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The paper presents an extensive bibliometric examination of the literature on job satisfaction among bank employees. It sheds light on the theoretical and conceptual framework in this area to pinpoint the most widely used sources, authors, documents, and countries. Using the Scopus database, 279 papers published between 1974 and 2023 were identified and examined using VoS Viewer and "bibliometrix," an R-tool. There has been an increase in interest in this topic among scholars, as seen by the fact that more than 60% of the studies have been published in the past nine years. The paper reveals that 84.22% of the publications were multi-authored and that Karatepe and International Journal of Bank Marketing are the most wellknown researcher and source, respectively. Given that India is the most productive nation and that Eastern Mediterranean University is a leading affiliation in this subject, it is clear that developing nations are also keen on this subject. The topics of self-efficacy, service quality, and organizational citizenship behavior with job satisfaction were found to be significant and have not yet been fully explored. [ABSTRACT FROM AUTHOR]

Internal communication--sharing of business information between all levels of employees--is gaining significance as a research specialization. This paper seeks to understand the trend in the research on internal communication with regard to workplace. Bibliometric analysis of various metric indicators has been done using R-Studio, exploring the status of internal communication as an independent domain over a timespan of three decades. Literature available on the subject was extracted from Scopus database. The analysis covers a total of 237 papers. The results confirm the increasing attention that the field of internal communication is attracting with its relevance to the workplace. [ABSTRACT FROM AUTHOR]

The present paper aims to understand the post-pandemic adaptability and crucial factors related to it. The world witnessed the dysfunctional impact of the Covid-19 pandemic on every sector, industry, profession and individual in one way or the other. The next important factor that was talked about a lot is the aftermath. There are different insights in the form of research papers, articles and review papers that focus on different factors that are important to embrace the changes caused by the pandemic in a strategic and empowered way. It has caused leadership, administrative, psychological and productivity challenges in various ways. Using carefully chosen research papers available in selected database, the authors have focused on the post-pandemic adaptation in the context of organizations. Based on thematic analysis, auto coding was done with NVIVO. The analysis indicated crucial factors like strategies, HRD, research, leadership, volunteerism, empowerment, and vision of management. Further, thematic analysis of individual papers resulted in different themes. With the help of sentiment analysis, spread of emotion was also interpreted. The present paper indicates the important factors that should be considered in the post-pandemic environment to make organizations more effective. It brings to light the role of leadership, collaborative working, well-defined policies and procedures and the role of effective HRD in ensuring organizational effectiveness. [ABSTRACT FROM AUTHOR]

Human Resource (HR) analytics is the process of collecting and analyzing employee data to understand the association between HR practices and firm performance to make decisions and formulate strategies. The study aims to systematically evaluate the literature on HR analytics under three aspects: decision-making, performance, and HR practices and functions. For this purpose, the study systematically reviews the literature on HR analytics available on Web of Science database. The study reviews 43 papers relating to HR analytics and finds decision-making as the building block for various effective HR practices and for enhancing the performance of employees. With regard to other available HR practices, organizations view recruitment and selection, retention, turnover, training, and employee engagement as crucial. These are the areas where management uses HR analytics for tackling big data and improving performance. The study further highlights the value addition HR analytics provides. By analyzing the interconnections between various factors through co-occurrence network analysis, the study shows that the importance management attaches to workforce data (through effective HR practices) while making strategic decisions plays a crucial role in enhancing the performance of the organization. [ABSTRACT FROM AUTHOR]

In pursuit of sustaining competitiveness, organizations are striving to maximize both productivity and profitability. This phenomenon has led to forming three clusters of employees: highly engaged, highly disengaged and indifferent. The classification of employees found in organizations kind of dictates the organizational culture. If not governed appropriately, workplace bullying or any negative action that takes place among the employees will hamper the organizational culture. The paper aims to review the literature to examine the culture of workplace bullying and employees’ responses to it with respect to Exit, Voice, Loyalty and Neglect (EVLN) outcomes. Further, the paper aims to draw outcomes on how organizations have been affected in the process and what role organizational culture plays in the process. The study is based on secondary data gathered from online platforms, for instance, Google Scholar, EBSCO, Jstor, etc. Mismatch between national culture and organizational culture leads to negative workplace behavior like workplace bullying and eventually employee responses in terms of EVLN model. Most of the employees facing bullying resort to behaviors of exit and silence, so there is less loyalty and more neglect. Strategies for sustaining organizational culture are suggested. [ABSTRACT FROM AUTHOR]

