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After reading and analyzing the case study, the students would be able to understand the complexities of leadership and decision-making in a diverse workplace, specifically when promoting differently abled employees; explore the importance of fostering an inclusive environment, addressing biases and developing empathy in the context of leadership and diversity; explore the challenges and considerations involved in managing a team with diverse backgrounds and abilities; and evaluate the potential impact of promoting employees with disabilities on the morale and retention of other team members.

This case study is about a hearing-impaired individual, Jessica, who was recently hired by a medium-sized organization, Zerial Education. She was the organization’s first hire with a disability, and some of her colleagues were skeptical about how she would fit in. There was a clear bias against her because of her disability, and she faced many challenges while proving herself and earning the respect of her colleagues. Despite the initial skepticism and bias, she quickly proved herself to be a valuable member of the team. As the appraisal period arrived, Stan Logan, her reporting manager, faced a tough decision. He wanted to be fair and avoid to seem to be biased, yet he was also committed to fostering diversity and inclusion. If he promoted Jessica, it would affirm the company’s commitment to diversity and inclusivity, and it would also validate Jessica’s impressive year of work. However, this might come at the cost of creating tensions among the other top performers who were also deserving of the promotion and potentially complicating client interactions owing to Jessica’s hearing impairment. Logan had to navigate these complexities and make a decision that aligned with both the company’s values and operational needs, while also considering the potential consequences on team morale and client relationships.

The case is suitable for use by students at an MBA level. Human resource management: In this course, students might learn about the legal and ethical issues surrounding disability in the workplace, as well as strategies for recruiting and retaining employees with disabilities. Organizational behavior: In this course, students might learn about the psychological and social factors that influence how individuals with disabilities are perceived and treated in organizations, as well as how to promote diversity and inclusion within a company.

Teaching notes are available for educators only.

CSS 6: Human resource management

This research aims to investigate the relationship between employer branding and its antecedent organisational culture within the context of the private banking sector. The study also investigates the relationship between employer branding and employee brand equity as a consequential construct. Additionally, the mediating role of trust and the moderating role of gender in the relationship between employer branding and employee brand equity has been examined.

The present study’s findings result from data analysis collected from a sample of 454 employees working in private banks in India. The data analysis was conducted utilising the structural equation modelling technique with the assistance of analysis of moment structures (AMOS) software.

The study’s findings indicate that supportive and bureaucratic (formal) culture in private banks exhibit a significant relationship with employer branding. However, the relationship between innovative culture and employer branding was found to be insignificant. The research also reveals a significant positive association between employer branding and employee brand equity variables: brand consistent behaviour, brand endorsement and brand allegiance. Further, the study highlights the mediating role of employee trust in management in the relationship between employer branding and employee brand equity. Examining demographic variables suggests that gender moderates the relationship between employer branding and employee brand equity.

The originality of this study lies in its exploration of the critical role of organisational culture variables in shaping employer branding within the context of private banks. The findings highlight that cultivating supportive and bureaucratic cultures can effectively enhance the employer branding of private banks. The study emphasises the outcomes of employer branding initiatives, signifying that they contribute to developing brand equity among employees. This leads to long-term employee commitment and advocacy towards the organisation, as employees become brand advocates for the bank with which they are affiliated. The study contributes to a better understanding of the relationship between organisational culture, employer branding and employee brand equity, providing valuable implications for the private banking sector aiming to reinforce their employer brand and increase employee engagement.

Social information is crucial to credit ratings and can improve the accuracy of the traditional credit assessment model. Drawing on the resource-based view (RBV) and social capital theory (SCT), this research explores the relationships between corporate social activities, network centrality and corporate credit behavior.

The authors used social network analysis (SNA) and regression analysis to analyze the data collected from 14,544 enterprises on the Alibaba platform.

The results indicate that among the four types of social activities, the number of corporate questions and posts shows a positive relationship with credit behavior; while the number of corporate comments has negative relationship with credit behavior. Further, degree and betweenness centralities mediate the relationship between the number of corporate questions, posts and comments with credit behavior.

