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PurposeThis paper aims to examine the role of responsible leadership in faculty readiness for online crisis teaching (FROCT) in higher education institutions (HEIs). Additionally, the paper investigates the mediating effect of teaching satisfaction on the relationship between responsible leadership and FROCT.Design/methodology/approachAn online survey was conducted to collect responses from 437 faculty members from Bangladeshi HEIs. A partial least square structural equation model was employed to examine the research hypotheses.FindingsResponsible leadership has no direct relationship with FROCT; however, responsible leadership increases teaching satisfaction. Teaching satisfaction acts as a significant mediator between responsible leadership and FROCT. A symbiotic relationship between responsible leadership and teaching satisfaction is essential for improving FROCT. The findings of this study, in general, emphasise the importance of teaching satisfaction in facilitating the implementation of the responsible leadership model in HEIs.Originality/valueDespite numerous studies on faculty online teaching, extant literature lacks empirical evidence on the relationship between responsible leadership, teaching satisfaction, and FROCT in HEI settings. This study provides evidence for implementing the responsible leadership model in developing countries' HEIs.

PurposeThis paper aims to examine the effect of leader–member exchange (LMX) and work–family enrichment (WFE) on anxiety and depression, social functioning and loss of confidence as three dimensions of mental health. Furthermore, the paper aims to investigate telework and information and communication technology-based mobile work (TICTM) as a moderator of the effects of LMX and WFE on mental health.Design/methodology/approachData were collected from 214 Bangladeshi employees in the public and private sectors via an online survey. The partial least squares structural equation modeling (PLS-SEM) and multi-group analysis were performed to gauge the abovementioned linkages.FindingsThe findings reveal that LMX fosters employees' social functioning while it mitigates their losing confidence. The findings further indicate that WFE enhances social functioning while alleviating anxiety and depression. However, TICTM did not act as a moderator of the effects of LMX and WFE on three dimensions of mental health.Originality/valueDespite a plethora of empirical studies on LMX and WFE, no empirical studies have examined the effect on employee mental health as well as TICTM as a moderator in these linkages in the extant service literature so far. This paper set out to fill in these voids.

PurposeThis study aims to propose and examine a research model where work engagement mediates the impacts of high-involvement work practices (HIWPs) on bank employees' turnover intentions. Specifically, the paper assesses: (a) the effects of empowerment, information sharing, rewards and training on work engagement and turnover intention, (b) work engagement as a mediator of the effects of these HIWPs on turnover intention (c) and functional competence as a moderator of the effects of these HIWPs on work engagement.Design/methodology/approachAn online survey was employed to gather data from 343 employees working in commercial banks in Bangladesh. The authors applied partial least squares structural equation modeling to assess the aforesaid linkages.FindingsEmpowerment and information sharing increase bank employees' work engagement, while training and rewards reduce their proclivity to leave. Work engagement partly mediates the relationships of empowerment and information sharing to turnover intention. Functional competence moderates the relationship between three HIWPs (empowerment, information sharing and rewards) on work engagement.Originality/valueThe paper examines the association between HIWPs and turnover intention, which has been subjected to little empirical inquiry among bank employees during a crisis (e.g. Covid-19 pandemic). The paper provides new insights into the underlying mechanism linking HIWPs and turnover intention and highlights the moderating effect of functional competence. Additionally, the study offers new knowledge on the impact of the pandemic on bank employees' HIWPs. Finally, this paper used data gathered from bank employees in Bangladesh, which is an underrepresented Asian country in the extant service research.

Purpose Coronavirus, also known as COVID-19, has presented an opportunity to set aside traditional regional collaborations and take responsible leadership to overcome difficult times. This paper aims to explore the current COVID-19 vaccination progress and pandemic status for the South Asian Association for Regional Cooperation (SAARC) countries and suggests responsible leadership to combat the COVID-19 pandemic and to think beyond. Design/methodology/approach This paper offers a viewpoint of the current COVID-19 vaccination among eight SAARC nations. It scrutinises the recent COVID-19 vaccination statistics for the eight South Asian countries based on Web-based analytics and comparative analysis until 28 August 2021. Findings This paper calls for collaborative decisions and responsible actions for policymakers in the SAARC countries to deal with the COVID-19 vaccination crisis. When South Asian countries are fraught with the increasing number of populations with COVID-19 cases, deaths and acute shortage of life-saving vaccines, it is time for their national and SAARC leaders to strengthen regional cooperations and initiate collaborative actions. The paper demonstrates that implementing responsible leadership can result in favourable outcomes for individuals, organisations, regions and the world. Moreover, this paper suggests SAARC, through responsible actions, has the potentiality to overcome the current crisis of COVID-19 vaccination and enhance the regional sustainability of the South Asian nations. Originality/value This paper delivers information about the present developing situation of COVID-19 vaccination in SAARC countries, how the governments and regional leadership are handling and future challenges that have been raised and can be overcome effectively. This paper can be helpful for the policymakers and SAARC leaders for effective public health interventions in the region and to develop a recovery roadmap for the sustainable economic zone.

Purpose The review aims to demonstrate a broader perspective of human capital and employee well-being concept. Moreover, the study attempts to analyse theoretical notions underlying human capital and well-being relationship and thus to guide the integration of two distinct concepts. Design/methodology/approach This review followed the systematic literature search protocols from the Academic Journal Guide 2018 generated by the Chartered Association of Business Schools. Sixty-nine quantitative research papers were selected for the review. Findings Human capital is not only about individual competence but includes acquisition, utilization and development of competence in a broader sense. Employee well-being has been discussed from subjective and objective viewpoints and categorized into happiness, health and financial aspects. The review results suggest that various organizational theories, workplace learning and learning organization perspectives underlie human capital and well-being relationship. The review guides that the high involvement working model encapsulates well-being as part of human capital development. Research limitations/implications This review discusses practical implications for human resource management practitioners. Originality/value This review is a unique attempt to assess the human capital and well-being literature systematically.