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Purpose This paper aims to investigate the relationship between employer branding (EB) and talent retention. The paper also analyses the mediating role of employee engagement in the association between EB and talent retention. Design/methodology/approach Partial least square structural equation modelling has been applied to carry out the analysis. The findings are based on the perceptions of IT professionals (n = 397) to assess the interrelationship between EB, employee engagement and talent retention. Findings The paper gives empirical insights on how employee engagement helps promote employer value offerings to the employee, which helps in the successful retention of employees. The results indicate that employee engagement partially mediates the association between EB and talent retention. Practical implications This study provides a clear direction to a diversity of practitioners working in IT firms. Building and maintaining sympathetic and emotional connections with co-workers, team leaders and higher managerial employees can help increase employee engagement. The findings can help business planners and managers focus their efforts on employer brand elements for successfully involving their workforce. Originality/value Authors believe this study is one of its kind to test the association between EB and talent retention mediated by the engagement level of employees. The present research study will help future academia delve into how EB can significantly impact the engagement and retention of existing employees.

PurposeIn recent years, organizational agility (OA) has garnered significant attention from the academic community. Despite a substantial rise in the academic literature on OA, the nuanced understanding of OA among academicians, practitioners and policymakers is limited. To address this research gap, the current study attempts to synthesize the academic literature on organizational literature, understand the evolution of OA literature and state the potential research gaps that may open multiple research avenues.Design/methodology/approachThe current study critically evaluates academic literature published in peer-reviewed journals using the bibliometric approach to map the intellectual structure of identified 224 articles on published literature on OA between 2001 and 2022.FindingsThe findings outline OA's evolutionary trend, most prolific authors, journals, affiliations and countries. Further, network analysis is deployed to unearth prominent OA themes. After that, four key themes of OA from each cluster have been identified and evaluated.Research limitations/implicationsThe study is based on the literature drawn from the SCOPUS database. Although the SCOPUS database is one of the largest databases, the authors believe that the SCOPUS does not contain some publications that might have offered some different insights. Secondly, the bibliometric analysis does not offer the opportunity to provide critical insights into published literature, which is one of the main limitations of bibliometric-based studies. However, despite some of these limitations, the authors believe that the study is a useful guide for scholars, practitioners and policymakers who do not have much information related to OA literature.Originality/valueThis article provides a pioneering review of the OA literature using bibliometrics and network analysis. The results and potential directions for further research may assist researchers in increasing the relevance of OA in the current uncertain and ambiguous environment.

PurposeThis study aims to explore the relationship between work–life balance and employee retention by examining the mediating role of psychological empowerment among software firms based in India.Design/methodology/approachThe study collected 283 responses by using a structured questionnaire and interview method. Structural equation modeling (SEM) was used to validate the hypothesized research model for examining the consistency and sturdiness of the study variables by applying AMOS 20.FindingsThe result reveals that psychological empowerment partially mediates the relationship between work–life balance and the retention of professionals. This indicates that a high degree of psychological empowerment strengthens the relations between work–life balance and the retention of professionals.Research limitations/implicationsThe research outlined a best-fit model of psychological empowerment as a partial mediator among work–life balance and the retention of professionals. The study presents a set of sensible and practical aspects where work–life balance and retention of professionals can aid in developing and generating commitment to the organization which could offer new insights for software professionals, managers and practitioners.Originality/valueThis study emphasized that psychological empowerment helps in enhancing dedication, loyalty, integrity, allegiance and trustworthiness among employees, thus playing a role between work–life balance and the retention of professionals.

PurposeThis paper aims to examine the drivers of employee creativity and organizational innovation empirically. And to study how employee creativity significantly impacts organizational innovation in a highly competitive market.Design/methodology/approachThis study is grounded in positivism philosophy. The theoretical model is grounded in the dynamic capability view (DCV) and further developed ten hypotheses and sub-hypotheses. To test our research hypotheses the authors utilized psychometric-based instruments. The authors obtained 575 responses from the automobile industry in India after multiple follow-ups. The data were utilized to check the construct validity and tested the authors’ research hypotheses using the co-variance-based structural equation modeling (SEM) tool (IBM SPSS AMOS 20.0).FindingsThe results support the authors’ research hypotheses. The findings of this study conform to the previous findings of the scholars which is an important aspect of the study. In the past various scholars have made an attempt to reproduce the results in different contexts. In a way, it helps to build confidence in the scientific merit of the results. It may be considered as an incremental contribution to the literature but it helps establish confidence in the theory of creativity and innovation.Practical implicationsThe results offer a nuanced understanding to the practitioners and policy makers to understand “what” and “how” to improve employee creativity that plays a significant role in organizational innovation.Originality/valueThis study is an attempt to examine how the theory of creativity and innovation can be embraced by the Indian automobile industry.

