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Skill obsolescence among employees can be detrimental to organizational performance and can lead to an ensuing decline in the wellbeing of employees. Today's organizations bank on the employability skills of their human capital to stay afloat in business. The current study examines the impact of developing an employability culture in the organization, the perceived internal employability developed in the employees and impact on employee wellbeing.

Research data were gathered from a sample of 421 software engineers in private IT companies in India. Structural equation modeling using SPSS and AMOS was conducted to examine the impact of employability culture and perceived internal employability on the three dimensions of employee wellbeing.

The study found a positive relationship between employability culture and the components of employee wellbeing. A partial mediation by perceived internal employability was reported between employability culture and the three components of employee wellbeing.

The study is a focused attempt on discerning the effect of organizational elements in the form of employability culture on the employee perceptions and the state of wellbeing, which are considered valuable resources in the career context. The study reiterates the prominence of contextual factors in employees' resource enhancement.

The study is a unique approach to determine the effect of perceived internal employability and employability culture on employee wellbeing based on the social cognitive career theory and the conservation of resources theory.

The paper aims to examine the influence of students’ digital learning orientation on their readiness for change and innovative work behaviour. Elaborations are made on how these concepts can be utilized for strengthening the teaching-learning process in higher education institutions, and help them gain more cutting-edge competencies in areas of learning delivery and learning engagement.

The respondents for this descriptive study were drawn through random sampling, from an end-semester student group, who had taken up post-graduate courses in science and technology streams of a prominent science and technology university. Data was collected by administering self-reporting questionnaires.

The study revealed that higher digital learning orientation is associated with improved attitude towards change and higher innovative behaviour. With conflicting results in exiting literature, regarding the influence of digital learning orientation on learning outcomes, this study adds to the body of knowledge by testing previously unexplored propositions in a student sample.

This study is pioneering in conceptualizing and testing the proposed model. The paper emphasizes the role of digital learning orientation, especially in the context of today’s students being referred to as ‘digital natives’. It is thus imperative to understand how the same can be translated into learning outcomes. The results of the study highlights the need for augmenting the role of digital orientation in the teaching-learning process, so as to transform educational institutions sustainable in producing graduates with readiness for change and innovative work behaviour, in the context of an emergent digital economy.

The purpose of this study is to investigate the motivations and barriers behind the adoption of bike-sharing services, explore the influence of individual values and environmental knowledge on bike-sharing adoption and analyze the relationship between reasons, attitude and intention to utilize bike-sharing.

The study initially conducted a semi-structured interview with 19 bike-sharing users and performed a thematic analysis to identify the context-specific motivators and barriers. The identified factors were then incorporated into the behavioral reasoning theory (BRT) framework and quantitatively examined using the data gathered from 412 Indian bike-sharing users.

The findings outlined the complex reasoning process underlying bike-sharing adoption and how environmental value and attitude are related to the reasons. Further, the study examined the moderating impact of environmental knowledge, which was overlooked in previous studies.

The study provides valuable suggestions to bike-sharing businesses, which helps them to induce facilitators and remove barriers.

Behavioral research in bike-sharing is in its embryonic stage. This is one of the initial attempts to address this knowledge deficit by comprehensively examining the factors affecting bike-sharing intention through the theoretical lens of BRT.

Graduates' attitudes towards learning, although subject to change, is a crucial indicator of their understanding and involvement in lifelong learning activities. The purpose of this paper is to explore whether lifelong learning enhances human capital worth to predict perceived employability. An enquiry into the attitudinal differences on lifelong learning among male and female students was also looked into.

An empirical examination using Warp-PLS was conducted on the propositions among 286 engineering graduate students in Kerala, India, from January 2020 to March 2020.

The Warp-PLS examination reveals a positive association between lifelong learning and perceived employability and warrants the mediating role of lifelong learning in the association between human capital and perceived employability. A gendered variation on attitudinal differences towards lifelong learning is also looked into, and no difference between males and females is found.

The impact of lifelong learning on employability has been conceptually discussed before. This paper is the first attempt to empirically prove the same with a proper theoretical explanation.

