection and harvesting were highest drudgery prone activities. Out of thirteen selected farm activities, seed treatment was significantly lowest drudgery prone and weeding was the highest drudgery prone activity for both men and women labourers in the study area. Experience, family size and duration of employment were found to have significant and negative relationship with average drudgery and age & income were positively related with average drudgery. The drudgery among both men and women labourers can be reduced by gaining work experience, using ergonomically refined tools and proper management of employment pattern, duration and income.

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Sethi, Deepa. "Self-facilitation framework for developing soft skills – FSIAR". Development and Learning in Organizations: An International Journal 32, nr 6 (5.11.2018): 5–7. http://dx.doi.org/10.1108/dlo-04-2018-0044.

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Purpose The purpose of this paper is to evaluate various ways in which soft skills can be developed. It proposes a self-facilitation framework to develop and enhance soft skills. Design/methodology/approach A survey questionnaire was developed based on a pilot study with reference to key components of an individual’s life which can be instrumental in developing soft skills. Study was conducted on participants of Management Development Program (MDP) in a business school in India between June 2017 and March 2018. Participants who had attended a session on soft skills were selected for the study. In all, 180 participants from 12 programs filled the responses based on a five-point Likert scale. Of all, 167 responses were complete and deemed fit for analysis. Factor analysis using SPSS 22 resulted in five factors, namely, family, self, industry, academia, and resources. Findings Findings indicated that irrespective of gender, age categories, type of organizations working in, and the years of work experience, majority respondents accepted that soft skills could be developed through a holistic approach with the help of a self-facilitation framework (FSIAR) comprising family, self, industry, academia, and resources. Research limitations/implications The framework can be generalized by testing the questions with a larger number of respondents. A further research could be to delve into the cultural factors while using this framework in various countries. Practical implications The study is extremely beneficial for heads of organizations, working executives, educational institutions, scholars, faculty, and trainers. Originality/value This study for the first time has proposed a self-facilitation framework – FSIAR for developing and enhancing soft skills of an individual.

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Rastogi, Mansi, Santosh Rangnekar i Renu Rastogi. "Work–Family Enrichment in India: Validation of Work–Family Enrichment Scale". Global Business Review 18, nr 6 (8.08.2017): 1568–79. http://dx.doi.org/10.1177/0972150917713050.

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In order to measure the positive side of work–family interface (i.e., work–family facilitation, enrichment, positive spillover and enhancement), a number of instruments have been developed, but majority of those instruments were developed and standardized on Western population. This study is an attempt to validate the Indian version of the work–family enrichment scale (WFES). The WFES was administered to a total of 370 Indian full-time employees from manufacturing and service industry. The psychometric properties were tested using exploratory factor analysis, confirmatory factor analysis, internal consistency, and item analysis and construct validity analysis. The results of the study revealed that psychometric properties of the scale were similar to originally developed scale when applied in Indian context.

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Srivastava, Vinita, i Rajiv R. Thakur. "Rojiroti: innovative microfinance in India". Emerald Emerging Markets Case Studies 11, nr 4 (3.12.2021): 1–31. http://dx.doi.org/10.1108/eemcs-02-2021-0035.