Purpose The purpose of this study to understand the effects of training and creativity on organizational innovation under the moderating influence of the organizational climate. Design/methodology/approach The theoretical model is grounded in the contingent resource-based view. To test the research hypotheses, this paper has gathered the cross-sectional data using a single informant pre-tested questionnaire. The data were collected from respondents working in Indian automotive manufacturing organizations. The data were further tested for the normality criteria followed by hypotheses testing using co-variance-based structural equation modelling Statistical Package for Social Sciences (SPSS), 2010. Findings The relationship between training and organizational innovation was leveraged by employee creativity, which acts as a mediator between the two. Moreover, the organizational climate augments the mediation process by coherently creating a positive moderating influence. Practical implications This study provides prospective insights to management leaders and practitioners by establishing how training can bring about positive change in the innovative front of the organization. It also offers keys to the organizations for an active engagement of the employees through a supporting climate conducive for harnessing of individual creativity and innovative potential. Originality/value This is the first endeavour made to examine the moderated mediation influence of organizational climate on training and employee creativity, by studying the mediating effect of employee creativity between training and organizational innovation.

PurposeThis study aims to explore and validate the antecedents of employer branding (EB) and assess their impact on EB measures taken by Indian information technology firms while promoting themselves as an employer of choice.Design/methodology/approachThrough the method of content analysis of the EB literature published between 2010 and 2020, a total of 77 research articles that were published in various eminent sources, including papers 11 papers from Elsevier, 28 from Emerald, 12 from Taylor and Francis, 8 each from Wiley and Sage and finally 10 from Springer, were chosen for the final analysis. The results were confirmed through confirmatory factor analysis using structural equation modelling.FindingsThe analysis revealed the significant themes of the content: the primary antecedents of the EB, i.e. compensation and benefits, career opportunities, work–life balance, work environment and corporate social responsibility. The findings proposed that the employees working in the IT firms are more concerned about the compensation package, work–life balance and work environment. The study also suggested that employees love to work for organizations that benefit society and the environment.Originality/valueThe study emphasized the identification of the antecedents which are vital in impacting the organization’s EB strategy. The study suggested that corporate social responsibility, compensation and benefits and work–life balance are a few of the important antecedents that play a crucial role in engaging and retaining the existing talented employees in IT firms. Through the EB strategy, the firms can differentiate themselves from their competitors.

Biological invasion is one of the most sensitive modern–day research problems which has grabbed a lot of attention of several plant and animal scientists globally. Our study has addressed the current extent of habitat suitability of Lantana camara L. and its possible future expansion using MaxEnt model in three climatic years 2050, 2070 and 2080 under two representative concentration pathways (RCP 4.5 and 8.5) in Koraput district of Odisha. A total of seven environmental variables out of total of 23 including 19 bioclimatic, 03 topographic and 01 land cover change variable were taken as the predictors due to their lesser Variance Inflation Factors (VIF) scores to avoid multicollinearity. Slope and Minimum temperature of coldest month (MTCM) contributed the most towards the MaxEnt modelling process. The overall results predict drastic range expansion of Lantana camara L. with the trends 6902.28 km2

PurposeThis paper aims to examine the moderating role of organizational learning culture (OLC) on the relationship between human resource development (HRD) practices and employee competencies (EC) in enhancing organizational effectiveness (OE).Design/methodology/approachAn integrated research model of HRD practices, EC, OE and OLC was developed. The validity of the model is tested by applying structural equation modelling (SEM) approach to data collected from 506 employees working in 4 medium-size cement manufacturing companies.FindingsThe results confirmed that training and career development had a significant impact on EC, the moderating effect of OLC on the relationship between HRD practices and EC was found significant and there is a significant and positive relationship between EC and employee perceived OE.Originality/valueThis paper contributes to the HRD literature, integrating HRD practices, OLC and EC. The research is unique as it has applied moderated SEM to test hypotheses of the study.

