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Primary: Organization Behaviour and Human Resource Management   

Secondary: Project Management


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Educational Qualifications

·         PhD, IIT, Bombay

·         PGDM-PM-HR, Symbiosis

·         Masters Labour Law, Symbiosis

Academic Affiliation

Assistant Professor, Human Resource Management and Organization Behaviour

Administrative Responsibilities (administrative responsibilities held at NITIE)

·         Area Coordinator- Human Resource Management and Organization Behaviour

·         Warden (Girls Hostel)

·         Faculty I/C LinkedIn Committee

·         Faculty Coordinator Sports Committee

·         Faculty Coordinator Cultural Committee

·         Faculty Member-Disciplinary Committee

·         Faculty Member- Branding committee

·         Vice President-NWEWC

Professional Affiliations

·         Academy of Management, USA

·         National HRD Network (NHRD)

·        National Academy of Psychology (NAOP)


Area Of Research

Employment relationship (Psychological contract, Team and Leader-member dynamics), Affective work state (Emotions, Trust, Fairness,Bullying, well-being and happiness), Work Family Integration,  In role and Extra-role work Behaviours (Work Engagement, Innovativeness work behaviour) , Sustainable Consumer Behaviour


Publications/ Articles/ Cases (Use APA style referencing)

Selected Journal Publications:

1.     Agarwal, U. A., & Bhargava, S. (2014). The role of social exchange on work outcomes: a study of Indian managers. The International Journal of Human Resource Management25(10), 1484-1504

2.     Agarwal, UA (2014). Linking justice, trust and innovative work behaviour to work engagement. Personnel Review43(1), 41-73.

3.     Agarwal, U. (2014). Examining the impact of social exchange relationships on innovative work behaviour: Role of work engagement. Team Performance Management20(3/4), 102-120.

4.     Agarwal, U. A. (2014). Examining PCB-Outcomes Relationship: Moderating Role of Individualism. Vikalpa39(2), 99.

5.     D’souza, K. C., Agarwal, U. A., & Chavali, U. (2013). Demographic Profiling of the Locus of Control of Employees Evidence from India. Management and Labour Studies38(4), 335-356.

6.     Agarwal, U. A., Datta, S., Blake-Beard, S., & Bhargava, S. (2012). Linking LMX, innovative work behaviour and turnover intentions: The mediating role of work engagement. Career Development International17(3), 208-230.

7.     Agarwal, U. A., & Bhargava, S. (2013). Effects of psychological contract breach on organizational outcomes: moderating role of tenure and educational levels.Vikalpa38(1), 13-25.

8.     Aggarwal, U., & D’Souza, K. C. (2012). Transformational leadership: The link between PO fit, psychological contract and signature experiences. The Indian Journal of Industrial Relations47, 485-497.

9.     Aggarwal, U., & Bhargava, S. (2011). Examining psychological contract contents in India: the employee Perspective. International Journal of Indian Culture and Business Management4(6), 609-625.

10.  Aggarwal, U., & Bhargava, S. (2010). Predictors and outcomes of relational and transactional psychological contract. Psychological Studies55(3), 195-207.

11.  Aggarwal, U., & Bhargava, S. (2010). The Effects of Equity Sensitivity, Job Stressors and Perceived Organisational Support on Psychological Contract Breach. Vision: The Journal of Business Perspective14(1-2), 45-55.

12.  Aggarwal, U., & Bhargava, S. (2009). Exploring psychological contract contents in India: the employee and employer perspective. Journal of Indian Business Research1(4), 238-251.

13.  Aggarwal, U., & Bhargava, S. (2009).Identifying employees’ perceptions of psychological contract: A comparison between IT and BPO employees in India.New Zealand Journal of Human Resource Management, Vol. 9 (1).

14.  Aggarwal, U., & Bhargava, S. (2009). Reviewing the relationship between human resource practices and psychological contract and their impact on employee attitude and behaviours: A conceptual model. Journal of European Industrial Training33(1), 4-31.

15.  Aggarwal, U., Datta, S., & Bhargava, S. (2007). The relationship between human resource practices, psychological contract and employee engagement–implications for managing talent. IIMB Management Review19(3), 313-325.

