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This study aims to examine the effects of green human resource management (GHRM) and green transformational leadership (GTL) on employees’ green work behavior. This study also tests the mediating role of environmental value congruence (EVC) on the relationship of GHRM and GTL with employees’ green work behavior.

Responses were collected from 480 employees working in various Indian hotels using a two-wave survey design. The data was analyzed using Smart PLS 4.

The findings report significant indirect associations between GHRM and GTL on the one hand and in-role green behavior and extra-role green behavior on the other through EVC.

This paper highlights leaders’ focus on creating environmentally focused HR practices in hotels. As employees are the face for customers, particularly in the hotel industry, green behavior creates a green image of the organization in consumers’ minds, which may result in long-term sustainable competitive advantage.

This study makes two significant contributions; one, it explores the effect of GTL and GHRM on hotel employees’ green behaviors and second, it also tests the mediating role of EVC in explaining the relationship between the focal constructs in the Indian Hotel industry which has not been studied before.

The purpose of this study is to examine the relationship between subjective career success (SCS) and proactive career behavior as well as family support, with a focus on women professionals in India. The study also investigates the moderating role of perceived organizational support and marital status on these relationships.

The sample consists of 363 women professionals working in the information technology-enabled services industry in India. The study is cross-sectional in design.

Findings from this study posit the positive moderating role of perceived organizational support on the relationship between proactive career behavior and SCS and on the relationship between family support and SCS. As a moderator, marital status has a positive impact on the relationship between proactive career behavior and SCS but has a negative impact on the relationship between family support and SCS.

The results from this study will help organizations understand the predictors of career success of women employees. Another practical implication is that this study establishes knowledge of perceived organizational support, a controllable organizational factor as a moderator in positively influencing the success of women’s careers. Leaders and managers can, therefore, use organizational factors to facilitate the success of women employees.

This study is perhaps the first to examine the relationship between antecedents of career success for women professionals in the context of India.

The purpose of the paper is to study the turnover intention of employees during the phenomenon of resistance to change. The paper examines the mediating role of burnout in the relationship of resistance of change to turnover intention and the moderating role of perceived organizational support in this relationship.

The empirical data of the study has been collected via cross-sectional data collection method and include responses from 410 employees. The moderation mediation analysis has been done using the SPSS macro process.

The paper finds that resistance to change is an antecedent to the turnover intention which often represents employees' voluntary turnover in the future. This relationship of resistance to change and turnover intention is explained by burnout. However, the study establishes perceived organizational support as moderator, and with high POS, strength of this relationship will be reduced.

This paper contributes by examining the burnout as an intervening variable in the relationship of resistance to change and turnover intention and perhaps establishes for the first time the moderating role of perceived organizational support in reducing the influence of resistance to change on turnover intention, since retaining employees is of value to the organization.

This study examines the mediating and moderating role of proactive career behavior (PCB) and role ambiguity (RA) in the relationship between transformational leadership and subjective career success (SCS).

This study is a moderated mediation model with a sample size of 408 employees as respondents working in seven different organizations in the hospitality industry in the northern region of India. For the analysis of data, SmartPLS is used, and moderated mediation is done by Hayes Process Macro.

The results report that PCB mediates the relationship between transformational leadership and SCS. Also, it has been found that RA will moderate this relationship.

The result of the study on SCS will be beneficial for organizations facing high attrition. Also, the paper brings forth the importance of transformational leadership and the impact of RA on employees' career success. Leaders and seniors in an organization need to focus on reducing RA.

This study is unique since the relationship between transformational leadership and SCS has been examined in the hospitality industry. In addition, perhaps RA as a moderator influencing PCB and career success has been studied for the first time.

This study investigates the association between workplace bullying and intention to leave. The study further attempts to understand the mediating and moderating roles of emotional exhaustion and supervisory support respectively on workplace bullying and intention to leave relationship.

Statistical tools like SPSS and PROCESS Hayes were used for the analysis. Techniques like CFA, regression, moderation mediation analysis were used.

Utilizing conservation of resources (COR) theory and a sample of 480 employees from hospitality sector in India, we found that WPB was positively related to intention to leave. We also found that supervisory support moderated the relationships between emotional exhaustion and intention to leave and emotional exhaustion acted as a mediator between workplace bullying and intention to leave.

First, for the survey self-report questionnaire was employed; hence, it may be biased due to the social desirability effect. However, the researcher has stated that for workplace behavior like an intention to leave and supervisory support, the self-report survey is applicable (Bennett and Robinson, 2000). This study is limited in scope to measure cause-and-effect relationship because it is a cross-sectional study. Therefore, in correlation, the chronological order cannot be established as data were collected at the same time.

First, the result of the study established that workplace bullying can result in high intention to leave which will adversely affect the organization in the long term. Therefore, it is necessary that managers and businesses need to act to reduce workplace bullying. The managers in the organization should facilitate the friendly work environment and implement practices that are detrimental to bullying behaviors.

Since workplace bullying not only affects the target but also the team’s success and organization and the society as a whole, the organization should think of exploring the impact of workplace bullying on team cohesiveness and organizational performance.

This study seeks to explore in more detail the problem of bullying in the hospitality sector in India. The impetus for the study was the growing concern that bullying is creating a lot of turmoil in the life of employees making them either face the situation by being emotionally strong or leave the organization.

