Pawan Budhwar
Biographic Data
| ID | 219870 |
|---|---|
| NAME | Pawan Budhwar |
| GIVEN NAMES | Pawan |
| FAMILY NAME | Budhwar |
| SIGNATURE | BUDHWAR P |
| AFFILIATIONS | Aston University |
| ORCID | 0000-0001-8915-6172 |
| VERIFIED | Yes |
| TOTAL WORKS | 28 |
| TOTAL CITATIONS | 120 |
| AUTHOR COUNT | 26 |
| EDITOR COUNT | 2 |
| FIRST PUBLICATION YEAR | 2001 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 4 |
To Buy or Not to Buy? Exploring Ethical Consumerism in an Emerging Market—India
Leveraging high-performance HRM practices and knowledge sharing for managing technological and social change in emerging market healthcare providers
We investigate the factors that affect healthcare service innovation resulting from digitalization. We develop a conceptual model asserting that adopting digital technologies for healthcare service innovation will require effective knowledge-sharing antecedents and high-performance human resource management (HPHRM) practices. Using a grounded theory approach, we present evidence from the healthcare industry in an emerging market setting of multip…
Doing Business in the Middle East: A Research-Based Practitioners’ Guide
Human resource management in the age of generative artificial intelligence: Perspectives and research directions on ChatGPT
ChatGPT and its variants that use generative artificial intelligence (AI) models have rapidly become a focal point in academic and media discussions about their potential benefits and drawbacks across various sectors of the economy, democracy, society, and environment. It remains unclear whether these technologies result in job displacement or creation, or if they merely shift human labour by generating new, potentially trivial or practically irr…
AI-Augmented HRM: Literature review and a proposed multilevel framework for future research
The research using artificial intelligence (AI) applications in HRM functional areas has gained much traction and a steep surge over the last three years. The extant literature observes that contemporary AI applications have augmented HR functionalities. AI-Augmented HRM HRM(AI) has assumed strategic importance for achieving HRM domain-level outcomes and organisational outcomes for a sustainable competitive advantage. Moreover, there is increasin…
Performance Management in India
In this chapter, the authors present a critical overview of the Indian context regarding one of the most crucial human resource systems in organizations, namely, the performance management system (PMS). A large variety of both forms and designs of PMSs are in use in Indian organizations. However, as one might expect, the nature and content of PMS in the Indian context differ in the different types of organizations
Sick and working: Current challenges and emerging directions for future presenteeism research
Presenteeism refers to working despite ill health that might otherwise warrant sickness absence. Estimated to cost tens of millions of dollars in lost productivity, the concept has attracted the attention of different academic disciplines, policymakers, and practitioners interested in mitigating the problem. Although a topic of significant interest, the current understanding of presenteeism is compromised by a number of conceptual and methodologi…
Indigenous Indian Management: Conceptualization, Practical Applications and Pedagogical Initiatives
Mastering digital transformation: The nexus between leadership, agility, and digital strategy
Drawing upon new institutional theory, we developed and tested a model on how digital transformational leadership and organizational agility influence digital transformation with digital strategy as a moderator. We found that digital transformational leadership and organizational agility positively influence digital transformation, and digital transformational leadership influences organizational agility. The finding of our study also indicates o…
AI-employee collaboration and business performance: Integrating knowledge-based view, socio-technical systems and organisational socialisation framework
Culture as Context: A Five-Country Study of Discretionary Green Workplace Behavior
To understand the conditions that support employee green behavior across cultures, we develop and test a conceptual model that describes how normative cues from work team leaders and peers in combination with country cultural norms shape discretionary green workplace behavior. Data from 1,605 employees in five countries indicate that power distance moderates the positive relationships observed between the discretionary green workplace behavior of…
Work from Home: Multi-level Perspectives on the New Normal
Long-term energy transitions and international business: Concepts, theory, methods, and a research agenda
A longitudinal investigation into multilevel agile & ambidextrous strategic dualities in an information technology high performing Emne
Covid-19 pandemic and the impact of cross-cultural differences on crisis management: A conceptual model of transcultural crisis management
