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Grounded in the concept of signaling theory and instrumental-symbolic framework, the purpose of this paper is to develop a model to examine the impact of print job advertisement (ad) dimensions (message contents) and organizational familiarity on job seeker’s perception of attitude, organizational attractiveness, and application intention.

This paper is a theoretical exploration based on existing literature.

The presence of instrumental and symbolic attributes in print job advertisement such as job and work characteristics, aesthetics, employee testimonial/picture, corporate image enhancing statements, organizational culture-enhancing statements, and human resource offerings are more likely to play influential roles in creating favorable attitude, organizational attractiveness, and application intention in a job seeker. Apart from this, organizational familiarity plays a moderating role on job seeker’s attitude formation and in gaining organizational attractiveness.

The study offers a clear guideline to recruiting organizations, HR managers, recruitment agencies, or consultants on how to design a recruitment advertisement to pool a large number of potential applicants. The study also throws light on testing the effectiveness of a recruitment advertisement, similar to commercial ads. Moreover, the outcome of testing would help the recruiters understand the pulse of the job seeker toward the ad, job, and organization.

This study theoretically clarifies the role of instrumental and symbolic attributes or dimensions of job ads and the role of organizational familiarity in inducing positive attitude formation and organizational attractiveness, in the process that cultivates application intention in a potential job seeker.

The study aims to understand the signaling effects of two major recruitment advertisement (ad) contents – job attributes and organizational attributes (OA) – on the perceptions and application intentions (AIs) of potential job seekers.

A fictitious faculty job ad based on existing real ads was created as a stimulus and the responses to the ad were collected from 270 job seekers of the academic domain in India. The partial least square-structural equation modeling was used to test the hypothetical relationships.

Drawing from the concept of signaling theory and instrumental-symbolic framework, the results revealed that job attributes and OA exhibit strong signals that generate the following perceptual outcomes in a job seeker – organizational attractiveness, attitude and person-organization fit. These perceptual outcomes mediated effectively to induce an AI in a job seeker. Signals from information on job attributes had a more significant effect on the job seeker than signals from information on OA.

The outcome of the study provides preparatory guidelines to academicians, institutional recruiters and recruitment agencies in posting an effective job ad.

From an Indian context, this is the first paper to present distinctive job advertising strategies to be implemented in the academic institutional recruitment communication.

The purpose of this study is to investigate the barriers for implementing Lean Six Sigma (LSS) in small and medium-sized enterprises (SMEs) and present a framework that provides prioritized strategies to overcome the barriers.

The barriers and strategies are identified via a comprehensive literature review and validated by industry experts. The study uses the fuzzy Technique for Order of Preference by Similarity to Ideal Solution (fuzzy TOPSIS) to analyze the barriers and strategies for determining the prioritized list of strategies.

The findings reveal that there are sixteen barriers to LSS implementation in Indian SMEs. To overcome these barriers, this study reveals twelve strategies. The analysis shows that “effective management” is the most crucial strategy to overcome the barriers for implementing LSS in Indian SMEs.

This research guides SMEs practitioners to efficiently and effectively implement LSS, which, in turn, can enhance the performance of SMEs.

This study contributes to the literature by integrating the strategies with the barriers for implementing LSS in Indian SMEs. Besides, this study provides the prioritized list of strategies to overcome the barriers for implementing LSS in Indian SMEs.

Leadership has for a long time been a topic that attracts the attention of both academics and practitioners. In spite of the extensive literature on leadership and very little literature on leadership in Six Sigma, there is almost a complete absence to explain how and what leadership characteristics are needed for successful implementation of Six Sigma initiatives. This paper aims to address this issue.

This research adopts a triangulation method, however for the purpose of this paper; the focus is on a thorough review of literature.

From an exhaustive literature review, this research has made some observations and developed an agenda for research. This is presented in the form of an integrated leader, leadership and Six Sigma framework in addressing organisation sustainability issues.

The developed integrated framework for the successful deployment of Six Sigma contributes to knowledge which is underpinned by robust literature review.

The present study aims to explore the barriers to Lean Six Sigma (LSS) implementation in the healthcare sector and develop the ranking of finalized barriers using the Decision-Making Trial and Evaluation Laboratory (DEMATEL) approach under a fuzzy environment.

