EPH-International Journal of Business & Management Science
EPH – International Journal of Business and Management Science is a peer-reviewed, open-access scholarly journal that publishes original research and review articles in the fields of business, management, and related disciplines, with a focus on advancing academic research and professional practice. Journal Information Journal Title: EPH – International Journal of Business and Management Science Online ISSN: 2208-2190 Published Since: 2015 Language: English Publication Frequency: From 2015-2025:- Quarterly From 2026:- Monthly Publication Format: Online Publisher: Southern Cross Academic Press
THE IMPACT OF JOB STRESS ON KEY DIMENSIONS OF EMPLOYEE RESILIENCE
In the modern organizational, employees are constantly subjected to various types of workplace stress related to increased workload, technology and organization changes. Stress at workplace has become an important issue for employee health and productivity. On the other hand, although employee resilience has been identified as a psychological resource to cope with work adversity and recover from stressful events. The present study is a systematic review of the empirical evidence concerning how job stress impact employee resilience in organizations. Relevant studies were identified by searching databases including Scopus, Web of Science and Google Scholar. Following application of predefined inclusion and exclusion criteria, 43 peer-reviewed empirical articles published between 2019 and 2024 were selected for in-depth analysis. Results show that job stress has a significant impact on several features of resilience in workers as follows: emotional stability, adaptability, ability to cope and event recovery. It also emphasizes that providing an environment that fosters resilience among improve employee resilience benefits from perceive organizational support, leadership behaviours at work, culture and relationships. The significance of the final review is to help to understand both existing links between job stress and resilience in order to direct new research towards justifying their connection.
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THE IMPACT OF RETURN-TO-OFFICE TRANSITIONS ON PSYCHOLOGICAL SAFETY AND ORGANISATIONAL TRUST: A SYSTEMATIC REVIEW OF POST-PANDEMIC WORKPLACE RESEARCH
The shift from remote work to return-to-office and hybrid arrangements has become a major organisational challenge after the pandemic. These transitions influence how employees experience trust, autonomy, communication, and psychological safety at work. This article examines how moving from remote work to return-to-office or hybrid work arrangements affects employees’ psychological safety and organisational trust. Using a systematic literature review approach, it synthesises peer-reviewed studies published between 2020 and 2025 on remote work, hybrid work, return-to-office policies, leadership communication, flexibility, employee voice, psychological safety, and organisational trust. The review shows that rigid or poorly communicated return-to-office policies can weaken employee trust, particularly when such policies are viewed as signs of managerial control rather than organisational support. Psychological safety may also decline when employees face reduced autonomy, uncertainty, surveillance, loss of flexibility, or limited involvement in workplace decisions. However, the findings suggest that transparent communication, inclusive leadership, fair policy implementation, flexible work design, and employee participation can strengthen both trust and psychological safety. The article concludes that organisational trust and psychological safety are closely connected relational mechanisms that shape employee voice, collaboration, engagement, and adaptation during workplace transitions.
URBAN ENVIRONMENTAL EVOLUTION AND BUSINESS SUSTAINABILITY IN PUNE: A BAI AND IMURA MODEL-BASED ANALYSIS
Urban environmental change is not only a municipal planning concern. It also shapes the operating conditions of firms, industries, workers, markets, and local economic systems. This study examines the environmental evolution of Pune city through the Bai and Imura model and interprets this evolution from a business sustainability perspective. The model classifies urban environmental issues into four categories: poverty-related issues, rapid industrialization-related issues, rapid economic growth-related issues, and wealthy lifestyle-related issues. Using secondary data from Census sources, Pune Municipal Corporation reports, socio-economic surveys, Maharashtra industrial statistics, transport records, and pollution-related institutional sources, the study maps Pune’s urban indicators to these four categories. The analysis indicates that Pune has made visible progress in several Type I indicators, including water access, sanitation, literacy, and infant mortality. Type II issues remain important because of the city’s strong MSME and industrial base, although selected air pollution indicators remain within prescribed standards in the data used. The city’s present environmental pressure is more strongly reflected in Type III and Type IV issues, particularly vehicle growth, two-wheeler dependence, electricity consumption, solid waste generation, e-waste, and lifestyle-related health concerns. The study argues that these issues have direct implications for business sustainability, industrial efficiency, workforce conditions, infrastructure reliability, compliance planning, logistics, and emerging circular-economy opportunities. The paper contributes by extending the Bai and Imura model from an environmental classification framework to a diagnostic framework for understanding the changing business sustainability conditions of a rapidly growing Indian city.
COGNITIVE SECURITY IN THE AI AGE: HR’S STRATEGIC ROLE IN BUILDING THE INTELLIGENT HUMAN FIREWALL FOR SUSTAINABLE DECISION-MAKING
The accelerated integration of Artificial Intelligence (AI) into organizational processes has fundamentally transformed how individuals think, teams interact, and decisions are made. While AI enhances efficiency, analytical depth, and innovation capability, it simultaneously reshapes cognitive processes, interpersonal communication, and collective judgment. Over-dependence on algorithmic recommendations, diminishing reflective thinking, AI-mediated communication, and diffusion of responsibility increasingly threaten decision quality, team bonding, ethical conduct, and long-term organizational sustainability. In this context, many organizational failures no longer originate from technological breakdowns but from compromised cognition, behavioural drift, and erosion of trust. This paper advances the concept of cognitive security, defined as the organizational capability to safeguard human judgment, ethical reasoning, communication integrity, and behavioural discipline in AI-enabled environments. Anchored in Organizational Behaviour, strategic Human Resource Management, and leadership practice, the paper positions HR as the strategic custodian of cognitive security. The paper proposes an Intelligent Human (Cognitive) Firewall, operationalized through the OWNER framework, to ensure that inputs from data, analytics, AI tools, and human stakeholders are filtered through human judgment, accountability, and command responsibility. Reinforced by BMW (Body–Mind–Words), Emotional Intelligence, and the military ethic of “walking the talk,” the framework aligns thought, communication, and action.
