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To date, student issues with Massive Open Online Courses (MOOCs) have only been explored in context‐specific environments. Mainstream problems such as declining student motivation during a course, massive student dropout rates, accountability, user experience, etc., persist due to the permutations and combinations of these issues. Literature is replete with a deep understanding of such problems, but the causal relationships among these issues are less focused upon. We delve into these problems by studying the interrelations among student issues that cause such problems. Garnering insights from students (N = 149) and using Total Interpretive Structural Modelling with Polarity (TISM‐P), the study has established direct and transitive relations among nine detrimental MOOC‐related student issues. The results of the study depict clear positive, negative and transitive relationships between the student issues. Matrice d'Impacts croises‐multipication applique' an classment (MICMAC) analysis was also used to assess the driving and dependence power of all issues that further allowed the model to trace out negative and positive pathways of influence. The model constructed in the study will provide a platform for future research to test these interconnections as independent factors affecting problems such as dropout rates, motivation, etc. Therefore, the TISM‐P model could further be explored to understand the behaviour of such issues, which might have far‐reaching consequences on major existing problems with MOOCs. [ABSTRACT FROM AUTHOR]

Women talent in India is available in plenty and are joining the workforce in numbers. The bone of contention remains that a handful of them are able to get elevated to senior positions. Even then they are offered discounted roles, allowing only male executives to compete for top management positions. The paper attempts to identify and do an in-depth review of the barriers limiting the career scope of women in management in India. Further stakeholder approach is suggested in the paper in which woman as an individual along with society, organisation and government are identified as four different stakeholders collectively responsible to groom and retain women's talent.

Purpose The purpose of this study is to find the effect of Innovative HR practices (IHRPs) on the organizational commitment and turnover intention of employees working in Life Insurance sector in India. [ABSTRACT FROM AUTHOR]

Purpose – The purposes of this paper is to first explore, and describe positive discretionary risky-service behaviour (DRSB) of customer-contact service providers in relational context and second to model the antecedents of such actions. Design/methodology/approach – Employed an exploratory qualitative approach and purposive sampling. The authors gather data from field interview of 35 relationship managers in private and public banks in India. Grounded theory method using analytic induction approach was employed. Findings – Existing studies and field interviews are used to forward the notion of “DRS behaviour” denoting employee service behaviour that is discretionary as it is work beyond what could reasonably be expected from an employee's job role and risky in a sense that it is outside the specific rules and processes incorporated in the formal service process document. Data reveal the existence of DRS behaviour in banks. A definition of DRS behaviour is forwarded and a range of antecedents proposed. Research limitations/implications – To explore the generalizability of results replications among bank employees (relationship managers) in other countries (with more regulatory banking environments) required. While the exploratory data suggest the general antecedents of DRS, the specific propositions have not been tested. Practical implications – The paper includes implications for the management and advancement of employee-customer relationship such as employee's traits, reward structure, and system for monitoring employee-customer relationship strength. Originality/value – The main contribution of the study is relationship antecedent, which may be taken as a starting point for relationship advancement research. [ABSTRACT FROM AUTHOR]

This research work examined various aspects of Human Resource (HR) practices of Delhi-based banks in the context of Knowledge Management (KM). Along with it, KM tools such as after-action reports, brainstorming and group discussion, artificial intelligence, database and web-base, and expert system that are perceived to ignite a spark in the employees to share their knowledge in the organization were also examined. The current research is an empirical analysis of responses obtained through a structured questionnaire dealing with HR practices and KM tools from 84 respondents of 13 commercial banks (4-Private, 5-Public, 4-Foreign). The analysis of data indicates that out of 11 HR practices studied, only 4 focused on the knowledge-sharing behavior of employees and KM tools were found complementing these practices. [ABSTRACT FROM AUTHOR]