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The dynamic environment has necessitated searching for new ways for managing and grooming people for better performance. The purpose of this study is to explore ambidexterity in human resource management (HRM) for better management of paradoxical tensions and its effect on employee performance. Further, this research also addresses the black box in this relationship by evaluating the extraneous (managers’ ambidextrous orientation) and mediating (individual ambidexterity) variables in this relationship.

A quantitative research methodology has been used to explore the ambidexterity in HRM and its impact on employee performance. Around 470 banks have been contacted for data collection. The data have been thoroughly examined for reliability and validity. Further, it has also been checked for common method variance.

The findings revealed that individual ambidexterity mediates the relationship between ambidextrous HRM and employee performance. Further, managers’ ambidextrous orientation moderates the relationship between ambidextrous HRM and individual ambidexterity.

The present study makes an important contribution to the strategic HRM literature in general. The theoretical and practical implications have also been put forth for academic and practical fields. Lastly, the study contributes towards ambidexterity literature by examining it from an HRM perspective.

The purpose of this paper is to examine the impact of compulsory presence of female members due to gender quota on corporate boards on firms’ credit ratings.

We investigate the impact of female directorial appointment on a firm’s credit rating using firm-level panel data in a regression framework with industry- and year-fixed effects to account for unobserved heterogeneity. Further, to address endogeneity, we employ the difference-in-differences (DiD) technique by exploiting the changes in the corporate board composition induced by the exogeneous gender quota regulation. We also employ the Oster (2019) approach to test for omitted variable bias.

In this paper, we find that the firms that appoint female members on corporate boards post-gender quota mandate (treatment firms) enjoy improved credit ratings as compared to firms that had female members on corporate boards before the gender quota mandate (control group firms) became effective. The findings are robust to alternate definitions of credit rating, treatment and post variables.

We employ an alternative econometric technique, such as Oster’s (2019) specification, to show that the involvement of female directors on corporate boards helps firms in improving firm’s credit ratings. We also identify corporate risk measured using stock return volatility and cash flow volatility as the potential channels through which female directors’ involvement on corporate boards leads to the improvement in firms’ credit ratings.

This study aims to understand the lapse behavior of life insurance policyholders. Despite being accessible for nearly two centuries, only a small fraction of individuals purchase such policies and many of those who do let them lapse. The belief hypothesis model (BHM) is introduced to elucidate the correlation between policyholders' beliefs and their decisions regarding life insurance lapses.

BHM establishes a comprehensive linkage between core beliefs, external data and the lapse behavior exhibited by policyholders. To derive policyholders’ core beliefs about life insurance lapses, the authors conducted a semistructured, in-depth interview with 42 policyholders and 11 insurance advisors, using a grounded theory approach with zero-order, first-order and second-order coding.

The study's findings reveal that policy lapsation is influenced by various factors such as policyholders' beliefs about life insurance, process-related attitudes, trust in insurers and advisors and personal financial viewpoints. Policyholders who consider life insurance unnecessary or misunderstand its purpose are likelier to lapse their policies. Cumbersome documentation processes and technical issues also contribute to policy lapsation, emphasizing the significance of simplified procedures. Trust in insurers and advisors, personal financial literacy and payment preferences influence policy lapsation.

The findings of this research can be practically applied by companies to improve customer retention and by regulatory bodies to encourage policyholders to honor their insurance commitments.

Distinguishing itself from conventional hypotheses-driven and factor-centric models, BHM integrates consumer beliefs, thus enriching comprehension and decision-making insights.

This paper aims to examine two indirect mechanisms through which employees' perceptions of high-performance work systems (HPWS) foster employees' innovative behaviour (IB). Particularly, this study analyses the sequential mediating role of work engagement and knowledge-sharing in this relationship at the individual level.

Using researchers and professors working at a Spanish state university as an empirical sample and applying partial least squares structural equation modelling (PLS-SEM), the authors test hypotheses regarding the impact of the indirect and sequential effect of engagement and knowledge-sharing on the relationship between employees' perceptions of HPWS and IB.

Findings indicate the existence of a sequential mediating effect of work engagement and knowledge-sharing. The authors' results suggest that the existence of engagement is necessary for the influence of HPWS on IB to become effective.

The authors' results also highlighted the importance of suitable design and implementation for HPWS so that employees feel motivated and dedicated to their work.

The authors' findings contribute to the understanding of the mechanisms by which HPWS enhance employees' IB, and the results are especially salient in advancing the theoretical understanding of how HPWS, engagement and knowledge-sharing are relevant variables for IB.

本文擬探討兩個間接機制,透過這兩個機制,僱員對高績效工作系統的看法,會促進其創新行為。具體地說,本文擬分析在個人層面上,工作參與和知識共享在高績效工作系統與創新行為之間的關係中所扮演的有序中介角色 。

我們以於一所西班牙州立大學工作的研究人員和教授為實證樣本,並使用偏最小平方法的結構方程模型 (PLS-SEM) 來進行研究。研究乃對一些假設進行試驗。這些假設,是關於工作參與和知識共享對高績效工作系統與創新行為之間關係的間接順序效應之影響。

研究結果顯示、工作參與和知識共享有其有序的中介效應。

我們的研究結果暗示、若要使高績效工作系統能有效地影響創新行為,工作參與是不可或缺的。

研究結果也強調了若要僱員盡心盡力、抱有積極的工作態度,企業必須設計合適的高績效工作系統,並予以有效的執行。

本研究的結果,幫助我們了解高績效工作系統能增強僱員創新行為的機制; 更重要的是,研究結果促進了我們對高績效工作系統、工作參與和知識共享作為創新行為的相關變數的理論理解。

The purpose of this study is to examine the impact of mandatory corporate social responsibility (CSR) spending on firm value in the Indian context.

