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This paper investigates the effect of counter-cultural human resources (CCHR) practices on firm performance. Specifically, it investigates the impact of national culture [future orientation (FO), in-group collectivism (I-GC), performance orientation (PO), power distance (PD) and uncertainty avoidance (UA)] on the calculative and collaborative HR practice–firm performance relationship.

This study uses data from the CRANET and GLOBE studies to conduct a multi-level analysis of the impact of national culture on the calculative/collaborative HR–firm performance relationship.

It finds support for both the CCHR and societal-culture fit (SCF) perspectives of national culture, with FO and I-GC supporting the CCHR perspective and the other culture dimensions aligning more closely with SCF.

These findings empirically validate that CCHR practices can help supplement behaviors lacking in the cultural environment in which organizations operate.

The European Marriage Pattern (EMP) was characteristic of preindustrial northwestern Europe and, in recent years, has been proposed as an important factor in the rise of the West. Yet, the origins and ultimate causes of the EMP remain obscure. We examine a novel hypothesis that the EMP can emerge in geographic environments with a lighter infectious disease burden. We overcome significant challenges facing empirical analysis of premodern societies. Using a large, individual-level database of marriages from the county of Kent, England, as well as a spatial regression discontinuity approach, we demonstrate a robust association between physical ecology and female age at first marriage (FAFM). We also find that the two potential channels proposed in the literature play starkly different roles in explaining our finding. Specifically, we fail to find that pastoralism plays any significant role in explaining the EMP, while the mortality rate channel accounts for a significant portion of the observed relationship between the disease environment and FAFM.

Grounded in social learning theory and conservation of resources theory, this study examines the link between witnessing co-workers’ idiosyncratic deals (i-deals) and task crafting, task crafting and task i-deals negotiation; and the route that employees take to build their perceptions of personal brand equity.

A time-lagged survey was used to collect data from 259 information technology (IT) and consulting professionals in India. Hypotheses were tested using PROCESS MACRO in R.

Results show that witnessing co-workers’ i-deals is positively associated with both task crafting and task i-deals negotiation; and task i-deals negotiation is positively associated with employees’ personal brand equity. Findings also show that task crafting mediates the positive impact of witnessing co-workers’ i-deals on task i-deals negotiation. Further, the study shows that need for legitimization of task customizations moderates the positive relationship between task crafting and task i-deals negotiation, in such a manner that the relationship is stronger when employees’ need for legitimization is low, and it is insignificant when their need for legitimization is high.

This is one of the earliest studies that examine the relationship between task crafting and task i-deals negotiation; and shows that employees negotiate task i-deals to build their personal brand equity.

This study aims to explore the possibility of using magnetic biochar composite (MBCC) derived from Heglig tree bark (HTB) powder (agricultural solid waste) and cobalt ferrite (CoFe₂O₄, CFO) for oil spill removal from seawater surface.

One-pot co-precipitation route was used to synthesize MBCC. The prepared materials were characterized by X-ray diffraction, scanning electron microscopy-energy dispersive X-ray spectroscopy, Fourier transform infrared spectroscopy. The densities of the prepared materials were also estimated. Crude, diesel engine and gasoline engine oils were used as seawater pollutant models. The gravimetric oil removal (GOR) method was used for removing oil spills from seawater using MBCC as a sorbent material.

The obtained results revealed that the prepared materials (CFO and MBCC) were able to remove the crude oil and its derivatives from the seawater surface. Besides, when the absorbent amount was 0.01 g, the highest GOR values for crude oil (31.96 ± 1.02 g/g) and diesel engine oil (14.83 ± 0.83 g/g) were obtained using MBCC as an absorbent. For gasoline engine oil, the highest GOR (27.84 ± 0.46 g/g) was attained when CFO was used as an absorbent.

