Ph.D (Management Studies) MANIT-BHOPAL
MBA (University of Hyderabad)
RESEARCH, TEACHING, or OTHER INTERESTS
Organizational Behavior and Human Resource Management, Industrial relations, Psychology, Strategy and Management
12
Scopus Publications
84
Scholar Citations
6
Scholar h-index
4
Scholar i10-index
Scopus Publications
The role of blockchain adoption in power sector finance Shashwat Mishra, Nenavath Sreenu, Rakesh Naik Vadithe Discover Sustainability, 2026 The power industry with its large capital expenditure, complex money movements, and enforcement of stringent regulations is amid a fast-forward digitization journey. In the context of this landscape, blockchain has drawn a lot of interest with its potential to increase financial transparency, operational effectiveness and trust of stakeholders. The current research is an empirical examination of the relationship between blockchain adoption and the health of the financial performance of an organization in the power sector using Trust Theory as a theoretical approach. A questionnaire which comprised structured questions was conducted to 270 professionals working in the industry of generation, distribution, transmission and regulatory organisations in India. To assess the direct and indirect effect of the blockchain adoption on investor outcome and financial performance, the data used were analyzed using partial lease squares structural equation modeling (PLS-SEM). The results prove that blockchain adoption experience extremely positive impacts on the financial efficiency as well as perceived trust which, respectively, have a positive impact on the investor confidence and financial performance. More importantly, the direct relation between blockchain adoption and investor confidence was found to be statistically insignificant, and so the mediational roles of (trust and efficiency) should not be overlooked. The research has practical implications to policymakers, regulators, and energy companies aiming to revolutionize the approaches to financial systems using blockchain. In addition, regulatory uncertainties, their complexity of integration, and magnitude impediments are noted as the most significant adoption obstructions. Future areas of investigation are longitudinal reviews, examinations of hybrid forms of blockchain and cost-benefit analyses of energy sub-sectors.
Integrating Green HRM Practices for Green Organizational Culture and Organizational Agility: A Mediation Analysis Rakesh Naik Vadithe, Rubvita Chadha Rajput, Bikrant Kesari, Subbarama Sarma Kundurthy Business Strategy and Development, 2026 Organizations increasingly adopt sustainability‐driven human resource management (HRM) practices to enhance both environmental performance and organizational agility. This study investigates how Green HRM mediates the impact of green innovation and green technology adoption on organizational agility and culture. This study uses data from 153 HR managers across various industries in India and applies partial least squares structural equation modeling (PLS‐SEM) to examine the proposed relationships. The results indicate that green innovation and green technology adoption significantly enhance green organizational culture and organizational agility, with Green HRM playing a critical mediating role. However, the direct relationship between green innovation and organizational agility was not statistically significant. These findings suggest that managers should implement Green HRM practices such as sustainability‐focused recruitment, training, and performance management to effectively translate green innovations into cultural and operational agility. This study contributes to the growing body of literature on sustainability and organizational performance by highlighting the importance of integrating green HRM practices with technological and innovative advancements to enhance both organizational culture and agility.
Role of technology enablers for implementation of HR analytics in the Indian IT sector: A mediation analysis Rakesh Naik Vadithe, Bikrant Kesari Human Systems Management, 2025 Background Technological advancements offer the potential to transform HR practices, but the effectiveness of human resource (HR) analytics implementation remains contingent upon various technologies. Objective This study explores the impact of various technological enablers on implementing HR analytics within the Indian IT sector. Furthermore, the study explores the mediating effects of automated decision-making and managerial efficiency in the relationship between HR analytics and organizational performance. Methodology/design Drawing upon resource-based view (RBV) theory. Data was collected from 663 employees across various IT sectors in India. To validate the proposed model, PLS-SEM was utilized through Smartpls 4.0. Findings The findings show that technology enablers such as big data, chatbots, social media networks, and artificial intelligence have a positive impact on HR analytics implementation. Furthermore, the study reveals automated decision-making and managerial efficiency as partial mediators in the relationship between HR analytics and organizational performance. Conclusions This research contributes to the literature on HR analytics implementation and also provides actionable insights for practitioners and policymakers within organizations, ultimately fostering organizational excellence in a technology-driven era.
