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Cyber incivility has a detrimental effect on individuals as well as on the organization. In line with the COR theory, the research projected a mediation model in which stress would mediate the association between cyber incivility and job satisfaction. The study focused on IT professionals from the software engineering domain, which includes technical engineers and engineering managers. The outcome specified job stress as a mediator between cyber incivility and job satisfaction. To enhance satisfaction and reduce job stress, managers need to build an incivility-free environment. The sender should be cautious with the tone of the messages. Since an individual on the receiving side generally does not report incivility done by superiors, HR managers should encourage employees to provide feedback to their immediate boss. The implications would help the IT industry in reducing stress and job dissatisfaction and contribute to the limited body of research.

Purpose The purpose of this article is to examine the Emotional, Behavioural and Psychological impact, and impact of explosion of Technology-led complexity on Managerial Competencies. The article offers a new training and development agenda that can mitigate these impacts, and improve employee productivity and well-being. Design/methodology/approach After exploring the theoretical underpinning of management competencies, and dimensions that could impact them, discussions with senior industry experts from different sectors were carried out to understand the impact and suggest ways to mitigate them. Findings COVID-19 shock and experiences may have impacted the Intrapersonal skills, Interpersonal skill and Leadership skills. Technology explosion may have impacted all these and Business skills as well. A new Learning and Development agenda is suggested to mitigate the emotional and technology impact on each of the managerial competencies, thus improving on-job productivity. Practical implications A strategic development program can be created to mitigate the recent emotional, psychological and technology impact on different managerial competencies. This granular training program that understands the cause, and offers a specific solution will greatly benefit the organizations and employees. Originality/value The paper combines the understanding of managerial competencies with recent social and workplace developments, and draws on the learnings from industry experts to make practical suggestions for talent development.

The purpose of this study is to identify employability skills among aspiring engineering graduates and develop measurement scale to assess their skill sets. This research has been conducted in two phases: Phase 1 covers the scale development process and Phase 2 covers exploratory factor analysis (EFA), confirmatory factor analysis (CFA) and validation. The findings of EFA resulted in ten factors of employability. Subsequently, CFA identified nine different factors: leadership, critical thinking, numeracy, sociability, using technology, planning and organizing, problem-solving, teamwork, and emotional intelligence skills. The values of CFA met the acceptance level of different fit indices and thus, resulted in a good model fit. Further, the internal consistency of the total scale yielded Cronbach's alpha value (α = 0.82). The threshold values of CR, AVE, and MSV also met the required criteria. Thus, it received a valid and reliable 26-item measurement scale of employability which can prove to be useful for academia, students, and employers in computer science and information technology.

Purpose The purpose of this paper is to draw attention to the organizational factors that can impact the perception of value proposition as offered by organizations. It aims to highlight the importance of Perceived Organizational Support (POS), Organization’s Perceived Identity (OPI) and Exchange Quality in enhancing the value perception among employees. Design/methodology/approach This study is based on a review of the literature and offers a conceptual analysis to explain the impact of POS, OPI and exchange quality on the employee’s perception of value proposition. Findings POS, OPI and exchange quality can act as social exchange elements and can co-create value for internal customers thereby enhancing value perception. They act as the stimuli for the employees which make them realize the benefits that they are offered by the organization. Research limitations/implications This is a conceptual paper hence based on literature review of relevant papers. Practical implications This study has major implications for understanding the factors that can improve the overall workplace experience of employees and can make the organization one of the best places to work. This will, in turn, enhance employee retention and can be a major strategy of talent management. Originality/value The paper provides a novel approach to show the enhancement in value perception by these three factors i.e. POS, OPI and exchange quality with the help of relevant literature.

Job satisfaction (JS) of employees has been studied in the past by various researchers beginning in the 1930s till date. Each of these research works went on to add a perspective to JS and its measurement. The measures of JS captured various dimensions from Minnesota satisfaction questionnaire to JS survey. Further, these measures have been standardized on working professionals in various domains except the emerging field of information technology (IT). The purpose of this study was to develop and adapt a scale measuring JS of IT employees in India. The facets of JS were identified through literature and verified through experts in IT domain. The initial scale consisting of 23 items identified from the existing scales was administered on 410 employees of three IT companies in India. The scale was standardized through exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). It was used to determine the factor structure and convergent and discriminant validity. Exploratory factor analysis yielded six factors: pay, training, promotion, recognition, supervision and job security. A final standardized questionnaire consists of 23 items on JS. The reliability estimates were 0.92, and convergent and discriminant validity also met all the criteria respectively. The resultant scale can be used on IT professionals in India.