Perceived employability (PE) is considered as a significant psychological resource that aids individuals in tackling the complex career snags he/she faces. The purpose of this study is to develop and empirically test a theoretical model that explains how PE affects two types of job search behaviour (JSB) by bringing in job search learning goal orientation (JSLGO) as mediator and work experience as a moderator. The model is conceptualised in the backdrop of self-regulation theory and conservation of resource theory.

Using a cross-sectional study of 319 management graduates, the authors examined the effect of JSLGO and PE on both active and preparatory job search of graduates. Structural equation modelling (SEM) using IBM-AMOS was conducted on the cross-sectional data collected from management graduates in India.

An empirical analysis using SEM unravelled that JSLGO mediated the relationship between preparatory job search and PE but did not intervene in the relationship between active job search and PE. The study also looked into the moderating role of work experience and it was found to be a significant moderator in the PE and job search – active relationship.

Work experience helps students in active job search stage which can lead to quick employment gains. Real job experience could be gained through work-integrated learning and on the job training, as they will enhance the exposure of students to real-life work situations. Higher levels of JSLGO indicate a more strategic approach and aiming a quality career. Learning goal orientation training should be embedded in the curriculum, as management education is all about preparing students for the world of work.

The current research has uniquely contributed to the limited literature on the importance of developing PE amongst management graduates and its consequence on job search. The study makes an important contribution to the theory and practices on job search by enhancing our understanding of the mechanism that governs PE and JSB relationship through goal orientation.

The purpose of this paper examines the relationship between dimensions of workplace spirituality (meaningful work, sense of community and alignment with organizational values) and employee loyalty (intention to stay, benefit insensitivity toward alternate employers and word of mouth about the organization), in the context of millennials who are three times more likely to change jobs, than other generations.

This descriptive study was conducted among a sample of 308 employees, working in private sector organizations in India. Self-reporting questionnaires were administered among the respondents, who were selected through a purposive sampling method and structural equation modeling was done to test the hypotheses.

The three dimensions of workplace spirituality had varying influences on the outcomes variables. Alignment with organizational values was positively related to all dimensions of employee loyalty, whereas the sense of community had a positive association with intention to stay and benefit insensitivity while meaningful work indicated positive influence only on benefit insensitivity. The findings, in general, suggest that employees’ experience of workplace spirituality has significant positive influence on their loyalty toward the organization.

This study is pioneering in conceptualizing and testing a theoretical model linking workplace spirituality and employee loyalty, particularly in the context of millennials, who form 50 per cent of the workforce and reportedly exhibit higher turnover intentions. The study gains relevance in the context of reports about monetary/non-monetary preferences among millennial employees and that the generation is not too keen in working with teams, but would rather prefer working in an organization, which provides space for self-actualization in individual growth. Implications for their experience of workplace spirituality and outcomes are elaborated, thus striving to fill a gap in the existing literature.

Teaching is generally seen as a calling, rather than just a formal profession. In the context of commercialization of higher education, with increased workloads and lack of community relationships, the purpose of this paper is to examine the influence of employees’ experience of workplace spirituality on intention to stay with the organization, mediated through work–family conflict. The study seeks to add to theory development in the area of workplace spirituality and its outcomes, by examining the theoretical framework through the lens of self-determination theory of motivation.

This descriptive study was conducted among a sample of 350 teachers, working in the private sector higher educational institutes in India, selected through purposive sampling. Validated and widely accepted tests were administered among the respondents and structural equation modeling was done to test the proposed hypotheses.

The findings of the study suggest that amongst the current generation of teachers, experience of workplace spirituality and work–family conflict (WFC) plays a significant role in predicting intention to stay with the organization. Employees’ experience of dimensions of workplace spirituality had varying influences on WFC and intention to stay with the organization. WFC mediated the relationships between two dimensions of workplace spirituality (meaningful work and sense of community) and intention to stay, but not the relationship between alignment with organizational values and intention to stay.

This study is pioneering in conceptualizing and testing a theoretical model linking workplace spirituality, work–family conflict and intention to stay, particularly through the self-determination motivational theory perspective. To improve employees’ intention to stay with the organizations, managers need to devise strategies aimed at facilitating connectedness and lowered WFC. Personalized work–family policies might be the need of the hour, as to contain the inherent WFC in contemporary organizations.

