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Background: There are several leadership training programs for health researchers in India. However, there is a need to develop context-tailored leadership and mentoring approaches., Objective: The objective of the study is to critically analyze the available leadership training programs in India for health researchers and service providers, for the leadership domains incorporated and overall training approaches., Materials and Methods: We used an exploratory-descriptive design to identify and review leadership training programs for health researchers and service providers/managers that had been offered by Indian institutions between 2013 and 2018. Our analytic approach was based on "transformational leadership" and "leader-member exchange" theories of leadership, curricula of popular leadership training programs worldwide, and the International Clinical Epidemiology Network model for leadership in health research in India based on a nationwide primary study., Results: We identified and reviewed 20 leadership training programs. These were heterogeneous in aim, scope (broad-based/thematic), course content, design, target participants and class profile, mode of delivery and training method, duration, frequency, and fund arrangements. The programs infrequently included topics on soft skills, mentoring, risk mitigation, collaboration for research, funding dynamics, institutional transformation, self-view and peer perception, and personal well-being. The programs insufficiently addressed contextual challenges of career exploration and risk mitigation, project management, strategic planning, and decision-making, ethics and integrity, negotiations, networking and collaboration, understanding funding dynamics, and mentoring. Only three programs linked to the training to the participants' ecosystem., Conclusions: There is a need to develop customized course contents and training strategies that address the requirements of the local context vis-à-vis globally connected research ecosystems., (Copyright © 2024 Copyright: © 2024 Indian Journal of Public Health.)

Purpose: In the two consecutive surveys conducted by the authors in 2015 and 2018, it was found that out of a total of 810 and 1008 Indian higher educational institutions, only 54 and 63 institutions (6.67 and 6.25%) were led by women, 725 and 934 institutions (89.51 and 92.7%) were led by men and 31 and 11 (3.83 and 1.1%) were reported to either have no information about their leaders or those posts were vacant (Banker and Banker, 2017; EduShine Report, 2015 and 2018). The current study is a follow-up attempt so that the knowledge around the status of women academic leaders in Indian higher education (2021) can be upgraded. This paper aims to discuss the aforementioned issue. Design/methodology/approach: The qualitative exploratory research approach was followed for conducting the study. Findings: It was found that out of the current total of 1151 Indian higher educational institutions, still only 110 (9.55%) are led by women, 1031 (89.57%) are led by men and for 10 institutions (0.86%) data on leadership is unavailable. Important contextual inferences have been made in the discussion section followed by the concentrated literature around the possible reasons for such low representation of women leaders in the global higher education sector. Research limitations/implications: One possible limitation of this study is that it does not provide an idea about why there is the highest women leadership in central institutions and the lowest in INIs. Taking the contextual factors into consideration, an extended exploration could have been made of different facilitators and barriers for each type of Indian HEI. The author invites future researchers to conduct this inquiry and come up with certain remedies, which is also one of the limitations of this study. Different enablers and disablers can be found through different primary and secondary research. Practical implications: Increased women leadership will bring diversity in the institutions' modus operandi and impact their culture in a great way. It is the prime responsibility of women to break the glass ceiling and come out of their shells. Family responsibilities contribute to their career stress in a great way, and women may balance their personal and professional lives by creating a sound support system in their family. Utilizing domestic help services will liberate them partially from their routine and unimportant duties. This will allow women to focus on more important work related to their careers. Trending nuclear families is also one of the major contributors to low women leadership; joint family pattern may benefit women to nurture and build their career keeping their sanity intact. Institutional decision makers and other stakeholders at work will be sensitized toward different barriers experienced by not only women leaders but also women in lower positions. Men at work across the levels are responsible for creating a more inclusive and conducive workplace for women. Inclusive workplace policies will render women equal opportunities and fair rewards. Ensuring unbiased and prejudice-free work culture will have a positive impact on the self-efficacy level of women which can be validated through their performance. Social implications: Slow and steady efforts consciously made by both men and women in the workplace for the betterment of women may progressively help overcome the social preconditioning at a macro level. Originality/value: All the studies reported in this paper have been sequentially conducted and are unique in the Indian higher education system.

Objective: Schools are important settings for health promotion. In schools, children and adolescents can be reached regardless of their social background, which represents a unique opportunity for promoting health. Several studies have demonstrated the importance of school leadership in initiating and sustaining health promotion; however, efforts to systematically review the influence of school leadership on school health promotion are still lacking. Hence, this paper analyses empirical studies published in scientific journals on school leadership and health promotion in schools. Design: Systematic literature review. Method: Informed by the Preferred Reporting Items for Systematic Reviews and Meta-Analysis guidelines, a review was conducted using two main databases: Web of Science and Scopus, which retrieved 51 eligible articles. Results: The review of these articles resulted in the identification of seven main themes -- school leaders' health; attitudes, knowledge and behaviour; accountability; support from school leaders; shared leadership approaches; capacity building and parent engagement. Conclusion: This systematic literature review expands the literature by highlighting the school leadership factors that promote school health promotion in Oceania, Europe, North America, South America, Africa and Asia continents. Future systematic literature reviews could explore studies and different aspects of health promotion by teachers, especially in the Asian context.

Good governance enhances efficiency both in public and private sector organizations. Productivity and good governance are closely associated to aid value for investment both in terms of time and money, and end-user satisfaction. Productivity Enhancement and quality improvement of higher education depend on governance-trends and productive leadership of the institution. Discipline, and quality vision set, and policy practiced by the leadership in Higher Education Institutions (HEIs) propagate down the timeline-hierarchy. This article addresses the pivotal factors and parameters worldwide studied, accepted and opined in various case studies and policy making schemes for good governance of Higher Education Indian Institution (HEIIs). This is necessary to enable their leadership enhancing the organizational productivity for 21st-century Indian subcontinent. The 3rd largest youth in the world studying in HEIIs would contribute the most to the growth of 21st-century Indian economy and living standards. This shall be possible when educational productivity of HEII-leadership is innovatively transformed into transformative innovation. In this paper effects, consequences, impacts, opportunities, problems and remedies regarding pivotal issues and challenges of and for existing HEIIs for becoming world-class education system are systematically reviewed. Recommendations based upon studies and findings are made for 21st-century HEII-leadership, and practical model is presented to measure the productivity.

This paper aims at seeking recommendations for the Open and Distance Learning (ODL) policy from the industry to ensure learners graduating from ODL system are employable and are at par with those who have graduated from conventional system. Survey from total 97 employers spread over 7 industry sectors indicated that policy intervention is required to enhance skill development through ODL. This will enable ODL system and its learners to overcome major challenges related to credibility and recognition. These recommendations stressed on enhancing the quality of ODL education and skill development through collaboration between academia and industry and use of technology. It is highly advocated that government agencies should ensure that quality parameters like recognition, accreditation, industry relevant curricula, be implemented and fulfilled by ODL institutions as well. Apart from the core subject knowledge, employers also stressed upon the need to foster employability skills such as problem solving, critical thinking etc. in the curriculum. Both the quality of ODL programmes and its linking with skill development will enable ODL system to bridge the gap between demand and supply of skilled manpower. The herculean task of skilling millions of people in India can be achieved through collaboration and use of technology. Collaboration is the key factor to bring about synergy between academia and industry. It will enable the learners' job ready and give productive output at their work places, there by contributing to the economic development of the country. Alliance will also provide learners a smooth transition from learning to earning.

