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Drawing from the instrumental and symbolic framework for employer branding, this study aims to explore the perception of the current and potential employees for the Indian armed forces’ employer brand.

The study is conducted as a mixed-method approach in the form of qualitative and quantitative phases. In the qualitative phase, online reviews of current employees were collected from glassdoor.com and analysis was conducted. While in the quantitative phase, data were collected through questionnaire from 200 potential candidates who were interested in joining the armed forces.[AQ1] Confirmatory factor analysis (CFA) for instrument validity and regression analysis, for finding significant factors, were used for data analysis.

The qualitative results indicate that the current employee's perception fits the instrumental and symbolic framework. Additionally, variables such as discrimination in positions, risk, stress, confidence and personality development were also identified. The CFA and regression analysis results were found to be significant on the instrumental dimensions – job security and task diversity and symbolic dimensions – competence.

The study emphasizes the important instrumental and symbolic attributes for both current and potential employees. Thus, the armed forces can use these as a base for strategy formulation regarding employer branding.

Entrepreneurship has been recognized as a vital tool to combat youth unemployment and rising exclusion, as it is an incredible force that impacts economic development and societal growth by stimulating innovation, job creation and social empowerment. On the other hand, higher education institutions (HEIs) can foster entrepreneurship and thus develop entrepreneurial self-efficacy, self-employment, innovation, enhanced ability to risk-taking and thus result in benefiting people, society, organizations and economy. This prompted the authors to carry out an in-depth investigation of published research on entrepreneurship development and HEIs across Gulf Cooperation Council (GCC) countries.

This study strives to analyze the work carried out until now on entrepreneurship development in HEIs across GCC countries and describe the constructs characterizing it. Bibliometric and content analysis were carried out, integrating citations in Scopus database for last 10 years. Two software packages – Bibliometric R and VOS viewer – were used to investigate the research questions and construct various visualizations of bibliometric networks. Thematic mapping of this multidimensional research area is demonstrated, and evolving trends are identified.

Findings revealed that research on entrepreneurship development in HEIs is more prevalent in UAE and Saudi Arabia followed by Oman and Qatar. However, more efforts are required to further consolidate cross-national collaborations among all the GCC countries to obtain a comprehensive overview of the regional context.

Such a comprehensive bibliometric review coupled with content analysis on entrepreneurship development in HEIs across GCC countries has not yet been published, to the best of the authors’ knowledge.

The ‘Australian workplace’ has been used as a study ground in this book to explore the integration process of immigrant Indian professionals in Australia, as well as the link between exclusion after inclusion and its influence on these professionals’ emotional labour. This chapter will examine how exclusionary inclusion impacts immigrant Indian professionals and how they try to hide or repress parts of their cultural identity to be accepted equally in Australian workplaces. Inclusion is defined as ‘the degree to which an employee thinks he or she is a valued member of the organisation’ (Shore et al., 2011). When they are excluded, they are disappointed and fear losing their cultural identity (Aydemir & Skuterud, 2008). Inclusion in the workplace is closely related to higher commitment and better performance (Cho & Mor Barak, 2008). When ethnic workers feel supported in the job, where they spend a significant amount of their life, they perform better. Skilled immigrants come to a country with hopes and dreams of experiencing equality and finding employment. According to Roberts et al. (2009), when an individual’s internal experiences and external displays are in alignment, they will have no identity conflict and will feel appreciated at work.

In this article, we return to a piece of work we did with two NHS trusts in the mid 1990s that focused squarely on tackling institutional racism. We do this for two reasons. First, because we feel that the current context for equalities may be obscuring the need to continue to find ways to tackle institutional racism. Second, we brought together very achievable survey and group work techniques in a co‐produced process, which makes tackling institutional racism less laden with rhetoric and much more of a practical proposition. This article articulates a three‐staged approach to identifying racism operating inside the trusts, an appraisal of the experience of black patients and the development of learning groups. In these learning groups, black and white practitioners and managers engaged with each other on their impacts and relationships with black patients, thereby changing their practices with all patients. What achieves equality of health service response from this experience is the creation of an environment in which practitioners can become self‐motivated in re‐working ‘with and for themselves’ the way they work with patients based on a recognition of racial identities in service relationships.

India's diagnostics business valued at USD 10 billion was growing at 20% annually. Several players with different business models competed. Dr. Lal PathLabs, the world's largest histopathology centre led with a menu of 3,500 tests, 1,600 collection centres and 7,000 pick-up points. Its Initial Public Offer had been oversubscribed 33.41 times and the team at Dr. Lal PathLabs was excited about expanding its international footprint. Two overseas companies were incorporated in Netherlands and Nepal. Yet, there were enormous unmet needs in India alongside potential for public-private partnerships. Trade-offs over portfolio choice and regional versus international footprint needed thinking through.