Selected Conference Publications

1.       Agarwal, U.A (2014). Organization politics and work outcomes: engagement as mediator and LOC as moderator. Presented in the OB track of 74th Academy of Management conference Philadelphia, Pennsylvania, USA 1st- 5th August.

2.       Agarwal, U.A, Verma, P., Khurana, S. & Singh, R. (2014). Examining Psychological contract  in vendor-buyer relationship : proposing a conceptual framework.Presented in the Production and Operations Management Society Conference, NITIE, Mumbai 18-21 December

3.       Agarwal, U.A (2014). Exploring Organizational Bullying: A qualitative study of Indian Managers. National Academy of Psychology. (NAOP),IIFM, Bhopal, 12-14 December

4.      Agarwal, U.A (2013). Examining PCB-Outcomes Relationship: Moderating Role of Individualism. Indian Academy of Management conference, IIM, Ahmedabad on 12th -14th December.

5.      Bhowmik, A., D’Souza, KC and Agarwal, UA (2013). Examining the relationship between organization structure and perceived innovation. A study of Indian corporations.Indian Academy of Management conference, IIM, Ahmedabad on 12th -14th December.

6.      Agarwal, U.A and Bhargava, S. (2012). Linking Justice, Trust and Innovative work behaviour to Work engagement”. Presented in the OB track of 72nd  Annual Meeting of the Academy of Management – 5-12 August, Boston.USA.

7.      Aggarwal, U & Bhargava, S(2012).Examining the role of Social Exchange on work Outcomes: A study of Indian Managers. 12th International HRM Conference -‘Dream, discover, dare, innovations in the global village: role of international HRM’,Management Development Institute, Gurgaon, India,December 10-13.

8.       Aggarwal, U & Bhargava, S. (2011). Linking POS and LMX to Innovative Work Behavior: Mediating Role of Work Engagement. Presented in OB track of Academy of Management. San Antanio, USA, 12-16Aug, 2011

9.       Aggarwal, U. & Bhargava, S.(2010) Examining the Antecedents of Psychological Contract Breach: An Integrative Perspective.Presented in OB track of Academy of Management, Montréal, Canada, 6-7th August

10.   Aggarwal, U. and Bhargava, S. (2010) Examining the Antecedents and outcomes of Psychological Contract Breach:  Role of Trust and Procedural Justice.International Human Resource Management Conference, Aston.

11.   Aggarwal,U. Bhargava,S. and Datta,S.  (2008). Identifying employees’ perceptions of psychological contract: A comparison between IT and BPO employees in India.Australian and New Zealand Academy of Management proceedings, held at New Zealand.

12.   Aggarwal U. and Bhargava, S (2007). Examining the Antecedents and Consequences of Relational Psychological Contract.In Challenges in Organizing and Managing in Rapidly Emerging Economies: Learning to Asia-Pacific Researchers in organization Studies (APROS), Gurgaon, India.

Cases Published in Journals

Agarwal, U. A., & Gupta, R.K (2014). Engage-meant’ at Asian Paints, Richard Ivy.

Upasana Aggarwal (2006). Case Analysis of Cooperative Employee Relations at North Delhi Power-Ltd. Indian Journal of Industrial Relations

Working Papers/News Paper

 Biswas & Aggarwal, U (2006). Human Resource Needs of the Rural Development NGOs in India Working Paper 187, WPS, Institute of Rural Management, Anand.

Significant Achievements and Awards

·         Emerging Psychologist Award, National Academy of Psychology, 2014.

·         Awarded the Excellence in thesis Award (in Management), Indian Institute of Technology (IIT), Bombay, 2010.

·         Outstanding PaperAward by Emerald Literati Outstanding paper Award, 2010

Executive Education Programmes

Management Development Programmes :

     1.  Managing in Cross Cultural Environment

     2.   Enhancing Managerial Effectiveness

     3.   Developing Emotional Intelligence for Managerial Success

Unit Based Programmes

Consultancy Assignments

       Completed : Child Fund India


       Ongoing : None