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This paper aims to examine the community development approaches of large-scale mining companies, with particular reference to how they may engender community dependency.

The paper begins with a review of corporate social responsibility (CSR) in the mining industry, corporate community initiatives and the problem of mining dependency at a national, regional and local levels.

It outlines some of the reasons why less-developed countries (LDCs) experience under-development and detrimental effects as a result of their linkages with industrialized countries. LDCs are not able to take advantage of advanced technology and management skills due to being relatively poor in capital and skills, and foreign technologies compete unfairly with and destroy local production techniques, creating a pool of unemployable “marginalized” people. Holder’s of investments in LDCs demand annual returns for continued support – profits are taken out of the country or guaranteed by tax concessions. Unwillingness of foreign firms to train local people to take over management positions.

This paper explores how the need to address sustainability issues has affected communities, and whether community development initiatives have been effective in contributing to more sustainable communities.

The purpose of this paper is to seek to examine the mediating role of organizational commitment (OC) in the relationship that extra role performance (EXR) shares with leader member exchange (LMX), psychological empowerment (PE) and human resource management practices (HRMP) in a large, public-sector service organization in India.

Structural equation modeling and confirmatory factor analysis was conducted to evaluate the hypothesized model. Reliability and validity of measures were also examined.

Statistical analysis indicated that each of the following - LMX, PE and HRMP had a positive impact on OC, and OC influenced EXR. Further LMX influence EXR through OC while HRMP and PE partially influence EXR.

In an Indian context, this study offers a deeper understanding of the factors influencing OC, and how OC affects EXR. This understanding will help practitioners formulate effective human resource policies and restructure their training programs to increase commitment levels and enhance performance of their employees.

This paper considers a sample in a large, public-sector service organization in India which has not been attempted earlier; previous studies have focussed more on Western contexts. Further, findings of this research corroborate the findings of previous studies that established a positive relation between OC and EXR, and found that LMX, PE and HRMP positively influenced OC.

The aim of this paper is to examine how the relationship between performance pressure and unwillingness to report ethical infractions of peers is mediated by moral disengagement, while considering organizational cynicism as a moderator in the mediating relationship.

Data collected from 302 managers working in public, private and multinational companies were used to test a model employing a moderated mediation analysis. The strength of the indirect effects of performance pressure on peer reporting via moral disengagement was found to depend on organizational cynicism when tested using a generalized approach to simultaneously test combined, moderation and meditation effects as suggested by Edwards and Lambert.

Path analytic tests of moderated mediation supported the hypothesis that moral disengagement mediates the relationship between performance pressure and unwillingness to report ethical infractions by peers and that the mediation effect is stronger in the presence of higher organizational cynicism. Implications are drawn for organizations.

This is believed to be one of the first studies on organizational cynicism and moral disengagement experienced by managers in India. Further, the application of moderated mediation analysis demonstrates the combination of moral disengagement and organizational cynicism in a theoretically interesting way. In the context of the continued unwillingness of employees to report ethical infractions of their peers, these results may shed additional light on appropriate courses of action for organizations.

We study three private hospital organizations in India that were set up to deliver affordable high quality, services to the poor. Their distinctive feature is that they have successfully balanced two apparently contradictory logics: financial (doing well) and social (doing good) through business model innovations. By analyzing abundant primary and secondary data, we document in detail the key features of their business models – customer identification, customer engagement, value chain and linkages, and monetization – and document how they contribute to the organizations’ ability to deliver high quality healthcare at very low prices. We analyze the impact of these organizations, both direct and indirect, on the healthcare delivery landscape in India. We show that while their direct impact is significant, their indirect impact could potentially transform healthcare delivery in India and in other developing countries.

This study intends to find the industries that have leveraged Robotic Process Automation (RPA) technology and elucidate the extent of the adoption of RPA in various industry domains with benefits. The identification of tasks eligible for RPA itself is a challenge. Therefore, the study further brings out the challenges faced in various industry verticals and postulates the future direction of research and applications in RPA.

The study focuses on articles from popular databases such as SCOPUS, Web of Science and Google scholar. PRISMA methodology is used for systematic literature review and 113 papers are shortlisted for study. Three questions are framed to carry out the review and set the research direction.

It is evident from this study that RPA has been widely used in banking and related areas with moderate use in healthcare and manufacturing leading to operational efficiency and productivity. However, there are a lot more opportunities in other domains that need to be taped by leveraging technology advancements and a research agenda has been devised by postulating future directions.

