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In India, women feel unsafe particularly in public spaces and single women feel threatened in almost every context (Nag, 2016). The purpose of this paper is to examine women’s safety in the metropolitan city of Mumbai and argue that we need to address this issue and respond to the dearth of firsthand knowledge about women’s safety in India which is investigated in light of the social and cultural milieu. The study makes several recommendations based on the research findings.

The data collection was done in three separate stages. In the first phase, a structured questionnaire was administered orally to around 300 working women all over the city of Mumbai and its suburbs. The second stage adopted an exploratory qualitative approach using in-depth interviews and reflections. In the third stage, the authors audited busy areas on various parameters that might hamper women’s safety.

All the raw data obtained were analyzed using qualitative data coding and categorized to generate themes. Six clear themes emerged which include: perception of safety; safety in transportation; actual violation of personal or physical safety; negligible reaction by the victims; experience with the police; and firsthand recommendations and strategies. This study brings to light the disturbing fact that 91 percent of women worry about their safety all the time or most of the time when they are outside their homes. On the streets of the city almost all had experienced some tangible threats to their safety at some point of time.

Hypocrisy in the treatment of women is precisely what makes India unsafe for women. Although Mumbai ranks as the safest city in India, the study portrays that it is unsafe and fearsome for women. The recent much publicized crimes against women especially rape cases have made women’s safety an important topic for research. Not much primary research exists in this area.

This article explores whether six broad categories of activities undertaken by Canadian business scholars’ academics: publications record, citations record, teaching load, administrative load, consulting activities, and knowledge spillovers transfer, are complementary, substitute, or independent, as well as the conditions under which complementarities, substitution and independence among these activities are likely to occur.

A multivariate probit model is estimated to take into account that business scholars have to consider simultaneously whether or not to undertake many different academic activities. Metrics from Google Scholar of scholars from 35 Canadian business schools, augmented by a survey data on factors explaining the productivity and impact performances of these faculty members, are used to explain the heterogeneities between the determinants of these activities.

Overall, the results reveal that there are complementarities between publications and citations, publications and knowledge spillovers transfer, citations and consulting, and between consulting and knowledge spillovers transfer. The results also suggest that there are substitution effects between publications and teaching, publications and administrative load, citations and teaching load, and teaching load and administrative load. Moreover, results show that public and private funding, business schools’ reputation, scholar’s relational resources, and business school size are among the most influential variables on the scholar’s portfolio of activities.

This study considers simultaneously the scholar’s whole portfolio of activities. Moreover, the determinants considered in this study to explain scholars’ engagement in different activities reconcile two conflicting perspectives: (1) the traditional self-managed approach of academics, and (2) the outcomes-focused approach of university management.

Tropical storms pose a significant threat to population despite the noteworthy improvements in forecasting and emergency management. Following the effects of Hurricane Sandy in the continental North America (USA and Canada) and the Caribbean, the purpose of this paper is to examine the mortality caused by the hurricane, focussing on differences in human vulnerability between these two regions.

The authors developed a database of 233 deaths, consisting of variables that provided a description of the circumstances under which the fatal incidents occurred and demographic details of the victims.

Analysis of the database showed higher percentages of female and young victims in the Caribbean than in continental North America, where mortality increased progressively with age and the ratio of males to females was higher. The majority of deaths occurred outdoors especially during clean-up and in vehicle crashes related to the storm. Physical trauma and drowning were identified as the most common causes of death, followed by carbon monoxide poisoning, hypothermia and others, although substantially different percentages were recorded between the two regions. Overall, indirect deaths presented a higher percentage than direct ones. Among the latter, incidents caused by storm surge and tree falls showed the highest numbers. Power failure and car crashes were the most common cause of indirect incidents.

The paper provides a thorough analysis of the circumstances under which fatal incidents occurred. It identifies parameters that affected the vulnerability of human life to the storm and discusses the differences between the Caribbean and continental North America.

This study aims to examine the relationship between discretionary human resource (HR) practices and job satisfaction, as well as the mediating role of job crafting in the relationship between discretionary HR practices and job satisfaction.

Data were collected from 302 employees working in an information and communications technology (ICT) industry in Turkey. Structural equation modelling and bootstrapping procedure were used to test the hypothesized relationships.

The findings suggest that discretionary HR practices are significantly and positively related to employees' job satisfaction. The results also show that discretionary HR practices stimulates job satisfaction through job crafting.