A CONTEMPORARY STUDY ON CONSUMER PROSPECTS OF E-MOBILITY HYBRID ELECTRIC VEHICLES IN INDIA: ISSUES AND CHALLENGES
Indian automotive industry is experiencing a paradigm shift towards sustainable transport systems; however, there is limited scientific evidence related to the customer behavior toward HEVs despite their increasing relevance. Although BEVs dominate the policies, HEVs can be a good choice in this regard for Indians because of lower fuel dependency but no need for charging infrastructure. In this research, an attempt is made to explore the issues associated with purchase intention and consumer perception of HEVs among 110 individuals from urban areas of Pune city using structured quantitative survey. The validity of constructs was performed using Cronbach’s Alpha and Exploratory Factor Analysis by conducting Principal Component Analysis with Varimax rotation (KMO = 0.812). Three factors including Economic & Policy Consideration, Environmental Awareness & Perception and Adoption Barriers contributed to explain 59.4% of the variance in HEV purchase intention (R² = 0.594, F = 51.87, p < .001). One-way ANOVA revealed income-based difference in readiness for purchasing an HEV (F = 9.63, p < .001). As per results, major obstacles include relatively high purchase cost, lack of adequate incentives, uncertainty regarding resale value, and concerns about life expectancy of batteries. It seems appropriate for policymakers to streamline the tax policies related to HEVs, while automobile companies need to promote awareness among potential customers.
VIRTUAL MANAGEMENT OF FLUID WORKFORCE IN HYBRID WORK ENVIRONMENT: LEADERSHIP ROLE IN DIGITAL TRANSFORMATION
The pace of hybrid working has changed the way HR teams operate, impacting their people, processes, technology and performance. It is a conceptual study to explore how to virtual manage a fluid workforce in hybrid working and specifically how digital leadership can support the organizational transformation. The study builds on interdisciplinary literature from human resource management, leadership studies, information systems, digital transformation, and organizational behavior, to create a conceptual understanding of how leadership capabilities influence effectiveness of hybrid workforce. The study introduces a conceptual model that connects the dimensions and constructs of digital leadership competencies, digital transformation enablement, hybrid workforce management, and organizational outcomes (employee engagement, productivity, innovation, well-being, and organizational resilience). It also identifies sectoral differences between IT/software, healthcare, manufacturing, and education/EdTech, revealing how different the requirements for leadership are for each of these sectors based on the level of digital maturity, regulatory pressure, task structure, and the fluidity of the workforce. The study adds to the theory by combining e-leadership, transformational leadership and the socio-technical viewpoints in the hybrid working discourse. In practice, it provides management insights into building sustainable hybrid working systems by means of outcome-based performance management, inclusive digital cultures, continuous learning and context sensitive leadership. The study is based on the premise that the effectiveness of hybrid working is more about quality leadership in implementing hybrid technology in a human centric way than the technology itself.
RESKILLING AND UPSKILLING FOR SUSTAINABLE EMPLOYABILITY IN TOURISM AND HOSPITALITY: A SYSTEMATIC LITERATURE REVIEW AND RESEARCH AGENDA
The rapid transformation of the global tourism and hospitality industry, accelerated by Industry 4.0 technologies, digitalization, and post-pandemic workforce disruptions, has intensified the need for reskilling and upskilling to ensure sustainable employability. This study systematically reviews the existing literature on reskilling and upskilling within the tourism and hospitality sector to examine their role in workforce sustainability, future employability, and organizational adaptability. Using the PRISMA framework, 113 peer-reviewed studies published between 2009 and 2023 were identified and analyzed from major academic databases including Scopus, Emerald, EBSCOhost, ScienceDirect, and Google Scholar. The findings reveal that reskilling and upskilling significantly contribute to employee adaptability, career resilience, workforce productivity, and sustainable organizational performance. The review further highlights that the emergence of Industry 4.0 technologies, automation, artificial intelligence, and digital tourism ecosystems has widened the skill gap between existing workforce competencies and evolving industry requirements. The study identifies experiential learning, industry-academia collaboration, vocational training, soft-skill enhancement, and technology-oriented learning as critical drivers of future employability in tourism and hospitality. The review also demonstrates a substantial increase in scholarly attention toward workforce reskilling and employability after the COVID-19 pandemic, emphasizing the growing importance of sustainable human capital development in service-intensive industries. Drawing upon Human Capital Theory, the study proposes that continuous skill development serves as a strategic mechanism for improving organizational resilience, employee retention, and long-term industry competitiveness. The paper contributes to the literature by synthesizing fragmented knowledge on sustainable employability within tourism and hospitality and by proposing a future research agenda focusing on AI-driven workforce transformation, green skills, digital competencies, and sustainable human resource development. The findings provide practical implications for policymakers, educational institutions, tourism enterprises, and human resource managers seeking to build a future-ready and sustainable workforce.
