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The purpose of this study was to evaluate the impact of leadership development programme on enhancing leadership competencies of physicians in India. Assessment of leadership competencies of physicians is critical for designing suitable leadership development programmes. The previous studies of authors have revealed significant gaps in leadership competencies among physicians in India. Hence, authors have designed a programme incorporating various facets of health-care leadership and evaluated its impact on improvement of leadership competencies of top- and mid-career level professionals.

A six-day offsite residential programme incorporating a three-day component of leadership development was organized, in which 96 physicians participated. A mix of pedagogical approaches was used. A pre- and post-assessment of 30 medical leadership competencies was done using a self-administered questionnaire.

Majority of participants (69%) scored their competencies at Level 3 and Level 4 (Average to Good) with a mean score ranging from 3.20 ± 0.85 to 4.12 ± 0.71 in the pre-assessment group. In contrast, in post-assessment, this shifted to Level 4 and Level 5 (Good to Very good) in 72% with mean scores ranging from 3.8 to 4.24. Statistically significant differentiation was noted in pre- and post-assessment mean scores for all 30 competencies. The maximum improvement was noted in Competency 29 “Information management system planning and implementation”, whereas the least improvement was noted in Competency 12 “Holding self and others accountable and responsible for organizational goal attainment”.

The authors believe that this is the first study from India to assess effectiveness of leadership development programmes on enhancing medical leadership competencies demonstrating positive outcome. The findings of this study can provide a roadmap for designing of future medical leadership development programmes for physicians in India.

Leadership skills are vital for efficient delivery of health reforms. India, a low- and middle-income country, is transforming its public health care significantly. The health workforce, particularly doctors, however lacks leadership skills. This study aims to highlight the leadership skills gap and raise concerns about how India might achieve its ambitious health reforms in the lack of formal, prospective leadership training for its workforce.

This study conducted nine management development programmes between 2012 and 2020 and collected data from 416 (N = 444, 94% response rate) health-care professionals using a questionnaire. Participants were asked to inform leadership challenges that they perceived critical. A total of 47 unique challenges were identified, which were distributed across five domains of American College of Healthcare Executives Competency Assessment Tool (2020). Relevant information was also obtained from review of secondary sources including journal articles from scientific and grey literature and government websites.

Majority of participants (85.36%) had never attended any management training and were from public sector (56.1%). Mean total experience was 18 years. Top 5 challenges were lack of motivation (54.26%), communication (52.38%), contracts management (48.31%), leadership skills (47.26%) and retention of workforce (45.56%). Maximum challenges (29) were in domain of business skills and knowledge, followed by knowledge of health-care environment (9), leadership, professionalism, and communication and relationship management (3 each).

In absence of the leadership training, senior health professionals particularly doctors in India, suffer leadership challenges. Efforts should be made to strengthen leadership capacity in Indian health-care system to advance the country’s ongoing national health reforms.

The purpose of this paper is to understand the non-clinical challenges of physicians in northern India and to re-imagine an alternative scenario of hybrid professional medical management and leadership where physicians enact roles as strategic boundary spanners.

In this qualitative study, 30 in-depth semi-structured interviews were conducted with men and women physicians and thematically analysed.

Physicians reported that they were unprepared formally for mainly ad hoc non-clinical responsibilities. Findings identified a range of six types of aspirational, willing, incidental, ambivalent, agnostic and actively resistant behaviours among physicians who were expected to undertake administrative, rather than strategic leadership tasks.

To the best of the authors’ knowledge, this study makes a novel theoretical contribution to the dearth of literature on medical leadership in a low-middle income South Asian country. By examining physicians’ views on their non-clinical responsibilities, this study highlights the strategic potential for developing physicians formally as professional hybrid managers and leaders who effectively bridge medical and managerial domains beyond the current scenario of physicians operating as untrained administrators.

This study aims to investigate the impact of financial inclusion in promoting sustainable livelihood among indigenous women entrepreneurs. Moreover, the study has also examined the mediating role of microentrepreneurship between financial inclusion and sustainable livelihood.

Structure equation modeling has been used to analyze the mediating effect of microentrepreneurship between financial inclusion and sustainable livelihood development. In total, 598 samples of indigenous women across the Sundargarh and Mayurbhanj districts in Odisha are used for the statistical data analysis in the study.

The results showed that financial inclusion has direct and indirect effect on promoting sustainable livelihood among indigenous women. The results also highlighted that microentrepreneurship significantly mediates the relationship between financial inclusion and sustainable livelihood.

The Government of India should formulate policies on financial inclusion by reviewing the findings of this study. In addition, to increase the base of microenterprises and the achievement of sustainable livelihood in rural regions, more focus should be given toward the promotion of inclusive finance among indigenous women in India.

The present idea has not been discussed or explored earlier among the indigenous communities in the Indian context. So, the study will benefit the marginalized groups of women in promoting their livelihood sustainably.

This paper aims to revisit the Indian experience on corporate bankruptcy law to answer “why Indian corporate insolvency law structured differently from a manager-driven (pre-Insolvency Code) to manager-displacing model (post-Insolvency Code)?”

This paper is qualitative in nature. The paper analyses the prevailing theoretical wisdom in corporate insolvency law in India and examines the practices of Indian bankruptcy regime.

The authors argued, considering the corporate ownership composition, the Insolvency and Bankruptcy Code 2016 will not accomplish the intended objective (i.e. the “creditor primacy”). The findings refute with the evolutionary theory, i.e. debt and equity both will tend towards dispersion in outsider system of governance.

