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The purpose of this paper to explore the factors that act as motivators or demotivators from the perspective of academics in higher educational institutes, especially in the management context.

The qualitative research methods were employed in this study, which involved in-depth interviews via semi-structured interviews for the collection of data because of little or none of it has been conducted. Qualitative study consisted a naturalistic approach that provided the opportunity to study things in their natural settings, attempting to make sense of and to understand phenomena in terms of the meanings people bring to them.

The study highlighted the motivational and demotivational elements associated with participation in research activity. The following research study found that mostly the motivating factors are centered upon individual, e.g., career growth, whereas the demotivating factors are majorly extrinsic, e.g., mandate policy and framework.

The generalization of this study’s results to circumstances in other parts of the country may not be possible because the target population comprised of the academics working in the institutes of NCR region of India. Further in order to improve the possibility of generalizing the study can be conducted to find differences in relation to the organizations for eg., private and public institutes in higher education.

The study will help the regulatory authorities and employers in higher education to revisit their policy frameworks and come out with the strategies to uplift the motivation level of the teachers to conduct academic research in the fields of their interests. The study will also help to gain deeper insights into the factors that motivate and demotivate teachers to get involved in academic research.

This study investigated leaders’ decision-making during crises. Using grounded theory research, we explored whether leaders’ use of either individualistic or collectivistic decision-making styles is based on the context of a crisis. In addition, the authors looked into the components of building leaders’ efficacy during a crisis event and gauged their attitudinal and behavioral reactions to the crisis.

The authors conducted interviews with 30 C-suite executives during the first wave of the COVID-19 pandemic to determine their responses to crises. The authors then used open, axial, and selective coding to examine their data, which was then extracted for representative themes and overarching dimensions. In total, The authors received 12 major themes largely summarizing into 6 overarching dimensions – context of decision-making, leaders’ efficacy, individualistic approach to decision-making, collectivistic approach to decision-making, process of decision-making, and outcomes.

The research presents a decision-making framework clearly bifurcating situations with the need for individualistic and collectivistic decision-making. While, a high level of urgency and scarce resources encouraged leaders to adopt an individualistic approach in which most of the decisions were intuition-based and only high-level stakeholders were involved, the less time urgent and uncertain situation allowed leaders to put significant effort into building their own knowledge systems and involving others. In addition, leaders’ efficacy is understood in terms of their attitudes, readiness and reactions, which further elaborated upon their knowledge systems to allow them to excel in decision-making irrespective of the approaches they chose.

The research has implications for leaders in the decision-making roles to be effective during both individualistic and collectivistic decision-making.

Researchers, academicians and practitioners are trying to make employees more mindful, as mindfulness brings a lot of excellence to work. This study aims to unwrap and decode the mindfulness procedure by identifying the crucial steps to ease the process for employees and organisations.

The qualitative research method assessed 20 semi-structured interviews with mindfulness experts in India and abroad. Interpretive phenomenological analysis was used to analyse the content generated by the data collection.

Though the understanding of mindfulness is univocal and standard, this investigation fills the gap of initial groundwork concerning thoughtlessness, as it remains a less observed area in earlier research in mindfulness. This research study also found organisational ways to enhance mindfulness in the system, such as ostentatious listening, detail orientation, deep discussions, one task at a time, etc.

The study is unique in that it explores the perceptions and views of mindfulness coaches and masters and tries to demystify the procedure of being mindful in organisations.

This study aims to create a more humane and responsible workplace, individuals’ gratitude and meaningfulness seem of utmost importance. This study is an effort to understand the role of gratitude intent of potential managers.

This study examines the psychological characteristic of business students in India. The researchers surveyed 333 Indian students as future managers. The collected data has been analysed with the Smart PLS 3 version to assess the formative-reflective scale by comparing model fit, measurement model and structural modelling.

