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The purpose of this paper is to discuss the challenges facing Iranian women in the workforce. While Iranian women's participation in higher education is exceptionally high, their participation in the workforce, especially the public sector, is low.

The paper compares the bureaucratic structures in public organizations with the “ideal” type of bureaucracy as defined by Weber (1922). Moreover, occupational segregation, which limits women's choices, is examined as another barrier for Iranian women's participation in the workforce.

The paper argues that the main reason for the low participation of women in public organizations is the ill-structured bureaucracies in these organizations. Also, occupational segregation limits the career choices of Iranian women. Some of the challenges caused by these two factors are the result of discriminative rules and regulations.

The paper contributes to the limited knowledge concerning the issues faced by Iranian women attempting to enter and progress in public organizations. While literature suggests that western women also face the same challenges in organizations, the unique characteristics of Iranian public organizations calls for separate analysis of these barriers in the Iranian context. By introducing readers to this unique subgroup of employees, the paper represents a starting point to an important area of research.

Ethical leadership wields a significant influence on productive work attitudes of employees. The relationship may partly be because of existing conditions in the organization. However, there is dearth of research on the impact that conditions in the organization affect work attitudes and other employee behaviours. Thus, the purpose of this study is to examine organizational climate as an explanatory mechanism for the relationship between ethical leadership and employees’ productive work attitudes (employee commitment, organizational citizenship behaviour).

The researchers obtained responses from 150 employees working in micro financial institutions in the Greater Accra Region of Ghana. The cross-sectional survey design was used. The hypotheses of the study were analysed using regression analyses.

Findings indicated a positive and significant relationship between ethical leadership and productive work attitudes (employee commitment, organizational citizenship behaviour). Hierarchical regression analyses revealed that organizational climate moderated the relationships between both ethical leadership – employee commitment and ethical leadership – organizational citizenship behaviours. Explicitly, ethical leadership produced the highest productive work attitudes when organizational climate was favourable for productive work attitudes.

Generally, this study highlights the prominence of organizational climate in understanding the influence of ethical leadership on employees’ work attitudes.

The war cut off students in England from foreign countries at the same time as it awakened an increased interest in their affairs, and, compelling the inquirer to fall back on English or American resources in his studies, brought a realization of the deficiencies of our libraries. With the gradual re‐establishment of relations, it is worth assessing the situation revealed by the years of isolation, if only because this necessary task does not seem to be anybody's responsibility.

This paper aims to focus on the different types of insider-led cyber frauds that gained mainstream attention in recent large-scale fraud events involving prominent Indian banking institutions. In addition to identifying and classifying cyber fraud, the study maps them on a severity scale for optimal mitigation planning.

The methodology used for identification and classification is an analysis of a detailed literature review, a focus group discussion with risk and vigilance officers and cyber cell experts, as well as secondary data of cyber fraud losses. Through machine learning-based random forest, the authors predicted the future of insider-led cyber frauds in the Indian banking business and prioritized and predicted the same. The projected future reveals the dominance of a few specific cyber frauds, which will make it easier to develop a fraud mitigation model based on a victim-centric approach.

The paper concludes with a conceptual framework that can be used to ensure a sustainable cyber fraud mitigation ecosystem within the scope of the study. By using the findings of this research, policymakers and fraud investigators will be able to create a more robust environment for banks through timely detection of cyber fraud and prevent it appropriately before it happens.

The study focuses on fraud, risk and mitigation from a victim-centric perspective and does not address it from the fraudster’s perspective. Data availability was a challenge. Banks are recommended to compile data that can be used for analysis both by themselves and other policymakers.

The structured, sustainable cyber fraud mitigation suggested in the study will provide an agile, quick, proactive, stakeholder-specific plan that helps to safeguard banks, employees, regulatory authorities, customers and the economy. It saves resources, cost and time for bank authorities and policymakers. The mitigation measures will also help improve the reputational status of the Indian banking business and prolong the banks’ sustenance.

The innovative cyber fraud mitigation approach contributes to the sustainability of a bank’s ecosystem quickly, proactively and effectively.

This paper aims to investigate the benefits of monitoring and enhancing engagement to impact the overall effectiveness and future success by using the combination of the Utrecht Work Engagement Scale along with a daily employee vote to trigger an appropriate ad hoc huddle that can be proactive in addressing any engagement issues.

A fieldwork case study is used to examine engagement interventions based upon the use of a trigger (daily vote) and the overall impact is measured with the Utrecht Work Engagement Scale.

All indications from this study are that the ad hoc gatherings triggered by the daily vote do have a favorable impact on workforce engagement. This effect was measured by doing a Utrecht Work Engagement Scale survey at the beginning of the pilot followed by another a year later. The results presented in this case appear to show that a learning organization can have an impact on the engagement culture of the workforce if desired.

Recognizing that the sample size is small, a longitudinal study of over a year was done to help mitigate the concerns of such a small sample size. The reader is cautioned about extrapolating these findings beyond this study without appropriate considerations.

This research provides evidence which aided the organization during the changing times in using interventions, ad hoc gatherings to improve workforce engagement. These interventions are triggered by using a timely lagging indicator, a daily log which serves as a monitor of workforce engagement for the benefit of the organization and the employee.

This study uses two methods to measure and track workforce engagement. The known Utrecht Work Engagement Scale is used to determine the impact of the ad hoc huddles and to determine whether this intervention has a favorable impact on workforce engagement. The use of these two methods helps to spark continued interest to not only monitor but also to help identify the interest in using a timely indicator to determine when an intervention may be warranted.

Using the stimulus–organism–response (S–O–R) framework, this study investigates the role of trust (organism) in influencing the behavioural intentions (response) of emerging market retail banking customers, based on the banks' selected customer-focused efforts (stimuli) to influence behavioural intentions. The study also looks at the moderating effects of customers' perceived value and the duration of their support on these relationships.

The data analysed were collected from 599 retail banking customers in an emerging market via a self-administered questionnaire.

Customer-focused efforts, except for expertise, significantly and positively influence trust. Trust partially mediates the relationships between the remaining customer-focused efforts and behavioural intentions. Furthermore, perceived value moderates the relationships between these stimuli and trust, excluding information sharing. The duration of customer support for the bank also moderates the relationships between these stimuli and trust, bar customer orientation.

The study augments the understanding of trust's role as the organism from an S–O–R framework perspective.

The study assists banks in emerging markets in understanding trust's role in influencing customers' behavioural intentions, given the application of selected customer-focused efforts. It highlights the significance of perceived value and duration of customer support in the relationships between these customer-focused efforts and trust.

Using a single S–O–R framework, the role of trust in mediating the relationships between retail banks' selected customer-focused efforts and customers' behavioural intentions is uncovered.