Purpose: The purpose of this paper is to identify challenges for management education in India and explain their nature, significance and interrelations using total interpretive structural modelling (TISM), an innovative version of Warfield's interpretive structural modelling (ISM). Design/methodology/approach: The challenges have been drawn from literature and validated by an empirical study conducted through questionnaires administered electronically and personally to 250 management graduates. TISM has been applied to 14 finalised factors. Findings: All the identified factors, except accreditation, were found to be important. Ineffective regulatory bodies and ineffective leadership emerged as the biggest roadblocks. Several significant interrelations were found which were sometimes not revealed by plain observation. Originality/value: The existing literature has discussed the challenges for management education but not their interrelations. This paper uses TISM to demonstrate the relationships between different challenges and to explain the logic behind the relationships. The results would be useful for the owners (or managers) of management institutes faced with the same challenges.

Purpose: This paper aims to study the antecedents and consequences of learning organizations (LOs) in Indian higher educational institutes. Design/methodology/approach: The methodology used is survey-based. Primary data were collected from 300 faculty members of Indian higher educational institutes. Findings: It was found that all the variables, i.e. resonant leadership (RL), knowledge management, intrapreneurship and total quality managt1ent, have a significant moderate impact on LO. It has also been found that LO results in strong employer branding. Research limitations/implications: Discussions are performed and conclusions are drawn in the context of existing literature. The study bears implications for researchers to take on similar research in other contexts. Practical implications: The study bears significant implications for faculty members working in higher educational institutes. It is suggested that RL should be used to contribute toward LOs in institutions. Moreover, this would make the institute emerge as a strong employer brand. Originality/value: This paper identifies significant antecedents and consequences of LOs. It is a pioneering effort to use all these variables together as predictors of LO in Indian context.

Purpose: Based on positive organizational scholarship, this study aims to examine the role of faculty engagement in mediating the relationship between quality of work-life (QWL) and organizational commitment. The paper also analyses how spiritual leadership moderates the relationship between QWL and faculty engagement. Design/methodology/approach: The data was collected through structured questionnaires from undergraduate and postgraduate teachers working in various business schools across major cities in India. The sample was selected through the snowball sampling technique. The sample size was 486, and analysis was done through the structural equation modelling approach using the bootstrapping method. Findings: Findings indicate that faculty engagement mediates the relationship between QWL and organizational commitment among teachers. Furthermore, results show that educational institutions that practice spiritual leadership support higher positive psychological and emotional states of engagement. Research limitations/implications: The paper provides an integrated model of engagement, commitment and QWL through a study of mediation and moderation effects and adds value to the psychology and workplace spirituality literature. There is the future scope for further generalizations of the model in different geographical contexts to analyse the influence of other leadership styles. Practical implications: Furthermore, it would help educational institutions to design QWL strategies for engaging teachers psychologically, emotionally and cognitively by accelerating employees' positive emotions and behaviours. Finally, the paper shows implications for developing the QWL strategies to create a committed and engaged workforce through spiritual leadership. Originality/value: The paper contributes to the academic literature by investigating interrelationships among variables from a positive organizational scholarship perspective. The paper would help practitioners to comprehend the importance of spiritual leadership in educational institutions. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to explore the relationship between owner-manager or leader's ambidextrous leadership style and its effect on human resource management (HRM) practices, contextual ambidexterity and knowledge-intensive small- and medium-enterprises (SMEs) strategic agility. Design/methodology/approach: This study presents an in-depth qualitative case study analysis of two knowledge-intensive SMEs from India's information technology and health-care products industry serving a range of global clients. Using the theoretical lenses of empowerment-focused HRM practices, ambidextrous leaders, contextual ambidexterity and strategic agility, semi-structured interview data of leaders, managers and employees of the case organizations were analysed. Through a two-staged analytical process, we abductively developed a novel conceptual framework at the intersection of the above theoretical lenses. Findings: The findings suggest that the knowledge-intensive SME's strategic agility, ambidexterity and empowerment-focussed HRM approach was influenced by the owner-manager or leader's ambidextrous leadership style and their philosophy towards managing people and had a positive impact in creating a culture of trust, participation, risk-taking and openness, and led to delivering innovative products and services as well as several positive employee-level outcomes. Originality/value: Recent literature reviews on HRM In SMEs highlight several gaps, including the impact of owner-manager or leader's philosophy of managing people in shaping HRM practices and employee outcomes. This paper thus adds to the existing literature on HRM and knowledge-intensive SMEs. [ABSTRACT FROM AUTHOR]

Objectives: This paper examines the availability of legal provisions, or the lack thereof, that support women to progress equitably into leadership positions within the health workforce in India and Kenya., Methods: We adapted the World Bank's Women, Business and Law framework of legal domains relevant to gender equality in the workplace and applied a 'law cube' to analyse the comprehensiveness, accountability and equity and human rights considerations of 27 relevant statutes in India and 11 in Kenya that apply to people in formal employment within the health sector. We assessed those laws against 30 research-validated good practice measures across five legal domains: (1) pay; (2) workplace protections; (3) pensions; (4) care, family life and work-life balance; and (5) reproductive rights. In India, the pension domain and related measures were not assessed because the pension laws do not apply to the public and private sector equally., Results: Several legal domains are addressed inadequately or not at all, including pay in India, reproductive rights in Kenya and the care, family life and the work-life balance domain in both countries. Additionally, we found that among the Kenyan laws reviewed, few specify accountability mechanisms, and equity and human rights measures are mainly absent from the laws assessed in both countries. Our findings highlight inadequacies in the legal environments in India and Kenya may contribute to women's under-representation in leadership in the health sector. The absence of specified accountability mechanisms may impact the effective implementation of legislation, undermining their potential to promote equal opportunities., Conclusions: Government action is needed in both countries to ensure that legislation addresses best practice provisions, equity and human rights considerations, and provides for independent review mechanisms to ensure accountability for implementation of existing and future laws. This would contribute to ensuring that legal environments uphold the equality of opportunity necessary for realising gender justice in the workplace for the health workforce., Primary Source of Funding: Bill & Melinda Gates Foundation (INV-031372)., Competing Interests: Competing interests: None declared., (© Author(s) (or their employer(s)) 2024. Re-use permitted under CC BY. Published by BMJ.)

This paper draws on British Council commissioned research in response to concerns about women's absence from senior leadership positions in higher education in South Asia. The study sought existing knowledge from literature, policies, and available statistics and collected original interview data from 30 academics in Afghanistan, Bangladesh, India, Nepal, Pakistan, and Sri Lanka. A central finding was that gender is not a category of analysis in higher education policy, research or statistical data in the region. Our interview data suggest that leadership was frequently not an object of desire for women. Being associated with particular types of masculinities, leadership often carried a heavy affective load for those women who transgressed patriarchal socio-cultural norms and disrupted the symbolic order of women being led by men. Leadership was frequently perceived and experienced by women in terms of navigating a range of ugly feelings and toxicities that depleted aspirations, well-being and opportunities.

