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PurposeEmotional intelligence (EI) is a critical component of leadership that reflects the ability of leaders to understand how their emotions and actions affect the people around them in the organization. This paper aims to deliver state-of-the-art insights on EI and leadership.Design/methodology/approachThis paper leverages on bibliometric analysis to unpack 25 years of EI and leadership research.FindingsThis paper reveals the bibliometric profile (e.g. trends in publication activity and top articles, authors, countries and journals) and intellectual structure (e.g. themes and topics) of EI and leadership research, shedding light on EI manifestation in leadership, EI and leadership congruence, EI role in leadership and EI and leadership for human resource management.Research limitations/implicationsThis paper offers several noteworthy implications. First, EI is a leadership competency that can be cultivated and leveraged to improve leadership effectiveness. Second, the need for EI and leadership congruence indicates that leadership effectiveness is vital to human resource management (HRM). Taken collectively, these theoretical implications, and by extension, practical implications, suggest that increased investment in EI and leadership effectiveness is critical for organizations and their HRM.Originality/valueThis paper sheds light on current trends and ways forward for leading by feeling, showcasing the role and manifestation of EI in leadership, its value for HRM and the importance of its congruence for effective leadership in shaping the future of work.

Introduction and Aim: Prostate is one of the commonest sites of malignancy affecting elderly male population & is increasingly becoming a significant public health issue especially in countries having aging population. We hypothesized that altered levels of adiponectin-leptins may be an underlying connection between incidence of prostate cancer (PCa) and aged matched males. Materials and Methods: This study was designed to comparatively corelate circulating serum levels of adiponectin & leptin in 160 elderly patients with PCa to their serum levels in 160 healthy controls. The age and body mass index in all groups were dissimilar in case and control. Based on the Gleason score of 7, =7 >7, patients were further subdivided into low, intermediate, high grades of PCa, respectively. Results: No significant statistical variance was identified in terms of age, Body mass index (BMI), Radom blood glucose, HDL, LDL, triglycerides, total cholesterol, creatinine, and BUN levels within the compared groups. In PCa patients’ group, concentration levels of serum adiponectin were significantly lower, and levels of serum leptin was significantly greater compared to healthy controls (P

This century has been proclaimed the Asian century, as industrialised countries such as Japan, Singapore, and South Korea, along with rapidly emerging nations such China and India, have contributed to worldwide economic growth. In response, research has analysed the reasons why Asian business and management have found such success. Based on a bibliometric analysis of Asian Business & Management (ABM), a premier journal devoted to Asian management, here we examine the performance of the research constituents, social structure, and intellectual structure of 331 scholarly papers, which sheds light on the growing influence of ABM through six major knowledge clusters: corporate social responsibility; business management in emerging markets; corporate governance; internationalization; political and business ties; and organization culture and performance. Temporal analysis reveals the emergence of strategy and human resource management as a distinct knowledge cluster and the increasing importance of China as a research context and producer. Based on this analysis, we propose future research directions.

In this paper, we respond to the calls for context-specific scholarship and research on human resource management (HRM) in Asia. We provide an overview of and key insights into HRM in five Asian countries, representing five key regions: China (East Asia), India (South Asia), Kazakhstan (Central Asia), United Arab Emirates (West Asia), and Vietnam (Southeast Asia). Based on our comprehensive, pan-Asian review, we develop a reflective, comparative, and relational understanding of HRM practices. In doing so, we group the myriad contextual influences on the shaping of HRM practices at three broad levels: macro-, meso-, and microlevel influences. Specifically, we propose that influences from regionalization of economies, national business systems, industry, multinational enterprises, and individual-level predispositions collectively shape and variously influence the nature and extent of HRM practices. By considering the findings of prior research on convergence and divergence, we offer a nuanced perspective wherein each country and region in Asia possesses a distinct amalgam of national business systems, and where HRM practices respond to multilevel influences in varied ways.

This paper explores the extent to which SMEs can adapt and develop circular economy practices in an emerging market context. Since the evidence provided by the literature is mostly based on large firms operating in developed countries, our focus on India's indigenous Ayurveda industry allows a much-needed and nuanced lens through which to view circular economy activities. We use a two-step research design involving a systematic bibliometric analysis as a first step in the highlighting of numerous themes emanating from the circular economy literature. Second, we complement these insights with two case studies based on SMEs in the Indian Ayurveda industry. Our findings reveal that SMEs engage and contribute to the circular economy. More specifically, we present unique insights into the reasons, drivers, and motivations for SME involvement in the circular economy, wherein we observe a blending of indigenous practices and modern technology. Our findings allow us to propose several important implications for theory and practice.

