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This paper shows how organizations can use learning clusters, Massive Open Online Courses (MOOCs) and free videos to improve organizational learning. The paper presents implementation steps through a case study with Indian micro, and small and medium-sized enterprises (SMEs).

As a part of the employee development strategy, most Indian organizations adapted structured training framework. However, employee skill and competency development are equally important for SMEs. An attempt was made to train employees of these sectors using MOOCs and free videos. Twenty Indian organizations were selected for the pilot study and segregated into two clusters for efficient implementation of the concept. The learning process was observed for the next six months to summarize the outcome.

The case study concluded that MOOCs and free videos made a difference in skill and competency development of SMEs using cost-effective internet and mobile handset. It also revealed the positive impact of this learning framework on productivity, the quality which eventually improved the revenue.

This study explores the usability of MOOCs and free videos for learning purpose. More studies on learning effectiveness are required to generalize results.

This study reveals the effectiveness of MOOCs and free videos for employee development. The foundation result will help the Learning and Development (L&D) professionals and senior management to think in a different way while making the employee development strategy.

This research increases the knowledge base related to the use of MOOCs and free videos for employee training.

This paper aims to describe the impact of personalized eLearning (PeL) using small videos and simulations. It sets out the results of a research project carried out across four Indian organizations.

This is an empirical study. The respondents completed product training using small videos and simulations as training content. The courses were assigned to learners using PeL concept. An online survey was conducted to capture feedback on learning content and process, followed by structural equation modeling (SEM) to explain the acceptance.

The research concluded that flexibility and engagement play an important role in competency development using eLearning. It also revealed the positive role of small videos, simulations, and PeL to improve product knowledge. The research findings are consistent with earlier studies.

The pilot study was a part of a thesis topic for a doctoral program. The study is limited to four domains, namely, aerospace engineering, biological science, thermodynamics, and nuclear research. More studies are required to generalize results. Data were collected through self-responses and focus group discussion. Hence, the “perception” of respondents has some influence on the overall outcome.

The foundation’s result will help learning & development (L&D) professionals and courseware designers to identify important factors for small video and simulation-based learning in an Indian context. The recommendations will help practitioners design effective PeL content for product training.

This research increases the knowledge base related to competency development using eLearning for product training in an Indian context.

This study aims to gain insight into factors that impact employee readiness to change and organizational change management. Therefore, an integrative research model is developed with the combination of perceived competence, perceived relatedness, perceived autonomy, codification strategy and personalization strategy to investigate employee readiness to change. The research model tests the mediating role of employee readiness to change between factors underpinned self-determination theory, knowledge management strategy and organizational change management. In addition to the moderating role of self-efficacy is examined between the relationship of employee readiness to change and organizational change implementation.

This research is conducted under a positive paradigm, and therefore, a quantitative research approach is incorporated to design a research strategy. The research model is empirically tested with a sample size of 361 employees working in commercial banks of Pakistan. For data analysis, the structural equation modelling approach is applied.

Empirical findings indicate that altogether perceived competence, perceived autonomy, perceived relatedness, codification and personalization strategies had explained 76.8% variance in employee readiness to change. The effect size analysis shows that codification strategy has the largest impact in determining employee readiness to change. Therefore, the relatedness of employee tasks stands at the second stage in determining employee readiness to change. The predictive relevance of the research model is computed through blindfolding procedure and revealed substantial predictive relevance in measuring employee readiness to change. The findings of the research confirmed that the relationship between employee readiness to change and organizational change implementation will be stronger when self-efficacy is higher.

The current research has several contributions to theory and practice. Theoretically, this research extends the self-determination theory with knowledge management strategy and enriches literature in employee readiness to change and organizational change management context. Practically, this research suggests that policymakers should focus on factors underpinned by self-determination theory and knowledge management model to develop a positive attitude among employees towards readiness to change. Similarly, self-efficacy is another important factor that moderates the relationship between readiness to change and change implementation and should be considered for managerial implication.

This research is significant as it integrates two unique models, namely, the self-determination framework and the knowledge management model to investigate employee readiness to change. In addition to that, the research model is extended with the moderating effect of self-efficacy between the relationship of employee readiness to change and organizational change implementation.

This study aims to gain insight into how employee psychological and human resource (HR) practices impact employee work engagement behavior. In addition to that, the research model of this study has tested the moderating relationship of affective employee commitment between employee work engagement and sustainable employability.

The research model is empirically tested with data set of 311 responses retrieved from an employee working in private organizations. Sample size of this study is computed with prior power analysis. Data were analyzed with partial least square-based structural equation modeling (SEM).

Findings of the SEM revealed that altogether psychological well-being, psychological empowerment, HR compensation, HR training, transformational leadership and job enrichment have explained R² 66.1% variance in employee work engagement. Concerning individual impact size psychological well-being has shown medium level effect size (f²) in measuring employee work engagement. However, all other exogenous variables have shown a small effect in determining employee work engagement. The moderating effect of commitment is confirmed in such a way that the relationship between employee work engagement and sustainable employability will be higher when affective commitment is higher.