Purpose: India has been on the pathway of improvement concerning healthcare and health outcomes of its population. However, India must overcome its unique challenges and cover a long journey ahead. This mandates a need for a high-quality, contemporary and community-based health system that promises consistent and quality healthcare, is trusted and valued by all its citizens, considers the changing population needs and should be affordable and accessible. Design/methodology/approach: The study examines various dimensions and elements associated with the integrated healthcare system in India and uses input, process and output structural measures. Findings: The present paper proposes an integrated, comprehensive healthcare system in India that endorses participation from diverse stakeholders such as the government, organizations, the community and individuals who can contribute uniquely. It also focuses on defined and measurable output that can make health a topic of social movement or "Jan Andolan" and create a sustainable and integrated care system. Originality/value: The study is unique as it focuses on the role of stakeholders in health care. The research emphasized the involvement of the government, community, people and organizations in developing an integrated healthcare ecosystem that includes modern technology, skilled employees, enough finance, governance, efficient delivery platforms and top-tier infrastructure. The model's output is focused on healthcare that is inexpensive, accessible, available, accountable and user-centered. This would gradually improve everyone's health and well-being. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to explore the parameters, which venture capital investors prioritize while evaluating proposals. The deal selection procedure in actuality is different from the said procedure Zacharakis and Meyer (1998). Therefore, asking Venture Capital (VC) firms to rank each criterion that they use while evaluating a proposal will not be able to capture the true evaluation criteria. Further, VCs' decision varies based on the set of deals on their table. To address this problem, VCs should be asked to reveal the strength and weaknesses of the received proposals in each parameter and then their final decision on those proposals. Therefore, this study examines the decision-making criteria with reference to 441 samples of accepted and rejected proposals. This paper reveals that leadership quality, product/service superiority, revenue projection, and access to foreign market are strong determinant of VCs investment decision. Hence, in deal selection procedure, venture capitalists can reduce their evaluation process to these parameters only. In developing countries like India, availability of information regarding start-ups is highly asymmetric. Therefore, considering a proposal based on these most important parameters will enhance their decision-making process. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper was to examine how community engagement can be influenced by responsible leadership during crises. It looks at the phenomenon of community engagement and responsible leadership in India during the Covid-19 pandemic, using the collective responses of community. Design/methodology/approach: This paper uses netnography, which studies community interpretations through their online social communication. The perceptions on how engaged the Indian community felt during the pandemic were studied by collecting and analysing their postings on social media. Findings: The findings suggest that responsible leadership – through the building of trust, open communication, collective consciousness and mindful action – is an effective way to positively engage stakeholders and influence community response during a pandemic. Originality/value: This paper contributes to the literature of responsible leadership and community engagement during crises. It is an attempt to link public leadership with responsible leadership and its impact on community engagement in a novel way, filling a void in the literature. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to explore the mediating role played by the contradictory behaviour of knowledge sharing and knowledge hiding in the relationship between paradoxical leadership and employee creativity. Design/methodology/approach: A survey was conducted with 276 employees working in information technology firms in India. "To assess the relationship between the constructs, single and parallel mediation analysis of structural equation modelling (SEM) and confirmatory factor analysis (CFA) have been performed". Findings: This study found that paradoxical leadership is significantly associated with employee creativity. Besides, it has also been found that knowledge sharing has emerged as a mediator that explains the relationship between paradoxical leadership and creativity, while knowledge hiding has not been a mediator to explain the relationship between paradoxical leadership and creativity among employees. According to the study, it was found that discouraging knowledge-hiding behaviour can increase employee knowledge sharing, which in turn fosters employee creativity. Research limitations/implications: Research has examined the relationship between paradoxical leadership and employee creativity in this paradigm, as well as the roles of knowledge sharing and knowledge hiding as mediators. Practical implications: The results of this study will help top management to create strategies for enhancing the relationship between a leader and their subordinates by using effective knowledge management strategies that foster employee creativity. Employee creativity would be facilitated effectively by the paradoxical leader who regulates knowledge-hiding behaviour among employees and promotes knowledge-sharing behaviour. Originality/value: This study addresses the gap in prior research by investigating the role of paradoxical leadership in managing the contradictory behaviours of knowledge sharing and hiding and their impact on employee creativity. As the motivation for knowledge sharing and hiding are inherently distinct, leaders with paradoxical qualities foster a culture of openness and trust to encourage knowledge-sharing while discouraging knowledge-hiding behaviour. By controlling knowledge-hiding behavior empowers employees to make meaningful contributions to the organization's success through effective collaboration and teamwork, allowing for a more innovative and creative workplace. Because preventing knowledge-hiding behaviour is a means to promote knowledge sharing and ultimately foster creativity in an organisation. Overall, this paper offers unique insights into the intricate dynamics of knowledge management and provides valuable recommendations for leaders managing employees exhibiting contradictory behaviours in the workplace. [ABSTRACT FROM AUTHOR]

Leadership is a critical component of organisational success and societal advancement, with its manifestations shaped by cultural, social and educational contexts. It plays a pivotal role in academic success, career advancement and organisational effectiveness. This qualitative research paper delves into the perceptions of leadership among young adults in India, specifically focusing on students at Panjab University, Chandigarh. By conducting indepth interviews and surveys with 200 students and staff members of Panjab University, this study aims to explore how young people perceive leadership, including its importance, associated qualities and the role of a leader in group dynamics and organisational settings. Additionally, the research investigates beliefs regarding the develop ability of leadership skills over time through training and practice. Furthermore, it examines the extent of young adults' participation in leadership roles within student organisations and extracurricular activities, along with the challenges they encounter in such positions. The findings offer valuable insights into fostering effective leadership development programmes tailored to the needs of young adults in India, ultimately contributing to their personal growth and organisational success. By implementing the suggestions recommended by this study, Panjab University can create a supportive environment that empowers students to become effective leaders and contributes to the institution's overall success. [ABSTRACT FROM AUTHOR]

Purpose: The COVID-19 pandemic disrupted organizations, bringing in unforeseen situations and highlighting the need for organizational leaders to develop a capacity for resilience, i.e. the ability to recuperate, exhibit agility and rebound. Hence, this paper aims to explore leaders' views on what resilience capabilities are needed to manage themselves, the team and the organization. Design/methodology/approach: This qualitative research study uses an in-depth interview tool and adopts a reflexive thematic analysis. The capabilities approach and resilience theory framework were applied to view resilience capabilities. The sample comprises 19 middle and senior leaders, both men and women, from the information technology Industry in India. Findings: This study unravelled different capabilities to manage individuals, teams and organizations. The three key themes of resilience capabilities observed were as follows: self-leadership capabilities – where leaders focussed on capabilities that developed themselves; people leadership capabilities – which focussed on leading people and the team; and organisation-focussed leadership capabilities – which focussed on the macro level. Originality/value: The findings of the study benefit organizations, leaders, human resource professionals, talent management strategists and academic leadership scholars to identify, train, conceive and deliver resilience capabilities. [ABSTRACT FROM AUTHOR]

Due to the workload and lack of a critical mass of trained operational researchers within their ranks, health systems and programmes may not be able to dedicate sufficient time to conducting operational research (OR). Hence, they may need the technical support of operational researchers from research/academic organisations. Additionally, there is a knowledge gap regarding implementing differentiated tuberculosis (TB) care in programme settings. In this 'how we did it' paper, we share our experience of implementing a differentiated TB care model along with an inbuilt OR component in Tamil Nadu, a southern state in India. This was a health system initiative through a collaboration of the State TB cell with the Indian Council of Medical Research institutes and the World Health Organisation country office in India. The learnings are in the form of eleven tips: four broad principles (OR on priority areas and make it a health system initiative, implement simple and holistic ideas, embed OR within routine programme settings, aim for long-term engagement), four related to strategic planning (big team of investigators, joint leadership, decentralised decision-making, working in advance) and three about implementation planning (conducting pilots, smart use of e-tools and operational research publications at frequent intervals). These may act as a guide for other Indian states, high TB burden countries that want to implement differentiated care, and for operational researchers in providing technical assistance for strengthening implementation and conducting OR in health systems and programmes (TB or other health programmes). Following these tips may increase the chances of i) an enriching engagement, ii) policy/practice change, and iii) sustainable implementation. [ABSTRACT FROM AUTHOR]

