Poornima Madan
Biographic Data
| ID | 6303488 |
|---|---|
| NAME | Poornima Madan |
| GIVEN NAMES | Poornima |
| FAMILY NAME | Madan |
| SIGNATURE | MADAN P |
| AFFILIATIONS | Jaipuria Institute of Management − Noida Campus Department of OB and HR, , Noida |
| ORCID | 0000-0001-9376-3055 |
| VERIFIED | Yes |
| TOTAL WORKS | 5 |
| TOTAL CITATIONS | 9 |
| WORKS AS AUTHOR | 5 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2017 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 1 |
“The dark side of workplace chatter”
Purpose Workplace gossip is a negative workplace experience that sabotages employees’ as well as the organization’s performance. It is also one of the workplace stressors that can influence the negative behaviors and attitudes of target employees. Building on this context, this study aims to examine the direct and indirect effects of workplace gossip on deviant silence and knowledge hiding, using the conservation of resources theory as a theoreti…
“Silent reactions”
Purpose Taking conservation of resources (COR) theory as a theoretical base, the study aims to examine the role of psychological contract breach (PCB) as an underlying mechanism through which workplace conflict impacts employee silence. Task and relationship conflicts were considered two dimensions of workplace conflict, while three forms of employee silence (acquiescent, defensive and prosocial) were considered dependent variables. Design/method…
Green and non-green outcomes of green human resource management (GHRM) in the tourism context
Globally, organizational espousal of green and sustainable operations has been critically facilitated by green human resource management (GHRM) initiatives, especially in the tourism and hospitality sector. This research is an effort to examine the nuances of employees' responses to GHRM and contribute to this field by examining how narcissism, an individual trait and boundary condition, influences GHRM's relationship with employees' green (volun…
Consequences of abusive supervision on Indian service sector professionals
Purpose The present study aims to investigate the direct and indirect relationship between abusive supervision (AS) and employees’ intention to quit (ITQ) and employee misconduct (EM). Though the direct relationship was investigated in past studies; however, the indirect effect of the said relationships via workplace ostracism (WO) and the interaction effect of resilience on the direct relationship based on the conservation of resource theory and…
Assessing the impact of demographic variables on mentoring-managerial effectiveness relationship
Purpose The purpose of this study is to examine the relationship between mentoring, managerial effectiveness and demographic variables. Being in a mentoring relationship offers a low-cost experiential learning, encourages diversity and inclusion, helps in expanding professional associations and boosts engagement. The use of mentoring programs can achieve this to a larger extent by making managers effective. Design/methodology/approach The study w…
Green and non-green outcomes of green human resource management (GHRM) in the tourism context
Globally, organizational espousal of green and sustainable operations has been critically facilitated by green human resource management (GHRM) initiatives, especially in the tourism and hospitality sector. This research is an effort to examine the nuances of employees' responses to GHRM and contribute to this field by examining how narcissism, an individual trait and boundary condition, influences GHRM's relationship with employees' green (volun…
Assessing the impact of demographic variables on mentoring-managerial effectiveness relationship
Purpose The purpose of this study is to examine the relationship between mentoring, managerial effectiveness and demographic variables. Being in a mentoring relationship offers a low-cost experiential learning, encourages diversity and inclusion, helps in expanding professional associations and boosts engagement. The use of mentoring programs can achieve this to a larger extent by making managers effective. Design/methodology/approach The study w…
Consequences of abusive supervision on Indian service sector professionals
Purpose The present study aims to investigate the direct and indirect relationship between abusive supervision (AS) and employees’ intention to quit (ITQ) and employee misconduct (EM). Though the direct relationship was investigated in past studies; however, the indirect effect of the said relationships via workplace ostracism (WO) and the interaction effect of resilience on the direct relationship based on the conservation of resource theory and…
Green and non-green outcomes of green human resource management (GHRM) in the tourism context
Globally, organizational espousal of green and sustainable operations has been critically facilitated by green human resource management (GHRM) initiatives, especially in the tourism and hospitality sector. This research is an effort to examine the nuances of employees' responses to GHRM and contribute to this field by examining how narcissism, an individual trait and boundary condition, influences GHRM's relationship with employees' green (volun…
“The dark side of workplace chatter”
Purpose Workplace gossip is a negative workplace experience that sabotages employees’ as well as the organization’s performance. It is also one of the workplace stressors that can influence the negative behaviors and attitudes of target employees. Building on this context, this study aims to examine the direct and indirect effects of workplace gossip on deviant silence and knowledge hiding, using the conservation of resources theory as a theoreti…
“Silent reactions”
Purpose Taking conservation of resources (COR) theory as a theoretical base, the study aims to examine the role of psychological contract breach (PCB) as an underlying mechanism through which workplace conflict impacts employee silence. Task and relationship conflicts were considered two dimensions of workplace conflict, while three forms of employee silence (acquiescent, defensive and prosocial) were considered dependent variables. Design/method…
Psychology (3 works) · Abusive supervision (2 works) · Conservation of resources theory (2 works) · Job Satisfaction and Organizational Behavior (2 works) · Political science (2 works) · Silence (2 works) · Social Psychology (2 works) · Structural equation modeling (2 works) · Workplace Violence and Bullying (2 works) · Applied Psychology (1 work)