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To the best of our knowledge, no study has examined credit cycle synchronizations in the context of emerging economies. Studying the credit cycles synchronization across BRICS (Brazil, Russia, India, China and South Africa) countries is crucial given the magnitude of trade and financial integration among member counties. The enormity of the trade and financial linkages among BRICS countries and growth spillovers from emerging economies to advanced and low-income countries provide the rationale and motivation to study the synchronization of credit cycles across BRICS.

The study investigates the credit cycles coherence across BRICS economies from 1996Q2 to 2020Q4. The synchronization analysis is done using the noval wavelet approach. The analysis examines not only the coherence but also the extent of credit cycle synchronization that varies across frequencies and over time among different pairs of nations.

The authors find heterogeneity in the credit cycles' synchronization among the member nations. China and India are very much in sync with the other BRICS countries. China's high-frequency credit cycle mostly leads the other countries' credit cycles before the global financial crisis and shows a mix of lead/lag relationships post-financial crisis. Interestingly, most of the time, India's low-frequency credit cycles lead the member countries' credit cycles, and Brazil's low frequency credit cycle lag behind the other BRICS countries' credit cycles, except for Russia. The results are crucial from the macroprudential policymaker's perspective.

The empirical design is applicable to a similar set of countries and may not directly fit each emerging economy.

The findings will help understand the marked deepening of trade, technology, investment and financial interdependence across the world. BRICS acronym requires no introduction, but such analysis may help understand the interaction at the monetary policy level.

This is the first study that highlights the need to understand the credit variable interactions for BRICS nations.

Healthcare workers’ (HCWs’) job-related high exposure to Covid-19 virus arouses fear of Covid-19 among them. Based on the Theory of Mind (ToM), the study predicts that fears will lead to negative psychological (psychological distress) and behavioral (withdrawal intentions) outcomes. ToM is also used to identify social intelligence as a means to counter fear of Covid-19 on heightened psychological distress and increased withdrawal intentions.

To investigate the study design, a sample of 262 HCWs, including doctors, nurses and technicians, were surveyed using standardized questionnaires.

As predicted, Covid-19 fear led to increased withdrawal intentions with heightened psychological distress partially mediating the relationship. The alleviating role of social intelligence on the effects of Covid-19 was supported as high social intelligence reduced HCWs’ turnover intentions, with decreased psychological distress partially mediating the relationship.

Given the universality of the Theory of Mind (ToM), the findings of this study are likely to be generalizable to all pandemics. The study results support the increased application of ToM in organizational settings and have both theoretical and practical implications for health administrators. Based on study results, health administrators are exhorted to develop ToM-based mental models to understand and deal with the fear of contagious diseases. Health administrators can also increase HCWs’ social intelligence to deal with the negative perceptual and behavioral outcomes arising from the emotions aroused by the nature of their work.

The learning objectives are intended to stimulate the students’ comprehension of the various challenges faced by Indian startups in the digital ecosystem. With the changing working dynamics in organizations around the globe, managers are expected to explore unconventional business models to facilitate operational growth. The case study is a valuable resource for graduate students to enhance and evolve their critical thinking and solution-oriented skills as forthcoming managers of digital businesses. Students should be able to analyze the case, respond to the questions and evaluate the consequences of workplace flexibility, moonlighting and its applicability in an organizational context. With the Indian Government introducing schemes such as the Digital India initiative and Startup India, it is predicted that numerous startups will opt for digital business standards and a remote work approach. The case bridges classroom theories and a real-life digital company to help students connect with emerging market scenarios.

During the digital era, India witnessed a shift in companies’ work culture, which amplified when COVID-19 hit the country. Organizations started to work remotely and experienced the numerous benefits it brought. The comfort of working from home was greater for digital businesses whose significant operations could be performed online. However, is it really that productive for digital companies to telecommute? The case illustrates how a digital company, Career Pandit, formed in 2018, unfurls and expands its business and further highlights the challenges the pandemic raised concerning people management. In addition to the discussion, the purpose of the case is to determine the implication of workplace flexibility and moonlighting and how Indian startups cope with the uncertain future challenges it brings.

Under graduate and postgraduate students.

Teaching notes are available for educators only.

CSS 6: Human Resource Management.