This research has synthesized HR literature into four core dimensions of HR practices and, hence contributes to HR literature. Similarly, this research contributes to well-being theory while integrating employee psychological well-being into the research model. For HR practitioners this research revealed that psychological well-being, psychological empowerment, affective employee commitment, transformational leadership, HR compensation and HR training are core factors, which influence employee behavior toward work engagement and sustainable employability.

The current research is unique as it investigates sustainable employability phenomenon with an integrated research model that combines employee psychological and HR factors. The concept of sustainable employability is less studied, and therefore this research fills the research gap in this context.

The corrosion of boiler drums is intimately linked to the deterioration of the protective oxide film separating the steel substrate from the boiler fluid, which often contains constituents conducive to corrosion. Various forms of corrosion occur in the boiler drums and such occurrences can be due to:

The purpose of this paper is to examine the impact of owner family involvement in business on sustainable survival of family small-to-medium enterprises (SMEs) and to empirically validate the intervening role of corporate social responsibility (CSR).

The authors analyze data from 489 owner and nonowner executives of 150 family SMEs using PLS-SEM (Partial Least Square–Structural Equation Modeling).

The authors found evidence that family involvement in business positively impacts the sustainable survival of family SMEs while corporate social responsibility partially mediates this relationship. Apart from effective family involvement in business, active involvement in social causes enhances a firm's ability to survive longer.

This study was conducted in a geographic context and data were collected from family-managed and controlled firms. Further research is needed to generalize the findings to all types of family firms in the global context. In an Islamic society, family firms need to invest in social causes, human development, and environmental sustainability through zakat, sadaqat, and donations.

The findings imply that family firms require stakeholder-centric competitive strategies and socially responsible behavior along with effective family control, commitment, enrichment, and successful succession since the path to sustainable survival goes through CSR.

Survival is the biggest challenge facing family SMEs forcing them to achieve the ability to sustain longer. Rooted in transaction cost economics (TCE) theory of the family firm and stakeholder theory, this paper validates an integrative model for family SMEs' sustainable survival.

To better understand bioenergy's role in sustainable rural development and cleaner environment, it is necessary to place it in a local regional context. This paper aims to provide a conceptual approach for biomass-based energy self-sufficiency in rural areas of developing and underdeveloped countries having a strong agricultural sector. It further provides a framework for the estimation of surplus biomass and bioenergy potential and the biomass power emissions in a rural area.

A detailed approach is laid out to attain energy self-sufficiency in rural areas encompassing identification of surplus biomass resources in a selected area, suitable conversion technologies, consideration of local end-use priorities, skill development and monitoring of the project.

Following the novel approach proposed in this paper a case study analysis for Thanagazi block (Alwar District, India) is done, and it is observed that locally available biomass in the block can substitute more than 75% of the conventional energy demand and save 78% emissions vis-à-vis equivalent coal power. This indicates that creating local bioenergy production system as a means of substituting/complementing fossil energy can contribute to a cleaner self-sufficient ecosystem.

Biomass is a spatio-temporal resource. Prior works have looked at bioenergy potential for national or state levels; however, granular data to reveal a more realistic outlook in a rural area is the novelty of this work. Furthermore, biomass assessment studies largely focus on crop residual biomass, whereas the present study also includes livestock manure assessment which is a major resource in rural areas. This paper highlights the need and the approach for exploring locally available biomass to meet the local energy demands for clean energy security while considering the involvement of the local population in bioenergy planning and implementation.

The purpose of this paper is to describe lessons learned from integrating student-managed investment funds (SMIFs) in finance education systems based on the case of the Raymond Rebsamen Investment Fund at the Sam M. Walton College of Business, University of Arkansas.

The paper has three main parts. First, it describes how the Rebsamen Fund operates as an integral part of undergraduate and graduate finance education at the Walton College. Second, it explains how the Fund spawned creation of sister funds, an institute, a 62-seat trading center, and coordinates with other agencies and stakeholders. Third, it lists strengths, weaknesses, opportunities and threats facing future SMIF integration into finance education.

The use of innovative experiential learning solutions like SMIFs bridging theory and practice can be enhanced by integrating them into effective systems of finance education.

Lessons learned include benefits of SMIF management by class, licensing and professional certification, trading centers, use of SMIF finances to support other components of education, proliferation of SMIFs, SMIF stimulation of academic units like centers/institutes, SMIF facilitation of collaboration, importance of tying SMIFs to student finance clubs, coordination of industry speaker visits between SMIF classes and clubs, and use of SMIFs in addressing cutting-edge challenges.

This paper discusses how SMIFs can be integrated in finance education.