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Flood preparedness and response from the perspective of community engagement mechanisms have been studied in scholarly articles. However, the differences in flood mitigation may expose social and behavioural challenges to learn from. This study aimed to demonstrate how text mining can be applied in prioritising existing contexts in community-based and government flood mitigation and management strategies.

This investigation mined the semantics researchers ascribed to flood disasters and community responses from 2001 to 2022 peer-reviewed publications. Text mining was used to derive frequently used terms from over 15 publications in the Scopus database and Google Scholar search engine after an initial output of 268 peer-reviewed publications. The text-mining process applied the topic modelling analyses on the 15 publications using the R studio application.

Topic modelling applied through text mining clustered four (4) themes. The themes that emerged from the topic modelling process were building adaptation to flooding, climate change and resilient communities, urban infrastructure and community preparedness and research output for flood risk and community response. The themes were supported with geographical flood risk and community mitigation contexts from the USA, India and Nigeria to provide a broader perspective.

This study exposed the deficiency of “communication, teamwork, responsibility and lessons” as focal themes of flood disaster management and response research. The divergence in flood mitigation in developing nations as compared with developed nations can be bridged through improved government policies, technologies and community engagement.

The term “green human resource management” (Green HRM) is becoming more prevalent in both academics and business. This study’s main objective is to locate current understanding and trends in Green HRM literature by examining the available Green HRM literature. And prioritize the Green HRM practices in higher education institutions (HEIs). The study also identifies prevailing theories, context, characteristics and methodologies as current research interests to identify potential future research areas in Green HRM.

The study opted for a multi-method approach, combining theories, context, characteristics and methodologies (TCCM) for literature review and the analytical hierarchy process (AHP) for methodological analysis. The article selection process is illustrated via a Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) flowchart. The study examines Green HRM literature using the TCCM framework as it aids in identifying commonly used theories, constructs and methods, suggesting future research directions (FRDs). After identifying core Green HRM practices, the study prioritizes them for the HEIs using the AHP.

The comprehensive analysis of the literature is provided by the TCCM framework, which identifies the most influential theories, contexts, characteristics and methodologies used in Green HRM literature. The most used theory was found to be the ability-motivation-opportunity (AMO) theory, followed by social identity theory. In context, the hospitality industry was the dominating sector/industry of the domain. Under the characteristics, various variables in Green HRM literature were identified and classified as antecedents, mediators, moderators and outcomes. The most used research method was quantitative, and the most opted research design was empirical. FRDs are also suggested analyzing the current trends of the Green HRM field. The finding of AHP indicates that green recruitment and selection holds the highest level of importance among Green HRM in HEIs.

This study is vital for past-future orientation, in which the past is explored in order to build new routes of Green HRM research. It used research publications from the Scopus database, and future studies may use other databases to improve understanding of Green HRM research.

AHP weights and ranks aid decision-makers in assessing Green HRM practice importance, facilitating pairwise comparisons before implementation in the HEIs and other service industries. It guides managers on allocating appropriate importance to each practice for informed decision-making.

This study enriches Green HRM literature using the TCCM framework, categorizing literature into four key areas and offering valuable FRDs for future researchers. Its comprehensive review provides crucial insights into the research landscape of Green HRM, aiding in understanding theories, variables, relevant sectors and methodologies. The study offers comprehensive theoretical implications in the realm of Green HRM.

Existing research indicates that no study has employed a multi-method approach combining the TCCM framework and AHP in Green HRM research. The initial TCCM phase conducts a thorough analysis, examining theories, contexts, characteristics and methodology, a unique methodology. It connects TCCM findings to FRDs. In the subsequent phase, AHP prioritizes Green HRM practices for the HEIs based on identified research gaps from TCCM. This innovative fusion of TCCM and AHP, resulting in FRDs and implications, represents the novelty of this paper.

Using the person-organization (P-O) fit perspective, the present study explores the interlinkages between workplace spirituality (WPS) and organizational citizenship behavior (OCB). It further attempts to understand the mediating effects of psychological ownership and innovative work behavior (IWB) for the association.

Data was collected in three waves from 283 frontline hotel employees in the Delhi NCR region of India. Partial least square (PLS-structural equation modeling) was used to test the hypothesized model.

A significant association was found between WPS and OCB. Psychological ownership and IWB had a significant serial mediation effect on WPS and OCB relationship.