The LSS barriers are identified through the literature review and validated by the expert's opinion and statistical analysis. A total of 124 experts were identified through the purposive sampling method for conducting this study. A questionnaire survey method is used to collect the data related to identified LSS barriers in the healthcare sector. The screened barriers are ranked through the Fuzzy DEMATEL approach.

In this study, a total of 21 barriers were identified with the help of a systematic literature review and screened 13 significant barriers by the expert opinions of healthcare personnel. The result reveals that “Lack of top management commitment and support, lack of awareness about LSS”, “resistance to culture change and inadequate resources emerges as the most critical barriers”. The prioritization of barriers facilitates the managers to make effective policies and guidelines for LSS implementation in healthcare organizations.

To avoid LSS implementation failure, the practitioners and researchers need to focus on LSS barriers as per suggested ranking more conventionally and make plans and adoption policies accordingly.

This study is unique in terms of investigation and empirical analysis of LSS implementation barriers in the healthcare sector in the Indian context. The outcomes of the present study will help the managers of healthcare organizations to make the strategies and policies for LSS implementation as per the recommended LSS barriers.

Several authors have proposed different approaches to help practitioners deal with the complexity of prioritising improvement projects and initiatives. However, these approaches have been developed as “generic” methods which do not consider the specific needs, objectives and capabilities of different industries and organisations. The purpose of this paper is to present an integrated methodology that prioritises improvement projects or initiatives based on two key performance objectives, cost and quality, specifically important for low volume‐high integrity product manufacturers.

The paper reviews some of the most commonly used prioritisation methods and the theory and logic behind the proposed prioritisation methodology. Then, the prioritisation methodology is empirically tested, through a case study, in a world class manufacturing organisation.

The results obtained from the case study indicate that the integrated methodology proposed in this paper is an effective alternative for low volume‐high integrity products manufacturers to identify, select and justify improvement priorities.

Selection and prioritisation of projects and initiatives are key elements for the successful implementation of improvements. The integrated methodology presented in this paper intends to aid organisations in dealing with the complexity that is normally handled over the selection and prioritisation of feasible improvement projects.

This paper presents a novel methodology that integrates two commonly used approaches in industry, Process Activity Mapping (PAM) and Failure Mode and Effect Analysis (FMEA), to prioritise improvements. This methodology can help, in particular, organisations embarked in the manufacture of low volume‐high integrity products to take better decisions and align the focus of improvement efforts with their overall performance and strategic objectives.

This research aims to analyze the literature on Quality 4.0 and pinpoint the essential factors contributing to its success. Additionally, the research aims to develop a framework that can be used to create a capable workforce necessary for the successful implementation of Quality 4.0.

By following a systematic approach, the authors could ensure that their literature review was comprehensive and unbiased. Using a set of pre-determined inclusion and exclusion criteria, the authors screened 90 research articles to obtain the most relevant and reliable information for their study.

The authors' review identified essential findings, including the evolution of literature in the field of Quality 4.0 and the systematization of previous literature reviews focusing on training and development. The authors also identified several training barriers to implementing Quality 4.0 and proposed a model for building a competent workforce using Kolb's experiential learning model.

The authors' research offers insights into the training barriers that must be considered when building a competent workforce. Using the framework proposed in the authors' research, consultants and managers can better integrate Quality 4.0 into their organizations.

The adoption of Quality 4.0 has significant social implications and is essential for advancing sustainability. It can improve efficiency, reduce waste, minimize environmental impacts and better meet the needs and expectations of stakeholders.

The authors' study stands out as one of the earliest reviews of the literature on Quality 4.0 to incorporate the theory-context-method (TCM) framework, allowing to provide unique insights into future research directions that had not been previously explored.

The higher education sector has been lately facing new challenges. The ease and speed with which the workforce adapts to these changes determine their agility level. This study attempts to develop a conceptual model to measure workforce agility in higher education.

An extensive literature review revealed limited research on workforce agility assessment. This study addresses the research gap by developing a workforce agility assessment framework and testing the model in a higher education institution (HEI). The study applied the fuzzy logic method for the assessment.