Impact of Green HRM implementation on organizational sustainability in IT sector: A mediation analysis Rakesh Naik Vadithe, Rubvita Chadha Rajput, Bikrant Kesari Sustainable Futures, 2025 As organizations increasingly seek sustainable practices to address environmental challenges, Green human resource management (Green HRM) emerges as a critical strategy for integrating environmental management into HR practices. This study explores the impact of Green HRM implementation on organizational sustainability , focusing on the mediating roles of meaningfulness of work, employee job satisfaction, and green job performance. Data were collected from 344 IT employees in India , and the proposed model was tested using partial least squares structural equation modeling (PLS-SEM) via SmartPLS 4.0. The findings reveal that Green HRM implementation positively influences the meaningfulness of work, employee job satisfaction, green job performance, and organizational sustainability . Furthermore, meaningfulness of work significantly impacts organizational sustainability and employee job satisfaction. Similarly, green job performance positively impacts organizational sustainability and job satisfaction. Additionally, employee job satisfaction has positively influence on organizational sustainability. The mediating analysis indicates that meaningfulness of work, employee job satisfaction, and green job performance act as partial mediators in the relationship between Green HRM implementation and organizational sustainability. This study enriches the existing literature by how Green HRM practices foster a sustainable organizational environment through improved employee experiences and performance. The findings offer valuable insights for HR professionals committed to integrating environmental sustainability with HR strategies, highlighting the importance of comprehensive Green HRM approaches in achieving long-term organizational sustainability.
Impact of HR Digitalisation on HR Transformation, HR Analytics and Artificial Intelligence: A Mediation Analysis Rakesh Naik Vadithe, Bikrant Kesari South Asian Journal of Human Resources Management, 2025 This study examines the relationships between key enablers of human resource (HR) digitalisation, specifically digital talent acquisition and e-learning management, HR analytics and artificial intelligence, with a focus on how HR transformation mediates these relationships. Grounded in the resource-based view (RBV) theory, the study posits that digital technologies serve as strategic resources that enhance HR capabilities and drive organisational transformation. Data were collected from 360 HR managers across various organisations in India, and the proposed model was tested using partial least squares structural equation modelling (PLS-SEM) in SmartPLS 4.0. Findings indicate positive relationships between digital talent acquisition and e-learning management on HR transformation, HR analytics and artificial intelligence adoption. Additionally, the study highlights the mediating role of HR transformation strategies in maximising the benefits of digitalisation, HR analytics and artificial intelligence within HR functions. These insights offer valuable guidance for organisations pursuing HR digitalisation initiatives and contribute meaningfully to understanding HR practices in the digital age.
Examining the Impact of HR Analytics on Organizational Performance in the IT Sector: The Mediating Effects of Employee Job Engagement and Workforce Motivation Rakesh Naik Vadithe, Bikrant Kesari Journal of Human Values, 2025 In today’s dynamic and competitive business environment, organizations are increasingly recognizing the importance of leveraging human resource (HR) analytics to enhance their performance and maintain a sustainable competitive advantage. This study aims to explore the impact of HR analytics on organizational performance (OP) in the IT sector, with a focus on the mediating roles of employee job engagement (EJE) and workforce motivation (WM). Drawing upon the dynamic capability view (DCV), researchers investigate how HR analytics influences EJE, WM and OP. Data were collected from 355 employees from the Indian IT sector. To validate the proposed model, partial least squares structural equation modelling was utilized using SmartPLS 4.0. The study’s results reveal significant positive relationships between HR analytics, EJE, WE, and OP. Specifically, HR analytics positively influences both EJE and WM, as well as OP. Additionally, EJE was found to have a positive effect on WM and OP. Moreover, the study identified that EJE and WM act as partial mediators in the relationship between HR analytics and OP. This study contributes to the existing literature in two significant ways. Firstly, it examines the impact of HR analytics on EJE, WM, and OP especially within the IT sector. Secondly, by highlighting the mediating roles of EJE and WM, this study provides a more comprehensive understanding of how HR analytics influences OP. This represents a novel contribution to the literature, as previous research has largely focused on the direct effects of HR analytics and organizational outcomes, without considering the mediating mechanisms through which these effects occur.
