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This study aims to empirically examine the effect of employee commitment (EC) (affective, normative and continuance) and emotional intelligence (EI) on work engagement (WE) (vigor, dedication and absorption). Furthermore, the moderating effects of psychological capital (PsyCap) and EI on strengthening WE are investigated.

A carefully crafted survey instrument was developed, and data were collected from 511 employees working in the banking sector in southern India. First, the psychometric properties of the measures were checked. Second, the results were analyzed using Hayes’ PROCESS macros.

The results indicate EC and EI positively predict WE; EI moderates the relationship between EC and WE; and PsyCap (second moderator) moderates the relationship between EI (first moderator) and EC influencing WE.

This study’s limitations include the common method and social desirability biases inherent in any social science research based on surveys. However, the authors have taken adequate care to minimize these limitations. In addition, this study has several implications for practicing managers interested in enhancing WE.

The three-way interaction between EC, EI and PsyCap, which is investigated in this study, represents an original and unique contribution to this study. To the best of the authors’ knowledge, previous researchers have not done the moderated-moderation, especially in the context of a developing country such as India. This research advances the growing literature on EC and WE. Implications for theory and practice are discussed.

This study aims to investigate the relationship between talent management, organizational commitment and turnover intention. The moderating role of gender and experience in relationships was explored.

A conceptual model was developed, and relationships were studied by collecting data from 392 faculty members working in higher educational institutions (HEIs) in southern India. After checking the instrument’s psychometric properties using the LISREL package of structural equation modeling, data were analyzed using Hayes’s PROCESS macros.

The results revealed that talent recruitment strategies positively predict organizational commitment and negatively predict turnover intention; organizational commitment mediates the relationship between talent management and turnover intention. Further, the results documented that experience (first moderator) and gender of faculty members (second moderator) influenced the relationship between talent management and organizational commitment and organizational commitment and turnover intention.

The outcomes of this research are helpful for the administrators of HEIs to strategize to attract and retain talented faculty to maintain sustained competitive advantage. This research also helps to understand gender differences that exist in talent management and retention and organizational commitment in HEIs.

The three-way interactions between talent management, gender and experience in influencing organizational commitment and turnover intentions is a novel idea that contributes to the talent management literature – the relationship between talent recruitment strategies and talent engagement. The implications for talent management theory and practice are discussed.

The objective of this study is to investigate the effect of change management (CM) on employee productivity (EP). A double-layered conceptual model involving resistance to change and emotional intelligence (EI) as moderators and employee engagement (EE) as a mediator between CM and EP.

Four industries from India (education, healthcare, information technology and manufacturing) are selected to test the hypothesized relationships. The data from 406 respondents were collected through a survey instrument and was analyzed using Hayes’s PROCESS macros.

The results reveal that CM is a precursor to EE and EP. The findings also indicate that resistance to change (first moderator) and EI (second moderator) significantly influenced the relationship between CM and EP mediated through EE.

As with any social science research, this study suffers from the limitations of common method bias and social desirability bias. However, the researchers have taken adequate care to minimize these biases. This study has several theoretical and practical implications.

The moderated-mediated model concerning CM is the first of its kind to study in the Indian context and hence makes a substantial contribution to the literature on CM. The implications for theory and practice are discussed.

This research explores the relationships between financial awareness and investor satisfaction about retirement planning, particularly in the Indian context. We developed a conceptual model involving double moderation effects of post-retirement objectives and external factors influencing investor satisfaction.

A carefully crafted survey instrument was designed to collect data from the 480 employees working in six administrative departments in the northern part of India. After checking the measurement properties of the survey instrument through the Lisrel package of structural equation modeling, the hypotheses were tested using Hayes PROCESS macros.

The results indicate that financial awareness is positively related to (1) investor satisfaction and (2) investment purpose; investment purpose is positively related to investor satisfaction; post-retirement objectives moderate the relationship between financial awareness and investment purpose; external factors moderate the moderated relationship between financial awareness and post-retirement objectives (first moderator) and investor satisfaction mediated through investment purpose.

The outcomes of this study have important implications for the employees embarking on making decisions concerning their retirement. The conceptual model provides a simple framework explaining how financial awareness and investor satisfaction are affected by the post-retirement objectives of individuals. This study highlights the importance of considering the effect of external factors influencing financial decisions.