PurposeRapid technological advancements and the ever-increasing demand for Internet and social networking sites worldwide have increased the opportunity for extensive use and misuse of these platforms. Research and practice have typically focused on the brighter side of social networking sites due to the adoption of EHRM (Electronic Human Resource Management). However, less is known about the dark side of EHRM, especially the drawbacks associated with the use of social networking (SNs) platforms in organisations. In addition, most of such studies have primarily involved the western country context, and in an emerging country scenario, these kinds of studies are limited. Hence, the study aims to investigate the complexities of the use of SNs as an e-HRM strategy in organisations in an emerging country context.Design/methodology/approachDrawing on 26 in-depth interviews of HR practitioners and analysing their narratives surrounding employees' use of social networking (both enterprise social networks [ESNs] and social networking sites [SNSs]), this study illuminates the dark or the adverse side of EHRM. Specifically, it focuses on the link between employees' deviant workplace behaviour and their usage of social networking (SN) platforms in organisations (i.e. SNs at workplaces influencing employee's unethical behaviour at work).FindingsThe empirical findings reveal the subtle intentional and unintentional indulgence of employees via SNs in various types of deviant behaviours such as sharing confidential information, bullying, harassment, breaching colleagues' privacy, etc., at the workplace in the emerging market context of India. Utilising the social networking perspective and the 4Ps of deviant theory, this article describes deviance behaviours in detail and explains the inadvertent complexities of leveraging SNs as an EHRM tool at the workplace. These insights then provide a starting point for discussing the theoretical and managerial implications of the research findings.Research limitations/implicationsDerived from the current research, this model offers an integrative frame-work for understanding DWBs in SNs platforms in general. This also shows that use of SNs at workplace often leads the employee engaging in non-productive activity. Hence future studies can explore the application of this framework in organizations in detail, thus further highlighting the usefulness of EHRM to understand the employee behaviours at the workplace by the organisations.Practical implicationsThe research offers several managerial implications concerning the use of SNs as EHRM strategy at the workplace, which is perceived as a global challenge nowadays. Primarily it offers suggestions for the social media professionals and HR practitioners regarding the use of SNs in organisations.Originality/valueThe study's findings highlight the complex process that explains how SNs as an EHRM strategy affect employee deviance behaviours in the workplace. Till date, no known study has considered the possible effect of SNs on deviance behavior at the workplace in an emerging country context.

This study examines whether the adoption of artificial intelligence (AI) in the workplace can make employees satisfied with AI service quality and increase their job satisfaction. The study's conceptual framework was tested using a cross-lagged panel analysis (N = 313) of hotel employees and managers in Vietnam. This research shows that AI satisfaction with service quality mediated the impact of AI service quality on employees’ job satisfaction. Job level had a moderating effect on the impact of AI service quality on AI satisfaction and job satisfaction, such that AI service quality had an impact on AI satisfaction only in the non-supervisory group but had an impact on job satisfaction in both non-supervisory and supervisor/manager groups. AI service quality affected AI satisfaction in both job roles (frontline and back-end employee roles), but only influenced job satisfaction for the back-end employee role. The implications of our findings for future research and practice are discussed.

PurposeThis study aims to combine the theory of planned behave or (TPB) and the motivational framework to extend the research on online knowledge sharing (OKS) in an organization by exploring the factors that drive the knowledge sharing intentions (KSI) of posters and lurkers.Design/methodology/approachA field survey with 501 employees in Vietnamese telecommunication companies is used to collect the data and a structural equation modeling approach with AMOS 25.0 is used to test all the hypotheses.FindingsAttitudes toward OKS and subjective norms influence online KSI for both posters and lurkers. Self-enjoyment has a stronger effect on the attitudes toward OKS for posters than lurkers. Self-efficacy, reciprocity and rewards only affect posters and not lurkers.Research limitations/implicationsThis study uses self-efficacy and self-enjoyment to represent intrinsic motivation and reciprocity and rewards for extrinsic motivation. Future research may use additional motivational factors to provide additional insights.Practical implicationsManagers should pay greater attention to subjective norms and attitudes toward knowledge sharing to motivate all the employees to share knowledge with each other to improve organizational performance.Originality/valueThis is the first study to combine TPB with the motivational framework to explore the factors that drive online knowledge sharing in an organization.