Business Intelligence, Integrated Reporting on Organizational Performance in the IT Sector: Mediating Role of HR Analytics Rakesh Naik Vadithe, Bikrant Kesari Fiib Business Review, 2025 This study investigates the impact of business intelligence (BI) and integrated reporting (IR) on human resource (HR) analytics and organizational performance (OP). Grounded in the resource-based view (RBV) theory, this study explores the mediating role of HR analytics in the relationship between BI, IR and OP. Data were collected from 353 IT managers, and the proposed model was analysed using partial least squares structural equation modelling via SmartPLS 4.0. The results reveal that both BI and IR have a positive and significant influence on HR analytics and OP. Furthermore, HR analytics partially mediates these relationships, strengthening their effects on organizational outcomes. This study contributes to the RBV literature by highlighting HR analytics as a strategic resource that enhances OP. The findings offer valuable insights into business leaders, underscoring the critical role of HR analytics in data-driven decision-making, optimizing HR practices and gaining a competitive advantage.
Bridging the gap: how HR analytics integrates with business intelligence and integrated reporting for organizational agility Rakesh Naik Vadithe, Bikrant Kesari Benchmarking, 2025 Purpose In today’s dynamic business environment, organizations increasingly depend on technological and strategic tools such as business intelligence (BI), integrated reporting (IR), automated decision-making (ADM) and human resource (HR) analytics to enhance organizational agility (OA). While HR analytics is acknowledged as an essential foundation of modern HR practices, the combined influence of BI, IR, ADM and HR analytics on OA remains underexplored. This study aims to investigate these relationships, emphasizing the mediating role of HR analytics using resource-based view theory. Design/methodology/approach Data were collected from 360 HR managers across various organizations in India. The proposed research model was tested using partial least squares structural equation modeling with the help of SmartPLS 4.0 software. Findings The results indicate strong, positive relationships among BI, IR, HR analytics, ADM and OA. HR analytics plays a critical mediating role, effectively bridging the gap between these tools and fostering greater agility. Practical implications This study provides strategic guidance for organizations aiming to integrate BI, IR, HR analytics and ADM. Understanding the interrelationship among these tools helps decision-makers optimize resource allocation to improve agility. Originality/value This research offers a fresh perspective within the HR domain by exploring the interplay between BI, IR, HR analytics, ADM and OA. It contributes to both theoretical advancements and practical insights, aiding HR practitioners and organizational leaders in enhancing agility.
An empirical investigation of blockchain adoption using the privacy calculus approach: mediating role of perceived risks and perceived benefits Rakesh Naik Vadithe, Bikrant Kesari, Subbarao Akkala Kybernetes, 2025 PurposeThis study aims to investigate blockchain adoption through the lens of the privacy calculus approach, focusing on the roles of perceived risks and benefits. Specifically, the study examines how privacy concerns, complexity and compliance risks influence perceived risk and how process automation, auditability and self-service capability impact perceived benefits. Furthermore, it explores the mediating roles of perceived risks and benefits in the adoption process.Design/methodology/approachData collected from 616 managers with experience in blockchain applications, the study utilizes PLS-SEM to analyze hypothesized relationships using SmartPLS 4.0.FindingsKey findings reveal that privacy concerns, complexity and compliance risks significantly impact perceived risk, whereas process automation, auditability and self-service capability positively influence perceived benefits. Additionally, both perceived risk and perceived benefits directly affect blockchain adoption. Mediation analysis highlights that perceived risk mediates the effects of privacy concerns, complexity and compliance risk on blockchain adoption, while perceived benefits mediate the effects of process automation, auditability and self-service capability on adoption.Originality/valueThis study contributes to the growing literature on blockchain by offering insights into the privacy-benefit trade-offs influencing adoption decisions, providing practical implications for developers and policymakers to design privacy-conscious blockchain applications.