HUMAN RESOURCE MANAGEMENT PRACTICES AND EMPLOYEE PERFORMANCE: A STUDY OF ORGANIZATIONAL COMMITMENT AND ENGAGEMENT
Human resource management (HRM) practices relate to employee performance under the influence of employee engagement and organizational commitment. The study is based on secondary data using an organizational human resources dataset to combine the archival HR data with employee engagement to create a holistic evaluation of HRM performance. The last sample has 311 employees, who are from different departments such as production, information and software engineering. Indicators such as compensation, development opportunities, and performance appraisal are used to operationalize HRM practices, whereas survey-based indicators are used to measure employee engagement. Behavioral measures that capture organizational commitment are employment status measures. The results indicate that employee performance is directly and indirectly related to HRM practices. Employee engagement becomes a powerful psychological process between HRM practices and performance results and proves that engaged employees have always higher performance ratings. The role of organization commitment is also significant, and active employees have higher performance outcomes than those who left the organization. Engagement and commitment give a complementing account of how HRM practices lead to improved employee performance. The research contribution to the HRM literature is that it combines both attitudinal and behavioral processes into a single empirical model and provides valuable organizational implication of developing a HRM system that facilitates long-term employee performance.
STRATEGIC MANAGEMENT PRACTICES AND LONG-TERM EMPLOYEE PERFORMANCE: AN EMPIRICAL ANALYSIS
Strategic management practices related to human resources are widely regarded as important drivers of employee performance and sustained organizational effectiveness. Drawing on the resource-based view and dynamic capabilities perspective, this study empirically examines the association between strategic HR practices and long-term employee performance using objective organizational performance evaluation data. The analysis focuses on training and development and employee engagement as central components of strategic human resource management. A quantitative research design is employed using a comprehensive employee-level dataset that includes demographic characteristics, training records, engagement indicators, and formal performance appraisal outcomes. Descriptive analysis and multivariate regression techniques are applied to assess whether strategic HR practices are meaningfully associated with variations in long-term employee performance. The results indicate that training intensity, employee engagement, and related HR practices do not exhibit a statistically significant direct relationship with long-term employee performance outcomes. Although descriptive patterns reveal minor performance variation across training and engagement levels, these differences are not robust when controlling for employee characteristics and organizational factors. The findings suggest that the effects of strategic HR practices may be indirect, context dependent, or insufficiently captured by formal performance appraisal systems. By highlighting the limits of direct HR–performance linkages, this study contributes to ongoing debates in strategic human resource management and emphasizes the importance of contextual and measurement considerations in evaluating HR effectiveness. The findings offer theoretical insight and practical guidance for organizations seeking evidence-based approaches to human resource strategy and performance evaluation.
HUMAN RESOURCE MANAGEMENT PRACTICES AND ORGANIZATIONAL EFFECTIVENESS IN THE CONTEMPORARY BUSINESS ENVIRONMENT
In the modern-day business world, where the complexity of the workforce and competitive demands are the order of the day, Human Resource Management (HRM) has proved to be an effective tool in improving the effectiveness of the organization. This study has discussed how some of the HRM practices apply to organizational performance measured in terms of employee performance and employee turnover. Secondary organizational data of 1,200 employees in various functional areas and levels of jobs were examined using a quantitative, explanatory research design. The HRM practices that were analyzed were training and development, work-life balance and salary increment. Odds ratio and ordinal logistic regression and binary logistic regression methods of descriptive statistics and multivariate regression were used with demographic and job-related factors. The results have shown that work-life balance positively affected employee performance and negatively affected employee attrition significantly, which demonstrates its core importance in workforce effectiveness. The increase in compensation was identified to be a considerable stimulus in improving employee performance but it did not have a significant impact on attrition. The direct effect of training and development on performance and attrition did not show any statistically significant effect in the estimated models. In general, the findings show employee well-being-based HRM practices are instrumental contributors to organizational performance in modern business settings. The research has added empirical results to the strategic HRM literature and offered practical implications to the managers aiming at enhancing performance and retention using data-driven HRM approaches.
VIRTUAL MANAGEMENT OF FLUID WORKFORCE IN A HYBRID WORK ENVIRONMENT: LEADERSHIP ROLE IN DIGITAL TRANSFORMATION
This conceptual study examines the virtual management of a fluid workforce in hybrid work environments with specific emphasis on the leadership role in digital transformation. Hybrid work has transformed organizational structures by enabling employees to operate across flexible locations, digital platforms, changing roles, and diverse work arrangements. While such flexibility improves agility, productivity, and access to talent, it also creates challenges related to coordination, employee engagement, communication, performance monitoring, digital fatigue, trust, and organizational cohesion. Drawing on literature from human resource management, organizational behavior, leadership studies, business information systems, and digital transformation, the study adopts a thematic synthesis approach to develop a conceptual framework linking leadership competencies, digital transformation enablement, and workforce and organizational outcomes. The findings indicate that leadership competencies such as digital fluency, virtual communication, emotional intelligence, trust-building, ethical governance, and change management are essential for managing hybrid and fluid workforces. Digital transformation acts as an enabling mechanism by supporting collaboration, knowledge sharing, performance tracking, data-driven decision-making, and employee engagement. The study further identifies employee engagement, productivity, innovation, employee well-being, and organizational resilience as key outcomes of leadership-driven digital transformation. Industry-specific analysis shows that hybrid workforce management varies across IT, healthcare, manufacturing, education, banking, financial services, and consulting sectors. The study contributes to business and management literature by presenting leadership as a central driver of digital transformation and effective virtual workforce management.
