Browsing by Autor "Akanksha Jaiswal"

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Sense-making the aftermath of crises: the emergence of adaptive and transformative resilience amid conflicting institutional logics
(Emerald Publishing Limited, 2025) R. Deepa; Akanksha Jaiswal; Shameem Shagirbasha
Purpose The purpose of the study was to make sense of the role of human resource (HR) leaders in crisis management and in creating a resilient workplace amid conflicting institutional logics. The study also unearths the outcomes of crisis management from the different crisis response strategies implemented by HR leaders to build organizational resilience by managing conflicting institutional logics. Design/methodology/approach We conducted a qualitative study among HR leaders from the service and manufacturing industries in India (n = 26). Data collected through semi-structured interviews were analysed using Gioia’s methodology, which focuses on providing a structured approach to developing a grounded model and presenting the findings in a convincing narrative. Findings The findings based on data analysis yielded three aggregate dimensions that helped provide reasons for HR leaders to have acted in particular ways in bringing about institutional change through effective crisis management. The aggregate dimensions include managing conflicting institutional logics during the crisis, synergizing institutional logics for adaptive resilience and balancing institutional logics for transformative resilience. Originality/value This study makes two key contributions to the existing literature. First, we contribute to the institutional theory by examining various crisis response strategies that HR leaders adopt in bringing about institutional change amidst conflicting logics emanating from different stakeholders. Second, the study findings highlight the principles of adaptive resilience that manage opposing tensions between exploiting existing knowledge and exploring new changes and transformative resilience that reconfigures the core values and underlying beliefs that fundamentally challenge the existing system.
The challenges for macro talent management in the mature emerging market of South Korea: A review and research agenda
(Wiley, 2022) Hyun Mi Park; Parth Patel; Arup Varma; Akanksha Jaiswal
Abstract As the global economy continues to fight the war for talent, talent management has increasingly become a critical function that must be addressed if corporations are to survive and thrive. In this connection, South Korea's (henceforth, Korea)'s transformation from a third‐world and under‐developed economy to a global powerhouse and an important mature emerging market has caught the attention of scholars in numerous fields. In this comprehensive review of talent management in Korea, we trace its evolution and address the following questions: what challenges does Korea face in attracting global talent? What are the main impacts of Korea's government policies and interventions in its macro talent management system? We develop a revised macro talent management framework and offer propositions. We conclude by offering specific suggestions for the state and policymakers toward attracting and retaining talent.
Understanding AI implementation in HR: a multimethod study in India's IT sector
(Emerald Publishing Limited, 2025) Santoshi Sengupta; Akanksha Jaiswal; Sehrish Shahid; Spardha Bisht
Purpose This study aims to explore the drivers of artificial intelligence (AI) implementation in human resource (HR) processes from the dual perspective of senior HR professionals (thought leaders who decide implementation), and middle- and lower-level HR professionals (agents who carry out implementation). Design/methodology/approach Using a multi-method approach, we conducted two studies in the Indian information technology (IT) sector. In qualitative Study 1, interviews with 11 senior HR professionals were conducted to gauge their perspectives on AI implementation. For quantitative Study 2, we used the dimensions from study 1 to craft the conceptual framework using the theoretical lens of unified theory of acceptance and use of technology (UTAUT). Survey data of 200 middle and lower-level HR professionals were analyzed using structural equation modelling and PROCESS macro. Findings Using Gioia’s methodology, we found five aggregate dimensions influencing AI-HR implementation: performance gains, usability, organizational support, attitude, and intention to use. In Study 2, performance gains significantly predicted HR professionals’ intention to use AI, while usability did not. Attitude served as a significant mediator, linking both performance gains and usability to intention to use. Organizational support emerged as a critical boundary condition that moderated the mediation effect (usability-attitude-intention), such that higher organizational support strengthened HR professionals’ positive attitudes towards AI. Practical implications Firms should enhance organizational support and develop mechanisms to foster AI–human collaboration. Originality/value This study uses a multi-method approach by taking the dual perspectives of senior HR professionals and middle and lower-level HR professionals in an underrepresented country context India.
Working from home during COVID-19 and its impact on Indian employees’ stress and creativity
(Palgrave Macmillan, 2022) Akanksha Jaiswal; C. Joe Arun