Associate Professor Ashish Malik

By applying a combined theoretical lens to high-performance work systems (HPWSs), organisational development (OD), and socio-technical systems (STS), this paper examines their impact in creating an agile and ambidextrous context for the management of strategic dualities, especially in times of uncertainty. Using a qualitative case study of an emerging market multinational enterprise (EMNE) from the Indian information technology-business process outsourcing (IT-BPO) industry, this paper presents a longitudinal and processual analysis of how, during challenging times of uncertainty in global competition, the sample EMNE had shifted from a purely managerialistic to a more humanistic set of values through OD interventions and investments in digital assets. We identified and discussed critical interventions for the management of various strategic dualities at multiple organisational levels over time. We contribute to the literature by providing exciting insights into an essential yet under-researched issue: namely, how an MNE can balance pressures for local responsiveness and global integration through the effective creation of dual headquarters, especially before and during global financial crises. Due to global pressures, EMNEs face numerous critical dualities when implementing strategic change initiatives aimed at pursuing firm growth. Some of such dualities include the simultaneous pursuit of exploratory and exploitative learning, local responsiveness and global integration, flexibility vs. efficiency, and formal vs. informal organisational structures. Our choice of a ¿critical¿ and exemplar EMNE case analysis and our presentation of future research propositions help identify how and why diverse strategies lead to success through agility ambidexterity during challenging and uncertain periods.

This paper analyzes the role of innovation in cross-border business-to-business (B2B) relationships within the born-global information technology (IT) industry to unmask the assertion that some nations, such as India, are simply ¿less innovative¿ than others. We reveal a dark side in B2B relationships that masks, claims and prevents innovation. The dark side in innovation in the Indian IT industry is often manifested via three mechanisms of power; namely, a) masking the true ownership of innovation, b) preventing innovation by dominant organizational structures in multinational enterprises (MNEs), and c) finally, the institutionalization of these practices in MNEs. We show when and how the dark side effects in (dis-) innovation are institutionalized in the business system itself through neo-colonial influences and trace power imbalances across multiple interfaces, such as headquarters ¿ subsidiary or service provider ¿ client. We discuss the theoretical contributions and managerial implications of our findings.

Despite the growing importance of regional innovation systems as agglomerations of firms and actors that possess technical, leadership and managerial endowments for innovation and R&D activities, their impact on the evolution of global innovation hubs is still unclear. We address this gap by investigating the multiple influences of macro-, meso- and micro-level factors in the formation of global innovation hubs, using a comparative qualitative case study design with four MNEs operating in the Indian IT, pharma and healthcare sectors. We confirm the presence of ¿Communities of Practice¿ as a fourth strand in our conceptualization of a Quadruple Helix in the emerging markets context. We also discover the critical role played by the interactions among communities of practice members and meso-level investments in organizational capabilities, learning and relationship quality. Finally, we highlight the importance of managing trust and power dynamics among members of communities of practice in a global innovation hub.

This paper explores the positive and negative social impact of business relationships in the Ghanian gold mining industry. We adopted an in-depth longitudinal case study approach to explore the responsible and irresponsible behaviour of dominant stakeholders in Ghana's mining sector. Exploiting unique primary data collected from various stakeholders allowed us to identify and map the evolution of CSR behaviour through the theory of planned behaviour over three distinct time periods since Ghana's independence of 1957. Findings from our study suggest that the state and multinational enterprises as key stakeholders in the network of business relationship played a critical role in paving the way for the indigenous people to participate more fully in the mining business. We argue that local participation in the industry's activities has direct social impact, but there is further need to explore the dynamics underpinning a network of relationship.