In this paper, leadership tasks and stakeholder response during transboundary crisis management are analyzed based on findings from Hofstede’s study, GLOBE Project, and theoretical concepts in cross-cultural management. Accordingly, a conceptual model of transcultural crisis management is proposed. Seven propositions (P) and sixteen sub-propositions (SP) are developed and then tested using the case method. The case of the COVID-19 pandemic is stu…
Nationality diversity and leader–Member exchange at multiple levels of analysis: Test of a cross-level model
Purpose The diversity literature has yet to investigate relationships between diversity and leader–member exchanges (LMX) at multiple levels of analysis. The purpose of this paper is to test a multilevel model of nationality diversity and LMX. In doing so, the authors investigate the role of surface- and deep-level diversity as related to leader–member exchange differentiation (LMXD) and relative LMX (RLMX), and hence to subordinate job performan…
A perspective on multinational enterprise's national identity dilemma
This conceptual paper identifies gaps and contributes to the literature on ‘identity’ dilemmas faced by multinational enterprises operating in a globalised world. Various characteristics and business strategies of multinational enterprises are delineated and analysed through the lens of social identity theory and international business concepts such as market and institutional logic. Our analysis, based on multiple cases, and derived from a varie…
Handbook of Human Resource Management in the Middle East
This Handbook provides evidence-based information to the reader regarding the dynamics of HRM in this important region. The book is developed into three parts - contextual and functional issues such as societal and cultural perspectives, performance management and talent management; country-specific HRM covering the GCC, Levant and North African nations; and emerging themes such as HR issues related to domestic workers, labour localisation, expat…
Are Guanxi -Type Supervisor–Subordinate Relationships Culture-General? An Eight-Nation Test of Measurement Invariance
Three dimensions of subordinate–supervisor relations (affective attachment, deference to supervisor, and personal-life inclusion) that had been found by Y. Chen, Friedman, Yu, Fang, and Lu to be characteristic of a guanxi relationship between subordinates and their supervisors in China were surveyed in Taiwan, Singapore, and six non-Chinese cultural contexts. The Affective Attachment and Deference subscales demonstrated full metric invariance whe…
Human Resource Management in Developing Countries
Focusing on HRM developments in thirteen developing countries across Asia, Africa and the Middle East, this book explores the contextual functions of HR in these countries. In addition, it analyzes the more general issues of HRM in cross-national settings to give readers an understanding of HR that is both comparative and contextual. Covering the policies and practices of China, South Korea, Taiwan, India, Nepal, Pakistan, Iran, Saudi Arabia, Alg…
A study of the relationship between exit, voice, loyalty and neglect and commitment in India
Drawing on exit, voice, loyalty and neglect (EVLN) literature, this study examines direct and interactive associations between organizational-level commitment and team-level commitment and the use of EVLN by managers in India. The study is based on a survey of 200 managers and supervisors from seven Indian firms. The findings on the use of voice are consistent with the past research in Western countries, but challenge the prevailing assumption ab…
Chinese Host Country Nationals' Willingness to Support Expatriates: The Role of Collectivism, Interpersonal Affect and Guanxi
The willingness of host country nationals (HCNs) to provide support to the expatriate has received a lot of attention in the literature on international assignments. Surprisingly, though, the number of empirical studies examining this relationship is extremely limited. This study examines the role of HCNs' collectivistic orientation, interpersonal affect, and guanxi in relation to their willingness to support expatriates. Using data from 212 HCNs…
Performance management around the globe: Introduction and agenda
A Comparative Analysis of Cultural Value Orientations of Indians and Migrant Indians in the USA
Understanding the cultural value systems of nations is a key factor in anticipating the behaviour of business managers and employees in a specific business environment. Many research studies have acknowledged the impact of culture on communication across nations and its impact on business operations, however no study has attempted to measure and quantify the cultural orientations of people originating from one nation, but working in two different…
Brain drain: Inclination to stay abroad after studies
Trust as a mediator of the relationship between organizational justice and work outcomes: Test of a social exchange model
