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The purpose of this paper is to design and incorporate gamebased pedagogy grounded in self-determination theory (SDT) for a higher education course in a business school program.

The study evaluates the learning outcomes of students from higher education in gamified and non-gamified contexts. The study was conducted over a period of two years in a management institute in the National Capital Region of India. The participants of the gamification study were the students in the age group 22–25 years with 0–3 years of work experience.

In general, findings of this study suggest that the group that underwent the course with the game-based pedagogy had better learning outcomes. In the game design, this study found that the addition of “meaningfulness” to the game elements improved the engagement with the gamification process for the learners. Consequently, this study found that “meaningfulness” played an important role in engaging the students, thereby, leading to improved learning outcomes.

The study suggests that when the game design is rooted in theory, it is likely that the desired results from gamification will be achieved. The evaluation of the courses was done by the researcher themselves. An external evaluation is required to confirm the results of the gamification elements used in the course as enumerated in the paper.

All the game elements used in the game design were underpinned by SDT which suggests that if the three innate needs of competence, relatedness and autonomy in individuals are met, the desired learning outcomes is likely to follow.

Due to the use of an online environment for the conduct of the evaluations, the study permitted the students to receive and have access to constant feedback enabling them to improve and enhance their learning.

Existing research shows inconsistent results with the use of gamification in the learning process. This study suggests that by grounding the gamification design in learning theory is more likely to achieve favourable results. In addition, if the game elements provide meaningfulness to the participants, the gamification process is more likely to succeed.

The purpose of this paper is to explore how heuristics are formed and whether herding and prospect theory act as antecedents to heuristics. The relationship is explored specifically for millennials.

The proposed relationship is explored specifically for millennials. Herding and prospect theory are modelled as antecedents to heuristics. The study uses survey data from 923 millennials from India to test the model for two financial products: equity and mutual funds. Regression analysis is used to evaluate the model.

Findings support the role of herding and prospect theory as antecedents to heuristics of millennials although to varying degrees for equity and mutual fund investments. The impact of herding on heuristics is likely to be smaller for equity investments as compared to mutual fund investments.

The findings provide insights into how heuristics are formed for millennials. The findings add to literature by beginning a new line of inquiry on how heuristics are formed. Since the model is tested on a single generation, future research can test the model on other generations. In addition, future research can also add more antecedents to our proposed model.

Findings from this study can provide financial planners and marketers with an understanding of how heuristics are formed for millennials. Financial planners can use these insights while providing financial advice to this generation and marketers can use them to create more relevant outreach.

Financial investments are an important conduit for financial security. By understanding the cognitive processes that influence financial investment decision-making, it is possible for educators to create content appropriately and for financial planners to advise clients accordingly to enable optimal financial decisions that will be wealth-creating.

Existing literature primarily treats heuristics, herding and prospect theory as being independent of each other. The authors take a novel approach to model the antecedents to heuristics to be herding and prospect theory. The model is tested on millennials for two financial products: equity and mutual funds.

Drawing on the frustration-aggression-displacement (FAD) hypothesis, this study investigates the link between supervisor incivility and workplace deviant behavior through the mediating pathways of supervisor-targeted aggression and emotional exhaustion. Additionally, it examines the moderating role of psychopathy in the relationships between supervisor incivility and supervisor-targeted aggression and supervisor incivility and emotional exhaustion.

Data were collected from hotel employees through a three-wave study, and variance-based partial least square structural equation modeling (VB-SEM) was employed to analyze the hypothesized associations.

Results indicate that supervisor-targeted aggression and emotional exhaustion mediate the relationships between supervisor incivility and workplace deviant behavior. However, psychopathy did not show any significant moderating effect.

The findings provide valuable insights for managers to develop effective strategies for reducing organizational incivility and deviant behaviors.

This study identifies two mediating mechanisms linking supervisor incivility to workplace deviant behavior and adds to the limited understanding of how supervisor incivility can lead to negative employee behaviors.

Undertaking the theoretical lens of “The need to belong” theory, the present study intends to explore the aftermath of internal whistleblowing and the behavioral outcomes that follow by linking it to the literature on workplace ostracism, loneliness and intentions to quit.

The respondents were hotel employees in the Delhi NCR region of northern India. A hypothesized sequential mediation model was tested on a sample of employees from a hotel using a three-wave time-lagged multistudy design.

The findings of the study established that internal whistleblowing leads to intentions to quit via workplace ostracism and loneliness at work.

The unique contribution of this study lies in understanding the underlying mechanisms and discussing the behavioral outcomes that follow post-whistleblowing. HR managers need to develop a work environment that protects whistleblowers and has a zero-tolerance policy against employees engaging in any form of retaliation or unethical business practices. Managers must be more proactive and sensitive to the social cues that will make them aware of the presence of acts of ostracism. Upon encountering such acts, managers can consider counseling employees engaging in such unhealthy practices.

The purpose of this study is to examine the relationship between mentoring, managerial effectiveness and demographic variables. Being in a mentoring relationship offers a low-cost experiential learning, encourages diversity and inclusion, helps in expanding professional associations and boosts engagement. The use of mentoring programs can achieve this to a larger extent by making managers effective.

The study was administered on 350 middle-level managers, representatives of five private sector banks in Delhi/NCR. Variables in the study were assessed using validated instruments. Descriptive statistics, t-test, correlation and hierarchical regression were used for data analysis.

