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The study aims to identify the major challenges encountered by Indian exporters of agricultural products in the course of fulfilling export orders.

To achieve the objectives, a questionnaire and interview method are used to gather data from a randomly selected sample of 300 agri-exporters in Haryana, India. The study categorizes the various perceived constraints into problem variables or factors using factor analysis. Then, the aggregated scales are regressed against predictors, to validate the proposed hypotheses.

The results demonstrate that the broad challenges faced by agri-exporters of India are related to logistics, technological and quality assurance, financial, supply-chain bottlenecks and customs-related documentation. Furthermore, the findings confirm that the predictors have a significant effect on the identified constraints. Notably, the export experience emerged as the most influential variable contributing to overcome the challenges faced by Indian agri-exporters.

The study’s exclusive focus on the exporter’s perspective limits a comprehensive understanding. Incorporating data from logistics providers, customs agents and financial institutions could offer a more holistic view of the challenges.

The study offers new insights and contributes to the existing knowledge base by presenting a comprehensive analysis of the challenges faced by exporters and modeling them.

The interconnection between humans and animal has raised the concept of one health (OH) framework. The framework works at local, regional, national and global level with the aim to improve public health. However, while covering the OH approach, the knowledge of indigenous communities has not been given much attention. Despite of the fact that indigenous communities are living closely to ecosystem, their exceptional knowledge on OH has not been utilised. The present study has reviewed different studies to explore the prominent role of indigenous knowledge between the relationship of OH framework and public wellbeing.

The present study is a narrative review which has included different quantitative and qualitative studies conducted in the area of OH field in concern to public health and indigenous knowledge. The present study has included the literature which is published in English language from the year 2001–2024 conducted in developed and developing countries.

On the basis of prevailing literature in the area, the present study has framed a model to integrate the OH with indigenous knowledge to improve public health. The model explains the concept of public wellbeing which is deeply rooted in the knowledge of indigenous communities associated with animal and veterinary care, ecological aspect, culture, religion, language, healing and wellness, food and nutrition practices.

After considering the literature prevailing in concern to OH, it has been determined that OH approach is more prominent in scientific environment and laboratory equipment. The discipline of OH requires an inclusion from the researchers of social sciences and various behavioural fields. The present study has offered different factors which may act as an entry point for researchers to explore the field. Further, the study has suggested validating a comprehensive model offered by present study in empirical manner to improve public health.

The present study has highlighted the relevance of indigenous knowledge for promoting OH principles in public wellbeing. Also, the study has offered a model which can be utilised by future researchers to explore the relationship between OH, indigenous knowledge and public wellbeing.

The paper aims to present the comprehensive picture on green human resource management (GHRM) based upon bibliometric investigation, including different criteria, such as key authors, documents, keywords, bibliographic coupling (BC), etc.

Bibliometric technique has been used with the application of VOSviewer. Further, the Scopus database has been utilised to extract the research articles.

The present study has exposed the due relevance of GHRM in the area of human resource management (HRM) for researchers as well as practitioners. The study has revealed that number of citations in the area is high from the researchers of China. Also, Jabbour, C.J.C., has been identified as the lead contributor and author from the area with 43 publications and 1,352 citations. The journal of cleaner production has been identified as the journal with the largest number of publications from the area. Also, prominent keywords used in the area are sustainability, GHRM, environmental management, sustainable environment and HRM.

The study has offered the comprehensive publication analysis on the area which will assist the researchers in gaining review on topic and development of empirical models. Further, with the utilisation of keywords criterion they can easily explore the publications done in the area. Also, study will help the scholars and researchers to identify the region and countries along with the institutions and universities to pursue research on the GHRM topic.

The present study will help the mangers to focus on GHRM with more focus to acquire positive consequences for human resource management.

The present paper has presented various new and recent facets associated with the area of GHRM. Previously the similar analysis with bibliometric technique is rarely done with the present Scopus database.

eXtensible Business Reporting Language (XBRL) is an internet-based interactive form of reporting language that is expected to enhance the usefulness of financial reporting (Yuan and Wang, 2009). In the UK and the USA, XBRL is mandatory, and in Australia, it is voluntarily adopted. It has been reported that in the not too distant future, XBRL will be the standard format for the preparation and exchange of business reports (Gettler, 2015). Using an experimental approach, this study assesses the usefulness of financial reports with XBRL tagged information compared to PDF format information for non-professional investors. The authors investigate participants’ perceptions of usefulness in relation to the qualitative characteristics of relevance, understandability and comparability.

This paper uses an experimental approach featuring a profit-forecasting task to determine if participants perceive XBRL-tagged information to be more useful compared to PDF-formatted information.