This study aims to address the link between green transformational leadership (GTL) and green management practices (GMPs) to achieve environmental stewardship (ES) in modern organizations while exploring the mediating role of digital transformation readiness (DTR) and moderating roles of eco-friendly technology adoption (ETA) and tacit knowledge (TK).

An empirical study comprising of a sample data of 354 professionals was analysed on partial least squares structural equation modelling (PLS-SEM) 4.0 software. The hypotheses were developed using the perspectives from natural resource-based view theory and tested using a three-wave design.

The major findings showed that GTL significantly impacted ES. The direct effect of GMP on ES is substantial. DTR serves as an important mediator in the link between GTL and GMP. The moderator variable ETA has a considerable impact on the link between GMP and ES. Furthermore, TK also acts as a substantial moderator in the link between GMP and ES.

Encouraging ES may ultimately help organizations enhance corporate reputation and increase operational efficiency and cost savings. It would help enrich employee engagement and improve retention by fostering innovation.

This study is a unique attempt to explore the complex interrelationships leading towards ES with a three-wave design including the interplay of the technology evolution in the organizational culture with DTR and ETA and knowledge management with TK.

Despite the significance of a gender-diverse workforce, there is a lack of comprehensive review of gender diversity and women's career advancement literature. Moreover, past literature focuses on women-on-board and other subsets based on outcomes like firm financial and non-financial performance, corporate social performance and board interlocks. The purpose of this study is to examine the research on gender diversity and women's career advancement through an analysis of 143 articles published during past decade. Theoretical frameworks, contexts and constructs-based contribution to scholarship were reviewed. The authors attempt to highlight key theories, constructs and contexts and provide direction for future research.

A comprehensive systematic literature review of 143 articles spanning January 2008–March 2023 about gender diversity and women’s career advancement was conducted.

Majority of the past studies have focused on women on board and top management team, and most of them have been conducted in the context of the USA and China. There is no specific industry which has been covered extensively. Resource dependency, resource-based views and agency theories are the primary theoretical frameworks used in the past studies. Furthermore, these findings suggest the scope to further focus on women’s retention and career growth initiatives, especially at levels other than top levels, for a stronger leadership pipeline.

This study has been conducted with a focused analysis of the context, constructs and theoretical frameworks, enabling future researchers to decide how and where to focus, to now strengthen retention of women.

This study aims to explore the impact of emotional cues in knowledge product descriptions on users’ willingness to gather information. It specifically focuses on how different types of textual emotional cues, including heuristic cues like “emotional titles” and systematic cues like “emotional synopses,” influence users’ information-gathering willingness and examines the mediating role of emotional arousal in this process.

A conceptual model was developed by integrating the heuristic-systematic model with cue utilization theory. The experimental design employed knowledge product descriptions from the “Knowledge Column” section of the Zhihu platform. A controlled experiment was conducted to investigate the effect of varying emotional cues in these descriptions on participants’ willingness to gather information.

The study identified two types of emotional cues – heuristic cues, such as “emotional titles,” and systematic cues, such as “emotional synopses” – that significantly and positively influence users' information-gathering willingness. Additionally, emotional arousal was found to mediate the relationship between emotional cues and users’ willingness to gather information in the context of knowledge payments.

This study confirms that emotional cues in knowledge product descriptions, mediated by emotional arousal, can enhance the information-gathering willingness of knowledge payment users. The research deepens the theoretical exploration of information behavior among online knowledge payment users, providing valuable insights for knowledge producers on effectively leveraging emotional cues to attract potential customers as well as offering guidance for knowledge payment users in their information-gathering practices.

Owing to the worldwide outbreak of the SARS-CoV-2, social media conversations have increased. Given the increasing pressure from regulatory authorities and society, green accounting – as a dimension of sustainable development – remains the most discussed topic on most social media platforms. This study aims to incorporate a technological approach to green accounting and sustainability to enhance the innovation process inside and outside organizations.

This study uses the hermeneutic phenomenological technique to investigate Twitter content. Tweets were subjected to a manual coding process to analyze their content, including recent advancements, challenges, cross-country initiatives and promotion strategies in green accounting. Public perception of green accounting and the COP26 climate summit was also studied.

