Purpose — This paper develops a conceptual explanation of how communicated human resource practices inform employer attractiveness, application intention, and employer advocacy among prospective applicants commonly classified as Generation Z. It addresses the distinction between finding an employer desirable and being willing to recommend it to others. Design/methodology/approach — A purposive integrative review connects employer branding, signaling, organisational attraction, recruitment word of mouth, and critical generational research published through 2025. Conceptual comparison distinguishes actual practices, communicated claims, applicant evaluations, and behavioural intentions. The synthesis develops a framework and eight propositions for subsequent investigation. Conceptual contribution — Flexibility, compensation, career development, digital innovativeness, and recognition provide different information about prospective employment. Their relationship with overall employer attractiveness depends on relevance and credibility. Employer attractiveness is proposed to connect these evaluations with application and advocacy intentions, while recommendations additionally depend on confidence in the information communicated. Managerial expectations and applicant perceptions constitute separate empirical perspectives. Practical implications — Employers should substantiate employment claims, clarify access conditions, and compare internal assumptions with applicant evidence. Recruitment success should encompass informed employment pursuit and voluntary recommendations. Originality/value — The framework distinguishes evaluative attraction from the reputational commitment involved in recommending an employer and specifies the measurement and design choices needed to test this distinction.
Stress at work is a well-known threat to employee performance, health and retention, but whether its effects change with where people work is far less clear. This paper looks at how workplace stress affects performance and retention, and asks whether working from home (WFH) or from the office does more for productivity, job satisfaction and work–life balance. Using the job demands–resources model and conservation of resources theory as a lens, it brings together research on five themes: workload and role stressors, burnout and emotional exhaustion, employee assistance programmes (EAPs), HR policies and psychological safety, and work–life balance and resilience. The literature shows that heavy workloads, tight deadlines and unclear roles undermine task completion, quality of work and efficiency, and that prolonged stress leaves people exhausted, less motivated and more likely to leave. EAPs, counselling and stress-management programmes help to a moderate degree, mostly where the organisational culture backs them. Flexible policies, supportive leaders and stigma-free workplaces make it easier for people to feel safe and well. The picture for work arrangements is mixed. WFH tends to raise autonomy, satisfaction and retention, yet it can bring isolation, blurred boundaries and longer hours. Office work helps collaboration and visibility but adds commuting strain and interruptions. Hybrid models seem to soften these trade-offs. Overall, the paper argues that stress outcomes depend less on location than on how work is designed, how well managers lead, what resources people have and how resilient they are. It closes with a conceptual framework and practical recommendations for HR professionals and managers who want to protect well-being, sustain performance and keep their people.
India's official Multidimensional Poverty Index (MPI) shows that the share of Telangana's population living in multidimensional poverty fell from 13.18% in 2015–16 to 5.88% in 2019–21. This paper asks what that average conceals. Using National Family Health Survey (NFHS-5, 2019–21) data for all 31 surveyed districts of Telangana, it profiles Nizamabad district across the health, education and living-standard dimensions of the MPI, builds a simple District Deprivation Score to rank districts, and tests how indicators move together across districts. Three findings emerge. First, Telangana's gains were uneven: improved sanitation rose from 52.3% to 76.2% and clean cooking fuel from 67.3% to 91.8%, yet child stunting rose from 28.0% to 33.1% and child anaemia from 60.7% to 70.0%. Second, Nizamabad ranks 14th most deprived of 31 districts, with education and health together accounting for 85% of its deprivation score and living standards only 15%; it ranks 6th worst for underweight children and 3rd worst for health-insurance coverage. Third, across districts, women's schooling is strongly associated with lower child underweight (r = −0.56) and child marriage (r = −0.68). The paper argues that deprivation in rural Telangana has shifted from infrastructure to human capital, and that government schools are well placed to interrupt the transmission of disadvantage across generations.
Background: Psychosocial rehabilitation practices should focus on the functional development of persons with mental illness, enabling them to lead meaningful lives through community participation and to exercise the freedom to determine the direction of their lives. The Functional Staircase Model (FSM) provides a structured trajectory for progressive functional development in occupational rehabilitation. The subsequent development and field application of the FSM at two centres, one urban and one rural, provided a structured functional foundation for the further development and implementation of Karmapatham (The Innovative Path to Freedom of Persons with Mental Illness) as an occupational rehabilitation programme adaptable to psychosocial rehabilitation centres. Objectives: To present the development, philosophy, objectives, programme components and implementation approach of Karmapatham as an FSM-based occupational rehabilitation programme for psychosocial rehabilitation centres. Methods: Karmapatham uses the person's current functional level within the FSM to identify the next competency to be achieved and facilitates its development through purposeful activities. Progression is individualised and competence-based, with assistance and responsibility adjusted as functional abilities develop. Multidisciplinary teams at participating centres were trained by occupational therapists and psychosocial intervention experts. The functional trajectory remains visible to residents, rehabilitation staff and family members, providing a shared understanding of the present level and the next stage of development. Results: Initial field implementation in contrasting urban and rural psychosocial rehabilitation settings provided practical experience supporting the feasibility of implementing Karmapatham. Following its initial field implementation, Karmapatham was adopted by psychosocial rehabilitation centres affiliated with the Centre for Social Sciences Education and Research (CSER). At present, 34 psychosocial rehabilitation centres in Kerala affiliated with CSER have adopted Karmapatham as an FSM-based occupational rehabilitation programme. Conclusion: Karmapatham provides an implementation-oriented approach for translating the functional trajectory of the FSM into routine psychosocial rehabilitation practice through purposeful activity, progressive competence, graded assistance, increasing responsibility and participation. Its multicentre adoption provides a practice base for further systematic evaluation of functional and rehabilitation outcomes.
Rejection of decisions that are considered controversial is a form of incompetence in law enforcement based on culture. Justice and legal certainty are elements of value and the essence of law enforcement, although in its application there is often a tug of war between the two. However, as a law, the judge's decision ideally can provide justice, as well as guarantee legal certainty. So far, law enforcement is still far from values and law enforcement, so to restore public confidence in the law enforcement process, it is necessary to conduct research on forms of cultural-based law enforcement and the process of selecting these cultural values to be applied in the law enforcement process so that it can provide justice. and create legal certainty for the community. The type of research conducted is philosophical law research which aims to reveal idealistic legal truths by using a philosophical or ideological approach, by conceptualizing law as ideas, ideals, values, and morals. and then analyzed prescriptively and descriptively. The results show that culture-based law enforcement can provide justice and legal certainty if it is based on national cultural values that have crystallized in Pancasila, and the selection of these values must be carried out thoroughly on all cultural values in Pancasila, as a value system. This means that these five values must be reflected in every final result of the law enforcement process.