THE ROLE OF DIRECT BENEFIT TRANSFER IN PROMOTING FINANCIAL INCLUSION IN VIDARBHA
Direct Benefit Transfer has emerged as an important tool of welfare delivery in India as it can transfer government welfare directly to the bank accounts of beneficiaries. In addition to increasing transparency of welfare distribution, DBT has been linked to more people engaging with formal financial services. This study focuses on the DBT's contribution towards financial inclusion of the beneficiaries in the Vidarbha region of Maharashtra. The study employs descriptive quantitative research with primary survey data from 400 beneficiaries of the DBT and secondary data of the DBT fund transfers and transactions volume from 2019-2020 to 2023-2024. Descriptive statistics, paired sample t-tests, chi-square tests, one-sample t-tests and effect size interpretation are used to analyze the data. The findings reveal that average annual income and average savings rose significantly. The paired sample t-test results show that there were statistically significant differences between the income and savings before and after DBT. There was also high level of consensus among the beneficiaries that DBT contributed favourably to the financial security and utilization of banking services. No significant associations were found between occupation and self-reported financial stability or financial services use, indicating that DBT financial inclusion outcomes were experienced across occupational groups. In conclusion, the study found that DBT can play a role in promoting financial inclusion in Vidarbha by enhancing the engagement of beneficiaries with the banking sector, their perception of financial stability and their savings habits among the rural and semi-urban beneficiaries.
“Sustainable Development Goals in Star Hotels; A Systematic Literature Review of Integration Practices, Drivers & Implications of Sustainable Hospitality”
The hospitality industry plays a critical role in advancing sustainable development due to its significant environmental, social, and economic impacts. The SDGs offer an extensive framework for directing sustainability measures in hotel operations. However, there is still a lack of systematic synthesis and fragmentation in the current research on SDG integration in star hotels. With a focus on integration strategies, important drivers, and implications for sustainable hospitality, this study attempts to methodically assess and analyse academic literature on the integration of SDGs in star hotels. The study uses a Systematic Literature Review technique and adheres to PRISMA principles to find, filter, and evaluate peer-reviewed publications that were published between 2020 and 2025. Thematic analysis is employed to synthesize finding & the review reveals that star hotels predominantly integrate SDGs related to responsible consumption and production, decent work, and clean energy through operational, strategic, and human resource practices. Key drivers influencing SDG adoption include regulatory pressures, market demand, cost efficiency, and top management commitment. The findings further highlight positive environmental, social, and economic implications of SDG integration for sustainable hospitality, while also identifying gaps related to measurement, reporting, and underexplored SDGs and outline directions for future research in sustainable hospitality management.
ITC's ESG Framework: A Commitment to Community Well-being
Environmental, Social and Governance (ESG) has become a key framework for assessing responsible business conduct, sustainability performance and corporate accountability. In India, ESG has gained importance due to climate concerns, stakeholder expectations, investor pressure and evolving sustainability reporting requirements. This study evaluates the ESG performance of ITC Ltd. over five financial years, from 2019–20 to 2023–24. It adopts a descriptive and analytical research design based entirely on secondary data collected from ITC’s ESG Fact Book, annual reports, sustainability disclosures, Business Responsibility and Sustainability Reporting documents and relevant published literature. The study applies trend analysis, percentage change analysis and comparative interpretation across selected environmental, social and governance indicators. The findings show that ITC’s renewable energy consumption increased from 9,806 TJ to 13,185 TJ, reflecting a rise of approximately 34.5%. Waste recycling remained consistently high, while groundwater withdrawal declined, indicating progress in resource efficiency. However, plastic packaging increased from 40,851 MT to 70,578 MT, highlighting a major sustainability concern. Socially, Climate Smart Agriculture coverage expanded from 7.37 lakh acres to 27.90 lakh acres, along with growth in livestock beneficiaries and water harvesting structures. Governance performance improved through stronger board independence, board attendance and code of conduct compliance, although women’s board representation remains limited. Overall, ITC shows measurable ESG progress, but challenges remain in plastic reduction, Scope 3 emissions, inclusion consistency and gender diversity.
“YOGA, WELLBEING, AND ORGANISATIONAL PRODUCTIVITY: EVIDENCE FROM WOMEN LEADERS”
The Theory of Human Productivity emphasises that organisational goals can be achieved effectively when human energy, motivation, skills, and mental well-being are utilised in a balanced manner. In contemporary workplaces, women leaders play an important role in economic development and organisational growth while managing multiple professional and personal responsibilities. These responsibilities often require emotional resilience, cognitive clarity, balanced judgment, and effective decision-making, especially in high-pressure situations. This study examines the role of regular yoga practice in improving mental well-being, decision-making effectiveness, leadership performance, and organisational productivity among women leaders. Unlike previous studies that have largely examined yoga from a psychological or health perspective, this research attempts to explore yoga from an organisational and economic perspective by linking well-being with workplace productivity. The study adopts a mixed-method approach. Quantitative data were collected from 50 women leaders through a structured Likert-scale questionnaire, while qualitative insights were obtained through opinion-based responses, documented experiences, and case-based observations. The findings indicate that regular yoga practice positively influences key managerial outcomes. Respondents reported improvement in work productivity, work quality, focus, emotional balance, stress management, leadership confidence, and rational decision-making. The study concludes that yoga can serve as an effective well-being intervention for women leaders by enhancing mental clarity, reducing fatigue, supporting balanced decisions, and improving leadership effectiveness. From an organisational perspective, integrating yoga-based wellness initiatives may contribute to improved employee well-being and productivity outcomes.
