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The purpose of the study is twofold. The first objective is to identify adoption barriers (AdoBs) in engaging young consumers in the Omni-channel retailing (OCR). The second objective is to develop interrelationship among identified AdoBs.

The study used interpretative structural modeling–fuzzy ( Matriced’ Impacts Croisés Multiplication Appliquée a UN Classement) methods on 18 AdoBs identified from the existing literature and validated from 10 experts and 137 young consumers through pairwise comparison using the arithmetic hierarchical process method. The resulting ten barriers were further investigated for identifying the strength of relationships among them.

The study has identified price inconsistency as the dominant AdoB that restricts young consumers in engaging with OCR. The other critical AdoBs include lack of coordination among the channels, and information sharing and inconsistent price discount are the main barriers that affect all the other barriers among the 10 AdoBs identified in this study. The data also revealed that the young consumers exhibit the research-online purchase-offline effect in the purchase process.

The research study has undertaken ten barriers only. The interrelationship among the barriers may be tested further with advanced techniques. The data have been collected from young consumers of emerging markets only which may be further extended for other markets.

This study helps practitioners and decision-makers understand about AdoBs faced by the young consumers influencing the purchase-intention process. Retailers or marketers are encouraged to focus on price consistency, advanced shared information system, proper coordination and developing trust of consumers in sharing their data to enhance the acceptability of Omni channels. Moreover, the identification of barriers and their strength offer marketers or retailers an opportunity to engage them in an effective manner and thus create value using communication channels.

Social benefits of understanding barriers are helpful for transforming the existing retail channel into a fully integrated Omni-channel ecosystem. For this, AdoBs identified and their inter-relationships explored in this study could be used for engaging young consumers in OCR.

To date, the research on Omni-channel barriers in the present context is scant. The research provides insides on identified dimensions on young consumer engagement in OCR.

The purpose of this paper is to examine the effect of human resource development (HRD) practices on perceived operational and market performances in the software companies in India, and also the mediating effect of operational performance in the relationship between HRD practices and market performance.

Data were collected from 516 professionals working in 37 software companies in India. Partial least square (PLS) was used to test the proposed structural equation model.

The findings reveal that the HRD practices significantly affect market performance. However, operational performance, as a mediator, was found to have a crucial role in transferring the effects of HRD practices to market performance.

The findings of this study are in line with the theory of HRD which suggests a positive relationship between HRD and organizational performance.

The results suggest that to enhance the market performance, organizations need to enhance operational performance by meticulously designing and implementing the series of HRD practices.

This study is one of its kind to overcome the limitations of earlier studies to examine the effect of comprehensive dimensions of HRD on operational and market performance.

This paper has two main purposes. One purpose is to examine the mediating role of affective commitment in the relationship between psychological climate and contextual and task performance. Another purpose is to conceptualize and measure the psychological climate.

Data were analyzed using a sample of 514 employees working in 12 public sector companies in India. Partial least squares (PLS) technique was used to test the proposed research framework.

The results of this study revealed that affective commitment has a mediating role in the relationship between psychological climate and contextual performance as well as between psychological climate task performance.

The findings of this study augment the theory of psychological climate by suggesting that individuals perceiving high a psychological climate are likely to have the high affective commitment that ultimately leads to higher performance.

Public sector companies are encouraged to provide a favorable psychological climate that can emotionally commit the employees to perform well.

This study is one of its kinds to overcome the limitations of the earlier studies such as in examining the effect of higher-order psychological climate on task and contextual performances.

The purpose of this paper is to examine the mediating role of psychological capital (PsyCap) between work engagement (WE) and general well-being (GWB) as well as between WE and control at work (CAW).

Data were collected from 200 medical employees involved in rendering healthcare services. Structural equation modeling was done to test the hypotheses.

Analyses of the data revealed that PsyCap mediates fully between WE and CAW and partially between WE and GWB.

The results show that PsyCap plays a positive role in transferring the impact of engagement levels to GWB and CAW. The results augment the broaden-and-build theory by explaining how positivity at the workplace can help the engaged employees improve well-being and CAW.

Hospitals in India are encouraged to recruit psychologically capable (high in PsyCap) employees. Such psychologically capable and engaged employees have greater CAW and have higher general well-being.

This study is among the few preliminary studies which have focused on the mechanism through which well-being and CAW of employees involved in healthcare services in India get affected.

Scholars argue that supervisor’s job insecurity may affect subordinates’ work engagement. Moreover, this relationship may be mediated by subordinates’ pro-social voice and the relationship between the supervisor’s job insecurity and subordinates’ pro-social voice may be moderated by organizational culture. Therefore, the purpose of this paper is twofold. First, to examine the mediating role of the subordinate’s pro-social voice between supervisor’s job insecurity and subordinates’ work engagement. Second, to test the moderating role of organizational culture between supervisor’s job insecurity and the subordinates’ pro-social voice.

Data were gathered from employees of a large hospital in India using face-to-face data cross-sectional survey method. To test the proposed hypotheses, ordinary least squares regression analysis was performed on the data obtained.

The results indicated support for the proposed model in two ways. First, the subordinate’s pro-social voice mediated the relationship between supervisor’s job insecurity and the subordinate’s work engagement. Second, organizational culture acted as a moderator between supervisor’s job insecurity and the subordinate’s pro-social voice.

The results augment social exchange theory by identifying the crucial role that voicing concerns plays in reducing the negative impact of supervisor’s job insecurity on the subordinates’ work engagement.

The study findings encourage managers to create an organizational culture that allows the subordinates to challenge their supervisor’s decisions.

To the best of the researchers’ knowledge, this is the first study to test job insecurity of the supervisors instead of the same respondents as a predictor of pro-social voice.

The purpose of this paper is to examine the mediating role of work engagement between the relationship of perceived career support and work performance as well as between the relationship of career adaptability and work performance.

Data were collected form 606 i-generation liquid knowledge workers. They had completed their internship program in the industry for a period of at least one month. Regression analysis was carried out to test the hypothesized framework.

Most of the results indicated support for the hypotheses. Work engagement was found to be mediating the perceived career support and work performance relationship fully. However, work engagement was found to be mediating the career adaptability and work performance relationship only partially.

Engaging liquid workers plays a crucial role in passing the positive effects of perceived career support and career adaptability to work performance.

The findings suggest that managers may take steps to enhance engagement levels of the employees so that it can help the interns high on perceived career support and career adaptability perform well at work.

To the best of the authors’ knowledge, this study is unique that tests and finds the intervening role of work engagement between work performance and the two career-related constructs.

The purpose of this paper is to examine the mediating role of work engagement (WE) between psychological capital (PsyCap) and the two facets of organizational citizenship behavior (OCB) which involves both individual and organization. It also examines the moderating role of perceived organizational support (POS) between PsyCap and WE, and WE and the two facets of OCB.

A total of 293 responses gathered from employees working in diverse service sector industries in India were assessed using structural equation modeling.

Overall, the results support the mediating role of WE in the PsyCap-OCB relationship, and the moderation of POS between WE and the two facets of OCB.

This study helps in understanding how WE-OCB relationship can be negatively affected in the presence of high POS.

The results encourage organizations to establish systems for enhancing the engagement levels of their employees, which according to this study may be achieved by creating and maintaining vibrant work environment.

This study helps in understanding the role of POS among PsyCap, WE, \and the two factors of OCB.