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The purpose of this paper is to study the effect of paternalistic leadership of the boss on the trust of the subordinate.

The present study adopted survey method to test the hypotheses. Paternalistic leadership style was measured by a 24-item scale developed by Cheng et al. (2004). Trust was measured by a four-item scale by Schoorman and Ballinger (2006). Data were collected from a sample of 253 respondents.

The results show that in India, paternalistic leadership style leads to subordinate trust. The result further found that though benevolent and moral leadership leads to trust, authoritarian leadership does not lead to formation of trust.

The study has important implications in areas like managing leader–member relations, leadership training and team efficacy.

Leadership researchers in Indian context have largely adopted etic approach which attempts to generalize Western leadership theory to Indian context. However, uncritical adaptation of techniques developed in Western context may not be effective in the Indian cultural environment. The concept of paternalistic leadership was developed in Chinese context, but as India scores high on paternalism, the present study uses the paternalistic leadership style to study its effect on subordinate’s trust on leader.

The purpose of the study is to give a new perspective to presenteeism. Traditionally, there are two approaches to it. In our study, we have tried to empirically prove that there is a third approach to looking at presenteeism from the lens of employee engagement.

The research design used a mixed-method approach and was carried out in two parts. In Part I of the study, survey research was carried out to study presenteeism. In part II, a vignette on presenteeism was designed to study whether respondents exhibit presenteeism more in a crisis than other modes of handling the situation.

The findings from Study 1 showed that high employee engagement led to high presenteeism. Study 2 showed that in crisis situation employee engagement led to voluntary presenteeism in the form of work–from–home as the most preferred response.

The study's limitations were the small sample size and cross-sectional survey research design. The same was offset by using the vignette study to show the relationship between employee engagement and presenteeism.

Voluntary presenteeism is different from forced presenteeism and often is a mark of engaged behaviour of employees.

If work-from-home when sick is managed correctly and supported with adequate resources, attending work during illness can benefit health and performance in the long run.

The study provides a unique perspective on presenteeism in general and voluntary presenteeism in particular.

The purpose of this paper is to extend the theoretical understanding of the disclosure dilemma experienced by lesbian, gay and bisexual (LGB) employees. The study focuses on examining the factors related to self-disclosure such as co-worker support and fear of disclosure. Further, the study also aims at testing the impact of coworker support on the psychological well-being of LGB employees.

The study adopts a concurrent triangulation research design, which involves a simultaneous collection of quantitative and qualitative data. Using a survey questionnaire, data from 200 LGB employees were collected. Semi-structured interviews were carried out with 10 LGB employees. The qualitative findings were treated as complementary to the relationship tested through the quantitative method.

Quantitative results reveal that co-worker support positively impacts self-disclosure by LGB employees. And the fear of disclosure mediates the relationship between coworker support and self-disclosure. Further, self-disclosure is positively related to psychological well-being. The qualitative study brings insights from the lived experiences around these factors. This research expands knowledge about the factors associated with the disclosure of LGB employees.

The study examines the factors related to the disclosure of sexual identity and the experiences of the dilemma of LGB employees in the workplace. Most of the studies in the context of LGB have adopted a quantitative research design. The current study adopts a mixed methods approach with a concurrent triangulation research design.

The different perspectives of diversity have until recently ignored emotional diversity primarily because emotions were discounted as “irrational.” To highlight the need for a broader integrative view of emotions in the workplace, the question addressed in the study was whether inclusive leadership helped emotionally reactive employees improve their performance and whether these employees displayed potential leadership qualities for future roles.

The study was qualitative. This cross-sectional study applied qualitative methods to gather the required information. Sixteen business heads across different sectors in India were purposively chosen for in-depth interviews with respondents. The interviews were semi-structured. The approach of theoretical sampling was adopted. From the initial set of questions, the next set of questions was evolved and the itineration was continued until saturation was achieved.

The results showed that mentoring and empowerment helped emotionally reactive employees improve their performance. On the question of their potential leadership role, the results were mixed.

The follower (protégé) perception, if also taken, can validate whether the person-centered style helped in the performance improvement of the followers. The responses of the leaders were based on their memory and no reports were checked from their office records to corroborate the same.

Researchers have argued that worker behavior and productivity are directly affected by employee affect and emotional states. The study contributes significantly to creating emotionally inclusive workplaces.

The study is focused on the role of diversity of emotions in the workplace impacting productivity. Emotions are vital and affect the workplace significantly. The study focused on what organizations could do to handle emotionally reactive employees at work. The study showed that inclusive leadership through mentoring and empowerment helped in assimilating difficult employees into the mainstream work.

The purpose of this paper is to study if trust on team members and leaders leads to an experience of civil behavior in the workplace or reduced incivility at the workplace. The study was conducted on women employees and therefore termed as selective incivility.

In the study, the relationship between team trust and leader trust was the antecedent variables and general well-being was the consequent variable. Civil behavior in the workplace was the mediating variable. The research was conducted on 228 working women in different sectors of the Indian organization. Trust (in leaders and on teams) and general well-being were measured by established scales. Selective incivility scale was developed based on the qualitative inputs from working women. Data were analysed on SPSS and AMOS version 20.

The study showed that trust (between leader and subordinates and among team members) led to an experience of civil behavior at workplace, and experience of civil behavior led to an experience of general well-being.

This research has contributed to both theoretical and managerial aspects. On the theoretical front, this research has emphasized the role of trust in building a civil environment in the workplace. On the managerial front, it has contributed to showing how low incivility encourages inclusivity and maintains the general well-being of employees, and therefore advocates the practice of civil behavior.