Servant leadership has emerged as a novel area of Management research. One of the most debated leadership styles is servant leadership, which indicates that a person must first be a human and then a leader. This literature review comprehensively examines the historical origins of servant leadership, its core attributes, the measurements that have been developed, and the findings obtained from pertinent empirical investigations. The primary objective of the present paper is to study the leadership style using various analyses, evaluations, and research from available sources to identify proposed facts about leadership activities using bibliometric analysis of servant leadership theory. [ABSTRACT FROM AUTHOR]

Purpose: Understanding societal expectations of a leader's responsibility and context-specific challenges in less-researched emerging economies has become imperative for foreign Multinational enterprises (MNEs) to survive in these contexts while developing globally responsible leaders. Identification of institutionally sanctioned characteristics, competencies and strategies that assist leaders in dealing with such challenges while achieving shared value has wider implications for academics, practitioners and the literature on responsible leadership (RL), which is the purpose of this paper. Design/methodology/approach: The authors conducted in-depth interviews of 28 senior indigenous leaders in 3 Indian Multinational corporations (MNCs) in construction sector, following a grounded theory approach. Findings: The authors identified three vital institutionally driven challenges and four individual-level societal-driven factors, subsequently influencing leaders' strategic decisions and choices to deal with such challenges beyond passive conformance. Contrary to the previous findings, this study also briefly discusses that a mere ethical climate is insufficient; organizations must develop a holistic values climate that works as contextual factors to influence RL. Originality/value: Contrary to the previous findings suggesting Indian leaders' conformance to constraining forces to RL, by adopting a multilevel approach, the authors identify the context-specific strategic behaviors that responsible leaders adopt in dealing with such forces responsibly. Thus, it is the first multilevel inductive approach conducted in a non-Western context, offering a discrete understanding of RL while addressing some of the inconsistencies in the literature and contributing to cross-cultural leadership research. Also, findings highlight the factors of RL that are more emic and etic for generalization. [ABSTRACT FROM AUTHOR]

This paper examines the link between creative and innovative leadership and FinTech adoption through the transmission mechanisms of perceived ease of use (PEOU) and perceived usefulness (PU). This study used a questionnaire survey method to collect data from a sample of 721 employees working in the Indian financial services sector. The data were analyzed using structural equation modelling. The study results revealed a significant and positive influence of creative and innovative leadership, PEOU, and PU on FinTech adoption. Moreover, PEOU and PU mediated the link between creative and innovative leadership and FinTech adoption. This study proposes a new vision for managerial procedures to understand the critical aspects regarding FinTech adoption. The study advises that engineering managers should offer simple and user-friendly technology to enhance the adoption rate. Additionally, the results suggest the importance of creative and innovative leadership for competitively exploiting novel technologies. Given India's digital revolution and huge market potential, the FinTech sector could prove a game-changer, especially in generating employment for the young and technologically qualified population. Tech-driven organizations could use the study findings strategically in this digital era. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to provide relevant knowledge about entrepreneurship and women's leadership in the Indian context. More specifically, it unleashes the veiled challenges as well as success stories of select women entrepreneurs of a developing country to bridge the gap between entrepreneurship theory and practice. It aims to provide directions to the policymakers, educationists, society and families in creating a conducive environment that is essential for the success of women entrepreneurs. Design/methodology/approach: With a qualitative case study approach, data were collected from Tamil Nadu, a southern Indian state which has a maximum number of women entrepreneurs. Face-to-face interviews were conducted to explore the supportive as well as challenging dimensions of their entrepreneurial journey. Findings: Content analysis of the interview transcripts indicated that successful entrepreneurs are opportunity-driven and they focus on innovation, service, generation of wealth and employment. Support from family, especially from fathers or husbands, is as important as the entrepreneurial drive, skills and abilities of an entrepreneur. Success for them is being happy, thriving work, having a happy family, having a great work-life balance and the satisfaction to have served society apart from being independent (economically/ financially). Among India's societal and cultural realities, women have to conquer many hurdles (both implicit and explicit) in their way concerning the societal attitudes toward women stepping out of the home boundaries and traditional gender role expectations. The silver line is societal attitudes are changing, especially in urban India. There are enough support and encouragement from the family, which helps these women pursue their passion and eventually become a successful leader. Social implications: The success stories of women will bring a wave of positive developmental change in India by fostering respect for women in a male-dominated society and flashing the importance of women's entrepreneurship. Originality/value: This paper provides a new examination of women entrepreneurs that significantly further the debate about the underrepresentation of women in leadership roles, especially in entrepreneurship in an emerging economy context like India. Apart from the deterrents, it aims to highlight the enablers and motivations to choose this unconventional profession. [ABSTRACT FROM AUTHOR]

Organisational practices like mandatory practices, management practices, involvement in policy-advocacy-lobbying-networking practices and governance practices are considered healthy practices that contribute to organisational performance. This paper identifies some of the standard organisational practices of NGOs (N = 33) in Kerala State, India. From the study, it was evident that the NGOs were more into mandatory practices. The relation orientation of the Managerial leadership Behaviour showed a higher mean value of 2.8567 ± 0.49331SD than the task orientation. The study unravels the need for an updated policy in the voluntary sector and affirming the role of social work professionals in the organisation. [ABSTRACT FROM AUTHOR]

Purpose: In January 2021, India launched the world's most extensive vaccination campaign against COVID-19. It is estimated that India would need to vaccinate over a billion people to achieve herd immunity. Even though the Indian Government focuses on improving and delivering its vaccination programme, significant challenges still exist. This paper aims to discuss current challenges to scale up India's vaccination campaign and addresses strategies for achieving this. Design/methodology/approach: The paper is based on a review of secondary sources, including journal articles from scholarly and grey literature and information available in the public domain. The search focused explicitly on the COVID-19 scenario, vaccination programme, public health management and systems leadership in the Indian health care system. Findings: The analysis revealed that various factors have disrupted India's vaccination campaign, including shortage of vaccine doses, mandatory prior online registration, lack of infrastructure, safety concerns for older people, untrained workforce and absence of a solid public health framework. Furthermore, India appears to have struggled to reduce tensions and instill trust in its ability to effectively manage the COVID-19 pandemic and vaccination programme due to a lack of cooperation between union government, state governments and other stakeholders, namely, policymakers, hospitals, industry and community. Originality/value: The findings indicate that scaling up India's anti-COVID vaccination programme would require system-level leadership strategies that work within the country's limited resources. Deeper reforms in vaccine development, storage, delivery, training and regulatory frameworks are also needed to extend the world's largest anti-COVID-19 vaccination campaign. [ABSTRACT FROM AUTHOR]