CAREER GROWTH AND WORKPLACE INCLUSION OF EMPLOYEES WITH DISABILITIES: A BIBLIOMETRIC AND KNOWLEDGE MAPPING STUDY (2010–2025)
The recent global prioritization of equality, diversity, and social inclusion has ignited interest in the workforce participation of persons with disabilities. Although interest in research has increased, the field of study on the career advancement and workplace inclusion of persons with disabilities is still a research black hole. Therefore, this study employs the use of knowledge and bibliometric maps to show the research field's intellectual structure, research themes, and patterns and maps out the study’s complexity. A bibliometric analysis was conducted on a data set of 203 articles on disabilities and employment that were indexed in the Scopus database for the period ranging from 2010 to 2025. The bibliometric analysis was conducted using the Bibliometrix and VOSviewer tools and the analysis dealt with issues such as publication trends, top journals, authors, collabouration networks, and keyword co-occurrences. The results indicated positive growth in the scholarly work of 9.37% per year, which demonstrated the growth of interest in the employment of persons with disabilities and workplace inclusion. The dataset constituted 203 articles in 154 journals and 578 authors. Through a keyword analysis of the articles, the research themes around disability employment and workplace inclusion, diversity management, organizational support, career development, and accessibility were identified. The results also showed that the research collabouration across different countries and various research disciplines for disability employment studies increased. The results are significant for researchers and program developers to identify research gaps, and for organizations to redesign employment processes and career pathways to provide inclusion. We hope to spark interest in the study of disabilities in the workplace.
TEACHING COMMUNICATION IN THE AGE OF AI: A SIMULATION-BASED INCLUSIVE CLASSROOM FRAMEWORK FOR MANAGEMENT EDUCATION
Artificial Intelligence is transforming higher education by changing how students access knowledge, interpret information, communicate, collaborate, and make decisions, requiring management communication pedagogy to move beyond traditional skill-based instruction toward AI-responsive organisational learning. This paper develops a simulation-based inclusive classroom framework for teaching managerial communication to undergraduate management students. Using a conceptual and exploratory qualitative approach, the study draws on literature related to artificial intelligence in education, experiential learning, transactional communication, simulation pedagogy, AI literacy, and inclusive classroom practice. It proposes the ‘Market Shock Simulation’ as a pedagogical model in which students engage with staged business disruption, AI-generated information, stakeholder inputs, team negotiation, written communication, oral presentations, and reflective assessment. The framework positions communication as an adaptive capability rather than isolated language skills. Students would thereby realise and appreciate communication as a process of interpretation, negotiation, and problem-solving. Through the simulation, students practise listening, reading, writing, speaking, collaboration, ethical judgement, critical evaluation of AI, and strategic decision-making in realistic organisational contexts. The paper positions the communication classroom as an interdisciplinary and experiential space that supports learning across subjects, not just language skills. The model may be implemented over two to three classroom sessions and assessed using rubrics that cover AI evaluation, communication clarity, teamwork, strategic reasoning, and reflection. This study contributes to management education by integrating AI literacy, communication pedagogy, experiential learning, and inclusivity into a practical framework for preparing future managers.
AN ASSESSMENT OF CONSUMER PERCEPTIONS OF CARE LABELS ON GARMENTS AND TEXTILE PRODUCTS IN THE SEKONDI-TAKORADI METROPOLIS
Care labels are permanent labels attached to clothing and textile products, that provide instructions on how to maintain the product in the best way possible including cleaning, ironing, drying, and bleaching. With the increase in the complexity of fabric compositions, and the still advancing technology of textiles, care labels have increasingly become an important tool in helping consumers, as well as professional caregivers, make informed post-purchase decisions. Nevertheless, consumer orientation of care label symbols is not adequately researched within the context of sub-Saharan Africa. The paper examines consumer attitudes and real knowledge of care labels in Sekondi-Takoradi Metropolis of Ghana. We sampled 180 respondents using simple random and stratified random sampling methods, with three groups (members of the general population, workers in the laundry establishments, and fashion designers) being sampled. Structured interviews and semi-structured questionnaires were used to collect data, which were analysed with the help of the SPSS and one-way ANOVA. Findings reveal that the rate of accurate recognizing care label symbols was significantly low in most of the categories with the notable exception of basic ironing symbols. Another finding of the study was that educational attainment is positively correlated with care label literacy. The implications on consumer education, textile labelling policy, and practice in the fashion industry in Ghana are discussed
ORGANIZATIONAL LEARNING PATHWAYS AS A RETENTION MECHANISM: THE ROLE OF EMPLOYABILITY PERCEPTIONS AMONG INDIAN SOFTWARE ENGINEERS
Background: The rapidly evolving Indian software industry has intensified concerns regarding skill obsolescence and employee turnover, making workforce adaptability a critical organizational priority. Strategic organizational learning initiatives are increasingly recognized as essential for enhancing employee employability and retention. Purpose: This study develops and empirically tests a multi-level model examining the relationship between organizational learning pathways, employability perceptions, and retention intentions among Indian software engineers, while investigating the moderating roles of proactive personality and managerial support for learning. Methods: A mixed-methods research design was employed. In the qualitative phase, semi-structured interviews with HR managers and software professionals informed the refinement of the conceptual model. In the quantitative phase, survey data were collected from 400 software professionals across 20 Indian IT organizations. The majority of respondents were aged between 25 and 35 years (62%), with an average work experience of 6.2 years. Data were analyzed using Hierarchical Linear Modeling (HLM) to assess cross-level relationships. Results: The findings revealed that organizational learning pathways significantly enhanced employability perceptions (β = 0.47, p < 0.01), which subsequently reduced turnover intentions (β = –0.39, p < 0.01). Employability perceptions partially mediated the relationship between organizational learning pathways and retention intentions. Furthermore, proactive personality (β = 0.21, p < 0.05) and managerial support for learning (β = 0.28, p < 0.05) strengthened these relationships, indicating the importance of both individual and organizational enabling factors. Conclusion: The study demonstrates that inclusive organizational learning pathways contribute to stronger employability confidence and lower turnover intentions among software professionals. Findings further suggest that employee retention is shaped through the interaction of organizational learning mechanisms and individual psychological characteristics.