The results establish that gratitude significantly affects the life satisfaction of future managers. Findings also show that materialism is negatively related to life satisfaction and meaningfulness. The importance–performance map analysis finding suggests that meaningfulness in life is a potential indicator of life satisfaction for the population studied.

Due to the limited research available on the psychological underpinnings in the Indian context, there is a massive value in examining how materialism and gratitude concurrently and distinctively predict meaning in life and the life satisfaction of future managers. This paper gives a formative explanation of the model consisted gratitude, materialism and meaningfulness in life on the life satisfaction of future managers. This study establishes the importance of meaningfulness of life in attaining life satisfaction for young managers.

The purpose of the present study is to contribute to the debate on innovative work behaviour (IWB). Employees are expected to exhibit innovative behaviour that can realize, sustain and implement new ideas. This study explores the role of workplace spirituality (WPS) in advancing employees' innovative work behaviour (IWB). Furthermore, this study investigates how employees' perceived working conditions moderate the relationship between WPS and IWB.

The sample comprised 516 employees working in different supply chain companies in India. The researchers used correlation, hierarchical regression analysis and the PROCESS macro in SPSS.

The results highlighted that the four measurements of WPS (Swadharma, a sense of community, authenticity and Lokasangraha) significantly predict IWB among employees of selected companies. Also, the results suggested the significant moderating effects of decision authority, social support and autonomy on IWB.

Drawing from broaden and build theory and theory of intangible resources, the present study demonstrates that WPS positively impacts the employee's IWB. Further, this paper also shows the moderating effects of three dimensions of perceived working conditions between WPS and IWB, which is under-explored in previous research.

This study aims to perform a systematic literature review to organize the abundance of information on employee relations (ER) and sustainable organizations. Moreover, this study identifies the research gaps by investigating the review of ER’ mediating and moderating variables and the relationship between ER and sustainable organizations.

This study is based on the systematic literature review methodology involving 257 studies in the final stage. The Scopus and Google Scholar databases with search criteria “employee relations” and “employee relations and sustainable organization” were used to achieve the research objective. After applying inclusion and exclusion criteria, researchers come to the distribution of the articles based on the subthemes, geographical region, types of methods, top authors with affiliation and complete research articles based on the citation. In the final stage, this study concluded with the conceptual model comprising mediators and moderators of ER as well as the mediating and moderating variables of the relationship between ER and sustainable organizations.

The reviewed literature shows that employee relation is an optimal strategy for retaining employees via proper disclosure of human resources (HRs) and ER Index. This study included the top six publishers, namely, Emerald, Elsevier, Sage, Springer, Taylor and Francis and Wiley Online Library, to do an exhaustive review on a specific topic. The findings indicate that after COVID-19, the ER index, HR disclosures and the sustainability of ER are among the new and required paradigm shifts needed to manage a crisis impact and perform productively. The mediator and moderator variables that can improve employee–employer relationships are organizational trusts, organizational justice, perceived job satisfaction, organizational structure and firm ownership. On the other hand, variables that mediate and moderate the relationship between ER and sustainable organizations are organizational climate, organization trust, organization culture, perceived organization support, psychological empowerment, firm ownership, leadership behavior and attitude, respectively. The findings concluded that harmonious and cordial ER are pertinent in building sustainable organizations and accomplishing organizational goals.

The mediating and moderating variables that have been identified can be helpful for enthusiastic researchers in contributing to empirical research. Practitioners and managers can use the findings in making an effective organizational model that develops good employee–employer relationships and helps create a culture of trust and harmony. This study focuses on exploring the variables of ER, which strengthens employee–employer relationships and supports organizations to stay agile and attain sustainability to endure in the future.

This study insights on the specific mediating and moderating variables of ER and sustainable organizations. Till date, studies exploring constructs of ER and sustainable organizations are still in deficit. Better employee relation reflects and leads to a more resilient organization. Future researchers should explore the connection between pandemics and ER which is done insufficiently in the present time.