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In today’s challenging world, achieving professional commitment among healthcare workers is becoming the need of time. Drawing on self-determination theory, the current study examines how and under which boundary conditions perceived organizational support affects professional commitment.

Data was collected from doctors and nurses employed in public and private sector hospitals by employing a split-questionnaire design.

The authors’ study findings demonstrate that perceived organizational support has a positive and indirect effect on the professional commitment of nurses and doctors via mediating the role of subjective well-being. The authors also found that these findings depend on healthcare workers’ burnout levels. The positive relationship between perceived organizational support and subjective well-being is attenuated by burnout syndrome.

The current study poses implications for policymakers and administrators of healthcare institutions as well as to develop a supportive culture to evoke more professional commitment among healthcare workers. Implications for nursing managers and policymakers are discussed in light of the study findings.

Healthcare institutions are increasingly paying attention to raising the professional commitment of their workforce, especially in the wake of a crisis like the COVID-19 outbreak. The current study will add to the body of literature on nursing management, healthcare studies and organizational psychology in the South Asian context by explaining the relationship between POS and professional commitment, drawing on self-determination theory.

This study aims to examine the impact of ethical leadership style on the subjective well-being of health-care workers by examining the sequential mediating effects of perceived organizational support and perceived ethical-philanthropic corporate social responsibility (CSR).

Data were collected from frontline health-care workers (i.e. doctors and nurses). Further, to cope with the response burden during the acute wave of the coronavirus pandemic, this study used split-questionnaire design for data collection.

This study’s findings fully support the hypothesized framework of the study, illustrating that ethical leadership positively influenced the subjective well-being of health-care workers. Moreover, this study found that the ethical leadership and well-being relationship is sequentially mediated by perceived organizational support and perceived ethical-philanthropic CSR.

This study possesses practical implications for health-care institutions to encompass the agenda of developing ethically appropriate conduct in their administration and become genuinely concerned about health-care workers and society as well.

By highlighting the role of ethical leadership in participating in ethical and philanthropic CSR activities, this study possesses social implications for the well-being of health-care workers and society at large.

A positive and strong chain of perceptions about organizational support accorded to employees specifically and society at large emerges as an important sequential mediating mechanism that helps ethical leaders in hospital administration in building subjective well-being in their followers amid the COVID-19 pandemic.

Drawing on expectancy theory, this research explores how and when volunteers’ motivational drives for volunteering relate to organizational policies and practices. The paper analyses four areas of motivational association – affiliation, beliefs, career development and egoistic motives – together with organizational human resource (HR) policies and practices.

The study used a qualitative approach and through 17 interviews of the volunteer managers associated with 13 non-profit organizations (NPOs) examined that how through HR policies and practices, an NPO efficiently taps motivational drives of volunteers and maintains their spirit of volunteering.

The findings of the study indicated that the same behaviour may serve different functions for different individuals. Most of the motivational drives need to be tapped with specific tasks and events to become a source of fulfilment for volunteers, this plays a vital role in their decisions to continue volunteering. NPOs’ HR practices without volunteers’ motivation cannot serve any purpose. In the same vein, volunteers’ motivation cannot sustain for a longer period if it is not properly linked with organizational HR practices.

The research findings may lack generalizability because of the selected research approach.

A great part of existing research, not previously captured in literature, is focussed on the assessment of the motivational underpinnings with respect to HR policies and practices.

The accelerating need for sustainable development across the globe has put firms under great pressure to play their role in social sustainability by working on several objectives. Among them, the demand for a highly resilient and engaged workforce to sustain their competitive edge is at the forefront. Despite noted literature revolving around work engagement, there is a lack of research investigating the effect of sustainable leadership on employee resilience and work engagement. The current epidemic (COVID-19) brings many challenges for organizations. In these times of uncertainty, sustainable leaders provide the basis for achieving the human dimension of sustainability by fostering and cultivating a vision across the employees that enables the organizations to work positively for their well-being, enhancing their ability to be resilient and engaged in their work. The present chapter has two broad aims, first to give a comprehensive review of our present understanding of work engagement, that is, the conceptualization, operationalization, and prediction of work engagement; and the second part outlines the interventions that may facilitate the sustainability of work engagement in times of uncertainty. The study suggests that sustainable leadership and the ability of resilience enables employees to overcome their experience of fluctuating levels of engagement. It is established that in the uncertainties of an epidemic, the construct of work engagement with its antecedents and consequences has its theoretical and practical implications for academicians as well as for industry.

Achieving sustainable development in heart-wrenching milestone in the face of the current pandemic (COVID-19) situation is becoming a key factor for competitiveness of organizations. Human Resource Development professionals are deemed to be in an ideal position to facilitate the organizational sustainable development by bringing about contextual changes in the workplace and by changing the behavioral patterns of employees. The COVID-19 pandemic has engendered the disruption across societies, raising challenges for the organizations besides other institutions to play their imperative role for a sustainable development pathway. One such way of striving by organizations would be to embark among employees a spark of bringing a change among its employees from being self-centered to societal-oriented by instilling among them the kindle of DSIW (Desire to have Significant Impact through Work). It is the desire of making substantial impact toward society and others' lives, which is evoked under ethical leadership and perceived ethical Corporate Social Responsibility (CSR). Thus, we have identified the underpinning values of being an ethical leader in wake of contributing toward the Sustainable Development Goals (SDGs) toward bringing a societal perspective among employees by infusing the altruistic desire, that is, DSIW among employees. This chapter is broadly divided into two main sections. The first section highlights the contextual settings and the underlying mechanisms that lead to DSIW. The second section draws the attention toward the implication of DSIW for employees in bringing about social change with respect to sustainability, social well-being, as well for the sustainable development of organizations and for positive socioeconomic consequences.

This study aims to investigate the impact of green shared vision (GSV) and green knowledge sharing (GKS) on eco-innovation types and further investigates the impact of these types on sustainable competitive advantage (SCA) and sustainable business performance (SBP) within the food manufacturing and food processing small- and medium-sized enterprises (SMEs) of a developing country.

Partial least square structural equation modeling technique was used to test the hypotheses. Simple random sampling was used, and data were collected from 312 owners/managers of food manufacturing and processing SMEs.

The results reveal a significant positive relationship between GSV, GKS and eco-innovation types. Furthermore, it was revealed that all three types of eco-innovation are significantly related to SCA and SBP.

The results of this research will assist food manufacturing and food processing SMEs in reducing their eco-footprint to gain SCA and SBP. Furthermore, policymakers and governing bodies may implement strong regulations to curtail eco-pollution.

To the best of the authors' knowledge, this is the first study that incorporates the concept of eco-innovation in food processing and food manufacturing SMEs of a developing country in the light of the natural resource orchestration theory.