Purpose: This paper aims to examine the technology acceptance model¿s applicability in understanding employees¿ acceptance of online platforms for knowledge sharing in organisations. Specifically, this research explores gender differences in using online platforms for sharing knowledge at the workplace in an emerging market context and the role of individuals¿ motivation in online platform usage in organisations. Design/methodology/approach: A web-based survey was conducted in Vietnam with 290 responses from employees in the banking and insurance industries. Findings: Both intrinsic and extrinsic motivations influenced the perceived ease of use, perceived usefulness and online platform usage for knowledge sharing. The results also confirm a significant influence of perceived ease of use directly on knowledge sharing behaviour using online platforms and indirectly via perceived usefulness. Regarding gender differences, perceived ease of use was more salient in women, while men considered perceived usefulness to a greater extent. Research limitations/implications: This study provides a complete picture of gender, motivation and technology used for knowledge sharing in organisational settings. Originality/value: This research has provided additional insight into the importance of gender and motivation in technology acceptance. By doing this, this study helps organisations capture the potential of valuable human resources for their competitiveness.

This paper responds to calls for theory development in relation to processual and meso-level explanations of ¿crossvergence¿ in strategic partnerships. It contributes by reviewing the extant literature on convergence-divergence-crossvergence theory in the context of the global information technology (IT) industry and argues for the presence of ¿multivergence¿ or ¿multiple configurations of crossvergence¿ in an industry sector that relies extensively on strategic business partnerships. We posit and argue that the relevance of multivergence extends beyond the global and offshore IT industry to include strategic partnerships in offshoring in services and manufacturing firms. Overall, this paper identifies the processes and meso-level factors that lead to multivergence in IHRM practices and presents future research directions and ideas on this topic.

The current literature on the use of disruptive innovative technologies, such as artificial intelligence (AI) for human resource management (HRM) function, lacks a theoretical basis for understanding. Further, the adoption and implementation of AI-augmented HRM, which holds promise for delivering several operational, relational and transformational benefits, is at best patchy and incomplete. Integrating the technology, organisation and people (TOP) framework with core elements of the theory of innovation assimilation and its impact on a range of AI-Augmented HRM outcomes, or what we refer to as (HRM(AI)), this paper develops a coherent and integrated theoretical framework of HRM(AI) assimilation. Such a framework is timely as several post-adoption challenges, such as the dark side of processual factors in innovation assimilation and system-level factors, which, if unattended, can lead to the opacity of AI applications, thereby affecting the success of any HRM(AI). Our model proposes several testable future research propositions for advancing scholarship in this area. We conclude with implications for theory and practice.

Customer engagement in a value co-creation processes is an attractive proposition for firms as it closely mirrors consumer needs, encourages their participation in service consumption, improves their perception and reduces uncertainty and risk. This approach emphasizes the centrality of interaction among different actors within an ecosystem. Despite the critical role frontline employees play in customer engagement and relationship processes in a multi-actor system, there is a limited understanding of the role of co-workers and supervisors¿ support in addition to organisational support for achieving high levels of employee and consequently customer engagement as well as reducing sales employees¿ intention to quit. Using structural equation modelling and analyzing 481 employees¿ data from an Italian retail chain, this paper analyses the impact of organisational and social support on employees¿ job satisfaction, work engagement and intention to quit. Implications for theory and practice in value co-creation process in a multi-actor system are also discussed.

This article contributes to the dynamic capabilities (DCs) literature by exploring the link between sensing, seizing and reconfiguring and firm performance defined as commercially successful high margin products development (HMPD). Our qualitative findings are based on semi-structured interviews conducted within a multinational telecommunication corporation. Our qualitative findings show that the sensing, seizing and reconfiguring aspects of DCs positively influence firm performance. Moreover, the level of positive influence of DCs on performance depends on the corporate control style (CCS) of the firm, since CCS directly affects the seizing and reconfiguring activities of DCs. CCS also regulates the link between sensing and seizing DCs activities and firm performance. We find evidence that there is no specific order in which the sensing, seizing, and reconfiguring activities occur. We also find that the identification of ¿Surge¿ and ¿Lurch¿events is a key channel for managers to enhance DCs in their firms.