The Bhagavad Gita is one of the world's oldest known holy scriptures, dating back over 5,000 years. The scripture, which Hindus believe was inspired by God, contains unique perspectives and prescriptions for today's leaders. The Gita advises managers to seek a higher level of consciousness. It makes them influence people and lead compassionately and inclusively. The Bhagavad Gita advocates a consciousness approach to transformational leadership based on eternal values and moral principles. Many researchers and practitioners in business leaders identify the Bhagavad Gita as one of the most famous and quoted works in Indian literature. The paper attempts to assist business leaders with insights into Indian scriptures and how they can benefit from the ancient writings of spiritual gurus. Therefore, the authors pursue extracting and elaborating the Bhagavad Gita's concepts into business leadership. Specifically, the study indicates how lessons from Gita can help transform a transactional leader, 'me-leader',into a transformational 'we-leader'. [ABSTRACT FROM AUTHOR]

Purpose: Drawing upon the conservation of resource (COR) theory, the purpose of this paper is to explore the mediating role of knowledge hiding in the relationship between job insecurity and two dimensions of thriving at work, i.e. learning and vitality. The study further aims to investigate the moderating role of benevolent leadership in the aforementioned mediating relationship by applying the moderated mediation framework. Design/methodology/approach: The sample for the study consisted of employees working in service sector in India. The hypotheses were tested with two wave survey data collected from 365 employees during the COVID-19 pandemic when the Indian Government was lifting phase wise restrictions. Data was analyzed using mediation and moderated mediation analyses on PROCESS v 3.0 macro. Findings: Results showed that knowledge hiding mediated the relationship between job insecurity and both dimensions of thriving at work. Further, benevolent leadership was seen to moderate the mediated relationship providing support for the moderated mediation framework. Practical implications: The results highlight the significance of providing benevolent leadership training to the managers to help them cope with the anxiety arising out of job insecurity. Further, employees need to be cautioned regarding the deleterious effects of knowledge hiding, which can impede their own learning and vitality. Originality/value: To the best of the authors' knowledge, this is the first study to investigate the mediating role of knowledge hiding in the relationship between job insecurity and thriving. Further, the role played by benevolent leadership in mitigating the harmful effects of job insecurity especially during COVID-19 pandemic is a unique contribution of the study. [ABSTRACT FROM AUTHOR]

Purpose: In view of dynamic and widespread economic transformation in emerging economies, managing organizational change and growth in this context deserves more research attention. The purpose of this paper is to examine how three organizations in different industries manage change, growth and transformation in their organizational ecosystem. Design/methodology/approach: The authors conducted in-depth interviews with the leadership of three organizations in different economic sectors in India, a country representing an emerging economy. The authors also reviewed historical data from these organizations. Three case studies illustrating the evolution of these organizations were developed from the data collected. Findings: Lessons and implications from the three case studies suggest the following key elements of effective organizational change mechanisms in an emerging economy: visionary entrepreneurial leadership; program quality excellence; scale growth and scope expansion; network capabilities; and sustainable stakeholders' engagement. At the same time, this study also shows how these organizations manage change, growth and transformation in the context of a society with strong traditions and cultural norms. Research limitations/implications: Results and conclusions may be limited by the fact that the study is based on three case studies. Additional studies from a variety of industries with large numbers of participants will be helpful in more fully understanding the ways in which change, growth and transformation can best be developed and deployed in different organizational settings. Practical implications: The proposed model of organizational change in an emerging economy may assist organizational leadership in designing and sustaining their change efforts. Social implications: This study highlights the role of visionary entrepreneurial leadership and the impact of organizational growth mechanisms on organizational value delivery capabilities and organizational reputation. Originality/value: Lessons and implications of five growth steps of outstanding organizations in an emerging economy context provide valuable insight for organizational change, growth and transformation in other emerging contexts. [ABSTRACT FROM AUTHOR]

Nurses form the pillar of India's healthcare system representing 30.5% of the entire health workforce in India. Amidst a significant shortage in the provision of effective primary care, jeopardizing millions of Indians' access to basic healthcare services, especially the poorest, it is very evident that nurse practitioners are the need of the hour in India. The current scenario of nursing in India warrants policy reforms to facilitate nurses as valuable primary care providers. It also shows the path towards making the Health and Wellness Centre operational by creating a pivotal role for the cadre in such centres, and it will also be important for the nurse practitioner to have a public health leadership role in a country like India. With additional training and qualification and also recognition of nurse practitioners as essential healthcare providers, a complete quality healthcare could be provided. In this research paper we assess the need for nurse practitioners as primary contact providers; reflect on the global evidence on nurse practitioners linking to health outcomes, effective coverage and access to services. We also try to contemplate on the training needs, their role in home-based care and as enablers of the referral mechanism, their untapped potential, and a plan for evaluating their effectiveness. This policy research paper focuses to build an argument for a policy towards making nurse practitioners the first contact providers. [ABSTRACT FROM AUTHOR]

The significance of Institutional Effectiveness is pivotal to the functioning of an academic institution. The mushrooming of private institutions in the Indian higher education space necessitates exploring its antecedents to ensure quality higher education is imparted by the institution. The purpose of this research endeavor is to explore the impact of Academic Leadership on Institutional Effectiveness with a mediating role of Campus Culture and Faculty Involvement in Decision Making. The study employed a cross-sectional research design and implemented a purposive sampling technique to collet primary data from 80 permanent faculties and 249 students of private engineering colleges located in the Karnataka state of India. Data was collected through a structured questionnaire and analyzed using Partial Least Square-Structural Equation Modeling. Hypothesis shows academic leadership and campus culture has high influence on institutional effectiveness. Faculty in decision making and campus culture partially mediates between academic leadership and institutional effectiveness. The results of FIMIX-PLS and PLS-MGA analysis shows the similarity in the results of total effect and path relationships. This paper provides theoretical foundations and empirical findings on conceptualizing the antecedents of institutional effectiveness. The outcomes of this research serve as significant input to policy makers and higher education institutions to facilitate enhancement of institutional effectiveness. [ABSTRACT FROM AUTHOR]

Knowledge Process Outsourcing is the more complex arm of Business process outsourcing. This research examines the existence and evolution of KPO's in India. It also studies the driving factors, such as cost advantages, operational efficiencies, etc., behind the urge to set up a KPO by developed nations in India and the subsequent challenges faced by these nations in outsourcing their knowledge work. The paper identifies strategies that can be adopted by service providers in India to mitigate the various risks and challenges faced by the KPO sector and attract more business in India. The scope of this research has been widened to identify what makes India a global leader in the KPO space, and it also elaborated the necessity for further research required for additional steps which India can establish to maintain this competitive advantage over other countries. The research has found that India is currently leading the KPO sector to retain that spot; the study recommends some strategies and scope of further research. [ABSTRACT FROM AUTHOR]

Purpose: Coronavirus, also known as COVID-19, has presented an opportunity to set aside traditional regional collaborations and take responsible leadership to overcome difficult times. This paper aims to explore the current COVID-19 vaccination progress and pandemic status for the South Asian Association for Regional Cooperation (SAARC) countries and suggests responsible leadership to combat the COVID-19 pandemic and to think beyond., Design/methodology/approach: This paper offers a viewpoint of the current COVID-19 vaccination among eight SAARC nations. It scrutinises the recent COVID-19 vaccination statistics for the eight South Asian countries based on Web-based analytics and comparative analysis until 28 August 2021., Findings: This paper calls for collaborative decisions and responsible actions for policymakers in the SAARC countries to deal with the COVID-19 vaccination crisis. When South Asian countries are fraught with the increasing number of populations with COVID-19 cases, deaths and acute shortage of life-saving vaccines, it is time for their national and SAARC leaders to strengthen regional cooperations and initiate collaborative actions. The paper demonstrates that implementing responsible leadership can result in favourable outcomes for individuals, organisations, regions and the world. Moreover, this paper suggests SAARC, through responsible actions, has the potentiality to overcome the current crisis of COVID-19 vaccination and enhance the regional sustainability of the South Asian nations., Originality/value: This paper delivers information about the present developing situation of COVID-19 vaccination in SAARC countries, how the governments and regional leadership are handling and future challenges that have been raised and can be overcome effectively. This paper can be helpful for the policymakers and SAARC leaders for effective public health interventions in the region and to develop a recovery roadmap for the sustainable economic zone., (© Emerald Publishing Limited.)