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Case overview Micro Finance Institution (MFI) named Rojiroti had been doing good work for weaker sections of the society and had brought about significant transformation in the lives of poor people, especially the Scheduled Castes, in villages of Patna district, the capital city of Bihar, India. Rojiroti was run by Centre for Promoting Sustainable Livelihood (CPSL) and had tested successfully a unique innovative model in micro financing which focused on helping the weaker sections by addressing their imminent needs which usually required very small loan amounts. With the various types of benefits people got from buying government subsidized ration to health and education in family to construct home or buy small livelihood assets. The beneficiaries developed high level of respect and trust for the MFI, Rojiroti. Rojiroti had received international recognition from universities such as University of Nottingham, UK; the University was not only researching on the model and its contributions to society, but also had supported it with funding to cater to its audience. Rojiroti did not believe in just providing finance to people like other microfinance institutions (MFI) or corporate social responsibility (CSR) funding by private and public sector organizations; its model focused more on creating capacities in the beneficiaries to sustain their livelihoods. However, after a decades time, Sunil, the protagonist in the case found himself in a situation where he had to decide for the future journey of Rojiroti after having reached a decent stage of growth The case discusses the journey of Rojiroti where the protagonist Sunil had a significant role to play and dwells upon the Rojiroti business model, its beneficiaries and value offerings to them, the changing environment outside and leaves the discussion open on the question of the choice of best road suited for Rojiroti. Teaching objectives The case is intended for the course on Strategic Management with a focus on business models topic. The case introduces the working of social cooperative business model and the nuances around it which is very much pertinent in today’s times where social enterprises have gained space in business and where businesses work around inclusive business models. The case is designed to provide supplemental support or discussion piece while dealing with business model / cooperative enterprise business model. This case provides opportunity to discuss strategic framework for an organization from the promoter’s perspective. The teaching notes is written from the perspective of the entrepreneur (the protagonist in this case, Sunil) who initiated the enterprise, with a learning goal to empathize and develop skills to have strategic decision making for a social enterprise. Leaning objectives The case is designed to provide supplemental support or discussion piece while dealing with business model / cooperative enterprise business model. This case provides opportunity to discuss strategic framework for an organisation from the promoter’s perspective. The teaching notes is written from the perspective of the entrepreneur (the protagonist in this case, Sunil) who initiated the enterprise, with a learning goal to empathize and develop skills to have strategic decision making for a social enterprise. Supplementary materials Teaching notes are available for educators only. Subject code CSS: 3 Entrepreneurship.

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Madhavan, Karthik, Nivethitha Karuppiah, Rajeswari ., Prem Karthick i Saravanan Saravanan. "Evaluation of Stress and its Associated Stressors Among Undergraduate Dental Students: A Questionnaire-based Study". Indian Journal of Behavioural Sciences 25, nr 02 (31.10.2022): 161–65. http://dx.doi.org/10.55229/ijbs.v25i2.15.

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Aim: To evaluate the stress and its associated stressors or stress factors among dental undergraduate students.Background: Stress is a subjective feeling that acts as a barrier to preventing his/her goal. Stress occurs in everyone’s life in every aspect of life due to enormous reasons, and so dental students are cited for facing various amounts of stress throughout their academics due to several reasons.Materials And Methods: This cross-sectional study was conducted among undergraduate students (including interns) in a self-financing dental college in Tiruvallur, India. A google survey was conducted to collect data regarding academic sessions, environmental issues, and profiles of socio-demographics.Results: Out of 500 dental undergraduates participating in the study, nearly 332(66%) students are stressed. Nearly two third of students have reported being stressed is a large number. The study has also found that students from the internship are under more stress while studying in college, possibly due to work pressure or fears of their future after graduation.Conclusion: Sociodemographic profile, academic matters (performance of the study, curriculum, and frequency of tests), stress predictors, and physical stressors such as physical problems, high expectations of parents, and family issues are revealed as reasons in this dental curriculum. Management programs in dental colleges should be developed to improve students’ psychological support and promote better psychological health and coping.

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Shah, Dhara, Narendra M. Agrawal i Miriam Moeller. "Career decisions of married Indian IT female expatriates". Journal of Global Mobility: The Home of Expatriate Management Research 7, nr 4 (9.12.2019): 395–418. http://dx.doi.org/10.1108/jgm-03-2019-0020.

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Purpose Despite more than 50 years of research into gender and work, the impact of female expatriates persists to be underrepresented in mainstream international human resource management (IHRM) literature. The purpose of this paper is to identify and explore the perceptions of married Indian information technology (IT) women regarding career and expatriating discussions they have with their husbands and its impact on their decision making to undertake international assignments. Design/methodology/approach Semi-structured interviews were conducted with 24 married Indian IT women who had undertaken international assignments after marriage. The study includes two data sets, 1: women on less than one-year assignment; 2: women on greater than one-year assignments. Findings The study found that women who went on short-term assignments of less than one year travelled alone and found it fortunate and convenient to leave their children in the care of their husbands, in-laws, parents and maids. While in the cases of women travelling for longer-term assignments, most husbands accompanied them. The study suggests that while spousal support was the key, having a shared purpose with husbands along with extended family support was equally significant to facilitate women undertaking an international assignment. As an impetus, the authors note a change within the Indian society where both partners come together to make decisions about expatriating. Research limitations/implications The authors discuss the implications for IHRM as they relate to gender diversity within organisations. Originality/value The research, underpinned by the early workings of a theory of career hierarchy, explores the complexities in expatriation decision-making processes of married women from the emerging economy of India with traditional family values, who are working within a modern and liberal IT industry.

