Assistant Professor in Sustainable Innovation at Dublin City University Business School
Assistant Professor in Sustainable Innovation in the Work, Psychology and Strategy group at Dublin City University Business School since January 2022. Qualitative researcher studying the boundaries between organizations, individuals and society. Keywords: sustainability, organizational routines, organizational identity, change management, ethics, social entrepreneurship, stigma. PhD in Management (2020) at Luiss Guido Carli University, Rome, Italy.
I am looking for the branches in the fields of management and organization (behaviour) that explores the effect of competing demands at workplace and their effects on the individual's cognition and ethics. For instance, if a person has to address competing demands, like solving a customer problem, writing a report for the top management, and helping a colleague, and prioritises one of these, then the others might be negatively affected. Thus there is a burden on the cognition of that person or that person's actions and eventually also impact several factors of the workplace. I tried searching on Scholar with the terms 'competing demands' or similar, but I could not find anything relevant. Any suggestions? Thanks in advance.
I was coding my data and discovered repeated occurrences of instances where actors were behaving in a way that showed them in spotlight. They used tactics like bragging; they behaved in a showing-off fashion and also used story-telling to share their past stories, experiences and actions in which they presented themselves as heroes. This was indeed a negative behavior in the field and the other actors felt uncomfortable and lack of motivated. I coded this as 'exhibitionist behavior'. However, I could not find any concept in the literature on organisational behavior and management and the one that came closest is 'narcissism'. Can you suggest any concept I can look for? Thanks in advance.
I am doing an ethnographic study in a hospital. The goal is to understand the evolution of collaboration dynamics. I observe that different doctors behave differently, have different beliefs and react in different ways to others' actions and opinions (like we all know). I am interested in the concepts of Social Identity Theory. Can I observe/explore/analyse identity using a qualitative study without using the usual likert scale questionnaires? Thanks.
I am working on identification, specifically the concept that an individual working in a team would have both collective identification (towards the team as a whole) and relational identification (with strong role relations with other teammates) based on Zhang et al., 2012. When I am reading another paper, I came across this affective integration developed through liking, respect and trust based on Cronin, 2004 and Hass, 1981. I know they both are not same. But can someone distinguish them in a better way? What would be the underlying factors that differentiate them? When would you consider one to be more salient than the other? Thanks in advance.
When I run fixed effects and random effects models and run Hausman test on the estimates, I am getting this
Note: the rank of the differenced variance matrix (1) does not equal the number of coefficients being tested (8); be sure this is what you expect, or there may be
problems computing the test. Examine the output of your estimators for anything unexpected and possibly consider scaling your variables so that the
coefficients are on a similar scale.
and the V_b-V_B is not positive definite error. Can someone help in understanding this? Thanks in advance.
Let's say they already have basic level experience in AutoCAD and hence, it is sensible to continue to master it first. Then I think, in the field of electrical and electronics, a natural extension would be Matlab or something else like PLC or SCADA? If it is Matlab, will the experience of AutoCAD help in understanding and learning Matlab? Thanks in advance.
To understand the socio-economic-political institutions migrant labor (and other weaker populations) are embedded in and how the issue of migrant labor evolved during some previous crises, such as the financial crisis, and then move to the current pandemic crisis. To understand why the migrant labor, and several other minority, weaker or poorer segments of populations fail to lead a movement and achieve change, in contrast to successful social movements in the past such as the civil rights movement. While I was watching news about the plight of migrant workers and poor people across India during the recent series of lockdowns imposed in order to curb the spread of the Covid 19 virus, it brought me to tears. The Indian government had imposed lockdown and severe restrictions on travel, which the local state governments have made even stricter. While the central government did run trains to move the labor in later stages, not every were able to use the service. As such, many embarked on journeys to reach their respective home towns and villages. And many of them faced severe challenges, including death. This made me question what exactly led to these vulnerable parts of the population reach this point, where they were not only fighting with the Covid virus but were having an even bigger fight to just survive. Their very survival was, and is, threatened and the virus itself became a minor issue in front of this threat. This article aims to explore the dynamics surrounding the migrant labor and poor people, the weaker segments of the population, in India and other countries during crises. This is not a challenge that is unique to Indian setting. Millions of migrant workers exist across several Asian and African countries, as well as millions of workers migrating across Europe and the United States of America. Migration is not a new problem. Migration is not a small problem. The social, political, cultural and economic systems in which migrant labor are embedded are often underdeveloped, uncertain and unstructured enough to magnify the problems for this particular segment of population whenever any form of crisis occurs. This article mainly focuses on what ‘organizing’ can be done for the betterment of their situation, especially during crises. The main research question this paper explores, thus, is ‘What are the systems (organizational, institutional, societal) in which migrant labor are embedded in, and what effect these systems have on them during crises?’ In the first part of the project, I use the lens of institutional theory to understand the socio-economic-political institutions migrant labor are embedded in and how the issue of migrant labor evolved during some previous crises, such as the financial crisis, and then move to the current pandemic crisis. This comparison helps us understand how the different crises affect migrant labor in different ways. More importantly, it will help us understand how migrant labor have been historically treated as and what challenges they still face even today. In the second part of the project, I use the lens of social movement theory to understand the experiences migrant workers went through the Covid pandemic and the ensuing lockdowns, and why the migrant labor, and several other minority, weaker or poorer segments of populations fail to lead a movement and achieve change, something the social movement theory does not focus on much.