This paper aims to examine how the indicators of perceived employability in the current career context impact employees well-being on the backdrop of conservation of resources theory. The study also examines whether the underlying mechanisms towards employee well-being vary as a function of gender.

Research data are gathered from a sample of 421 software engineers in private information technology companies in India. Structural equation modelling (SEM) using IBM-AMOS was conducted to examine the impact of protean attitude and employability culture on employee well-being and the mediating mechanism.

Empirical analysis using SEM unravelled that perceived employability played a vital role as a mediator of employability culture, protean attitude – well-being relationships, confirming the underlying mechanisms of this association.

The study specifically examined the modern age indicators of employability perception amongst Indian software engineers and their impact on employee well-being.

In the context of exponential technological advancements in the economy and the role of entrepreneurial ventures in significantly contributing towards social and economic growth, this study aims to examine the influence of learning motivation and personal innovativeness (PI) on students’ entrepreneurship intention. The study gains relevance in the context of students in emerging economies like India, where the digital divide is still on the higher side. The study also seeks to understand the extent to which varying levels of technological self-efficacy moderate the interaction effects of human capital in the aforementioned relationship.

The sample for this study consisted of 330 students from various disciplines, including science, technology and management, who were selected randomly from different universities in India. A self-administered and structured questionnaire was used to obtain responses from the participants. The data were analysed using confirmatory factor analysis (IBM SPSS 23.0), and path analysis was performed using Hayes PROCESS Macro.

The study's results indicated that learning motivation and PI had a significant indirect effect on students’ entrepreneurship intention, mediated through human capital. However, interestingly, the relationships were varyingly influenced by technological self-efficacy as the moderator.

The contemporary student cohort consists of individuals known as “digital natives,” who possess a strong inclination towards digital learning and demonstrate innovative behaviour. The insights gained from this study underscore the crucial role of technological self-efficacy in shaping entrepreneurial intentions, indicating the necessity of incorporating technological training and skill development within international business education curricula. Also, the results of the study emphasize the need for integrating PI into business education programs, as it positively influences the entrepreneurial mindset and potential.

This study is pioneering in conceptualizing and testing a model that provides a more comprehensive understanding of student attitudes and outcomes. This understanding can be used to customize entrepreneurial programs to better meet the needs of students. Entrepreneurship fosters technological innovation and creates employment opportunities, making student venture creations a crucial factor in economic development and sustainability. For educators and university administrators, it is essential to comprehend how to enhance entrepreneurial intentions among students to design a learning environment that facilitates the creation of new ventures as a result of higher education.

This study investigates how the spiritual leadership style of a manager affects employees' intention to stay with the organization, taking into account the post-pandemic workplace and the expected economic downturn. Furthermore, this study aims to assess how employee voice behavior mediates the linkages between the spiritual leadership style and intention to stay and how this mediation is influenced by perceived interpersonal justice. Grounded on the self-determination theory of intrinsic motivation and social-exchange theory, this study seeks to advance the theoretical understanding of spiritual leadership and its associated outcomes.

The descriptive study included 379 frontline employees in India's tourism and hospitality sector. Responses were collected from selected employees using the snowball sampling method and met strict inclusion criteria. Self-reporting questionnaires were used to collect data from the participants. Confirmatory factor analysis was conducted using IBM AMOS 21.0, and hypothesis testing and drawing inferences were carried out using path analytic procedures with PROCESS Macro 3.0.

Consistent with the hypotheses presented in this paper, this study demonstrated a statistically significant indirect impact of spiritual leadership on employees' intention to stay with the organization, through indirect effects of employee voice behavior. Additionally, the conditional indirect effects of spiritual leadership on employees' intention to stay, mediated by voice behavior, were contingent upon the level of interpersonal justice as a moderator. Specifically, these effects were significant when the levels of interpersonal justice were low but not when they were high.

This study makes significant strides in developing and testing a pioneering model that examines the association between spiritual leadership and employees’ intention to stay with the organization. This research explores explicitly how this relationship is influenced by perceived interpersonal justice and employee voice behavior. The results of this study emphasize the criticality of cultivating a culture that inspires constructive criticism and elucidates its potential advantages, effectively bridging a gap in the existing scholarly literature.