Knowledge integration (KI) is a source of sustained competitive advantage for firms. This paper draws upon the knowledge-based view of the firm and ability-motivation-opportunity framework to develop a theoretical and empirical model showing the role of human resource management (HRM) practices in achieving KI. Findings suggest three ability-enhancing practices (training and development, focused hiring, and knowledge questioning values), four motivation-enhancing practices (project-specific performance, competency-based performance management, project-based information dissemination, and information and knowledge sharing forums) and five opportunity-enhancing practices (team working, information and knowledge sharing, verticalisation of business, geographical information and knowledge sharing, and structural change) that facilitate KI. The paper concludes with managerial implications, directions for future research and the study's limitations.

Recent studies have started exploring the linkages between organisational ambidexterity (OA) and HRM practices. OA is noted as a critical resource in achieving product, process, and business model innovations. By adopting an inductive case study of a US MNC subsidiary in India, we found empowerment-focused HRM practices were being used for exploration of new ideas and efficiency-focused HRM practices were adopted for the exploitation of the organisation¿s existing strengths. Empowerment-focused HRM practices created a culture of openness and risk-taking, which facilitated the creation of an ambidextrous context. Further, ambidextrous learning was moderated by the adoption of a managerial/leadership style that focused on ¿mirroring competencies¿ between the parent operation and its subsidiary. HRM practices were aimed at developing behaviours that valued the team-based co-development of graphic processor designs by means of a ¿parallel processing¿ approach to product development. Additionally, the HRM practice of offering intrinsic employee rewards and both informal and formal training facilitated OA in delivering product innovation. This study represents a pioneering exploration of multiple levels of analysis (individual, functional, and organisational) for product innovation through the lenses of ambidexterity, innovation, and HRM practices. The implications for both theory and practice are also discussed.

This paper, through a multi case qualitative study design, explains how in times of economic adversity, such as the global financial crisis, adaptive firms from the Indian IT offshore outsourcing implemented several global and local human resource management (HRM) strategies for co-ordinating internal and external processes for managing growth. Applying the theoretical lenses of ambidexterity, HRM practices and the integration-responsiveness framework, the paper highlights the importance of strategic choices in achieving ambidexterity and how implementing certain capabilities and HRM practices creates an ambidextrous context. The implications for theory and practice are also discussed.

The sustained growth and importance of Asia as a hub of economic, social and political activity has attracted significant foreign direct investment and opportunities for economies from the West and other parts of the world to invest in this fast growing region. Regional headquarters and global innovation hubs of large multinational corporations (MNCs) are evidence of an Asian century phenomenon. The proliferation of tax havens in the region or the use of tax havens by firms in the Asian region is no surprise. This is evidenced through a complex and systematic policy choice by power coalitions, to facilitate their interests as well as trade and growth in the region. This proliferation has also had an impact on the changing identity of Asian MNCs in Asia. In this paper, we highlight this new and pervasive trend by presenting findings from recent research in the region on the topic of tax havens and identities of Asian MNCs.

Purpose: This exploratory study aims to analyse the influence of organisational resources and capabilities on relationship quality and firm performance in the context of high-technology offshore outsourcing service vendors. Design/methodology/approach: Using a qualitative case study design, data from four offshore business process and information technology outsourcing firms were analysed. Findings: Findings highlight that resource dependence, cultural orientation and the vendor¿s resources and capabilities strengthen relationship quality and affect firm performance. Originality/value: The distinctive contribution of this study lies in identifying key organisational mechanisms that improve relationship quality and firm performance, as well as help to understand the adverse effects of ethnocentricity and power faced by vendors and subsidiaries within diverse intercultural contexts. Study limitations and future research directions, along with implications for theory and practice, are also discussed.

This appraisal considers the role and impact of vocational education and training (VET) in Australia and New Zealand, and suggests directions such policy might take in other Asia-Pacific countries. It identifies key issues and constraints in making VET more responsive to emerging labour market needs in the region as an important factor in sustaining high economic growth. It focuses on the way in which the demands of the government, industry, trainees, and, in particular, shifts in political ideology that have influenced the education and training sectors in both countries. It addresses points of specific relevance for the delivery of VET in the broader Asia-Pacific context and concludes with a consideration of lessons and experiences of Australia and New Zealand with VET that may hold for other countries in the region in formulating priorities and implementing strategies in meeting their current and emerging needs for skills development.

