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The main impetus of the current paper is to identify and prioritize the work–family balance (WFB) satisfaction attributes specifically for working sole mothers' by deploying the Kano technique and weighted average method.

A multi-stage methodology has been used in the present analysis. Initially, the Kano method has been utilized to categorize the WFB satisfaction attributes using a three-dimensional WFB satisfaction scale. Afterward, the satisfaction coefficient technique was employed on Kano outcomes to get the WFB satisfaction and dissatisfaction index. Subsequently, the weighted average method was employed to prioritize the WFB satisfaction attributes.

Findings uncovered the significance of a non-linear association between WFB attributes and employed sole mothers' WFB satisfaction. The findings revealed that one-dimensional and must-be-based WFB satisfaction attributes are responsible for sole mothers' WFB satisfaction and employing organizations must not overlook them. Additionally, the results of weighted average method-based prioritization can help organizations to focus on particular WFB satisfaction criteria according to their priority level.

The findings are useful for WFB policy-makers and managers to formulate a suitable WFB strategy specifically for single mothers.

Results provide a path for employers to minimize the work–family role conflict and societal dissatisfaction that helps sole mothers to attain the desired WFB.

This study first employed a novel approach that incorporates the Kano application with the weighted average method in order to prioritize the WFB satisfaction attributes for lone mothers.

The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-02-2023-0074

Smart cities in India are going to be a reality very soon by turning challenges into opportunities for the society. However, due to rapid increase in population burden, fast urbanization and growing demand of advanced services in the smart cities, the quantity of per capita municipal solid waste (MSW) has escalated. Moreover, the COVID-19 pandemic has further challenged the municipal solid waste management (MSWM) system with the increasing amount of infectious wastes coming from households (HHs), quarantine centers, healthcare facilities, vaccination centers, etc. Therefore, the present study attempts to explore and analyze the various dimensions of sustainable MSWM system in the smart cities.

The study identifies 13 factors of sustainable MSWM system from the literature, field surveys and stakeholders' opinions. Thereafter, stakeholders' opinions are collected and analyzed using total interpretive structural modeling (TISM) approach to explore the interrelationships among the factors of sustainable MSWM system. These relationships are further validated through the empirical investigation of the real-life case study of Rourkela Municipal Corporation (RMC), Odisha, India.

The TISM approach places all 13 factors into six levels in the hierarchical digraph depending upon the inputs received from the various stakeholders on their interrelationships. Study also validates the proposed TISM model by collecting the data of RMC, Odisha, on the development of MSWM system over the period of 2015–2021.

The study also highlights various implications for the other developing cities and stakeholders to set up the roadmap for developing the sustainable MSWM system. Study defines “IT platform” and “awareness among citizens” as the base of the sustainable MSWM system in any smart city.

The present study is the first of its kind to explore the interrelationships among the factors of sustainable MSWM system by using TISM approach. Moreover, the proposed TISM framework is further validated through the empirical journey of one of the smart cities in India.

Fintech plays a prominent role in augmenting the financial inclusion of the population and increasing the money supply, which calls for the intervention of monetary policy. This article is an attempt to examine the relationship between the financial inclusion, fintech and monetary policy effectiveness of the Indian economy, within the framework of wealth creation and transmission mechanism through the cost of capital.

On the quarterly data retrieved from multiple sources, autoregressive distributed lagged regression is used to examine the relationship between different variables as explained in four set models; after which the Toda–Yamamoto causality test is employed to capture the direction of the relationship.

The study finds a positive relationship between financial inclusion, fintech and inflation taken as a proxy for Monetary Policy Effectiveness (MPE) in the short as well as in the long run. However, the relationship between fintech and inflation is negative once the cost of capital is included in the models. The causality test exhibits the uni-directional causality from fintech to MPE and MPE to financial inclusion. Bi-directional causality exists between wealth and MPE. Similarly, bank rate and interbank rate are bound by bi-directional causality.

Being financially included facilitates ease and boosts public access to more financial services and credit, leading to increased demand and hence inflation. Hence government and regulators need to take mindful measures to enhance the fintech development and financial inclusion to make the monetary policy effective.

As per the author's best knowledge, this is the first study to examine the relationship between fintech, financial inclusion and monetary policy effectiveness in the context of the Indian economy.

The paper develops a model for enhancing R&D productivity for Indian public funded laboratories. The paper utilizes the productivity data of five Council of Scientific and Industrial Research (CSIR) laboratories for analysis and to form the constructs of the model.

The weighted average method was employed for analyzing the rankings of survey respondents pertaining to the significant measures enhancing R&D involvement of researchers and significant non-R&D jobs. The authors have proposed a model of productivity. Various individual, organizational and environmental constructs related to the researchers working in the CSIR laboratories have been outlined that can enhance R&D productivity of researchers in Indian R&D laboratories. Partial Least Squares-Structural Equation Modeling (PLS-SEM) was used to find the predictability of the productivity model.

The organizational factors have a crucial role in enhancing the R&D outputs of CSIR laboratories. The R&D productivity of researchers can be improved through implementing the constructs of the proposed model of productivity.

The R&D productivity model can be adapted by the R&D laboratories to enhance researchers’ R&D involvement, increased R&D outputs and achieving self-sustenance in long run.

The R&D laboratories can initiate exercises to explore the most relevant factors and measures to enhance R&D productivity of their researchers. The constructs of the model can function as a guideline to introduce the most preferable research policies in the laboratory for overall mutual growth of laboratory and the researchers.

