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Workplace romance presents both opportunities and challenges for organizations, requiring strategic HR leadership to navigate effectively. This study explores the dynamics of workplace romance, its impact on organizational culture and performance, and strategic HR approaches to manage this complex phenomenon.

Information and data from various research blogs and websites have been studied to understand the concept of workplace romance and insights drawn by proposing a few practices for HR leaders.

This practitioner paper indicates a positive relationship and develops insights into how HR leaders’ good strategic practices help manage and mitigate workplace romance challenges.

HR leaders can foster a positive work environment while minimizing the risks associated with workplace relationships by developing clear policies, providing training and education, promoting transparency and fairness, implementing conflict resolution mechanisms and monitoring enforcement.

This paper explores the dynamics of workplace romance and its impact on organizational culture and performance. It also provides fresh insights into strategic HR approaches to managing this complex phenomenon in the workplace.

The challenges seafarers face are unique due to the nature of their work. Individuals in this profession face unique stressors such as limited interaction with people, isolation from society, confined workspaces, unpredictable weather conditions and exposure to hazardous situations. Quantitative methods used in studies on seafarers’ well-being fail to capture the individual experiences, emotions and motivations that make up their rich tapestry. The prevailing reliance on close-ended questionnaires is a hindrance to seafarers’ expression of subjective experiences and difficulties. It is essential to prioritize their well-being, both from a humanitarian standpoint and an economic perspective.

For this study, the authors coted qualitative data using open-ended semi-structured questionnaires from 35 (35) merchant navy sailors. The drive of the study was clearly stated to the respondents by the researchers. The study focuses on the emotional detachment of seafarers and follows a two-phase sampling process: criterion sampling and snowball sampling. The sampling methods are chosen in accordance with the purpose of the study.

The in-depth qualitative inquiry and detailed analysis of interview excerpts generated three broad themes that explain the occurrence of emotional detachment among seafarers. The qualitative study advances the knowledge base of the intricate phenomena of mariner’s emotional detachment. The themes illuminate the causes and outcomes of emotional detachment, also necessitating the need for intervention.

This study highlights the issue of seafarers at work, which tends to affect their personal and professional lives. The lived experiences of seafarers help us understand the issue of emotional detachment from a better and more in-depth perspective. This certainly helps companies and policymakers customize their interventions to seafarers’ needs.

This study aims to explore the emergence of workplace spirituality (WPS) in Indian organisations through a systematic literature review by unwrapping the past, present and future state of WPS research in the Indian context. The data was covered for 15 years (2008–2023) and spread across 116 studies screened from Scopus, Web of Science and EBSCO.

Theory-context-characteristics-methods (TCCM) framework analysis and topic modelling (bidirectional encoder representations from transformers [BERT] analysis) techniques were adopted for a systematic exploration of theoretical underpinnings, contextual relevance, characteristic features and methodological rigour within the domain of WPS and analysis of the literature’s emerging trends and thematic patterns, respectively.

Using the TCCM framework, this study analysed the dominant theories applied in WPS literature within the Indian context, including social exchange theory and self-determination theory. In addition, this review highlights the key industries, variables and methodologies that have been the focus of prior research. Using BERT, this study clustered the textual data and identified three thematic patterns in the literature. By analysing past and current studies, this study identified potential gaps that future research could address, as guided by the TCCM framework.

To the best of the authors’ knowledge, this is one of the initial literature reviews focused on country-level studies adopting two techniques to bring more rigour: TCCM and BERT analysis.

This study explores the interactive domains of work passion, work–life interface and leadership behavior. Drawing support from the Conservation of Resources Theory and the Work-Home Resources Model, we empirically tested the mediating effect of dualistic work passion (harmonious, obsessive) and work-to-life interface (conflict, enrichment) between leadership behavior (transformational, abusive) and subordinates’ life satisfaction. The moderating effect of psychological detachment was also explored.

Data were collected from 292 full-time white-collar workers from the adult Indian population using an online survey. SEM using SPSS 20.0 and AMOS 22.0 was conducted for empirical analysis.

Harmonious work passion and work-to-life enrichment positively mediated between transformational leadership and life satisfaction, and psychological detachment moderated the relationship between harmonious work passion and work-to-life interface. The mediating role of obsessive work passion and work-to-life conflict between abusive supervision and life satisfaction was not observed, and neither was the moderating role of psychological detachment established.