Tweeters view green accounting favorably; however, they are apprehensive about its implementation. Regarding the challenges in green accounting, “corporate green washing” was the most tweeted content. The UK was the top-rated nation with respect to green accounting development. Furthermore, the most discussed breakthrough was the application of artificial intelligence in the domain of green accounting functions. However, Twitter users were observed to have directed heavy criticism at the COP26 climate summit in Glasgow.

This study’s primary innovation is its integration of emerging technologies such as machine learning and data mining with social media platforms such as Twitter. Incorporating manual coding of tweets is a rigorous procedure that amplifies the strength of machine learning software’s auto-coding feature.

The objective of this research is to investigate the barriers impacting the integration of Industry 5.0 (I5.0) in supply chain sustainability. By understanding these challenges, this study aims to provide valuable insights that can guide organizations in successfully implementing the transformative potential of I5.0. The ultimate aim is to improve operational efficiency and advocate for sustainable practices within supply chains.

Research has used industry expert interviews, a comprehensive literature review and the decision-making trial and evaluation laboratory approach for analysis. Industry expert interviews serve to capture first-hand insights from professionals well versed in the field, providing practical perspectives on the barriers to I5.0 adoption.

This study identifies technological challenges, organizational barriers, regulatory impediments and economic constraints as pivotal factors inhibiting the widespread adoption of I5.0 in supply chain sustainability.

This research serves as a foundation for future investigations into overcoming barriers to I5.0 adoption, guiding scholars and practitioners in refining strategies for successful implementation.

The findings offer practical insights for organizations aiming to adopt I5.0, informing decision-makers on key challenges and facilitating the development of targeted strategies to overcome them.

The social implications lie in fostering sustainable business practices through the adoption of I5.0, contributing to environmental responsibility and societal well-being.

This research contributes original insights from practitioners, policymakers and researchers in navigating the complex landscape of I5.0 adoption, ensuring meaningful contributions to both academia and industry.

Moonlighting has become more popular today in many fields such as IT, healthcare and education. This research investigates the direct association between high-performance work system (HPWS) and employee moonlighting (EM) and the mediating effect of perceived employability (PE) in the above relationship. Moreover, the personal value of self-direction is included as a moderator between PE and moonlighting.

This research follows a quantitative design. An online questionnaire survey is used to collect data. Data from 456 Vietnamese employees were analyzed with partial least square-structural equation modelling (PLS-SEM) technique.

HPWS is directly linked with EM. Perceived external employability fully mediates the above relationship. In addition, the personal value of self-direction intensifies the positive relationship between PE and EM.

The research suggests that HPWS can exert its influence on EM via both the universal and the critical pathways. Employees who perceive they have the ability to perform well in other jobs may decide to moonlight. Also, employees who find their jobs insecure under the coverage of HPWS may engage in moonlighting for security reasons. The implementation improves the employees’ PE which may encourage them to hold more jobs. In addition, attention should be paid to the personal value of the employees.

This study offers new insight into the HPWS and EM literature because it suggests that management practices can significantly influence EM, in addition to financial and security factors. Moreover, this study explores the indirect impact of PE in the HPWS–EM linkage. Finally, the moderation role of self-direction value represents a novelty.

The reasons for employees’ multiple jobholding have often been explored from economic and aspirational standpoints, and the role of workplace conditions that may encourage employees’ multiple jobholding remains largely overlooked. We examine the linkage between workplace favoritism and employees’ multiple jobholding motivations. Utilizing the conservation of resources as our theoretical framework, we also explored the underlying role of job insecurity and psychological contract violation.

We collected data using qualitative and quantitative methods. To gauge multiple jobholding motivations, we collected data from employees in Indian organizations using both qualitative (N = 44) and quantitative (N = 180, N = 205, N = 251) methods. A mediation model was tested using two-wave data gathered from 251 employees working with varied organizations located in North India. Variance-based SmartPLS was used to test the hypothesized relationships.

A positive and significant association was found between workplace favoritism and employees’ multiple jobholding motivations. Job insecurity and psychological contract violation emerged as significant mediators in this process.

Through qualitative and quantitative studies, we developed and tested a measure of employees’ motivations to hold multiple jobs. The study uncovers the role of adverse workplace conditions in encouraging these motivations and sheds light on how workplace favoritism translates into employees’ holding multiple jobs.