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The rapid emergence and acceptance of blockchain applications by investment professionals has made this study significant. The study aims to examine the degree of trust and acceptance of blockchain technology in the Indian financial services industry.

The decomposed theory of planned behaviour (DTPB) model is investigated using responses from 200 investment professionals to an online survey on blockchain technology adoption, and partial least squares structural equation modelling using SmartPLS 3.0 is used to analyse the results.

In general, the results support a DTPB and offer the best fit to the data. This study may have significant drawbacks in predicting blockchain technology’s acceptance by investment professionals. Furthermore, the findings suggest that the research instruments used in this study, which engage users in business settings, are equally successful in the context of investment professionals.

In predicting blockchain acceptance by investing experts, this study may have significant drawbacks.

As a result of TAM studies, it has been determined that perceived usefulness is more essential than perceived ease of use. Therefore, investment professionals may have discovered significant subjective normative impacts on behavioural intention. Management must devise techniques for implementing blockchain technology in digital financial services that are compatible with users’ workplaces.

Users may benefit from this research by concentrating on blockchain acceptance to improve digital banking services.

There is an increasing demand for eco‐friendly inhibitors for use in cooling water systems. Both calcium gluconates and molybdate are eco‐friendly, non‐toxic chemicals. The corrosion inhibition of calcium gluconate and sodium molybdate on carbon steel in neutral aqueous media was evaluated by means of weight loss, electrochemical polarisation and impedance techniques. A synergistic effect was observed when these two eco‐friendly non‐toxic inhibitors were used in protecting carbon steel. A non‐linear relationship existed between the concentrations of the two inhibitors showing a synergistic effect.

The purpose of this paper is to investigate how to improve the corrosion inhibition behavior of molybdate‐based inhibitors for mild steel, using organic compounds containing a phenyl ring together with nitrite agent. As picrate contains a phenyl ring together with three substituent nitrite anions, it is used as an organic compound. In this study a new molybdate‐based inhibitor was introduced with the composition of 60 ppm molybdate/40 ppm nitrite/20 ppm picrate. Inhibition efficiency of molybdate alone and with nitrite and picrate on the uniform corrosion of mild steel in stimulated cooling water was assessed.

The inhibition efficiency of molybdate alone and with nitrite and picrate on the uniform corrosion of mild carbon steel in stimulated cooling water (SCW) was assessed by electrochemical techniques such as potentiodynamic polarization, electrochemical impedance (AC impedance) measurements and weight loss determinations at the room temperature. Studies of electron microscopy included scanning electron microscopy (SEM) photography and X‐Ray energy dispersive (EDS) microanalysis were used.

The results obtained from the polarization and AC impedance curves were in agreement with those from the corrosion weight loss results. The results indicated that the new inhibitor was as effective as molybdate alone, though at one quarter of the concentration range of molybdate, which is economically favorable.

The paper demonstrates improvement in corrosion inhibition of mild steel in SCW via a blend of molybdate, nitrite and picrate as a new anodic inhibitor.

Employee engagement (EE) continues to be one of the most difficult challenges for organizations today. Numerous factors have been linked to EE, according to studies. However, the necessary human resource management (HRM) strategies and systems for enhancing EE have not yet been developed. It is questionable if all employees inside the company require the same HRM strategies, to boost engagement as one size does not fit all. Therefore, it is necessary to create employee profiles based on factors associated with EE. This study aims to develop employee profiles based on engagement dimensions and outcomes. It seeks to comprehend the relationship between engagement level and factors such as age, years of service and employment grade.

Using latent profile analysis (LPA), we identified five EE profiles (highly engaged, engaged, moderately engaged, disengaged and highly disengaged). These five profiles were characterized by five EE dimensions (Culture Dimensions, Leadership Dimensions, People Process, Business alignment Dimension and Job Dimension) and EE outcomes (Say, Stay and Strive).

The study revealed that Engaged profiles exhibited low stay outcomes. The highest percentage of disengaged employees fall under 25 years of age with less than 5 years of experience and are at the entry level.