From the managerial perspective, organizations need to be sensitive to the needs of the diverse workforce they have. Especially in the post-COVID-19 scenario, people are more aware and focused on balancing their work and life domains. Thus, interactive policies and practices are the need of the hour rather than the prevalent blanket one.

This study explores the effect of leadership on subordinates’ life satisfaction, which has not been explored through the pathway of work passion and work-to-family interface. It thus contributes to leadership, work passion and work–life interface research.

This study aims more than just assess the direct relationship between corporate social responsibility (CSR) and sustained competitive advantage (SCA). It explores the subtleties of how these impacts might be amplified or altered by socially responsible leadership (SRL). The study emphasizes how important community service (CS) is mediating this complicated connection.

In this study, a survey instrument tailored for employees of Indian private multinational corporations (MNCs) and public sector undertakings/government organizations (PSU/Govt. Orgn.) was used. A total of 517 questionnaires were used for subsequent analysis. Confirmatory factor analysis (CFA) was then carried out on four self-reported scales to assess the discriminant validity of both samples. Subsequently, regression analysis was performed to check the effect of CSR on SCA, with CS acting as a mediator and SRL serving as a moderator.

The findings affirm that CS mediates the relationship between CSR and SCA. Simultaneously, SRL is identified as a moderator in the association between CS and SCA. The mediating role of CS in connecting CSR to SCA holds for both private and public sectors, highlighting the importance of community engagement. A notable observation is the limited prevalence of SRL among PSU/Govt. Orgn. respondents.

This study emphasizes the pivotal role of CSR in transforming companies into socially responsible entities, thereby augmenting corporate reputation and goodwill. Furthermore, the influence of SRL is highlighted as a moderator in the CSR−SCA relationship, impacting both private and public organizations. This research presents a conceptual framework of moderated mediation, shedding light on the complex relationship between CSR and SCA.

This study illuminates the importance of CS and SRL as critical elements in achieving SCA by recognizing a gap in current research. This distinctive perspective enhances the study's originality, providing novel insights into the intricate interplay between CSR, CS, SRL and SCA.

The competency trap can occur when organizations become resistant to change due to their existing competencies, leading to a culture of complacency and hindering adaptability and innovation. This paper aims to understand this trap and its hindrance to organizational learning and knowledge acquisition. The study aims to integrate employee well-being into knowledge management (KM) strategies to overcome obstacles and demonstrate its significant contribution to effective KM and improving overall organizational health.

A systematic literature review (SLR) process was used in this research, with the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) protocol used to scrutinize articles for review. Only 50 peer-reviewed articles from 2000 to 2023 that focused on KM and employee well-being were included for review.

Organizations can tackle the competency trap by managing knowledge effectively and prioritizing employee well-being. When considered for effective KM, the PERMA (positive emotions, engagement, relationship, meaning and accomplishment) facets of well-being strategically supports knowledge sharing and sustainable organizational change through KM.

Focusing on PERMA facets of well-being in KM, an organization can emphasize employees' sense of achievement, addressing the competency trap to build a culture of knowledge sharing. This approach benefits professionals in developing an effective KM system.

This paper addresses the challenge of the competency trap, which has gained less academic attention, and explores KM from a well-being perspective.

The significance of financial literacy (FL) in deciding how to allocate one’s investment capital has recently attracted much attention from various market participants and stakeholders. The study examines how FL affects individual investors' investment decisions (ID) in emerging markets. Additionally, the study investigates the potential mediating effects of attitude (ATT) and overconfidence bias (OCB) on the association between FL and ID.

The study employed a structured questionnaire to collect data from 311 individual investors in India, using both convenience and snowball sampling methods. The collected data were analysed using Partial Least Square Structural Equation Modelling (PLS-SEM) and processed through SMART PLS 4.0 software to test the study’s hypotheses.

FL alone may not greatly affect ID, but the study enhances understanding of investor behaviour by examining how ATT and OCB mediate the link between FL and ID. The findings imply that FL, combined with positive ATT and overconfidence, empowers individual investors with the knowledge and skills for appropriate decision-making.

This research would benefit financial institutions, financial experts, and individual investors in India since it enables them to evaluate the causes and biases affecting their IDs and manage their portfolios accordingly. Policymakers should develop appropriate FL programs for investors to make informed decisions to achieve financial well-being.

The paper is exceptional in its approach as it delves into the mediating function of ATT and OCB in the intricate association between FL and ID. This innovative approach sets it apart from other studies in the field, making it a unique contribution to literature.

The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-05-2023-0370