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This case deals with hedging and risk management in companies. Surya Textiles had significant export revenues in euros and was looking for innovative ways of hedging foreign exchange risk to make their treasury a profit centre. Target Redemption Forward which hedged the euros into dollars was an attractive option which their Chief Financial Officer wanted to try. This instrument was designed to be a net-zero-premium hedging strategy that could provide Surya with monthly hedging rates that were better than market rates. The case analyses the pros and cons of this instrument.

Integrating the job demands-resources theory and the conservation of resources theory, the purpose of this paper is to develop and test a moderated-mediation model examining the relationships between motivating job characteristics, work engagement, conscientiousness and managers’ turnover intentions.

Data were collected using a survey questionnaire from 1,302 managers working in eight Indian private sector organizations. Structural equation modeling and hierarchical regression analysis were used to test the hypothesized relationships between the study variables.

The study found evidence of the mediating role of work engagement for the relationship between motivating job characteristics and managers’ turnover intentions. Conscientiousness moderated the relationship between work engagement and turnover intention. The total and indirect effects of motivating job characteristics on turnover intention were moderated by conscientiousness.

The study was cross-sectional, so inferences about causality are limited.

The findings of this study reaffirm the crucial role of job characteristics in influencing work engagement and turnover intention. By examining work engagement as a mediator for the job characteristics-turnover intention relationship, this study explores the process through which job characteristics are associated with turnover intention. The findings of the moderating influence of contentiousness on the relationship of direct and indirect effects of job characteristics suggests that individual personality can influence social exchanges as well as managerial attitudes and behaviors in multiple ways.

The study provides an insight into the underlying process through which job characteristics are related to managers’ turnover intentions. To the best of the authors’ knowledge, such a study is the first of its kind.

This paper delineates a literature review on fire-induced progressive collapse on structures and the effect of high temperature on structures and elements. After the occurrences of fire in the World Trade Center in the USA, the researchers started concentrating on the progressive collapse that happens due to high temperature. Currently, most of the researchers are working on fire-induced progressive collapse on structures using high-temperature behavior on materials which are used for construction. The researchers have been doing an intensive study to find a better strategy to prevent the building from structural fire damage or collapse with available codes and guidelines throughout the world. This paper aims to provide a better understanding and analytical solutions on the basis of the recent works done by researchers in fire-induced progressive collapse and methods adopted to find the collapse mechanism.

This paper is written by studying different literature papers of 109 related to progressive collapse on structures and fire-induced progressive collapse.

The behavior of structures due to high temperature and collapse conditions due to fire in different scenarios is identified.

This paper fulfills an identified need to study how the structure can withstand high-temperature conditions in our day-to-day lives.

Building on the arguments of expectancy theory and social exchange theory, the present study provides insights into the process by which pay-for-performance (PFP) impacts employee job performance.

Based on a sample size of 226 employees working in a technology company in India, the study examines the relationships between PFP, procedural justice, organizational citizenship behavior (OCB) and employee job performance. Data on perceptions of PFP and procedural justice were collected from the employees, data on OCB were collected from the supervisors and the data on employee job performance were collected from organizational appraisal records.

The study found support for the positive relationship between PFP and job performance and for the sequential mediation of the relationship between PFP and job performance via procedural justice and OCB. Further, procedural justice was found to mediate the relationship between PFP and OCB.

The study was cross-sectional, so inferences about causality are limited.

The study tests the relationship between PFP and employee job performance in the Indian work context. The study shows that the existence of PFP is positively related to procedural justice which, in turn, is positively related to OCB. The study found support for the sequential mediation of PFP-job performance relationship via procedural justice and OCB.

The study provides an insight into the underlying process through which PFP is related to employee job performance. To the best of our knowledge, such a study is the first of its kind undertaken in an organizational context.