Generation Z, or Gen Z, are those who were born roughly between 1995 and 2010 (Bencsik, 2016; Francis and Hoefel, 2018; and Bohlich, 2020). Gen Z shows unique characteristics when they are compared with millennials and their preceding generation (Francis and Hoefel, 2018). Gen Z proportion is gradually increasing in the workforce and organizations are realizing that their retention will be challenging (Dolot, 2018). The current study explores the characteristics and preferences of Gen Z and its possible implications for organizations. The study assumes importance as Gen Z will continue to be a significant proportion of the workforce over the next decade and beyond (Lettink, 2019). Thus understanding them will help organizations prepare better to engage and retain them. The paper presents the outcome of a systematic review of studies conducted by several researchers across the world. Relevant papers that dealt with research done on different sample groups comprising Gen Z predominantly were studied. The characteristics and preferences of Gen Z are summarized based on the common themes from all the findings across geographies. Preferences are segmented under five dimensions and parameters highlighted. The five dimensions and preferences signify what an organization should focus on while recruiting and managing Gen Z. [ABSTRACT FROM AUTHOR]

In the realm of professional development, mentoring has evolved as a timeless practice and continues to be relevant for professionals today. In higher education, its impact on various relationships, including student/faculty and junior/senior faculty pairings, has been extensively explored. This paper focuses on assessing the impact of mentoring on professional success, career advancement, and professional competencies of the faculty of higher education institutions (HEIs) in Karnataka. The methodology involves a comprehensive survey encompassing 180 faculty members across various designations and disciplines, utilizing a meticulously crafted and reliable questionnaire. The study reveals strong positive correlations between peer mentoring, collegial support, various professional competencies, and perceived career development opportunities (all with p < 0.01). Regression analysis highlights the significant impact of peer mentoring on diverse aspects, while structural equation modeling (SEM) reinforces the well-fitted structure of these relationships, emphasizing the pivotal role of peer mentoring in shaping professional competencies and fostering career development opportunities within the organization. [ABSTRACT FROM AUTHOR]

For a long time, supervisory ratings have dominated the appraisal process. With growing interest in the 'human element', the literature on employee performance appraisal has witnessed a shift in favor of self-reporting, with ample evidence to endorse the benefits of self-rating over 'rating by others'. The literature highlights the discrepancy between supervisory rating and self-rating and thus challenges the validity of the latter on varied grounds. Building on this, the present paper explores the relationship between different dimensions of employee performance, viz., contextual performance, task performance, and counterproductive behavior,using published research and data from two major companies operating in the dairy sector in India. The findings endorse self-rating as a credible tool to measure performance. [ABSTRACT FROM AUTHOR]

In the dynamic volatile, uncertain, complex, ambiguous (VUCA) landscape, industries like metals and mining face a pressing challenge of skill scarcity due to the struggle to keep up with technological advancements. To revitalize their workforce and appeal to younger generations, integrating gamification into learning and development approaches holds immense potential. Employee motivation and knowledge retention can be elevated by infusing game mechanics such as badges, points, and leaderboards. Gamification fosters engagement, teamwork, and innovation through interactive experiences. This approach can effectively address the skill shortage by enhancing the industry's attractiveness and competitiveness. The paper aims to investigate the skill deficit in the metals and mining sector and explore how gamified learning methods can effectively alleviate this challenge, ultimately aiding in talent acquisition and retention. The study used purposive sampling, and data was gathered through semi-structured interviews with primary stakeholders of learning and development functions. Further, the qualitative data was subjected to thematic analysis using NVivo software. Two significant themes, from eight sub-themes that emerged from thirty codes, were identified. The first theme was issues with the young generation, and the second was the benefits of gamification in learning and development. The study suggests the need for and advantage of gamification in human resource management's learning and development function. [ABSTRACT FROM AUTHOR]

This study analyzes the reliability and validity of the psychological capital scale (PCS-24), the scale of positive and negative experience (SPANE), and the satisfaction with life (SWL) scale to measure psychological capital and subjective wellbeing. The paper follows a three-stage rigorous scale validation process: Item generation, measurement development and scale testing. Based on the primary data of 223 entrepreneurs in the northern part of India, reliability and validity (Cronbach's alpha, content validity, face validity, discriminant and convergent validity) analysis was performed. The results validate PCS-24, SPANE and SWL in entrepreneurial context. The scales exhibited adequate internal consistency, reliability and validity. The results also show a significant association between psychological capital (PsyCap) and subjective wellbeing (SWB) constructs. Testing the reliability and validity of PsyCap and SWB scales in a diverse cultural context like India, unlike previous tests in a mono-centered western cultural context, is the prime contribution of this study. [ABSTRACT FROM AUTHOR]

