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Charmi Patel
University of Reading
BusinessPsychologyEconomicsHuman resource managementPresenteeism
18Publications
4H-index
92Citations
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Publications 32
Newest
#1Vijay Pereira (Khalifa University)H-Index: 9
#2Yama Temouri (University of Wollongong in Dubai)H-Index: 11
Last. Charmi Patel (University of Reading)H-Index: 4
view all 3 authors...
This paper investigates and explores the link between the resilience of organisations, its human capital and firm performance. We base our analysis on the resource based view of the firm, cluster strategy and conservation of resources theories. Our contribution is contextualized by comparing the performance of business clusters across two observational periods, namely pre-recession (2005-2007) and recession (2008-2009) period. We identify six relevant indicators from the extant literature that c...
1 CitationsSource
#1Hari BapujiH-Index: 11
Last. David G. AllenH-Index: 30
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As the world struggles to deal with the COVID-19 pandemic, the stark inequalities in our societies have been laid bare, and the interplay between organizations and societies has also become evident...
Source
#1Anastasia A. Katou (UoM: University of Macedonia)H-Index: 13
#2Pawan S. Budhwar (Aston University)H-Index: 48
Last. Charmi Patel (University of Reading)H-Index: 4
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This study investigates the impact of pre-hiring (ex-ante) and after-hiring (ex-post) negotiation on organizational citizen behavior (OCB), through three serially connected relationships: (1) betwe...
Source
#1Anastasia A. Katou (Cardiff University)H-Index: 13
#2Pawan S. Budhwar (Aston University)H-Index: 48
Last. Charmi Patel (University of Reading)H-Index: 4
view all 3 authors...
Abstract By proposing an integrative multilevel framework, this paper analyzes the simultaneous impact of two internal micro-antecedents (i.e., leader’s social intelligence and employee’s work engagement) and one external macro-antecedent (i.e., dynamically changing environment) of organizational ambidexterity on two dimensions of organizational performance (i.e., creativity and productivity) through the simultaneous pursuance of organizational exploration and exploitation by firms. The analysis...
Source
#1Arup Varma (LUC: Loyola University Chicago)H-Index: 26
Last. Charmi Patel (University of Reading)H-Index: 4
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#1Rajesh KumarH-Index: 1
#2Pawan S. Budhwar (Aston University)H-Index: 48
Last. Arup Varma (LUC: Loyola University Chicago)H-Index: 26
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In this paper, we draw on the construct of regulatory fit in explaining how expatriates manage interactional and work-related discrepancies in diverse cultural contexts. When expatriates go overseas, they are often faced with a set of expectations that are at variance with their home country norms and these differences in expectations generate discrepancies. The emergence of discrepancies in an alien cultural context exacerbates the uncertainties facing the expatriate, though the response to unc...
1 CitationsSource
#1Hoa Do (Ton Duc Thang University)H-Index: 3
#2Charmi Patel (University of Reading)H-Index: 4
Last. Manh Dao
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Abstract The Association of Southeast Asian Nations (ASEAN) has emerged as a dynamically developing market with remarkable economic achievements. However, HRM research in this bloc seems to lag behind Western countries. We conduct a systematic literature review to examine the development of HRM in ASEAN in accordance with its historical and institutional attributes and conditions. To do so, our analysis is mainly rooted in the relevant literatures on the core themes that are searched from a vari...
1 CitationsSource
#1Hoa DoH-Index: 3
#2Pawan S. BudhwarH-Index: 48
Last. Charmi PatelH-Index: 4
view all 3 authors...
The purpose of this paper is to explore the effects of high-performance work systems (HPWS) on the performance of Vietnamese firms. It teases out the antecedents and effects of managers’ beliefs about why HPWS exist and are adopted within their firms, and also what effects HPWS practices have on their firm’s performance.,The authors adopt a longitudinal design to provide insights into why and how HPWS are shaped and diffused, and also how they convert the inputs into outputs such as HR outcomes,...
1 CitationsSource
#1Charmi PatelH-Index: 4
#1Charmi PatelH-Index: 1
Last. Kanimozhi Narayanan (Aston University)
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#1Hoa Do (Ton Duc Thang University)H-Index: 3
#2Pawan S. Budhwar (Aston University)H-Index: 48
Last. Charmi Patel (University of Reading)H-Index: 4
view all 3 authors...
This research examines the relationship between innovation-led strategy and innovation-led HR policy (hereafter, management initiatives), and innovation performance. Our research model is theorised and tested in the Vietnamese context, based on servant leadership theory and componential theory of creativity. We draw upon constructs of management initiatives, servant leadership, employee creativity, and firm innovation to hypothesize serial mediation mechanisms linking management initiatives to f...
5 CitationsSource
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