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This study aims to identify the underlying dimensions of hospitality organizational climate and then measure the influence of it on employee turnover tendency.

Data were obtained from 504 employees across 18 upscale hotels in India. Factor analysis was adopted to identify the organizational climate dimensions and its influence on turnover tendency was measured by SEM. One-way ANOVA tested the hypothesis related to the perceived differences among the employees regarding turnover intention.

Result supports the hypothesized relationship between the constructs that the identified organizational climate structure have strong inverse relationship with employee turnover tendency and its dimension “leaders facilitation and support” was found to influence turnover intention the most, followed by “cohesion, clarity and objectivity of system,” “esprit of profession, organization and workgroup” and “job challenge, variety and feedback.” Results also determined differences among the hotel employees of different job levels and gender regarding turnover tendency.

Study reveals that employee turnover tendency is predominantly influenced by the identified factors of organizational climate and more among the male frontline employees and attrition reduces with age and position. This knowledge will help the hotel's management in designing strategic HRM to control attrition.

This study is the first to establish an organizational climate measure of hotel industry in India and opens scope for future research. It also draws attention to the relationship of organizational climate with turnover tendency.

The study aims to work on two objectives, first to provide a theoretical foundation along with ongoing trend in the field of green human resource management (GHRM) and employee green creativity (EGC) in the hospitality and tourism industry. Second, the study also proposes a conceptual research model to understand the dynamics of the relationship between GHRM and EGC for future studies.

The study uses multi-method approach, systematic literature review and bibliometric analysis is performed on published work on GHRM and EGC. This study initially shortlisted 52 publications from multiple databases, which was refined to 11 Scopus-indexed papers, which discussed both GHRM and EGC attributes in a hospitality context. VOSviewer and advance excel software's are being used to perform the analysis.

The systematic literature review concluded that very limited studies have been conducted on GHRM and EGC in the hospitality context and it has recently gained prominence during the covid pandemic. While bibliometric analysis also identified h-index authors with their co-authorship network, citations and keywords matrix and the changing trends in the domain of GHRM and EGC in hospitality and tourism industry. The analysis also highlights the individual and organisational factors influencing the relation between GHRM and EGC.

This study is the first to conduct a systematic literature review and bibliometric analysis on GHRM and EGC in hospitality and tourism sector. Moreover the paper also provides researchers with an in-depth summary of the available literature and a blue print for future studies on GHRM and EGC.

Mobile human resource management application (mHRM app) has emerged as an innovative solution to manage human resources. However, the performance of the application is questionable, and hence, it is crucial to know employees' perception towards it. This study aims to explore employees' perceived service quality towards mHRM app using the moderated-mediation framework.

Data were collected from 265 Indian HR professionals using online questionnaire. The proposed hypotheses were examined using structural equation modelling and PROCESS Macro.

Results indicate that navigation and contact significantly affect employees' mHRM usage behaviour. Results also indicate that perceived values significantly mediates the association between perceived service quality and mHRM usage behaviour.

The findings of the study will help organisations in enhancing their employees' perceived service quality towards mHRM app.

This study contributes to the literature on human resource management, total quality management and cognitive-motivational-relational (CMR) theory.

This study aims to explore the factors influencing the bottom of the pyramid (BOP) consumers’ adoption and usage intention towards mobile payment (m-payment) to achieve financial inclusion and sustainable development goals.

A qualitative research design is used to explore the enablers and inhibitors that influence BOP consumers’ m-payment adoption and usage intention. To collect the qualitative responses, semi-structured in-depth interviews with BOP respondents were conducted. The thematic analysis using the text mining technique will be used to analyse qualitative data for exploring the predominant factors affecting m-payment adoption intention and usage.

The results suggested awareness, social influences and self-efficacy as crucial enablers and privacy and security risks and vulnerability concerns as crucial inhibitors towards m-payment adoption and usage.

As a novel contribution to the BOP, financial inclusion, sustainable development goals and m-payment literature, this study unfolds several unknown perceived benefits and perceived sacrifices that influence the BOP consumers’ m-payment adoption intention and usage. The study’s findings help the government and banks formulate and implement strategies to achieve financial inclusion among BOP consumers.

Supplier selection for capital procurement is a major strategic decision for any automobile company. The decision determines the success of the company and must be taken systematically with the utmost transparency. The purpose of this paper is to construct capital procurement decision-making model to optimize supplier selection in the Indian automobile industry.

To achieve the stated objective, a combined approach of fuzzy theory and AHP-DEMATEL is applied. Evaluation parameters are identified through an extensive literature review and criteria validation has been introduced through a Fuzzy Delphi method by using fuzzy linguistic scales to handle the vagueness of information. AHP is employed to find the priority weight of criteria, although an inter-relationship map among criteria is not possible through AHP alone since it considers all criteria as independent. To overcome this, DEMATEL is used to establish cause-effect relationships among criteria.

The results show that the total cost of ownership (TOC) is the first weighted criterion in supplier selection for capital procurement, followed by manufacturing flexibility and maintainability, then conformity with requirement. The cause-effect model shows that supplier profile, TOC, service support and conformity with requirement are in the cause group and are considered to be the most critical factors in selecting the supplier.

