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Blockchain technology can potentially address the challenges of information storage, sharing and management and improve them further in an organization and sector as a whole. This study aims to investigate the effects of technology, organization and environment on the behavioral intention of employees to adopt blockchain in the Indian insurance sector and the mediating role of knowledge management practices.

A structured questionnaire was used to collect a sample size of 390 responses based on convenience sampling. Partial least square structural equation modeling was used to analyze the data.

The findings highlighted that organizational factors, followed by technological factors, significantly impact employees' behavioral intentions. The results established that the impact of environmental factors is insignificant on blockchain adoption intention. Knowledge management practices significantly mediate the relationship between organizational factors, technological factors and behavioral intention.

The results indicate that organizations must prioritize organizational factors (technological competence, top management support and financial readiness) and knowledge management practices (knowledge creation, sharing and retention) to positively impact employees' behavioral intentions and ensure successful and effective technology adoption.

Using the Technology-Organization-Environment framework, the study tests the conceptual model, showing the relationship between technological, organizational and environmental factors, behavioral intention and knowledge management practices. The role of knowledge management practices in technology adoption within organizations has been scarcely explored. This study adds significant and novel contributions in this area.

The purpose of this paper is to examine the impact of knowledge of inventory management practices (KIMP) on operational performance (OP) and business performance (BP). This study emphasized understanding the mediational effect of OPs among KIMP and BP in manufacturing firms of Indian small- and medium-sized enterprises (SMEs).

This study analysed the above relationship from the data collected from 351 key officials of 170 Indian SMEs. The detailed analysis, including reliability, validity and testing hypothesis, was done in advanced SmartPLS-SEM 3.3.3 software.

The findings show that KIMP directly influences OP; thus, a company's OP significantly impacts the overall BP. The KIMP has no significant effect on BP. In line with this, the study findings demonstrate a significant, high mediation effect of OPs between KIMP and BP.

The KIMP on OP has been sparsely studied earlier, and neither have they conceptualized in understanding its impact on BP. In such tumultuous times, key manufacturing executives should stress the importance of KIMP as a comprehensive perspective.

This paper aims to ascertain the effects of stress in sales positions and the intention of employees to quit their jobs. The paper also places a distinct focus on unraveling the intricate mechanisms of organizational disidentification that underlie the connection between job stress and the intention to quit.

To secure results of high precision and reliability, this study employed a convenient sampling approach to gather data from sales personnel in the Delhi National Capital Region (NCR). A total of 329 samples were meticulously gathered and subjected to analysis through partial structural equation modeling (PLS-SEM) using SMART PLS 4.0. This method enabled the relationships between the variables, yielding invaluable insights for our research.

The study's findings emphasize a clear connection between job stress and the inclination to quit. The data indicates that heightened job stress increases the likelihood of employees contemplating job departure. Notably, the study unveils organizational disidentification as a crucial factor in this association. Essentially, when employees feel disconnected from their organization, they are more prone to job stress and consider leaving. The takeaway is evident: employers must prioritize employee well-being, foster a positive work environment and thereby diminish job stress to retain their valuable workforce.

The research makes it evident that job stress is leading employees to withdraw from social interactions and, in some cases, quit their jobs. To address this issue, organizations can lower dissatisfaction by supporting stress management initiatives and promoting a healthy environment. The study underscores the significance of adopting strategies and practices that instill a sense of pride in employees for being part of the organization. This approach not only helps in retaining top talent but also cultivates a more positive work environment.

Uncovering the nuanced relationship between job stress and the intention to quit is the primary goal of this study. What sets this research apart is its capability to illuminate the existence of organizational disidentification arising from stress in sales jobs.

This study aims to examine the effect of supply chain agility (SCA) on operational performance (OP) measurements of steel manufacturing firms. It also investigates the role of cost efficiencies concerning enhance OPs.

The study is based on an experimental research design by collecting data from responses 398 responses of key officials of India’s steel manufacturing firms. Analyses are carried to explore this modern concept with the help of Smart-partial least square (PLS) version 3.3.2 with confirmatory factor analysis and PLS structural equational modelling.

