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This study aims to understand the phenomenon of organisational anthropomorphism, a psychological process in which employees attribute personality characteristics to organisations. Anthropomorphism, a psychological concept, after making its mark in consumer behavioural studies, is emerging into the domain of organisational behaviour. This less deliberated concept is explored through the lens of psychological cues and motives leading to the identification of its managerial antecedents of organisational citizenship behaviour (OCB) and corporate social responsibility (CSR) and their confluence into organisational culture. Further, the relationship between organisational culture and organisational anthropomorphism is established through literature review with a number of propositions and a framework.

This paper explores the available literature on organisational anthropomorphism and the constructs of organisational culture by employing literature review methodology. On the basis of selected research studies sourced from high ranked journals from Web of Science, Scopus and journal homepages, domain-based and theory-based reviews were performed to comprehend the concept of organisational anthropomorphism.

This study identifies OCB and CSR as the antecedents of organisational anthropomorphism through the psychological cues and motives, comes out with a number of propositions and recommends a framework based on the same.

This paper helps managers study employee behaviours and observe the organisation’s connections with society. Moreover, this study benefits organisations to brand themselves better amongst employees and external stakeholders.

This paper helps managers study employees’ citizenship behaviours through anthropomorphic cues exhibited by employees and improve organisation-employee association. It also suggests organisations to brand themselves using anthropomorphic social traits to stage itself as a socially responsible entity among external stakeholders. The empirical validation of proposed framework through quantitative and qualitative methods is proposed to be the future scope of the study.

The purpose of this study is to understand why Gen Z indulges in moonlighting in IT organisations and to help policymakers redefine mutually beneficial policies for improving talent management, which will benefit Gen Z as well as organisations and society at large.

A qualitative technique was adopted by conducting in-depth interviews with Gen Z, who works in the IT sector of metropolitan cities in India. The interviews were transcribed and thematically coded using thematic analysis in NVivo. A model based on themes from the analysis has been proposed.

The themes derived from this study revolve around issues such as ethics, legal, self-satisfaction, money and social causes. These themes will contribute to the body of knowledge by adding new dimensions to moonlighting.

This research has been carried out consider Gen Z moonlighting in the IT sector within India. The study can be further enhanced to other regions and sectors. It will give clarity and help avoid potential conflict situations at the workplace.

This research will clarify and help avoid conflict situations by redefining policies and improving talent management and retention. The results can be further tested in other organisations.

This research draws attention of the policymakers to help create a common framework and guidelines for all stakeholders to follow with respect to moonlighting. It will open work opportunities on other platforms for interested and talented workforce and help them gain financial strength and independence.

Systematic thematic analysis using CAQDAS – NVivo has been carried out to elucidate Gen Z’s numerous motives for moonlighting in the IT sector. A model has been proposed based on the themes that evolved from the study, which policymakers can leverage to improve talent management in IT organisations.