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The purpose of the study is to explore the influence of psychological empowerment, psychological contract and employee engagement on voluntary turnover intentions of employees in theinformation technology (IT) industry.

The study used a cross-sectional, quantitative research design. The analysis for the study is based on a sample of 392 Indian IT professionals. Partial least square–structural equation modelling (PLS-SEM) was used to analyse the data.

This study has identified a significant relationship between turnover intentions, employee engagement, psychological contract and psychological empowerment. The findings of the study are that there exists significant positive influence of psychological contract and psychological empowerment on employee engagement. Employee engagement, in turn, has the capability to influence intention to leave the organization.

There is heightened awareness among industry leaders about the need to retain top performers. However, organizations are found to repeatedly fail in this regard. The study has succeeded in empirically establishing the complex relationship between empowerment, psychological contract, employee engagement and turnover intentions. The findings of the study are significant and have practical implications. It can be put to use by progressive managements in devising strategies to reduce turnover intentions.

To identify the Obama administration’s policy responsiveness to the (African) American LGBT communities.

Theory development and content analysis.

Civic universalism, as a theory, can explain President Obama’s evolution on his support for marriage rights for same-sex couples. Obama employed the concept of e pluribus unum in his many approaches to LGBT responsive politics.

To date, theoretical development within the social sciences of LGBT policy responsiveness is limited.

Very little is written on the subject of LGBT (Lesbian, Gay, Bisexual, and Transgendered) politics in the 21st century. The study of the LGBT experience generally has been devoid of political variables because of a lack of attention toward LGBT issues, until recently, in national political party agendas. In this chapter, we review some of the contours of the LGBT community’s fight for political recognition in the United States as a precursor to the election and reelection of President Obama. Drawing parallels with presidential responsiveness toward Blacks in their quest for rights, we examine the Obama administration’s LGBT public policy initiatives as administrative policy and programs. We conclude by identifying new areas of research to explore on LGBT politics.

Entrepreneurship is recognized by many as a solution to environmental and social challenges of today’s society. However, it has also been criticized since it may maintain the capitalistic demands of growth and efficiency in an unsustainable way. In this chapter, we challenge the current conception of entrepreneurship that aims for societal change by tracing what, how, where, and with whom such entrepreneurship is performed. Furthermore, we take inspiration from the idea of diverse economy by Gibson-Graham and introduce the concept of alternative entrepreneurship to explore how it takes shape, changes its contours, and both challenges and propels contemporary capitalism. In this chapter, we present three ethnographic cases of the unfolding of diverse entrepreneurial activities: (1) the case of Oria, who contributes to social justice through fair trade; (2) the case of artisan food producers who contribute to biological diversity and a rural livelihood; and (3) the case of the DiE project/NEEM NGO, which contributes to social inclusion through entrepreneurial empowerment and the development of a microcredit program. We find that the alternative entrepreneurs are not constrained by organizational forms or by a limited number of economic and non-economic activities that target societal challenges. The alternative entrepreneurs move between different organizational forms such as non-profit and for profit, as well as, undertaking business and voluntary practices to achieve societal change. Finally, we conclude that the ethnographic tracing of alternative entrepreneurship allows previously unsighted activities to become more visible and brings attention to possibilities of creatively destroying overly narrow conceptions of entrepreneurship.

Telecommunication has a decisive role in the development of technology in the current era. The number of mobile users with multiple SIM cards is increasing every second. Hence, telecommunication is a significant area in which big data technologies are needed. Competition among the telecommunication companies is high due to customer churn. Customer retention in telecom companies is one of the major problems. The paper aims to discuss this issue.

The authors recommend an Intersection-Randomized Algorithm (IRA) using MapReduce functions to avoid data duplication in the mobile user call data of telecommunication service providers. The authors use the agent-based model (ABM) to predict the complex mobile user behaviour to prevent customer churn with a particular telecommunication service provider.

The agent-based model increases the prediction accuracy due to the dynamic nature of agents. ABM suggests rules based on mobile user variable features using multiple agents.

The authors have not considered the microscopic behaviour of the customer churn based on complex user behaviour.

This paper shows the effectiveness of the IRA along with the agent-based model to predict the mobile user churn behaviour. The advantage of this proposed model is as follows: the user churn prediction system is straightforward, cost-effective, flexible and distributed with good business profit.

This paper shows the customer churn prediction of complex human behaviour in an effective and flexible manner in a distributed environment using Intersection-Randomized MapReduce Algorithm using agent-based model.

Organisations have recently become more aware of the importance of their employees and their contributions to organisational success (Bakker and Schaufeli, 2008). Employee engagement is one of the contributors that has been recognised to have several positive outcomes for organisations. This study was conducted in order to explore how different employee-related concepts affect employee engagement. Its purpose was to determine whether internal communication can influence employee engagement by insuring employees perceive a fulfilled psychological contract, as well as adequate organisational support. A total of 3,457 employees from 26 different organisations completed a survey that measured internal communication satisfaction, employee engagement, level of psychological fulfilment and perceived organisational support. To test the relationship between these variables, mediation analysis was conducted. Two research models with internal communication satisfaction as a mediator between the relationship of psychological contract fulfilment and engagement, and perceived organisational support and engagement were tested. The results show that internal communication satisfaction is a significant mediator of both the relationship of psychological contract fulfilment and engagement, as well as the relationship between perceived organisational support and engagement. This indicates that internal communication could be used in order to manage psychological contract fulfilment and perceived organisational support with the intent of increasing employee engagement, and consequently, overall organisational performance.

