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Drawing insights from the “Substitutes for Leadership” Theory, this study intends to examine the moderating role of resilience between servant leadership (SL) and employee engagement (EE). Particularly, relying on the issue that there are certain barriers, which hamper the effective execution of SL in the workplace, this study proposes to check that whether or not, resilience can intensify the effect of SL on EE.

A cross-sectional study was conducted on 241 employees working in the Indian Banking and Insurance (B&I) sector using the SPSS (v20), and the AMOS software (v21).

The study’s results revealed that SL is significantly related to EE. Also, this relationship is stronger for the employees who experience a high level of resilience, thus denoting that resilience works as a booster for SL.

This study has certain limitations like being cross-sectional in nature and covering only B&I sector employees.

Since resilience helps in intensifying the effect of SL on EE, the organizational HR managers should devote efforts to make their workforce resilient.

This paper is the first of its kind which empirically investigated the intensifying role of resilience for SL style.

The purpose of this paper is to assess the effects of various workplace characteristics on work-family conflict among dual-career couples in India.

Primary data based on 393 employees belonging to dual-career couples were analyzed. Using multiple regression analysis, the study has attempted to find out the effects of workplace characteristics on work-family conflict in dual-career couples.

The findings indicate that not all workplace characteristics effect work-family conflict in dual-career couples. Out of 13 characteristics, 8 workplace characteristics, namely, development and flexibility, co-worker support, supervisory support, job competence, self-employee control, practicing overtime, flexibility and discrimination, are found to have significant effects on work-family conflict in dual-career couples.

As this study is limited to the dual-career couples employed mainly in organizations operating in India, these results may not be generalized to other areas such as traditional career couples, self-employed member of couples and in other national contexts.

It would be beneficial for organizations to understand and implicate that adoption of certain workplace characteristics provide appropriate choices, freedom and environment for dual-career employees, which further encourage them to build effective amalgamation of work and family roles suiting their individual circumstances.

This study is an important and almost first study on dual-career couples in India on such issues. As a very scant number of researches have examined the impact of workplace characteristics on work-family conflict on such extensive basis, it definitely contributes to HR literature.

A growing body of literature has begun in the direction of supply chain performance measurement. However, selecting the appropriate set of key performance indicators (KPIs) for measuring supply chain performance have always remained a challenge. The purpose of this paper is to identify the KPIs and categorize them specifically for measuring retail supply chain performance.

A qualitative approach, based on literature has been adopted. Published literature from refereed journals on supply chain performance measurement has been considered and various approaches for developing KPIs have been studied to develop a theoretical framework for performance measurement in retail supply chain.

The paper identifies key indicators for performance measurement and classifies them into four major categories: transport optimization, information technology optimization, inventory optimization and resource optimization. These key indicators are arranged precisely for retail industry. A theoretical framework is proposed to link the performance of these constructs on financial performance of the firm.

Future research can be carried out to validate the relevance and applicability of identified indicators. The study can be further conducted to measure the interrelationships between the KPIs and their impact on financial performance of the firm.

This study proposes a list of indicators for retail industry, which are presented in appropriate categories so that it can be used by the focussed teams for further improvement.

To the best of authors’ knowledge, no other study has categorized the KPIs into groups, specifically for measuring retail supply chain performance. The researcher also intends to carry out further empirical study to test the proposed theoretical framework.