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This paper aims to assess the relationship between academic burnout-student engagement relationships on management students of the Delhi-NCR region of Northern India. It further attempts to study the moderating impact of internal locus of control and mediating impact of loneliness on the academic burnout-student engagement relationship.

The data was collected using standardized instruments from 264 respondents. Descriptive statistics, correlation and moderated-mediated regression analysis were used to test the hypotheses.

The study found a negative association between student engagement and academic burnout and loneliness. A positive association between academic burnout and loneliness and a moderating impact of internal locus of control on academic burnout and student engagement relationship. Loneliness acted as a partial mediator for the moderated relationship between the academic burnout-student engagement relationship.

Sample size and sampling units are the limitations of the study.

The conclusion of the presented study offers different inferences including validating the self-determination theory (Ryan and Deci, 2000) and possible courses of actions to be taken by academic institutions and students themselves. It ranges from careful investigation of student’s behaviors, design and implements collaborative projects along with student’s involvement in social networking based groups for collaborations and help.

With the help of the study, the society including parents, family, friends, officials and academicians at educational institutions can offer useful insights to students through recreational and social activities for behavior modifications.

The major contribution of the study is to understand the psyche of the budding professionals perceiving increased stress and pressure. Limited studies are found in the Indian context and no studies in the past have used the study variables together. Internal locus of control as a personality variable has not been studied with respect to student’s burnout and engagement. Furthermore, none of the studies done in the past have deliberated upon loneliness with respect to the student community.

Although the literature shows that ethical leadership reduces the risk of burnout, research still lacks a comprehensive understanding of the mediating effects between ethical leadership and burnout. As media reports on working conditions in the academic context often tie the problem of unethical leadership practices to illegitimate tasks, this study focuses on illegitimate tasks as a mediator between ethical leadership and burnout.

The research model is tested using structural equation modeling and data from 1,053 doctoral and postdoctoral students in randomly selected German state universities.

The results significantly support all hypothesized effects, showing direct correlations between (1) ethical leadership and illegitimate tasks, (2) ethical leadership and burnout facets and (3) illegitimate tasks and burnout facets. The relationship between ethical leadership and burnout is thus partially mediated by illegitimate tasks.

The authors recommend three major fields of action for practice. These fields comprise (1) the leadership situation, (2) the leader and (3) the follower.

The presented model is the first that connects the relationship between ethical leadership and burnout with illegitimate tasks and looks at ethical leadership from a stress-as-offense-to-self (SOS) perspective.

Big data analytics has emerged as one of the most used keywords in the digital world. The hype surrounding the buzz has led everyone to believe that big data analytics is the panacea for all evils. As the insights into this new field are growing and the world is discovering novel ways to apply big data, the need for caution has become increasingly important. The purpose of this paper is to conduct a literature review in the field of big data application for humanitarian relief and highlight the challenges of using big data for humanitarian relief missions.

This paper conducts a review of the literature of the application of big data in disaster relief operations. The methodology of literature review adopted in the paper was proposed by Mayring (2004) and is conducted in four steps, namely, material collection, descriptive analysis, category selection and material evaluation.

This paper summarizes the challenges that can affect the humanitarian logistical missions in case of over dependence on the big data tools. The paper emphasizes the need to exercise caution in applying digital humanitarianism for relief operations.

Most published research is focused on the benefits of big data describing the ways it will change the humanitarian relief horizon. This is an original paper that puts together the wisdom of the numerous published works about the negative effects of big data in humanitarian missions.

The purpose of this paper is to focus on a unique population of airport security guards who work for a specific airline and are frequently sent abroad with short advance notice. The current study deals with the job burnout of these employees.

In total, 100 airport security guards, employees of a specific airline completed the Attachment Style Questionnaire, the Burnout Questionnaire and Demographic Questions.

Results indicated that the employees with the preoccupied style suffered more burnout than did those with secure and dismissive-avoidant styles. One of the possible explanations is that people with dismissive-avoidant style enjoy these multiple travels which enable them to be uninvolved with people surrounding them.

This study was based mainly on self-report of both the independent and the dependent variables, with all the disadvantages known to self-report methods.

Points for practitioners are: first, it is recommended to use a selection tool for airport security guards in line with the results of this study; and second, people with avoidance attachment style should potentially be suitable employees for short and multiple travel abroad.

Theoretically, this study contributes a new perspective of the Job Demands-Resources model, that is, the notion that in certain jobs and in specific situations (job demands) insecure attachment style may serve as a job resource rather than as an obstacle.

The extant research on student attrition and retention has relied on models that focus on factors over which universities may have limited control and thus not lead to actionable practices. To address this shortcoming, the authors applied organizational support theory (OST) to test the association between students' perceptions of justice, perceived organizational support (POS), perceived professor support, organizational identification, and intention to quit.

Using items from validated scales, a survey was used to collect data from students in the college of business at a southwestern public university in the United States. A final sample of 316 observations was fitted to a structural equation model to test the study's a priori hypotheses.

The authors found that professor support and procedural justice had direct positive effects on POS. Distributive justice and interactional justice indirectly influenced POS through professor support. In turn, POS had decreased students' intention to quit and increased their organizational identification. The antecedents of POS indirectly influenced intention to quit and organizational identification. The determinants in the model accounted for 12% of the variance in students' intentions to quit, and 25% of students' organizational identification.