For economical design, scour around the bridge piers is required to be controlled. In the present study, an attempt has been made to minimize scour depth by placing a triangular prism on the downstream side of a circular pier (35 mm dia) with one of its noses facing the direction of flow and other facing opposite to the direction of flow. Three different bed samples collected from Ghaggar, Patialki-Rao and the Kotla super-passage have been placed in a rectangular flume. Discharge values were varied from 0.0015 to 0.0186 m3/sec. Results are compared for observed scour-depth for upstream (U/S) and downstream (D/S) piers with and without protection. Arrangement with a triangular prism of 2.5 times the diameter of the circular pier in the upstream direction of the flow is very effective in reducing scour depth. Further, it is possible to reduce the scour depth with an average efficiency of 65% for Ghaggar, 56% for Patialaki-Rao and 64% for the Kotla super-passage with respect to the circular pier. The comparison of observed values of scour-depth with computed values of Lacey's scour-depth was underestimated with a maximum of ±70%. Hence, a new site-specific relationship between scour depth, discharge intensity and silt factor has been proposed. Validation of the new proposed relationship with observed data is in a good agreement ±20%.

Using an in-depth qualitative case study design, focusing on a significant global technology consulting multinational enterprise’s (MNEs) subsidiary in India, this research analyses interview, documentary and observational data for insights on the proliferation of artificial intelligence (AI) in human resource management (HRM). By developing HRM-focused, AI-enabled applications, the MNE improved HR cost-effectiveness and offered a hyper-personalised and individualised employee experiences. Employing the theoretical lenses of individualisation of HRM practices, AI-mediated social exchange, job signalling and person-organisation fit theories, this research explains employees’ experience of HRM practices and its impact on their attitudes and behaviours. Ten interviews were conducted with global technology leaders, champions of innovation, senior HR leaders and employees, including those engaged in the design and implementation of HR-focused AI applications. Findings suggest the use of AI-enabled bots, virtual, digital and personal assistants for carrying out a range of HRM tasks, such as routine, analytical, interactional and communicative tasks involving employees. A diverse set of HRM-focussed AI applications operant at this MNE contributed to its HR cost-effectiveness and enhanced the overall employee experience, thereby resulting in improved levels of employee commitment, satisfaction and reduced employee turnover behaviour. Implications for research and practice are also discussed.

PurposeThis paper aims to investigate the differences in the mediating roles of trust and knowledge sharing (formal vs informal) in the process by which training and incentives influence organizational performance (sales increase and labor productivity).Design/methodology/approachThe data from an online survey of Senior Managers from 119 firms in Hong Kong’s clothing industry (HKCI) was analyzed using SmartPLS software.FindingsTrust has a stronger mediating impact in the effects of incentives (vs training) on both formal and informal knowledge sharing. Informal (vs formal) knowledge sharing has a stronger mediating impact in the effects of trust on sales increase and labor productivity.Research limitations/implicationsFuture research may consider different dimensions such as knowledge donating and collecting behaviors, as well as motives, such as self-enjoyment, reciprocity or social interaction ties to study knowledge sharing behavior.Practical implicationsThis study shows that incentives are more likely than training to help build a trusting environment in an organization and that informal knowledge sharing has a stronger influence on organizational performance than formal knowledge sharing.Originality/valueThe study’s distinctive contribution is the under-researched context of HKCI for investigating the mediating effects of trust and formal and informal knowledge sharing between ability and motivational practices on performance.

PurposeOnline knowledge sharing is a critical process for maintaining organisational competitive advantage. This paper aims to develop a new conceptual framework that investigates the moderating impacts of innovation on self-efficacy, extrinsic and intrinsic rewards on employees’ online knowledge sharing behaviour in public and private sector companies.Design/methodology/approachThis research analysed 200 responses to test the moderating effects of organisational innovation on the relationship between self-efficacy and rewards and online knowledge sharing behviours. The analysis was carried out using component-based partial least squares (PLS) approach and SmartPLS 3 software.FindingsThe results reveal that self-efficacy significantly affects online knowledge sharing behaviour in firms, regardless of the organisation type. Extrinsic rewards encourage employees in private companies to share knowledge online, whereas intrinsic rewards work effectively in public companies. Additionally, the study found the moderating role of organisational innovation in examining the relationship between rewards and online knowledge sharing behaviour.Research limitations/implicationsFuture research may consider different dimensions such as knowledge donating and collecting behaviours as well as motives, such as self-enjoyment, reciprocity or social interaction ties, which may be investigated to get a deeper understanding of online knowledge sharing behaviour.Practical implicationsFirms must tailor training and rewards to suit employees’ abilities and needs so as to align with organisation type and innovation.Originality/valueThe study’s distinctive contribution is the under-researched context of Vietnamese public and private sector banks for investigating the moderating effects of organisational innovation on micro and meso factors on online knowledge sharing behaviour.