This study contributes to the literature on non-financial factors (soft information) by exploring the social behavioral factors related to corporate credit. In addition, this study offers a new theoretical lens and reasonable explanations for investigating the relationship between corporate social activities, network centrality and credit behavior from the perspective of the resource-based view, while most studies are predictive and methodological. Moreover, this study provides new insights for platforms to evaluate enterprise credit and for managers to improve credit behavior.

The social capital theory is increasingly being looked at as a valuable paradigm to understand if community socioeconomic factors influence health behaviours and outcomes. This requires an understanding of the forms in which social capital manifests and the levels at which it operates.

Thus, the purpose of this paper is to study if social capital is associated with health outcomes among older adults in India and providing an estimate of the extent to which the neighbourhood differences in health outcomes among the older adults can be attributed to social capital.

The authors find several forms of social capital to be associated with health outcomes among older adults. The results show that community-level social capital variables collectively explain 12.81% unexplained neighbourhood variation in self-rated health, 2.5% variation in psychological well-being and 11.32% variation in the ability to perform activities of daily living, respectively.

The findings highlight the role social capital plays in serving as a coping mechanism for older adults to survive deteriorating health and social exclusion and call for conscious investment in building social capital.

Takeovers play a critical role as an external corporate governance mechanism to ensure investor protection. There is a long-standing debate on whether the convergence of corporate governance to global standards can enable emerging economies to ensure investor protection. This paper aims to analyse the evolution of the takeover code, namely, Securities Exchange Board of India’s Substantial Acquisition of Shares and Takeovers (2011) in India from the lens of investor protection. It then compares the takeover provisions in India, the USA, the UK, Singapore and Australia to examine the extent of convergence and its implications for investor protection.

Using a cross-national comparative analysis of takeover mechanisms in common law countries, the study analyses the extent and relevance of convergence in form. The focus of the comparison is on regulations governing offer size, offer price, creeping acquisition and initial trigger limit for the mandatory open offer.

The findings suggest that certain provisions such as the initial trigger threshold for the mandatory offer and the offer prices of the Indian takeover code are converging with the standards in common law countries. However, the offer price determination based on market prices may not reflect true market value in an inefficient market like India. Other provisions such as creeping acquisition and offer size are not only diverging from the international standards but are also inconsistent with the key objective of investor protections of the Indian regulator.

Indian takeover regulation needs to converge to higher global standards to ensure adherence to improved investor protection. This needs to be done for the initial trigger limit for mandatory bid and offer prices, after accounting for the differences in institutional structure. The Indian regulators need to revisit provisions on the initial trigger, creeping acquisition to converge to the broader principle of investor protection.

This technical paper provides a comprehensive depiction of takeover mechanisms in an emerging economy context as a means of investor protection. Further using a comparative lens, it analyses the relevance of convergence of takeover laws. Thus, advances the theoretical knowledge of limited extant work on external corporate governance mechanism in an emerging economy context.

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

This study intends to recognize and prioritize the work-family balance (WFB) enablers for working sole mothers by employing total interpretive structural modelling (TISM) and “Matrice-d’impacts-croisés-multiplication-appliqués-à-un-classment” method (MICMAC).

This paper utilizes the integrated approach in two stages. In initial stage, strategic literature review and expert mining technique have been conducted to recognize and validate WFB enablers. In subsequent stage, TISM has been applied to observe the contextual relationships among WFB enablers in the direction to construct a TISM-based structural model. Furthermore, MICMAC technique has been employed to categorize the WFB enablers based on their driver and dependence power.

This paper has identified novel 13 key enablers of WFB among working sole mothers and constructed a unique TISM-based hierarchical model. Moreover, WFB enablers have been categorized into four clusters using MICMAC analysis. In the developed TISM model, working sole mother-related WFB personal enablers are primarily at the upper level, family-related WFB enablers are in the center and work-related WFB enablers are in the lowest level.

The developed framework on WFB enablers among working sole mothers can provide a resolution to difficulties faced by sole mothers in managing WFB by providing a pathway to enhance their performance by improving the organizational effectiveness through improving WFB policies.

Based on the best of authors' awareness, this study first incorporates the TISM-MICMAC technique to recognize and prioritize the WFB enablers for working sole mothers.