The study highlights the significance of the people processes dimensions in enhancing engagement. Profiles with low people process dimensions showed high disengagement. Person-centered LPA adds and complements variable-centered approach to develop a better understanding of EE and help organizations devise more personalized strategies. The study would be of interest to both academics and practitioners.

The novelty of this study lies in its attempt to model the employee profiles to comprehend the relationship between engagement levels using LPA.

This paper aims to study the interlink between work-life integration, job contentment and employee engagement. The notion of how far work-life balance (WLB) policies have a throwback on employee engagement has been presented with shreds of evidence of previous studies carried out in the timeline of 2005–2021 in India. The purpose is to bring forward comprehensive studies together, which are available on piecemeal form in the fragmentary form, to draw a firm conclusion about work-life integration policies and their parallelism with job engagement and organizational effectiveness. Furthermore, this study intends to develop a theoretical framework using Dubin’s methodology on organizational effectiveness in relation to work-life integration, job contentment and employee engagement.

This study is based on systematic literature review of papers reviewed from across databases of Scopus, Emerald, EBSCO and Google Scholar. The keywords used for the search were WLB, work-life integration, job satisfaction, job contentment and organizational effectiveness and also a combination of these words was used to pull down the relevant papers. A systematic literature review was undertaken on the topics of work-life integration, employee engagement and organizational effectiveness. These articles were then read and scanned with the overview on abstract and further these articles were selected on the basis of relevance to the current study. Those articles which showed interconnectedness between the identified variables of organizational effectiveness in relation to work-life integration, job contentment and employee engagement as antecedents were reviewed and a theoretical framework model is put forth using first part of Dubin’s methodology (1978) for theory building. The posited Model named A4 on organizational effectiveness using deductive approach is built on constructs, interaction, logic and propositions (Whetten, 1989).The theory will be functional in nature. With the given wealth of evidence, the injecting effect of work-life integration on employee engagement and pouring impact on organizational effectiveness becomes more transparent and clear. The authors have proposed a model for better organizational effectiveness through work-life integration policies.

One of the essential ingredients for better employee engagement is work-life integration policies, and organizational effectiveness becomes the by-product of the same. Innovative and friendly WLB policies assist employees to be more productive, dedicated and committed, resulting in better employee engagement which in the long run benefits the company in terms of effectiveness. WLB policies help to flatter down the burgeoning impact of complex work life on employee productivity and engagement. This paper concludes on the healing effects of WLB policies on employee engagement and organizational effectiveness and also proposes a model at the end. The posited model presents the antecedents for achieving organizational effectiveness.

Because the study is conceptual in nature with the proposed model, more empirical-based studies by experts with relevant stakeholders will add more rationalization to the current study.

Organizational effectiveness is the key to survival in today’s complex and competitive world. The authors investigated how organizational effectiveness can be achieved with WLB policies, which can have a linear impact on employee engagement, and ultimately organizations can bear the flowerings of positive output. This linkage and coupling between WLB policies, job contentment, employee engagement and organizational effectiveness deserve attention which the authors have attempted to explore. The outcome and results of the study will contribute to the existing literature in a more meaningful manner and will assist human resource development and policymakers to achieve organizational goals with driving employees. Managers will gain insight into the identified theoretical framework model for its implementation in organization. Future researchers with empirical studies can test the proposed theory to determine its success at organizational level.

The purpose of this paper is to investigate how employer brand experience (EBE) impacts organizational citizenship behavior (OCB). In addition, it aims to identify the mediating role of employee engagement (EE) in relationship between EBE and OCB.

To test the research hypotheses, a web questionnaire was developed and data were collected from 426 respondents working in the Indian banking sector. Hypotheses were tested using structural equational modeling.

EBE was positively related to OCB. The predicted mediating role of EE in the relationship between EBE and OCB was also supported.

The study is confined to the banking sector only, which limits the generalization of the findings.

The results imply that firms should leverage on various dimensions of employer brand (EB) i.e. compensation, work–life balance, working environment, training and corporate social responsibility to enhance EE and OCB.

The research is among the very few to confirm the role of EBE vis-à-vis current employees especially in a collectivist society like India. The study also confirmed the mediating role of EE between EBE and OCB which have not been studied previously.