Data obtained from full‐time employees of a public sector organization in India were used to test a social exchange model of employee work attitudes and behaviors. LISREL results revealed that whereas the three organizational justice dimensions (distributive, procedural and interactional) were related to trust in organization only interactional justice was related to trust in supervisor. The results further revealed that relative to the hypothesi…
Chinese Host Country Nationals' Willingness to Support Expatriates: The Role of Collectivism, Interpersonal Affect and Guanxi
The willingness of host country nationals (HCNs) to provide support to the expatriate has received a lot of attention in the literature on international assignments. Surprisingly, though, the number of empirical studies examining this relationship is extremely limited. This study examines the role of HCNs' collectivistic orientation, interpersonal affect, and guanxi in relation to their willingness to support expatriates. Using data from 212 HCNs…
Sick and working: Current challenges and emerging directions for future presenteeism research
Presenteeism refers to working despite ill health that might otherwise warrant sickness absence. Estimated to cost tens of millions of dollars in lost productivity, the concept has attracted the attention of different academic disciplines, policymakers, and practitioners interested in mitigating the problem. Although a topic of significant interest, the current understanding of presenteeism is compromised by a number of conceptual and methodologi…
Covid-19 pandemic and the impact of cross-cultural differences on crisis management: A conceptual model of transcultural crisis management
In this paper, leadership tasks and stakeholder response during transboundary crisis management are analyzed based on findings from Hofstede’s study, GLOBE Project, and theoretical concepts in cross-cultural management. Accordingly, a conceptual model of transcultural crisis management is proposed. Seven propositions (P) and sixteen sub-propositions (SP) are developed and then tested using the case method. The case of the COVID-19 pandemic is stu…
A study of the relationship between exit, voice, loyalty and neglect and commitment in India
Drawing on exit, voice, loyalty and neglect (EVLN) literature, this study examines direct and interactive associations between organizational-level commitment and team-level commitment and the use of EVLN by managers in India. The study is based on a survey of 200 managers and supervisors from seven Indian firms. The findings on the use of voice are consistent with the past research in Western countries, but challenge the prevailing assumption ab…
A perspective on multinational enterprise's national identity dilemma
This conceptual paper identifies gaps and contributes to the literature on ‘identity’ dilemmas faced by multinational enterprises operating in a globalised world. Various characteristics and business strategies of multinational enterprises are delineated and analysed through the lens of social identity theory and international business concepts such as market and institutional logic. Our analysis, based on multiple cases, and derived from a varie…
A Comparative Analysis of Cultural Value Orientations of Indians and Migrant Indians in the USA
Understanding the cultural value systems of nations is a key factor in anticipating the behaviour of business managers and employees in a specific business environment. Many research studies have acknowledged the impact of culture on communication across nations and its impact on business operations, however no study has attempted to measure and quantify the cultural orientations of people originating from one nation, but working in two different…
Nationality diversity and leader–Member exchange at multiple levels of analysis: Test of a cross-level model
Purpose The diversity literature has yet to investigate relationships between diversity and leader–member exchanges (LMX) at multiple levels of analysis. The purpose of this paper is to test a multilevel model of nationality diversity and LMX. In doing so, the authors investigate the role of surface- and deep-level diversity as related to leader–member exchange differentiation (LMXD) and relative LMX (RLMX), and hence to subordinate job performan…
Are Guanxi -Type Supervisor–Subordinate Relationships Culture-General? An Eight-Nation Test of Measurement Invariance
Three dimensions of subordinate–supervisor relations (affective attachment, deference to supervisor, and personal-life inclusion) that had been found by Y. Chen, Friedman, Yu, Fang, and Lu to be characteristic of a guanxi relationship between subordinates and their supervisors in China were surveyed in Taiwan, Singapore, and six non-Chinese cultural contexts. The Affective Attachment and Deference subscales demonstrated full metric invariance whe…
HRM in Context: Applicability of HRM Models in India
Using the core aspects of five main models of human resource management (HRM), this article investigates the dominant HRM practices in the Indian manufacturing sector. The evaluation is conducted in the context of the recently liberalized economic environment. In response to ever-increasing levels of globalization of business, the article initially highlights the need for more cross-national comparative HRM research. Then it briefly analyzes the …
