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The purpose of this study is to empower a tradition Bodo attire Dokhona skilled artisan for their livelihoods and preserve cultural and historical legacy by using new themes influenced by Bodo items.

To revive the traditional Bodo artefacts by adapting a varied form of motifs inspired from Bodo artefacts which showcases Bodo identity.

Motifs implemented in apparel (e.g. Dokhona) inspired from Bodo traditional tools and musical instruments, signifying Bodo identity. Such apparels could be purchased by Bodo consumers as they are very keen to sustain their culture and heritage through motifs weaved in their traditional apparel. This study also proves that Dokhona designed with novel motifs developed from traditional artefacts are better than currently available designs of Dokhona as these were more aesthetic and contemporary in look.

The motif adapted from traditional artefacts would motivate the weavers to weave innovative motif designs in their apparel bringing some newness in the Bodo traditional attire Dokhona, leads to business and women empowerment.

This study showed the way to create innovative ideas for designing apparel (e.g. Dokhona) from cultural artefacts and helps prospective textile and apparel designers to design sustainable Dokhona.

The purpose of this study is to understand the perception of the local weavers amongst the Bodos, a tribe of the North-east (NE) India. Towards this a concept of a service pipeline process in the field of heritage attire preservation of Bodo Dokhona was focused that would endorse the local weavers' community for its wellbeing and sustainability.

The design approaches have been framed after interactions with the local weavers through a survey conducted for understanding the issues pertaining to weavers. Towards sustaining the Bodo heritage attire Dokhona, a service design pipeline for better management system was developed in three phases. Interactions with the local weavers through survey and validation for its feasibility were undertaken.

This research paper focuses on publishing innovative survey research and practice related to cultural heritage management of the Bodo traditional wear Dokhona and sustainability conservation of the pipeline process. Therefore, developing both skill and knowledge for the weavers' community of the region.

The design pipeline approach in this paper has been shared with the local weavers' for easy understanding of the step-by-step process of weaving a Dokhona made of eri silk. A progressive Bodo weaver will gain skill training which would lead to weavers' empowerment.

Developing and documenting an innovative service design approach. In this context, an insight for women empowerment leading to preservation of Bodo heritage is valued.

The purpose of this paper is to highlight state-of-the-art digital human modeling applications in aviation and aerospace industry, generate research interest and promote application of digital human modeling technology among audience of diverse background including researchers, students, trainees, etc. in academia and industry; designers; engineers; and ergonomists associated with aviation and aerospace sectors.

Comprehensive literature search was performed and, subsequently, all publications identified were studied thoroughly at least by abstracts. Available information has been segregated under different headings and depicted systematically for easy understanding by readers.

Virtual human modeling technology has been used in assessing reach and accessibility in aircraft cockpits, creating accurate posture libraries, performing vision analysis for pilots, determining design modifications to accommodate female users, predicting probable pilot behavior in proposed cockpit design, simulating air flow and heat transfer in fighter plane’s cockpit, assessing comfort of airplane passenger seats, maintenance studies, human spaceflight training, verifying component accessibility, investigating impact of space suit parts and harnesses, etc. Traditional approach for ergonomic investigations (involving costly physical mockups and trials with real humans) can be effectively replaced by evaluations facilitated by digital mockups and digital humans.

Being a review paper, the present manuscript is purely academic in nature.

The present paper represents critical review (with up to date references), leading to a comprehensive knowledge body about application of digital human modeling in aviation and aerospace industry. Avenues still to be explored have been identified and future research directions have been given aiming at aviation and aerospace completely human centric.

The AirAsia India 2017 (AAI) case presents the situation faced by Tony Fernandes, the CEO of the AirAsia group of companies, in 2017, when he had to respond to the changes in aviation policy made by the Ministry of Civil Aviation (MCA). As per the changes, an airline operating in India could start its international operations without having five years of domestic flying experience provided it deployed 20 of its aircraft or 20% of the total capacity, whichever was higher, for domestic operations. The objective of this case is to help discuss issues relating to sustaining late entry and exploring new growth opportunities in the context of regulatory changes.

