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Women's empowerment is a crucial gender issue and more so in developing countries. Women's empowerment has far-reaching consequences at individual, household, societal and global levels. In this study, the authors focus on the effect of their childhood and pre-marriage conditions on the present level of empowerment in the rural setting in the southern part of India controlling for relevant variables.

This study is based on the primary data collected from 700 women in southern India's villages. The authors used chi-square to understand the bivariate association between the level of women's empowerment and their socio-economic characteristics including their pre-marriage conditions. Further, multiple regression was used to find out the association between her pre-marriage characteristics and empowerment.

The study finds a positive association between mothers' education on their daughters' empowerment. Freedom of movement during childhood also had a positive relationship with the current level of empowerment. The study finds a positive effect of self-esteem and self-efficacy on women's empowerment. The authors also found that property in their names and knowledge about their legal rights were associated with higher empowerment. Other important indicators related to higher women's empowerment are household assets and their employment.

To the best of the authors' knowledge, this study is a unique attempt to study the effect of conditions before marriage on women's empowerment, especially in the Indian context. The study looks into the relationship between childhood conditions of women in a rural set up including their parents' education and jobs, discrimination faced and upbringing conditions and their current level of empowerment.

The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-05-2022-0329

This study aims to examine the relationship between work-family conflict (WFC) and personal self-efficacy among career persistent women in India. Further, this relationship was explained with the help of the mediating role of perceived managerial support.

Survey data were collected from 510 career persistent women working in the Information Technology (IT) sector in India. The data were analyzed using structural equation modeling and mediation was tested using Process- Macro.

Findings depicted a positive relationship between WFC and professional self-efficacy demand and self-efficacy challenges. Perceived managerial support was also found to be positively related professional self-efficacy. Furthermore, perceived managerial support was found to have a significant mediating effect in WFC and professional self-efficacy relationships.

Findings of the study may enhance the understanding of WFC in emerging economies, as most of the research has been done in the western context. Findings of the study are crucial, as it highlights the relationship between WFC and professional self-efficacy in the presence of perceived managerial support. Moreover, the paper uniquely discusses the role of WFC in professional self-efficacy among career persistent women in IT sector.

Work-from-home (WFH) gained ground with COVID and will now continue to be a part of India’s future of work. Under WFH information and communication technologies (ICT) media become the primary/sole mode of communication for employees, which holds several implications for employers and employees. Therefore, this study aims to investigate the impact of ICT media characteristics and usage frequency on multiple WFH outcomes. Specifically studied was ICT media’s ability to support synchronicity or coordinated behaviours of individuals working together.

This work examined the effect of ICT media’s synchronicity-supporting ability and usage frequency on WFH employees’ need for competence and relatedness satisfaction, thereby wellbeing and preference to WFH. Data from 301 white-collar employees of varied manufacturing and services organizations of India was analysed via partial least squares structural equation modelling.

Achieving more synchronicity by frequently using ICT media that can better facilitate coordinated behaviours did not directly influence WFH employees’ feeling of belongingness (need for relatedness) or wellbeing. It did, however, positively affect their feeling of effectance (need for competence) and thereby wellbeing. However, unexpectedly, it negatively influenced preference to WFH more often.

This study has uniquely combined media synchronicity and self-determination theories to investigate the implications of a work practice on employee wellbeing and preferences. Also, an extensible media evaluation parameter was created that encompasses the characteristics and usage frequency of a set of ICT media.

COVID-19 placed millions of employees under work-from-home/telework. Employers intend extending telework for the long-term, anticipating business benefits. But the benefits are impacted by employees' well-being/ill-being, which is affected by the satisfaction of psychological needs. In turn, need satisfaction is influenced by employees' personal/job attributes. As work-from-home's blended environment disrupts routines, the satisfaction of the psychological need for structure or routines was examined in this study, along with the effect of personal/job attributes.

Cross-section primary data were collected from 500 teleworking information technology employees from India and analysed using partial least squares structural equation modelling. Vigour and exhaustion represented well-being and ill-being. Telework self-efficacy, standardised job, technology assistance and supervisor social support were the determinants or personal/job attributes. Need for structure satisfaction was the mediator.

Telework self-efficacy, technology assistance and supervisor social support were positively associated with structure satisfaction. In turn, structure satisfaction was related positively with vigour and negatively with exhaustion, and thus mediated between personal/job attributes and vigour/exhaustion. Standardised job did not affect vigour, exhaustion or structure satisfaction.

Need for structure is mostly studied as a trait, with implications of greater/lesser preference for structure examined. However, this work acknowledges structure as a basic ubiquitous need. Everyone needs some structure. Hence, need for structure is researched from the novel perspective of its satisfaction. This paper also uniquely combines job demands–resources model which identifies personal/job attributes, with concepts of epistemic which posit the need for structure.

Even after COVID-19 pandemic, several organizations intend extending work-from-home (WFH), to the extent of making it permanent for many. However, WFH's impact on productivity remains uncertain. Therefore, this paper aims to study personal and job factors determining the likelihood of amount of work done at home being same/more vis-à-vis office.

Employees' basic psychological needs and job crafting tendencies; job-related aspects of task independence, technology resources and supervisory support; and several demographic factors are examined as determinants. Firth logistic regression analysis of data from 301 Indian white-collar employees is performed.