HRM in Context: Applicability of HRM Models in India
Using the core aspects of five main models of human resource management (HRM), this article investigates the dominant HRM practices in the Indian manufacturing sector. The evaluation is conducted in the context of the recently liberalized economic environment. In response to ever-increasing levels of globalization of business, the article initially highlights the need for more cross-national comparative HRM research. Then it briefly analyzes the …
Trust as a mediator of the relationship between organizational justice and work outcomes: Test of a social exchange model
Data obtained from full‐time employees of a public sector organization in India were used to test a social exchange model of employee work attitudes and behaviors. LISREL results revealed that whereas the three organizational justice dimensions (distributive, procedural and interactional) were related to trust in organization only interactional justice was related to trust in supervisor. The results further revealed that relative to the hypothesi…
Managing Human Resources in the Middle-East
Managing Human Resources in the Middle East provides the reader with an understanding of the dynamics of HRM in this important region. Systematic analysis highlights the main factors and variables dictating HRM policies and practices within each country. Diverse and unique cultural, institutional and business environment factors which play a significant role in determining HRM systems in the region are also elaborated upon. The text moves from a …
Brain drain: Inclination to stay abroad after studies
Performance management around the globe: Introduction and agenda
A Comparative Analysis of Cultural Value Orientations of Indians and Migrant Indians in the USA
Understanding the cultural value systems of nations is a key factor in anticipating the behaviour of business managers and employees in a specific business environment. Many research studies have acknowledged the impact of culture on communication across nations and its impact on business operations, however no study has attempted to measure and quantify the cultural orientations of people originating from one nation, but working in two different…
Chinese Host Country Nationals' Willingness to Support Expatriates: The Role of Collectivism, Interpersonal Affect and Guanxi
The willingness of host country nationals (HCNs) to provide support to the expatriate has received a lot of attention in the literature on international assignments. Surprisingly, though, the number of empirical studies examining this relationship is extremely limited. This study examines the role of HCNs' collectivistic orientation, interpersonal affect, and guanxi in relation to their willingness to support expatriates. Using data from 212 HCNs…
Human Resource Management in Developing Countries
Focusing on HRM developments in thirteen developing countries across Asia, Africa and the Middle East, this book explores the contextual functions of HR in these countries. In addition, it analyzes the more general issues of HRM in cross-national settings to give readers an understanding of HR that is both comparative and contextual. Covering the policies and practices of China, South Korea, Taiwan, India, Nepal, Pakistan, Iran, Saudi Arabia, Alg…
A study of the relationship between exit, voice, loyalty and neglect and commitment in India
Drawing on exit, voice, loyalty and neglect (EVLN) literature, this study examines direct and interactive associations between organizational-level commitment and team-level commitment and the use of EVLN by managers in India. The study is based on a survey of 200 managers and supervisors from seven Indian firms. The findings on the use of voice are consistent with the past research in Western countries, but challenge the prevailing assumption ab…
Are Guanxi -Type Supervisor–Subordinate Relationships Culture-General? An Eight-Nation Test of Measurement Invariance
Three dimensions of subordinate–supervisor relations (affective attachment, deference to supervisor, and personal-life inclusion) that had been found by Y. Chen, Friedman, Yu, Fang, and Lu to be characteristic of a guanxi relationship between subordinates and their supervisors in China were surveyed in Taiwan, Singapore, and six non-Chinese cultural contexts. The Affective Attachment and Deference subscales demonstrated full metric invariance whe…
Handbook of Human Resource Management in the Middle East
This Handbook provides evidence-based information to the reader regarding the dynamics of HRM in this important region. The book is developed into three parts - contextual and functional issues such as societal and cultural perspectives, performance management and talent management; country-specific HRM covering the GCC, Levant and North African nations; and emerging themes such as HR issues related to domestic workers, labour localisation, expat…
A perspective on multinational enterprise's national identity dilemma
