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Women are the change agents in today's society. They are not only the harbingers of growth and development but also act as a major catalyst in the economic advancement and prosperity of the nation. India has been witnessing an expansion in women entrepreneurs given the conducive startup ecosystem we have created over the years. It has inspired women to break the shackles and switch to being a game changer for themselves and many others over the years. The study aims to explore the impact of social entrepreneurial leadership on women empowerment and how does benchmarking help in this process.

Using a semi-structured questionnaire, the study conducted one-to-one in-depth and focused group interviews with the five women social entrepreneurs and their team. NVivo was used for content and thematic analysis.

Major themes identified from the study include financial independence, women empowerment, social identity, autonomy, mobility, attaining self-confidence, creativity and innovation, fulfillment of motives, action and social learning, and setting standards (benchmarks). The findings revealed that social entrepreneurial leadership has a significant impact on women empowerment through benchmarking.

Social entrepreneurial leadership has the potential to revolutionize the very concept of women empowerment. The research tries to study specific cases of social entrepreneurial leadership and how they have been instrumental in shaping up the life of others through their efforts and determination.

This study aims to analyze the impact of ethical leadership on organizational citizenship behavior and turnover intention of employees working in the financial sector, considering procedural justice as a mediator.

Data was collected from 306 employees working in the financial sector (banking, insurance and mutual fund) in India. The data was collected in two phases to avoid common method bias by using standardized close-ended questionnaires. Data for this study was assessed using Smart Partial Least Square (PLS) 3.

The results show that ethical leadership is significantly associated with procedural justice, organizational citizenship behavior and turnover intention. Further procedural justice acts as a mediator between ethical leadership and organizational citizenship behavior; also between ethical leadership and turnover intention.

The research contribute in understanding the role of procedural justice as a mediator between ethical leadership and organizational citizenship behavior and turnover intention for the employees working in the financial sector in India.

The study aims to explore antecedents and consequences of customer experience (CE) by positing a comprehensive framework taking cognizance of customer loyalty (CL), customer advocacy (CA), customer value dimensions, and subjective norms (SN).

The study adopted a mixed-method sequential explanatory design where data were collected in two stages. In the initial stage (quantitative study), data were collected using a structured questionnaire from 395 respondents at two different periods and the data were analyzed using the partial least squares structural equation modeling (PLS-SEM) technique. These results were further verified in the second stage (qualitative study) by conducting semi-structured interviews of 37 respondents for which the data were analyzed using NVivo.

The results suggested a positive and significant relationship between utilitarian value (UV) and CA, hedonic value (HV) and CA as well as with CE. Further, the relationship between UV and CA is sequentially mediated by CE and CL; and the relationship between HV and CA is sequentially mediated by CE and CL. SN was also found to moderate the relationship between CE and CL. The qualitative analysis of the transcripts indicated major themes including HV (enjoyment), UV (usefulness and convenience), recommending mobile payment (M-payment) services, advocating for M-payment services and talking positively about the service provider.

The current study uses the mixed-method approach and comprehensively explores key dimensions of customer value associated with CE and CA, formalizes a relationship between all the facets, delivering valuable takeaways for academics and practitioners (for designing effective CE programs). The current study's uniqueness lies in the fact that the study is one of the first studies to explore the mediating roles of CE and CL using a serial-mediation approach, between UV, HV, SV, and CA. The moderating role of SN between CE and CL is also a novel contribution to the existing body of literature.

The purpose of this paper is to investigate the relationship between authentic leadership and contextual performance of nursing staff while considering the mediating effect of psychological capital and moderating effect of autonomy on this association.

Data were gathered from 41 small and medium-sized hospitals situated in the state of Uttarakhand, India. The sample for the study included 530 nurses and their 146 supervisors. Process macro (Hayes) was used to examine the influence of authentic leadership on contextual performance and the mediating effect of psychological capital and moderating role of autonomy in the relationship between authentic leadership and contextual performance.

Results indicate that authentic leadership is positively linked to contextual performance of nurses. Furthermore, psychological capital is found to mediate the relationship between authentic leadership and contextual performance while autonomy acts as a moderator between psychological capital and contextual performance.

Findings of this investigation would help healthcare managers to understand the importance of developing the psychological capital of healthcare workers. The paper draws attention of hospital administrators toward the need for setting up an appropriate environment wherein nurses are given a certain degree of autonomy to perform their task more effectively. This study also highlights the importance of an effective leadership style, namely authentic leadership in influencing contextual performance in service-oriented organizations such as healthcare institutions, as investigated in this study.

While extensive literature is available on authentic leadership and its impact on followers’ behavior, very little work seems to have been done to show a linkage between authentic leadership and contextual performance, especially in the context of nurses in developing country such as India. This work, therefore, may be considered original and of significant value in understanding the relationships between the various constructs in the Indian scenario.

The study aims to develop an in-depth understanding of challenges faced by Indian women professionals during the pandemic and the human resource (HR) initiatives like effective communication, taken by the organizations to mitigate the plight of these professionals.

A mix of two qualitative research methods namely focus groups in-depth and one-to-one in-depth interviews was used. A total of 32 females working with different organizations participated.

The thematic analysis revealed themes related to challenges faced by working women-gendered burnout, mental health issues, increased household responsibilities, job insecurity, work-life conflict, gender inequalities, reduced internal communication and financial independence, domestic violence and exploitation. The major themes that emerged for the organizational initiatives were flexible working hours, equal women representation in response to planning and decision making, driving transformative change for gender equality, paid leaves for family care, caregiving bonus, leadership development seeds, increased female recruitments, transparent communication and counseling sessions.