Globalization has produced a competitive environment, which has led business process outsourcing (BPO) companies to enhance the quality of their services and adopt unconventional approaches to meet client requirements and reduce their lead times. Due to the high intensity of working hours and tough working conditions, it is becoming increasingly difficult for the BPO industry to attract and retain talent. Hence, the need for flexible working hours (FWH) and work-life balance (WLB) in the BPO industry. The paper examines the impact of FWH on organizational commitment and the mediating role of WLB. Convenience sampling was employed to gather data, using structured questionnaires, from a sample of 98 employees working in companies that have implemented flexible working arrangements in the Delhi National Capital Region (NCR), SEM through Smart-PLS 4 was employed for data analysis. The study outcomes indicate a significant and positive association between organizational commitment and implementation of FWH. [ABSTRACT FROM AUTHOR]

Metaverse is the next generation of the Internet that will impact the way individuals live, interact, and work. Metaverse is expected to revolutionize workplaces in the future. While there is increased discussion on the influence of metaverse at workplace, there is minimal evidence that highlights the use-cases issues, concerns, and practical problems related to the use of metaverse at work. The paper attempts to address this issue and provide an overview of definitions of the metaverse and outline the differences between traditional, contemporary, and metaverse workplaces. The paper's contribution to scholarship is made concrete through the discussion of potential avenues and use cases of metaverse at work, as well as issues and challenges delineating propositions linked to it. To this end, we discuss potential avenues of metaverse at work in training and development, collaboration and teamwork, alleviation of work alienation, and onboarding. We also discuss the issues of ergonomic and ethical considerations, along with technostress pertaining to the use of metaverse at work. [ABSTRACT FROM AUTHOR]

While studies on Work From Home (WFH) gained momentum due to the Covid-19 crisis, there are very few studies onWork-at-Home of Homestay Hosts (WAHH). There is a juxtaposition between WFH and WAHH. They are similar but not the same. With Covid and the resultant travel restrictions, the tourism industry has been the hardest hit and WAHH lost its applicability. Homestay hosts lost their source of income and struggled to find employment. Many of them started alternate businesses or joined work. However, post-Covid, the tourism industry picked up, but WAHH remained an unexplored area. The purpose of the paper is to explore the struggle and work dynamics of WAHH. The study links WAHH and the Self-Determination Theory (SDT) which states that autonomy, relatedness, and competence influence behavior. The paper attempts to find out the attributes of the work dynamics of WAHH and is exploratory in nature. The findings indicate that homestay hosts fall under family business and the members usually are engaged in multi-work. The seasonal flow of tourists makes it very hard to be a full-time homestay host. The nature and flexibility of homestay are considered important attributes of WAHH's work dynamics. Though the government encourages rural tourism and homestay for economic growth, little focus is given to nurturing them and exploring the work dynamics of WAHH. The need for policymakers to focus on the training and development of WAHH is thus suggested for their development. [ABSTRACT FROM AUTHOR]

The Covid-19 pandemic has shattered the traditional assumptions about work, work design and workforce management, resulting in a radical shift in the work environment: the concept of Work From Home (WFH). Leaders and managers found a unique opportunity to break from a location-centric model of work to redesign it around a human-centric model to deliver both business outcomes and secure employee output. Organizational experience proves that the current work design is characterized by flexibility and empathy where the employees feel more empowered, thus increasing their productivity and performance. Surveys have predicted the hybrid model of working as the 'new normal' for employees. There is abundant research on the impact of remote work/flexible work on employees and organizations, forming a rich body of literature. This study seeks to analyze the impact through a systematic literature review for theoretical, practical and managerial implications in a mandated WFH context. [ABSTRACT FROM AUTHOR]

Construction of gender roles in advertisement has been a critical area of discussion and examination. Being an inextricable content of media advertisements reflect and underpin gendered notions about what it means to be a woman or a man and how they should behave in society. During the Covid-19 pandemic too, the advertising industry, responded well to reflect these new challenges and trends in their communication. However, the advertising world failed to lay emphasis on the leadership trait of women. This paper intends to capture the gender representation in WFH situations due to the pandemic in Bengali print advertisements. It also attempts to trace whether the ads were able to portray the consequences, issues, and challenges women faced during the period. The paper seeks to achieve these objectives by focusing on the product advertisements published between March 2020 and March 2022 in Anandabazar Patrika, Ei Samay and Pratidin-- the three leading Bengali dailies. The study employs a descriptive qualitative content analysis. [ABSTRACT FROM AUTHOR]