Knowledge integration (KI) is a source of sustained competitive advantage for firms. This paper draws upon the knowledge-based view of the firm and ability-motivation-opportunity framework to develop a theoretical and empirical model showing the role of human resource management (HRM) practices in achieving KI. Findings suggest three ability-enhancing practices (training and development, focused hiring, and knowledge questioning values), four motivation-enhancing practices (project-specific performance, competency-based performance management, project-based information dissemination, and information and knowledge sharing forums) and five opportunity-enhancing practices (team working, information and knowledge sharing, verticalisation of business, geographical information and knowledge sharing, and structural change) that facilitate KI. The paper concludes with managerial implications, directions for future research and the study's limitations.

Recently, work on reinforcement learning (RL) for bipedal robots has successfully learned controllers for a variety of dynamic gaits with robust sim-to-real demonstrations. In order to maintain balance, the learned controllers have full freedom of where to place the feet, resulting in highly robust gaits. In the real world however, the environment will often impose constraints on the feasible footstep locations, typically identified by perception systems. Unfortunately, most demonstrated RL controllers on bipedal robots do not allow for specifying and responding to such constraints. This missing control interface greatly limits the real-world application of current RL controllers. In this paper, we aim to maintain the robust and dynamic nature of learned gaits while also respecting footstep constraints imposed externally. We develop an RL formulation for training dynamic gait controllers that can respond to specified touchdown locations. We then successfully demonstrate simulation and sim-to-real performance on the bipedal robot Cassie. In addition, we use supervised learning to induce a transition model for accurately predicting the next touchdown locations that the controller can achieve given the robot's proprioceptive observations. This model paves the way for integrating the learned controller into a full-order robot locomotion planner that robustly satisfies both balance and environmental constraints., Accepted at ICRA 2022. Video at https://www.youtube.com/watch?v=-zim1QQgA2s

The current literature on the use of disruptive innovative technologies, such as artificial intelligence (AI) for human resource management (HRM) function, lacks a theoretical basis for understanding. Further, the adoption and implementation of AI-augmented HRM, which holds promise for delivering several operational, relational and transformational benefits, is at best patchy and incomplete. Integrating the technology, organisation and people (TOP) framework with core elements of the theory of innovation assimilation and its impact on a range of AI-Augmented HRM outcomes, or what we refer to as (HRM(AI)), this paper develops a coherent and integrated theoretical framework of HRM(AI) assimilation. Such a framework is timely as several post-adoption challenges, such as the dark side of processual factors in innovation assimilation and system-level factors, which, if unattended, can lead to the opacity of AI applications, thereby affecting the success of any HRM(AI). Our model proposes several testable future research propositions for advancing scholarship in this area. We conclude with implications for theory and practice.

This paper explores the positive and negative social impact of business relationships in the Ghanian gold mining industry. We adopted an in-depth longitudinal case study approach to explore the responsible and irresponsible behaviour of dominant stakeholders in Ghana’s mining sector. Exploiting unique primary data collected from various stakeholders allowed us to identify and map the evolution of CSR behaviour through the theory of planned behaviour over three distinct time periods since Ghana’s independence of 1957. Findings from our study suggest that the state and multinational enterprises as key stakeholders in the network of business relationship played a critical role in paving the way for the indigenous people to participate more fully in the mining business. We argue that local participation in the industry’s activities has direct social impact, but there is further need to explore the dynamics underpinning a network of relationship.

This paper contributes to the dynamic capabilities (DCs) literature by delving into the relationship between DCs, corporate control style (CCS), and high margin product development (HMPD)-company performance. Our qualitative results are based on semi-structured interviews conducted within a multinational telecommunication corporation. The narratives indicate that DCs positively influence HMPD/company performance. The level of positive influence of DCs on performance will depend on the CCS of the organization, since CCS directly affects the seizing and transforming activities of DCs. CCS also regulates the link between sensing and shaping DCs activities and HMPD/performance. We find evidence that there is no specific order in which the sensing, seizing, and transforming activities occur. We suggest that the identification of “Surge” and “Lurch” events is a key channel for managers to enhance DCs management in their organisation. Our findings are compared to relevant studies on EMNEs.

