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Person-environment (PE) fit theory suggests that value congruence (fit) leads to the job pursuits intention (Cable and Judge, 1996) which is also influenced by cultural norms (Ma and Allen, 2009). Due to stringent job market condition along with its people, as a part of collectivistic culture, having poor self-concept consistency, value congruence may unfold different phenomenon in Indian context. Therefore, the present study intends to explore the existing fit theory on different cultural norms and different job market condition with entry-level job pursuits as participants.

The fit was measured both objectively and subjectively in a mixed method research design. Top 100 institutes ranked in NIRF (National Institutional Ranking Framework) (under Management category) were approached for data collection and 41 institutes agreed to participate. Data were collected in four phases from 2,714 entry-level job pursuits and domain experts based on web-based job advertisements. Krippendorff's alpha was calculated for measuring objective fit, and the subjective fit was measured through quadratic structural equation modeling with response surface analysis.

Findings revealed lack of value congruence objectively; and no influencing role of subjective fit in job pursuits intention. This indicated that neither Indian employers nor entry-level job pursuits were concerned about value congruence. The post-hoc analysis suggested that poor self-concept consistency as a cultural norm led to such atypical findings.

The present study suggests that fit may lead to different phenomena of entry-level job pursuits intention with different contextual and cultural norms.

This study aims to examine a dual-pathway model that recognizes two distinct (formal and informal) but complementary mechanisms of knowledge exchanges – knowledge sharing and knowledge helping. It also investigates how team members use their limited human and psychosocial capital for prosocial knowledge effectiveness.

A survey-based approach was used to examine the hypotheses of the study. A moderated-mediation model was proposed and tested using bootstrap approach.

Knowledge sharing and knowledge helping were found to be the significant links through which human capital (capability) and psychosocial capital (motivation and efficacy) significantly predict prosocial knowledge effectiveness. Post hoc analysis suggests that human capital through knowledge sharing influences team learning, whereas the psychosocial capital through knowledge helping influences team leadership.

The present study found two distinct but complementary and yet necessary mechanisms of knowledge exchanges to be linked as the important outlay for the human and psychosocial capital to be effective in the prosocial knowledge behaviours.

Rapid advancement of data science has disrupted both business and employees in organizations. However, extant literature primarily focuses on the organizational level phenomena, and has almost ignored the employee/individual perspective. This study thereby intends to capture the experiences of mid-level managers about these disruptions vis a vis their corresponding actions.

In a small-sample qualitative research design, Interpretative Phenomenological Analysis (IPA) was adopted to capture this individual-level phenomenon. Twelve mid-level managers from large-scale Indian organizations that have extensively adopted data science tools and techniques participated in a semi-structured and in-depth interview process.

Our findings unfolded several perspectives gained from their experiences, leading thereby to two emergent person-job (mis)fit process models. (1) Managers, who perceived demands-abilities misfit (D-A misfit) as a growth-alignment opportunity vis a vis their corresponding actions, which effectively trapped them into a vicious cycle; and (2) the managers, who considered D-A misfit as a psychological strain vis a vis their corresponding actions, which engaged them into a benevolent cycle.

The present paper has major theoretical and managerial implications in the field of human resource management and business analytics.

The findings advise managers that the focus should be on developing an organizational learning eco-system, which would enable mid-level managers to gain their confidence and control over their job and work environment in the context of data science disruptions. Importantly, organizations should facilitate integrated workplace learning (both formal and informal) with an appropriate ecosystem to help mid-level managers to adapt to the data-science disruptions.

The present study offers two emergent cyclic models to the existing person–job fit literature in the context of data science disruptions. A scant attention of the earlier researchers on how individual employees actually experience disruption, and the corresponding IPA method used in the present study may add significant value to the extant literature. Further, it opens a timely and relevant future research avenues in the context of data science disruptions.

Today’s pressing global societal challenges are urgent and require substantial solutions and innovations that tackle the roots of a problem. These challenges call for new forms of leadership, stakeholder engagement and innovation. This paper aims to examine whether, why and how business leaders engage in social innovation. The authors argue that leadership perspective and motivation are important drivers for developing substantial social innovations suited to resolving societal challenges at their roots. More specifically, the authors propose that intra-personal factors (degree of care and compassion), an inter-relational perspective of leadership (shareholder versus stakeholder) and the corresponding leadership motivation (personalized versus socialized) may unveil what quality of social innovation (first-order versus second-order solutions) is pursued by a business leader. Implications for future research and practice are provided.

The authors revisit the concept of social innovation and explore its connection with care and compassion. They suggest a series of propositions pertaining to the relationship between different configurations of leadership and different forms of social innovation.

Responsible business leaders with an integrative leader trait configuration (stakeholder perspective, socialized motivation, high degree of care and compassion) are more likely to foster substantial second-order social innovations for uprooting societal problems than business leader with an instrumental leader trait configuration (shareholder perspective, personalized motivation, low degree of care and compassion). An organization’s stakeholder culture plays a moderating role in the relation between leadership and social innovation.

This paper reveals a path for conceptualizing leadership in social innovation from a stakeholder perspective. Future research should investigate the role of business leaders, their mindsets, styles and relational competencies in co-creation processes of social innovation empirically. If the development of substantial second-order social innovations requires leaders with a stakeholder perspective and socialized approach, then this has implications for leader selection and development.

This paper advocates for new kinds of leaders in facilitating and sustaining social innovations to tackle global societal challenges.