Large-scale surface mining are the major causes for ecological disaster at the landscape level, but ecological restoration in post mining areas offers an opportunity to re-develop an ecosystem. The present research programme was undertaken in Panchapatmali Bauxite Mines in Koraput district of Odisha which is one of the biggest mines in Eastern Ghats ecoregion. The above ground biomass (AGB) and soil parameters inside and outside the mines (natural forest) were compared and their interrelationships were also tested at 1% level of significance. For the three dominant species Pinus insularis, Eucalyptus hybrid and Samenia saman, the regression coefficient (R2) values for AGB were significant with respect to DBH (R2 = 0.80–0.90), height (R2 = 0.35–0.76) and with basal area (R2 = 0.90–0.96). Species wise, maximum biomass was shown by Pinus insularis followed by Eucalyptus hybrid and Samenia saman which reveals that exotic species have overruled the indigenous species in the plantation areas. An accurate cokriging geospatial model with minimum errors predicted the AGB values to range from 45.6 to 416.4 t/ha compared to the observed biomass range 5.90–507.06 t/ha through the developed regression equation y = 1.003x + 0.24. The overall AGB of the reclaimed area was at par with the natural forest outside the mines. Increasing the pH level of soils, planting indigenous species and increasing green ground cover species will have lesser negative competition with the trees in the reclaimed zone that can restore the fragile ecosystem.

Present study focuses on the carbon sequestration potential of five dominant mangrove species (Avicenia marina, Avicenia officinalis, Excoecaria agallocha, Rhizophora mucronata and Xylocarpous granatum) in Bhitarkanika and Mahanadi mangrove ecosystem. Water and soil parameters were sampled and analyzed for 10 selected stations along with aboveground biomass (AGB) and aboveground C (AGC) values. AGB value in the study area ranged from 15.00 ± 2.12 to 70.09 ± 6.68 tha−1 for A. marina, 26.13 ± 3.19 tha−1 to 616.94 ± 50.15 tha−1 for A. officinalis, 3.56 ± 0.96 tha−1 to 98.66 ± 5.24 tha−1 for E. agallocha, 7.06 ± 2.21 tha−1 to 224.41 ± 21.20 tha−1 for R. mucronata, and 0.64 ± 0.21 tha−1 to 6.25 ± 1.52 tha−1 for X. granatum, respectively. AGC value ranged from 7.63 ± 1.08 to 35.65 ± 2.63 tha−1 for A. marina, 1.73 ± 0.01 tha−1 to 280.83 ± 21.29 tha−1 for A. officinalis, 1.64 ± 0.41 tha−1 to 44.95 ± 2.53 tha−1 for E. agallocha, 3.44 ± 1.45 tha−1 to 114.05 ± 10.29 tha−1 for R. mucronata and 0.31 ± 0.10 tha−1 to 3.25 ± 0.31 tha−1 for X. granatum, respectively. The average SOC values in tha−1 varied from 3.52 ± 0.12 to 7.71 ± 0.45. The total carbon (AGC + SOC) calculated for the study area varied from 55.20 ± 7.90 to 330.41 ± 111.97 tha−1 with a mean total carbon of 124.11 ± 30.14 which is equivalent to 455.47 ± 110.56 tons of CO2. Considering the total area of Bhitarkanika and Mahanadi mangrove ecosystem (672 + 141,589) to be 142,261 km2, the mean CO2e be 455.47 ± 110.56 tones, it is approx. 64,795,617.67 ≅ 64.80 TgC that were absorbed from the atmosphere, thus reducing the amount of carbon dioxide from the atmosphere.

Purpose The purpose of this paper is to examine the impact of organizational justice and conflict management on employee relations (ER) through the mediating role of climate of trust. Design/methodology/approach This study was conducted with a sample of 331 employees working in a power transmission unit of Odisha. Data were collected by administering a structured questionnaire and analyzed using structural equation modeling (AMOS 20). Findings The results reveal that climate of trust plays the role of a partial mediator between organizational justice and ER and conflict management and ER. Also, it was found that organizational justice, conflict management and climate of trust are the positive and significant predictors of ER. Research limitations/implications The study was confined to a single state-owned power transmission unit of an Indian state, which restricts its generalizability. The research would benefit from exploration in alternative units. Practical implications This scholarly work may encourage managers and decision makers to develop trust building climate by focusing on organizational justice and conflict management to flourish an environment of harmonious ER, furthermore to formulate effective strategies for cultivating facilitative work environment to enhance positive attitude among the employees to challenge future goals. Originality/value The research is exclusive in determining the influence of organizational justice and conflict management on ER through the mediator of climate of trust in the new perspective of the power sector that provides empirical evidence to the extant literature.

Purpose This study aims to focus on examining the impact of transformational leadership on employee creativity to enhance organizational innovation through mediating effect of intrinsic motivation and the moderating effect of organizational culture on the relationship between employee creativity and organizational innovation in Indian automobile industries. Design/methodology/approach Responses were collected from engineers, managers and R&D professionals from car manufacturing and R&D units from southern India through a structured questionnaire. The data were analyzed using IBM SPSS version 20. The validity of the constructs and the theoretical model were confirmed by applying structural equation modeling approach using IBM SPSS Amos version 20. Findings Empirical findings proved that transformational leadership has a positive effect on employee creativity, as mediated by intrinsic motivation. Studies also revealed that employees tend to exhibit higher creative potential when they are exposed to a higher degree of distinct shared assumptions, values and beliefs, which governs their behavior in an organization. Research limitations/implications As research was carried out in Indian automobile manufacturing and R&D units, it cannot be generalized across the broader range of sectors and international environment. Originality/value This research is unique in its attempt to empirically test the moderating effect of organizational culture in enhancing organizational innovation in Indian automobile industry.