Results reveal that financial information presented with XBRL tagging is significantly more relevant, understandable and comparable to non-professional investors.

The authors address a gap in the literature by examining XBRL usefulness in Australia where XBRL adoption will be mandated within the not too distant future. Currently, the voluntary adoption of XBRL by preparers and users is low, possibly, because of a lack of awareness about XBRL and its potential benefits. This study yields significant implications for the accounting regulators in creating more awareness on the benefits of using XBRL and to create an impetus for XBRL adoption.

In the service industry, there is an involvement of the human factor which comprises continuous interpersonal interactions. Sometimes, these interactions create incongruence between displayed and felt emotions which distract the employees from their authentic self and impair their well-being. This paper aims to made an attempt to review different studies to identify an association between authenticity at the workplace and employee well-being with reference to emotional work.

The different studies have been reviewed mentioning the association between authenticity at the workplace and employee well-being with reference to emotional work published during the period of 1983–2020. The database which is used to identify and extract the research papers includes APA PycNET, Business Perspectives, Elsevier, Emerald Insight, Inderscience Publishers, SAGE, Taylor and Francis, etc. The keywords used for shortlisting the studies include employee well-being, emotional work, emotional dissonance, job satisfaction, surface acting, authenticity, burnout, authentic living, self-alienation.

The study has determined that emotional work influences the authenticity of an employee which further impacts the well-being of employees.

The present review would aid the researchers in explaining the relevance of authenticity at the workplace for enhancing the employee well-being specifically in emotional work settings.

Promoting well-being at the workplace requires an action-oriented approach from the national level also. Hence, the present study may help in drawing inferences for framing well-being policies for employees at the national level.

The paper is amongst the few reviews which have analysed the substantial role of authenticity in the context of emotional work to improve employee well-being.

The world is facing an unprecedented transformation in its social, economic and financial environments due to the emergence of a new pandemic called coronavirus disease 2019 (COVID-19). The norms on social distancing, lockdowns and sealing of international boundaries are the common measures taken by almost all regions of the world. However, the Asian region is found to have a relatively lesser number of infected cases and deaths due to COVID-19 in comparison to the other regions of the world. The present study has been aimed to review the roles of various factors as approaches, such as technology, business–government collaborations, financial bailouts and policies from government side and geographical and demographical factors of the countries in slowing down the transmission of virus in the Asian region including East Asia, South Asia and South East Asia for controlling COVID-19. Besides, the present study has also emphasised the gaps which have disabled the Asian region in controlling the transmission of virus.

For framing the paper, various articles, national and international reports and academic papers have been reviewed, which are published in the period 2000–2020. The studies are shortlisted on the basis of keywords, such as COVID-19, coronavirus, severe acute respiratory syndrome-like coronavirus ( SARS-CoV-2), pandemic, virus, quarantine, Asia, etc.

The study has emphasised the roles of government, technology, business–government collaborations and geographical and demographical factors of countries as relevant factors in controlling COVID-19. Also, the study has highlighted inefficient health infrastructure, fear of social stigma and misinformation amongst citizens as those gaps where Asian regions are simultaneously found to be unprepared and inefficient to control the pandemic.

The present review would aid researchers in explaining the relevance of macro-level factors such as technology, business–government collaborations, government policies and financial bailouts and geographical and demographical factors of the region in controlling the transmission of pandemics and epidemics.

The study would assist decision makers, governments and individuals in framing of the various strategies and interventions to control pandemics and epidemics.

The present study has explained the relevance of various behavioural and social factors as gaps which are responsible for speeding up the transmission of COVID-19. Here, the study would guide the society in taking various right steps during the phase of pandemic and lockdowns.

Previously, rarely any study has been found which has reviewed the roles of macro-level factors as approaches and gaps in the context of the Asian region to slow down the transmission of COVID-19.

The study aims to discern the primary obstacles confronted by the implementing agencies in their efforts to foster financial inclusion through the “Pradhan Mantri MUDRA Yojana” (PMMY).

To collect primary data, a semi-structured questionnaire was developed. Around 120 loan officers from the implementing agencies (Scheduled Commercial Banks (SCBs), Regional Rural Banks (RRBs), Small Finance Banks (SFBs), Non-Banking Financial Companies (NBFCs) and Micro- Finance Institutions (MFIs)) of Haryana were randomly selected to fulfill the objectives. To categorize the perceived problems into discrete factors, the “factor analysis” technique was employed. The scales were then regressed on factors linked to the demographic characteristics of the loan officers to validate the hypotheses.