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Srivastava, Anupma, i Amita Marwha. "Managing the women managers: a case study of paper bag makers". Emerald Emerging Markets Case Studies 5, nr 2 (16.04.2015): 1–17. http://dx.doi.org/10.1108/eemcs-02-2014-0047.

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Subject area Human resource management. Study level/applicability It is appropriate for graduate students majoring in human resource or business management. Students who are interested in studying Asian economies in the world, as they are the most growing economies in the world and at the same time have a shocking number of people employed in the informal sector. Case overview This case study talks about women workers who face a glass ceiling at the management level and deplorable working conditions at the informal level. This case involves women in the paper bag-making business, a part of the urban informal sector. The paper bag-making business provides employment and income generation for the urban poor. The focus in this study is on women production workers, rather than entrepreneurs or professional managers. Focus of the study will be on the change in the pattern of income distribution within the family-based household, the degree of bargaining power derived from productive work and income and impact of technology on the plight of unskilled women force and how technology and vocational training can lead to utilization of manpower being wasted because of lack of synergy between technology and the informal sector in India. Expected learning outcomes Four key points of selection, training, assessment and leadership all have been addressed in this case study, and the relevance of these points is important from the point of view of management students who have to understand the linkages and the hidden costs these informal sector occupations come with and then to device an appropriate strategy to bring and use these human resources to their full capacity by utilizing the existing resources instead of adding new ones, which in development economics is known as Solow residual. Supplementary materials Teaching notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes.

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Bhatnagar, Sushma, Sanjeev Kumar, Puneet Rathore, Riniki Sarma, Rajeev Kumar Malhotra, Nandan Choudhary, Alice Thankachan i in. "Surviving COVID-19 is Half the Battle; Living Life with Perceived Stigma is Other Half: A Cross-Sectional Study". Indian Journal of Psychological Medicine 43, nr 5 (11.08.2021): 428–35. http://dx.doi.org/10.1177/02537176211029331.

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Background: Year 2020 started with global health crisis known as COVID-19. In lack of established tools and management protocols, COVID-19 had become breeding ground for fear and confusion, leading to stigma toward affected individuals. Method: A cross-sectional study was conducted to estimate prevalence of stigma in discharged COVID-19 patients from a COVID hospital in India. Participants were approached telephonically using a semistructured questionnaire to record their experiences. Questions were asked regarding stigma at six major domains of daily life. Among total 1,673 discharged participants, 600 were conveniently selected and out of them 311 responded on telephonic interviews. Result: We found that 182 (58.52%) participants (95% CI: 53.04–64.00) have self-perceived stigma, 163 (52.41%) participants (95% CI: 46.86–57.96) experienced quarantine-related stigma, 222 (71.38%) participants (95% CI: 66.36–76.40) experienced neighborhood stigma, 214 (68.81%) participants (95% CI: 63.66–73.95) experienced stigma while going out in marketplaces, 180 (57.88%) participants (95% CI: 52.39–63.37) experienced stigma at their work place, and 207 (66.56%) participants (95% CI: 61.31–71.80) reported stigma experienced by their family members. With a total of 84.5% (95% CI: 80.06–88.39) participants experiencing stigma at some domain and about 42.8% of participants facing stigma at all six domains. The commonest noted cause of stigma was fear of getting infected, reported by 184 (59.2%) participants. Conclusion: This study shows high prevalence of stigma in COVID-19 patients suffering in their common domains of daily lives.

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Patel, Neelam, i Bandana Sachan. "Low Cost Drip Irrigation System: An Appropriate Technology for Rural Women". Ecology, Environment and Conservation 29 (2023): 31–38. http://dx.doi.org/10.53550/eec.2023.v29i02s.006.