Purpose: The purpose of this paper is to examine innovation in the resource-constrained context of India¿s healthcare industry. It is argued that the process of innovation in addressing healthcare management challenges in such a context occurs through organisational ambidexterity and that human resource management (HRM) plays an important role. Design/methodology/approach: A qualitative research methodology is applied to explore the role of HR practices in facilitating contextual ambidexterity and subsequent innovations in healthcare in India. The unit of analysis is the ¿case¿ of healthcare providers in India and in-depth interview and documentary data in two case sites are analysed to reveal the role of HRM in facilitating contextual ambidexterity and innovation. Data analysis was undertaken first at a within-case and then at a cross-case analysis level using interpretive manual coding based on how the data explained the role of HRM in delivering innovative outcomes and supporting organisational ambidexterity. Findings: The authors found evidence of the use of sets of high-involvement HRM practices for exploration of new ideas and efficiency-driven HRM practices for creating contextual ambidexterity in the case organisations. Further, managerial/leadership style was found to play an important role in creating cultures of trust, openness, risk-taking and employee empowerment, supported by an appropriate mix of intrinsic and extrinsic rewards. Finally, training was also reported as being central to creating an ambidextrous context for delivering on various innovations in these healthcare providers. Originality/value: This study represents an exploration of innovation in the context of India¿s healthcare sector through intersecting literatures of ambidexterity, innovation and HRM practices. In light of the emerging economy research context, an important empirical contribution is palpable. Moreover, through a study design which included collecting data from multiple informants on the role of human resources in facilitating innovative outcomes, the authors reveal the role of HR-related initiatives, beyond formal HR practices in creating contextual ambidexterity. This study also reveals the degree to which contextual idiosyncrasies enhance our understanding of the role of HR in facilitating innovation in emerging economies.

Purpose: The purpose of this paper is to analyse data from the New South Wales Government¿s Pilot Programme of establishing Smart Work Hubs (SWHs) for enabling teleworking in two busy commuter corridors. The paper analyses the relationships between various firm, job and personal factors and the perceived value, attitudes and expected usage by users of the SWHs. Design/methodology/approach: Employing a cross-sectional survey design, the characteristics, values and attitudes of 117 SWH users were analysed using partial least squares (PLS) method of structural equation modelling (SEM). SEM-PLS approach is considered appropriate especially in prediction-based studies and to estimate an endogenous target construct. Findings: Results revealed that perceived SWH value significantly influenced attitude towards the SWH, which then had a significant influence on SWH usage intentions, with personal, job and firm factors also playing a role. Further analysis revealed four variables that significantly influenced the perception of family-value benefits (age, income, hub commute distance, work commute distance), however, there were none that significantly influenced the perception of work benefits. Research limitations/implications: The small sample size limits statistical inferences and generalisations to be drawn. Further, this paper also discusses how the low and uneven uptake of teleworking at a SWH raises several managerial and policy implications needing attention. Originality/value: To the best of the authors¿ knowledge, this is the first empirical study analysing the expected values, attitudes and usage intentions of teleworkers in a SWH context. This study adds to the emerging body of human resource management studies on an outward-looking approach. The novel context will provide a useful base for subsequent studies.

This paper analyses the impact of the global financial crisis (GFC) on human resource management (HRM) practices in India's information technology (IT) industry. The findings support the presence of a hard approach to HRM. Despite the negative impact of the GFC, there was evidence of growth in certain IT services. The specific positive and negative impacts include firms' unethical and opportunistic behaviour in performance management, pay freezes, reduced billing and employee turnover rates, increased competition, addition of new service areas and improvisations to firms' business models. The short-term outlook for managers is to tread with caution. Implications for theory and practice are also discussed. © 2013 Copyright Taylor and Francis Group, LLC.