Blockchain for HR: investigating adoption determinants and its role in enhancing data transparency and security Rakesh Naik Vadithe, Rubvita Chadha Rajput, Bikrant Kesari, Sudhir Rana International Journal of Organizational Analysis, 2025 Purpose This study aims to investigate the determinants influencing the adoption of blockchain technology in human resource (HR) practices within the Indian IT sector, using the technology-organization-environment (TOE) framework. It further examines how blockchain technology adoption impacts HR data transparency (HRDT) and HR security and explores its mediating role between contextual factors and these HR outcomes. Design/methodology/approach Data were collected from 478 HR and IT managers across Indian IT firms through a structured questionnaire. The proposed research model was empirically tested using partial least squares structural equation modeling (PLS-SEM) via SmartPLS 4.0. Findings The results reveal that relative advantage, security and privacy concerns, system integration, top management support, HR readiness, human capital and competitive pressure significantly and positively influence blockchain technology adoption, while government regulations do not show a significant effect. Moreover, blockchain adoption positively affects HRDT and improves HR security (IHRS). Moreover, blockchain adoption serves as a significant mediator between several TOE factors and the outcomes of HRDT and HR security. Originality/value This study contributes to the emerging literature on blockchain in HR by integrating TOE and diffusion of innovation (DOI) frameworks to explain adoption behavior. It is among the first empirical investigations to confirm the mediating role of blockchain technology adoption in translating technological, organizational and environmental enablers into improved HR data management outcomes, offering valuable implications for practitioners and policymakers in the digital HR domain.
Integrating Green HRM Practices for Green Organizational Culture and Organizational Agility: A Mediation Analysis RN Vadithe, RC Rajput, B Kesari, SS Kundurthy Business Strategy & Development 9 (1), e70268 , 2026 2026
The role of blockchain adoption in power sector finance S Mishra, N Sreenu, RN Vadithe Discover Sustainability , 2026 2026 Citations: 1
Blockchain for HR: investigating adoption determinants and its role in enhancing data transparency and security RN Vadithe, RC Rajput, B Kesari, S Rana International Journal of Organizational Analysis, 1-28 , 2025 2025
Bridging the gap: how HR analytics integrates with business intelligence and integrated reporting for organizational agility RN Vadithe, B Kesari Benchmarking: An International Journal, 1-25 , 2025 2025 Citations: 3
Role of technology enablers for implementation of HR analytics in the Indian IT sector: a mediation analysis RN Vadithe, B Kesari Human Systems Management 44 (4), 598-614 , 2025 2025 Citations: 13
Impact of green HRM implementation on organizational sustainability in IT sector: a mediation analysis RN Vadithe, RC Rajput, B Kesari Sustainable Futures 9, 100507 , 2025 2025 Citations: 24
The role of HR analytics in driving organizational agility and operational performance: evidence from the construction sector RN Vadithe, N Sreenu, B Kesari, V Chiranjeevi, CBN Mudavath, ... Engineering, Construction and Architectural Management , 2025 2025 Citations: 8
An empirical investigation of blockchain adoption using the privacy calculus approach: mediating role of perceived risks and perceived benefits RN Vadithe, B Kesari, S Akkala Kybernetes , 2025 2025 Citations: 2
Impact of HR Digitalisation on HR Transformation, HR Analytics and Artificial Intelligence: A Mediation Analysis RN Vadithe, B Kesari South Asian Journal of Human Resources Management, 23220937251326985 , 2025 2025 Citations: 6