This conceptual paper identifies gaps and contributes to the literature on ‘identity’ dilemmas faced by multinational enterprises operating in a globalised world. Various characteristics and business strategies of multinational enterprises are delineated and analysed through the lens of social identity theory and international business concepts such as market and institutional logic. Our analysis, based on multiple cases, and derived from a varie…
Nationality diversity and leader–Member exchange at multiple levels of analysis: Test of a cross-level model
Purpose The diversity literature has yet to investigate relationships between diversity and leader–member exchanges (LMX) at multiple levels of analysis. The purpose of this paper is to test a multilevel model of nationality diversity and LMX. In doing so, the authors investigate the role of surface- and deep-level diversity as related to leader–member exchange differentiation (LMXD) and relative LMX (RLMX), and hence to subordinate job performan…
Work from Home: Multi-level Perspectives on the New Normal
Long-term energy transitions and international business: Concepts, theory, methods, and a research agenda
A longitudinal investigation into multilevel agile & ambidextrous strategic dualities in an information technology high performing Emne
Covid-19 pandemic and the impact of cross-cultural differences on crisis management: A conceptual model of transcultural crisis management
In this paper, leadership tasks and stakeholder response during transboundary crisis management are analyzed based on findings from Hofstede’s study, GLOBE Project, and theoretical concepts in cross-cultural management. Accordingly, a conceptual model of transcultural crisis management is proposed. Seven propositions (P) and sixteen sub-propositions (SP) are developed and then tested using the case method. The case of the COVID-19 pandemic is stu…
Indigenous Indian Management: Conceptualization, Practical Applications and Pedagogical Initiatives
Mastering digital transformation: The nexus between leadership, agility, and digital strategy
Drawing upon new institutional theory, we developed and tested a model on how digital transformational leadership and organizational agility influence digital transformation with digital strategy as a moderator. We found that digital transformational leadership and organizational agility positively influence digital transformation, and digital transformational leadership influences organizational agility. The finding of our study also indicates o…
AI-employee collaboration and business performance: Integrating knowledge-based view, socio-technical systems and organisational socialisation framework
Culture as Context: A Five-Country Study of Discretionary Green Workplace Behavior
To understand the conditions that support employee green behavior across cultures, we develop and test a conceptual model that describes how normative cues from work team leaders and peers in combination with country cultural norms shape discretionary green workplace behavior. Data from 1,605 employees in five countries indicate that power distance moderates the positive relationships observed between the discretionary green workplace behavior of…
Doing Business in the Middle East: A Research-Based Practitioners’ Guide
Human resource management in the age of generative artificial intelligence: Perspectives and research directions on ChatGPT
ChatGPT and its variants that use generative artificial intelligence (AI) models have rapidly become a focal point in academic and media discussions about their potential benefits and drawbacks across various sectors of the economy, democracy, society, and environment. It remains unclear whether these technologies result in job displacement or creation, or if they merely shift human labour by generating new, potentially trivial or practically irr…
AI-Augmented HRM: Literature review and a proposed multilevel framework for future research
The research using artificial intelligence (AI) applications in HRM functional areas has gained much traction and a steep surge over the last three years. The extant literature observes that contemporary AI applications have augmented HR functionalities. AI-Augmented HRM HRM(AI) has assumed strategic importance for achieving HRM domain-level outcomes and organisational outcomes for a sustainable competitive advantage. Moreover, there is increasin…
Performance Management in India
In this chapter, the authors present a critical overview of the Indian context regarding one of the most crucial human resource systems in organizations, namely, the performance management system (PMS). A large variety of both forms and designs of PMSs are in use in Indian organizations. However, as one might expect, the nature and content of PMS in the Indian context differ in the different types of organizations
Computer Science (15 works) · Political science (15 works) · Business (14 works) · Psychology (12 works) · Social Psychology (10 works) · Economics (9 works) · Knowledge management (8 works) · Sociology (8 works) · Geography (6 works) · Public relations (6 works)