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This paper aims to examine the effect of procedural justice on affective commitment, through the mediating of organizational trust and job satisfaction.

Data were collected from 305 executives working in eight large cement organizations through a standardized questionnaire. Confirmatory factor analysis, structural equation modelling and mediation analysis were performed to examine the relationship.

Procedural justice significantly influenced job satisfaction and organizational trust directly. Organizational trust and job satisfaction are partially mediated by organizational justice and affective commitment. Interestingly, procedural justice does not influence affective commitment directly.

Procedural justice and affective commitment are crucial aspects of an organization. Limited research has been conducted linking procedural justice, organizational trust, job satisfaction and affective commitment. This study was conducted in the South Asian country of India, where power-distance prevails

The purpose of this paper is to examine the factors which influence positive and antagonistic job behavior of employees and their effects on work outcome. Such factors are regulated by the job design and policies of an organization. This is part of the findings.

The paper surveys a sample of 635 middle and lower level executives working in insurance organizations. Structural equation modeling was employed to test the nomological network.

Results reveal significant roles of empowerment and job interdependence in explaining positive job behavior and its influence on work outcome. In addition, limited role of organization support on employee job behavior was observed.

This study was limited by its cross-sectional design and self- reported data. Issues of common method bias have been addressed. The outcome of this quantitative research provides input for job design focused on increasing work outcome.

This study highlights that empowerment at work brings about positive work behavior that significantly enhances employee commitment to customer service. Further, organization support at work does not explain employee behavior influencing work outcome; whereas, most past studies show significant role of support factors. Antagonistic behavior does not necessarily make an individual decide to leave the organization, indicating that such behaviors can be controlled by managing the contextual factors. The findings offer insights to motivation and behavior-related theories and suggest a shift in HR practices by predicting employee behavior.

The purpose of this study is to determine the impact of distributive justice on normative commitment, both directly and indirectly through job satisfaction. Instead of integrating all the components of justice and commitment, distributive justice and normative commitment have been given prominence.

The data were collected through standardised scales from the 305 executives working in the top eight cement organisations located in the central part of the Indian subcontinent. Structural equation modelling (SEM) with bootstrapping was employed to evaluate the hypotheses.

The results proved that distributive justice helps increase normative commitment and affects job satisfaction positively. Additionally, job satisfaction acts as a mediator between distributive justice and normative commitment.

Due to the adaptation of self-reported questionnaires, the chances of method bias cannot be completely denied. However, the Harman’s single-factor analysis was conducted to handle it. Moreover, the data were obtained from a single source, i.e. the cement industry.

HR practitioners may use the outcomes of this study to promote distributive justice while allocating their sources. It also helps in implementing specific strategies to improve job satisfaction and commitment.

The study proposed a more complex linear model that included job satisfaction as a mediator. Moreover, the study is conducted in emerging economies, which addresses the research gaps in the existing body of literature.

The purpose of this paper is to report the findings of a study which examines the relationship between transformational leadership and intention to leave through the mediating role of employee engagement, employer branding, and psychological attachment.

Transformational leadership, employee engagement, employer branding, and psychological attachment were assessed in an empirical study based on a sample of 405 full-time employees working in information technology (IT) organizations in India. The data which were obtained using Google doc and a printed questionnaire was analyzed through structural and measurement model.

The results reveal that transformational leadership style directly influences employee intention to leave. Transformational leadership and employer branding is mediated by employee engagement. The leadership relation with psychological attachment is mediated by employer branding.

The implications of the study are of utmost importance for Indian IT industries facing high voluntary turnover in recent times. Transformational leaders in teams contribute to develop employee engagement, employer branding, and psychological attachment. Imparting transformational leadership training to team leaders can help in generating psychological attachment with the employees which would go a long way.

This study explores the relationship among transformational leadership style, employee engagement, employer branding, and psychological attachment which has not been explored theoretically and tested empirically in an Indian context.

The purpose of this paper is to investigate the relationship between an employee’s beliefs about organizational ethics, career commitment (CC), affective commitment (AC) and career satisfaction (CS). The model expands the earlier work commitment models with CS as the outcome variable.

Subjects were drawn from a 2014 survey of frontline and middle level executives from the insurance sector in India using a structured questionnaire from six Indian insurance companies, 252 were analyzed with structural equation modeling.

The results indicate that executive perceptions about organizational ethics are important for both commitment and satisfaction. Ethical practices at work have a positive outcome on CC, AC and CS. The role of career commitment as a mediator in the relationship between ethics, AC and CS is evident.

It is a cross-section study restricted to a single group with similar demographic characteristics. Hence, generalizability of the findings need further research among different groups. Common method variance is addressed using Harman single factor test.

By working out ethical practices in the organization and developing a culture with clarity in business policies and financial constraints to stakeholders, the organizations can win employee commitment and satisfaction.

The theoretical contribution of this paper lies in its inclusive approach encompassing the ethical belief of individual with commitment and CS. It differs from earlier studies that have shown the influence of protestant work ethic on commitment. It highlights the similarities and differences between several work commitment models developed in a western context, and the model that we have developed in the Indian context.

