Neerja Kashive

• Ph.D
• Associate Professor (Human Resources) at VES Business School

Purpose The purpose of this study is to understand the leadership humour style and the mechanism through which leadership humour style transforms into follower’s workplace positive and negative outcomes such as thriving at work and burnout. It uses comprehensive elaboration theory and relational process theory to explore self-disclosure and perceiv...

Purpose The study aims to closely look at the phenomenon of transformational leadership and the psychological capital of followers by using affective process theory (APT). It has empirically tested the mediation of the perceived emotional labor (EL) of a leader and susceptible emotional contagion (EC) of followers when studying the effect of transf...

This study aimed to identify the factors, which affect the continuance of mobile learning. The study has looked at epistemological, social, and security risk factors based on Magsayo (Interact Technol Smart Educ 20(2):177–208) and how they affect the perceived functional benefits (PFB) and perceived learner value (PLV). Further locus of control and...

Purpose This study aims to explore the emergence of the human resource (HR) analyst role. The job posts on LinkedIn display the industry demand and skills required by the organizations. This study identifies the different knowledge, skills and abilities (KSA) required for an HR analyst role in different stages of professional growth (i.e. entry-lev...

The article examines the learning style of MBA students and looks into how gender effects the learning styles. Data was collected from a management Institute in Mumbai, and survey questionnaires were adapted from the Kolb Learning Style Inventory to investigate the four learning styles—active experimentation (AE), concrete experience (CE), abstract...

Purpose This study aims to look at the integration of gamification in an e-learning model based on the technology acceptance model. The data was collected from respondents residing in India and elements of gamification (achievement, immersion and social) and personal characteristics of learners (self-efficacy, computer anxiety and enjoyment) and th...

Purpose The coronavirus disease 2019 (COVID-19) situation has led to the emergence of virtual teams in all organizations, and the role of leadership has become more pertinent. The current research focuses on understanding the factors for better team performance in virtual teams. Based on the contingency perspective, the behavioral complexity in lea...

Purpose The recent COVID-19 pandemic has (triggered) lots of interest in work from home (WFH) practices. Many organizations in India are changing their work practices and adopting new models of getting the work done. The purpose of the study to look at the boundary-fit perspective (Ammons (2013) and two factors, namely, individual preferences (boun...

Companies build strong employer brands to attract, motivate, and retain employees in crises, as it necessitates engagement and building relations with recruits. This study explores the application of gamification to employer branding and recruitment by analyzing organizational objectives for gamification. Game objectives were gamification-, recruit...

Purpose The purpose of this study is to explore the perception of the users concerning the role of artificial intelligence (AI) in enhancing personal learning profile (PLP), personal learning network (PLN) and personal learning environment (PLE) and their effect on the perceived ease of use, perceived effectiveness and perceived usefulness for enha...

Purpose The purpose of this paper is to explore the role of social media in creating an attractive employer brand for any organization. It investigates one of the social media Glassdoor, which is an online employer branding platform, where employees put their reviews which are both positive and negative. Analysis of these reviews can generate a lot...

Games can be used to cultivate better strategies and better performance with a way of feedback and scoring and can track an employees’ skill set. https://www.peoplematters.in/article/life-at-work/gamification-at-the-workplace-is-it-a-reality-or-myth-20425?utm_source=hero_nav&utm_medium=interstitial&utm_term=article&utm_campaign=learnings-of-the-day...

This paper studies the influence of demographic variables like age, gender, qualification and work experience for the impact of early recruitment activities (ERA) and employer brand knowledge (EBK) on Organization attractiveness (OA) and Firm Performance (FP).The questionnaire was administered on 750 final year students of MBA, MCA and BE. The comp...

Employer branding is referred to as a firm's efforts to promote, both within and outside the firm, a clear view of what makes it different and desirable as an employer. It constitutes an important concept in today's knowledge intensive contexts where attracting employees with superior skills and knowledge comprises a primary source of competitive a...

This paper explores the various dimension of Internal Branding like training, orientation and briefing and its impact on Brand commitment and Brand supporting behavior (like brand allegiance, brand endorsement and brand citizen behaviour).The study shows that training, orientation and briefing of Internal Branding (IB) does impact Brand commitment(...

This article explores the various dimensions of early recruitment activities (ERAs) such as publicity, sponsorship, word of mouth and advertisement, and its impact on employer brand knowledge (EBK) such as employer familiarity, employer image or job association and employer reputation. It further explores the impact of ERAs and EBK on organization...

This paper explores the various dimension of Internal Branding like training, orientation and briefing and Brand supporting behavior (like brand allegiance, brand endorsement and brand citizen behaviour).It further explores impact of Internal branding (IB), Brand commitment (BC) and Brand supporting behavior BSB) on Organization attractiveness (OA)...