Purpose: The purpose of this study is to explore the role of employee relations and human resource management (HRM) practices on firms' commitment to sustainability in the context of micro, small and medium enterprises (MSME) in India. This paper proposes a theoretical framework, namely "awareness, action, comprehensiveness, and excellence (AACE)," to present the solutions and practices as adopted by MSME firms in meeting their sustainability objectives alongside pluralistic constraints related to human resource, capital and legitimacy risk. Design/methodology/approach: The paper employs a cross-case methodology to investigate five food processing MSME firms to understand and delineate the role of employee relations and HRM practices in driving their commitment to sustainability. Findings: The paper discusses the status of employee relations and HRM practices as practiced by MSME firms, specifically designed to meet their agenda to strengthen their commitment to sustainability. The study proposes a framework constituting four levels, namely "awareness, action, comprehensiveness, and excellence (AACE)," that reflects HRM practices as adopted by MSME firms to develop their commitment to sustainability. Social implications: MSMEs and food processing industries are critical to the growth of Indian economy and likewise for other emerging and developing economies. They are especially critical for their contribution to overall employment and sustainability comprising the second, third and fourth supplier links in supply chains. They have a major impact on sustainability outcomes and the life quality of employees. This paper makes a contribution in this direction. Originality/value: The study fulfills the need to explore the role of employee relations and HRM practices to develop "commitment to sustainability" in the context of food processing MSME firms in an emerging economy of India. This paper adds an understanding of people management practices and sustainability in small firms (MSMEs), adding to the existing literature on the domain, which is mostly skewed toward large firms. [ABSTRACT FROM AUTHOR]

Ports and shipping of India still plays an important leadership role in international trade, despite the tremendous growth of the other alternative major mode and means of transport such as airways. This is because, it presently comprises almost 70% of the total value of trade of world trade, even in the post liberalisation period, despite the growth of air transport. However, in this era of globalisation, with a gradual shift to a more outward oriented trade regime, there has been a massive expansion in the volume of India's sea borne trade, together with a change in the composition of Indian port traffic from break bulk to liquid bulk, dry bulk and containerized cargo, with a decisive shift towards containerization in the mode of cargo delivery in post 1990s. In order to cope up with the above mentioned challenge, coupled with the growth of world class infrastructure in response to the emerging trend in global sea-trade and shipping trends, this paper therefore assess statistically how far the physical performance of the port, measured in terms of its productivity affects trade performance of the port of India, measured in terms of both the absolute and relative value of trade. While doing so, a comparative study between the ports of Western and Eastern coasts also has been attempted to judge the performance of the coasts in this respect from the leadership viewpoint. [ABSTRACT FROM AUTHOR]

Purpose: Upholding congruency with self-determination theory (SDT), the study intends to analyze the impact of spiritual leadership (SL) on happiness at work (HAW) via affective commitment (AC) and prosocial behavior (PSB) in the Indian service sector. Design/methodology/approach: The data were collected from 324 employees belonging to the service sector of north India. The study utilized AMOS and PROCESS (Hayes, 2013) to test the hypothesized model. Findings: The findings provided considerable support for the hypothesized relationships between SL, AC, PSB and HAW. The findings advocate the positive association between SL and HAW routing through mediators such as AC and PSB. Research limitations/implications: Future research studies have the potential to dwell on the topic from a leader's perspective, i.e. the benefits derived through practicing spirituality. The present work in this field is focused on quantitative tools; more studies can be conducted through qualitative analysis. Future works can attempt to compare the differences amongst cultures and sectors concerning SL and its outcomes. Practical implications: The paper provides some relevant inputs for the Indian service sector to comprehend the criticality of SL in building long-lasting relationships amongst peers leading to creating sustainable and happy workplaces. Originality/value: The study explores the relationship between SL and HAW which has neither been explored theoretically nor tested empirically. [ABSTRACT FROM AUTHOR]

Changing family structure from joint to nuclear posits a challenge among older people. Increasing prevalence of nuclear family promotes household headship among older adults but leaves them vulnerable as they have to live alone at older ages. Therefore, the study aims to estimate the trends and determine the factors associated with household headship among older adults from 1992-93 to 2015–16. The analysis of this paper is based on four rounds of the National Family Health Survey, which were conducted during the periods between 1992-93, 1998–99, 2005–06, and 2015–16, respectively. The study carried out bivariate and multivariate analysis to observe the association between outcome and independent variables. Results found that household headship among older adults had increased from 59.5% in 1992–93 to 67.8% in 2015–16. Further, the study found a rise in the proportion of nuclear families and household headship among older adults from 1992-93 to 2015–16. In older ages, household headship was more among older women than older men. The likelihood of household headship among older adults in a joint family is low as compared to household headship in a nuclear family. While the rise in household headship among older adults may be attributable to a variety of socio-economic influences, it has been noted that household headship among older adults has varied between men and women and by type of family structure. Moreover, there was a clear relationship between headship and wealth status of a household. [ABSTRACT FROM AUTHOR]

An introduction is presented in which the editor discusses various reports including the significance and impact of leadership on success of organization, causal relationship between economic growth and government revenue growth in Ethiopia, and handloom industry in Uttarakhand, India.

Identity narratives enhance the understanding of women's leadership, but there exist very few in‐depth analyses of negative identity tensions that influence agency. In this study, we examine the negative identity tensions of well‐to‐do women from small towns in India, who hold two leadership positions: organizational and social movement. We borrow from the discourse on well‐to‐do women's participation in social movements in India to draw on the notions of identity, perceptions of feminism, and patriarchal challenge. Our data are derived from 49 in‐depth interviews with women leaders. Findings from qualitative analysis and creation of a composite narrative show that negative identity tensions arising from two leadership positions are gendered in nature. Furthermore, agency is (i) contingent on one's reflection on challenges, (ii) rooted in an underlying principle, and (iii) practiced through the mechanisms of "managing femininity," a concept that is widely discussed in the Western paradigms of postfeminism and neoliberalism. This paper contributes to the feminist dialog on the global South in the context of gender, class, and geographical location intersection by revealing certain non‐Western ways of managing femininity. However, in the process, the hegemony of Indian men remains intact. [ABSTRACT FROM AUTHOR]