Examining the Impact of HR Analytics on Organizational Performance in the IT Sector: The Mediating Effects of Employee Job Engagement and Workforce Motivation RN Vadithe, B Kesari Journal of Human Values, 09716858251364994 , 2025 2025
Business Intelligence, Integrated Reporting on Organizational Performance in the IT Sector: Mediating Role of HR Analytics RN Vadithe, B Kesari FIIB Business Review, 23197145251346629 , 2025 2025
Impact of Exponential Technologies on HR Analytics Adoption in Organizations: Evidence from India RN Vadithe, B Kesari IUP Journal of Accounting Research & Audit Practices 23 (4), 431-454 , 2024 2024 Citations: 1
Impact of human resource analytics adoption on organizational agility and operational performance: examining TOIE model RN Vadithe, B Kesari SN Computer Science 5 (7), 909 , 2024 2024 Citations: 12
Human resource analytics on talent acquisition: A systematic review RN Vadithe, B Kesari Journal of Development Economics and Management Research Studies 10 (18), 30-39 , 2023 2023 Citations: 14
MOST CITED SCHOLAR PUBLICATIONS
Impact of green HRM implementation on organizational sustainability in IT sector: a mediation analysis RN Vadithe, RC Rajput, B Kesari Sustainable Futures 9, 100507 , 2025 2025 Citations: 24
Human resource analytics on talent acquisition: A systematic review RN Vadithe, B Kesari Journal of Development Economics and Management Research Studies 10 (18), 30-39 , 2023 2023 Citations: 14
Role of technology enablers for implementation of HR analytics in the Indian IT sector: a mediation analysis RN Vadithe, B Kesari Human Systems Management 44 (4), 598-614 , 2025 2025 Citations: 13
Impact of human resource analytics adoption on organizational agility and operational performance: examining TOIE model RN Vadithe, B Kesari SN Computer Science 5 (7), 909 , 2024 2024 Citations: 12
The role of HR analytics in driving organizational agility and operational performance: evidence from the construction sector RN Vadithe, N Sreenu, B Kesari, V Chiranjeevi, CBN Mudavath, ... Engineering, Construction and Architectural Management , 2025 2025 Citations: 8
Impact of HR Digitalisation on HR Transformation, HR Analytics and Artificial Intelligence: A Mediation Analysis RN Vadithe, B Kesari South Asian Journal of Human Resources Management, 23220937251326985 , 2025 2025 Citations: 6
Bridging the gap: how HR analytics integrates with business intelligence and integrated reporting for organizational agility RN Vadithe, B Kesari Benchmarking: An International Journal, 1-25 , 2025 2025 Citations: 3
An empirical investigation of blockchain adoption using the privacy calculus approach: mediating role of perceived risks and perceived benefits RN Vadithe, B Kesari, S Akkala Kybernetes , 2025 2025 Citations: 2
The role of blockchain adoption in power sector finance S Mishra, N Sreenu, RN Vadithe Discover Sustainability , 2026 2026 Citations: 1
Impact of Exponential Technologies on HR Analytics Adoption in Organizations: Evidence from India RN Vadithe, B Kesari IUP Journal of Accounting Research & Audit Practices 23 (4), 431-454 , 2024 2024 Citations: 1
Integrating Green HRM Practices for Green Organizational Culture and Organizational Agility: A Mediation Analysis RN Vadithe, RC Rajput, B Kesari, SS Kundurthy Business Strategy & Development 9 (1), e70268 , 2026 2026
Blockchain for HR: investigating adoption determinants and its role in enhancing data transparency and security RN Vadithe, RC Rajput, B Kesari, S Rana International Journal of Organizational Analysis, 1-28 , 2025 2025
Examining the Impact of HR Analytics on Organizational Performance in the IT Sector: The Mediating Effects of Employee Job Engagement and Workforce Motivation RN Vadithe, B Kesari Journal of Human Values, 09716858251364994 , 2025 2025
Business Intelligence, Integrated Reporting on Organizational Performance in the IT Sector: Mediating Role of HR Analytics RN Vadithe, B Kesari FIIB Business Review, 23197145251346629 , 2025 2025