The involvement of spirituality in the workplace is one of the significant factors contributing to positive organizational performance from the perspective of perishable services. Hence, understanding and implementing best practices to encourage WPS and strengthening psychological ownership for favorable behavioral outcomes must be one of the significant priorities for human resource managers in the hospitality industry.

WPS is an under-explored area in the hospitality industry. The present study will be novel and critical in bridging the research gap wherein psychological ownership and IWBs mediate the relationship between WPS and OCB in the hospitality sector. Furthermore, the present study notably contributes to using person organizational fit theory for the hypothesized relationships between study variables for the hospitality sector employees in India.

This study aims to investigate the circumstances where the positive influences of leader’s self-confidence are weakened in situations of conflict management (CM) arising due to innovation implementation. Specifically, this study tests the moderating influence of financial slack, internal opposition posturing and performance feedback on the relationship between self-confidence and conflict management styles (CMS). The findings are not complete.

This experimental study was conducted in two stages: In Stage 1, the authors studied moderating effects of financial slack (sound/unsound) and internal opposition posture (encouraging/ discouraging) on the relationship between leader’s self-confidence and CMS, namely, dominating, integrating and avoiding. In Stage 2, the authors studied the moderating effect of performance feedback (success/failure) on the relationship between leader’s self-confidence and three CMS. Data were collected from 268 senior-level Indian managers in Stage 1, out of which 235 managers also responded in Stage 2. These participants assumed the positions of chief executive officers (CEOs) within major Indian manufacturer specializing in electrical components, enabling us to empirically test the proposed model. Furthermore, a qualitative analysis of 10 semistructured interviews with Indian CEOs were conducted to enrich the discussion of the results.

Leader’s self-confidence determined the three CMS with highly self-confident leaders displaying irrational behavior in persisting with innovation through dominating style. Internal opposition posture and performance feedback exerted main effects on dominating style.

This study supports behavioral decision theory of firm and escalation of commitment theory.

This study underscores the need for personality and self-awareness training amongst senior managers to mitigate irrational behavior due to excessive self-confidence and enhanced effective CM.

This study identifies a crucial boundary condition where high self-confidence in innovation implementation may lead to irrational behavior and ineffective CM.

This study aims to investigate the impact of conspicuous consumption on the subjective well-being (SWB) of Indian bottom of the pyramid (BOP) consumers.

This study followed a qualitative phenomenological approach. Focus group discussions were conducted with 72 Indian BOP consumers. Thematic analysis resulted in 21 categories and 9 themes.

This study revealed three distinct categories of consequences related to the effects of conspicuous consumption on SWB at the BOP. Conspicuous consumption can either enhance or diminish the BOP consumers’ SWB and sometimes even simultaneously have constructive and adverse effects (a double-edged sword). This study presents a conceptual model examining the consequences of conspicuous consumption at the BOP through the lenses of social comparison and compensatory consumption theories.

The literature has classified the consequences of conspicuous consumption at the BOP as constructive or adverse effects. This study reveals that conspicuous consumption at the BOP can be a double-edged sword. This study indicates that social comparison drives compensatory consumption at the BOP, which impacts the SWB of BOP consumers. Such an amalgamation of the theories of conspicuous consumption, social comparison and compensatory consumption is the unique contribution of this research. The implications for practice and policy are discussed.

Based on the available literature, this paper aims to build a theoretical framework identifying the following five factors influencing electric vehicle (EV) adoption: 1) demographic factors, 2) environmental factors, 3) infrastructural factors, 4) economic factors and 5) fiscal policy factors. The authors then identified the variables representing these factors and built a linear regression model. The authors collected cross-sectional data of the identified variables of Indian states and estimated the regression model using the ordinary least squares method.

India has witnessed a rapid adoption of EVs in the two-wheelers and three-wheelers segment. The paper aims to identify the factors influencing EV adoption in India.

The estimated results indicate that EV adoption is significantly increasing in India due to the rising population and increasing number of power charging stations. The authors also found that government policy incentives have no significant impact on EV adoption.

The study’s findings and the recommended changes in India’s current EV policy aim to help policymakers achieve faster adoption of EVs in India.

The authors further conducted a sentiment analysis of the people’s comments on popular YouTube videos and found that most people have negative sentiments towards EV adoption because of battery-related problems and range anxiety.

This study explores how strategic human resource practices enhance the competitive capability of differentiation and cost-effectiveness by leveraging knowledge resources in Indian IT/software organizations. It examines the mediating effect of knowledge management (KM) processes in the relationship between strategic HR practices, competitive differentiation and cost-effectiveness capabilities.