Adolescence, the transition period between childhood and adulthood, is a period of great risks and possibilities. Teen years comprise a period of intense growth not only physically but also morally and intellectually. The adolescence has traditionally been portrayed as a state of internal civil war. In the period of revolutionary change, social competence refers to the social, emotional, and cognitive skills and behaviors that child need for successful social adaptation. So in this critical period of change, parents have to deal their child with proper guidance, love, and sympathy to enable his or her to tackle various problems of adolescence of his or her life. This may successfully bring about the welfare of the society and help the child to grow into the distinct individual. In this paper, an attempt is made to explore the connection between parental role and development of social competence among adolescents using effective tools covering various dimensions. A sample of 160 adolescent students of various schools of Ajmer district of India in the age group of 13 to 18 years was randomly selected covering male-female students, rural-urban students, and students of government and private schools. Tools developed for parental role scale and social competence scale were administered. Various statistical techniques were applied on the data collected. ANOVA test results show that three groups of parental role, e.g., higher parental role group, average parental role group, and lower parental role group, significantly differ in achieving social competence. Based on the findings, the paper presents educational implications. [ABSTRACT FROM AUTHOR]

The objective of this study was to compare the effectiveness of discovery based learning and direct instruction strategies in peer-led leadership workshops in enhancing the leadership skills of middle school children in India. Three hundred and seventy-five, 10-13-year-old girls participated in the study. The children completed a paper and pencil Likert-type survey about their perception about leadership skills. The girls were randomly grouped into discovery based learning and direct instruction groups for the peer-led workshops. The researcher analysed the data using analysis of covariance (ANCOVA) to determine if there were significant differences in the participants' perception of leadership skills. The results indicated that there were significant differences between the discovery based and direct instruction groups in the perception of their own leadership skills (F = 9.2, p <.05) and their perceptions of appropriate skills a good leader needs to have (F = 22.29, p <.001). [ABSTRACT FROM AUTHOR]

Purpose: The paper aims to report findings from research conducted that illustrates cross-cultural differences and similarities on the role obstacles, as defined by leadership antecedents, play in the levels of resilience found in leaders. While research has demonstrated a link between obstacles and the development of resilience in leadership, previous studies have not looked at whether this link exists across cultures and what differences or factors might affect this link. Design/methodology/approach: The research provides additional evidence that the types of developmental experiences and the level of self-differentiation in the leader relates to the levels of resiliency within a leader. Furthermore, the research examines cultural differences in the findings and offers possible explanations for them. The study reflects responses from 365 participants (151 from USA, 112 from India and 102 from Germany). The study uses leadership antecedent categories, the Differentiation of Self Inventory, Short Form and the Connor Davidson Resilience Scale. Demographic information on participants included sex, age, level of education, years of leadership experience and industry. Findings: The results demonstrate that resiliency is positively correlated with both the leadership antecedents and differentiation of self. In light of the research findings, the authors highlight the relationship between resiliency and the leadership antecedents, while providing rationale for cultural differences in this relationship, and highlight the relationship between resiliency and differentiation of self, while providing rationale for cultural differences in this relationship. Research limitations/implications: The research implications include being able to determine whether a leader's cultural identity has any effect on the development of resilience through hardships. Additionally, the research has the ability to have more generalized results, as the study looks at leaders across three distinct cultures. The study has two major limitations. First, the study was conducted with a convenient sample, which may not be a true representation across the entire culture. Second, the study only looks at three distinct cultures, which represent three of the ten major cultural clusters in the world, according to the leadership literature. Practical implications: If leadership developers can begin to understand the interplay between developmental antecedents and the development of resilience, training can be tailored more specifically, even within distinct cultures. Additionally, understanding how differing cultures develop resilience and understand hardships as a part of that development, researchers can begin to isolate other variables that contribute to the development of resilience and other desirable leadership attributes, regardless of cultural background. Originality/value: The study's findings provide an additional argument for why obstacles and developmental experiences are a logical and necessary part of the formation process for leaders. Additionally, the study looks at the importance of the cultural dimension of an emerging leader, as it relates to the development of resilience. If hardships represent a significant role in leadership formation, then understanding this step is vital for the development of future leaders and leadership training in diverse cultural contexts. Everyone experiences some sort of hardship in life; however, effective leaders may intentionally use these obstacles as a training ground by overcoming them. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to examine the impact of managerial use of motivating language on employee absenteeism, turnover intention, job satisfaction and job performance for employees from three nations: India, the USA and Vietnam. Design/methodology/approach: Data is collected from 614 employees working in India, the USA and Vietnam. A variance-based partial least squares structural equation modeling technique is used to test the hypotheses. In addition, a statistical test is used to examine the statistical differences in the results across the three nations. Findings: The findings are consistent with the motivating language theory, in that managerial use of motivating language can be an effective strategy in motivating employees. Specifically, motivating language is found to significantly decrease employee absenteeism and turnover intention, as well as significantly increase job satisfaction and performance across the three nations. The effect sizes indicate that, across all samples, motivating language has a medium effect for all employee outcomes, except absenteeism, which is shown to have a small effect size. Moreover, the results indicate that employees in different cultures perceive and interpret the leader's use of motivating language in different ways. Whereas motivating language may receive greater success in promoting workers' job performance in eastern cultures, it is also more effective in retaining employees in western cultures. Originality/value: The study adds to the literature in three major ways. First, it provides evidence for two understudied relationships: motivating language and absenteeism and motivating language and turnover intention. Second, it assesses the generalizability of the motivating language theory by investigating data from India, the USA and Vietnam. Finally, this paper offers a statistical comparison of the three samples to analyze how the relationship between motivating language and worker outcomes differ among the three samples. [ABSTRACT FROM AUTHOR]

The traditional definition of "Public Leadership" has been attributed to a person who holds an influential position in the service of the public, for example, a Mayor or Councillor. Public‐sector undertakings (PSUs) were set up to serve the public in aspects of the economy that had direct impact on the lives and well‐being of people at large (e.g., the oil and banking industries in India). Two main issues that confront PSUs in India are the ability to attract talent vis‐a‐vis multinational corporations, and the ability to provide "entrepreneurial" and fast‐track career‐development opportunities. The PSUs where public leadership is prominent are the industrial sectors of oil and banking, because these two sectors are directly associated with international markets. Historically, these two sectors in India were nationalized in the mid‐70s and came under the "public leadership" of bureaucrats and their politician bosses who knew very little about international markets within which the two sectors operate. Bureaucratic applications in the oil sector did not recognize the global fluctuation in crude oil prices, leading to the promotion of a culture of central government mandated subsidies to protect the general public. The banking sector, under the control of brilliant but inward‐looking bureaucrats in the Central Bank, remained closed to international investments and participation of foreign industrial conglomerates in the Indian economy for over four decades. Consequently, PSUs in India languished due to lack of "public leadership" accountability; this is evident from the demise of ITI, New Government Electrical Factory, HMT in Bangalore and major industrial powerhouses such as Andrew Yule, Jessop, and others in West Bengal. Public leadership needs emphasis because PSUs are the largest employers in India, control the most substantial asset base that must offer a return to both employees and other stakeholders. This paper is about the emergence of public leadership in an oil PSU, through the person of the HR Director. Under his leadership since 2015, the oil company has demonstrated to the oil sector in India that "entrepreneurship" can be nurtured by implementing policies and practices of leader‐development that are at par with global high‐tech manufacturing and fast moving consumer goods multinationals. Finally, emerging into an era that is "Make in India," public leadership in PSUs will be called upon to deliver a return on equity that does not undermine and is not in conflict with the delivery of public good in a nation that struggles to bring BPL under control. [ABSTRACT FROM AUTHOR]

