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The aspiration of this paper is to examine the impact of corporate social responsibility (CSR) and service quality on customer loyalty and their relationship in the Indian telecommunication industry. A model was proposed and a total of 377 responses were collected using a structured questionnaire. Data were assessed and analyzed using PLS SEM. Multi-group analysis (MGA) was carried out to comprehend the moderating effect of gender, age, education, and income within the model. The results suggest that CSR does not have a direct impact on customer loyalty (CL), but there is an indirect effect when it is mediated through customer satisfaction (CS) and trust (Tr). Service quality (SQ) was found to have a direct impact on CL and while it is also mediated through CS. The results of the MGA revealed that customer satisfaction increases commitment towards customer loyalty and trust among male users. This study highlights that the modern customers are knowledgeable, more aware, and value companies which are focused on CSR activities. [ABSTRACT FROM AUTHOR]

Objective: This research will conduct a bibliometric and content analysis of presenteeism from 2000 to 2023. It aims to investigate publication trends, authorship patterns, and significant publications by using presenteeism conceptualizations, measurements, determinants, consequences, and interventions analysis. The study provides valuable insights for researchers, practitioners, and policymakers about understanding and addressing workplace presenteeism issues. Methods: The research involved conducting a bibliometric study to analyze presenteeism publication trends, authorship patterns, and significant publications. It also explored the evolution of presenteeism research over time, identifying contributing countries, institutions, and writers. The interdisciplinary nature of presenteeism research was emphasized, covering occupational health, psychology, management, and public health. The researchers have used VOS Viewer and R Studio (biblioshiny) for this study. Results: The study identified several elements influencing presenteeism, such as health issues, work-related factors, organizational culture, and individual characteristics. It further examined the impact of organizational policies, leadership support, employee assistance programs, and health promotion activities in reducing absenteeism and enhancing employee well-being. These findings highlight the importance of addressing these factors to mitigate presenteeism issues and promote a healthier work environment. Conclusion: This research identified deficiencies in presenteeism research and provided recommendations for future investigations in this field. It emphasized the need for standardized measures and methodologies, longitudinal studies to understand causality, and industry- and population-specific interventions. These insights can guide future research directions and interventions to address presenteeism issues in a rapidly changing work and research landscape. [ABSTRACT FROM AUTHOR]

Background: Emesis gravidarum is a common obstetrical problem affecting 50–80% of pregnant women during their first trimester which begins in the morning and frequently continues throughout the day; considered as one of the Vyakta Garbha Lakshana in Ayurveda. If it is not treated effectively in time; it may lead to complications in pregnancy affecting the quality of life and thus the pregnancy outcome. Objective: To evaluate the clinical effectiveness of Bilwa-Lajadi syrup in emesis gravidarum. Material and methods: A single arm open labeled clinical trial was conducted on 30 participants fulfilling the inclusion criteria from OPD and IPD of Prasuti Tantra Evam StreeRoga, Sri Dharmasthala Manjunatheshwara College of Ayurveda and Hospital, Hassan and administered with Bilwa-Lajadi Syrup 20 ml per day in two divided doses, empty stomach before food for 30 days with followed up every 15 days during treatment and 15 days after completion of trial period. Results: The drug showed statistically significant effect in reducing the frequency of vomiting per day, quantity of vomitus, aversion to smell, nausea and anorexia, altered content of vomitus, improved appetite, imparted lightness of body and increased haemoglobin gm%. Conclusion: Thus, early medication with Bilwa-Lajadi syrup and following dietetic regimen played a vital role in relieving the symptoms of emesis gravidarum.