The purpose of this study is to get an understanding regarding the clusters of middle management employees on the basis of their knowledge sharing behaviour. Designing knowledge sharing behaviors with a distinct focus for a specified group of employees can be an effective and productive one. As it is often argued that the cluster of employees labeled as “middle management” is the key player for knowledge sharing behaviors – a subject of this study that intends to contribute to management strategy to enhance organizational effectiveness and subsequently to its knowledge sharing phenomona.

Cluster analysis was adopted as key tool as a part of quantitative method to accumulate the data from 597 employees who are working within the middle management of service sector located in the union territory of India named Jammu and Kashmir.

Three distinct segments namely – “knowledge sharing adepts (KSA),” “knowledge sharing scrupulous (KSC)” and “knowledge sharing servitudes (KSE)” as the prime domains of knowledge sharing behavior are identified.

To draw a narrow focus, the study was limited to the service sector of a union territory in India, hence the findings may not be generalized. Furthermore, as knowledge sharing behavior of individuals is always evolved out of social and historical practices, findings of this cross-sectional study should ideally be needed to be updated time to time through further research.

Cluster dynamicism of knowledge sharing behavior based on the differentiated and specified group of employee functions distinctly which in turn increases the organizational productivity with a particular focus on the mid-management of the service sector – a key managerial implication of this study.

To the best of the authors’ knowledge, this research paper is the first of its kind in Jammu and Kashmir adding value to the international literature in the area of knowledge sharing behaviors of service sector.

This research aims to investigate the symbiotic relationship between work and family life among doctors in India, with a focus on work–family enrichment (WFE) as a positive interplay. The study seeks to examine the impact of two aspects of WFE, namely, work-to-family enrichment (WTFE) and family-to-work enrichment (FTWE) on job satisfaction (JS) and life satisfaction (LS), while exploring the mediating role of self-efficacy (SE).

The research employs a comprehensive survey to gather data from Indian doctors. The survey includes measures of WTFE, FTWE, JS, LS and SE. Structural equation modeling (SEM) was employed to examine the proposed connections among the research constructs, using IBM AMOS v.23.

The findings reveal that WTFE significantly impacts both JS and LS. However, FTWE does not show a direct influence on JS, though it does positively impact LS. SE plays a noteworthy role, having a strong direct influence on both job and life satisfaction. In terms of indirect influence, WTFE impacts job and life satisfaction through the mechanism of SE. Nevertheless, no significant indirect effect was found between FTWE and both types of satisfaction through SE.

This research presents several original contributions to the study of work–life balance among healthcare professionals. Firstly, its unique geographic focus on North India distinguishes it from existing literature, offering fresh insights into the experiences of doctors in this region. Moreover, the study's multifaceted examination of WFE, SE, JS, and LS introduces a comprehensive perspective seldom seen in current research.

The purpose of this study is to examine the relationship between cultural intelligence (CQ) and cross-cultural adjustment (CCA) using meta-analytic methods. The paper serves a dual purpose as it critically examines the CQ-CCA literature and provides summary effects using meta-analysis to determine how CQ and its facets affect CCA and its three dimensions.

A meta-analysis of 77 studies involving 18,399 participants was conducted to obtain the summary effects. The studies reporting the relationship of CQ and/or its facets with CCA or any of its dimensions were included in the analysis.

Results revealed that CQ (overall) and all individual CQs were positively and significantly related to CCA and its three subdimensions. Although CQ (overall) had a strong effect on CCA and moderate to strong effects on all the subdimensions of CCA, the strongest effect size was measured for the relationship of motivational CQ with CCA. Not only this, when individual CQs' relationships were assessed with the individual adjustment dimensions, the motivational aspect of CQ happened to be the most influencing factor, having a close to strong effect on interaction adjustment.

Since the study combines the results from numerous empirical research conducted over time, it avoids the limitations that an individual study has, which is carried out at a single point in time and on a limited sample.

This study adds to the academic research by critically reviewing the CQ-CCA literature. It also works as a guiding map for future research in the area. The study highlights the summary effects for each association between CQ and CCA and their dimensions, elucidating the mixed findings reported in previous research.