This paper examines the Trait Emotional Intelligence (TEI) of business school students using the Trait Emotional Intelligence Questionnaire-Short Form (TEIQ). The primary objective of the research is to study the wellbeing, self-controlemotionality, and sociability of students in a various business schools and to identify the differences in students' emotional intelligence (EI) with regards to students' undergraduate (UG) degree, family type, work experience, brought up place and gender. This survey was carried out among the MBA students of a various B-schools in India and data were collected from 141 respondents. The researchers employed T-Test & one-way Anova to test all variables using descriptive statistics for better understanding. Many researchers proved that emotional intelligence helps in successful leadership irrespective of domains. Researchers strongly believe students who pursue management degrees will one day become business leaders. Therefore, there is a scope in EI for business students. Many research papers on EI for leaders have been published but only few have been published on EI for business students. One of the results from this study shows that students who brought up in semi urban cities exhibit significant differences in wellbeing factor of TEI. [ABSTRACT FROM AUTHOR]

Traditional management approaches is becoming outdated in this constantly changing competitive world. This change will lead to change in organizational structure and leadership practices. The significance of transformational leadership is growing day by day as the change is becoming inevitable in the life of today's organization. This paper attempts to study the transformational leadership in large Indian banks. The paper will examine different factors of transformational leadership. The paper also explain the different factors idealized influence, inspirational motivation, intellectual stimulation and individualized consideration are positively and significantly correlated with each other. [ABSTRACT FROM AUTHOR]

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.Findings This article helps to understand the mind-set and leadership qualities of leaders hailing from family-run businesses in India.Practical implications The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations.Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format. [ABSTRACT FROM AUTHOR]

Background: The proportion of patients with controlled hypertension (< 140/90 mmHg) is very low in India. Thus, there is a need to improve blood pressure management among patients with uncontrolled hypertension through innovative strategies directed at health system strengthening., Methods: We designed an intervention consisting of two important components - an electronic decision support system (EDSS) used by a trained nurse care coordinator (NCC). Based on preliminary data, we hypothesized that this intervention will be able to reduce mean systolic blood pressure by 6.5 mmHg among those with uncontrolled blood pressure in the intervention arm compared to the standard treatment arm (paper-based hypertension treatment guidelines). The study will adopt a cluster randomized trial design with the community health center (CHC) as the unit of randomization. The trial will be conducted in Visakhapatnam district (southern India). A total of 1876 participants aged ≥30 years with high blood pressure - systolic blood pressure (SBP) ≥ 160 mmHg or diastolic blood pressure (DBP) ≥ 90 mmHg will be enrolled from 12 CHCs. The intervention consists of trained NCCs equipped with an evidence-based hypertension treatment algorithm in the form of the EDSS with regular SMSs to patients with hypertension to promote hypertension treatment and blood pressure control for 12 months. The primary outcome will be difference in the mean change of SBP, from baseline to 12 months, between the intervention and the standard treatment arm. The secondary outcomes are the difference in mean change of DBP; difference in the proportion of patients with controlled blood pressure (< 140/90 mmHg); difference in mean change of fasting blood sugar, HbA1C, eGFR, and albumin to creatinine ratio; difference in the proportion of patients visiting the CHC regularly (number of actual visits to the CHC/number of visits suggested by the EDSS > 80%); difference in proportion of patients compliant to anti-hypertensive medication/s; cost-effectiveness of intervention versus enhanced care. All the outcomes will be assessed at 12 months., Discussion: The study is expected to provide evidence on the effectiveness of NCC-led, EDSS-based hypertension management in India and can likely offer an exemplar for improving cardiovascular disease (CVD) management in India within the resource-constrained public healthcare system., Trial Registration: ClinicalTrials.gov, ID: NCT03164317 ). Registered retrospectively on 23 May 2017 (first patient enrolled on 6 April 2017) because the authors did not receive a response to their original registration submission (5 January 2017) to the Clinical Trial Registry - India (CTRI).

Purpose: The purpose of this paper is to examine the cost leadership competitive strategy's (CLCS) impact on firm performances and the mediating role of quality management (QM) practices in the context of micro, small and medium enterprises (MSMEs). Design/methodology/approach: A structures questionnaire data collected from 245 ISO 9000 certified MSMEs in India (65.1 per cent of response rate) have been utilised to understand the CLCS's impact on firm performances. In the first step, the data adequacy tests were performed to check the reliability and validity of the questionnaire and survey data. After that, the partial mediating model (direct, indirect and total effect) along with structural equation modelling approach was employed to test the research hypotheses. Findings: The study results revealed that no direct relationship exists between the CLCS and firm performances (0.12<β<0.13; p>0.05); however, QM practices entirely mediated their relationship (β=0.73, p<0.01). Among eight model parameters, with highest total effects on product quality improvement (β=0.6264) and process improvement (β=0.6028), the continuous improvement secured the rank 1, followed by information and analysis (β=0.2334) and supplier management (0.1839), respectively, at p<0.05. Based on the empirical results, it can be concluded that the continuous improvement via proper information and data analysis is the key to achieve CLCS's goal in the MSMEs. Research limitations/implications: The study results' generalisation towards the large organisations is limited. The survey result findings applicability to other developing countries should also be treated with caution because the Indian Government subsidised the MSMEs selected for this study. The study results will help managers in implementing CLCS at the organisational level. The successful implementation will facilitate a competitive advantage in the local market and will motivate them to think globally. Originality/value: The research observation and findings are expected to contribute to the strategic management in manufacturing industries. The study also confirms the existence of strategic management in MSMEs in a developing country. Furthermore, the major contribution is to understand the mediating role of QM practices, especially continuous improvement effect on the relationship between CLCS and firm performances in a developing country. The results indicated that the CLCS is only possible when the managers in the manufacturing sectors emphasis on the QM practices in their firms. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to check the effects of empowering leadership on job performance of employees through the mediation of psychological empowerment. Design/methodology/approach: Primary data were gathered from 418 Indian banking employees. Statistical techniques like factor analysis, multiple regressions and bootstrapping via PROCESS were used to analyze the data. Findings: Initially, the results of multiple regression analysis revealed that empowering leadership behaviors have positive influence on psychological empowerment and job performance of subordinates. Further, bootstrap analysis revealed that the individual dimensions of psychological empowerment serially mediate the effects of empowering leadership behaviors on subordinates' job performance. Research limitations/implications: The study indicates that the empowering leadership style is not applicable to Western culture only, but it is also very effective in high power distance cultures like of India. The major limitation of the study is that the data have been gathered from a single source. This may lead to common method variance. Practical implications: In banking context, empowering leadership can improve the performance of employees by means of psychological empowerment. Training should be provided to organizational leaders in banks with special focus on facilitating the empowering behaviors among them. Originality/value: The research studies on measuring the effects of empowering leadership on job performance through mediation of psychological empowerment are very limited. [ABSTRACT FROM AUTHOR]

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Purpose - The purpose of this paper is to highlight the corporate and non-corporate leadership practices in India, the effect of culture on such practices and how these drive management philosophies. Design/methodology/approach - Semi-structured interviews were conducted with CEOs from India. A key finding was that Indian leadership shares some aspects of global leadership traits, but factors such as culture and religion are significant influences on their leadership style and philosophy. Findings - The findings are helpful to both practitioners and policy makers seeking to understand the leadership style of Indian CEOs. Originality/value - Many qualities of a good leader, as defined by Indian CEOs were derived from the Hindu mythology (Bhagvad Gita, Mahabharata, Ramayana and the four Vedas). [ABSTRACT FROM AUTHOR]