Purpose The purpose of this paper is to investigate the influence of HR interventions (rewards and incentives, training, organisational learning) on employee creativity to enhance organisational innovation in connection to the Indian automobile industries. Design/methodology/approach The study examined 258 valid responses of middle-level and top-level executives working in four wheeler automobile manufacturing units, and research and development units constituted in Southern India. The hypothesised model’s validity was tested through structural equation modelling (SEM). The confirmatory factor analysis established the reliability and validity of the dimensions and the related hypotheses were tested by using SEM. Findings The findings illustrate that HR interventions have an impact on employee creativity which helps in enhancing organisational innovation. Originality/value The research is unique in its attempt to measure the creativity of an individual for organisational innovation by combining the existing scales of employee creativity. The paper contributes to the HR literature by incorporating HR interventions and employee creativity into a research model that enhances organisational innovation.

Purpose The purpose of this paper is to examine how creative self-efficacy and physical work environment mediate and moderate the relationship of transformational leadership with employee creativity and organizational innovation. Design/methodology/approach The data were collected from 254 managers working in two major automotive manufacturing units in India. The survey response rate was 81.9 percent. The data were analyzed using structural equation modeling. Findings The study findings suggest that transformational leadership augments employee creativity. The authors show that employee creative self-efficacy acts as a mediator and physical work environment as a moderator in the relationship between transformational leadership and employee creativity. Originality/value The study contributes by examining mediating and moderating influences in the relationship between transformational leadership and employee creativity. The data were collected from an important industry in a large, emerging economy that has received much less research attention relative to its size and significance.

Purpose The purpose of this paper is to examine the impact of team building and employee empowerment on employee competencies and examine the moderating role of organizational learning culture in between these relationships. Design/methodology/approach An integrated research model is developed by combining resource-based view, signalling theory and experiential learning theory. The validity of the model is tested by applying moderated structural equation modelling (MSEM) approach to the data collected from 653 employees working in cement manufacturing companies. The reliability and validity of the dimensions are established through confirmatory factor analysis and the related hypotheses are tested by using MSEM. Findings The findings suggest that organizational learning culture significantly strengthens the relationships of team building and employee empowerment on employee competencies. Research limitations/implications The research is undertaken in Indian cement manufacturing companies which cannot be generalized across a broader range of sectors and international environment. Practical implications The findings of the study have potential to help decision makers of manufacturing companies to develop strategies which will enable them to improve employee competency, to formulate effective human resource development interventions and to enhance the capability of the employees to achieve desired goals and objectives of the organization. Originality/value The research is unique in its attempt to combine three frameworks to build a new theoretical model explaining the importance organizational learning culture along with team building and employee empowerment.

Purpose The purpose of this paper is to explore the significant predictors that have an impact on cultivating an environment of positive employer–employee relations in power sector organization. Design/methodology/approach Primary data were gathered by administering a structured questionnaire among 154 respondents (executives and non-executives) of a state-owned power sector of India. Exploratory factor analysis and multiple regression analysis were employed for statistical analysis of the data using SPSS (version 20). Findings The analysis used a total of 17 independent variables, and only three factors were extracted, namely organizational justice (OJ), employee empowerment (EE) and conflict management (CM), and established as the significant predictors of employee relation (ER). The proposed hypotheses were found to be statistically significant. Practical implications This scholarly endeavor provides plausible insights regarding the predictors vital for nurturing harmonious ER in power sector undertakings. It becomes highly imperative for both managers and academicians for developing strategies to cultivate a facilitative work environment to generate contented and competent workforce that can confront the challenging business world. Originality/value This work is a distinct manifestation of exhibiting quality relationships among the organizational entities by integrating the association of OJ, EE and CM for flourishing cordial employee relations (ERs) in the new perspective of power sector.