The study highlighted the primary obstacles impeding the advancement of financial inclusion, which encompass a range of factors. These include challenges in management, infrastructure, politics, finance and technology. Furthermore, the study established the association of the explanatory variables, namely gender, age, educational qualification, location and experience of the officers, with the extracted constraints. Notably, the experience of loan officers emerged as the most influential variable contributing to the promotion of financial inclusion through the scheme.

The current body of literature lacks any empirical investigation focusing on the perspectives of the implementing agencies regarding the challenges they encounter in advancing FI. Given the significance of FI in India, where access to formal financial services remains a critical issue, this research adds value by addressing the gaps in understanding the problems encountered.

The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-06-2023-0462

This research aims to examine the impact of virtual learning platforms and instructor presence (IP) on learner satisfaction (LS). Further, this study examines the role of learner engagement (LE) in order to improve the LS.

This research uses both primary and secondary data sources to compile the research's findings. The primary source of data includes 610 responses from various higher education institutes in India. The collected data were analysed using the partial least square structural equation modelling (PLS-SEM) technique.

This research provides evidence that the theoretical model is accurate with the gathered data sample. In the model, online platform (OP) is an independent variable, whereas LS is a dependent variable, and IP and LE are the mediating variables. The outcomes demonstrated that OP has a positive impact on IP and LE. Also, the relationships between IP and LE, IP and LS and LE and LS are significantly positive. The mediation analysis validates the importance of the IP and LE for relationships.

This investigation presents a comprehensive model, which demonstrates the relationship between OP, IP, LE and LS. The study makes a unique reference to several theories in order to boost interaction and IP in virtual learning, the learner's learning experience can be enhanced. The model helps teachers and educational institutions formalise strategies to boost interaction and examine the institutions' pedagogy to enhance satisfaction.

There is dearth of studies in the literature which have discussed the relevance of personal and social resources of employees to protect them from adverse impacts of emotional job demands. However, interaction effect of these two resources on wellbeing of the employees in context to emotional work is inadequate. The present study is aimed to address the existing gap and investigate the relevance of personal and social resources as moderators in the presence of each other between emotional work and employee wellbeing.

The research work has focused on employees working on frontline profiles of civil aviation industry of north India. The responses of 720 frontline employees have been collected through pretested questionnaire. To understand the moderation effect of two variables, model number 3 developed by Hayes (2012) has been applied.

The findings have revealed that moderator role of social support between emotional work and employee wellbeing. However, research has pointed out that at high level of social support personal resources of employees' start to decline which subsequently reduces the wellbeing of employees.

The present research work has analysed the moderated moderation effect of personal and social resources between emotional work and employee wellbeing. Besides, the relative significance of personal resources vis-a vis social resources empirically in context of employee wellbeing in case of emotional work has also been highlighted in the work.

The results of the study have suggested the employees to receive less social support from friends, family and other significant relationships to protect their personal resources in emotional work settings. Moreover, research work has implicated for employers to draw out the various interventions through which personal resources of employees can be enhanced in emotional work settings. Also, the research has assisted in designing the key competencies for different job domains of emotional work setups.

The present study is very substantial in offering various parameters over which wellbeing policies for individuals can be framed. Also, the study has outlined the consequences of receiving different levels of social support which is applicable for that set of population who wants to enhance their personal resources for attaining high wellbeing.

The study has empirically investigated interaction effect of social and personal resources of employees between emotional work and employee wellbeing which is scarce in the literature. Besides, a dark side of social support in emotional work context has also been highlighted which was scarcely discussed in emotional work settings previously.

The purpose of this paper is to investigate the impact of employer branding strategy (a mechanism used by organisations to hire and retain competent talent) on employee engagement whilst simultaneously measuring the mediating effect of person-organisation (P-O) fit.

The study analyses a sample of 296 employees working in the BPO sector in India. The proposed model is tested with the help of structural equation modelling.

The findings of the research highlight that employer branding has an affirmative relationship with P-O fit and employee engagement. The findings also reveal that P-O effect has a partial mediating effect on the relationship between employer branding and employee engagement.

Understanding and implementing employer branding strategies provides the organisation with a tool for not only harnessing good employees but also facilitates them to engage and retain them. Employer branding strategies ensure an increase in employee’s sense of belongingness and alignment of goals. Value congruence in the form of person organisation fit also ensures that employees believe that they are valued across the organisation and may go an “extra mile” to achieve organisational objectives.

Employer branding is a comprehensive strategy which can be used by employers to attract and retain talented employees. In a global economy where a talented workforce is scarce and has plenty of choices available to them, firms can use employer branding as a strategic opportunity to enhance employee engagement.