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The purpose of this paper is to understand the influence of change in loneliness on the experience of depression among the students in a business school in India. Building on the literature, the authors argued the dynamic nature of loneliness and depression and subsequently explored the linkage between change in loneliness and associated change in the experience of depression. Further, the purpose is also to explore whether such linkage depends on individual personality factors.

The present study is part of a bigger study that employed a longitudinal survey design. Data were collected in two phases with a six-month time lag between the phases. Data were initially collected in July 2014, and again with all measures repeated in January, 2015. Data were collected from two sections from the undergraduate program participants at one of the reputed institutions in India. Demographic variables such as gender, number of siblings, and family type (nuclear family or joint family) were collected. The authors controlled for age and qualification as all the students have the same qualification and almost all of them were in the same age group. All these variables were controlled due to their probable interference with the proposed theoretical model.

The findings reveal a significant role of loneliness on experience of depression and a moderating role of personality on the relationship. The linkage between change in loneliness and change in depression was found to be higher among those people who were high on extraversion. The findings clearly indicate that the impact of loneliness will be more as the need for attachment is high for individuals having higher extraversion.

Further research may explore the role of neuroticism in the link between loneliness and depression.

The findings of this longitudinal study are very relevant for all the professional groups in the college/university setting. It is important for students as well as college authorities to understand the dynamic nature and relationship of loneliness and depression, as well as the role of personality factors. Routine monitoring as well as various educational programs may be included as regular components of campus culture. Even curriculum can also be fine-tuned. Various programs can be designed to improve interpersonal skills, cognitive understanding, and resolution of aversive emotions, as these college going students or buddying managers are more receptive to intervention programs.

The paper clearly reflects its originality. It adds value in the form of contribution to theoretical development as well as to various college authorities to handle students emotions effectively.

Social enterprises (SEs) have experienced unprecedented uncertainty due to COVID-19, and it has challenged the fundamental assumptions underlying the SEs. Little is known about the strategic response of SEs when their fundamental characteristics are being challenged. The purpose of this paper is to explore – how do SEs respond to a crisis caused by the pandemic?

This paper adopts a case study approach and reports the response strategy of impulse social enterprises (ISE) from India. Data were collected through interviews, Webinars and organizational reports. To analyze the data, the authors examined the fundamental assumption on SE that was challenged by the pandemic.

The response strategy of ISE is driven by social and substantive rationality focusing on the relationship with the community and doing what is good for them. The role of communication was vital in gathering support and resources to continue with their function. ISE adapted a mindset of mission agility and created an alternative market for its product.

This study highlights the response strategy of SE in an emerging economy like India, which experienced one of the stringent lockdowns. It is probably one of the few studies that examined the responses of SE under a crisis that challenged their fundamental attributes by adopting the framework of Bacq and Lumpkin (2021).

The “war for talent” is not limited to developed economies but has become a common feature in emerging economies such as India. From the sociocultural perspective, India represents one of the oldest cultural heritages with distinct cultural values. The cultural difference may contribute to explain organizational practices toward talent retention. In the present chapter, the authors focus on the institutional, legal, and cultural context and highlight their uniqueness with respect to the Indian context. Within the institutional context, the authors found that prior to liberalization (which happened in 1990s), the Indian business scene was dominated by public firms or a small enclave of private firms. For both types of organization, turnover hardly mattered, and turnover was indeed negligible. Employees saw firms as “employers for life”: in such a context, voluntary turnover was extremely rare. Further, in the early legal context, it was hard for any private firm to “fire” an employee. Therefore, involuntary turnover was close to nil as well. Things began to change post-liberalization when the Indian scene was dominated by an influx of private players. The Indian mind too accepted turnover to be a part of the corporate life. In the present chapter, the authors provide a snapshot of what, why, and how of employee turnover in the Indian context. The authors specifically focus on what motivates employees to remain with the organization or why do they leave the organization. The authors close the chapter with insights relevant to both academicians and practitioners.

The present study is based on two samples from two occupational groups (one among medical representatives in pharmaceutical industry and other among frontline employees in hospitality industry). The study found support for the moderation effect of perceived organizational support (POS) on the emotional dissonance-emotional exhaustion as well as the emotional exhaustion-turnover intention relationships. In addition, the purpose of this paper is to examine the mediation of emotional exhaustion on the emotional dissonance-turnover intention relationship. The study concludes with the contributions to the literature and to the practice.

Following the survey research method the study collected the data from two occupational groups.

The study found support for the moderation effect of POS on the emotional dissonance-emotional exhaustion as well as the emotional exhaustion-turnover intention relationships.

The study argued the negative effects of dissonance can be minimized if the organization can take actions to ensure employees perceive the organization as supportive.

The purpose of this paper is to understand the process through which external diffusion of business-to-business (B2B) e-procurement impacts firm performance. The research model has been developed to empirically examine the role of information transparency and supply chain coordination in improving the firm financial performance by external diffusion of e-procurement.

The survey is conducted in India with a target population of purchasing professionals working on the B2B e-procurement platform. The measurement model was first tested by using confirmatory factor analysis for reliability and validity, then structural equation modeling (SEM) was used to test the hypotheses of the research model using AMOS 22. The phantom model approach has been used for testing multiple mediators.

The result of the study highlights the importance of information transparency and supply chain coordination in enhancing the firm financial performance by external diffusion of e-procurement. The results establish the role of information transparency in enhancing firm performance by improving supply chain coordination. The results also indicate that supply chain coordination mediates the relationship between external diffusion of e-procurement and firm financial performance.

This is the first study that has focused on the external diffusion of e-procurement and its impact on firm performance. Also, this study attempted to understand the process through which external diffusion of e-procurement impacts the firm financial performance.