THE SYSTEMS PARADIGM OF LEADERSHIP: INTEGRATING COMPETENCY DIRECTORIES WITH STRATEGIC LEADERSHIP BRANDING
Competency mapping has emerged as a strategic mechanism for developing customer-centric leadership and strengthening organisational adaptability in highly competitive business environments. The present study examines how structured competency frameworks contribute to leadership effectiveness, talent management, and sustainable organisational performance by aligning employee capabilities with institutional goals and customer expectations. Adopting an “outside-in” organisational perspective, the study emphasises that enduring leadership capability is created not merely through individual managerial traits but through institutionalised systems, behavioural frameworks, and competency-driven organisational culture. The study employs descriptive statistics, ANOVA, independent sample t-tests, and OLS regression analysis using data collected from 110 executives in pharmaceutical companies. The findings reveal that organisations implementing competency-based leadership systems achieve superior outcomes in communication effectiveness, teamwork, employee engagement, operational execution, and organisational performance. The empirical results further indicate that managerial hierarchy, compensation structure, and multinational organisational exposure significantly influence leadership competency development. The study also highlights the importance of dynamic competency directories, structured leadership development initiatives, and competency-based talent management systems in sustaining competitive advantage. Practical implications suggest that organisations should institutionalise competency architectures to strengthen leadership pipelines, employee development, and strategic HRM practices. The findings contribute to strategic human resource management literature by positioning competency mapping as a driver of organisational leadership capability and business performance.
AI CAPABILITY AND FIRM PERFORMANCE: A DYNAMIC CAPABILITIES PERSPECTIVE ON DECISION-MAKING QUALITY
In today's agile business landscape, Artificial Intelligence (AI) has emerged as a key strategic asset for companies looking to optimize business performance. Although AI investments have been increasing, not much research has focused on how AI capability can affect firm performance. Based on the Dynamic Capabilities Perspective (DCP), the present study examines the connection between the AI capability, decision-making quality, and firm performance. The study also explores the mediating effect of decision making quality between AI capability and firm performance. The design of the research used was quantitative and the respondents were 245 people who belong to organizations that are implementing technologies powered by AI. Measurement scales from previous studies were adapted to quantify the aspects of AI capability, quality of decision-making, and firm performance. Data collected were analyzed by using the software ADANCO, namely by Partial Least Squares Structural Equation Modeling (PLS-SEM). The results confirmed that the capability of AI has a positive and significant impact on decision-making quality and firm performance. The quality of the decisions also proved to impact firm performance positively. The mediation analysis verified the presence of a partial mediation between AI capability and firm performance. The study helps the existing literature by elucidating the mechanism of generating organizational value through the use of AI capability and the enhancement of managerial decision making processes. The results also offer implications for organizations looking to enhance their strategic responsiveness and competitive edge with AI-driven decision systems. AI's capabilities are opening up exciting new areas for growth in the business world, with the ability to enhance the effectiveness of decision-making and the performance of the firm.AI capabilities are increasingly a viable option for businesses in several sectors as they can improve the decision-making process and boost business performance.
ARTIFICIAL INTELLIGENCE ADOPTION AND ORGANIZATIONAL PERFORMANCE: THE MEDIATING ROLE OF DECISION-MAKING QUALITY
Artificial Intelligence (AI) is becoming popularly known as a strategic enabler of organizational change, but little empirical evidence exists explaining how the adoption of AI translates into improved organizational performance. The paper will fill this gap by analyzing how the quality of decision making mediates the relationship between the use of AI and organizational performance. The paper is based on the theory of Dynamic Capabilities and the Resource-Based View, which suggests that AI is a capability that improves decision-making processes, which will subsequently lead to performance outcomes. The research design adopted was a quantitative and cross sectional research design using a data collected by the researcher on 240 respondent managers. Partial Least Squares Structural Equation Modeling (PLS-SEM) of ADANCO was used to analyze the proposed model. The findings show that the adoption of AI has a robust positive impact on the quality of the decisions and the performance of an organization. The quality of decision-making is also an important factor in the organizational performance. The mediation analysis supports the idea that the quality of decision-making is a mediator of the relationship between the AI adoption and performance, which is why it is the critical element influencing the choice of underlying mechanisms. The results are useful to the literature as they unpack the process that creates organizational value and goes beyond the direct effect models to a more subtle, process oriented viewpoint. The research also provides some practical advice, indicating that the organizations need to supplement the investments in AI with the initiatives that will improve the decision-making processes. In general, the study can give a solid idea of how and under what conditions the adoption of AI can result in excellent organizational performance.