This article examines employee job satisfaction in Malaysia's manufacturing sector during the pandemic. It focuses on three key factors - compensation and rewards, training, and work-life balance - and their impact on job satisfaction. The study finds that these factors significantly influence employee performance, productivity, and retention. The findings contribute to academic research and provide insights for organizations to enhance job satisfaction and improve performance and profitability. The article emphasizes the importance of job satisfaction in the manufacturing industry, particularly during the COVID-19 pandemic. [Extracted from the article]

This article discusses the issue of job hopping in the oil and gas industry in Malaysia. It examines the factors that contribute to job hopping, such as salary, career advancement, and learning opportunities. The study finds that a higher remuneration package is associated with lower job hopping behavior, while career advancement has no significant relationship. However, learning development does influence job hopping, with employees more likely to leave if their learning needs are not met. The article suggests that organizations should focus on offering competitive salaries and providing opportunities for learning and development to retain employees. The article also references two academic articles that provide further insights into career development and job satisfaction. [Extracted from the article]

China has placed significant importance on the development of a circular economy and achievement of sustainable prosperity. It employs multiple fiscal and tax policies to facilitate clean production and improve resource efficiency by fostering corporate green innovation. Policy signalling boosts companies' external funding, including debt and equity. As such, this research focuses on how government subsidies and tax incentives influence corporate green innovation efficiency, accounting for the mediating roles of debt financing and equity financing. Under the SBM model, we utilise the Luenberger index to quantify green innovation efficiency. In addition, the fixed-effect regression with 19,228 firm-year observations from 3549 firms between 2015 and 2021 is used. Based on empirical findings, government subsidies reduce green innovation efficiency, while tax incentives increase it. In addition, debt financing mediates the association between tax incentives and corporate green innovation efficiency. Furthermore, government subsidies and tax incentives play more significant roles in non-state-owned enterprises (non-SOEs) and for businesses in growing and mature stages than other listed firms. To improve access to external financing and green innovation efficiency, it is suggested that the government implement various government subsidies or tax incentives according to business characteristics, with each company applying policies customised to its specific circumstances. [ABSTRACT FROM AUTHOR]

Knowledge sharing (KS) enable employees exchanging necessary knowledge for their work such as perceptions, views, and ideas, then consequently creating a strong relationship between each other. Obstacles can be avoidable through a better understanding and determination of barriers which are able to increase organization business competitiveness and greater value creation. In this research, the result is to identify the factors that influencing the KS process in an organisation in terms of barriers. Thus, the obtained knowledge and findings will provide to the company management an idea of which barriers are significant to focus on in order to enhance KS levels. [ABSTRACT FROM AUTHOR]

Employee performance plays a crucial role in the productivity of organizations, especially in the hospitality industry in Malaysia. This work performance is influenced by leadership style, and finding the type of leadership style that is suitable to apply to employees is crucial, especially in the midst of the COVID-19 pandemic. Transformational leadership theory is selected for this study in determining leadership styles. There are four dimensions under transformational leadership theory, namely idealized influence, individualized consideration, inspirational motivation and intellectual stimulation. Data were collected online from 400 employees working in the hospitality industry in Malaysia and analyzed using partial least square structure equation modeling (PLS-SEM). The findings show that only two dimensions of transformational leadership, namely idealized influence and inspirational motivation, have a significant positive influence on employee performance. Implications in the context of human resource management and recommendations to increase employee performance are also discussed. [ABSTRACT FROM AUTHOR]

Employee performance plays a crucial role in the productivity of organizations, especially in the hospitality industry in Malaysia. This work performance is influenced by leadership style, and finding the type of leadership style that is suitable to apply to employees is crucial, especially in the midst of the COVID-19 pandemic. Transformational leadership theory is selected for this study in determining leadership styles. There are four dimensions under transformational leadership theory, namely idealized influence, individualized consideration, inspirational motivation and intellectual stimulation. Data were collected online from 400 employees working in the hospitality industry in Malaysia and analyzed using partial least square structure equation modeling (PLS-SEM). The findings show that only two dimensions of transformational leadership, namely idealized influence and inspirational motivation, have a significant positive influence on employee performance. Implications in the context of human resource management and recommendations to increase employee performance are also discussed., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2022 Teoh, Wider, Saad, Sam, Vasudevan and Lajuma.)