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Despite contributing 80% of the food production in developing countries, women receive only partial support for their efforts. There has been, however, a significant shift in the approach towards well being of women from “welfare during fifties”, to “development during seventies” to “empowerment during nineties” and to “participation during 2000”. Women are also expected to face challenges in food security due to the lack of access to technology. This is because men are more likely to look for work and women have to manage their farm as well as homes. Drip irrigation technology is not only suitable for large farms but also for kitchen gardening. It is also appropriate for operation by women as it does not require use of spade etc as in conventional irrigation. The development of reliable low cost drip system that fits the needs of women farmers in India has long been recognized as a critical need. Three low head drip systems were designed and standardized for vegetables cultivation covering area of 50 to 600 m2 area. Developed systems having bucket, drum, main pipes, portable laterals, and drippers. The drip system operates by gravity from a bucket of 25 litre capacity placed at 1 to 1.5 m height, a drum of 200 litres capacity placed at 3-meter height and drum of 1000 litres capacity placed at a height of 4 meter. About 25 to 50 plants of vegetables can be irrigated by using the single system. This technology is very ideal for rural conditions and small scale agricultural production besides back yard vegetable cultivation in village houses. The management of the bucket kit system is very easy and requires no special skills. Forty (40) family low cost drip systems were installed in the backyards of homes in selected villages especially in those houses where farm women were keen to maintain. Results of these family drip systems are very encouraging. Different bucket kits produced 150 kg of bottle gourd, 90 kg of bitter gourd, 75 kg of okra in one season (March to June). Vegetables production through low cost family drip system and conventional drip system will help achieve nutritional security at village level at nominal cost besides empowerment of rural women.

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Premchandran, Rajesh, i Pushpendra Priyadarshi. "Work-family enrichment: evidence from India on source attribution". International Journal of Manpower 41, nr 8 (24.04.2020): 1269–85. http://dx.doi.org/10.1108/ijm-07-2018-0235.

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PurposeWork-family researchers examining work-family enrichment (WFE) have used a cross-domain model (Frone et al., 2003) to explain relationships between enrichment experienced and the satisfaction reported in the same domain. Recent research points out inconsistencies in this approach, arguing for a source attribution model in which increased satisfaction is reported in the domain where the source of enrichment resides. This study looks at bi-directional WFE and both forms of domain satisfaction, job and family, to explore relative strengths of these relationships in an Indian context, thereby extending theory on source vs cross-domain effects of enrichment.Design/methodology/approachThis study uses a single-source cross-sectional study of 508 married individuals working in the services sector in India, each with at least one child in the family. Structural equation modeling is used to test the hypotheses.FindingsThe results support the source attribution perspective of enrichment where WFE shows stronger links to job satisfaction, and family-work enrichment (FEW) shows stronger links to family satisfaction. Our study revealed that dual-earners report higher satisfaction levels compared to those from single-earner households.Originality/valueIn addition to advancing theory on source attribution for WFE, this is the first study to focus exclusively on married individuals with children to further help accentuate inter-domain resource transfer. In addition, this is one of the few studies to test out the theory of enrichment through service sector knowledge workers in a developing economy like India, where the service sector contributes to 60% of the GDP.

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Purva Gulrandhe, Arti Sahu, Charul Dandale, Waqar M. Naqvi, Pratik Phansopkar i Kiran Kumar. "Repercussions of mass gathering: COVID-19 Pandemic". International Journal of Research in Pharmaceutical Sciences 11, SPL1 (30.09.2020): 946–50. http://dx.doi.org/10.26452/ijrps.v11ispl1.3242.

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COVID-19 is a pathogen which is transmitted by the respiratory route may be sufficient enough to prove that mass gatherings, mass migrations and other types of clusters play a menacing role in the spread of contagious diseases. Globally, the source of several infectious diseases includes mass gatherings for sports events, religious events, concerts etc. People participating in such clusters as religious pilgrims, Olympic spectators and others becomes a carrier for leading to spread of disease. So any social gathering relating to religion or any other should be banned—guidelines developed by WHO are vital data for central organizations for formulating the multitude planning for a cluster. Risk evaluation, response, and monitoring are the basis of preparation; the International Organization for Standardization (ISO) 31000 is a well-accepted risk management methodology. In India, control and preparedness are dependent on the state Government because of Nipah virus which was experienced by Kerala in 2018. Hence this state can maintain low mortality because of the use of contact tracing, social distancing and avoiding clusters. All the pandemic has made us realize the need to respect the species, social and environmental relationships to live and flourish. The epidemiological investigations should be carried out timely to confirm the cluster belonging to a particular family, workplace or public area. The strategies such as the reversal of social gatherings (such as work from home and home-schooling), social distancing and cancellation of social events can prevent mass gathering and a global threat of an epidemiologic expansion of disease outbreaks.