Knowledge sharing has become an integral part of organizations’ business strategies, along with aiding organizations to grow and innovate in the market, and gain competitive advantage. This paper aims to concentrate on the role of tacit knowledge sharing in fostering innovation capability of an organization. Specifically, the study considers social capital (relational, cognitive and structural) as an important precursors to tacit knowledge sharing, which in turn, influences innovation capability of an organization. The study further discusses the role that knowledge reciprocation plays in successful tacit knowledge sharing. The relation between knowledge quality and innovation capability is also discussed in the paper.

The investigation started with a review of extant literature in the field of knowledge sharing and innovation to derive a set of constructs. A set of hypotheses was developed based on the identified constructs, which was subsequently validated through a primary survey based on a structured questionnaire on a sample size of 190 respondents from the Indian industrial domain. The survey responses were subsequently analysed using the statistical technique of structural equation modeling and conclusions were drawn from the findings. Additionally, careful attention was paid in eliminating the common method bias, which is often associated with a primary survey.

A set of six hypotheses were derived based on the identified constructs and were subsequently validated. While validating the hypotheses, it was observed that while knowledge reciprocity, relational social capital and cognitive social capital was positive associated with tacit knowledge sharing, structural social capital did not have a significant effect on the same. Additionally, it was also observed that both tacit knowledge sharing and the quality of knowledge were positively associated with innovation capability.

The present day business marked by intense competition requires firms to be more aware of their innovative capabilities. Effective sharing of knowledge or information can be deemed as a vital component in achieving this objective. Organizations that practice and nurture innovation activities can use the findings of the current study as a part of their knowledge management strategy. In addition to using the explicit knowledge, which are structured in nature, organizations can also start using tacit knowledge to harness their innovation potential – and the findings from the current study can act as a motivational tool for them to do so.

Although there is a growing body of literature concerning the role of knowledge management in innovation, there still a dearth in discussing the role of tacit knowledge sharing in exploiting the innovation capability of an organization. The main discussion of this paper brings together a set of important constructs that exhibits the significant role that tacit knowledge sharing plays in determining the innovation capability of an organization. Furthermore, it tries to marry the concepts of social capital and tacit knowledge sharing with innovation capability, therefore adding significantly to the body of literature in knowledge management as well as innovation.

The primary aim of this paper is to study a dark side of e-HRM concerning its parallel effect on human resource (HR) socialization and HR service delivery and the consequent impact of perceived HR effectiveness.

The current study started with an in-depth review of the extant literature in the field of e-HRM to derive a set of constructs. Based on the theoretical foundation of the identified constructs, the current study went on to derive a set of hypotheses, which was subsequently validated using the uses the quantitative technique of PLS-SEM. A primary survey, in the form of a structured questionnaire, was used as the source for data collection on a sample size of 276 from the Indian industrial domain. Careful attention was paid to eliminate the common method bias in the study.

The findings of this study show a simultaneous significant full mediation effect of both HR service delivery and HR socialization is the relationship between e-HRM and HR effectiveness. However, e-HRM has a strong and significant negative effect on HR socialization. Though HR socialization is positively related to HR effectiveness, the significantly reduced level of HR socialization as a consequence of adaption of e-HRM had negatively affected the perceived HR effectiveness.

Although the dark side of e-HRM has been recognized by academicians and practitioners alike, its implications have seldom been studied in the academic literature. The current study intends to shed some light on this important, but sparsely discussed topic. Further, this study makes significant and meaningful contributions in the literature of e-HRM by empirically studying together the positive and negative consequences of e-HRM and its effects on HR effectiveness. Several e-HRM scholars have discussed the implications of e-HRM adoption and highlighted the negative impacts of e-HRM, and traversing the same path, the current study advances the literature by empirically investigating the effect of e-HRM on the dehumanization of HR processes and practices.