Today ‘work passion’ is highly sought-after human capability to overcome intensifying environmental challenges. In this paper, we develop and validate the measure of ‘work passion’ in India. Two separate studies were conducted in this regard. In Study 1, work passion scale was developed and exploratory factor analysis (EFA) was conducted to examine its factor structure and reliability. In Study 2, confirmatory factor analysis (CFA) was conducted and construct validity was examined through its convergent and discriminant validity. Results of both EFA and CFA yielded a 17-item work passion scale (WPS) with four distinct dimensions: work enjoyment, self-motivation, self-identity and sense of learning. The model emerged as a perfect fit on various fit indices. Analyses reveal high internal consistency for both the total scale ( α = 0.93) and the four sub-scales ( α’s from 0.89 to 0.92). The resulted 17-item WPS is a short, reliable, valid and easy to administer measure that holds potential for use in future research and practice.

Purpose This study aims at examining the factors governing business benefits of moving to Enterprise 2.0. Web 2.0 has been around for more than a decade, and has been exploited by a lot of business organizations for improving their operations and profitability. However, the success rate has not been uniform. Design/methodology/approach Is there a pattern behind this successful adoption has been a matter of curiosity for most top management personnel. This paper goes into analyzing what factors govern this movement from Enterprise 1.0 to Enterprise 2.0 and uses structured equation modeling to predict the possibilities. Findings It concludes by demonstrating that business benefits to the organization are significantly linked to the usage of Web 2.0 tools. Research limitations/implications The paper has been done in India, and the authors expect that similar studies around the world will result in similar results. Practical implications Results of this paper emphasize the strong correlation between the use of Web 1.0 and Web 2.0 tools with business benefits obtained in terms of improved productivity of resources used and a higher level of information quality leading to better decision-making. Thus, transition to the Enterprise 2.0 state should be strived by all business organizations. Originality/value This is an original work of the authors.

As Web 2.0 based systems and applications get adopted by organizations, it is imperative that they bring along both benefits and challenges. As users and beneficiaries of the new means of communication, all of us need to be sensitive to the different factors that could and do affect the success of major Web 2.0 applications and initiatives. This study tries to explore the determinants of success in converting a traditional business organization into an Enterprise 2.0 through defining the “external variables” in the Technology Acceptance Model of Davis (1989). This was done using a survey questionnaire in a wide variety of Indian business organizations. It attempts to verify the relationship of success in the Web 2.0 world with the awareness of IT tools and data analysis capabilities present in the organization, the approach taken by the organization and the departments that take the lead in the implementation of Web 2.0 initiatives. The paper concludes with suggestions and implications for organizations.

The agricultural sustainability at grass root level in India is under increasing debates, discussions and demonstrations with reasonable evidence towards economic vulnerability, environmental degradation as well as social disharmony. Initiatives like fair-trade are bringing agri-produce of organised farmer groups on premise and proclamation of making greater contributions towards sustainability. This research paper endeavours to identify most relevant factors and indicators for assessing the sustainability and compare for farmers growing basmati rice under fair-trade as well as conventional system. Primary data was collected on a self-administered questionnaire based on identified four factors of sustainability, i.e., economic, environment, social and governance, from farmers growing basmati rice under both, conventional and fair-trade systems. Data was analysed through descriptive statistics, structured equation modelling and discriminant analysis. Findings suggest that performance of fair-trade system on factors of sustainability is significantly better than conventional system and governance is most discriminating factor.

In a competitive global market, organizations are striving to retain the best talent by providing sustainable employer value proposition (EVP); ‘value proposition' employees perceive or expect from their employer. Although EVP is conceptually appealing, there has been little systematic effort to empirically examine the dimensions of EVP. Information technology companies are adopting strategies to provide proposition that attract and retain employees. This paper identifies the attributes of EVP from the perspective of employees working in Information Technology companies in India. A scale is developed and validated to measure EVP on a sample size of 474. EVP scale was tested for its factor structure, reliability and validity. The results indicated that EVP scale comprised of five attributes; developmental value, inspirational value, work environment value, work value, and work life balance. The finding of the research is discussed; limitations noted; recommendations for enhancing EVP in IT companies, and future research directions.

For decades supply chain coordination has been subject to research interest, and technology has been seen as an agent that accelerates this process. In developing countries, with far-flung markets and unorganized distribution networks, using technology for improving supply chain performances and accessing information is not an easy task. The research was directed to understand if mobile technology is being used by downstream supply chain partners for information sharing and thus improving supply chain performances. Findings suggest that supply chain integration with suppliers and customers is done through extensive use of mobile networks.

Every consumer day in and day out is faced with taking decisions while purchasing various products. How far they are involved in their decisions is dependent on many factors. One such factor is the personal values or preferences that an individual has in one's life. These values guide the consumer in making purchase decisions about various categories of products. The present paper attempts to understand the relationship between purchase decision involvement and personal values among 200 respondents belonging to two age groups (18-24 years) and (30-35 years) respectively.

The present study attempts to understand the functional competence of employees by developing a measure of and analyzing the factors affecting competence. A narrative inquiry method was used. Suggestions are made for a Human Resources Development strategy to improve the functional competence of the employees in a Power Plant in Sonebhadra, Uttar Pradesh, India.