The sustained growth and importance of Asia as a hub of economic, social and political activity has attracted significant foreign direct investment and opportunities for economies from the West and other parts of the world to invest in this fast growing region. Regional headquarters and global innovation hubs of large multinational corporations (MNCs) are evidence of an Asian century phenomenon. The proliferation of tax havens in the region or the use of tax havens by firms in the Asian region is no surprise. This is evidenced through a complex and systematic policy choice by power coalitions, to facilitate their interests as well as trade and growth in the region. This proliferation has also had an impact on the changing identity of Asian MNCs in Asia. In this paper, we highlight this new and pervasive trend by presenting findings from recent research in the region on the topic of tax havens and identities of Asian MNCs.

Research examining the relationship at the interface of personality, values, moral foundations and its impact on employees’ subjective well-being, resilience, job performance and satisfaction is almost non-existent. This study addresses this Special Issue’s call focusing on the key antecedents and consequences of resilience on individual and/or organisational level outcomes. It does so by analysing data from two different, though comparative cross-national studies in Australia and India. Employing a quantitative survey method, we collected data from 195 respondents in Australia and 257 respondents from India. Employing the core theory of moral foundations in association with its relationships with individual personality, values, well-being and resilience, our findings suggest a significant relationship between personality traits and individual moral foundations, and psychological well-being via values. The study offers distinctive contributions to the literatures on well-being, resilience and moral foundations theory. Specifically, the personality trait of extroversion influences power and achievement or self-enhancement values through individualised moral foundations. Second, the study found that values of benevolence and universalism, or compassionate values, form the basis for biological mechanisms of resilience through individual moral foundations of fairness/harm care. The paper concludes with implications for theory and practice.

This paper explores the development of an ambidextrous context in a rapidly growing emerging market multinational (EMNE), thus unbundling cultural and structural complexities. We use the micro-foundational lens of ambidexterity to explore and identify different processes, structures and mechanisms that underpin the development of ambidextrous practices in the EMNE. We adopt a longitudinal case study design to trace the evolution of the EMNE, which during the initial phases of its existence focused on supplying industrial enzymes and refined its technical base. In subsequent years, it exploited its technical base to emerge as a full-fledged biopharmaceutical EMNE and adopted strategic partnerships with international companies to explore new knowledge. Our novel and rich research context also provides us with insights on how this EMNE exploited its technological knowledge, whilst utilizing strategic alliances to simultaneously engage in exploratory activities. Through the micro-foundational lens of ambidexterity, we uncover the critical role played by its leadership in addressing paradoxical tensions for simultaneously managing exploitation and exploration in an international strategic alliance context.

Green innovation could become a valuable firm resource for establishing competitive advantage while simultaneously contributing towards sustainable development; in other words, green innovation has the potential to address the dilemma between consuming available resources and preserving them for the future. However, there is a dearth of studies systematically examining the present structure and future scope of research on green innovation as a firm resource. Seeking to explain the sustainable development dilemma of green innovations through the theoretical perspective of the resource-based view of the firm, we address this gap with a comprehensive bibliometric analysis of 951 relevant articles. The key contributors to the extant literature are recognised with bibliographic coupling, citation analysis and co-authorship analysis. A co-citation analysis identifies four major thematic areas of research: green supply chain management, green product design, corporate environmental responsibilities and social sustainability. Further, a dynamic co-citation analysis tracks the progression of these thematic areas. Content analysis of the thematic areas provides insights into the status of the research domain. This study also contributes to the extant literature by identifying prestigious articles on green innovation as a firm resource, analysing the co-occurrence of keywords and suggesting future research agendas. publishedVersion

The COVID-19 pandemic has caused organizational crises leading to shutdowns, mergers, downsizing or restructuring to minimize survival costs. In such organizational crises, employees tend to experience a loss or lack of resources, and they are more likely to engage in knowledge hiding to maintain their resources and competitive advantage. Knowledge hiding has often caused significant adverse consequences, and the research on knowledge hiding is limited. Drawing upon the Conservation of Resources and Transformational Leadership theories, a conceptual framework was developed to examine knowledge hiding behavior and its antecedents and consequences. We collected data from 281 Vietnamese employees working during the COVID-19 pandemic. Our results show that role conflict, job insecurity, and cynicism positively impact knowledge hiding behavior. Knowledge hiding behavior negatively affects job performance and mediates the antecedents of knowledge hiding on job performance. Transformational leadership moderated the impact of role conflict on knowledge hiding.