The study brings out a new comprehensive perspective as regards RPA implementation across domains. There is no promising study found that gathers three-dimensional aspects of the meta-themes applications, benefits and challenges. The study summarizes the research agenda and projects the industry domains that have not yet explored, the benefits of RPA. This will be a good reference article for those who develop RPA techniques and organizations that have plans to go for RPA.

The purpose of the paper is to examine study probes into the association between work–family balance (WFB) and workplace wellbeing (WWB), as there has been a dearth of studies in this domain. Furthermore, the study deciphers the mediation and moderation effect of work engagement (WE) and turnover intent, respectively, on this primal relationship.

The present study undertakes a quantitative analysis of full-time regular employees (n = 334) in the USA, with a minimum experience of two years in current employment. The data was collected in two phases to minimize common method bias. The collected data was analysed via structural equation modelling.

Results indicate a positive association between WFB and workplace well-being. The mediation effect of WE on the primal association between WFB and workplace wellbeing is also substantiated. Though turnover intent failed to moderate this association between WFB and WWB; but mitigated the linkage between WE and workplace wellbeing.

The study demonstrates that the direct relationship between WFB and WWB is more pronounced than its indirect association. This insight could help organizations to design policies that include WFB; which can further accelerate WWB and work immersion attitudes amongst employees. Finally, this paper illustrates that employee attrition can be controlled by championing a climate of WE and WWB.

The present investigation offers an insight into the direct association between the WFB and workplace well-being of employees; and the pivotal role of WE in the whole nexus, an investigation which has been largely ignored, in the past. Furthermore, it refutes the effect of negative constructs like turnover intention, in the presence of positive associates like WE and WFB; which is an important lead for both practitioners and theorists.

Mohan Dixit, Head, Sales and Marketing, India Operations, EuroMotoCorp Pvt. Ltd., an automobile manufacturing multinational company headquartered in Munich, Germany. This case outlines the harried nature of his life: professional problems (decrease in the market share, not being able to say ‘no’, unable to delegate, pressed for time, member of too many committees) and personal issues (weight gain, not able to spend time for his personal interests) and family problems (work-life balance issue). The case can be taught through different angles, including individual behaviour, transaction analysis, time and stress management, career management and general management. Apart from this, the case discusses the emotional instability of Dixit and the automatic cycle of behavior of Dixit in various situations and events. The case also discusses the ‘ego-self’ and the ‘natural—self’ of a person and how the two should be balanced for a good quality of life. The case thus delves deep into the psychology of a person and discusses how his/her thoughts or inner talk should be managed for a content and successful personal and professional life.

The purpose of this paper is to present multiple case studies of women in leadership roles in India with a view to identifying inhibitors, facilitators and the strategies adopted by them to mitigate the challenges in their odyssey to these positions. The paper contributes to the pivotal subject of under-representation of women in apex positions, which has garnered the attention of researchers in recent years grappling with the identification of the underlying causes. Thus, with a view to narrowing the gender gap in leadership positions, a greater understanding of this phenomenon is called for.

The paper adopts exploratory case study method using multiple case studies. Empirical data were gathered using in-depth semi-structured interviews and personality test (NEO FFI) from women in leadership positions. The qualitative data were analysed using thematic analysis.

The analysis of data has led to the identification of challenges faced by the women that were categorised as personal, professional, organisational and social issues. Further, six themes emerged as the strategies adopted by the women leaders to overcome the challenges. The paper also highlights the critical social, behavioural and organisational facilitators that played an important role in their leadership journey. The paper also includes context-specific findings of women leaders from Indian industry.

The paper would have relevance for researchers and practitioners in the field of gender diversity, leadership, organisational behaviour and human resource management. The findings of this paper can be leveraged by organisations to retain and manage female talent, which is a focal area in the present dynamic business environment, when a need for gender diversity is widely acknowledged by the top management in organisations. The exploratory case studies provide vistas for gender-based context-specific and cross-cultural research on the challenges faced by women executives in their leadership journey and the strategies adopted to mitigate these.

Though a great deal has been written about the barriers to women’s career advancement, less is known about the facilitators of women’s advancement. Also, women in the Asian context face unique challenges which present a major problem for multinational companies whose hopes for growth are pinned on emerging markets. The paper has identified new emergent themes, which have not been mentioned in the extant literature nationally or globally. The findings provide inputs to companies to adopt policies and practices to facilitate gender equality in leadership. The paper bridges the knowledge gap and makes conceptual contributions for future research.