This paper intends to explore the measure for aligning the goals of researchers toward achieving organizational R&D targets. The paper also explores the significance and ordering of R&D outputs and the factors that influence generation of R&D outputs, from the perspective of researchers working in the Indian public sector organizations.

Data were collected in five Indian R&D laboratories, and weighted average method Spearman correlation coefficient and rank regression were utilized for the analysis.

The findings indicated that various groups of researchers prefer to target different R&D outputs and not all the factors are considered as equally significant in influencing the generation of R&D outputs. Further, the R&D organization should include preferred real factors while policy making for achieving collaborative efforts toward fulfilling organizational objectives. The set of selected R&D outputs and influencing factors were also ordered according to the average rankings given by the researchers.

The findings can help R&D managers to identify the expectations of the researchers and include their preferences in R&D Planning. The study could be extended to a larger dataset of researchers working in other government as well as private R&D organizations.

Hardly any studies were found that explored the preferences of researchers with respect to R&D outputs and influencing factors with respect to the Indian public sector R&D laboratories.

The main purpose of this paper is to find out the perception of different respondents' groups related to the factors that influence the online learning for higher education in Bangladesh during the COVID-19 pandemic.

A survey through a structured questionnaire was conducted to gather qualitative information from the 250 respondents (university students, faculty members and administrative officers) in Bangladesh. A questionnaire has been used for collecting primary data, which have been selected using the justification method under the non-probability sampling technique.

The findings of this study indicated that majority of the respondents told that online classes could be more challenging than the traditional classroom because of the technological constraints, digital divide, insufficient data pack to access the material to attend the class, poor connectivity, lack of device, poor learning environment, technophobia, delayed response and incapability of the teacher to handle efficiently the material and communication machineries.

Due to time restriction and the COVID-19 pandemic, the study was constrained only to Dhaka region in Bangladesh.

The outcomes of the work can be supportive to the governing bodies and proprietors of the higher schooling organizations who are forecasting to adopt online education as a consistent movement in the future.

At last, based on outcomes, investigators have presented some recommendations that can be taken into consideration at policy level. The study would help universities to comply with the pressing need to impart experiential learning through online education during the COVID-19 pandemic.

This article undertakes a literature review on showrooming, offering an exhaustive overview of research publications and future research objectives that will contribute to extending the understanding of the phenomenon.

The showrooming literature has been collected from journals indexed by SCOPUS and ranked by ABDC. This was later analysed with the SPAR-4-SLR framework and the TCCM methodology (theories, contexts, characteristics, and methodologies) proposed by Paul et al. (2021) and Paul and Rosado-Serrano (2019).

The insights of this review include bibliometrics of showrooming research and the number of explored showrooming theories, methodologies, and contexts from which the phenomenon has been studied. It also highlights the various aspects that might be considered while building an optimal approach.

Articles published in SCOPUS-indexed and ABDC-ranked journals between 2012 and August 2022 were considered. Some articles published in conference proceedings and journals, not fulfilling the aforementioned criteria, might have been missed.

SPAR-4-SLR and TCCM methodologies would aid the researchers in further exploration of this phenomenon and suggest options for enhancing customer experience (CX) eventually leading to customer retention. Retail channel managers will find this knowledge handy in “encouraging loyal showrooming” and ensuring business sustainability.

This study uses the novel SPAR-4-SLR framework to structure the review, while TCCM methodology sheds light on the showrooming from the perspective of various theories, contexts, characteristics, and methodologies. The scope for further research identified through the above-mentioned framework and methodology would be of high value to the researchers and practitioners alike.

The purpose of this paper is to provide a case study of a global challenge: the relationship between commercial development and the protection of eco-fragile systems particularly where river water is involved. It reviews and critiques the legal and political processes that underpinned the Commonwealth Games (CWG) 2010 in Delhi and the building of the accommodation Village on the floodplain of the river Yamuna.

The paper covers the controversial modern history of the Yamuna river that runs through Delhi. The river is “dead” and has been subject to litigation concerning its usage and that of its flood plain. In particular, the controversy peaked prior to the CWG 2010 in Delhi and the required buildings associated with the games. The paper traces the history of the legal actions and the inter-related involvement of the various actors being the politicians, construction developers, the river bank dwellers and the local environmentalists. Close analysis is made of the statutory administrative procedures required for environmental clearance, the subsequent case law both in the High Court of Delhi and the Supreme Court of India. Additionally, usage is made of the media and its concerns over corrupt and negligent practices.

The Indian judiciary in their willingness to promote the construction of the Village failed to apply its own environmental jurisprudence. There was a failure to “lift the veil” and review flawed administrative practices that violated governing statutes. National pride, time pressures, political support, economic interests and rapid urbanisation created a pressure that the courts could not challenge. It was left to investigative committees, after the Games had concluded, to expose these wrongdoings.

The paper highlights the issue of the relationship of the courts and political and economic interests and how legally protected ecological interests are ignored.