Today, employee engagement has become a critical issue for every organization. Earlier, while organizations considered employees as a strategic tool, they are now believed to be strategic partners in a business. Employee engagement is connected with organizational outputs such as productivity, retention rate, creativity, customer satisfaction, and sustainability. This study focuses on the concept of employee engagement drivers that affect employee engagement at workplace, and the challenges faced by organizations and employees before and after the Covid-19 pandemic. An extensive literature review was done on such drivers, to find out whether there is some shift in the engagement drivers before and after the emergence of the pandemic and whether the shift is a slight or a major one. Fifty-one research publications on employee engagement, published in various journals between 1970 and 2022, were examined, and databases such as Web of Science, EBSCO, and ProQuest were used. [ABSTRACT FROM AUTHOR]

The paper seeks to understand the success of Mahatma Gandhi Rural Employment Guarantee Scheme (MGNREGS) in the state of Tripura, India, in terms of nature and trend of activities, and the benefits accrued to participating households. The study observes that the number of activities taken up under the scheme increased by more than threefold during the six-year study period, i.e., 2014-15 to 2019-20. The trend growth rate of the number of activities stood at 24.8%. Land development, irrigation and water conservation remained the most prominent works, thereby creating an overwhelming dominance of activities earmarked as public works relating to natural resources management in the state. Creation of rural infrastructure, particularly, building of rural roads and internal streets, was also found to be a premier activity. The work completion rate (WCR) was around 44% in 2014-15, but came down to 7.49% in 2019-20, suggesting strong and significant inter-year differences in the average WCR. We also found statistically significant inter-district variations in WCR. [ABSTRACT FROM AUTHOR]

Today's business world is very dynamic wherein the strategic business planning of firms involves inputs from all staff, for which their commitment and loyalty is required. However, finding suitable talent is not an easy task and neither is retaining them. By ensuring employees' commitment to the organization, there can be huge reductions in costs and time lost. The paper makes an attempt to explore the relationship between career growth and organizational commitment and provides possible directions for future research. The results can be identified as empirical evidence to this relationship. [ABSTRACT FROM AUTHOR]

The purpose of the paper is to identify the need for supervisory mentorship, factors affecting it, and its impact on the outcomes of new recruits in the Indian IT industry. The study uses thematic analysis to gain insights into why supervisory mentorship is important and how it can influence the outcomes of new recruits. Semi-structured interviews were conducted with 43 new recruits from six different reputed IT companies in India. The analysis of collected qualitative data resulted in nine themes which highlighted the importance and influence of supervisory mentorship among new recruits. The results show that supervisory mentorship has a positive influence on the attitudinal, behavioral and career-related outcomes of the new recruits. The paper provides wider information about the various aspects of supervisory mentorship. As reported by the respondents, supervisory mentoring is the need of the hour for the Indian IT industry to reduce uncertainty, ensure role clarity and task mastery, and to direct the social behavior, besides introducing a proper understanding about organizational culture among the new recruits. [ABSTRACT FROM AUTHOR]

Employee turnover is a major issue that many businesses are dealing with these days. Turnover is not only expensive for the company, but it also leads to lower productivity. Organizations in emerging countries like India, which were formerly thought to have the most stable staff, are experiencing huge turnover difficulties. Banks are transforming their work circumstances as a result of globalization, with the staff performing a variety of responsibilities. Employee engagement, job performance, turnover intention, and workplace culture of employees in public and private sector banks in Chhattisgarh are investigated in this paper. A structured questionnaire was used to collect data from 412 respondents in chosen cities in Chhattisgarh. Based on the results of Student’s t-test, two-way ANOVA, and correlation, it was found that employees of public sector banks scored significantly higher than those of private sector banks in terms of perceived workplace culture and they had greater levels of workplace culture and job performance. [ABSTRACT FROM AUTHOR]

The paper investigates the relationship of perceived organizational support and supervisor support with employee engagement and its subsequent effect on job satisfaction of employees working in SMEs in the state of Gujarat, India. The conceptual framework of research was formed based on Social Exchange Theory (SET) and Organizational Support Theory (OST). A total of 353 responses from employees working in SMEs were collected through a survey and analyzed using Structural Equation Modeling in AMOS 20. It was found that perceived organizational support and perceived supervisor support positively lead to employee engagement in SMEs. There was also a positive relationship between employee engagement and job satisfaction. This shows that support is much needed in organizations irrespective of size. The findings also indicate that employee engagement leads to an individual outcome like job satisfaction. [ABSTRACT FROM AUTHOR]

The animation sector is becoming increasingly vital to India’s economic development, where attracting and retaining talent has become a top priority for studios operating in India. The animation industry operates on the same old capitalist premise—cut production costs by recruiting fewer regular and more irregular employees. Animators often move to wherever they find work, adding to the feeling of displacement and resentment. This paper reviews how the compensation practices in the animation industry in India impact the retention of artists and offers suggestions for improving workforce retention, which is currently at 25.6% for animators and 22.3% for 3D artists, with the turnover rates more than double the global average. [ABSTRACT FROM AUTHOR]