Hardly any studies have been found that have focused on finding the measures of enhancing R&D involvement of researchers and the influence of significant time-intensive jobs on researchers’ productivity.

This study aims to explore how the three types of human resource (HR) practices, encapsulated in the ability, motivation and opportunity (AMO) model, foster a learning organizational culture (LOC). In doing so, the authors evaluate the centrality of knowledge sharing (KS) in mediating this relationship.

A quantitative survey is undertaken to collect data from managers working in organizations operating in the UK. The authors use several statistical techniques to assess the psychometric properties of the measures and test the hypotheses using multiple regression executed with Preacher and Hayes’ Process macro.

The findings show that the AMO HR practices significantly facilitate the development of a LOC in the workplace, and KS among organizational members amplifies the effects of these HR practices in the process.

A LOC functions as an important source of organizational performance and effectiveness. It enhances the absorptive capacity of the organization to capture, share and transfer knowledge to optimize work. Hence, developing a culture that nurtures organizational learning could be a priority for managing HR. This study, therefore, extends the understanding of the role of AMO HR practices in fostering a learning culture – thus, providing managers with the essential knowledge to improve performance. The study also enriches the literature on HR practices, KS and LOC by integrating these three variables into a unifying framework.

On May 27, 2020, a blowout occurred in Well No. 5 at Baghjan (Assam); the well, owned by Oil India Ltd., caught fire on June 9, 2020. For almost five and a half months, the company tried to douse the 200-foot high flame but failed to do so. Finally, on Day 173, Oil India Ltd succeeded in capping the well. Biswajit Roy, Director (Human Resources and Business Development), was tasked with investigating the nature and cause of the crisis. Roy pondered on the nature of the crisis: Had it been purely technical or stakeholder-induced? What had led to the chaotic condition? Could things have been done differently?

The purpose of this study is to highlight the threats related to the utilization of synthetic fibers. Volatile organic compounds, particulates and acid gases are released during the production of polyester and other synthetic textiles. Polyester is problematic solid waste material as it takes centuries to break down and hence causes microplastic pollution. Biodegradable synthetic solutions for the replacement of polyester are a sustainable business marketing these days. The naNia fiber is the breakthrough product and it is claimed a biodegradable, compostable and toxin-free polymer.

In this research, fabric constructed of naNia fiber was dyed with the extract of naturally occurring Lawsonia inermis (henna) plant leaves. The henna dye was extracted in water and ethanol using different methods, and the better extract was selected by the evaluation of ultraviolet-visible spectroscopy and phytochemical analysis. Henna with ethanol extract showed more desirable results hence it was selected to dye naNia fabric. To improve dyeability, premordanting, simultaneous mordanting and postmordanting were done using chitosan, fresh lemon extract and tannic acid, respectively. The dyed fabric samples were subjected to color strength analysis and multiple colorfastness tests.

The colorfastness test has shown good to excellent results. Scanning electron microscope analysis had also shown the attachment of dye molecules to the filaments. This study revealed that henna dye is appropriate to color naNia fiber even without the aid of a mordant.

For the first time, toxicant-free, biodegradable polyester (naNia) is successfully dyed with sustainable and naturally available dyes and mordants.

The purpose of this literature review paper is to explore the concept of organization agility and its relevance in today's dynamic business environment. By conducting an in-depth review of existing academic and industry literature on organization agility, this study aims to identify the key factors that influence an organization's agility and the benefits and drawbacks associated with fostering agility.

Through the technique of bibliometric analysis, we provide the growth trajectory of the field by identifying the publication trends, prominent authors and countries and most prolific journal publishing in the concerned domain. We also provide the intellectual structure of the organization agility research by identifying the prominent themes that have been worked upon till date. In addition, with the backing of the theories, contexts, characteristics and methodology (TCCM) framework, we identify the most frequently applied theories, constructs and methods in organization agility research and provide new avenues for future research by analyzing the most frequently used theories, methods, constructs and research contexts.

With the ever-increasing ambiguity and need for change (why), organization agility serves as the organization's backbone. It acts as a springboard for the organization, an anchor point that remains constant while other functional aspects constantly fluctuate and change. Organization agility can be defined (what) as the ability of organizations to quickly respond to market needs by sensing, renewing, adapting and succeeding in a turbulent market. To summarize, organizational agility matters at three fundamental aspects (where): strategic level or the market capitalizing level, internal operational level and individual level.

This paper is unique in the sense that it is the first comprehensive literature review in the field of organization agility research to use a hybrid methodology (bibliometric review with TCCMs).

The study attempts to understand the relationship between behavioural conflict and employee well-being and examines the intervening role of the negative affect state. Besides this, the study also analyses the moderating role of workplace fun.

Following affective events theory, the authors developed the conceptual model and postulated the study hypotheses. A questionnaire-based survey was used to collect data from frontline employees of selected hotels in India. Further, the authors tested the hypotheses following the process approach (Hayes, 2013, 2018).

The study findings reported that behavioural conflict has a negative relationship with employee well-being, and the negative affect state mediates the relationship between behavioural conflict and employee well-being. The results also established the moderating role of workplace fun in this relationship.

The study's findings extend the current understanding of the effect of behavioural conflict on employee well-being and explain how it influences employee well-being. The study also provides guidelines to manage the detrimental effect of behavioural conflict.

The study established the association between behavioural conflict and employee well-being and highlighted the process through and condition under which behavioural conflict influences employee well-being. This could be the first study examining the relationship between behavioural conflict and employee well-being.