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This study attempts to understand the research clusters and thematic evolution of the topic generational diversity at workplace, over the period of 2001–2009 and 2010–2018. Furthermore, it attempts to identify the key shifts (and convergence) that have taken place in the value system across generational cohorts.

In this context, the first stage of the study involved an in-depth systematic analysis of extant literature on multigenerational workforce between 2001–2009 and 2010–2018 by applying bibliometric analysis. Following an explanatory mix-method approach, the second stage of the study comprised of 32 interviews conducted across generations, exploring the role of ethics at the workplace.

It was revealed that during the period 2001–2009, communication and identification of generational characteristics emerged as the major themes. The 2010–2018 period unraveled four themes of research – retaining and engaging millennials through leadership, generational differences in work values, impact of generational differences on organizational-level variables and generational diversity in education and nursing. The outcome from the second stage showed that work values differ across generations with an emphasis on intrinsic work values, and work values have rather deteriorated, with baby boomers possessing stronger work ethics in comparison to the millennials. Finally, an integrated model for multigenerational workforce has been proposed.

This paper provides significant inputs to the expanding research in the area of work values, as it delves into the principal mechanisms leading to differences in work values among generations.

Bibliometric analysis, which is a quantitative approach to understanding the intellectual structure of a research topic, has been applied to generational diversity at the workplace. This constitutes a novel attempt that can be bracketed as a pertinent contribution to the field.

Today, big data (BD) is considered as a crucial investment for firms to stay competitive. However, the human resource (HR) function within small- and medium-sized enterprises (SMEs) has been slow to adopt this innovation. Drawing on the organizational learning theory (OLT), this study aims to propose that BD can improve HR functions, especially of SMEs, thereby yielding them a competitive edge.

This study analyzed unstructured data from 41 journal papers, based on which, a conceptual framework was developed. Further, this framework was validated with responses collected from 148 SMEs in India.

Bibliometric analysis and results of partial least squares techniques revealed that better BD quality is needed to improve HR practices, human resource service quality (HRSQ) and innovation competency of SMEs.

This paper contributes to the extant literature by considering strategic management theories such as resource-based view and OLT to evaluate BDA’s effect on organizational functional practices such as HR and HRSQ.

In Indian SMEs, BD quality has a substantial effect on BD HR practices and HRSQ. However, these factors influence can constructively impact SMEs, if SMEs are open to organizational change, whereby they need to develop technical skills and competencies of the HR professionals.

Though BD research works have shown exponential growth in recent times, scholarly empirical research investigating BD’s impact upon human resource management (HRM) is scarce. The present study appraises extant literature on BD in HRM.

The sudden onset of COVID-19 has brought about a watershed moment in the current research across all disciplines. As it has impacted almost all aspects of human existence, academicians are aggressively trying to understand the phenomenon from multidisciplinary perspectives. In this regard, the present study attempts to provide an in-depth understanding of academia's response pattern in the field of social sciences using a grounded theory literature review and bibliometric analysis.

The present study analyzed 395 research articles on the pandemic phenomenon, yielding five main themes and 11 sub-themes.

The emergent research themes are global impact on public health, the influence of COVID-19 on workplace functioning, global governance in COVID-19, research ethics in scholarly works and the influence of COVID-19 on demography.

Drawing from these themes, the authors provide propositions, policy implications and future research directions.

The purpose of this study is to develop a model that explains a user’s attitude toward M-payments in India, based on the motivational model and awareness about demonetization policy. The study also investigates the validity and differential predictive power of four different M-payment usage models, by considering the effect of improved awareness regarding demonetization policy on the core construct of the motivational model.

The model was tested with survey data from 362 M-payment users using partial least squares. Respondents were M-payment users with significant usage experience.

This study empirically determined that the motivation model and awareness about demonetization policy in M-payment usage after demonetization are connected. As hypothesized, the study found: a positive relationship between extrinsic motivation and intention to use M-payment, positive relationship between awareness about demonetization policy and behavioral intention to use M-payment, positive relationship between intrinsic motivation and extrinsic motivation, positive relationship between awareness about demonetization policy and extrinsic motivation and positive moderation effect of awareness about demonetization policy on the extrinsic motivation-behavioral intention relationships. The hypothesis that awareness about demonetization policy would have a moderating effect on intrinsic motivation–behavioral intention relationship was not supported.

From a practitioner’s perspective, this study underscores the importance of raising sufficient awareness about the demonetization policy as a determinant of users’ willingness to use M-payment services. Mandatory regulations by the government and motivation toward M-payment use can be a good starting point for a cashless economy.

This study makes a needed contribution to the literature by validating the integrated motivation model, emphasizing the importance of raising awareness about the demonetization policy among M-payment users. The model may provide a useful foundation for future research in this area.

The uncontrolled spread of COVID-19 has forced employees to use telework technologies and platforms to perform different tasks, that is, “mandatory telework”. COVID-19 is a unique situation that has shocked economies and societies and led to a reshaping of the perception of employees and firms about work practices. However, due to the recent nature of the phenomenon, it is not usually understood how employees would cope with this forced change. Thus, the study aims to explore COVID-19 awareness and employees’ behavior toward mandatory telework.

A sample of 201 Danish employees was selected to examine the research questions using partial least square (PLS) structural equation modeling.

The findings show that COVID-19 awareness reduces technological anxiety and increases positive attitudes and job satisfaction. The authors have also found the full and partially mediating role of attitude and technological anxiety on the relationship between COVID-19 awareness and job satisfaction.

The study employed the theoretical lens of job demands-resources theory to understand COVID-19 awareness and technological anxiety dynamics on employees’ attitudes toward mandatory telework and job satisfaction during the pandemic.

The purpose of this paper is to study and understand the older generation’s attitude toward use of technology for workplace communications.

In-depth interviews were conducted with the older generation employees of an Indian Oil and Gas Public Sector Undertakings. Data gathered from the interviews were then analyzed to draw broad themes.

Although the older generation is aware of the importance of technology and has adequate knowledge of its use, they are reluctant to use it. The reluctance is not on account of techno-phobia; it is more in the nature of approach-avoidance.

Organizations and human resource managers should focus on addressing the mental block of the older generation regarding the use of technology.

Reverse mentoring and formation of cross-generational teams can be used to alter older generation’s selective mindset in relation to technology.

This paper discusses the role of technology in intergenerational communication in the Indian context.