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The present world is captivated by the global challenges of climate change, environmental and ecological degradation, challenges related to migration, inequality, conflict and unrest. The development process failed to appreciate and signify the role of non-value, non-materialistic and altruistic value of both living and non-living natural entities. Thus, a significant disconnect or gap between public policy and human well-being has been observed. The departure of human beings from their true self has also distanced humans from the rest of the species and ecosystem. The essence of altruistic value and its recognition is plausible only through the upliftment and evolution of the inner self. The interconnectivity of the inner and outer world can be perceived through self-evolution. A public policy that is driven by the force of self-enhancement and realization, connecting and synthesizing human and non-human interactions selflessly, is required for revolutionizing the development paradigm. Against this backdrop, Gandhian philosophy that values the individual and his relationship with his true self becomes instrumental in ethical transformation. The self-transformation, manifestation and realization of truth and love are deeply embedded in Gandhian Revolution. Gandhian philosophy is a phenomenal illustration of self-transformation based on self–realization and soul force (Satyagraha) that acts as a driving force for a paradigm shift. Gandhian thoughts recognize the otherness of others (either human beings or nature), embedded in the notion of ‘Sarvodaya’. Based on spiritual inquiry and ethical value judgement, and cosmic interdependence, the Gandhian notion constitutes a building block for a non-violent socioeconomic system guided by empathy and the law of non-possession. The twin models, ‘The trusteeship model’ and ‘Economy of Permanence’, advocate a spiritual inquiry and ethical value judgement in economics and governance. Addressing the economic problem of scarcity and choice, the attributes of decentralization, self-sufficiency and self-reliance envisage that individuals are satisfied with minimum consumption. In addition, non-violence, truth and love create a subsequent balance in ecology and the environment. Ethical responsibility is not just limited to socio-economic and political systems but also integrates environmental and ecological sustainability.

Purpose of This Chapter: This chapter aims to clarify how employee voice (EV) is conceptualized in the extant literature. Then, the present chapter develops a model of EV based on previous studies from 1970 to 2022.

Design / Methodology / Approach: In all, 53 articles were investigated in this study – the focus was on articles in the field of management. The target articles were limited to those which were written in English and were indexed by the Web of Science (WOS).

Findings: The concepts related to EV have been presented in five main dimensions. The content analysis results revealed a theoretical agreement over the central elements reflecting an integrated description of EV.

Research Limitations: The study was limited to the sources published in the WOS database, which could affect the scope of findings.

Research Implications: The conclusion showed that EV is a multi-dimensional, emerging field that has been undergoing a definitional debate in the literature. This concept indicates an ongoing responsibility for the public’s benefit, welcomes different financial activities to supply market forces’ requirements, and investigates society’s existing demands.

Originality: It represents the first attempt to conduct an EV systematic literature review based on the definition of key factors and the complex relations in a typical EV process. Also, according to the review of selected articles from 1970 to 2022, there has been no coherent conceptualization of employees’ voices.

Although educators would likely agree that values and ethics are important in all disciplines, they have particular importance for practice-oriented fields. These applied professionals need to solve complex social problems that require the application of ethical standards and value perspectives. While the importance of value-engaged practice is known to the applied field, there is little research and conversation about how values can be integrated into teaching. This chapter synthesizes values-education approaches in various practice-based disciplines such as public administration (PA), program evaluation, social work, and public health. This chapter draws from empirical and theoretical works as well as the authors' experiences developing, participating in, and conducting values-based research on professionals and professional education.

This chapter seeks to shed light on the many factors that contribute to people becoming school shooters. These factors are divided into four domains: biological, psychological, social, and cultural. At the biological level, this chapter explores the potential influence of genetics, pre- and post-natal development, and body-related issues that may affect the perpetrators' sense of self. A psychological typology is presented, consisting of psychopathic, psychotic, and traumatized school shooters. Socially, school shooters often have multiple setbacks, failures, and rejections that contribute to their distress. Finally, the cultural domain includes such factors as media violence, role models for killing, and ideologies of hatred and supremacy. Rather than attributing school shootings to a simplistic cause such as bullying, this chapter discusses a wide range of potential influences that combine to cause mass attacks at schools.

Introduction: The effectiveness of management faculty members depends on several factors, including self-efficacy. Albert Bandura coined the term ‘self-efficacy’, defined as ‘the capacity to do things as per one’s ability’ – the self-belief that one ‘can-do’ something.

Purpose: The study aims to discuss the effects of high and low degrees of self-efficacy. Faculty members with high-order competencies achieve higher positions, whereas those with low self-efficacy will generally have less self-belief in achieving success, translating into not progressing either at all or as quickly. There exists a need to study the levels of self-efficacy among faculty members to determine issues that create skill gaps and lead to both high and low efficacy. For better general performance, all faculty members should have high degrees of self-efficacy as it leads to high enthusiasm, increased commitment, and a capacity to dilute and address a range of challenges.

Methodology: This chapter falls under the category of a review paper. As different papers/studies have been reviewed and compared in this study, it does not need to conform to any particular methodology.

Findings: Various findings and practical implications shall be discussed in this chapter regarding self-efficacy among management faculty members. To improve youth’s future abilities by 2030, teachers ought to have higher levels of self-efficacy. Self-efficacy is imperative in accomplishing objectives, achieving results, and accomplishing educational difficulties in instructing understudies (Tumkaya, 2020).

Post-merger integration (PMI) success depends heavily on the social and cultural integration of the two legacy organizations. Given that organizational members work and exchange information through social relationships, social network analysis can serve as a useful tool to identify key actors, address areas of concern, and measure PMI success. However, few PMI studies have employed a social network perspective or social network analysis. In this chapter, the authors review the current literature on PMI and organizational change, including the few studies that use social networks approach. The authors also identify recent developments in social networks and organizational change research that can improve our understanding of PMI processes and propose promising avenues for future research. Further, the authors identify obstacles for social network research on PMI and provide practical advice for overcoming them.