SCA factor (SCAF) directly has influenced the firm’s OP. It also represents cost efficiencies that have partial mediation between the SCAF and OP. The impact of cost efficiencies on OPs is strongly significant as compared to the impact of SCAF on cost efficiencies.

Management teams in the manufacturing industry should stress the role of SCA as a comprehensive concept in responding to market needs in a volatile environment. SCA reflects one of its winning strategies in today’s dynamic and competitive world. Managers must thoroughly know the ramifications of agility to develop a mechanism for determining the procedures and identifying inequality in SC operation.

This study speaks explicitly about the linkage between SCAF, OP, CE. It is an addition to the existing theories of RBV. Enhancements in OP measurements, specifically performance and flexibility, will lead to better firm performance. study conceptualizing the complementing effects of SCA (IS capability) and OPs and second cost efficiencies play positive partial mediating effect in between the link. The achievement of SC agile is especially a critical approach to Boost customer satisfaction and differentiate market position.

This paper analyzes the impact of the perceived ability motivation opportunity (AMO) framework on talent retention via employee engagement, which act as a mediator. Moreover, the study also explores the moderating role of transformational leadership between employee engagement and talent retention.

The survey responses were gathered from 360 frontline employees of five-star hotels in the Indian hospitality industry. Structural equation modeling using SMART PLS-4 was used to test the measurement model, construct reliability and validity, and hypotheses were tested using partial-least square structural equation modeling.

The study results demonstrate that AMO-enhancing HR practices positively affect talent retention. Concerning the indirect effects, results indicate that employee engagement partially mediates the relationship between the perceived AMO framework and talent retention. The moderating effect of transformational leadership on the relationship between employee engagement and talent retention showed a significant interaction effect.

The study results suggest that hospitality organizations must focus on effectively designing and implementing HRM bundles catering to their employees’ abilities, motivation and desired opportunities. Also, industrial practitioners must focus on nurturing the transformational leadership style to ensure higher employee engagement and talent retention.

The paper offers significant implications for the hospitality industry struggling to retain talented professionals. Also, the study provides a comprehensive framework that suggests a positive influence of the AMO framework on talent retention among hospitality employees in the context of developing countries, in which there is minimal empirical research.

The main purpose of this study is to investigate the effect of learning culture and knowledge sharing (KS) on organizational effectiveness (OE). This study also proposed to investigate the role of employee competency in organizational success.

This study is based on the primary and secondary sources of data. The primary data comprises 392 responses from different information technology firms located in India, whereas secondary sources are based on journals, reports, company manuals, etc. The data was analyzed in partial least square-structural equation modeling using SMART-PLS 3.3 software.

This study confirms the conceptual model with the collected data. The key contributors to the model are organizational learning culture (OLC), KS, employee competencies (EC) and OE. The OLC and KS are the independent variables, and OE is the dependent variable, whereas the EC is the mediating variable in the research model. The findings reveal that there is a significant OLC on KS, EC and OE. Likewise, the relationship between KS and OE is also significant. The mediation analysis confirms the EC is significant for the relationships. However, the mediating effects of KS on the relationship between OLC and EC are not significant in this research.

An effective learning culture that leads to an increase in KS activities eventually enhances EC and promotes OE. It indicates that strengthening the learning culture will result in the promotion of knowledge sharing, and it is obvious that the employees’ competencies will increase when the employee is skilled and knowledgeable.

With references to different theories, this study provides an integrated model that shows the relationships between OLC, KS, EC and OE. By strengthening the OLC and KS, this relationship is benevolent to the success of the organization. The created framework paves the way for scholars to further explore insights from inside each component.

This study aims to identify the enablers of human resource (HR) digitalization and HR analytics. This paper also aims to build a relationship map using interpretive structural modeling.

A systematic literature review is used to identify the key enablers of HR digitalization and HR analytics. Ten expert opinions have been taken from the key officials of IT firms located in New Delhi North Central Region.

This study is focused on the enablers of HR analytics. It is found that change management (CM) in the organization is the key enabler of implementing HR digitalization and analytics in an organization. However, other elements like learning culture, training and development, E-learning management and HR transformation (HRT) play a vital role in implementing HR analytics. It is also found that implementing artificial intelligence for HR practices is the ultimate goal for every organization.