The three-way interactions in this exploratory research contribute to the growing literature on behavioral finance, particularly concerning retirement planning involving pension.

The present study aims to investigate the relationship between institutional influence and performance, mediated through transformational leadership (TL) and moderated by barriers, situational factors, communication and implementation.

Using a structured survey instrument, data were collected from 370 faculty members from 31 higher educational institutions in southern India. After checking the psychometric properties of the instrument, the authors used Hayes’s PROCESS to test the direct hypotheses and three-way interactions.

The results revealed that TL mediated the relationship between institutional influence and performance. Further, the findings supported the three-way interactions between (1) institutional influence, barriers and communication positively affecting TL; and (2) TL, situational factors and implementation affecting the performance of faculty members.

This study underscores the importance of TL for the smooth functioning of higher educational institutions and achieving superior performance, especially in the new normal context after the global pandemic.

This study makes several significant recommendations to administrators in higher educational institutions, in addition to contributing to the vast literature on TL. The study suggests that administrators must invest resources in developing TL skills so that employees reach their fullest potential and contribute to achieving organizational goals. In addition, leaders in organizations need to exercise a transformational style to combat the new normal post-pandemic academic environment.

This study provides new insights into the importance of TL style and institutional influence to enhance performance. To the best of our knowledge, the conceptual model developed and tested the first of its kind in India, significantly contributing to theory and practice.

This paper elucidates the role of anger in error management (EM) and organizational learning behaviors. The study explores how anger can catalyze learning, emphasizing its strategic implications.

A double-layered moderated-mediated model was developed and tested using data from 744 Chinese CEOs. The psychometric properties of the survey instrument were rigorously examined through structural equation modeling, and hypotheses were tested using Hayes's PROCESS macros.

The findings reveal that anger is a precursor for recognizing the value of significant errors, leading to a positive association with learning behavior among top management team members. Additionally, the study uncovers a triple interaction effect of anger, EM culture and supply chain disruptions on the value of learning from errors. Extensive experience and positive grieving strengthen the relationship between recognizing value from errors and learning behavior.

This study uniquely integrates affect-cognitive theory and organizational learning theory, examining anger in EM and learning. The authors provide empirical evidence that anger can drive error value recognition and learning. The authors incorporate a more fine-grained approach to leadership when including executive anger as a trigger to learning behavior. Factors like experience and positive grieving are explored, deepening the understanding of emotions in learning. The authors consider both negative and positive emotions to contribute to the complexity of organizational learning.

This research explores the antecedents of tourist satisfaction and revisit intention, especially in light of the post-pandemic environment that pushed tourism to the lowest level in the present decade. A comprehensive conceptual model based on the brand equity theory (BET) is developed, and interrelationships between brand heritage, community support and benefits, hedonism, culture, tourist satisfaction and revisit intention.

The data were collected from 670 tourists visiting one of the heritage destinations in southern India (Kanchipuram). After checking the psychometric properties of the survey instrument, the hypotheses were tested using path analysis and Hayes's PROCESS macros.

The results indicate that heritage brand of destination sites is positively associated with (1) tourist satisfaction and (2) tourist revisit intention. The findings also support the positive effect of attractiveness of products is positively related to tourist satisfaction, which in turn, is a significant predictor of tourist revisit intention. The findings also support that community support benefits moderating the relationship between heritage brand and attractiveness of products in heritage destinations tourist satisfaction.

This study has several implications for practicing managers engaged in maintaining heritage destinations. As this research highlights the importance of heritage brands of destinations in influencing tourist satisfaction, local communities and policymakers need to provide the necessary infrastructure and facilities at these destinations. Further, local entrepreneurs are motivated to invest in delivering products that attract tourists.

The conceptual model developed in this study, is first of its kind, to the best of the authors’ knowledge, that investigates the effect of hedonism (second moderator) moderating the relationship between tourist satisfaction and culture (first moderator) in influencing tourists to revisit their intention. In addition to direct relationships, the moderating role of community support and benefits, culture and hedonism makes a unique contribution to the bourgeoning literature on tourism especially in Indian context.