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Responsible leadership (RL) is becoming prominent and a new concept with growing interest as a creator of value-based relationships with all the stakeholders within and outside the organization. The traditional outlook of RL is where a leader was portrayed as a powerful individual demarcated significantly from the rest of others in the organization in terms of knowledge and capability. We emphasize the role of leadership that changed the business view from a shareholder concept to a wider relationship of all the stakeholders for economic, environmental and societal advancements. RL is built on an ethical framework and our approach towards the necessity of leadership is in terms of responsibility and accountability for organizational sustainability and overall development. Finally, a conceptual model is proposed on RL, describing the multiple dimensions leading to the outcomes in the changing business world.

In the recent decade there is a developing interest of people getting attracted towards social entrepreneurship. So, what is social entrepreneurship? It is the process of applying innovation and business expertise in a non-profit sector by having a social objective and creating a social value. While on the other side there is commercial entrepreneurship which is vastly found, it is the process of applying various techniques to increase profit and wealth of an individual. This paper is to measure, analyze and interpret the intention of the budding generation towards social entrepreneurship as the earth have attained a position where the environment, society and the survival of fellow humans is at stake rather than considering profit and economic growth as important. There is also a trait based analysis, considering the big 5 personality traits such as openness, extraversion, agreeableness, neuroticism and conscientiousness and it natural affect on their inclination towards this.

Women in IT industry is concentrated more in the lower management level and encounter a glass ceiling which is a hindrance as they climb up the career ladder to top management level. This study presents about the glass ceiling factors that affect the career advancement of women in IT industry in India. This study attempts to identify factors which contribute to the glass ceiling which affect women career advancement. Several factors were identified while reviewing the literature; they are personal factors, organizational factors and societal factors. It also aims at finding out which factor from the identified factors contribute more hindrance to the career advancement opportunity for women. Conceptual model is designed based on the information from literature review; whole study is structured based on this conceptual model. Data is collected by floating a questionnaire to the women employees working in IT companies in India. Sample consists of 57 female employees from different IT companies who are in middle level management and in senior level management. From the analysis of the data collected, it is seen that societal factors contribute more hindrance to the women in advancing their careers, women perception about themselves and management perception about women reaching higher position also plays an important role.

Internet applications, social media and sedentary lifestyle followed by individuals put a lot of stress on Gen Y and Gen Z individuals. This study seeks to find out what these individuals think they are capable of which is an individual's self-efficacy, with respect to gender, age and educational qualification, using subjective evaluation questionnaire which would enable the respondents to evaluate the questions posed and respond according to their perception. This study was done on students who about to become a part of the workforce in the near future. The study was aimed at finding meaningful relationships between students' overall quality of life and self-esteem with self-efficacy and it was found to be positive. The other factors-age, gender and educational qualification that were considered in the study failed to show considerable significance with self-efficacy, as self-efficacy was found to have negligible variation with respect to those factors.

In today's world both individuals and the organisations have tough time in bringing work-life balance. In organizational perspective, a high standard of work–life balance is essential to continue attracting and retaining its employees; while at the individuals perspective it has a positive impact on attitude, behaviour, and commitment towards both professional and personal life. Work-life balance has become an on-going challenge in contemporary times. Though work-life balance is discussed for various decades and measured with different dimensions, this is high time to measure work-life balance in accordance with present lifestyle. Here comes the role of internet which is twisted with every human being in day to day activities. Internet without social media is unimaginable. Usage of social media results in both productive and unproductive behaviour. Therefore this is a study to measure the usage of social media in personal life and professional life on work-life balance. It is found that social media usage in professional life has more impact on work-life balance which caused due to pre-occupation with social media in workplace.

Friendships play a role in different aspects of our life. These friendships within organisations might hinder or facilitate both the organisational and employee functioning. There are various degrees of friendships found in organisations. The different degrees have different roles in functioning of the organisation. Therefore, this paper tries to find out the different degrees of friendship that exist in organisations and their effect on the employee's job commitment and intention to leave. The different levels of friendships studied in this paper are "work spouse, special peer, collegial peer and information peer". The study aims to find out the prominent types of friendships that exist in the workplace and to determine the influence of different types of friendships on the employee's job commitment and intention to leave. A questionnaire was constructed using a friendship scale, commitment scale and intention to leave scale. The samples for the study are professionals who are working in the service industries. Snowballing and convenient sampling technique was used to collect data.