PurposeThe purpose of this paper is to examine the impact of organizational climate, physical work environment and organizational encouragement on enhancing employee creativity in the Indian automobile industry.Design/methodology/approachThe study used descriptive research design. Through a stratified random sampling method, the authors collected 250 valid responses which were considered suitable to carry out the study. Structural equation modeling was used to validate the hypothesized research model, whereas confirmatory factor analysis was incorporated into the study to check the reliability and robustness of the constructs.FindingsThe results of the study indicated that creative instinct within the employees working in the automobile units becomes more profound when an organization provides a climate and physical work environment which is conducive to stimulate the creative thought process of the employees by encouraging its employees for exchanging ideas among themselves, which motivates them to think out of the box and subsequently foster their creative ability.Practical implicationsThis study incorporates measures that are essential in enhancing the creative ability of the employees working in the Indian automobile industry which can be tactically nurtured by these factors.Originality/valueThe findings add to the existing literature by developing visions and enumerating how organizational climate, physical work environment and organizational encouragement enhances creativity within individuals in Indian automobile units.

Purpose The purpose of the paper is to explore the relationship between workplace empowerment and employee commitment with quality of work life (QWL) as a mediator in the case of private healthcare employees in India. Design/methodology/approach The study used a structured questionnaire to collect primary data from 279 employees of private healthcare units in India. AMOS 20 was used to analyse the data. Findings Results of data analysis confirm that the proposed hypotheses of the study were significant. Structural equation modelling revealed a best-fit model that demonstrated QWL to be a significant partial mediator between workplace empowerment and employee commitment. Practical implications This work provides a pragmatic view about the action mechanism through which workplace empowerment can aid in generating commitment among healthcare employees. The paper also offers insights for healthcare managers, administrators and practitioners. Originality/value The research is an attempt to integrate the employees as the core long-term assets of the healthcare system. The study establishes the triadic and symbiotic alliance of workplace empowerment, QWL and employee commitment in the novel context of healthcare.

The wave of change and rigorous competition has compelled the power sector to adopt a proactive resolution-oriented employee relations (ER) approach towards employee satisfaction and organizational performance. A cordial ER is based on fairness, trust and mutual respect and leads to motivated, loyal and high-performing employees and facilitates them to achieve the optimum results for their organization. Therefore, the study aims to examine the employer–employee relations prevalent in power sector. A structured questionnaire was administered to collect the data from a sample of 175 full-time working members including both executives and non-executives and were analysed using SPSS. For this study, a hypothesized research model was developed to investigate the relationship between drivers of ER and cordial ER. The regression analysis entails that the variables such as: interpersonal relationships, safe and healthy work environment, and employee welfare were significant predictors of cordial ER. The research will add practical insights for managers to realize the importance of these drivers of ER and to design appropriate strategies and policies for maintaining better ER.

Purpose The purpose of this paper is to examine the significant predictors of work-life balance (WLB) by highlighting the human resource interventions in IT industries. Design/methodology/approach Exploratory factor analysis and multiple regression analysis have been used to analyse the data by using the SPSS version 20. Primary data have been incorporated from 245 software professionals through a structured questionnaire from the IT industry in India. Findings The study examines nine independent variables that significantly envisage the dependent variables (WLB), among them only three factors are extracted such as training and development, teamwork and communication, and financial and non-financial rewards which were found to be significant predictors of WLB. The hypothesis as suggested for the study has been significant. Research limitations/implications This paper provides a practical interpretation about an overview of human resource interventions vital for better WLB in software organisations. It also provides insights to practitioners, IT managers and administrators for instigating these interventions. Practical implications The achievement of WLB is a delightful indulgence for professionals as well as organisations. It becomes indispensable for top management to focus on HR interventions for stimulating the degree of WLB. The study empirically categorizes the various interventions pivotal to improve the degree of WLB in the IT sector. Originality/value As there has been substantial research evidence exploring the work-life imbalance, its cause, effects and overcoming it through a balanced life is studied. This study has identified innovative insight of embracing employees and thriving commitment among employees through HR interventions which acts as a strong predictor for WLB. There are limited empirical traces in the Indian IT sector investigating the above context.

This study explores the antecedents for organizational change readiness for altering the status quo and empirically validates few potent tools which facilitate change. By drawing on change management literature, this study examines the influence of employee voice (EV) and employee involvement (EI) on commitment-to-change (CTC), considering the latter as a mediating variable in the relation between antecedent human resources practices (EV and EI) and organizational change readiness (OCR). Subsequently, the moderating role of transformational leadership was analyzed on these posited relationships. The hypotheses proposed in the research model are tested on a sample of 516 employees from an Indian public sector organization, applying Baron and Kenny’s (1986) technique for establishing mediation and Ping’s approach to moderated structured equation modeling for moderation. The findings suggest that CTC partially mediates the relationship between EV and OCR, but it does not mediate between EI and OCR. Likewise, the study results also empirically validate that the relationship between EV and CTC is enhanced if leadership is transformational, also the hypothesis positing the moderating role of transformational leadership between EI and CTC was supported.

