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Over the past few decades, Indian education system has witnessed a paradigm shift, leading to the replacement of the traditional education system. The traditional education system focused on the holistic development of the student, with a focus on enhancing the student creativity and capability to innovate. This shift leads one to ask whether the modern education system still nurtures creativity. This paper aims to examine the impact of organizational culture in colleges on the creativity of students in India.

A questionnaire survey was administered to 174 students from public and private colleges. The relationship between creativity and locus of control of students was examined and discussed.

The results demonstrated that the organizational culture did not impact the creativity of students in India. The Indian higher education system will have to first overcome other systemic issues and bottlenecks to encourage creativity among students.

The self-report questionnaires used in the study can at best assess aptitudes or tendencies but may not be the most appropriate method to capture actual events or dynamic processes. Self-report questionnaires must be supported and corroborated by recording actual study behavior to establish validity.

The findings of this study are useful for practitioners and policymakers to developing a culture conducive to creativity in students.

The current study aims is to investigate the impact of leader's e-competencies on the emotional wellbeing of employees in GVTs. Also, the moderating role of a leader's emotional intelligence in enhancing the wellbeing of the employees during the pandemic was explored.

A survey of 810 employees belonging to international IT companies was conducted. The conceptual model was hypothesized and validated using CFA and PL-SEM.

The three core e-competencies of leaders (e-communication skills, e-change management skills and e-technological skills) impacting the wellbeing of employees in the COVID pandemic were found. Also, emotional intelligence significantly moderated the association of leader's e-competencies and the wellbeing of employees.

The study is limited to IT sector companies. Data were collected using the snowball sampling technique through a self-reported questionnaire. Future studies can explore the relationship between e-leadership and variables like job performance in other sectors.

A unique framework of “leaders” e-competencies and employees' wellbeing, moderated by emotional intelligence, has been proposed and validated. The present study is relevant for guiding the traditional leaders and managers transitioning to e-leaders due to the pandemic.

The current exploration is one of its kinds to understand the dynamics of study variables in international workplaces. Today, the majority of organizations are conducting their business through GVTs. Therefore, the emerging leaders have to display specific e-competencies to contribute to employees' wellbeing effectively.

The purpose of this paper is to study the adoption of balanced scorecard (ABSC) as performance management system (PMS). It also proposes a framework for empirically validating the antecedents and consequences of the ABSC as PMS.

Through the extensive review of BSC literature, the antecedents and consequences factors of BSC adoption as PMS are explored. A conceptual model is derived which hypothesises the relationship between the antecedents and consequences of the ABSC. The data collected by surveying perception of 128 bank employees is empirically tested. Confirmatory factor analysis is used to test the validity of the proposed measurement model, and hypothesised relationships are tested using structural equation modelling.

The findings confirmed the hypothesised conceptual model. They indicate that top management involvement and interdepartmental communication are the two prime antecedent factors which significantly lead to ABSC as PMS. In addition to this, the findings validate a strong causal relationship between ABSC and three consequence factors, namely, employees’ behaviour, organisational capabilities and perceived performance.

The current study broadens the understanding of the notion of BSC as PMS in a considerable manner. It overcomes the inadequacy of the previous studies which failed to explore the antecedents and consequences of ABSC in a comprehensive way. The studies’ key limitation is that it is based on the perception of employees which can be overcome by using multiple methods to collect data in future studies.

The current study makes a significant contribution to the BSC literature. It is a first of its kind study to provide empirical validation to the conceptual model of antecedents and consequences of the ABSC as PMS. The research finding offers key implications for both researchers and practitioners.

This study aims to explore the moderating effect of culture on students’ self-efficacy (SE) and learning approach.

A survey of 437 students from culturally and pedagogically different higher education institutions was conducted. The relationship between SE, culture and approaches to learning was examined using statistical analysis.

The results showed that the students from traditional learning environments demonstrated high SE and resorted to deep learning. The culture of an institution moderated SE and approaches to the learning of students.

This study calls for bringing out the best from pedagogical approaches followed by different types of institutions to build a culture that promotes deep learning in the true sense. This research has implications for teachers, policymakers and practitioners in the higher education sector.

To the best of the authors’ knowledge, the present study is one of the first studies to draw a cultural comparison of traditional and modern higher education institutions.

This study aims to visualize and map the emerging themes in the field of quality of teaching and learning in higher education.

This study uses a bibliometric approach to review studies published between 2000 and 2021. The leading trends in authorship, publications and countries were analyzed using the Web of Science database.

The analysis reveals four distinct clusters: quality, teaching and learning, supportive environment and learning outcomes. The literature in the field is lop-sided, and many issues still need to be addressed.

While bibliometric analysis has achieved significant recognition among academicians, this study was restricted to the data set provided by Web of Science. In addition, the analysis covers a specific time frame and may not capture recent developments in the field. Future research should address these limitations and consider expanding the sample size and incorporating more diverse methodologies.

The findings have implications for practitioners, policymakers and researchers. Practitioners can benefit from the identified core authors’ work and access evidence-based practices to enhance the quality of teaching and learning in their institutions. Policymakers can use the research findings to inform policymaking processes and develop robust quality assurance frameworks. Researchers can build upon the identified clusters and core authors’ work to address research gaps and advance knowledge in the field.

This study contributes to the existing literature by providing a comprehensive bibliometric review of the quality of teaching and learning in higher education. Identifying clusters and core authors offers a systematic overview of the significant themes and influential figures within the field. This research provides a foundation for further exploration and understanding of quality in higher education.