Because this study was conducted using a cross-sectional research methodology with data acquired from the same source, conclusions concerning the causality of the variables cannot be inferred. The findings in this study have significant implications for human resource practitioners and business owners who invest in their employees to enhance both employee and organizational performance. The findings show that investment in HR practices prompt employees to be more proactive in devising measures and ways of performing their jobs which increases their job satisfaction hence bringing about desirable and favorable organizational outcomes.

This study adds to the growing body of research on the relationship between HRM and job satisfaction by investigating at the predictive influence of discretionary HR practices as well as the mediating role that job crafting plays.

This study investigates the determinants of digital census for population and housing census (PHC) program through the lens of performance expectancy, technology readiness, self-efficacy and hedonic motivation for the upliftment of a national data collection exercise and development of human resource management.

A quantitative and qualitative research method was used to survey enumerators' responses from the PHC exercise during the COVID-19 period in Ghana. Based on the four determinants, a conceptual framework was developed consisting of eight proposed hypotheses tested through a structural equation model.

The findings of the study indicate that technological readiness, self-efficacy and hedonic motivation significantly influence behavioural intention to adopt digital technologies for PHC training and data collection. Importantly, the authors identified four key themes relating to digital technologies in PHC – personal enablers, general enablers, inherent affordances (inherent possibilities by the user in relation to what the technology offers in context) and personal inhibitors.

For research, this work systematizes antecedents from diverse research streams and validates their relative impact on government digital transformation for accurate data, thus providing a cohesive theoretical explanation of digital technologies in PHC. Due to the study's infancy in a developing country context, the findings provide a preliminary foundation and constructive insight for a digitalization plan conducive to people’s personality and technological readiness.

This study aims to examine how the amount and type of flexibility in work schedule (flextime) and work location (telecommuting) may be related to receiving fewer training and development opportunities. Given that under flextime, employees remain at the work location, while under telecommuting employees are removed from the regular work site and social system, the paper expects that as employees have more telecommuting flexibility, they will receive fewer training opportunities, which in turn will be associated with more negative job attitudes and behaviors.

Participants (n=298) were recruited from a healthcare and a software development firm. Employees provided self-report ratings of their intentions to quit and supervisor supportiveness. Supervisors rated employees' citizenship behaviors and the flextime, telecommuting and training and development practices for the job positions.

As employees possess greater flexibility to telecommute, they received fewer training and development opportunities, while employees with greater work schedule flexibility (flextime) actually received more training opportunities. Additionally, the paper finds that training and development mediates the negative relationship between telecommuting flexibility and organizational citizenship behaviors. Thus, as employees had greater telecommuting flexibility, they exhibited lower levels of organization citizenship behaviors.

This study provides evidence of how greater telecommuting flexibility that leads to decreased training and development opportunities may negatively influence employees' citizenship behaviors. The study also supports that flexibility to work away from the regular work location and not schedule flexibility, is the key antecedent. The findings suggest that supervisors should monitor the amount of training opportunities provided to employees with telecommuting flexibility.

This is one of the few studies to examine telecommuting flexibility: the extent to which employees can work at home and modify their schedule in order to do so. It is also one of the few studies to compare how work schedule and work location flexibility may be differentially related to training and development. The paper examines the potential trade-offs between this flexibility and receiving fewer training and development opportunities.

University-industry collaboration studies have placed greater emphasis on intrinsic motivators that drive academic researchers to pursue collaboration. This paper explores the relationship between spiritual motivation and collaboration intentions mediated the antecedents of university-level collaboration through theories of self-determination and planned behaviour. This study was conducted to validate the proposed relationship between spirituality and academic researchers in the field of engineering affiliated with higher educational institutions in India.

This study surveyed 242 participants and utilised structural equation modelling. Research has found that the beneficial relationship between spiritual motivation and collaboration intentions is mediated by attitudes and perceived behavioural control. This study represents a quantitative investigation within the realm of university-industry collaboration, which aims to document the ways in which spiritual motivation can augment collaboration with industry. The study employs self-determination theory and the theory of planned behaviour to elucidate the underlying mechanism to support entrepreneurial debate.

This study identified attitude and perceived behavioural control as mediators in the relationship between spiritual motivation and collaboration intentions.

The results of this study provide additional support for existing theories and present a diverse perspective on the intrinsic motivation of academic researchers to adopt UIC.