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Considering the ubiquity of FinTech services, the study proposes a research framework to examine FinTech adoption and use from the technology acceptance perspective by adding sub-constructs of technology acceptance model (TAM), unified theory of acceptance and use of technology (UTAUT), ServPerf and WebQual 4.0. This study broadly classified these sub-constructs in three dimensions: adoption, behavior and technological and explores the relationship between these attributes. It also proposes that digital behavior (Internet experience and level of awareness) and demographic characteristics (age and gender) moderate the main relationships.

The measurement scale for the study is developed through iterative discussion with domain experts. The data are collected from 439 active Internet users though a digital survey and analysis were done by applying structural equation modeling and multi-group analysis.

Perceived usefulness and social influence are found to be the key determinant for behavior intention to use FinTech services, with social influence having significant negative influence. Actual use is significantly influenced by ease of use and social influence but is not determined by behavior intention and perceived usefulness. Behavioral attributes are significantly impacted by technological attributes and digital behavior. Also, age significantly affects the perception of security among older users.

This study will help FinTech service providers to design FinTech services considering a wide spectrum of users. More consideration should be on enhancing the usefulness and security features to create social affirmations for the use of FinTech services. This will entice users for frequent use and attract nonusers to do their first online financial transaction.

The study adds to the technology acceptance literature by incorporating relevant technological and behavioral attributes and investigating the moderating effect of digital behavior and demographic characteristics. It contributes to the understanding of user beliefs and perceptions about actual use of FinTech services.

Academic procrastination, characterized by the act of postponing the completion of an assignment, is a prevalent behaviour observed among students worldwide and has significant consequences for academic achievement. This study investigates the influence of academic procrastination on academic achievement in university students. This study also determines the mediating effect of locus of control and the moderating effect of parental involvement on the relationship between academic procrastination and academic achievement.

This work utilized a cross-sectional and causal research design. The study used a survey in English to obtain responses from university students within the Northern Indian Region. The study received 539 responses from participants and 507 were used after data cleaning. This study used structural equation modelling using AMOS 25.0 for hypothesis testing.

The regression analysis using structural equation modelling showed that the external locus of control leads to academic procrastination, whereas the internal locus of control negatively affects academic procrastination. In addition, academic procrastination negatively influences academic achievement, emphasizing procrastination’s adverse effects on students’ performance. Moreover, academic procrastination mediates and parental involvement moderates the association between locus of control and academic achievement.

The present study investigated a unique conceptual framework involving locus of control, parental involvement, academic procrastination and academic accomplishment. The study makes an essential contribution to educational psychology and also enhances earlier theoretical frameworks concerning antecedents of academic accomplishments in university students.

Corporate social responsibility (CSR) is gaining recognition and value among researchers, academicians and business professionals. Drawing on theories of social identity and person–organisation fit, the present research propounds a model that investigates the role of CSR branding in influencing employee retention.

The paper is based on primary survey data from 348 employees working in organisations in the Indian industrial hubs. The study uses the regression and PROCESS macro model to analyse relationship among study variables.

The study indicated how CSR initiatives could help organisations handle the threat of high turnover storm all over the world, thereby retaining the employees with a high set of skills. Moreover, the paper connotes that employee retention is influenced directly by CSR branding as well as indirectly under the presence of organisational identification and person–organisation fit (mediators).

Results suggest the role of a positive identity and a mutual fit as significant predictors of employee retention. The implications for future research on CSR, employees' stay intentions, employees' identification and value congruence are further discussed in light of the findings.

The novelty of this research insists on shedding light on the indirect mechanisms linking CSR to employee retention that has been overlooked so far, particularly in the Indian setting; studies on an integrated model of organisational identification and person–organisation fit are limited.

This study aims to unveil the determinants of employer branding (EB) that attracts and retains the employees working in the Indian higher education sector using the factor-analytic approach.

The study is cross-sectional, and the data were collected from 141 employees working in the higher education sector. Exploratory factor analysis and independent t-test were deployed to analyze the data.

The results of independent samples t-test explicate that perception of male and female university employees pertaining to EB factors of employee attraction (EA) and employee retention (ER) is congruent. Further, the perception of employees in public and private universities on EB factor is similar for ER and non-similar for EA.

The present research is an effort to unveil the employee attraction and retention factors that play a vital role in showcasing an employer as a great place to work in the Indian higher education sector.

This paper attempts to provide significant information on the increased growth of literature of chatbots and virtual assistants. Technological changes are dynamic and keep changing at regular intervals. Therefore, it becomes highly crucial to review the performance of chatbots and virtual assistants. This paper aims to review the literature by eminent researchers in the form of authors, keywords and major contributing organizations.

Systematic literature review and bibliometric analysis is used to analyze the growth of literature on chatbots. A sum of articles has been extracted from Scopus database with selected keywords and with certain filters. VOSviewer software is used for analysis of data. A total of 130 documents are extracted from Scopus database from 2017 to 2021 (31st August).

This study provides a significant contribution to an existing literature and provides the understanding of research in the area of chatbots and virtual assistants. The authors with maximum number of citations are Yan, Zaho, Bengio, Weizenbaum, Song, Zhou and Maedche with jointly 180 citations. Research is been contributed by different countries where the United States is the country with highest number of documents published. The United States contributes 17% of the total production in the area of chatbots and virtual assistants. The analysis shows that the area is gaining momentum as contribution in this area is been increasing in last few years.

