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COVID-19 placed millions of employees under work-from-home/telework. Employers intend extending telework for the long-term, anticipating business benefits. But the benefits are impacted by employees' well-being/ill-being, which is affected by the satisfaction of psychological needs. In turn, need satisfaction is influenced by employees' personal/job attributes. As work-from-home's blended environment disrupts routines, the satisfaction of the psychological need for structure or routines was examined in this study, along with the effect of personal/job attributes.

Cross-section primary data were collected from 500 teleworking information technology employees from India and analysed using partial least squares structural equation modelling. Vigour and exhaustion represented well-being and ill-being. Telework self-efficacy, standardised job, technology assistance and supervisor social support were the determinants or personal/job attributes. Need for structure satisfaction was the mediator.

Telework self-efficacy, technology assistance and supervisor social support were positively associated with structure satisfaction. In turn, structure satisfaction was related positively with vigour and negatively with exhaustion, and thus mediated between personal/job attributes and vigour/exhaustion. Standardised job did not affect vigour, exhaustion or structure satisfaction.

Need for structure is mostly studied as a trait, with implications of greater/lesser preference for structure examined. However, this work acknowledges structure as a basic ubiquitous need. Everyone needs some structure. Hence, need for structure is researched from the novel perspective of its satisfaction. This paper also uniquely combines job demands–resources model which identifies personal/job attributes, with concepts of epistemic which posit the need for structure.

Work-from-home (WFH) gained ground with COVID and will now continue to be a part of India’s future of work. Under WFH information and communication technologies (ICT) media become the primary/sole mode of communication for employees, which holds several implications for employers and employees. Therefore, this study aims to investigate the impact of ICT media characteristics and usage frequency on multiple WFH outcomes. Specifically studied was ICT media’s ability to support synchronicity or coordinated behaviours of individuals working together.

This work examined the effect of ICT media’s synchronicity-supporting ability and usage frequency on WFH employees’ need for competence and relatedness satisfaction, thereby wellbeing and preference to WFH. Data from 301 white-collar employees of varied manufacturing and services organizations of India was analysed via partial least squares structural equation modelling.

Achieving more synchronicity by frequently using ICT media that can better facilitate coordinated behaviours did not directly influence WFH employees’ feeling of belongingness (need for relatedness) or wellbeing. It did, however, positively affect their feeling of effectance (need for competence) and thereby wellbeing. However, unexpectedly, it negatively influenced preference to WFH more often.

This study has uniquely combined media synchronicity and self-determination theories to investigate the implications of a work practice on employee wellbeing and preferences. Also, an extensible media evaluation parameter was created that encompasses the characteristics and usage frequency of a set of ICT media.

This study aims to identify demographic characteristics, personal attributes and attitudes and social support factors that adversely or favourably affect the likelihood of career persistence amongst women workers of the Indian IT sector.

The research, grounded in the social cognitive career theory, analyses primary data collected from 850 women working in IT via a survey. Based on an original definition of career persistence, the sample was segregated into 427 persistent and 423 non-persistent women. Logistic regression was performed to test for the effect of various determinants on the likelihood of women being career persistent versus non-persistent.

Being married, having children, as well as high levels of belief in gender disadvantage and work–family conflict lowered the likelihood of career persistence amongst women. While being a manager, possessing high career identity, high occupational culture fit, positive psychological capital and family support boost the likelihood.

The study examines women's actual continuance in an IT career vis-à-vis exit from the workforce/IT field, rather than women's stated intent to persist/quit as previously investigated. It uses logistic regression to identify both hurdles and aids on the path of women's career persistence. The findings can help recognize women more likely to struggle, thus be a first step in targeted organizational interventions to plug a leaky talent pipeline.

Gender diversity is known to trigger creative and relationship conflicts alike, the former a boon for innovation and the latter a bane. This study aims to explore the possibility of a gender mix that is “just right” for balancing the intensities of varied forms of conflict to boost innovation in firms in India. Specifically, this paper investigated the presence of an optimal level of women as a percentage of the firm’s full-time permanent employees (Percent-Women) that maximized the firm’s likelihood of product innovation (Product–Innovation–Likelihood).

Logistic regression analyses of firm-level data of Indian establishments of varied sizes and industries from World Bank Enterprise Surveys 2014 was performed. Instrumental variable addressed the potential endogeneity of Percent-Women.

The analysis demonstrated an inverted U-shaped relationship between Product–Innovation–Likelihood and Percent-Women. Product–Innovation–Likelihood peaked when Percent-Women lay between 35% and 58%, i.e. when the firm was gender-balanced or close to it.

The finding of an optimal level of female inclusion presents to firms a defined target of gender mix to be achieved, failing to which they may be limiting their innovation potential. It compels firms to view gender diversity as a business imperative with definite implications for their long-term performance.

For India, the demonstrated relationship between workplace gender diversity and innovation brings additional reason and urgency to public initiatives, such as female literacy, for boosting female economic engagement. Innovation can power the next stage of the Indian growth story by engaging the heretofore insufficiently tapped female worker.

By demonstrating an optimal degree of female inclusion at which innovation potential peaks, the study reconciled opposing theories of diversity-driven conflicts and went beyond the commonly observed simple linear relationship between female inclusion and innovation. Further, the paper focused on India, a major developing economy with a vast female populace and growing innovation ambitions but scarcely researched for gender diversity’s role in innovation.

The case on Moodcafe captures the journey of the start-up and its entrepreneurs from the beginning till the fund-raising stage. The case brings forth critical decisions that each entrepreneur or the team of co-founders have to address during their start-up journey. This short case gives opportunity to delve into two aspects mainly a) As a founder, which investor should one choose for seeking funds and what should be the terms and conditions of investment? and b) How can one review and assess the business model of a start-up?

The purpose of this study is to cover the influence of selected printing parameters at a macro and micro-geometrical level, focusing on the dimensions, geometry and surface of printed parts with short carbon fibers reinforced PLA. For this case study, a hollow cylindrical shape is considered, aiming to cover the gap detected in previous works analyzed.

Nowadays, additive manufacturing plays a very important role in the manufacturing industry, as can be seen through its numerous research and applications that can be found. Within the engineering industry, geometrical tolerances are essential for the functionality of the parts and their assembly, but the variability in three-dimensional (3D) printing makes dimensional control a difficult task. Constant development in 3D printing allows, more and more, printed parts with controlled and narrowed geometrical deviations and tolerances. So, it is essential to continue narrowing the studies to achieve the optimal printed parts, optimizing the manufacturing process as well.

Results present the relation between the selected printing parameters and the resulting printed part, showing the main deviations and the eligible values to achieve a better tolerance control. Also, from these results obtained, we present a parametric model that relates the geometrical deviations considered in this study with the printing parameters. It can provide an overview of the piece before printing it and so, adjusting the printing parameters and reducing time and number of printings to achieve a good part.

The main contribution is the study of the geometry selected under a 3D printing process, which is important because it considers parts that are created to fit together and need to comply with the required tolerances. Also, we consider that the parametric model can be a suitable approach to selecting the optimal printing parameters before printing.