An online questionnaire survey collected data from 380 knowledge workers in 25 IT/software and consultancy firms. The authors checked data reliability and validity by conducting exploratory factor analysis in SPSS and confirmatory factor analysis in AMOS. The authors evaluated hypotheses using path analysis in structural equational modeling in AMOS.

Strategic HR practices significantly and positively affect KM processes and competitive capabilities-differentiation and cost-efficiency. Both strategic HR practices and KM processes have a closer association with differentiation than cost-effectiveness. Knowledge management processes significantly and positively mediate between strategic HR practices and competitive capabilities. The mediation is more substantial in predicting differentiation than cost-effectiveness.

It is a cross-sectional study with a constrained capacity to predict accurate causal inferences; The authors call for future studies with longitudinal design and objective measures. Further studies are required to explore the impact of various strategic HR configurations on KMP to understand how different routes stimulate a particular competitive strategy. This conceptual framework can be validated across different industry types and sizes.

This study provides practical insights to HR and knowledge managers regarding devising HR and KM processes to accomplish the goals of differentiation and cost-effective, competitive strategies. This study highlights that leveraging human capital for effective KM is crucial for gaining a competitive advantage.

The paper adds to the strategic HR and KM literature by exploring the mediating role of KM processes in enabling strategic HR processes to enhance differentiation and cost-effective, competitive strategies. It provides original empirical evidence from knowledge-intensive IT/software consultancies, particularly in India's emerging economy. It indicates the current state of HR practices adopted for optimum utilization of knowledge resources and the importance of differentiation strategy for Indian knowledge-intensive IT/software firms.

Brand crises are widespread in the marketplace and how consumers perceive and respond to such crises is crucial for brand survival. This paper aims to elucidate the critical role of brand age in shaping consumers’ negative responses to competence-related versus ethics-related crises, with a particular focus on the Eastern cultural context. In addition, the roles of information diagnosticity and culture are investigated.

In a series of four studies conducted across China and the USA, the authors use a rigorous between-subject experimental design to delve into the dynamics of how the interplay between brand age and brand crisis impacts consumers’ negative responses, specifically negative word-of-mouth and boycott tendency, toward brands perceived as guilty.

Results show that brand age helps mitigate the negative responses of consumers in competence-related crises, yet exacerbates such reactions in ethics-related crises. In addition, information diagnosticity mediates the interactive effect of brand crisis and brand age on consumers’ negative responses. However, the results of the cross-cultural comparison study suggest that brand age exaggerates consumers’ negative responses to ethics-related brand crises only in Eastern cultures, but not in the Western contexts.

The research reveals the dual-edged impact of brand age during crises, enriches the literature that draws on information diagnosticity within the hierarchical restrictive schema theory. It also clarifies the boundary mechanisms related to cultural differences.

The findings of this research provide meaningful implications for brand managers by communicating the oldness of a brand may serve to buffer negative consumer responses to competence-related crises but can exacerbate the consequences of ethics-related crises.

This research offers a novel perspective on the nuanced influence of brand age on consumers’ adverse reactions to brand crises. It clarifies why emphasizing the oldness of brands in Eastern-culture markets is effective in mitigating competence-related crises but often counterproductive for ethics-related crises.

The reasons for employees’ multiple jobholding have often been explored from economic and aspirational standpoints, and the role of workplace conditions that may encourage employees’ multiple jobholding remains largely overlooked. We examine the linkage between workplace favoritism and employees’ multiple jobholding motivations. Utilizing the conservation of resources as our theoretical framework, we also explored the underlying role of job insecurity and psychological contract violation.

We collected data using qualitative and quantitative methods. To gauge multiple jobholding motivations, we collected data from employees in Indian organizations using both qualitative (N = 44) and quantitative (N = 180, N = 205, N = 251) methods. A mediation model was tested using two-wave data gathered from 251 employees working with varied organizations located in North India. Variance-based SmartPLS was used to test the hypothesized relationships.

A positive and significant association was found between workplace favoritism and employees’ multiple jobholding motivations. Job insecurity and psychological contract violation emerged as significant mediators in this process.

Through qualitative and quantitative studies, we developed and tested a measure of employees’ motivations to hold multiple jobs. The study uncovers the role of adverse workplace conditions in encouraging these motivations and sheds light on how workplace favoritism translates into employees’ holding multiple jobs.