This paper aims to examine whether and how internal and external typologies of corporate social responsibility (CSR) and employees’ CSR participation (CSRP) differentially impact organizational citizenship behavior (OCB) and turnover intentions (TI), mediated by meaningful work (MW) and affective commitment (AC) and moderated by CSR motive attributions.

Bootstrapped structural equation modeling using AMOS and mediation and moderation analysis using Hayes’ Process macro in SPSS are performed on a sample of 193 employees from diverse industries in India.

The CSR-work outcomes relationship is rather multifaceted. Internal CSR (ICSR) and CSRP directly promote the meaningfulness of work and AC. Further, all three kinds of CSR (ICSR, external CSR (ECSR) and CSRP) influence work behaviors (OCB and TI) sequentially via MW and AC. Intrinsic (extrinsic) CSR attributions strengthen (weaken) the positive effect of ECSR on MW. Nevertheless, the conditional indirect effects could not be established, warranting further investigation.

The management must elevate employees’ CSR awareness allowing them to partake in the planning and execution of CSR programs that are authentic, righteous and seamlessly unified with core business activities to nurture work meaningfulness and positive employee attitudes and behaviors.

This is the foremost study that involves a bibliometric analysis of employee-based CSR research and a systematic meta-analytic review of the relationship between CSR and meaningfulness from employees’ perspectives. The present study is novel as it divulges an integrative framework about how employees’ CSR perceptions, participation/volunteering and attributions collectively influence the work outcomes at three levels (namely, cognitive, attitudinal and behavioral), drawing on sensemaking, needs and justice-based views, social identity, social exchange and attribution theories. Thus, new nuances are added to extant micro-CSR literature.

The purpose of this study is to conduct a systematic review of the extant literature of workplace spirituality (WPS) in a manner that helps us trace its emergence in management practices in the past twelve years and to identify the gaps to be addressed by researchers in near future.

A two-step screening process was followed to extract the papers from various databases. The paper reviews one hundred fifty-nine conceptual and empirical articles published in more than fifty journals from 2010 to 2021. Leading databases like EBSCO, Scopus and ProQuest were extensively searched. The papers were analysed and grouped to arrive at the themes and classification criteria.

Despite numerous studies and extensive research in the past decade, the construct of WPS lacks a conclusive definition and has overlapping dimensions. It is a multidimensional concept having personal, psychological and social aspects. It is a dominant field in organisational behaviour domain.

The review explains the multidisciplinary nature of WPS, having roots in organisational behaviour, psychology and theology. Further, the paper provides a clear picture of the present state of literature and enumerates future research avenues which will enable the researchers to further expand the area of WPS.

The review highlights multiple positive attitudinal outcomes that managers can attain through WPS-related initiatives. Various techniques like prayer breaks, meditation and yoga can be used by the managers for spiritual incorporation process.

This study acquires significance, for, unlike previous studies, it does not propose that inclusion of WPS will always be gainful, rather it also broaches its potential harm, if incorporated sans due caution. Considering the complexity of spiritual beliefs, it will enable managers to weigh the pros-cons of such inclusion. The research gaps identified in the review will help future researchers in furthering the field of WPS.

This study aims to investigate the relationship between the adoption of human resource (HR) analytics and managerial decision-making (DM), with attitude toward artificial intelligence (AI) as a potential moderator.

This study was conducted in three phases. In Phase I, a comprehensive scale to measure the “Adoption of HR analytics” was conceptualized and developed. In Phase II, the scale was validated and operationalized. Finally, in Phase III, a survey of 377 managers was conducted, and a conceptual model was validated using structural equation modeling.

This study reveals that the adoption of HR analytics (HRA) and a positive attitude toward AI significantly influence DM. The findings suggest that the structural factors play the most important role in the adoption of HRA, followed by individual factors, value and system support.

These findings hold valuable implications for managers seeking integration of HRA and AI within organizational systems and processes. HR practitioners can evaluate their organization’s readiness for HRA, enabling them to build a future-proof workforce with the necessary skills. It can help managers make the adoption of AI-enabled HRA a reality. The study also helps to remove inhibitions and concerns of HR managers and employees related to AI.

This paper addresses the methodological, practical knowledge and evidence gap in the area of adoption of HRA and DM. It sheds light on the “future of work” in HR, highlighting a potential shift toward human-AI collaboration.

Scholars for long have been interested in finding effective ways to assess organizational effectiveness. However, lack of consensus on its definition, and consequently on measure parameters has dogged researchers, almost to the point that some academics have declared organizational effectiveness a subject that cannot be researched. The purpose of this paper is to present a unified model of organizational effectiveness by recognizing the underlying synergy in the body of research – a framework that could guide future research on organizational effectiveness as a comprehensive, but contextual paradigm.

This paper is based on extensive exploratory review and critique of extant literature on organizational effectiveness.

The lack of consensus among scholars on the meaning of organizational effectiveness and its measures is primarily the result of compartmentalized perspectives. The authors found that there is an underlying synergy among them. Basis a big picture review and analysis of extant literature, the authors have been able to identify a unifying framework for the apparently disparate and conflicting models of organizational effectiveness.

This paper can provide guidance to managers on appropriate selection of organizational effectiveness measures, and to scholars on developing a more holistic and pragmatic research approach on the subject. It can potentially lead to development of context-based scales that facilitate meaningful comparative studies.

This paper presents a unified model and framework for organizational effectiveness by building on the valuable but disparate contributions of previous researchers. The authors believe that this is a novel attempt that simplifies the discourse on organizational effectiveness, and will help to remove some of the negativity around the research subject.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Leaders boasting relevant e-competencies can help employees make a successful transition from conventional to more remote methods of working. This positive influence on global virtual teams (GVTs) can be increased further when such leaders also possess high levels of emotional intelligence.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.