The business intelligence (BI) has been often touted as a game-changer especially during the pandemic crisis. Although most managers are familiar with BI and agree that, it should be operationalized across their organizations. The BI is not well assimilated throughout adopting organizations. Rooted in institutional and upper echelon theories, this study proposes a theoretical model aimed toward explaining BI assimilation. We surveyed 174 respondents occupying leadership positions from174 auto-components manufacturing firms in India to gather data. The findings suggest that normative and mimetic (but not coercive) factors significantly influence top leader’s commitment to the BI initiatives. We found that the commitment of the top leaders influences the assimilation of BI via acceptance and routinization. Our study is an attempt to address the previous research calls related to BI assimilation. The findings of the study inform the information management scholars via theory-based research on phenomena related to post-adoption BI diffusion during a pandemic crisis. Practitioners can utilize the results of our study to design their policies that help assimilate BI such that forecasted benefits can be fully realized during an uncertain time.

Purpose The purpose of the study is to examine the impact of human resource development (HRD) interventions on organizational effectiveness by means of employee competencies which are built by some of the selected HRD interventions. Design/methodology/approach An integrated research model has been developed by combining the principal factors from the existing literature. The HRD interventions chosen are training, performance management and career management (development). The validity of the model is tested by applying structural equation modeling (SEM) approach to the information collected from 290 executive and non-executive employees working in two medium size cement manufacturing companies. The reliability and validity of the dimensions are established through confirmatory factor analysis (CFA) and the related hypotheses are tested by using SEM. Findings The result indicates that the selected HRD interventions have an impact on building of employee competencies, which in turn is instrumental in improving organizational effectiveness. Research limitations/implications The research is undertaken in Indian cement manufacturing companies which cannot be generalized across a broader range of sectors and international environment. Practical implications The findings of the study have potential to help decision makers of manufacturing companies to develop strategies which will enable them to improve employee competency, to formulate effective HRD interventions and to enhance the capability of the employees to achieve desired goals and objectives of the organization. Originality/value The research is unique in its attempt to measure employee competencies for organizational effectiveness by combining the existing scales of individual competences. The article contributes to the HRD literature, integrating HRD interventions and employee competencies into a comprehensive research model that influence organizational effectiveness.

In this paper, a model is developed for a deteriorating item having exponential demand rate in the first part of the cycle and constant demand rate in the second part of the cycle with time variable deterioration rate. Time period of the cycle is obtained for maximum profit.

Today survival of any organization depends on its innovative efforts in process, management, and product. Several studies have been conducted by researchers, focusing on enhancing creative ability of an individual and flaring organizational innovation, but significantly less work has been done on boosting organizational initiative as an input which addresses the influence of it on increasing creative instinct of an individual and innovation at the organizational level. Pertaining to the harsher reality of competition, the study explores the association between organizational initiative and organizational innovation, focusing on the mediating effect of employee creativity. The study examined 250 valid responses of employees working in private automobile units. The ideation of the hypothesized research model illustrates that employee creativity partially mediates the association between organizational initiatives and organizational innovation. The integral mediating effect of employee creativity signifies that the organization should show optimism toward employee encouragement, training, and challenges to enhance creative instinct within an individual. This convenient form allows managers to take corrective action for fostering innovation in its product and service by augmenting individual’s creative approach. A model was developed, which may provide the practitioners a conceptual framework while developing a methodical approach toward organizational innovation.

Background The quality movement in health care has recognized better quality of work life (QWL) of employees as an important rubric for a health care organization’s performance. Health care employees are the front lines of the health care delivery system. However, studies on the QWL of private health care unit’s employees are limited. Methodology This research investigates the relationship between QWL, organizational performance (OP) and employee commitment (EC). A self-designed questionnaire was distributed to 300 health care employees. Out of which only 205 valid responses were received resulting in a response rate of 68 per cent from the survey. The data were analyzed using SPSS 20. Results The findings show that EC acts as a partial and a significant mediator in the relationship between QWL and OP. Mediation analysis was also conducted for each dimension of QWL, EC and OP to reinforce the results. Conclusions and Recommendations Findings can be used by health care units’ managers and policy makers to design and implement appropriate initiatives to improve QWL. Better QWL is the key to attract and retain qualified and motivated employees and can possibly lead to enhanced quality of services in health care organizations.