Oil spill removal using MBCC derived from cobalt ferrite and HTB. Using tree bark as biomass (eco-friendly, readily available and low-cost) for magnetic biochar preparation also is a promising method for minimizing agricultural solid wastes (e.g. HTB) and obtaining value-added-products.

The businesses at the global level are surfacing precipitously, and its ecosystem is illustrated by the factors of volatility, uncertainty, complexity and ambiguity. The rapidly changing business landscape calls for incorporating virtual exertion and the adoption of various digital tools. The process of virtual onboarding which has gained prominence at the global level at the onset of the pandemic necessitates encompassing recruits using virtual podiums and remote processes. The current chapter insinuates a holistic model for a suitable virtual onboarding programme, delineating a comprehensive methodology that incorporates a range of onboarding process elements and syndicates business best exercises from several theoretical backgrounds. It intends to offer a robust framework that suitably guides business organisations in developing and implementing effective virtual onboarding programmes. The Virtual Onboarding Model outlined in the present study elucidates the five integral phases, each serving a specific purpose and strategically integrating them from the outcomes derived from various theoretical underpinnings. The outcomes of this chapter provide detailed assistance for businesses operating in the volatility, uncertainty, complexity and ambiguity (VUCA) world to establish comprehensive remote onboarding programmes. It aims to endow human resource (HR) managers with the indispensable intuitions to create and execute virtual onboarding programmes that support successful learning, cultural integration and employee engagement, ultimately benefiting both the recruits and the businesses in contemporary HR practices.

This review explores the challenges and opportunities of implementing telemedicine in rural Tanzania. The study examines how telemedicine can address healthcare gaps in underserved areas and identifies key barriers that hinder its full adoption. It also provides insights into strategies for improving healthcare delivery through telemedicine in rural settings.

A systematic literature review methodology was employed following the PRISMA guidelines. The study collected and analysed relevant academic and grey literature from PubMed, Google Scholar and Scopus databases. The search focused on telemedicine in rural Tanzania, with a thematic analysis used to categorise the challenges and opportunities identified in the literature.

The review found that the major challenges to telemedicine implementation in rural Tanzania include inadequate telecommunications infrastructure, limited digital literacy among healthcare providers, insufficient financial investment and weak regulatory frameworks. Despite these barriers, telemedicine presents significant opportunities to improve healthcare access, particularly by connecting rural patients with specialists, reducing travel times and integrating telemedicine with national health insurance systems. Innovations such as drone-based medical deliveries and SMS-based health interventions also show promise.

This paper comprehensively overviews telemedicine’s potential to transform healthcare delivery in rural Tanzania. It synthesises existing literature, highlights critical gaps in telemedicine adoption and proposes actionable strategies for overcoming these barriers. The study contributes valuable insights for policymakers, healthcare providers and stakeholders interested in leveraging telemedicine to enhance healthcare outcomes in underserved regions.

This study aims to investigate the role of family businesses in contributing to societal well-being through their philanthropic activities, with a particular focus on religious contexts. Grounded in stakeholder theory, the research aims to deepen the academic understanding of the motivations, strategies and outcomes associated with family business philanthropy, particularly in the context of Malaysia.

This qualitative study is based on 37 in-depth interviews conducted across four case studies of family-owned businesses. Data were analyzed to explore how these businesses engage in philanthropy and the impact of their efforts on both the recipients and the businesses themselves.

The findings reveal that family business philanthropy is primarily motivated by religious obligations and a desire to enhance community legitimacy. Family businesses focus on long-term social impacts, fostering community development and economic sustainability among recipients. These philanthropic activities not only contribute to societal well-being but also enhance the legitimacy and competitiveness of the businesses involved.

This study introduces the “Intention-Effort-Outcome” framework, offering a novel conceptual approach to understanding family business philanthropy. By highlighting the interconnections between motivation, effort and outcome, it expands current knowledge on the dynamic role of family businesses in religiously driven philanthropic efforts.

