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The purpose of this paper is to investigate the role of organizational image in engaging employees and improving their performance. The study has explored the role of employee’s perception about the organizational image, and its linkage with the investment of employee’s energies into their work roles resulting in employee engagement (EE) and hence performance.

Adopting a model that was built on the basis of research conducted in the form of surveys. By using cross-sectional data and following a quantitative research method, the study collected data from 701 managers in India holding various positions, in different industries. The study has used “Component-Based Structural Equation Modeling” by Smart PLS.

The key findings of the study help employees as well as employers to have a thorough, comprehensive understanding to improve EE and their performance by creating a positive and consistent organizational image.

This study will be very useful for employers and policymakers to understand the value of organizational image in engaging the workforce effectively. Aligning with the organizational behaviors theoretical support, this study yields some important and useful suggestions for managers to engage and retain their workforce in the present dynamic work environment.

The paper tries to focus on one’s perceptions of the organization and its linkage between EE and performance. The positive perception of employees reflects that they identify themselves and feel connected with the overall vision of the organization.

The paper aims to establish the relationship between leader member exchange (LMX) relationship and work role performance through the dynamic process of employee engagement. The study outlines why and how leadership is important for employee engagement and effective work role performance. Adopting a survey based research design, a sample of 198 Indian working managers at different levels including various sectors has supported our hypotheses that employee engagement mediates the relations between LMX and work role performance. It provides empirical insights about how employee engagement process influences the LMX and work role performance relationships. The results also suggest that high quality relationship of employees with their leaders is positively related to employee engagement and their work role performance.

Research on leaders’ knowledge management systems focuses exclusively on how leaders gather and disseminate knowledge in collaboration with external actors. Not much is known about how leaders address the psychological aspects of employees and strategize internal communication. In addition, while previous work has treated high uncertainty as a default feature of crisis, this study aims to propose that perceived uncertainty varies in experience/meaning and has a crucial bearing on the relative balance of cognitive/emotional load on the leader and behavioral/psychological responses.

The authors contribute by qualitatively examining the role of leader knowledge systems in designing communication strategies in the context of the COVID-19 crisis by investigating communication characteristics, style, modes and the relatively unaddressed role of compassion/persuasion. In this pursuit, the authors interviewed 21 C-suite leaders, including chief executive officers, chief marketing officers, chief financial officers, chief human resource officers and founders, and analyzed their data using open, axial and selective coding, which were later extracted for representative themes and overarching dimensions.

Drawing from grounded theory research, the authors present a framework of knowledge systems and their resultant communication with employees in high uncertain and low uncertain crises. The authors highlight interactions of a set of concepts – leaders’ preparedness, leaders’ support to employees tailored communication adapted to perceived uncertainty, leading to enhanced trust – in the achievement of outcomes related to balancing operational and relational systems with employees. The findings suggest that a structured process of communication helps employees mitigate any concern related to uncertainty and feel confident in their leadership.

The research has implications for leaders in managing their knowledge systems, for human esources practitioners in designing effective internal communication programs, as well as for scholars in knowledge management, communication and leadership.

This study aims to know whether board composition is effective in improving firm performance and particularly to determine whether this relationship varies across different levels of performance, that is, companies with very low performance, low performance, moderate performance, high performance and very high performance.

The authors use a data set covering 213 Indian companies registered on S&P Bombay Stock Exchange 500 Index over the period 2001 to 2019 by using Tobin's Q as a performance parameter. The study applies the quantile regression technique and compares the results with fixed effect generalized least squares (GLS) regression.

The findings reveal that board size positively affects the company's performance across all quantiles. Independent directors negatively impact the performance of companies across all quantiles. However, the strength of these relationships increases with increase in performance, thereby supporting agency theory and stewardship theory, respectively. The effect of executive directors on the performance of the companies varies across quantiles. The effect is adverse at moderate and high quantiles only.

The findings provide some grounds for regulators to exercise caution while designing board composition guidelines, keeping in mind the unique internal environment of each company which ultimately affects their performance levels. Similarly, Indian companies are also suggested to compose their boards keeping in mind their performance levels.

The study contributes towards the debate on the board composition and firm performance relationship by adding to the agency theory and stewardship theory that all the companies cannot have the similar board composition. Rather its composition depends upon the performance levels of the companies.

Using the extant literature review, this paper aims to explore the relationship between gender, entrepreneurial education (EE) and entrepreneurial intention (EI) in the Indian context, which the authors believe is a novel approach to this research stream. The authors also use career preparedness as a control variable to examine this relationship.

Data were collected from 368 undergraduate students across four Indian universities (one exclusively for female students) through a standard structured questionnaire. Additionally, rather than examining, EI has been treated as a monolithic construct; however, the authors conceptualize it as comprising three different dimensions that include grand vision and risk-taking ability; opportunity exploitation; and ability to persevere. An additional analysis was conducted for the students who reported higher scores for “being well prepared for their careers” through their institutes’ academic programs and communities of entrepreneurs. The authors also interviewed some entrepreneurship instructors, who confirmed the present findings through their observations.