The study depicts that mentoring has a positive and significant impact on managerial effectiveness. The research contributed in establishing that the demographic variables (gender and marital status) positively moderate the relationship between mentoring and managerial effectiveness.

Although the knowledge base and skillfulness of the young mangers are taken care by the way of organizational training, mentoring relationships complement it with added focus on personal directions to deal with minutiae of organizational processes. Mentors provide a critical linkage to an organization’s competitive advantage by helping expanding connections and networks of employees, and thereby, enhancing productivity which directly affects profitability. Managers and policymakers should chart out the mentoring plans, keeping in perspective the demographic variables, specially the gender of the mentee and the marital status.

This is a pioneer study contributing to the present reserve of knowledge and understanding of the subject by contextualizing the impact of demographic variables on mentoring and managerial effectiveness in Indian private sector banks.

The present study aims to investigate the direct and indirect relationship between abusive supervision (AS) and employees’ intention to quit (ITQ) and employee misconduct (EM). Though the direct relationship was investigated in past studies; however, the indirect effect of the said relationships via workplace ostracism (WO) and the interaction effect of resilience on the direct relationship based on the conservation of resource theory and social exchange theory were hardly explored.

The data was collected through a cross-sectional survey using standardized measures. In the current study, the responses from 575 respondents were analysed using partial least squares structural equation modeling to test the hypotheses.

The study’s findings stressed that AS positively affects an employee’s ITQ and EM. WO was found to be a significant mediator and resilience as a significant moderator for AS, ITQ and EM relationships.

The study is one of the few studies in the Indian context linking AS to ITQ and EM in the presence of WO as a mediator and resilience as a moderator.

This case examines the formation of an alliance between Fiat and Chrysler during the height of the financial crisis as a mechanism to save Chrysler from liquidation. The case traces the events leading up to the alliance, discusses the early stage issues with which the partners have to deal, addresses some of the governance issues, and examines the past merger between Chrysler and Daimler that ended in a failure. The case presents a normative approach to alliance management and conjectures about the success of the Fiat-Chrysler alliance. We address whether Chrysler is a suitable partner and whether there is a strong enough rationale for the alliance and whether the two partners are compatible. Finally, the case explores the lessons learned and the cautions that might derail the alliance.

Using the person-organization (P-O) fit perspective, the present study explores the interlinkages between workplace spirituality (WPS) and organizational citizenship behavior (OCB). It further attempts to understand the mediating effects of psychological ownership and innovative work behavior (IWB) for the association.

Data was collected in three waves from 283 frontline hotel employees in the Delhi NCR region of India. Partial least square (PLS-structural equation modeling) was used to test the hypothesized model.

A significant association was found between WPS and OCB. Psychological ownership and IWB had a significant serial mediation effect on WPS and OCB relationship.

The involvement of spirituality in the workplace is one of the significant factors contributing to positive organizational performance from the perspective of perishable services. Hence, understanding and implementing best practices to encourage WPS and strengthening psychological ownership for favorable behavioral outcomes must be one of the significant priorities for human resource managers in the hospitality industry.

WPS is an under-explored area in the hospitality industry. The present study will be novel and critical in bridging the research gap wherein psychological ownership and IWBs mediate the relationship between WPS and OCB in the hospitality sector. Furthermore, the present study notably contributes to using person organizational fit theory for the hypothesized relationships between study variables for the hospitality sector employees in India.

This study aims to understand and examine the mediating role of workplace spirituality on ethical leadership and behavioral outcomes. The study used the social exchange theory and social learning theory to study the underlying mechanism.

The data was collected from 348 frontline hotel employees of North India using convenience sampling. The study used structural equation modeling and Macro PROCESS Hayes (2017) to test the hypothesized model.

The study found a positive association between ethical leadership and organizational citizenship behavior and a negative association between ethical leadership and unethical pro-organizational behavior. Workplace spirituality mediated the relationship between ethical leadership and its outcomes.

The study brings out the significance of ethical leadership and workplace spirituality in enhancing organizational citizenship behavior and reducing unethical pro-organizational behavior.

There is a paucity of research done on the mediating role of workplace spirituality in understanding its significance in aligning ethical leadership and behavioral outcomes. Hence, the authors attempt to address this gap by understanding the role of workplace spirituality and its association with ethical leadership, unethical pro-organizational behavior and organizational citizenship behavior among the employees of the hotel industry.

India has a distinct family hierarchy and a vertical collectivistic culture. Indian traditional cultural norms discourage young adults from having romantic or sexual relationships before marriage. Romantic liaisons and marriages are fiercely opposed outside the caste and social network. Despite this cultural practice, research in the last decade demonstrated that more young adults in India engage in premarital romantic relationships and prefer a marriage of choice. However, they strongly wish their parents to approve of their partner and arrange their marriage. This increasing trend of love-cum-arranged marriages could be considered how Indian culture adapts to the demands of modernization strongly impelled by globalization. This chapter discusses the dynamics of change in the romantic and marital agency among young adults in India. First, the authors provide a brief historical introduction to the Indian marital system. Then, the authors discuss the changing cultural dimensions that promote marital choice and independence in partner selection (e.g., filial piety). Further, the authors provide an overview of the trends in premarital romantic relationships in India. In addition, the authors discuss the distress and conflict in Indian families due to the increasing premarital romantic and sexual relationships among Indian youth, as evidenced by eloped marriages, forced marriages, and honor killings.