The study shows that several branches of chatbots are also in mainstream like natural language processing, e-learning, behavioural research, conversational agents, virtual assistants, human–computer interaction, natural language and so on. It provides a wider scope to authors and researchers to gain useful insights. The bibliometric study will provide a broader spectrum in this area.

The developments in technology and also the effect of COVID-19 pandemic is boosting the adoption of technology in different sectors. Deployment of technology will uplift the economy and social infrastructure. Society can avail different services from their comfort area and also in real time. This will help in reducing wastage of resources like people visiting offices for routine jobs which can be easily availed from their workplace. Society may access better services without much human interaction.

This paper adds significant contribution to the existing literature by analysing the published papers from Scopus database. The study contains new and significant information as this study covers all industries where chatbots and virtual assistants are being applied whereas in previous literature only specific industry has been taken into consideration.

This literature review aims to present the thematic and intellectual structure of sustainability in banking literature.

A systematic literature review and manual content analysis of 158 studies from the Web of Science and Scopus databases has been conducted.

The study reveals three major themes: conceptualization of sustainability, measurement of sustainability performance and communication of sustainability. The review provides future research directions regarding the quality of reporting, the contribution of sustainable banking toward achieving sustainable development goals, the use of primary data for analyzing sustainable banking initiatives and distinctions in the concepts of sustainability in banking.

Since the beginning of the century, the literature on sustainability in banking has been prolific but heterogeneous and fragmented. Reviews have been restricted to niche areas. This review addresses the lack of a unifying paradigm for sustainability in banking literature.

The aim of the study is to assess the effect of employer branding dimension of training and development on the retention of employees through the mediation of organizational identification (OI).

The study is based on data collected from the Indian IT employees. Regression and PROCESS Macro were used to test the hypotheses.

The regression results revealed that employer branding attribute of training and development influence employee retention (ER). Second, training and development influences OI and ER. Third, the relationship between training and development and ER is mediated by OI.

The research provides a new direction, strategizing a brand around development value is effective to enhance OI and their intent to stay. The major limitation is that the data is collected from a single source that may result in the issue of common method biasness.

The paper focuses on measuring the effects of training and development on the retention of employees through the mediation of OI, for which studies are very limited.

This paper aims to extend employer branding research by investigating the role of job satisfaction and organizational identification as predictors of employee retention, and their mediating role between employer branding and employee retention.

A cross-sectional survey is utilized to gather data from 352 employees working in top Indian IT organizations. Hypotheses were tested and analyzed utilizing SPSS PROCESS Macro.

The results reveal that employer branding is positively related to job satisfaction, organizational identification and employee retention. The analysis provides support for the mediating effects on employee retention of employer branding through job satisfaction and organizational identification. In addition, results also provide support for the serial mediation model, where employer branding was found to influence employee retention via job satisfaction and organizational identification in a sequential manner. The findings connote that the enhanced positive identity of satisfied employees suppresses the intention to leave among IT professionals.

The findings suggest that an employer branding strategy with a unique set of attributes can provide a competitive advantage to employers in terms of high retention levels. The findings also highlight the fact that the importance of employer branding strategy should not be merely confined to the issue of retention as it can also play a vital role in enhancing job satisfaction and employees' identification level. Hence, managers are required to devise an employer branding strategy with a long-term intent that focuses on gaining a competitive advantage and aiming to improve relationships with employees.

The researchers have enriched social identity and social exchange theory as a theoretical paradigm, examining antecedents of employee retention. The study has extended the foregoing direct or simple mediation models by integrating social identity theory and job satisfaction in a sequential mediation model.

This study aims to explain the relationship between employer branding, social media, online reviews and intention to apply for a job vacancy (IAJV), which organizations should ponder upon while designing branding campaigns.

The sample belongs to 385 final-year management graduates and postgraduates enrolled in central universities in the state of Uttar Pradesh, India. The dual mediation model is tested by regression and PROCESS macro.

Out of five employer branding dimensions, three (corporate social responsibility, healthy work atmosphere and training and development) were found to be significant predictors of IAJV. On the other hand, the dimensions of compensation and benefits and work-life balance did not influence candidates’ intention to apply for a job. The findings indicate that social recruiting could act as an effective tool for leveraging an organization’s image as an employer and could communicate unique brand values to the target market. Moreover, review whether positive, negative or neutral attributes could help job seekers affirm and reaffirm employer branding attributes before applying for a job.

Studies in social media and employer branding areas lag far behind in practice, and the present research attempts to fill this research gap. A further contribution of this research work will be to assess the role of reviews for a meaningful analysis of potential employees’ intentions to apply in an organization.

This study aims to establish the factors affecting the financial investment decision-making of an investor, with specific reference to investors’ emotions and how various events such as festivals, the pandemic and sports matches affect their investors’ investment decision-making. The authors further intend to understand the role of these investor emotions in creating stock market anomalies.

Twenty-nine semistructured exploratory interviews with fund managers from the top 10 asset management companies in India, who deal with individual investors regularly, were taken. The interviews were conducted to identify and describe the underlying ideas and sentiments that influence an individual’s investment behavior.

Although risk and return are the primary motivators of investment decisions, fund managers’ daily interactions with individual investors are affected by unpredictability and technical ambiguity, and investing is an inherently emotionally arousing process, according to the findings of the in-depth interviews.

To the best of the authors’ knowledge, this study is one of the first studies in Indian market to report the views of financial professionals about the emotional aspect of investors in making an investment decision. With most of the research conducted using quantitative methods, the current study brings in the perspective of financial professionals using primary data.