ENTREPRENEURIAL INTENTIONS AND THEIR ANTECEDENTS: A SYSTEMATIC LITERATURE REVIEW
This research conducts a systematic literature review to integrate the existing literature on entrepreneurial intentions (EI) and their key antecedents. A structured literature search was conducted in the most prominent databases, including Web of Science, ScienceDirect, and Google Scholar, covering literature from 1980 to January 2026. Using predefined criteria, 115 peer-reviewed articles were chosen for analysis. Both citation analysis and thematic analysis were used to identify the most prominent research trends, key studies, and emerging themes. The findings reveal that there are five key thematic areas: foundational theories of entrepreneurial intention, demographic and personality variables, forms of capital (human, social, and psychological), entrepreneurial self-efficacy, and entrepreneurship education, with a focus on perceived university support. The literature review confirms that self-efficacy and entrepreneurship education are established strong predictors of EI, but the role of demographic variables is inconclusive. This research makes a contribution by providing a comprehensive and structured literature review of the existing literature on EI, identifying the gaps in the existing literature, and providing suggestions for future research, especially in the areas of entrepreneurship policy and cross-cultural studies.
FACTORS AFFECTING ORGANIZATIONAL CLIMATE IN HIGHER EDUCATION INSTITUTES: AN EXPLORATORY STUDY OF COMMUNICATION AND ORGANIZATIONAL MANAGEMENT PRACTICES IN HARYANA
The organizational climate has a substantial impact on the attitudes, behaviours, and effectiveness of the academicians working in the higher education institutions. The objective of the present study was to identify the major factors affecting organizational climate among faculty members of private, government and aided colleges of Haryana. The study used an exploratory research design, and the data were primary data that were collected using a structured questionnaire. The sampling frame was the teaching faculty of the 22 districts in the state of Haryana, and 300 usable responses were received for analysis. Stratified random sampling and purposive sampling techniques were used in selecting the respondents. To identify the dimensions of organizational climate, Exploratory Factor Analysis (EFA) was performed with Principal Component Analysis (PCA) and Varimax Rotation. The Kaiser-Meyer-Olkin (KMO) value was 0.838, and the Bartlett's Test of Sphericity was significant, indicating that the data were suitable for factor analysis. Five major factors were found that accounted for 77.493% of the total variance. These factors were recognised as Participative Management, Safety and Security, Communication System, Monetary Benefits and Grievance Handling. The study finds that these dimensions play a significant role in determining the organizational climate in the educational institutions. The results can be useful to institutional administrators and policy makers in creating supportive work environments that positively impact faculty satisfaction, engagement, communication, and institutional effectiveness.
WORKPLACE BULLYING AMONG FEMALE FACULTY MEMBERS IN HIGHER EDUCATION INSTITUTIONS: AN EXPLORATORY STUDY FROM HARYANA
Workplace bullying has become a serious organizational and human resource management concern because it negatively affects employees’ psychological well-being, workplace relationships and institutional effectiveness. The objective of the current study is to determine the main aspects of workplace bullying among female faculty members employed by particular Haryana higher education institutions. For the study, a descriptive research approach was chosen. A sample of 260 respondents was chosen using proportionate stratified selection from the population of 4,136 female faculty members from ten chosen universities. A systematic questionnaire with a five-point Likert scale from Strongly Agree to Strongly Disagree was used to gather primary data. The underlying aspects of workplace bullying were determined using Principal Component Analysis (PCA) with Varimax Rotation. Person-Related Bullying, Work-Related Bullying, Career-Related Bullying, Social Exclusion and Intimidation-Related Bullying were the five main dimensions identified by the research. The findings show that bullying at work is a complex problem that involves intimidation, exclusionary behavior, career-related limitations, job pressure and interpersonal animosity. The report emphasizes how important it is for universities to provide encouraging work environments, strong anti-bullying regulations, counselling programs and open grievance procedures. Resolving workplace bullying can boost institutional efficacy, develop relationships at work and promote employee well-being.
A CONCEPTUAL STUDY ON THE INTEGRATION OF NON-COGNITIVE SKILLS IN LEADERSHIP DEVELOPMENT
The paper analyses the combination of non-cognitive skill features in leadership development, with special reference to emotional, behavioral and interpersonal skill aspects being the fundamental transmitter of proficient leadership. Being different from cognitive skills that mainly target thinking ability, non-cognitive skills including understanding emotions, talking, changing, and encouraging oneself largely determine the extent to which leaders will be effective in today's organizations. As a conceptual study, it maps out the territory of non-cognitive skills and leadership development frameworks through the prism of the literature review. It draws on major theoretical underpinnings such as Social Cognitive Theory, Emotional Intelligence Theory, and Behavioural and Psychological theories to shed light on the development and application of these skills. The research further discusses the influence of non-cognitive skills on leaders' performance with a focus on employee engagement, organizational success and working together. In addition, it presents big problems such as measurement issues, unawareness and organizational hinderances. At the same time, it recommends ways like training sessions, educational measures, and the application of technology and AI. The main points are that the incorporation of non-cognitive skills in leadership development is necessary for preparing leaders who are capable of change, coming back after difficulties, and performing well in the fast-changing world of today.