Purpose – Describes how, in a highly competitive environment, Larsen & Toubro attracts and retains its talent in a strategic way. Design/methodology/approach – Researches the firm’s various talent-management and leadership-training strategies. Findings – Reveals that 360-degree talent management is necessary to empower employees and to develop leadership capacities. Practical implications – Presents a framework for talent management and leadership development in a manufacturing business which can be recast to suit different organizational set-ups. Social implications – Explains that the company recruits many of its workers from rural India. Employees are recruited for their potential as much as for their existing skills. Originality/value – Describes a new dimension of talent management being practiced and its success in a manufacturing business.

Purpose – The purpose of this paper is to attempt to test a model of talent development interventions and find out the various factors which actually impact the process in a manufacturing concern. Design/methodology/approach – Multiple regression analysis is used to analyse the data and find the extent to which the variables considered are significant predictors of talent development. Primary data are collected from the respondents (executives) of two manufacturing units with the help of a structured questionnaire. A sample size of 200 is considered for extraction of data for the study. Findings – The results of the study highlight that six of the independent variables significantly predict the dependent variable. This paper identifies the most important factors which are found to be pivotal for the development of talent in the organizations considered for the study. Practical implications – Managing talent in the present competitive business scenario is one of the most vital issues in which HR professionals/practitioners are involved. It becomes imperative for top management to know about the various ways which can aid in proper development of talent. This paper empirically identifies the various strategic interventions which aid in the proper development of talent in manufacturing sector. Originality/value – While there are many papers tracing the talent development process and the various strategic interventions, there is a dearth of empirical research being done in this field in the manufacturing sector. This paper attempts to explore the developmental interventions in the manufacturing sector and adds new insights on an empirical basis.

Although corporate jargons like employee education, empowerment and communication are frequently used by the top management, it rarely translates into an inherent part of change management. Using organizational-level data from single site case study, an attempt has been made to impress upon the fact that these popular jargons when applied in true sense can become potent tools in managing people side of change successfully. On the basis of collection of responses from 516 respondents through a well-structured questionnaire, both executives and non-executives, a model for successfully managing change has been proposed and validated through structured equation modelling to indicate that people’s skill and competencies developed consistently through education to meet the emerging technological changes and challenges; their alignment, involvement and empowerment in respective areas of work and persistent communication significantly affect the outcome of change initiatives.

Purpose – The purpose of the study is to ascertain predictors for superior managerial performance with special emphasis on leadership and entrepreneurial competencies required in manufacturing units. Design/methodology/approach – The entrepreneurial and leadership competencies have been obtained from the existing literature to predict their impact on managerial performance. Primary data collected from the respondents (executives) of two manufacturing units by administering structured questionnaire. In total, 410 responses were obtained and analysed using the SPSS statistical software. Findings – A total of 15 independent variables were used in the study, only three factors extracted namely business knowledge, spirit of competitiveness and dimensions of leadership were found to be significant predictors of superior managerial performance. The proposed hypotheses for this study are found significant. Practical implications – The study identifies potential dimensions of entrepreneurial and leadership competencies that improve managerial performance. The research concentrates on identifying the most important aspects of these two competencies which are vital for superior managerial performance. Originality/value – This paper has clearly identified the specific entrepreneurial and leadership competencies that the executives can acquire to improve their performance within the organization.

Strategic human resource management (SHRM) is the process whereby management establishes an organization's long term direction, set specific performance objectives, develops strategies to achieve these objectives in the light of all relevant internal and external circumstances and undertake to execute the chosen action plan. This will emphasize the implementation of a set of policies and practices that will build an employee pool of skill, knowledge and abilities that are relevant to organizational goal. It is concerned with the planned human resource activities intended to enable an organization to achieve its goals by using ethical practices. SHRM focuses on human resources activities with organizational objectives. Strategic HRM objectives are identified according to business strategy. This study is an analytical one, which concentrates on the strategic human resource management practices in National Aluminium Company Limited (NALCO). The NALCO has been selected for the purpose of the study to draw a clear picture on the impact of strategic human resource management practices on organizational success. The study has explored various aspects of strategic HRM practices experienced by NALCO in the prevailing competitive environment through an in-depth empirical study based on primary data, which yields some valuable knowledge on the alignment of HRM practices towards survival and sustainability of the organization. More importantly, the gaps identified during the literature review were addressed in the empirical study. A model has been derived based on the hypothesized issues which finds it essential for the organization to come up with the initiatives towards employee training, fair compensation, cordial industrial relations to energize people towards the achievement of organizational objectives. Thus, strategic HRM practices when implemented in the true sense will help the organization to channelize individual and group efforts towards individual satisfaction and organizational prosperity by creating the sense of ownership.