This study contributes to the student attrition literature where few studies have applied OST to student populations despite the strong link between POS and intention to quit in employment settings. In this study, the authors provide evidence of the suitability of the OST framework to predict students' intentions to quit.

The author argues that we must stop and take a look at what our insistence on human labour as the basis of our society is doing to us, and begin to search for possible alternatives. We need the vision and the courage to aim for the highest level of technology attainable for the widest possible use in both industry and services. We need financial arrangements that will encourage people to invent themselves out of work. Our goal, the article argues, must be the reduction of human labour to the greatest extent possible, to free people for more enjoyable, creative, human activities.

Businesses are under pressure to ensure social responsibility in their globalised supply chains. However, conventional factory audits are not providing adequate data about production workers’ well-being. Industry attempts to measure working conditions have shown bias and inconsistency, and there is no consensus on what to measure, or how. Well-being can be intangible and difficult to capture without appropriate theoretical and methodological frameworks. This paper investigates factors influencing the well-being of a Chinese factory’s workers, tests an innovative research method, and proposes interventions to improve well-being in factories.

This is a longitudinal study using the diaries of production workers at a large assembly manufacturing site in China. Workers left daily digital voice diaries about their day, which were analysed to identify factors related to their well-being at work.

The picture is more complex than the concerned Western narrative suggests. Workers’ personal and professional concerns extend beyond the criteria currently measured in audits, tending to be more relational and less about their physical state.

The current approach of auditing management practices neglects workers’ well-being. This study offers a more comprehensive view of well-being and tests a new method of investigation.

This is the first study to use diary methods in a Chinese factory. It addresses an issue supported by little empirical evidence. It is the first longitudinal study to hear from factory workers themselves about how they are and what impacts their well-being daily.

In the quest to maximize treatment gains, recent research has shifted focus from treatment itself to the context in which treatment takes place. Such investigations have alluded to rehabilitative climate, therapeutic alliance, prison social climate, and the efficacy of group process. The purpose of this paper is to review peer-support as a mechanism via which these goals might be reached.

A review of the literature on peer-support in carceral settings was undertaken in February 2017.

While there is very little research exploring peer-support in the context of offender rehabilitation, there are some promising signs from many qualitative investigations that peer-led roles can bridge many gaps in support within the therapeutic context.

More research on the potential negative impact of peer-support in carceral setting is needed.

This paper proposes that the implementation of peer-support programs that operate alongside treatment interventions represent an encouraging direction for the future. It is argued that prisoner-led peer-support initiatives that are characterized by shared problem solving and reciprocal emotional support can greatly reduce the anxiety prisoners face surrounding treatment. It is suggested that, through peer-support, treatment gains may be enhanced and better assimilated into program-completers’ lives.

Peer-support may assist current treatment approaches with sexual offenders and could therefore potentially contribute to reductions in recidivism.

This paper is the first to review peer-support in the context of imprisonment and offender therapy. It therefore provides an important status update for future researchers wishing to investigate this topic, and outlines several priorities that such research might interrogate further.

Contemporary workplaces undergo frequent reorganizations in order to stay competitive in a working life characterized by globalization, digitalization, economic uncertainty, and ever-increased complexity. Managers are in the frontline of these challenges, leading themselves, organizations and their employees in high stress environments. This raises questions on how to support managers’ work-life sustainability, which is crucial for organizational sustainability. Mindfulness has been related to enhanced capacities to cope with challenges that are associated with organizational change. The authors evaluated short- and long-term effects of an eight-week mindfulness-based intervention in a company setting, which was going through reorganization.

Forty managers (42.5% males), mean age 54.53 (SD 5.13), were randomized to the mindfulness intervention or a non-active wait-list control. Self-report data were provided on individual sustainability factors in a work context: job demands and resources, psychological detachment, i.e. possibilities for letting go of work-related thoughts during leisure, control over work-nonwork boundaries, work-life balance, and mindfulness at baseline, postintervention, and at 6-month follow-up.

Linear mixed models (LMMs) analysis (all ps < 0.005 to 0.05) showed that the intervention group had a larger decrease in job demands and a smaller decrease in job resources, a larger increase in psychological detachment, work-nonwork boundary control, work-life balance, and mindfulness from baseline to postintervention when compared with the reference group. These initial effects were sustained at 6-month follow-up.

The study provides evidence that mindfulness practice can enhance managers’ long-term capacity to cope with challenging working conditions, and increase their work-life sustainability in times of organizational change and disruption.

The purpose of this paper is to discuss the challenges and obstacles encountered in the implementation of a mentoring program for Master of Business Administration (MBA) students at the University of South Australia (UniSA) Business School. The paper starts with an exploration into the need for a mentoring program, the trial and subsequent four years of implementation. The paper also explores the network model of mentoring and the reasons why this, rather than a more traditional model, was chosen for the program’s implementation.

This exploratory case study uses data from over 600 students and their alumni mentors over a five-year period to evaluate and improve the program as well as cultivating a critical community of adult learners.

Feedback from students indicates that the mentoring program is regarded by most as a value-added feature of their early learning as it offers support, if and when it is required, from those who have been there before.

Results are limited to one institution. However, as research into mentoring for higher education students is thin on the ground, this study contributes to our understanding of the positive impacts of mentoring on student success.

This paper emphasizes the importance of business leaders giving back to their alma mater through mentoring current MBA students. It shows how mentoring can support learning and management development.

This is an original study which explores ways to increase the learning of higher education students for positive social outcomes.