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The present study reviewed gratitude at work articles published in Scopus database using bibliometric analysis to examine growth in gratitude at work publications and citations, most cited publications, most influential authors, articles, publishers, universities and countries. The extracted data were analysed and visualised with the help of two analytical tools, that is, the Scopus analysis and VOSviewer (version 1.6.16). It identified 273 publications referring to gratitude at work in title, abstract, or keywords. The keyword co‐occurrence highlighted four major clusters of workplace gratitude research: Psychological studies, Customer relationship management, Employees, and Ethics and spirituality. [ABSTRACT FROM AUTHOR]

Purpose - The study focuses on academic stress among the students due to insufficient efforts and intrapersonal conflicts amid the COVID-19 situation. The purpose of this study is to measure the mediating role of academic stress between life dissatisfaction and adequate steps and intrapersonal conflicts. Design/methodology/approach - The researcher had surveyed 729 students from the two states, including Haryana and Punjab and 716 responses were used for analysis. These respondents were approached in April-May 2020 to explore the impact of COVID-19. The questionnaire was prepared with the help of Google form, including 29 questions. Confirmatory factor analysis and structural equation modeling (SEM) were used to validate the research model and for testing the hypothesis. Findings - The findings indicate that intra-personal conflict and insufficient efforts have a significant positive relation with academic stress. Also, intrapersonal conflict and insufficient efforts have a significant positive relation with life dissatisfaction. It has been reported that academic stress mediates the relationship between life dissatisfaction and intra-personal conflict. The results also reveal that academic stress is positively and significantly associated with life dissatisfaction. Originality/value - This is one of the few studies that explored the mediating role of academic stress between life dissatisfaction and insufficient efforts and intrapersonal conflicts. [ABSTRACT FROM AUTHOR]

Increasing competition creates a concern for the organisations to enhance their effectiveness and make proactive approaches for their system. Today, among the modest resources knowledge management seems to lead with a difference in act to manage the knowledge flowing within and outside the organisation. The management of knowledge pursues the way of knowledge management practices. These practices talk about processes of knowledge management used by an organisationfor the identification or acquisition of knowledge sharing and creation, codification, storage and retrieve, and apply or utilise. The objective of this study is to elaborate the facts and finding allied with practices of knowledge management through its review. The study mainly highlights the role of knowledge management practices in order to enhance organisation's competitiveness. A literature in lieu of the drive to explore the types of knowledge management practices has been reviewed. Concepts and studies connecting different aspects of the subject i.e. knowledge management and its practices in relation to organisational competitive strength. [ABSTRACT FROM AUTHOR]

Social exchange theory has been applied in diverse fields like psychology, economy, business etc. Contemporary researchers have started to apply the same in the dynamic field of Human Resource also. Present study tends to explore applicability of the theory in Indian setting by exploring association between High Performance Work Practices (HPWPs) and employee commitment, engagement, motivation and attrition intent. Thirty five HPWPs categorized into nine factors have been used in the study. Finally employee engagement, motivation, engagement and attrition intent has been found to have an association with job performance of the employee. Paper successfully establishes that availability of HPWPs increase employee commitment, motivation etc. and they in turn enhances employee performance. Thus give and take circle of social exchange theory is completed and it establishes applicability of the theory in Indian settings. [ABSTRACT FROM AUTHOR]

The piece of writing investigates the relationship between employees' emotional and Spiritual intelligence. A conversation of spirituality and emotions within the workplace can be an unthinkable topic. However, emotional intelligence and spiritual intelligence are, at present, more widely acknowledged. Drawing a research connected with these construct we suggest that emotional intelligence within the employees in organisations may provide employees with a medium to better understand and mix spiritual experiences within their work. Study further explain that spiritual intelligence in employees also simultaneously improve the expression of emotional intelligence at work because result shows that emotional and spiritual intelligence are significantly and positively correlated to each other. Also by doing regression analysis, taking emotional intelligence as dependent variable or spiritual intelligence as independent variable and vice-a-versa model revealed that spiritual intelligence predict approximately 80 percent of emotional intelligence of employees and emotional intelligence predict approximately 51 percent of spiritual intelligence whereas another 49 percent due to another factors which are not explained in the study. [ABSTRACT FROM AUTHOR]

Human Resources is considered as most valuable asset for any organisation. In this age of information and technology, it has become imperative to manage data related to human resource. In this background, Human Resource Management System has come to limelight. The present paper provides perceptual understanding of Human Resource Information System in Indian organisations. Paper successfully highlights poor awareness and availability of HRIS in Indian scenario. Further, hypotheses and cross tabulation of data provides in-depth understanding of variations based on gender, sector and nature of organisations. And lastly, scopes for future researches have also been discussed. [ABSTRACT FROM AUTHOR]