The findings indicate that, essentially, there is a positive relationship between EE and EI. The authors find that male students scored higher for the first two dimensions of EI but not the third. Additionally, the authors used career preparedness as a control variable for additional analysis. The authors observed that students with higher “career preparedness” reported a positive relationship between EE and EI, independent of gender, for all three dimensions of EI. Thus, it may be assumed that if a community of entrepreneurs needs to be developed in India, a focus on career preparedness is critical.

First, given that the present survey reflected a single moment in linking EE to EI (which may be considered a limitation of the study), future researchers might focus on a longitudinal approach. Second, all the respondents are attending urban universities (and, as such, very likely belong to the upper middle class of Indian society). The financial divide between urban and rural India is well known; as such, the results might be different if the sample was drawn from rural and poor India.

The salience/value of this study lies in the conceptualization of EI comprising three sub-constructs to understand the impact of formal EE (with three sub-constructs) on EI. The focus on career preparedness for a female student is a new direction of inquiry with respect to entrepreneurial intention.

Several inferential procedures are advocated in the literature. The most commonly used techniques are the frequentist and the Bayesian inferential procedures. Bayesian methods afford inferences based on small data sets and are especially useful in studies with limited data availability. Bayesian approaches also help incorporate prior knowledge, especially subjective knowledge, into predictions. Considering the increasing difficulty in data acquisition, the application of Bayesian techniques can be hugely beneficial to managers, especially in analysing limited data situations like a study of expert opinion. Another factor constraining the broader application of Bayesian statistics in business was computational power requirements and the availability of appropriate analytical tools. However, with the increase in computational power, connectivity and the development of appropriate software programmes, Bayesian applications have become more attractive. This chapter attempts to unravel the applications of the Bayesian inferential procedure in marketing management.

Digital technology has had a massive impact on business management procedures, driving modifications. The goal of this study is to figure out how human resource management (HRM) in businesses should change as digital technology develops. Via social, mobile, analytic and cloud technology, businesses can monitor and ensure that preconceptions and assumptions inside the organization drive acceptable behaviour. The outcomes of this study reveal that information transformation has influenced jobs growth, labour supply and the composition of corporate talent. Management and control in management of human resources (HR) should give way to empowerment. The goal of the current review is to examine current technological trends in HRM-related enterprises. Peer-reviewed articles from databases like EBSCO, Emerald and Sage publications provide the foundation of the review. Since there are few academic articles on the subject of the study, which covers technology in HRM and cloud in HRM, references from organizational reports have also been incorporated. Utilizing digital technologies in HR will increase organizational performance through decisions involving talent, forecasting workforce requirements and maximizing talent through planning and development. Informed decision-making will also allow HR to assist an organization in achieving corporate objectives. It also makes it possible to manage staff members through hiring, training, job happiness, productivity and task assignment based on qualifications. Additionally, it aids in determining the cause of attrition and locating high-value individuals who are departing.

The purpose of this chapter is to develop academic answers to the key rural areas and smart villages and digital agriculture. This chapter analyses the National level initiatives of Government of India Mission to convert rural areas into smart cities. The Union Ministry of urban development collaborates with State Government and nominate a particular city or cities in their state. Financial incentives or benefits will be provided to enhance the quality of the city. Coimbatore being a cosmopolitan city it is also a combination of rural villages and urban township. The main objective of this chapter is to identify and explore the initiatives of SMART CITIES MISSION a joint venture activity initiated by Government of India and State Government of Tamil Nadu. The results clearly indicate how digital technologies play a pivotal role to enhance the quality of eco-friendly initiatives and to improve the smart villages and agriculture. The key recommendations are the lessons learnt from other smart cities initiatives in other states and how Coimbatore can be an example and adopt key takeaways from other states and cities around the world.

The study aims to determine the role of online retail website experience on brand happiness and willingness to share personal information using the theoretical lens of the Stimulus-Organism-Response (SOR) framework. Further, it explores the role of brand intimacy and brand partner quality in mediating the path between brand happiness and willingness to share personal information.

This study used a cross-sectional survey design to collect data from 439 online retail consumers in India, using an online questionnaire. The data were analysed using Structural Equation Modelling in IBM Amos.

The present study found that online retail website experience is significantly related to brand happiness. The finding also supports that brand happiness was positively and significantly related to ‘consumers' willingness to share personal information. This relationship was fully mediated by brand intimacy. Brand happiness also mediated the relationship between website experience and the willingness to share personal information.

This study contributes to the emerging literature on brand happiness and willingness to share personal information. It establishes a central role of brand happiness as a driver and a mediator of consumers' willingness to share personal information with e-commerce retailers, extending the stimulus-organism-response framework in the context of brand happiness and willingness to share personal information. Further, the study establishes the role of website experience as a marketer (and brand) led driver of brand happiness.

The results have implications for the role of the website in enhancing the consumer experience, which in turn is a driver of brand happiness. Further, managers need to promote brand happiness with the help of website experience to enable consumers’ willingness to share personal information and help organizations customize their marketing campaigns.

This is among the first studies to evaluate brand happiness from the perspective of an online retail website experience and consider consumers’ willingness to share personal information from a branding rather than a technological perspective. Additionally, the study introduces the SOR framework in the context of brand happiness, with website experience acting as a stimulus for consumers, resulting in brand happiness, which is mediated by brand partner quality and brand intimacy (organism), leads to consumers' willingness to share personal information with online retail brands (response).