The study’s outcome can help the automobile industry to optimize their selection process in selecting their suppliers for capital procurement; the proposed model can provide guidelines and direction in this regard.

The current study mainly focuses on the effect of varying diameter recycled steel fibers (RSF) on mechanical properties of concrete prepared with 25 and 50% of recycled coarse aggregate (RCA) as well as 100% natural aggregate (NA). Two types of RSF with 0.84 mm and 1.24 mm diameter having 30 mm length were incorporated into normal and recycled aggregate concrete (RAC).

The fresh behavior, compressive, splitting tensile, flexural strengths and modulus of elasticity of all the mixes were investigated to evaluate the mechanical properties of RACs. In addition, specimen crack and testing co-relation were analyzed to evaluate fiber response in the RAC.

According to the experimental results, it was observed that mechanical properties decreased with the increment replacement of NA by RCA. However, the RSF greatly improves the mechanical properties of both normal concrete and RACs. Moreover, mixes containing 1.24 mm diameter RSF had a more significant positive impact on mechanical properties than mixes containing 0.84 mm diameter RSF. The 0.84 mm and 1.24 mm RSF addition improved the mixes' compressive, splitting tensile and flexural strength by 10%–19%, 19%–30% and 3%–11%, respectively when compared to the null fiber mix. Therefore, based on the mechanical properties, the 1.24 mm diameter of RSF with 25% replacement of RCA was obtained as an optimum solution in terms of performance improvement, environmental benefit and economic cost.

The practice of RCA in construction is a long-term strategy for reducing natural resource extraction and the negative ecological impact of waste concrete.

This is the first study on the effects of varying size (0.84 mm and 1.24 mm diameter) RSF on the mechanical properties of RAC. Additionally, varying sizes of RSF and silica fume added a new dimension to the RAC.

While the literature on corporate strategy has typically focused on examining diversification along the industry and geographical market dimensions, this study seeks to supplement previous research by introducing the concept of business model as a new way of thinking about diversification. Specifically, by integrating the literatures on business models, diversification, and acquisition strategy, we provide a conceptual analysis of how business model relatedness may influence performance implications of M&As. When business models among acquirers and targets are related, the sharing and transfer of superior resources may improve post-acquisition performance. In contrast, when business models among acquirers and targets are unrelated, internal and external identity conflicts may harm post-acquisition performance. Moreover, the conceptual framework developed in this study suggests that even if acquirers and targets are related in a product and geographical market sense, dissimilarities across business models may still harm post-acquisition performance. Overall, we suggest that using the recently emerged concept of business model may provide a new step in examining diversification decisions above and beyond the traditionally examined concepts of product and geographical markets, providing a more complete understanding of when and how multibusiness firms can create value.

The mobile human resource management application (mHRM app) has recently been seen as an innovative cloud-based solution to manage human resource management (HRM) within organisation. Despite its great potential, organisations have shown resistance towards the usage of the mHRM app. This study investigates the dark side of electronic HRM (eHRM) by examining factors affecting HR professionals' resistance to the mHRM app using status quo bias (SQB) theory. The study also examines the moderating effect of personal innovativeness.

Responses were collected from 239 HR professionals using an online survey. Structural equation modelling (SEM) and PROCESS macro were used to examine the hypotheses.

The results indicated that regret avoidance, inertia, switching costs and perceived threat significantly affect HR professionals' resistance towards mHRM app adoption. Results also indicated that high personal innovativeness negatively moderates the association between inhibitors and resistance to adopt the mHRM app.

The study's findings will help HR professionals reduce their resistance towards mHRM app adoption.

This study enriches eHRM, mobile applications and the SQB literature.

This study aims at identifying critical success factors of a sustainable mobile banking application using text mining approach.

A total of 6,073 consumer reviews relating to a mobile banking application were collected and analyzed to meet the study objective. Latent Semantic Analysis (LSA) was done to identify the critical success factors of a sustainable mobile banking application.

The results indicated that privacy and security, navigation, customer support, convenience and efficiency are the key factors.

The study findings enrich the mobile banking and sustainable service delivery channel literature.

The results are expected to benefit the bankers in delivering effective banking services through a mobile banking application.

Studies in the sustainability are few yet promising particularly the ones that use rigorous statistics suitable on thousands of data points to accomplish the study objectives.

The purpose of this paper is to investigate the effect of the organizational reconfiguration of offshoring on firms’ strategies. A consequence of offshoring is the need to reintegrate the geographically relocated organizational activities into a coherent organizational architecture. In order to do this, firms need a high degree of architectural knowledge, which is typically gained through learning by doing. We therefore argue that firms with more offshoring experience are more likely to include organizational objectives in their offshoring strategies. We develop and find support for this hypothesis using a mixed-method approach based on a qualitative case study and comprehensive data from the Offshoring Research Network. These findings contribute to research on the organizational design and architecture of offshoring and the dynamics of organizational architectures.