This paper explores the association of workplace friendship with productivity, emotional support at work, personal disclosure and career progression of co-workers, and the difference in the meaning of this association to women and men. After examining how workplace friendship originates and progresses, the study examines how women and men perceive its influence on productivity, career progression, workplace dynamics such as performance demands, growth and equity issues, compensation, rewards, hierarchy and job continuity. The study has been conducted through a literature review and a quantitative analysis after collecting data through a survey. The findings show that while workplace friendship may hold slightly different meaning to different genders, it works in favor of productivity, helps in reducing workplace loneliness and provides emotional support to co-workers in troubled times. The study also indicates that equity issues in reward and compensation may alter workplace relations with variations in the way different genders perceive them. [ABSTRACT FROM AUTHOR]

With progress in the fight for workplace equality for employees who do not have a cisgender identity, discrimination towards members of oppressed social classes is slowly becoming more covert. The paper studies two groups of stakeholders in organizations, non-cisgender employees and HR personnel, across multiple sectors to understand the provisions, challenges and implementation needs of such employees. Provisions and needs of non-cisgender employees as organizational members were studied. These included the sufficiency of imperative workplace facilities, provisions and policies for inclusion, the facilities and provisions for equal compensation, maternity and parental benefits, and remote working conditions. Anti-harassment and anti-sexual harassment policies in the workplace, along with the willingness to report any incidents, were included. The importance of inclusivity as practiced in the organization and measures like allyship has been studied. HR managers were asked about the feasibility of implementation of progressive measures that help non-cisgender employees through infrastructure and anti-discrimination policies, inclusivity measures, bias at the workplace, measures to counter and prevent sexual harassment and abuse, allyship and creation of a noncisgender friendly culture at their workplace. It was found that basic resource allocation and allyship can be facilitators for inclusivity. [ABSTRACT FROM AUTHOR]

The present paper is an attempt to understand how virtue-based management practices are helpful in creating an environment which facilitates Corporate Social Responsibility (CSR) in organizations. The study seeks to examine how managers rate their organization's management and its nature and dimensionalities. To act in accordance with the economic, ethical, philanthropic and legal principles of CSR, managers of business organizations need to create an environment of value and ethics within the organization and influence employees. The study of the relationship between virtue-based management practices and CSR has emerged as a major phenomenon in modern business literature. The study analyzes and explores the components of virtue-based managerial practices and their relationship with CSR dimensions. [ABSTRACT FROM AUTHOR]

This study explores the evolution of workforce agility through a bibliometric analysis of 1,207 articles published between 1990 and 2022. It traces the shift from early research focused on manufacturing agility to contemporary studies that emphasize human capital, organizational learning, stakeholder and people perspective and innovation. Using co-citation analysis and thematic mapping, the study identifies key emerging themes such as HRM, cross-training, and leadership's role in fostering agility. Clustering in both co-citation and bibliographic coupling analysis provides a more comprehensive view of the intellectual structure and thematic evolution of workforce agility research. The findings highlight the growing importance of aligning IT capabilities, business processes, and organizational culture to enable workforce agility. The study contributes to the literature by uncovering under-researched areas and offering insights for future empirical works to better understand how workforce agility impacts organizational performance. [ABSTRACT FROM AUTHOR]

This study aims to identify the dynamic capability of sustainable companies in the Indian financial services industry. It uses a mixed-method approach. Based on a qualitative content analysis of sustainability reports of companies in the Nifty Financial Services Index between 2013 and 2018, and rating of the companies for sustainable business performance, the study identified HDFC Bank Ltd. as the most outstanding company in India's financial services industry. It further explored the publicly available information to delineate the dynamic capability of HDFC Bank. Sustainable leadership, under CEO Aditya Puri emerged as the dynamic capability, enabling HDFC Bank to positively impact society and the environment, while ensuring sustainable business performance. The study demonstrates the effectiveness of sustainable leadership as a dynamic capability. [ABSTRACT FROM AUTHOR]

The Covid-19 pandemic has heightened tourists' environmental awareness resulting in a desire for green hotels. Existing literature has extensively examined tourists' attitudes and behaviors towards green hotels, but there is a scarcity of research on employees' perceptions of these accommodations. The study investigates the determinants of green behavior among 220 green hotel employees from India using an established behavioral theory called Stimulus-Organism-Response (S-O-R). Structural equation modeling and related statistical techniques are employed to analyze the data gathered from a structured survey. The primary findings indicate that green purchases largely impact normative objectives, implying inadequate significance. Green product and process innovations have a significant impact on employees' green workplace behavior by influencing their hedonic, gain, and normative goals. The study examines human resource management sustainability in Indian hospitality and tourism sectors. [ABSTRACT FROM AUTHOR]