The global health system has significantly evolved over the last 30 years, particularly since the UN Millennium Declaration in 2000. The transformation in global healthcare partnerships has been most visible in the area of neglected tropical diseases, where technological innovation is directly linked to social change. Numerous strategic partnerships between different actors, including pharmaceutical companies, global and national health institutions and philanthropic organizations and disease specific foundations populate the landscape of neglected tropical diseases and yet, we know little on relational and structural aspects underpinning the partnerships. Our research uses a rich longitudinal case study – a tripartite public-private partnership formed between a global health organization, a major pharmaceutical company and a research university to develop a new drug for the treatment of malaria in Sub-Saharan Africa. Development of new drugs is central to attain social change in a poverty stricken region. We adopt a micro-foundational perspective in analyzing strategic choices made by the partnership's Product Development Team (PDT) and unravel the dynamic interplay between power–trust relationship in such strategic business partnerships.

The Liver Transplant Society of India (LTSI) has come up with guidelines for transplant centres across the country to deal with liver transplantation during this evolving pandemic of COVID-19 infection. The guidelines are applicable to both deceased donor as well as living donor liver transplants. In view of the rapidly changing situation of COVID-19 infection in India and worldwide, these guidelines will need to be updated according to the emerging data.

BACKGROUND Laparoscopic surgeries form an essence of today's surgical practice. It has been adapted as standard procedure for cholecystectomy at most centres. Haemodynamic perturbations associated with pneumoperitoneum during laparoscopic cholecystectomy may cause serious health hazard to the patient. The aim of the study is to compare the effect of oral clonidine and gabapentin premedication on intraoperative haemodynamic stability with a placebo. MATERIALS AND METHODS A prospective, randomized, double-blind, placebo-controlled study was conducted on 90 patients with ASA physical status I and II aged between 20-60 years undergoing elective laparoscopic cholecystectomy. They were randomly allocated to one of the three groups containing 30 patients each. Group C (n=30) received 150? g clonidine, group G (n=30) received 600 mg gabapentin and group P (n=30) received a multivitamin tablet 2 hrs. prior to the surgical procedure. We then assessed haemodynamics of the patients with parameters HR, SBP, DBP, MAP at different points of time and any postoperative adverse events. RESULTS Demographically all the three groups were statistically comparable. Following data interpretation, it was observed that both clonidine and gabapentin group had significantly lower HR and BP changes than placebo group (P

This study highlights how social and commercial enterprises with local and global presence, balance their economic and social goals, to sustainably serve the bottom-of-the-pyramid (BoP) markets, predominantly in emerging economies. Employing the lens of transaction cost economics and configurational theory, we propose that successful venturing into the BoP markets, sensitize firms to create appropriate governance mechanisms for reducing transaction costs, resulting in creation and capture of values. Further, these mechanisms enable those firms to attain cost efficiency and sustainability in the process of fulfilling their social objectives. To that end, we employed the case survey method to analyse 42 cases, from the Harvard Business School repository, on multinational enterprises (MNEs) in emerging economies. Further, we used qualitative comparative analysis to uncover the various causal governance configurations that enabled those firms to sustainably serve the BoP markets.

This paper responds to calls for theory development in relation to processual and meso-level explanations of ‘crossvergence’ in strategic partnerships. It contributes by reviewing the extant literature on convergence-divergence-crossvergence theory in the context of the global information technology (IT) industry and argues for the presence of ‘multivergence’ or ‘multiple configurations of crossvergence’ in an industry sector that relies extensively on strategic business partnerships. We posit and argue that the relevance of multivergence extends beyond the global and offshore IT industry to include strategic partnerships in offshoring in services and manufacturing firms. Overall, this paper identifies the processes and meso-level factors that lead to multivergence in IHRM practices and presents future research directions and ideas on this topic.