The study is relevant in managing politics at workplace. With an environment of trust, the insecurity and doubt in the minds of employees are reduced. This leads to higher well-being of employees. In the modern times, workplaces are becoming more diverse. There are not only gender differences but also differences in age, sexual orientation and persons with disabilities. Presence of low incivility can go a long way in encouraging an inclusive workplace. It is thus relevant in managing workplace diversity and for creating a more inclusive environment.

Diverse workplace constituting women and minority race have experienced more workplace incivility (Cameron and Webster, 2011). Also, presence of higher percentage of men in the workforce composition enhanced incivility toward women (Trudel and Reio, 2011). As the paper indicates that low incivility leads to general well-being, it also tries to point out that overall health of organization also improves. It should not be ignored that it is not only the employee who is exposed to incivility who gets affected but also the other employees who are witness to such situation.

This study investigates the mediating effect of civil behavior at the workplace between trust, both team member and leader, and general well-being.

Emotional labour is an important area of research in organizational psychology especially in the context of service industry. Past research in this area has primarily focused on the negative consequences of emotional labour. The present study is carried out to explore whether professors working in higher educational institutes experience emotional labour and how does it impact them.

The study adopted a qualitative approach. Twenty in-depth interviews were conducted.

Three broad themes emerged from the study: (1) work environment leading to emotional labour (2) factors facilitating emotional regulation and (3) consequences of emotional labour. The findings revealed that the consequences of emotional labour are context specific and in the context of educational setting, it has interesting positive outcomes.

The findings of the study provide critical insights regarding how to deal with employees who experience emotional labour at work.

The study adopts an inductive approach to explore the experiences of emotional labour of professors in higher educational institutes.

This research focuses on suggesting an optimized model for selecting best employees using advanced multi-criteria decision making method to a supply chain firm, who is planning to start a new cold chain business vertical.

Study has been conducted in a supply chain firm in North India, who wants to expand its business with the help of efficient team members. In total 38 applicants were considered for the study, as selected by the firm after initial screening from pool of talent. AHP-LP and TOPSIS-LP integrated approach were applied separately for evaluation and implementation of personnel selection model. Further, both the approaches were compared to find the best fit and optimized model.

As per the findings, both AHP and TOPSIS can be used to select the best candidate among the alternatives available. TOPSIS was found easier to implement as it involves ranking of applicants with respect to each skills required for respective job profile only once, whereas AHP involves pair-wise comparison among candidates with respect to each skills required for respective job profile and normalization of each comparison, resulting in the formation of number of comparison matrices. However, AHP is more reliable as it considers consistency check for each level of pair-wise comparison. Hence, there is a chance to avoid or revise the human judgment error. Integrated ranking and optimization approach minimizes the cost by suggesting the relevant positions to be filed to make an efficient team.

Group of interviewers are involved in the decision-making process, hence there are chances of biasness in ranking method which can influence the group decision. Research is limited to a particular geography of North India therefore needs to be tested for other regions also in order to generalize. The research will help the third party logistics (3PL) and other related firms in efficient team selection.

The researcher focuses on formalizing a method for potential candidate selection by considering the constraints of the organization. It has been observed that limited researches have been done on the application of AHP-LP or TOPSIS-LP integrated approach for selection process. Hence, this research proposes two integrated ranking-optimization method and suggests the best fit by comparing both the approaches.

The purpose of this paper is to review state‐of‐art literature on adoption of CRM technology, including the CRM in multichannel environment and provide a comprehensive view of insights gained in this area of research through the bibliography.

All together, nine databases were searched on the basis of four main descriptors which provided identification of 812 articles. A close review of the abstracts of these articles led to selection of 123 articles which were found relevant. Each of these articles was further reviewed and classified based on the main channel of CRM implementation. The articles were further classified in sub‐categories under each main channel theme.

The selected articles were categorized under four main themes based on the channel – CRM, multichannel CRM, eCRM, mCRM. The articles in the CRM category were mainly focused on the strategic alignment along with research on increasing customer loyalty and use of data mining in CRM. Under the multichannel CRM theme the articles were further classified under eight categories – CRM (articles focusing on overall CRM implementation on multiple channels and related issues), eCRM (articles related to CRM implementation on online channel and its impact in multichannel environment), IT, Marketing, Sales, Service, Strategy, and Mixed (articles addressing two issues simultaneously: Marketing and IT).

The bibliography provides a comprehensive academic literature published between 2006 and 2010 covering all the channels of CRM implementation – traditional, electronic and mobile – along with studies specifically focused on issues dealing with multichannel environment.

At the turn of twenty-first century, India is facing rapid population ageing coupled with consequential socio-economic development changes. Against the backdrop of such changes, its traditional familial support system of living arrangements for older persons is swiftly changing, undergoing rapid transition towards nuclear family systems. The paper aims to discuss these issues.

This paper examined: first, the changing trends and patterns in joint family systems defined in terms of households with older persons and total households; and second, socio-economic and demographic determinants of changes in the proportion of nuclear households with older adults. The decomposition analysis segregated the contribution of determinants of the change in nuclear households with older persons in three different components: propensity, composition, and interaction. The study used data from three successive rounds of the National Family Health Survey.

Results indicate that a lower proportion of households with older persons were nuclear compared to total households. However, for both types of households, nuclear households increased by nine percentage points during 1992-2006. Households with older persons that were headed by old aged persons, illiterates or females, situated in urban area, not owned agriculture land, lower affluent level, and from Southern India were at most risk of being nuclear than their counterparts.

This study provided ample evidence of the increase in nuclear familial structure for older persons in the course of population ageing. Population ageing, urbanization and increase in education, primarily contributed to the increase in nuclear family households of older persons.