The aims of the article are to not only review existing competency models and offer a comprehensive performance-linked competency model towards sustaining competitive advantage, but also validate the proposed model in an Indian textile organisation.

The article operationalises the term “competency” and intends to develop a comprehensive performance-linked competency model after analysing the existing models with respect to competitive advantage; and the model has been validated empirically in an Indian textile company using data envelopment analysis (DEA), cross-efficiency DEA, and rank order centroid (ROC) methods.

It reveals that the comprehensive performance-linked competency model focuses on competency identification, competency scoring and aligning competency with other strategic HR functions in a three-phase systematic method which will subsequently help the organisation to sustain in the competition. It has further been shown how using DEA, cross-efficiency DEA and ROC, an organisation can align individual performances and their competencies in terms of efficiency.

If the number of competencies get increased, DEA cannot be used.

This can be applied to industry for more efficient and effective performance measurement tool.

The paper enables organizations to systematically manage their employee competences to ensure high-performance level and competitive advantage.

The information technology (IT) sector in India is the leading exporter from the service sector domain and also is a significant contributor to the overall export kitty of India. The IT sector’s contribution in total Indian exports (merchandise plus services) increased from less than 4 percent in FY1998-1999 to about 25 percent in FY2011-2012 as per IT industry nodal body National Association of Software and Services Companies and the central bank of the country, the Reserve Bank of India (RBI). As this industry earns most of its revenue in foreign currencies it is exposed to the foreign exchange risks. The purpose of this paper is to validate the macro-economic theory that depreciation in domestic currency boosts export as it makes domestic good and services cheaper and appreciation in domestic currency deters export as it makes domestic good and services costlier. The authors are validating this theory for Indian rupee and keeping software services export in the focus.

In this study the authors have done the multiple regression analysis on the obtained time-series data. The research was totally based on the secondary data from Quarter1 (April-June) of FY 2000-2001 to Quarter4 (January-March) of FY 2011-2012. It comprises of data for 48 consecutive quarters. The authors have taken the growth rate, so the final data set consist of data of 47 quarters. The main source of data are published data by RBI. Data have been collected for export of software services, merchandise export, real effective exchange rate, US-dollar-Indian rupee exchange rate, gross domestic product of India and selected countries.

Data analysis leads the authors to the following findings: real effective exchange rate has no significant impact on software services export; US-dollar-Indian rupee exchange rate has no significant impact on software services export; external gross domestic product growth has no significant impact on software services export; and gross domestic product growth of India has no significant impact on software services export. The results obtained from multiple regression analysis are also supported by the results obtained from Granger Causality test. It does not identify any single factor as a major cause of software export. Results shows that the external GDP is having the statistically significant impact on the software export but the low value of R2 denotes that the impact is very low.

There are no published studies available which has attempted similar kind of an approach to study using aggregated export data and other macro-economic variables like real effective exchange rate (REER) and GDP growth rate. All previous literatures used REER to measure the impact of the exchange rate on export.

This paper seeks to add a historical perspective to the contemporary debate concerning women’s entrepreneurship in India. This study aims to explore the quantitative and qualitative research map of the research field of women’s entrepreneurship. Through this exploration, the authors aim to portray the historical and contemporary factors related to women’s entrepreneurship development in India, the problems and the opportunities. Future research opportunities are also identified based on the keyword analysis.

The study uses a systematic literature review to analyze the historical and theoretical perspectives of women’s entrepreneurship in India. The bibliometric analysis portrays the publication landscape, including the most popular journals, authors and countries, citation analysis and keyword analysis. The content analysis reveals the thematic clusters of the research field.

The content analysis of the management literature on women’s entrepreneurship reveals four primary clusters from the research: contextual embeddedness in women’s entrepreneurship, reasons for starting a business, microfinance interventions and empowerment of women entrepreneurs and marginalization dynamics for women entrepreneurs in India’s informal sector. The study also presents implications for policymakers and a women entrepreneurs’ development framework.

To the best of the author’s knowledge, this study is the first to comprehensively analyze the management literature on women’s entrepreneurship in India from a historical perspective. The study combines bibliometric mapping and content analysis for a holistic presentation of the research field of women’s entrepreneurship in India and future research opportunities.

The acceptance of mobile health (m-health) applications, especially those of a preventive nature, by individuals, is not well understood. Despite the benefits offered by m-health applications in improving and sustaining health and well-being through various avenues, widespread adoption is yet to be seen. Within this context, this study aims to reveal the enabling factors and barriers that influence the use of m-health applications among Generation Z (Gen-Z).

The Unified Theory of Acceptance and Use of Technology (UTAUT) was extended with e-health literacy, trust and enjoyment constructs. Data from a survey study on 312 Gen-Z members were analysed via structural equation modelling, shedding light on the reasons why new generations adopt m-health apps.

The findings indicate that social influence and enjoyment are the most significant factors influencing the use of m-health apps. The significant impact of performance and effort expectancy on intentions was also confirmed by the results. Moreover, privacy risk was identified as a barrier to adoption. The results also indicated that the strong influence of trust on privacy risk can be used to offset those privacy concerns.

The findings highlight that hedonic motivation, which is commonly overlooked in health settings, plays an important role in m-health app use. Thus, promoting mobile app features that provide enjoyment will be influential in attracting the younger generation.

The context of the study differs from the norm and focuses on a regional health tourism hub, Turkey, situated at the crossroads of Europe and Asia. UTAUT model is modified with relevant constructs, namely, enjoyment, e-health literacy and privacy risk, to better fit the m-health context.