Purpose The purpose of this paper is to examine innovation in the resource-constrained context of India’s healthcare industry. It is argued that the process of innovation in addressing healthcare management challenges in such a context occurs through organisational ambidexterity and that human resource management (HRM) plays an important role. Design/methodology/approach A qualitative research methodology is applied to explore the role of HR practices in facilitating contextual ambidexterity and subsequent innovations in healthcare in India. The unit of analysis is the “case” of healthcare providers in India and in-depth interview and documentary data in two case sites are analysed to reveal the role of HRM in facilitating contextual ambidexterity and innovation. Data analysis was undertaken first at a within-case and then at a cross-case analysis level using interpretive manual coding based on how the data explained the role of HRM in delivering innovative outcomes and supporting organisational ambidexterity. Findings The authors found evidence of the use of sets of high-involvement HRM practices for exploration of new ideas and efficiency-driven HRM practices for creating contextual ambidexterity in the case organisations. Further, managerial/leadership style was found to play an important role in creating cultures of trust, openness, risk-taking and employee empowerment, supported by an appropriate mix of intrinsic and extrinsic rewards. Finally, training was also reported as being central to creating an ambidextrous context for delivering on various innovations in these healthcare providers. Originality/value This study represents an exploration of innovation in the context of India’s healthcare sector through intersecting literatures of ambidexterity, innovation and HRM practices. In light of the emerging economy research context, an important empirical contribution is palpable. Moreover, through a study design which included collecting data from multiple informants on the role of human resources in facilitating innovative outcomes, the authors reveal the role of HR-related initiatives, beyond formal HR practices in creating contextual ambidexterity. This study also reveals the degree to which contextual idiosyncrasies enhance our understanding of the role of HR in facilitating innovation in emerging economies.

Purpose This paper aims to explore the importance of the role of national business systems (NBS) in shaping human resource management (HRM) and organisational behaviour (OB) practices in the context of Asian countries. To this end, this paper presents a comparative overview of different NBS in selected Asian countries and how these variously impact HRM and OB at two levels and contexts, i.e. within and cross-national. Design/methodology/approach The paper presents a topical review of the literature to unravel the complexity and challenges associated with studying this rich and complex area. Findings The findings suggest there is significant complexity in studying the impact of NBS on HRM and OB at a holistic and multi-level unit of analysis. The multiplicity of factors and levels of analysis, even at a level of within country analysis, highlights the sophisticated, in-depth and detailed nature of scholarship needed to unbundle and get a fuller understanding of this topic. Research limitations/implications Although recent research presents a within and cross-national analysis of NBS and its impact on HRM and OB practices from diverse Asian countries such as India, Japan, Indonesia and Malaysia, recent research offers only a focused analysis of few targeted HRM and OB practices, rather than a collective or a bundle of HRM practices. Practical implications The contributions point to several practical implications for HR managers as well as managers from other fields, covering several national and cross-national comparisons. Originality/value This paper offers a substantial contribution in the understanding of how various HRM and OB practices are embedded in a nation’s business system and through a variety of historical and cultural influences.

The novel coronavirus disease 2019 first emerged in Wuhan, China, and is now an emerging pandemic globally. This has strained health-care services leading to restrategizing anesthesia care and management of patients. We describe the anesthetic management of a 30-year-old COVID positive, multigravida, with term pregnancy taken up for elective cesarean section under the subarachnoid block in a dedicated operating room earmarked for COVID cases. For such a case, challenges in the modification of standard procedures to minimize exposure of the health-care professionals are delineated.

Organophosphorus (OP) pesticides have been used widely as agricultural and household pest control agents for almost five decades and persist in our water resources, fruits, vegetables and processed food as health and environmental hazardous compounds. Thus, detection of these harmful OP pesticides at an ease with high sensitivity and selectivity is the need of hour. Bio-sensing technology meet these requirements and has been employed at a large scale for detection. The present review is aimed mainly to provide the overview of the past and recent advances occurred in the field of biosensor technology employed for the detection of these OP compounds. The review describes the principle and strategy of various OP biosensors including electrochemical (amperometric, potentiometric), thermal, piezoelectric, optical (fluorescence, Surface Plasmon Resonance (SPR)), microbial and DNA biosensors in detail. The electrochemical biosensors are generally, based on inhibition of enzyme, acetyl cholinesterase (AChE), butyryl cholinesterase (BChE), tyrosinase and alkaline phosphatase or enzyme (organophosphorus hydrolase, OPH)) catalyzed reaction. The detection limits and linearity range of various OP biosensors have also been compared. AChE inhibition based amperometric OP biosensors exhibited the lowest detection limit of 1 × 10 −11 μM with a linearity range of 1.0 × 10 −11 – 1.0 × 10 −2 μM.