Using firm-level data over the period 2012–2017, this study uses the difference-in-differences (DID) technique combined with matching to control for potential endogeneity of the decision to comply with the CSR Act since the Act in its current form is applicable as a comply-or-explain obligation.

The results of this study suggest that mandatory CSR spending has a positive and statistically significant impact on firm value. These results remain robust to alternative econometric techniques such as regression discontinuity design (RDD) and randomization inference test as well as to alternative empirical specifications. Furthermore, the study demonstrates that the positive effect of CSR spending on firm value is more pronounced for firms with higher information asymmetry problem and lower institutional holdings.

This study explicitly considers the “comply-or-explain” flexibility option, in terms of spending on CSR, provided to Indian firms for the initial two to three years and investigates whether spending on CSR helps firms enhance their firm value. The study also finds that the positive effect of CSR spending on firm value is more pronounced for firms with higher information asymmetry problems and lower institutional holdings.

This study firstly aims to prepare a hierarchical structure of the barriers contributing to digital exclusion of women. Secondly, the study aims to understand the inter-relationship of the barriers by converting them into a cyclic flow.

Systematic review was conducted through Web of Science and EBSCO Host Discovery Services with keywords: “digital divide” OR “digital gap” OR “digital inequality” OR “online difference” AND gender AND wom?n AND factors OR “demographic factors” OR “socio-economic” OR determinants OR reasons OR causes OR influences. Review was conducted of articles published in English language after 2012. Systematic literature review was conducted in line with Preferred Reporting Items for Systematic Reviews and Meta-Analyses Framework 2020. Authors reviewed 21 reports.

This research found absence of education as the root of digital exclusion of women in the hierarchy of barriers. The cyclic flow of barriers displayed that how ill education of women lead to financial and psychological dependence of women on men, creating a hurdle in women empowerment. To break the cycle of digital exclusion, women education is must not only on primary basis but their tertiary education is important too.

This study makes an important contribution by ranking those barriers in a pyramid hierarchy and depicting their inter relation by framing a cyclic structure. This study provides suggestions to remove those barriers and ultimately break their chain to provide digital inclusive society for women.

The purpose of this paper is to provide an overview of the trends and challenges relating to research into the human aspects of ransomware.

A systematic mapping study was carried out to investigate the trends in studies into the human aspects of ransomware, identify challenges encountered by researchers and propose directions for future research. For each of the identified papers from this study, the authors mapped the year of publication, the type of paper, research strategy and data generation method, types of participants included, theories incorporated and lastly, the authors mapped the challenges encountered by the researchers.

Fifty-nine papers published between 2006 and 2022 are included in the study. The findings indicate that literature on the human aspects of ransomware was scarce prior to 2016. The most-used participant groups in this area are students and cybersecurity professionals, and most studies rely on a survey strategy using the questionnaire to collect data. In addition, many papers did not use theories for their research, but from those that did, game theory was used most often. Furthermore, the most reported challenge is that being hit with ransomware is a sensitive topic, which results in individuals and organisations being reluctant to share their experiences.

This mapping study reveals that the body of literature in the area of human aspects of ransomware has increased over the past couple of years. The findings highlight that being transparent about ransomware attacks, when possible, can help others. Moreover, senior management plays an important role in shaping the information security culture of an organisation, whether to have a culture of transparency or of secrecy.

This study is the first of its kind of systematic mapping studies contributing to the body of knowledge on the human aspects of ransomware.

This paper examines and empirically validates the artificial intelligence-enabled human resource management (AI-enabled HRM) dimensions and sustainable organisational performance (SOP) relationship. It also examines the mediation and moderation of employee engagement (EE) and fusion skills (FS).

The indirect effects of AI-enabled HRM dimensions on SOP were found using structural equation modelling (SEM), bootstrapping and FS’s moderation effect by AMOS 22.

Results showed that AI-enabled HRM dimensions indirectly affected SOP through EE as a full and partial mediator with no moderation effects of FS.

This is the first study to link AI-enabled HRM dimensions, EE and SOP and determine how FS moderates EE and SOP.

Renewable energy alternatives and nanoscale materials have gained huge attention in recent years due to the problems associated with fossil fuels. The recyclable battery is one of the recent developments to address the energy requirement issues. In this work, the development of nanoscale materials is focused on using green synthesis methods to address the energy requirements of hybrid electric vehicles.

The current research focuses on developing metal oxide nanoscale materials (NANO-SMs). The Zno-Aloe vera NANO-SM is prepared using the green synthesis method. The developed nanoscale materials are characterized using analysis methods like FESEM, TEM, XRD and FTIR.

The average size of ZnO-Aloe vera mono-crystalline was recorded as 60–70 nm/Hexagonal shape. The nanoscale materials are used for the detection of LPG gases. The sensitivity observed was 48%. The response time and recovery time were recorded as 8–10 s and 230–250 s, respectively. The average size of SnO₂-green papaya leaves poly-crystalline was recorded as 10–20 nm/powder form.

Nanoscale materials are developed using green synthesis methods for hybrid vehicle applications. The nanoscale materials are used for the detection of harmful gases in hybrid vehicles.