COMPARATIVE EMPIRICAL EVALUATION OF SOCIALLY RESPONSIBLE AND CONVENTIONAL EQUITY PORTFOLIOS IN INDIA: A STUDY ON MULTI-FACTOR AND PERSISTENCE APPROACH
The study examines the comparative performance of ESG based Socially responsible Portfolios and Conventional Equity Portfolios in India over the period from April 2009 to March 2024. It compares responsible portfolios with conventional portfolios and market benchmarks using return, risk, risk-adjusted measures, the Carhart four-factor model, and the Top-minus-Bottom (TMB) approach for persistence analysis. The findings show that socially responsible portfolios were not financially disadvantaged during the study period. NIFTY100 ESG portfolio recorded the highest average return over the full period, while SR Non-Blue Chip portfolio performed strongly across several risk-adjusted and alpha-based measures. The Carhart model further shows that some responsible portfolios generated positive abnormal returns even after controlling for market, size, value, and momentum factors. However, the persistence results suggest that such out performance was not stable across time and was often followed by reversal effects. Overall, the results indicate that ESG and socially responsible investing in India offered a credible and financially sound alternative to conventional investing during the study period.
A GENERATIONAL STUDY OF BEHAVIOURAL BIASES AND THEIR IMPACT ON PORTFOLIO MANAGEMENT AMONG ACTIVE INVESTORS IN THE INDIAN STOCK MARKET" IN BENGALURU
Behavioural finance has taken over the traditional fiancé where it majorly emphasises on the effect of psychology on investment decision. The Behavioural finance has undoubted effected the Indian stock market and the retail investors of the same. The study aims to identify the prominent generation groups who are actively investing in Indian Stock market, to analyse which behavioural bias is most prevalent amongst active investor and finally to evaluate how the duration of investment affects their portfolio management. A well-structured questionnaire was circulated amongst the investors in Indian stock exchange. The sample size was restricted to 100. During the study it was found that Millennials formed the major active investors in Indian stock exchange and they were affected majorly by disposition biases. The respondents with higher duration of investing were found to rebalance their portfolio at least annually. The statistical tool used were Chi-square, one sample Z test and Spearman’s correlation
REGULATORY HARMONIZATION IN INTERNATIONAL INSURANCE MARKETS: LEGAL AND FINANCIAL PERSPECTIVES
The increasing globalization of financial markets has significantly transformed the structure and operation of international insurance markets, creating new regulatory challenges for policymakers and supervisory authorities. This study examines regulatory harmonization in international insurance markets by analyzing the legal and financial dimensions of insurance regulation and their implications for market governance and stability. The research adopts a qualitative and comparative research design based on secondary data obtained from regulatory policy documents, international supervisory frameworks, and relevant academic literature. Key regulatory initiatives, including the Insurance Core Principles developed by the International Association of Insurance Supervisors and the European Union’s Solvency II framework, are examined to evaluate their role in promoting regulatory convergence and improving supervisory cooperation across jurisdictions. In addition, the study incorporates descriptive analysis of insurance-related data to assess how demographic and risk factors influence insurance pricing and market outcomes. The findings indicate that risk-based regulatory frameworks emphasizing capital adequacy, enterprise risk management, and supervisory transparency contribute to strengthening financial resilience within insurance markets. However, differences in legal systems, regulatory capacities, and economic priorities continue to limit the full harmonization of regulatory standards across countries. The study highlights the importance of enhanced international regulatory cooperation and coordinated supervisory mechanisms to mitigate regulatory fragmentation and improve financial stability in global insurance markets. The research contributes to the literature by integrating legal and financial perspectives to provide a comprehensive understanding of regulatory harmonization and its implications for the sustainable development of international insurance markets.
IMPACT OF RESPONSIBLE WOMEN LEADERSHIP ON ETHICAL DECISION-MAKING: A CASE STUDY OF NYKAA
The growing emphasis on corporate governance, ethical accountability, sustainability, and stakeholder-oriented business models has intensified scholarly interest in responsible leadership within emerging-market enterprises. This study examines the impact of responsible women's leadership on ethical decision-making through a qualitative case analysis of Nykaa, India’s female-led beauty and lifestyle digital enterprise. Integrating Responsible Leadership Theory, Ethical Leadership Theory, and Stakeholder Theory, the study develops an integrated framework linking leadership orientation with ethical governance systems, stakeholder trust, market legitimacy, strategic differentiation, and sustainable organisational performance. The study employs a qualitative single-case methodology supported by governance disclosures, financial indicators, market share trends, sustainability metrics, and industry-based comparative evidence. Nykaa was selected because of its rapid organisational growth, publicly documented governance transformation, female-led executive structure, and strong visibility in India’s digital retail ecosystem. Findings indicate that responsible women leadership strengthens ethical governance through transparency mechanisms, authenticity controls, accountability structures, ESG orientation, and stakeholder-responsive decision-making. The results further show that Nykaa’s inventory-led model, omnichannel expansion, private-label development, and governance-led branding contributed to stakeholder trust, competitive legitimacy, and sustainable business growth. The study contributes by developing an integrated leadership–governance–sustainability framework applicable to emerging-market digital enterprises. Findings provide managerial implications for ethical governance, stakeholder accountability, trust-driven branding, and sustainable organisational competitiveness. Overall, the study positions responsible women leadership as both an ethical construct and a strategic governance capability.