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N. Kulkarni, Madhukar. "Social Work Practices in Human Resource Management". Ushus - Journal of Business Management 5, nr 1 (10.01.2005): 21–38. http://dx.doi.org/10.12725/ujbm.7.3.

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Social Impact : The social structure in India, under the onslaught of the globalization is crumbling yielding place to individualism, materialism and consumerism. The joint family system is almost a thing of past, replaced by the nuclear family. Growing literacy of women, women entering into employment market for, career and to support the family in these days of higher cost of living has created the need for and existence of double income families. Increasing consumerism has changed the value systems and home/social environment where, 'I, 'me' and 'myself' is becoming a new personal agenda and slogan. No one have time for the other. Higher competition has brought in growing insecurity and fast paced life. Increased working hours and materialistic life style has spurred emotional disconnect, bringing to centre stage emotional trauma, despair and helplessness. Atrocities on women are increasing, women is being comodified, crime rate is growing and mental health of the society is under severe threat. The divorce and suicide rates are growing and the society is becoming internally hollow in the midst of material surplus. India is going from one extreme of social security under socialistic philosophy to the other extreme social insecurity under the capitalism oriented globalized environment.

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Mishra, Pavitra, i Jyotsna Bhatnagar. "Individual, organizational and social level antecedents of work-family enrichment: Does gender acts as a moderator?" Journal of Asia Business Studies 13, nr 1 (7.01.2019): 108–32. http://dx.doi.org/10.1108/jabs-10-2017-0186.

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Purpose This study aims to fulfill the need to explore positive side of work–family interface, especially in emerging economies like India. The authors assessed the relationships of individual (family role salience), organizational (work–family culture) and social (community support) antecedents to work-to-family enrichment. They also examined whether gender moderated the relationship between the three antecedents and work-to-family enrichment. Design/methodology/approach Data were collected on a questionnaire scale from 487 employees. Findings It has been found that family role salience, supportive work-family culture and community support were directly related to work-to-family enrichment. Gender did not influence the relationship between work-family culture and work-to-family enrichment. However, relationships between family role salience and work-to-family enrichment, and between community support and work-to-family enrichment, were stronger in case of the male employees. The evolving nature of gender and integration of work-family-community domain provide insights into managers and policymakers about the importance of family and community in the organizations. Practical implications The study builds a business case for facilitating a positive work-family culture in India for both male and female employees. The results point to the transitioning socio-cultural scenario of India, which advocates more similarities than differences in modern gender role expectations and identity. The current study emphasizes that while formulating policy, managers and policymakers should keep in mind evolving preferences of both the genders. Originality/value The research provides a holistic view of how individual-, organizational- and social-level factors may affect employees’ work–family enrichment in India. It also highlights the changing role of gender. Theoretical and practical limitations are also discussed.

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Aboobaker, Nimitha, Manoj Edward i Pramatha K.P. "Work–family Conflict, Family–work Conflict and Intention to Leave the Organization: Evidences Across Five Industry Sectors in India". Global Business Review 18, nr 2 (16.03.2017): 524–36. http://dx.doi.org/10.1177/0972150916668696.

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With the attrition rates across different industry sectors likely to rise to up to a global high of 20 per cent by 2017 in India, organizations are finding it harder to understand its antecedents and thus devise and employ new strategies aimed at retaining their employees. Very few studies have tried to understand the dynamics of work–family conflict and its relationship with turnover intention in a collectivistic society like India. This research study is aimed at understanding the strength of relationship between employees’ work–family conflict and family–work conflict and their intention to leave the organization. The total 150 sample respondents comprised of 30 employees each from five different industry sectors—banking, IT (software development), IT-enabled services, insurance and telecom. Data were collected using Carlson’s measure of work–family conflict and Mobley’s turnover intention scale. Results revealed that time-based and strain-based conflict showed the highest correlations with turnover intention, with variations across different industry sectors. Multiple regression model predicted R square of 0.403, explaining 40.3 per cent of variance in turnover intention (dependent variable), by work–family conflict and family–work conflict (independent variables). Family–work conflict contributed more to turnover intention, than work–family conflict. Interesting relationships between different demographic factors and variables under study are discussed.