Pain is socially and culturally experienced. This chapter builds on previous research into the value of visual images for communicating pain in the UK, which evidenced ways in which images can improve doctor–patient interaction. It discusses ways in which photographs co-created with people living with chronic pain can be catalysts for discussion of pain and suffering in a range of cultural contexts, including higher education and healthcare training. We draw on a pilot project in Delhi, India where images were used as stimuli to dialogue and exploration of shared understanding of pain and current work in UK higher education using visual and other participatory methods. Students have a chance to work with and discuss images which depict qualities and characters of pain. Through seeing and hearing about patients’ experiences of pain, students learn about the commonalities and diversities in people’s experiences of their bodies and minds and how these impact on lives. As future health professionals, their own responses to this are important. Chronic pain can be a disabling condition leaving people vulnerable, with their sense of self and how they are seen by others threatened. People living with pain have to (re)negotiate their identity, with themselves and others, to see who they can be, as well as what they can do in this new state. Exploration of this through visual arts and verbal participatory activities can provide otherwise untapped insights and understandings of the human condition and its diversity. Exploring ways in which this approach could be extended to and adapted to other contexts are part of our future plans.

This paper aims to present a high-order scheme to approximate generalized derivative of Caputo type for μ ∈ (0,1). The scheme is used to find the numerical solution of generalized fractional advection-diffusion equation define in terms of the generalized derivative.

The Taylor expansion and the finite difference method are used for achieving the high order of convergence which is numerically demonstrated. The stability of the scheme is proved with the help of Von Neumann analysis.

Generalization of fractional derivatives using scale function and weight function is useful in modeling of many complex phenomena occurring in particle transportation. The numerical scheme provided in this paper enlarges the possibility of solving such problems.

The Taylor expansion has not been used before for the approximation of generalized derivative. The order of convergence obtained in solving generalized fractional advection-diffusion equation using the proposed scheme is higher than that of the schemes introduced earlier.

This study aims to empirically investigate the relationship between intellectual capital (IC) and corporate performance (CP), including financial, market and sustainability performance. The research also investigates the mediating role of earnings management practices (EM) in the IC and CP relationship.

The empirical connection between IC and CP for 795 nonfinancial listed Indian firms is examined for 17 years using industry and year-fixed effect panel regression models. The research has also used Baron and Kenny’s four-step model to examine the role of EM as a mediator between IC and CP.

IC plays a crucial part in improving the financial, market and sustainability performance of Indian firms. The empirical findings further claim that EM practices partially mediate the connection between IC and CP. However, the mediation effect of EM depends on its magnitude and direction, i.e. income-increasing (decreasing) EM practices. The study also claims that sustainability performance-oriented firms practice less EM.

Managers and policymakers can use the findings of this study to their advantage by focusing on the significance of IC in the Indian context and their efforts to improve financial, market and sustainability performance while limiting earnings management practices.

The research uncovers a novel facet of the IC–CP relationship where EM mediates between the two. To the best of our knowledge, this is the first study that analyzes the impact of IC on CP through the lens of mediation using both accrual and real earnings management.

The purpose of this study is to identify and assess the role of predictors to women’s economic empowerment (WEE). Moreover, the mediating role of digital banking usage (DBU) between financial literacy (FL) and WEE is empirically tested. The study also examines the moderation effect of educational level (EL) and employment sector (ES) on WEE.

Using a mixed-method approach, a comprehensive questionnaire was used to collect data of 482 women working in the formal ESs of Delhi-NCR. Partial least square structural equation modeling using SmartPLS-4 was used to test the explanatory and predictive power of the proposed model. This was followed by semi-structured interviews to collect qualitative data from 14 respondents.

The results present the following important findings: first, DBU, FL, women’s agency (WA) and workplace human resource policies (HR) significantly impact WEE, whereas government support (GS) and FL significantly impact DBU; second, DBU significantly mediates the relationship between FL and WEE; and third, ES significantly moderates the relationship between DBU and WEE.

This research also shares significant findings for practitioners and organizations by holistically identifying factors affecting WEE. These findings apply to both the human resource department of the employment sectors and the management of the banking sector.

The present study adds value to the scarce literature on the impact of DBU on WEE and highlights the mediating role of DBU along with the moderation effect of EL and ES. The study model incorporates novel constructs that impact WEE and offers new insights to various stakeholders in enhancing WEE. In addition, qualitative method was used to complement the quantitative findings.

Women’s economic empowerment (WEE) has emerged as a key component at national and international policy-making agendas. The purpose of this paper is to examine and validate the antecedents of WEE for urban working women.

This study used a descriptive and exploratory research design. A total of 286 responses from women working in the formal sector of Delhi-NCR were collected through self-administered questionnaires on a five-point Likert scale using non-probability quota sampling technique. The sample was controlled for the employment sector, that is, healthcare, education and information technology. Exploratory factor analysis has been performed in the first step to test the data’s dimensionality with the goal of producing a set of items that reflect the meaning of the relative construct. Thereafter, confirmatory factor analysis has been used for data analysis.

Digital banking usage (DBU) has been identified as the most significant contributor to WEE.

Besides digital banking, government support has also emerged as a key indicator of WEE, necessitating a government policy review to improve WEE. Research findings indicate that, if WEE initiatives are to reach their full potential, they must individually address the extracted factors. This study offers a new framework for understanding and enhancing WEE for urban working women in India.

To the best of the authors’ knowledge, this study is the first of its kind to use factor analysis to explore the multi-dimensionality of WEE using the novel dimensions of DBU, women’s agency and government support, in addition to the established variables of financial literacy, social norms and workplace human resource policies.