The study examines the level of job satisfaction and its determinants amongst working adults in India. The findings indicate that more than 50% of the population surveyed were satisfied with their current working conditions. Nature of job and salary were identified as the most important factors determining a person's job satisfaction, while flexibility of working hours was found to be the least important. Also, amongst different types of satisfaction measured through Opatha's analysis, social satisfaction was given the highest and psychological satisfaction the least priority by the sample surveyed. Interestingly, the findings also showed that earnings fell if employees switched more than four jobs and were highest for those who retained their first jobs. [ABSTRACT FROM AUTHOR]

The main aim of the study is to examine the mediating role of cross-cultural adjustment in the relationship between cultural intelligence and task performance in Indian IT firms. The study was conducted among the employees in supervisory positions (i.e., team leaders, project managers, admin managers, and functional heads) and team members from other states of India at information technology (IT) companies in Chennai and Bengaluru. Snowball sampling method was adopted to select the sample from the given population. Primary data was gathered through Google Forms and analyzed using IBM SPSS 24.0 and Smart PLS 4.0. The findings indicate that cultural intelligence has a strong positive direct effect on task performance and a strong positive indirect effect on task performance through partial mediation of cross-cultural adjustment. Therefore, it is concluded that culturally intelligent leaders quickly adapt to cross-cultural environments and demonstrate better task performance in the workplace. [ABSTRACT FROM AUTHOR]

During the Covid-19 pandemic, employees had to cope with a practically changed working scenario, especially work-from-home. Two major challenges faced by the companies were: to ensure the availability of important tools and gadgets to their staff for performing their jobs from home; and to ensure that the employees are engaged in their jobs effectively. The study sample comprised 276 employees of various service sector organizations operational in Delhi NCR. Using a descriptive and cross-sectional research design, multiple regression analysis and correlations, the study found that employee engagement is highly driven by workplace fun and perception of fit shown by the employees, which lead to organizational productivity and efficiency. [ABSTRACT FROM AUTHOR]

Considering the current global concerns over environmental degradation, environmental corporate social responsibility (CSR) and green human resource management (GHRM) practices need additional attention from all organizations, including the banking sector which plays a vital role in a nation's development process. The present study focuses on environmental CSR in two leading Indian banks, namely, State Bank of India (SBI) and HDFC Bank. An analysis of available CSR data for six years from FY2016-17 to FY2021-22 reveals that in both the banks, CSR spending on environment-related activities was significantly lower as compared to other CSR activities. The study provides theoretical insights on GHRM practices as strategic resource with attributes of resource-based view (RBV) Theory, to achieve sustained competitive advantage and better environmental CSR. Strategic implementation measures to improve environmental CSR have also been highlighted. An empirical study of both the banks regarding the effect of GHRM practices on improving environmental CSR has been carried out. The data analysis, using the Smart PLS4, shows that GHRM practices have a significant effect on environmental CSR through the mediating support of organizational citizenship behavior for environment (OCBE). [ABSTRACT FROM AUTHOR]

Increasing women's empowerment through self-help group (SHG) initiatives is one of the widely preferred programs in India. The impact of SHGs on women's lives has been the subject of numerous studies, but no complete assessment has yet taken place, particularly in addressing the multidimensional aspects of empowerment. This study assumes that group members' experience and knowledge play a moderating role in the linkage between women's empowerment and their involvement in SHGs. However, the primary rationale of this work is to evaluate the impact of women's involvement in SHGs on their empowerment. The study used a quantitative design, including 267 (functional) questionnaires. A survey was done to gather data from women members of different SHGs in the Union Territory of Jammu & Kashmir. Regression analysis showed that women's participation in SHGs influences all four dimensions of women empowerment, viz., economic, social, psychological, and political. [ABSTRACT FROM AUTHOR]

The study examines the influence of workplace spirituality and individual spirituality on employee commitment and the role of gender and age as moderating variable. It was conducted among bank employees from various public and private banks in India’s northern region. Employees’ spirituality had a beneficial influence on their commitment to work as per Partial Least Square-Structural Equation Modeling (PLSSEM). Also, it was revealed that age and gender had no substantial moderating influence on employee commitment. This study would serve as a valuable resource for HR professionals and management teams who are looking to create a culture of spiritual engagement in their organizations. It may also assist employees in developing a sense of fulfillment in their job, which would boost their productivity and commitment. [ABSTRACT FROM AUTHOR]