Demographically, longer exposure to WFH, greater work experience and being a support function worker increased the likelihood of same/greater amount of work done at home. Being a woman or married reduced the likelihood, while being a manufacturing/services worker was non-significant. Among psychological needs, greater needs for autonomy and relatedness decreased and increased the likelihood of same/greater amount of work done at home, respectively. Regarding personal and job resources, job crafting to increase structural job resources and supervisor support increased the likelihood of same/greater amount of work done at home versus office.

This paper adds to the limited India-centric literature on WFH; uniquely examining influences of individual personal attributes on amount of work done by combining job demands-resources (JD-R) model and basic psychological needs theory.

This study aims to identify demographic characteristics, personal attributes and attitudes and social support factors that adversely or favourably affect the likelihood of career persistence amongst women workers of the Indian IT sector.

The research, grounded in the social cognitive career theory, analyses primary data collected from 850 women working in IT via a survey. Based on an original definition of career persistence, the sample was segregated into 427 persistent and 423 non-persistent women. Logistic regression was performed to test for the effect of various determinants on the likelihood of women being career persistent versus non-persistent.

Being married, having children, as well as high levels of belief in gender disadvantage and work–family conflict lowered the likelihood of career persistence amongst women. While being a manager, possessing high career identity, high occupational culture fit, positive psychological capital and family support boost the likelihood.

The study examines women's actual continuance in an IT career vis-à-vis exit from the workforce/IT field, rather than women's stated intent to persist/quit as previously investigated. It uses logistic regression to identify both hurdles and aids on the path of women's career persistence. The findings can help recognize women more likely to struggle, thus be a first step in targeted organizational interventions to plug a leaky talent pipeline.

Gender diversity is known to trigger creative and relationship conflicts alike, the former a boon for innovation and the latter a bane. This study aims to explore the possibility of a gender mix that is “just right” for balancing the intensities of varied forms of conflict to boost innovation in firms in India. Specifically, this paper investigated the presence of an optimal level of women as a percentage of the firm’s full-time permanent employees (Percent-Women) that maximized the firm’s likelihood of product innovation (Product–Innovation–Likelihood).

Logistic regression analyses of firm-level data of Indian establishments of varied sizes and industries from World Bank Enterprise Surveys 2014 was performed. Instrumental variable addressed the potential endogeneity of Percent-Women.

The analysis demonstrated an inverted U-shaped relationship between Product–Innovation–Likelihood and Percent-Women. Product–Innovation–Likelihood peaked when Percent-Women lay between 35% and 58%, i.e. when the firm was gender-balanced or close to it.

The finding of an optimal level of female inclusion presents to firms a defined target of gender mix to be achieved, failing to which they may be limiting their innovation potential. It compels firms to view gender diversity as a business imperative with definite implications for their long-term performance.

For India, the demonstrated relationship between workplace gender diversity and innovation brings additional reason and urgency to public initiatives, such as female literacy, for boosting female economic engagement. Innovation can power the next stage of the Indian growth story by engaging the heretofore insufficiently tapped female worker.

By demonstrating an optimal degree of female inclusion at which innovation potential peaks, the study reconciled opposing theories of diversity-driven conflicts and went beyond the commonly observed simple linear relationship between female inclusion and innovation. Further, the paper focused on India, a major developing economy with a vast female populace and growing innovation ambitions but scarcely researched for gender diversity’s role in innovation.

Economies and societies are not digitally isolated. Digital technologies are widely recognised as key drivers of information dissemination, knowledge sharing, income and employment. Digital technologies also influence the interlinkages of digitalisation, gender and labour market outcomes. Digital technologies impact every sphere of day-to-day life. It impacts ways of communication, trade and business; influences networking abilities; shapes societal norms, attitudes and behaviours. It is hence argued that digital technologies may have crucial implications for women's participation in the workforce.

Gender equality and increasing women's workforce participation is an important goal under the United Nations Sustainable Development Goals (SDGs). Research indicates that women are mainly involved in agricultural work, blue-collar formal work, while collar formal work, and entrepreneurship. Digital technologies significantly impact the ways of working in all these sectors. Consequently, it is argued that digital technologies influence women's participation across all such types of work.

This chapter aims at unravelling the linkages between digital technologies and women's workforce participation. To this end, the influences of digital technologies on women's participation in agricultural work, blue-collar formal work, white-collar formal work and entrepreneurship are discussed. The implications and impacts of the use of broadband, internet and mobile technologies are also discussed. This chapter also includes important theories of women's workforce participation and discusses them in light of digitalisation.

The study finds the determinants of women empowerment measured in terms of domestic decision-making in a developing economy perspective by considering rural women in India. Women empowerment simply means giving opportunities to women to enable them to be socially and financially independent. Empowerment of women through investment in their education and health has a positive effect on economic growth. Almost 70% of Indian population lives in rural areas. If women in these areas are educated and empowered, they can contribute to the economic growth either directly or indirectly by improving health and education of the future generations. This study indicates that an employed woman, having her own income source, higher educational level, knowledge of legal rights, higher educational level of the mother of the woman, having property in her own name, more freedom of movement during her school days, having high self-esteem and belonging to a relatively affluent background, increases domestic making power of the women, and thus empowerment. Some possible policies are suggested for developing economies.