This paper put forward the imprint that Indian corporate insolvency regime is manager-displacing under Law on Books and manager-driven under Law on Practice.

Self-help groups (SHGs) have widely been accepted by developing nations for their contribution to inclusive development. Despite its importance and the recognition of the same, SHGs and their members face several challenges. The purpose of this paper is to comprehensively investigate the inhibiting factors affecting the effectiveness of women SHGs. The paper also proposes a roadmap for all the self-help promoting institutions, such as banks, state and central government, and non-government organizations to address the challenges.

The study adopts an exploratory research design to undertake this applied research. It uses phenomenographic and interpretative approaches. Qualitative data have been collected from 24 members belonging to eight SHGs from the eastern Indian state of Odisha with the help of a semi-structured interview schedule. The result has been analyzed by using content analysis.

The study finds that SHG members in Odisha face several challenges in the form of financial bottlenecks, entrepreneurial obstacles, capacity-building impediments, mentor-ship challenges, socio-structural challenges and group dynamics.

The study finds many unique and contextual inhibiting factors, which are valuable additions to the existing literature. At the same time, the result may not be applicable to other kinds of SHGs, such as Alcoholic Anonymous, as their nature, composition and deliverables are quite different from the SHG that the current study has taken into consideration.

The proposed roadmap would be useful to policymakers, non-government organizations and other agencies involved in the promotion and capacity building of SHGs operating in Odisha in particular and India in general.

The literature is mainly concerned with the impact evaluation of SHG programs. This study investigates the challenges faced by SHGs in a systematic way and provides a roadmap to address the same in a comprehensive way.

This study aims to extend existing theories and fills research gaps regarding the acceptance and use of new technologies by consumers by exploring the adoption of app-cab services in India. Through the application and comparison of a unified theory of acceptance and use of technology (UTAUT) and UTAUT 2/expanded-UTAUT (E-UTAUT) models, this paper empirically tests the relationships between important constructs related to technology adoption, acceptance and utilization in India’s emerging economy.

In total, 612 responses to a questionnaire of active and regular users of app-cab services in India are examined. Path analysis and structural equation modeling presents interesting findings indicating that the expanded models have huge implications for the Indian app-cab industry.

This paper finds that the UTAUT 2/E-UTAUT models are a good fit for consumers and their behavior toward technology-based services. In particular, this study, one of the first of its kind, examines consumer acceptance and use behavior and identifies the factors that influence customer behavior with regard to new technology (app-cab services) in an emerging economy (India). Theoretical and practical implications are discussed.

Very few studies are available on app-cab adoption in emerging economies.

This paper aims to examine how the quality of work-life (QWL) factors influence job satisfaction and tests if organization type moderates this relationship.

The study adopts a quantitative cross-sectional research design using survey administration among resident doctors used in the Indian health-care sector. Drawing on the person-environment fit theory, leader-member exchange theory and action learning theory, the authors discuss the results.

Results depicted that in addition to the direct relationship between QWL and job satisfaction, this association is moderated by organization type.

The study provides critical information for health-care managers to prioritize three QWL attributes, namely, meaningful development, supervision, working conditions to enhance job satisfaction among resident doctors.

The study contributes to the limited empirical scholarly research adding a deeper understanding of pertinent factors influencing resident doctor’s QWL-job satisfaction relationship.

Corporate Social Responsibility (CSR) has been in practice in India even before it was mandated by the Companies Act, 2013. While the objectives of CSR varied from philanthropy, being socially responsible to improving the corporate image, the relationship between financial performance and CSR has not been established. Also only a few companies are aligning their CSR activities with their corporate goals. This chapter builds a framework for integrating business with its CSR activities. The first part of the chapter describes how the concept of CSR evolved over years in general and specifically in India. It also discusses the current status of CSR in India. The second part of the chapter uses a well-known CSR model of e-Choupal to build a framework to integrate CSR with business.

Several challenges and issues are involved in successfully managing and improving the port logistics system (PLS) performance. Ports still face issues, including insufficient cargo handling equipment or equipment sharing during loading and unloading, which requires manual container inspection and delays clearance. This research aims to enhance the port logistics performance at one of India's cargo-handling ports. This paper seeks to identify various situations, actors, processes, learnings, actions and performance metrics particular to India's major container handling port.

The study objectives are accomplished using the Situation-Actor-Process–Learning-Action-Performance (SAP-LAP) framework, Fuzzy Analytic Hierarchy Process (FAHP) and Interpretive Ranking Process (IRP). The FAHP prioritises or ranks actions in a fuzzy environment. The ranking obtained by the FAHP method is assessed using the IRP approach.

This study examined action criteria and sub-attributes that define a PLS's effective implementation regarding handling containers in India. The results illustrate that strategic action must be prioritized first, followed by infrastructural and operational development, Technology upgradation and new methods and Training and Development initiatives.

This research provides a logical framework for evaluating the importance of various actions throughout the decision-making process. It would assist managers and practitioners in interpreting the impact of critical actions on performance and improving the operation of PLS by constructing resilient and adaptable solutions.

The study integrates methodologies like the IRP, SAP-LAP and FAHP. It focuses on various actions for an effective port logistics implementation system. The findings of this study allow decision-makers to understand interpretative reasoning by performing pairwise comparisons among the factors.