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Agarwala, Tanuja, Amaia Arizkuren, Elsa Del Castillo i Marta Muñiz. "Work–family culture and organizational commitment". Personnel Review 49, nr 7 (17.02.2020): 1467–86. http://dx.doi.org/10.1108/pr-11-2019-0608.

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PurposeTo understand whether the three dimensions of work–family culture, namely managerial support, negative consequences and organizational time demands relate in different ways with different types of commitment; affective, continuance and normative. The relationships were examined in a three-country cross-national context.Design/methodology/approachQuestionnaire survey was conducted in India, Peru and Spain among executives and managers drawn from both the manufacturing and the services sectors.FindingsThe three countries were both similar and different with Peru and Spain more similar to each other than with India. Managerial support dimension of work–family culture predicted affective commitment across all the three countries. Differences were found with respect to predictors of normative commitment. Managerial support predicted normative commitment for Spain. Lower negative career consequences resulted in decreased normative commitment among the managers in Peru and Spain.Research limitations/implicationsThe study has limitations of generalizability and common method variance.Practical implicationsHuman resource managers will find the study useful to determine which dimensions of work–family culture would predict the outcomes desired. The study has implications for the design of human resource practices in the industry.Originality/valueThe study is the first that addresses the three dimensions of work–family culture and organizational commitment in a cross-national context. The study suggests that the way in which work–family culture is conceptualized and experienced by employees may vary even among countries classified as “collectivist.”

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Aboobaker, Nimitha, i Manoj Edward. "Collective Influence of Work–Family Conflict and Work–Family Enrichment on Turnover Intention: Exploring the Moderating Effects of Individual Differences". Global Business Review 21, nr 5 (8.08.2019): 1218–31. http://dx.doi.org/10.1177/0972150919857015.

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Multiple roles at both work and family result in both negative (work–family conflict) and positive (work–family enrichment) spillover, which has their reflections on employees’ job and family outcomes. Research on work–family integration has been largely dominated by studies conducted in the USA and other Anglo countries, and barely a few studies have been conducted in non-Western contexts, especially in collectivistic societies of India, where family roles presume more prominence. This study scrutinized the combined effect of work–family conflict and work–family enrichment on turnover intention, among selected bank employees, from both private sector and public sector banks in India. Data were collected using self-reporting standardized scales that measured work–family conflict and work–family enrichment in both directions. Results were in line with the ‘matching-domain’ hypothesis in work–family research, as family to work direction of spillovers was not found to be significant predictors of turnover intention. Multi-group analysis using WarpPLS 6.0 revealed that gender and the sector of employed bank significantly moderated the relationship between variables under focus. The present study delivers indication that simultaneous experience of lowered work–family conflict and higher enriched experiences at the workplace will offer tangible benefits and long-standing yields to the organizations, in the form of lowered intentions to quit the organization, with particular emphasis on the matching-domain hypothesis of work–family research. The implications of these results for theory and practice are also discussed.

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BARNABAS, ANNETTE, i SHOBHANA NARAYANAN. "Work-family Conflict of Women Entrepreneurs in the Informal sector in India." International Journal of Business Excellence 1, nr 1 (2019): 1. http://dx.doi.org/10.1504/ijbex.2019.10022191.

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Narayanan, Shobhana, i Annette Barnabas. "Work-family conflict of women entrepreneurs in the informal sector in India". International Journal of Business Excellence 22, nr 2 (2020): 226. http://dx.doi.org/10.1504/ijbex.2020.109958.

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Balachandar, Aiswarya, i Ramasundaram Gurusamy. "Conflict Segments of Women Employees of IT Sector in India". International Journal of Human Capital and Information Technology Professionals 3, nr 1 (styczeń 2012): 42–53. http://dx.doi.org/10.4018/jhcitp.2012010104.

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The growth rate for women entering the workforce is expected to be greater than for men. Therefore it is possible that the financial well-being of the family may no longer fall to the male, it may be shared between the two partners or may be the sole responsibility of a single parent. These trends potentially increase the chance that work could interfere with family (WIF) or that family could interfere with work (FIW).The study is conducted to test the Impact of Organizational Commitment, Job Autonomy, Job Involvement and Climate as moderating variables on Work Family Conflict of Employed women in India. The sample size of 598 is identified and with the application of statistical tools the relationship among the said variables are estimated and its role on the Work family conflict is studied quantitatively.

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