Although individual work performance (IWP) has been the subject of research by many authors, most of them have explored work performance as an outcome. However, IWP can also be viewed as conducive job behaviors. On the other hand, as employee behavior is contextual, it must be analyzed from various angles, especially in regard to a national culture of employees. In line with that, the purpose of this study was to explore the behavior-based IWP in the banking and insurance sector in New Delhi (India) by testing the original tool and modifying it into a proposed instrument for its assessment in a Hindi–English environment.

Using a quantitative approach and exploratory and confirmatory factor analyses, specific items for the work performance assessment were selected. The specific steps involved in these processes and resulting item inclusion are discussed in detail.

Although employees display a positive behavior-related work performance, there is a difference between private and public company workers. The study proposes modification to the original scale used.

The originality of the study is the assessment of IWP as a result of job behaviors in the non-Western context, in banking and insurance companies. The study has both theoretical and practical value.

This paper aims to highlight the expanding link between facility management (FM) and building automation and control systems (BACS) through a review of literature. It examines the opportunities and challenges of BACS for facility managers and proposes solutions for mitigating the risks associated with BACS implementation.

This paper reviews various research papers to explore the positive influences of BACS on FM, such as support with strategic decision-making, predictive maintenance, energy efficiency and comfort improvement. It also discusses the challenges of BACS, including obsolescence, interoperability, vendor lock-in, reliability and security risks and suggests potential solutions based on existing literature.

BACS offers numerous opportunities for facility managers, such as improved decision-making, energy efficiency and comfort levels in office buildings. However, there are also risks associated with BACS implementation, including obsolescence, interoperability, vendor lock-in, reliability and security risks. These risks can be mitigated through measures such as hardware and software obsolescence management plans, functional requirement lists, wireless communication protocols, advanced feedback systems and increased awareness about BACS security.

To the best of the authors’ knowledge, no prior academic research has been conducted on the expanding link between FM and BACS. Although some papers have touched upon the opportunities and challenges of BACS for FM, this paper aims to provide a comprehensive overview of these findings by consolidating existing literature.

Information security (InfoSec) policy violations are of great concern to all organisations worldwide, especially in the financial industry. Although the importance of InfoSec policy has been highlighted for many decades, InfoSec breaches still occur due to a low level of employee compliance and a lack of engagement and competence in high-level management. However, previous studies have primarily investigated the behavioural aspects of InfoSec policy compliance at the individual level rather than the managerial factors involved in constructing InfoSec policy and developing its effectiveness. Thus, drawing on neo-institutional theory and a transformational leadership framework, this research investigated the influence of external mechanisms and transformational leadership on InfoSec policy effectiveness.

The research model was implemented using field survey data from professional managers in the financial sector.

The results reported that neo-institutional mechanisms and transformational leadership shape InfoSec policy effectiveness in an organisation.

This study broadens current InfoSec policy research from an individual level to a managerial perspective and enhances the existing literature on neo-institutional and transformational leadership in the context of InfoSec. It highlights the need to evaluate InfoSec policy based on external factors and to support transformational leadership styles that promote InfoSec policy enforcement and effectiveness.

The aim of this paper was to investigate the criteria and sub-criteria with the most impact on determining a suitable location for refugee camps. This paper also analysed the relationships between the main criteria used in the selection process.

This study applied a combination of fuzzy methods and the Decision-Making Trial and Evaluation Laboratory (DEMATEL) and Analytical Network Process (ANP) methods as tools for multiple-criteria decision analysis. A questionnaire was distributed to field workers in an international humanitarian organization team.

Five main criteria and twenty sub-criteria were defined. Between them, the highest ranked sub-criteria were long-term planning, optimal distribution and opportunity for growth. These findings were specific to the interviewed respondents of presented research at the time the data were collected and offer a potential research design for future research examining different organizations and teams.

The methods and evaluation were based on human opinions that were potentially biased.

The results of this study could be useful to government organizations, UN agencies, humanitarian organizations and other decision-making parties in selecting camp locations for refugees or internally displaced people according to how the importance of particular sub-criteria is understood.

New sub-criteria were included in this research. To date, the combination of fuzzy, DEMATEL and ANP methods has not been previously used in relation to these issues. Scientific knowledge concerning refugee camp siting problems is limited. This research extends this knowledge with the involvement of humanitarian workers as respondents. This paper also offers organizations a process for solving complex decision-making problems with long-term results or effect.