The purpose of this study is to develop and test a model on antecedents and consequences of employee engagement in the context of information technology (IT) employees.

In this descriptive research, the data were collected from 432 employees working in IT companies operating in India. The authors performed structural equation modeling to test the proposed relationships.

The results of this study indicate a positive effect of perceived procedural justice, perceived distributive justice and perceived organizational support on employee engagement. Further, the results of this study show a positive effect of employee engagement on employees’ organizational commitment (OC) and a negative effect on employees’ turnover intentions.

As this study uses self-reported and cross-sectional research design to collect the data, therefore, it limits the generalizations of the results.

The findings of this study can be beneficial for the senior managers and human resources functionaries by examining the antecedents and consequences of employee engagement.

To the best of the authors’ knowledge, this study is one of the few studies that have examined the mediating role of employee engagement on the relationship among organizational justice, organizational support, OC and employee turnover intentions.

Highly committed, motivated and engaged employees assure organizational success and competitiveness. The study aims to examine the association between human resource development (HRD) practices and employee engagement with organizational commitment as a mediating variable.

Data were collected from 760 employees of 13 star-rated hotels comprising 5 (five-star) and 8 (four-star). The data supported the hypothesized relationships. Structural equation modeling was used to evaluate the proposed model and hypotheses. Construct validity and reliability were established through confirmatory factor analysis.

The results indicate that HRD practices and affective commitment are significantly associated. HRD practices and continuance commitment were shown to be non-significantly associated. HRD practices and normative commitment were shown to be non-significantly associated. Employee engagement and organizational commitment are significantly associated. The results further show that organizational commitment mediates the association between HRD practices and employee engagement.

The generalizability of the findings will be constrained due to the research's hotel industry focus and cross sectional data.

The study's findings will serve as valuable pointers for stakeholders and policymakers of the hotel industry in the adoption, design and implementation of proactive HRD interventions to keep highly engaged and committed employees for organizational competitiveness and sustainability.

By evidencing empirically that organizational commitment mediates the nexus between HRD practices and employee engagement, the study extends the literature.

Gender equality and women empowerment which are part of the United Nations Sustainable Development goals have attracted researchers and policymakers worldwide. Various programmes and interventions aiming at empowerment have been designed and implemented by both national and international agencies. One of the flagship programmes of NABARD introduced in the year 1992, the self-help group (SHG)–bank linkage model is also known for its impact on the availability of credit and empowerment of women. Later, the SGSY scheme was restructured into the National Rural Livelihood Mission (NRLM) in the year 2013. Initially, SHGs focussed on savings and credit linkage, but now the emphasis has been changed to generate livelihoods and economically empowering women on a sustainable basis through training women to establish micro-enterprises. In this facet, the journey of microfinance in empowering women is systematically analyzed. The state of Haryana has consistently outperformed other states in terms of economic and agricultural growth but it ranks poorly in terms of its key human development indicators. Despite high productivity and low poverty, the state faces challenges related to the health and nutrition of children. Literature provides evidence that the health and nutrition status of children and women is closely linked to women empowerment. Using secondary sources of data, we conclude that micro-finance can be a useful tool for empowering women provided the roadblocks are identified and the requisite support is provided to women entrepreneurs.

This study aims to examine performance assessment of organizational units through psychological empowerment (PE) and employee engagement (EE) approach and whether this relationship differs among efficient and inefficient organization units.

This study drew on merging the principal component analysis (PCA), data envelopment analysis (DEA) and partial least square-multigroup analysis (PLS-MGA) to benchmark the performance of organizational units affiliated with Zagazig University in Egypt using PE dimensions as inputs and EE as output. Besides investigating whether PE inputs have the same effect among efficient and inefficient units.

Performance assessment based on independent data showed that all the investigated organizational units are not at the same efficiency level. The results revealed that there are eight efficient units versus seven inefficient ones. Moreover, PLS-MGA results demonstrated that no significant differences concerning the impact of PE inputs on EE between efficient and inefficient units groups. Nevertheless, the effect of these inputs was slightly higher in the former.

Studies on EE performance in the service sector are scarce in the literature, this study is a novel contribution of exploring EE efficiency in Egypt as a developing economy. Specifically, using the PCA-DEA-structural equation modeling approach.

The purpose of this study is to extend the existing literature on the relationship between psychological empowerment and individual performance (IP) through the mediating role of intrapreneurial behaviour (IB). Therefore, the empowerment theory (ET) and psychological entrepreneurship theory (PET) were integrated to nurture the IP of medium enterprises (MEs) production/operations managers by analyzing the mediating influence of IB on the psychological empowerment–IP relationship.

Survey method was engaged by means of self-administered questionnaire. Data were collected from a sample of 355 MEs production/operations managers and analysed with partial least square (PLS) structural equation modelling (SEM).

According to the results, Psychological empowerment (PE) has a significant direct relationship with both IB and IP. Equally, IB has a positive significant impact on IP. Moreover, the mediating influence of IB on the psychological empowerment–IP relationship was established.

The result implies that MEs can stimulate the IP of production/operations managers by encouraging IB through psychological empowerment–IP relationship. Therefore, the psychological empowerment–IP relationship will manifest better when IB is invigorated among production/operations managers.

To the best of the authors’ knowledge, this paper is the first to examine the mediating influence of IB on the psychological empowerment–IP relationship, which revealed a significant contribution to both entrepreneurship and organizational behaviour literature. The IB literature is relatively lacking, particularly among developing countries and in particular Nigeria.