Management teams in IT firms should focus on the continuous learning process in the organization. The CM should be expedited for digitalization and adoption of HR analytics. Managers must go through the ramification of HRT, which possesses diligence in HR analytics and artificial intelligence.

This study explicitly talks about the enablers of HR digitalization and HR analytics. It also explores the relationship between the enablers. This study also describes the driving and dependence power of all the enablers.

This study aims to identify the key contributing factors of knowledge management (KM) practices with respect to an employee benefit. The research is designed to gain insight into the KM practices of Indian information technology (IT) firms and evaluate its effects on employee perceived benefit (EPB) and employee satisfaction (ES).

This study focuses on the cause and effect relationship between the variables. In this research study, a structured questionnaire is administered and accumulated responses from executives, software developers and knowledge managers from five IT firms with the help of google form. The sample size was 339 for this study. Confirmatory factor analysis and partial least square (PLS)-structural equation modeling have been used to analyze the data with the help of SMART-PLS software.

The well-fitted model describes the importance of KM practices with respect to increasing employee benefit and satisfaction. The hypothesized model is empirically investigated and it is also supported by the analysis. The KM practices have significant effects on EPBs. Employee benefits have a significant effect on ES. The result shows that the benefits of KM practices are more intended toward the sources of motivation where they can increase their capability with the help of KM practices.

Benefit leads to the motivation and satisfaction of employees. The work itself can be a highly motivating dimension with the help of proper KM practices. The managers’ prime responsibility is to focus on collaborative work with regularizing the exchange of knowledge, where new knowledge can be created and, do better for the organization.

This research study offers a new direction of motivation to work. The employee can be highly motivated if he can be benefited from the work itself. This study gives an approach to satisfy the employee with the help of KM practices. Perceived benefit is considered as an essential element for this study.

The current world of knowledge has a demand for intellectual capital to position or prosper any business. Organizations are constantly looking for developing a pool of talent to gain a competitive advantage. The purpose of this study is to find out the contribution of knowledge sharing that enhances the performance of the employees. This study also exhibits a model for measuring the performance of the employee.

This study is based on the primary and secondary sources of data. This paper has collected 354 samples from the different information technology (IT) firms located in India. The data were analyzed through statistical package for the social sciences-23 and analysis of moment structures. Path analysis has been conducted to examine the independent and mediating effects on the dependent factor.

This study confirms the conceptual model with the data. The key contributors are organizational intelligence (OI), organizational learning and knowledge sharing and organizational culture. The performance of the employee is primarily based on organizational learning. OI, knowledge sharing and organizational culture are the major factors that create an environment for organizational learning.

The findings suggest that organizational learning stimulates the effect of knowledge management practices on employee performance. Apart from this OI affirms the learning culture for IT firms.

Drawing from the different theories, this is the first study where the role of OI, organizational culture and knowledge sharing simultaneously aligned and shows the effect on employee performance with the mediation role of organizational learning.

This research aims to examine the impact of virtual learning platforms and instructor presence (IP) on learner satisfaction (LS). Further, this study examines the role of learner engagement (LE) in order to improve the LS.

This research uses both primary and secondary data sources to compile the research's findings. The primary source of data includes 610 responses from various higher education institutes in India. The collected data were analysed using the partial least square structural equation modelling (PLS-SEM) technique.

This research provides evidence that the theoretical model is accurate with the gathered data sample. In the model, online platform (OP) is an independent variable, whereas LS is a dependent variable, and IP and LE are the mediating variables. The outcomes demonstrated that OP has a positive impact on IP and LE. Also, the relationships between IP and LE, IP and LS and LE and LS are significantly positive. The mediation analysis validates the importance of the IP and LE for relationships.

This investigation presents a comprehensive model, which demonstrates the relationship between OP, IP, LE and LS. The study makes a unique reference to several theories in order to boost interaction and IP in virtual learning, the learner's learning experience can be enhanced. The model helps teachers and educational institutions formalise strategies to boost interaction and examine the institutions' pedagogy to enhance satisfaction.