The computed value of the fuzzy-workforce agility index (3.72, 5.27, 6.86) indicates that the HEI chosen for the assessment is Agile. The fuzzy performance importance index helped identify the six-weak attributes that require immediate attention and improvement.

The proposed framework would help the institution's management understand the current agility level of their workforce and take corrective actions to improve the identified weak attributes.

The study has contributed to the literature of workforce agility assessment by creating a conceptual model for evaluating workforce agility in higher education. This model can be applied to any HEI.

The purpose of this paper is to study and describe several biases in investment decision-making through the review of research articles in the area of behavioral finance. It also includes some of the analytical and foundational work and how this has progressed over the years to make behavioral finance an established and specific area of study. The study includes behavioral patterns of individual investors, institutional investors and financial advisors.

The research papers are analyzed on the basis of searching the keywords related to behavioral finance on various published journals, conference proceedings, working papers and some other published books. These papers are collected over a period of year’s right from the time when the most introductory paper was published (1979) that contributed this area a basic foundation till the most recent papers (2016). These articles are segregated into biases wise, year-wise, country-wise and author wise. All research tools that have been used by authors related to primary and secondary data have also been included into our table.

A new era of understanding of human emotions, behavior and sentiments has been started which was earlier dominated by the study of financial markets. Moreover, this area is not only attracting the, attention of academicians but also of the various corporates, financial intermediaries and entrepreneurs thus adding to its importance. The study is more inclined toward the study of individual and institutional investors and financial advisors’ investors but the behavior of intermediaries through which some of them invest should be focused upon, narrowing down population into various variables, targeting the expanding economies to reap some unexplained theories. This study has identified 17 different types of biases and also summarized in the form of tables.

The study is based on some of the most recent findings to have a quick overview of the latest work carried out in this area. So far very few extensive review papers have been published to highlight the research work in the area of behavioral finance. This study will be helpful for new researches in this field and to identify the areas where possible work can be done.

Practical implication of the research is that companies, policymakers and issuers of securities can watch out of investors’ interest before issuing securities into the market.

Under the Social Implication, investors can recognize several behavioral biases, take sound investment decisions and can also minimize their risk.

The essence of this paper is the identification of 17 types of biases and the literature related to them. The study is based on both, the literature on investment decisions and the biases in investment decision-making. Such study is less prevalent in the developing country like India. This paper does not only focus on the basic principles of behavioral finance but also explain some emerging concepts and theories of behavioral finance. Thus, the paper generates interest in the readers to find the solutions to minimize the effect of biases in decision-making.

Increased demand and the pressure to reduce health-care costs have led to longer waiting time for patients to make appointments and during the day of hospital visits. The purpose of this study is to identify opportunities to reduce waiting time using lean techniques and discrete-event simulation (DES).

A five-step procedure is proposed to facilitate the effective utilization of lean and DES to improve the performance of the Otolaryngology Head and Neck Surgery Outpatient Clinic at Cleveland Clinic Abu Dhabi. While lean techniques were applied to reduce the potential sources of waste by aligning processes, a DES model was developed to validate the proposed solutions and plan patient arrivals under dynamic conditions and different scenarios.

Aligning processes resulted in an efficient patient flow reducing both waiting times. DES played a complementary role in verifying lean solutions under dynamic conditions, helping to plan the patient arrivals and striking a balance between the waiting times. The proposed solutions offered flexibility to improve the clinic capacity from the current 176 patients up to 479 (without violating the 30 min waiting time policy) or to reduce the patient waiting time during the visit from the current 33 min to 4.5 min (without violating the capacity goal of 333 patients).

Proposing and validating lean solutions require reliable data to be collected from the clinic and such a process could be laborious as data collection require patient and resource tracing without interfering with the regular functions of the clinic.

The work enables health-care managers to conveniently conduct a trade-off analysis and choose a suitable inter-arrival time – for every physician – that would satisfy their objectives between resource utilization (clinic capacity) and average patient waiting time.

Successful implementation of lean requires a supportive and cooperative culture from all stakeholders involved.

This study presents an original and detailed application of lean techniques with DES to reduce patient waiting times. The adopted approach in this study could be generalized to other health-care settings with similar objectives.