This explorative and non-experimental study investigates how the Principled Leadership Approach (PLA) impacts the creation of Learning Organization Culture (LOC). The study defined PLA as an institutional system anchoring on three critical aspects—compassion, integrity, and inclusivity—and how this aspect supports the basic structure of the learning organization’s culture—purposeful orientation, leadership support, and structure flexibility. This model was tested with the help of 604 sample data collected randomly from varied business professions in India between April 2020 and September 2021. The model for the study was tested using EFA and CFA. The study found that PLA’s dimension has a significant favorable influence on LOC’s dimension, indicating PLA builds a positive pathway to unfold the ideal of learning organization culture. [ABSTRACT FROM AUTHOR]

Work From Home (WFH) is a recent trend in organizations to maintain and improve employee engagement. Studies have examined the impact of WFH experience on employee engagement. This study aims to test a comprehensive and integrated model of various constructs taken from the literature, to understand the impact of WFH on employee engagement. The results confirm that the factors of WFH experience had significant impact on employee engagement. The study found that the pull and push factors considered had moderating effect on the model. The model was also found to be empirically robust. Human resource practitioners should, therefore, take note of the factors that promote employee engagement. The study suggests that firms should formulate and adopt new strategies to strengthen WFH to motivate employees as well as to create employee loyalty. [ABSTRACT FROM AUTHOR]

The study examines the moderating role of educational qualifications in Psychological Contract Breach (PCB) and job outcomes. Using One-way ANOVA, the study examines the effect of different levels of educational qualifications on the type of PCB and employee outcomes. The results indicate that there is a significant effect of educational qualifications on the type of PCB and all employee outcomes, except turnover intention. The study also examines the moderating effect of educational qualifications on the relationship between PCB and job outcomes. The results show that educational qualifications moderate the relationship between PCB and turnover intention. Visual inspection of the interaction plot shows that as the educational level increases, the effect of PCB on turnover intentions also increases. [ABSTRACT FROM AUTHOR]

The objective of the study is to systematically review the literature pertaining to occupational stress among accounting professionals. Although occupational stress is a much-talked about phenomenon, managers have not been able to solve the problem effectively. Therefore, to comprehend the complex and holistic nature of the phenomenon, a review of literature available from 1985 to 2020 was carried out using different databases. Personal factors that induce stress such as locus of control, work-home conflict, social support, personality and gender were studied extensively. The review provides an objective understanding of the research status in this extremely significant field and helps in identifying the research gap and key domains for future research and/or theory development. [ABSTRACT FROM AUTHOR]

The purpose of the study is to examine the Corporate Social Responsibility Disclosure (CSRD) practices of 15 tea companies in India. It also analyzes their mode and focus of Corporate Social Responsibility (CSR) implementation. The study aims to provide evidence on how companies comply with CSRD provisions. The findings reveal that a majority of the companies, i.e., 70.66% (average from five indices), comply with the provisions of CSRD. Four of the 15 companies implement CSR directly, two through implementing agencies, and nine through both direct and implementing agencies. Schedule (i), Schedule (ii), Schedule (iv), Category B (healthcare programs), Category E (environmental sustainability), and Category C (primary education and vocational training) are the top focus areas of CSR. CSRD compliance, communication, and intervention between management, stakeholders, and government help address the problems of plantation workers. The study broadens one’s understanding of CSR and CSRD practices and fills the lacuna in the literature on the tea Industry’s CSR practices. [ABSTRACT FROM AUTHOR]

The Covid-19 pandemic has caused widespread social and economic disruption across the world. In India, the government decided to impose a nationwide lockdown on March 24, 2020, and the life of many people, including the students and faculty of all institutions across the globe changed thereafter. From the second week of April 2020, most educational institutions went online to engage the students by choosing convenient online learning platforms. This study is based on a survey of students to understand their perception, preferences, faculty effectiveness, self-management and self-motivation with regard to online learning. It also explores online willingness of students to learn, and measures online learning effectiveness. [ABSTRACT FROM AUTHOR]

Happiness at workplace is important for both individuals and organizations, as it is known to increase and sustain employee productivity. The present study assesses the personality and wellbeing attributes of agricultural scientists to find out any differences in these attributes between the scientists working in two different organizations viz., Indian Council of Agricultural Research (ICAR) and State Agricultural Universities (SAUs). The findings revealed that the agricultural scientists, irrespective of the organization in which they are working, have similar personality traits and equal scores on the happiness index. However, SAU scientists are found to have higher scores on life satisfaction and lower scores on Psychological Wellbeing (PWB) compared to ICAR scientists. Even though at the beginning of their career, scientists from SAU were reported to have higher wellbeing, in the long run, ICAR scientists were found to sustain their levels of happiness and PWB. [ABSTRACT FROM AUTHOR]