This study attempts to examine how employee orientations and paranoid arousal intersect and influence the voice behaviors of employees, as they significantly influence workplace practices.

Drawing on a multi-source and multi-time-based survey, the data were collected from 37 supervisors and 270 employees in 80 branches of 11 microfinance banks. SmartPLS-4.1 was used to test the measurement and structural model. A total of 307 questionnaires were used for the data analysis.

This research presents the contrasting results of employee orientations with voice behavior. Results support the direct relationship between paranoid arousal and promotive-prohibitive voice behaviors. However, no support was found for approach-avoidance orientation and promotive-prohibitive voice behaviors.

Employees' ability to voice-out in organizations depends on several motivational factors, consolidated into three areas – organizational culture, leadership, and individual traits. Organizations must implement a culture of transparency and open communication. Participative and inclusive leadership styles increase the quality of relationships with employees, stimulating a promotive voice. A support system for employees is needed to advance in their careers, increasing promotive behaviors.

The study adds value to the existing body of knowledge by studying approach-avoidance orientations and voice behaviors through the lens of paranoid arousal in the framework.

The study aims to provide a comprehensive understanding of the existing literature on women’s leadership in academia by identifying the existing challenges for their underrepresentation, and proposing a new-age leadership interventions to address the inherent systemic biases and develop foster an equitable academic climate.

The study employed bibliometric analysis to map the literature by investigating publication and geographical trends. Techniques like citation, co-citation, bibliographic coupling and co-word analysis identified seminal research and emerging themes, providing insights into research developments and facilitating identification of avenues for future research.

Our study highlights how social, organizational and individual barriers disadvantage women academic leaders. Existing enablers for women in leadership, like mentorship, leadership development and family friendly policies, focus on bringing change within the prevailing academic culture, reinforcing the notion “women need support”, overlooking the influence of systemic barriers. Such interventions are often ineffective in bringing sustainable change. We propose integrating AI/machine learning (ML) technologies in leadership selection to reduce bias arising from subjectivity.

This study contributes to the discourse on gender inequality in academic leadership by offering a robust understanding of the research topic and informing avenues for future research.

Policymakers and higher education institutions can use the findings of the study to aid the formulation of policies, initiatives and institutional procedures to mitigate the prevalent gender bias in academia and cultivate an inclusive culture for growth of women.

The paper analyses women’s under-representation as academic leaders and proposes a novel data-driven intervention using gamification, AI and ML, aiming to reshape gender dynamics in academic leadership.

The study aims to enhance the detection and classification of conjunctival eye diseases' severity through the development of ConjunctiveNet, an innovative deep learning framework. This model incorporates advanced preprocessing techniques and utilizes a modified Otsu’s method for improved image segmentation, aiming to improve diagnostic accuracy and efficiency in healthcare settings.

ConjunctiveNet employs a convolutional neural network (CNN) enhanced through transfer learning. The methodology integrates rescaling, normalization, Gaussian blur filtering and contrast-limited adaptive histogram equalization (CLAHE) for preprocessing. The segmentation employs a novel modified Otsu’s method. The framework’s effectiveness is compared against five pretrained CNN architectures including AlexNet, ResNet-50, ResNet-152, VGG-19 and DenseNet-201.

The study finds that ConjunctiveNet significantly outperforms existing models in accuracy for detecting various severity stages of conjunctival eye conditions. The model demonstrated superior performance in classifying four distinct severity stages – initial, moderate, high, severe and a healthy stage – offering a reliable tool for enhancing screening and diagnosis processes in ophthalmology.

ConjunctiveNet represents a significant advancement in the automated diagnosis of eye diseases, particularly conjunctivitis. Its originality lies in the integration of modified Otsu’s method for segmentation and its comprehensive preprocessing approach, which collectively enhance its diagnostic capabilities. This framework offers substantial value to the field by improving the accuracy and efficiency of conjunctival disease severity classification, thus aiding in better healthcare delivery.