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Innovative technologies have gained popularity in recent years as a means of improving workers' general well-being at work. Among these exciting new technologies is virtual reality (VR). With a focus on enhancing individual performance, this chapter explores the application of VR as a human resource (HR) intervention to improve spirituality in the workplace. To offer a theoretical foundation for comprehending the possible effects of VR interventions on workplace spirituality, this chapter thoroughly evaluates the literature on mindfulness, quantum consciousness and workplace spirituality. By integrating VR technology with the ideas of these theoretical frameworks, HR professionals may create interventions that foster employee effectiveness, resilience and personal growth. It has also been suggested that HR managers employ VR mindfulness and meditation sessions, virtual retreats, values alignment workshops, empathy-building simulations and spiritual reflection spaces as practical VR interventions to enhance workplace spirituality. To illustrate the usefulness of VR in enhancing workplace spirituality, a few companies that have successfully implemented VR therapies are also cited. Lastly, the challenges and moral dilemmas associated with utilising VR to promote workplace spirituality have been examined. These include privacy difficulties, possible biases in VR content and the requirement for ongoing evaluation and feedback techniques. This chapter highlights how VR has the potential to be a game-changing tool for improving workplace spirituality and boosting individual effectiveness.

This study aims to explore the relationship between employer branding and talent retention, also examining the mediating role of organizational advocacy. Additionally, it investigates the moderating effect of supervisor support and coworker support in the connection between organizational advocacy and talent retention.

To achieve the objectives, a cross-sectional survey with convenience sampling was used to collect data from employees in the IT sector. PLS-SEM modeling was then employed to conduct the analysis.

The study revealed that dimensions of employer branding positively influenced organizational advocacy, supporting talent retention. Moreover, the study observed a significant moderating effect of supervisor support and coworker support concerning organizational advocacy and talent retention.

This study offers valuable insights for a wide range of IT professionals. The results emphasize the significance of employer branding in shaping organizational advocacy and talent retention. Additionally, the supportive attitude of supervisors and coworkers plays a crucial role in retaining talented employees within an organization. The study validates the connections between employer branding dimensions and key variables, aiding in the refinement of existing theories and the creation of new conceptual frameworks in organizational behavior and human resource management. These findings can help managers and practitioners improve employer branding to engage their workforce effectively.

The authors have advanced social exchange theory by studying the link between employer branding and talent retention. The paper highlights the uniqueness of their investigation, which explores how employer branding influences talent retention with a focus on organizational advocacy, influenced by the level of support from supervisors and coworkers. This study will be a valuable resource for future academia, revealing the significant impact of employer branding on organizational advocacy and talent retention.

The study aims to investigate the relationship between internal knowledge dissemination and employee-based brand equity (EBBE) through the lens of inclusive marketing among university faculty members. The study also examines the role of employee absorptive capacity and brand knowledge as mediators.

A sample of 362 faculty members from Pakistani universities was considered for analysis using a quantitative study design. A questionnaire was used to measure the variables under study, and structural equation modeling was used to examine the direct and indirect relationships.

There exists a positive and significant relationship between internal knowledge dissemination and EBBE among faculty members. Moreover, it is noteworthy to highlight that employee absorptive capacity and brand knowledge play pivotal roles as mediators.

The research findings have significant implications for the universities. Universities can strengthen their EBBE by properly disseminating knowledge among faculty members, which in turn fosters a sense of belongingness toward them. By improving the absorptive capacity of faculty members, universities can better prepare them to contribute successfully to the university’s brand and image. Developing brand knowledge among faculty members can help in fostering a unified and coherent brand image that deeply resonates with stakeholders such as colleagues, students and the academic community as a whole. Furthermore, promoting an inclusive culture within the organization will emphasize diversity and equity in internal knowledge dissemination practices, thereby further enhancing EBBE.

This study contributes to the prevailing knowledge-base by exploring the role of internal knowledge dissemination in developing EBBE among university faculty members. The research not only enriches the understanding of brand management in universities but also provides practical guidelines for the expansion of effective branding initiatives. Moreover, this study adds value by examining the association between internal knowledge dissemination and EBBE from the perspective of inclusive marketing strategies. It highlights the significance of encouraging a culture of diversity, inclusion and equity within organizations, leading toward significant outcomes in terms of enhanced brand equity among employees.

Intense competition in every sector has put administrators under tremendous pressure to develop strategies for survival, and the educational sector is no exception. This paper aims to explore the dynamics between the factors that affect the quality of engineering institutes by developing an interpretive model.

The factors that affect the quality of engineering institutes are identified through a thorough review of extant literature, and the dynamics between them are studied using the total interpretive structural modeling (TISM) technique. The developed model has also been statistically validated.

Results indicate that top management leadership, location and infrastructure drive academics, research and consultancy, industry collaboration and placements, resulting in accreditation from global agencies, thereby improving the institute’s quality.

The TISM framework was developed based on the suggestions of the majority of respondents rather than using a fuzzy one, which requires a much larger data set. Nevertheless, the bias of the majority approach can be removed by multiple conversations with respondents. Secondly, the model development and validation are based on the perceptions of faculty members working at engineering institutes in India. Scholars can extend the work in the future by identifying additional factors and considering administrators’ perceptions.

The study integrates the factors that impact the quality of engineering institutes in a unique way to understand their combined impact. The developed framework will assist policymakers in identifying and dedicating adequate resources to essential factors that drive the other factors, thereby enhancing the institute’s ranking.