High customer interaction is required in the banking industry, making emotional intelligence an indispensable skill for bankers. The aim of this study is to examine the relationship between emotional intelligence and work satisfaction amongst banking professionals in India. While a myriad of studies have been conducted on emotional intelligence in the banking industry, there have been very few in the Indian setup. After conducting the primary study and collecting data from 600 professionals in India's banking sector, the outcome reveals that both emotional intelligence and work satisfaction are significantly related to each other. The findings indicate that the higher the emotional intelligence among employees, the higher their work satisfaction. Banks are part of the service industry and must comprehend customer requirements, aspirations, and ambitions in order to establish a good perception among customers. Banks should invest in a robust customer relationship management technology that enables them to comprehend their customers' desires when engaging with them, allowing them to cross-sell various offerings based on demand. Human capital is critical in ensuring the banking sector's growth and continuation. That is why high emotional intelligence among banking professionals is necessary for the banks to be successful in achieving customer satisfaction and retention. [ABSTRACT FROM AUTHOR]

Teachers are the major drivers of a nation's education system and hence require a stress-free working environment to perform at their best. The current study aims to examine occupational stress among university teachers' based on their gender and professional characteristics. This study also attempts to identify the sources of occupational stress across various other characteristics of the teachers. A sample of 536 teachers participated in the study selected from six universities in Assam, India. Data was collected through a self-administered questionnaire-based survey. The major findings of this study indicate the presence of a significant difference in the occupational stress level across the academic position, but not in gender and academic discipline. As regards stress sources, there is a significant difference in 10 out of 20 stressors according to academic positions. The results also show a significant difference across gender for only two sources and for seven sources when it comes to academic discipline. These insights would enable higher educational institutions to focus on adopting strategies to reduce or eliminate the influence of the stressors based on gender and professional characteristics of teachers. [ABSTRACT FROM AUTHOR]

Rapid changes are taking place in organizations due to the Covid-19 pandemic. During the pandemic, most of the employees worked from home. To face disruptions, organizations require an agile workforce. An agile workforce is proactive and adaptive, and has a positive attitude towards learning and self-development. During disruptive situations, organizations ought to adopt modern methods for imparting training to develop and manage the agility of their workforce. This study is a themes-based content analysis of workforce agility attained through e-training during Covid-19 in a power plant located in Himachal Pradesh, India. Focus group interview method was used to collect information. The focus group interviewed consisted of 14 employees (9 executives and 5 non-executives) who attended e-training programs. Seven themes, viz., adaptability, flexibility, collaborative, developmental, competent, speed, and informative, were identified from the literature. The questions were framed based on the themes. The content analysis results of the themes showed that through e-training employees perceived improved performance, knowledge, personal well-being, work flexibility, change adaption, motivation, communication, and analytical skills as significant outcomes. The findings of this study showed that e-training during disruptive situations worked effectively in enhancing employees’ agility. [ABSTRACT FROM AUTHOR]

The purpose of the current study is to determine whether coworkers’ envy has a direct effect on social undermining in the workplace. It also aims to look at the indirect effect of coworker’s envy on social undermining through workplace incivility. The primary data for this study was collected from 268 respondents from the IT/ITES industry with the help of a validated instrument. PLS-SEM software was used to conduct the analysis of the structural model, measurement model and the mediation analysis. The structural model of the study investigated the direct and indirect effect of coworker’s envy on social undermining through workplace incivility. It was revealed that coworker envy and social undermining, as well as coworker envy and workplace incivility, have a positive and statistically significant relationship. Additionally, a positive and significant association between workplace incivility and social undermining was discovered. Furthermore, workplace incivility significantly mediated between coworker envy and social undermining. The study is useful for both the academicians and HR practitioners/managers. It makes a significant contribution to the body of knowledge on social undermining and coworker envy by highlighting the adverse consequences of coworker’s envy in terms of social undermining. [ABSTRACT FROM AUTHOR]

Management education in India has evolved considerably over the past few decades. However, the quality of learning outcomes in Management Institutions (MI) remains a challenge. Past studies examined how student mindsets (Dweck, 2017) influence motivation and engagement for better outcomes. This pan-India study examines mindset as a non-cognitive measure influencing learning in MIs in India using the Dweck Mindset Instrument (DMI). The respondents included students, faculty, leadership and placement managers. Confirmatory Factor analysis established reliability, validity, goodness of fit and factors of the revised mindset instrument. Correlation, ANOVA and t-tests were used to compare mindset with demographics. Reliability and construct validity of DMI were established. The mindset is positively associated with age, income, native place, highest educational qualification, and role. It has no association with gender, discipline in bachelor’s degree, quantum of experience, institution location, type of institution or size of student intake. Mindset can be used to understand varying institutional contexts and suggest development initiatives for better outcomes. [ABSTRACT FROM AUTHOR]