Multinational enterprises (MNEs) in the information technology and business process outsourcing (IT/BPO) sector are at the forefront of technological disruption and change, which necessitates firms to remain agile and continuously innovate their business models. This paper investigates the investments made by IT/BPO MNEs in intangible assets and the role of encouraging management and leadership practices that supports the core tenets of strategic agility at a time when the global financial crisis (GFC) occurred. Using a two phase mixed methodology, that tests three key a priori themes, first, we examine to what extent the investments in intangible assets led to the development of strategic agility (SA), which in turn led to greater technological performance over the longitudinal period 2007–2017. Second, we further shed light on the positive relationship between intangible assets and strategic agility by identifying which Indian IT/BPO groups (based on location and firm age) show greater technological performance and, third, how such groups translate deliberate investments in intangible assets that lead to SA and greater technological performance, as compared to other groups over time. Overall, our findings provide evidence that IT/BPO MNEs' past sustained investments in intangible assets paved the way for the IT/BPO MNEs to respond in an agile manner when the GFC hit.

Purpose The purpose of this paper is to analyse data from the New South Wales Government’s Pilot Programme of establishing Smart Work Hubs (SWHs) for enabling teleworking in two busy commuter corridors. The paper analyses the relationships between various firm, job and personal factors and the perceived value, attitudes and expected usage by users of the SWHs. Design/methodology/approach Employing a cross-sectional survey design, the characteristics, values and attitudes of 117 SWH users were analysed using partial least squares (PLS) method of structural equation modelling (SEM). SEM-PLS approach is considered appropriate especially in prediction-based studies and to estimate an endogenous target construct. Findings Results revealed that perceived SWH value significantly influenced attitude towards the SWH, which then had a significant influence on SWH usage intentions, with personal, job and firm factors also playing a role. Further analysis revealed four variables that significantly influenced the perception of family-value benefits (age, income, hub commute distance, work commute distance), however, there were none that significantly influenced the perception of work benefits. Research limitations/implications The small sample size limits statistical inferences and generalisations to be drawn. Further, this paper also discusses how the low and uneven uptake of teleworking at a SWH raises several managerial and policy implications needing attention. Originality/value To the best of the authors’ knowledge, this is the first empirical study analysing the expected values, attitudes and usage intentions of teleworkers in a SWH context. This study adds to the emerging body of human resource management studies on an outward-looking approach. The novel context will provide a useful base for subsequent studies.

Increasing globalisation and work intensification has led to a blurring of roles and boundaries between work and family. Such influences are more pronounced in migrant workforces who often struggle to balance their work and life in a new national context. The problem of work life balance (WLB) is further compounded in the case of minority migrant groups such as Muslim women living and working in a Western context, as it is unclear how, in the face of discrimination, Islamophobia, family and other socio-cultural and religious pressures and the WLB issues of migrant Muslim women (MMW) are enacted. As most studies of WLB are at a singular level of analysis, this paper contributes to the WLB literature, through the lens of intersectionality, by providing a multi-level relational understanding of WLB issues of MMW working in a Western context. Future research and themes identified in this paper provides a multi-level and relational understanding of WLB of MMW and implications for managers tasked with managing WLB issues for Muslim migrant women in Western contexts are also discussed.

Mobile robots are being increasingly deployed in fields where human intervention is deemed risky. However, in doing so, one of the prime concern is to prevent complete battery depletion which may in turn lead to immobilization of the robot during the mission. Thus, we need to carefully manage the energy available to explore as much of the unknown environment as feasible whilst guaranteeing a safe return journey to home base. For this, we need to identify the key components that draw energy and quantify their individual energy requirements. However, this problem is difficult due to the fact that most of the robots have different motion models, and the energy consumption usually also varies from mission to mission. It is desirable to have a generic framework that takes into account different locomotion models and possible mission profiles. This paper presents a methodology to unify the energy consumption models for various robotic platforms thereby allowing us to estimate operational range in both offline and online fashions. The existing models consider a given mission profile and try to estimate its energy requirements whilst our model considers the energy as a given resource constraint and tries to optimize the mission to be accomplished within these constraints. The proposed unified energy consumption framework is verified by field experiments for micro UGV and multi-rotor UAV test-beds operating under myriad of environmental conditions. The online model estimates operational range with an average accuracy (measured with respect to true range across multiple field trials) of 93.87% while the offline model attains 82.97%.