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The purpose of this paper is to find out the effect of recruitment practices on the retention of commercial pilots by the airlines in India. Often it is found that trained pilots pilfered by other airlines within/outside of India and Indian aviation industry have to rely on expatriate pilots to fly the aircrafts. Newly appointed pilots are required to be trained due to the lack of experience, which is a huge investment by the airlines. Therefore, the recruitment and retention of the commercial pilots create challenges for aviation industry in India.

Research design of the present study was exploratory and descriptive to evaluate the effect of recruitment practices on the retention of commercial pilots by airlines in India. All together, 225 commercial pilots from different Indian airlines participated in the present study. Instruments were designed to understand the practices related to recruitment, selection and retention strategies of commercial pilots used by these airlines, and how pilots perceive about recruitment practices and its relevance for retention strategies in the organization. Data were analyzed using factor analysis, Pearson’s correlation and regression analysis

Results of data analysis have revealed five factors of retention and selection measures, which were encouraging and employee-friendly recruitment policy, impact of external factors, organizational internal factors, employment brand and organizational growth and self-advancement opportunities. Similarly, retention strategies measures had four factors, namely, positive work culture, opportunities for individual growth, development, and salary benefit package, and opportunity for self-achievement. Pearson product moment correlation coefficient result revealed significantly positive relationship between various dimensions of recruitment and selection to retention strategies. Further regression analysis revealed the effect of those recruitment policies on retention was positive.

Findings of this study could be potential bias and prejudice of the people involved and responded. As information was collected only form Indian commercial pilots, the findings might have changed if study was to be applied to a different country or economy. Random sampling error could not be ruled out. Preferred, accepted and perceived recruitment strategies and retention polices of Indian aviation sectors might be different as compare to other countries aviation sectors policies. Influence of cultural, organizational internal and external factors result might be different as compared to result of present study.

This is an important study, which will help the aviation sector to design recruitment policies and retention strategies to retain pilots to deal with a high level of attrition. Furthermore, present study will help the aviation sector in designing their policies and strategies, which forces pilots to remain with particular air carrier for longer time. It will give the same direction to other organizations, in general.

The concept of recruitment and retention is applicable to each and every service sector. There could be different parameters for the same. Social implication of the present study is the same as it is for the aviation sectors. It is implied that service sectors must have appropriate recruitment policies, i.e. encouraging and employee friendly recruitment policy, conscious and continuous evaluation organizations’ external as well as internal factor, efforts shall be made to create employment branding, always focus on growth and advancement opportunities for the employees and organization. Positive work culture, opportunities for individual growth and development, salary benefit package and opportunity for self-achievement will help employees to remain with the organization for longer time.

This is an original research in the area of understanding recruitment policies and retention practices of commercial pilots in Indian aviation industry. This study is related to practical and genuine problem of attrition. Not many studies are found in this particular area.

The purpose of this paper is to find out dimensions of organizational citizenship behavior (OCB) in Indian setting and to further examine the role of OCB that impacts employees’ intention to stay, with a view to draw on the deeper influences it carries on the quality work of the organization.

Experimental research design was used to find out the causal relationship between these constructs, i.e., dimensions of OCB and intention to stay. Probability sampling method was used to obtain the sample. In total, 475 respondents were approached for data collection. Data were collected using questionnaire method.

Factor analysis result revealed five factors of OCB, namely: sportsmanship, altruism, courtesy, civic virtue and conscientiousness, having the reliability of 0.93, 0.89, 0.81, 0.82 and 0.69, respectively, single factor of intention to stay having the reliability 0.87. The findings of Pearson’s correlation, regression and structural equation modeling revealed unequivocal influence of OCB over employees’ intention to stay, suggesting a maneuvering capability of OCB with its influence over employees’ intention to stay in their present organizations.

Since this study was conducted in India, to establish the external validity has to be judged carefully. The organizations approached for the study were of the MNC level.

This study is important to understand the citizenship behavior of employees in relation with intention to stay in Indians setting in particular and the world in general. When individual does work, without any expectation, stay with the organization for longer time inculcating, imbibing working culture of the organization which enriches his experiences, utilized in increasing productivity and prosperity of the organizations.

Overall, organizations are facing increased competition day by day; employees are expected to stretch themselves to be in the competition. After certain point of time, employees stop extending themselves, resulting in deteriorating the quality, performance and product. Retaining employees along with maintaining the quality becomes an important concern and issue for organizations. Importance of OCB is considered extensively in Industries in this regard.

This is an original research in Indian Setting, much researches are not available finding the relationship between OCB and intention to stay in turn which improves the quality of organizations. This research is valuable for business world, are facing problems of retaining the employees which affects their efficiency, productivity and profitability.

The purpose of this study is a numerical analysis of steady-state heat transfer behavior of couple-stress nanofluid sandwiched between viscous fluids. It should be noted that this research deals with the development of a cooling system for the electronic devices.

Stokes model is used to define the couple-stress fluid and the single-phase nanofluid model is used to define the nanofluid transport processes. The fluids in all regions are assumed to be incompressible, immiscible and the transport properties in all the three layers are assumed to be constant. The governing coupled linear ordinary differential equations are made dimensionless by using appropriate fundamental quantities. The exact solutions obtained for the velocity and temperature fields are evaluated numerically for various model parameters.

The results are demonstrated using different types of nanoparticles such as copper, silver, silicon oxide (SiO₂), titanium oxide (TiO₂) and diamond. The investigations are carried out using copper–water nanofluid for different values of couple-stress parameter a with a range of 0 = a = 12, solid volume fraction ϕ with a range of 0.0 ≤ ϕ ≤ 0.05, Eckert number Ec with a range of 0.001 ≤ Ec ≤ 6 and Prandtl number Pr with a range of 0.001 ≤ Pr ≤ 6. It was found that the Nusselt number increases by increasing the couple stress parameter, Eckert number and Prandtl number and it decreases with a growth of the solid volume fraction parameter. It was also observed that using SiO₂–water nanofluid, the optimal Nusselt number is obtained. Further, using copper, silver, diamond and TiO₂, nanoparticles and water as a base fluid does not show any significant changes in the rate of heat transfer. The couple-stress parameter enhances the velocity and temperature fields whereas the solid volume fraction suppresses the flow field for both Newtonian and couple-stress fluid.

The originality of this work is to analyze the heat transfer behavior of couple-stress nanofluid sandwiched between viscous fluids. The results would benefit scientists and engineers to become familiar with the analysis of convective heat transfer and flow structures in nanofluids and the way to predict the heat transfer rate in advanced technical systems, in industrial sectors including transportation, power generation, chemical sectors, electronics, etc.