The study establishes a holistic understanding of the plight of Indian women professionals and the consequent organizational interventions accompanied by transparent communication. It adds rigor to the evolving literature on COVID-19 and enriches the theoretical narrative of policy adaptations by industry practitioners for aligning them with employee needs. This helps in routing the policy design and implementation in light of the challenges faced.

The study presents an in-depth understanding of challenges faced by women employees; and provides a foundation for identifying human resource management (HRM) interventions customized for working females. It also proposes a framework implementable in the recovery phase, deploying critical strategic shifts like reflection, recommitment and re-engagement of the women workforce in order to maximize their efficacy for rapidly evolving organizational priorities.

This research aims to explores consumers' motives and attitudes toward misinformation (fake reviews), its characteristics and its impact on individuals, brands and firms.

A thematic analysis was undertaken to meet the research objectives by analyzing qualitative data from in-depth interviews with a diverse sample (N = 48).

The findings indicate that altruism, impression management, matching ideologies, message appeal and perceived source power are the critical motivations for individuals to share misinformation. Misinformation leads to conflicts and avoidance among individuals and harms brand's reputation.

This study utilizes thematic analysis to extend and contribute to the literature on misinformation. The current research provides an overarching framework to decode the misinformation phenomenon for researchers and practitioners.

This study offers valuable insights to marketers to develop strategies to tackle the menace of false information to safeguard brand reputation.

This study aims to propose a conceptual model that examines the role of ethical climate on work–family enrichment in the restaurant industry, which is one of the most vulnerable sectors affected by global crises such as the COVID-19 pandemic. The mediating effects of psychological attachment and psychological capital and the moderating effects of job autonomy were also investigated to enrich understanding of ethical climate and work–family enrichment.

The conceptual model was evaluated by using a quantitative–qualitative mixed-methods approach. In Study 1, survey data was collected from a sample of 405 restaurant frontline employees and analyzed using partial least squares structural equation modeling. In Study 2, interviews were conducted with eight restaurant frontline employees and analyzed thematically. The data for Study 1 and Study 2 was collected from Jharkhand, a state in eastern India.

The results of Study 1 show a direct relationship between ethical climate and work–family enrichment. The mediating effect of psychological attachment and psychological capital on that direct relationship was also established, whereas job autonomy was found to be a significant moderator that negatively affects psychological attachment and work–family enrichment. The qualitative insights in Study 2 shed additional light on the rationales of the effects observed in Study 1 through the voices of restaurant frontline employees whilst triangulating the quantitative findings in Study 1.

This research contributes novel insights that explain how ethical climate positively shapes work–family enrichment through the lens of psychological attachment and psychological capital, albeit cautiously, given the negative effect of job autonomy. Nevertheless, this research remains limited to restaurant frontline employees, thereby necessitating future research in other service industries to improve the generalizability of its findings.

This research offers a seminal extension of the direct effect of ethical climate on work–family enrichment (i.e. the “what”) by theorizing and validating the mediating (i.e. the “why”) and moderating (i.e. the “how”) effects of psychological attachment, psychological capital and job autonomy.

The purpose of this paper is to examine the relationship between authentic leadership (AL) and employee extra role behaviour (ERB) while determining the mediating effect of psychological capital (PC) and moderating effect of autonomy on that relationship.

Data were collected from 42 small- and medium-sized hospitals in the state of Uttarakhand, India. The sample for the study included 520 nurses and their 163 supervisors. Process macro (Hayes) was used to examine the mediating role of PC and the moderating role of autonomy in the relationship between AL and ERB.

Results indicate that AL is positively linked to ERB of followers. Further, PC was found to mediate the relationship between AL and ERB while autonomy acted as a moderator between PC and ERB.

Findings of the study would help hospital managements understand the importance of technical and behavioural training of nursing staff and supervisors. The paper draws the attention of hospital administrators towards the need for formulating policies that are less restrictive and allow for greater autonomy to the nursing staff. Further, this study highlights the importance of an effective leadership approach like AL in service-oriented organizations such as healthcare institutions.

This study contributes to existing research on AL and ERB by showing that PC and autonomy are important and relevant variables that affect the degree of influence that AL has on employee ERB.

This study attempts to develop a practical understanding of the positive and negative employee experiences due to artificial intelligence (AI) adoption and the creation of technostress. It unravels the human resource development-related challenges with the onset of Industry 4.0.

Semi-structured interviews were conducted with 32 professionals with average work experience of 7.6 years and working across nine industries, and the transcripts were analyzed using NVivo.

The findings establish prominent adverse impacts of the adoption of AI, namely, information security, data privacy, drastic changes resulting from digital transformations and job risk and insecurity brewing in the employee psyche. This is followed by a hierarchy of factors comprising the positive impacts, namely, work-related flexibility and autonomy, creativity and innovation and overall enhancement in job performance. Further factors contributing to technostress (among employees): work overload, job insecurity and complexity were identified.

The emerging knowledge economy and technological interventions are changing the existing job profiles, hence the need for different skillsets and technological competencies. The organizations thus need to deploy strategic manpower development measures involving up-gradation of skills and knowledge management. Inculcating requisite skills requires well-designed training programs using specialized tools and virtual reality (VR). In addition, employees need to be supported in their evolving socio-technical relationships, for managing both positive and negative outcomes.

This research makes the unique contribution of establishing a qualitative hierarchy of prominent factors constituting unintended consequences, positive impacts and technostress creators (among employees) of AI deployment in organizational processes.