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The purpose of this paper is to investigate the moderating role of organizational culture in affective commitment and job satisfaction relationship.

Responses were collected from 712 employees working in nine different Indian central public sector enterprises /state-owned enterprises (SOEs) by using a questionnaire-based survey. Theoretical analysis is based on social exchange theory and managerial grid theory. Data were analyzed by using partial least squares structural equation modeling.

The establishment of organizational culture as a moderator in Indian organizations is unique. This study has utilized data from employees working in different departments of organizations to provide unbiased responses. The results demonstrate that impact of affective commitment on employees’ job satisfaction is moderated by supportive and innovative cultures. Additionally, this research also proves that bureaucratic culture does not play a crucial role in moderating the relationship between organizational commitment and employees’ job satisfaction.

Results are relevant to top-level and middle-level management in which people are involved in the governance of the organization, both directly and indirectly. There should be fixed working hours and optimum time management. Due to growing pressure, few employees who have personal obligations toward their families, such as nursing mothers and stressed individuals, should be provided with flexible working hours. In this way, culture can become supportive to cater to different needs of employees.

Till date, organizational culture as moderator has received very less attention in India. The establishment of organizational culture as a moderator in Indian SOEs is unique. The results add to the growing literature of commitment from non-western context as this study is based on Indian samples. This study has utilized data from employees working in different departments of organizations to provide unbiased responses.

This study aims to assess the moderating and mediating role of supportive culture (SC) in the relationship between participation in decision-making (PDM) and job satisfaction (JS) and the dimensions of commitment, such as affective commitment (AC), normative commitment (NC) and continuance commitment (CC).

Data were collected from 712 employees working in different public sector undertakings (PSUs) across India. Necessary condition analysis and partial least square analysis were used to test the proposed hypotheses.

The findings of the present study indicated that SC is partially mediating the relationship between PDM and JS; PDM and AC. However, SC did not mediate the relationship between PDM and NC; PDM and CC. PDM was positively and significantly related to SC, JS, AC, NC and CC. JS had a significant impact on AC, NC and CC. It is highly desirable for organizations to retain their employees ranging from line managers to top management levels and provide opportunities for everyone to actively use their experience and expertise.

The findings have implications for managers, as well as employees in PSUs, as they demonstrate how several work-related factors can be emphasized to maintain employees' commitment and motivation. Until now, India has paid scant attention to the role of SC as a mediator and moderator between PDM, JS and multiple commitments. This study cautiously collected responses from unbiased employees working in a variety of organizational functional units.

The purpose of this paper is to highlight e-recruitment and training comprehensiveness as the untapped antecedents of employer branding (EB) in the relevant literature, which might enhance the employer’s knowledge and lead to organisational development.

This study adopts an exploratory conceptual modelling approach based on the extant literature from 1964 to 2017 using the databases of Emerald, EBSCO, Scopus, Proquest, JSTOR and search engines such as Google Scholar to ensure the reliability of the literature.

This paper suggests that e-recruitment and training comprehensiveness might be the untapped antecedents of EB as compared to traditional recruitment and training process explored in earlier studies.

The viewpoint can be further refined through academic conceptualisation and empirical validation.

This paper lays a conceptual foundation in the emerging area of EB. Ideas expressed herein can be approached by academicians.

Past studies have not explored e-recruitment and training comprehensiveness as the antecedents of EB. This work provides knowledge that candidly contributes to the conceptualisation of e-recruitment and training comprehensiveness. Further, this research has the potential to help academicians to understand the antecedents of EB leading to organisational development.

The purpose of this study is to determine whether participation in decision-making (PDM) and organizational learning (OL) act as mediating factors in the relationship between supportive culture and job involvement.

Data were collected from 712 employees working in different public sector undertakings (PSUs) across India. Necessary condition analysis (NCA) analysis and partial least square (PLS) analysis were used to test the proposed hypotheses.

The findings of the present study indicated that PDM and OL act as a full mediator respectively in the relationship between supportive culture (SC) and job involvement (JI). The SC was positively and significantly related to PDM and OL. However, SL did not have a significant impact on JI. In addition, higher PDM and OL were found to be significantly impacting JI.

The results suggest that PDM and OL facilitate the impact of SC on JI and may help organizations to retain their employees. The implications of these findings for all hierarchical levels in PSUs are discussed.

OL and PDM as mediators between SC and JI have received very little attention from the context of India. The results add to the growing literature of culture from a non-western context as this study is based on Indian samples. This study has taken care to provide unbiased responses by utilizing data from employees working in various functional units of the organizations.

The purpose of the paper is to identify existing and common critical success factors adapted for implementing Industry 4.0 technology, which is essential to survive in the vulnerability, uncertainty, complexity and ambiguity (VUCA) environment by using systematic literature review (SLR) methodology with the preferred reporting items for systematic reviews and meta-analyses (PRISMA) and content analysis strategy.

The SLR methodology with the PRISMA and content analysis strategy adapted to review 74 papers in peer-reviewed academic journals and industry reports published from 2014 to 2021.

Based on a review of relevant literature, two theoretical contributions have been added to the literature on Industry 4.0. First, this review reveals that 35 (47%) out of total 74 studies assessing the Industry 4.0 implementation in the manufacturing industry, the service industry can also create value through Industry 4.0 implementation, with a lot of potential to increase productivity, which literature has not explicitly focused on. Second, this paper proposes the 12 most common critical factors (training and development, organizational culture, top management support, organizational structure, innovation capability, technological infrastructure, security system, standardization of procedures, financial resources, communication and cooperation, change management and governance) that can be considered as the significant critical factors for successful implementation of Industry 4.0.

The novelty part related to methodological perspective by using the PRISMA approach for systematic review, which cannot be found extensively in existing literature in the context of the Industry 4.0 phenomenon to analyze critical factors.

The purpose of this paper is to introduce the special issue on state-owned enterprises (SOEs) in the contemporary global business scenario. Against the theoretical background of and the invited themes for the special issue, the paper presents a summary of key findings and practical implications of the accepted papers and suggests future research directions.

The paper is conceptual, which organized through utilitarianism or legitimism; SOEs scenario 1 – hungry fox, hunting bears; SOEs scenario 2 – dancing elephant, flying bears; what do we know and what we wish to explore; what have been examined; what we need to study further; closing note by bears’ well-wishers; and protocol of the special issue.

By deeply looking into emerging economies (China, India), developed economies (Denmark, Italy, Sweden), transition economies (Tunisia) and diverse sectors (public transport, space), coupled with cross-country sample data, the nine accepted papers have discussed several interesting findings and recommended numerous implications for the policymakers and SOEs’ managers. Drawing upon the interdisciplinary literature, empirical and qualitative papers would deepen the understanding of the growth strategies and performance of SOEs, and the application of management theories such as institutional theory, agency theory, social exchange theory, managerial grid theory, incomplete contracts theory and public governance view, among others. The issue also brings a review-cum-citation analysis paper on the impact of privatization on the performance of SOEs.

The papers have made unique contributions to the public economics, new public management, international business and organizational development literature by critically analyzing the burgeoning phenomenon of the changing dynamics and globalization of SOEs.