Suchergebnisse

The purpose of this study is to understand the role of leader-member exchange, nepotism, and employee loyalty in attaining organizational sustainability in Indian small and medium enterprises. The quantitative descriptive research design was adopted following purposive sampling in the present research study. The 652 employees from the top, middle and lower level of management in SMEs such as manufacturing and service sector from Northern region of India were examined. The data were collected through a survey questionnaire and analyzed by using structural equation modeling. The findings of the research study explain the significant direct impact of leader-member exchange on organizational sustainability in Indian SMEs. The indirect relationship shows significant partial mediation effect of nepotism and employee loyalty between leader-member exchange and organizational sustainability. The obtained findings will assist entrepreneurs, leaders, and managers of SMEs in recognizing the value of family members' contributions to the success of their business.

Purpose
Conventionally, consumers perceive luxury products as a means of displaying their wealth and prosperity. Consumption of luxury products has usually been considered the prerogative of the Western world. Although there are a number of studies capturing the pre-purchase and purchase behaviour of consumers, there is a dearth of quality studies that have been conducted in this field to understand the post-purchase behaviour of consumers towards luxury brands, especially in the context of young shoppers in an emerging market context. Studying the post-purchase behaviour of shoppers is important to understand their experience with the brand. A negative experience could lead to a post-purchase dissonance, which in turn could lead to an unbalanced or distorted attitude towards the brand and other marketing stimuli. Keeping this in consideration, the purpose of this study is to explore the experiences and attitudes of young shoppers in India towards luxury consumption.


Design/methodology/approach
The study captured responses from young shoppers of Chandigarh and its satellite cities located in the relatively prosperous northwest region of India. The data were collected from 200 participants through a structured questionnaire that was based on an adapted "Attitude towards the concept of luxury" scale by Dubois and Laurent (1994) and "Brand Experience" Scale by Brakus et al. (2009). The structural equation modeling technique was applied to test the proposed model.


Findings
The empirical results indicate that sensory, intellectual, behavioural and affective experience play a significant role in building the attitude of consumers towards luxury brands.


Research limitations/implications
The study selected university students from Chandigarh (India) Tricity region as target respondents, which may limit the generalisability of the results to other target respondents in different regions of India or other countries.


Practical implications
The study is useful for researchers, academicians, marketers and retailers of luxury brands, as it gives fresh insights into understanding the consumer behaviour of a young segment towards the consumption of luxury brands in the post-purchase scenario, especially in the context of an emerging market.


Originality/value
The uniqueness of the study lies in the fact that it examines the post-purchase behaviour of a segment consisting of young, educated and aspirational individuals in one of the world's fastest-growing major economies.

INTRODUCTION: Most of the neonatal and maternal deaths occur within the first 48 hours post-delivery. Hence, this time period is very crucial for the survival of newborns and mothers both. As per maternal and child health program guidelines in India, it is clearly mentioned that all the government health facilities should discharge the mother and baby only after 48 hours of delivery in case of normal delivery and after 7 days in case of delivery conducted by cesarean sections. AIM: The aim of the study was to find the various factors responsible for early maternity discharge (<48 h) of normal vaginal deliveries (NVDs) conducted at government health facilities. MATERIAL AND METHODS: The study was conducted in a rural block of Haryana, North India, from May to June, 2015. Postnatal women with NVD within 6 months of duration from initiation of the study were included after taking proper informed consent. A questionnaire was developed by the investigators to interview the women. The questionnaire consists of 26 items which included the socio-demographic details and questions on various factors affecting postnatal stay at the health facility. RESULTS: A total of 40 postnatal women consented and participated in the study. Their mean age was 23.46 ± 5.63 years. Majority of them (24, 60.0%) were having their first child. Out of them, 12 delivered at primary health centers (PHCs), 18 at community health centers, and the rest at the district hospital. A total of 24 (60%) of them were discharged early (<48 h) as per laid guidelines. It was observed that primiparity, delivery at PHC, normal birth weight of baby, and term deliveries were significantly associated with early discharge. Among those who had NVD and stayed beyond 48 h, most of them mentioned that the round-the-clock availability of doctors/nurses was the main reason for their staying at the health facility. CONCLUSION: The proportion of postpartum women discharged early is high and alarming. There is a need for essential counseling to be imparted to the ...

Generation Z, the youngest generation is steadily entering the workforce with an entirely unique perspective on careers and workplace norms. Employers need to embrace this generation cohort and use their strengths while providing meaningful work. In this regard, the paper aims to examine the influence of HR policies and practices on Generation Z, toward job satisfaction using the attraction‐selection‐attrition (ASA) theory and self‐determination theory (SDT). Incorporating structural equation modeling, on a sample of 493 Generation Z employees, this paper came up with findings that flexible work practices, reward and recognition, compensation and benefits, feedback‐seeking behavior and volunteering work positively influence Gen Z. In addition, this paper also reveals that job satisfaction mediates the relationship between HR practices, task performance, and affective organizational commitment. The paper is a novel attempt to sensitize the employers to look beyond the surface by orchestrating a new model for meeting Gen Z expectations. The implications of these findings for theory and practice, as well as its limitations and future directions, conclude the paper.