PurposeThe purpose of this paper is to understand the ways and means of creating value and delivering it through people centric initiatives that look beyond technology and reach out to people as instruments in creating a profitable, harmonious and vibrant organization.Design/methodology/approachA case study illustrates strategies of a transformational leader to turnaround an organization, whose survival was at stake, with the help of employees by unleashing their potential and communicating the vision, goals, mission and financial health of the organization.FindingsThe paper presents practical case study material from Rourkela Steel Plant – an integral part of Steel Authority of India Limited. It gives a comprehensive picture of employee centric change interventions and reforms that were the epicenter of the turnaround strategies and helped the organization towards recovery and growth after incurring heavy losses. A set of carefully designed workshops provided the framework for the involvement, motivation and engagement of people, which led to the building of a customer responsive, quality conscious, responsible and committed organizational culture.Originality/valueThis paper ascertains some of the key initiatives for value creation and delivery by involving the vital resources of the organization as illustrated by the case study. It demonstrates a number of practical tools HR professionals can utilize to create a vibrant organizational culture that facilitates free flow of ideas and taps the energy, commitment and imagination of employees, in order to increase productivity, profitability and performance of the organization.

PurposeThe purpose of this paper is to illustrate the various performance management systems utilized by the manufacturing units.Design/methodology/approachThe paper reviews the performance management literature to extract the factors that would help to explain the effect of performance management system on manufacturing units.FindingsThis research revealed important issues and practices of performance management in manufacturing sectors.Originality/valueThe paper improves understanding of the different approaches utilized to manage and measure performance management system in the manufacturing sector.

Mergers and acquisitions are gaining momentum in various industries due to the globalization process. Nowadays organizations are spending a great deal of their financial resources for pursing this strategy and for attempting to create a competitive advantage over their competitors. Most of the mergers and acquisitions carried out within the organization seem to be effective both from a financial and strategic perspective but does not suffice to reach its objective, due to the inadequate skill, knowledge and experience of the team involved in the procedure. It is essential for the human resource management (HRM) executives to handle these situations with utmost care. The HR executives must be capable of handling such challenges during the merger and acquisition process. It is the responsibility of the HR executives to assure that the cultural and communication issues emerging before, during and after the mergers are taken into account. The effects of the merger and acquisition process on people must be analysed properly and its adverse impact must be reduced by implementation of adequate strategies by the HR professionals. This paper is focused on creating a conceptual framework to understand the strategic role played by the HR executives in the mergers and acquisitions process.

Purpose – The purpose of this paper id to observe how imaginative human resource (HR) management has helped overcome resistance and improve performance following the takeover of the Talcher thermal power station in Odisha, India, by central government’s National Thermal Power Corporation (NTPC). Design/methodology/approach – Explores how a performance-management system, training and employee-involvement schemes have helped to reconcile the workforce to working practices designed to increase production and return the plant to profit. Findings – This paper explains that HR is now run in a more codified and less capricious way. Practical implications – This paper reveals that the plant, which now provides one of the cheapest sources of thermal power in India, is contributing to the overall wealth of the state in which it is situated. Social implications – It examines, in particular, how employee involvement is helping calm workforce fears over restructuring. Originality/value – It provides the inside story of the turn-around at an Indian power plant.

In the post liberalization, privatization, globalization (LPG) era and technological changes, today's employee in the organization is treated more than an “employee”. The concept like employee engagement (EE) is rapidly gaining popularity in the workplace. In the 21stcentury many companies and research firms see engagement as a powerful source of sustainable competitive advantage. For organizational excellence, employee engagement is the mantra of success to achieve organizational goals and vision. Employee engagement is a winning formula for making organizational excellence. Organizations today are increasingly dependent on knowledge creation and human development for their optimal and sustainable growth. To meet the challenges resulting from global competitiveness, they need to demonstrate worldclass performance, re-examine the drivers of organisational performance through employee engagement. Human capital is a key asset distinctly different from other assets of the firms. It consists of employee's skills, competencies, commitment, motivation and loyalty, problem solving capability, innovation, knowledge and attitude. The human capital, if developed and nurtured appropriately by the organization, also drives organisations towards developing other assets or capabilities necessary for the organisational growth and development in recent times.

In today's changing and volatile circumstances, business organizations are continually thinking and rethinking about best possible alternatives to improve performance, and satisfy the demands of all stakeholders. For an organization to develop human capital working within, it will have to adapt this technique, and for is to be successful, they would first of all need to know the basic philosophy of this technique. This is where 360-degree feedback mechanism is playing a vital role in organizations through its ability to provide a structured, in depth information about current performance and what will be required for an individual in the future to be competent enough and relevant strategic developmental plans to be formulated. Organisations have adopted 360 degree feedback mechanism which will increase individual self-awareness, survival and sustainability of the corporates in the twenty first century.