Purpose The present study aims to examines the impact of workplace spirituality (WPS) on employee creativity, while exploring the moderating role of spiritual leadership. Grounded in self-determination theory, this study adopts an integrated methodological approach to assess both statistically significant effects and necessary conditions. Design/methodology/approach The hypothesised relationships were examined using a partial least squares structural equation modelling (PLS-SEM) approach, complemented by necessary condition analysis (NCA) to identify essential thresholds for creativity. importance–performance map analysis (IPMA) was also used to prioritise managerial actions. Data was collected from 440 IT Sector professionals, ensuring adequate validity and reliability through established statistical criteria. Findings The results demonstrate that WPS has a significant positive effect on employee creativity, and this relationship is further strengthened by spiritual leadership. NCA findings further highlighted the dimensions of WPS as necessary conditions for employee creativity. IPMA revealed Lokasangraha as a high-importance but underperforming area, suggesting a need for targeted organisational interventions. Practical implications This study offers strategic insights for managers to enhance employee creativity through spiritually aligned practices, particularly by strengthening Lokasangraha and fostering spiritual leadership. It also underscores the importance of nurturing baseline spiritual values like authenticity as foundational prerequisites. Originality/value By integrating PLS-SEM, NCA and IPMA, this research provides a nuanced understanding of how spiritual dimensions and leadership interact to influence creativity. It contributes to both theory and practice by uncovering not just what drives creativity, but what must be present for it to emerge.

This research aims to create and testing a multidimensional psychometric scale to assess the policy effects of the PM SVANidhi scheme on street vendors in cities. The research employed a multi-phase, structured approach, adhering to the standard scale development processes (including item generation, EFA, and CFA). Initially, literature and expert interviews were used to develop 74 items. EFA, which was based on PCA with Varimax Rotation created five-factor structure that included “Income Stability”, “Business Revitalisation”, “Financial Inclusion”, “Digital Financial Transactions”, and “Operational Efficiency”. CFA attested the strength of the model, high internal consistency, and discriminant validity. All of the constructs proved to be theoretically pertinent and empirically robust in terms of the importance of credit access, digital adoption, and operational progress to measure the effectiveness of the scheme. This validated instrument can be a valuable and theoretically based tool to analyse the multi-dimensional outcomes of PM SVANidhi, which are useful to policymakers, financial institutions, and scholars. At the social level, the scale emphasises on digital and “Financial Inclusion” to empower the underprivileged urban communities.

PurposeThe study aims to investigate the role of workplace spirituality, grounded in indigenous Indian constructs swadharma, lokasangraha, sense of community and authenticity, in fostering employee voice within the Indian information technology (IT) sector. It further examines the mediating effects of psychological capital, social capital and spiritual capital, thereby extending the theoretical and practical understanding of spirituality at work.Design/methodology/approachA longitudinal research design (split questionnaire design) was used to collect data from employees across IT firms in the Delhi NCR region. Structural equation modelling was used to test the hypothesized relationships, including the direct effects of workplace spirituality on employee voice and the mediating mechanism.FindingsResults demonstrate that workplace spirituality significantly enhances employee voice by promoting autonomy, competence and relatedness in line with self-determination theory (SDT). Moreover, social and spiritual capital emerged as significant mediators, indicating that relational and transcendent resources channel the impact of spirituality into constructive employee behaviours.Practical implicationsThe study offers practical insights for fostering employee voice in the Indian IT sector by integrating indigenous spiritual values such as swadharma, lokasangraha, authenticity and community. It highlights the role of social and spiritual capital as key enablers that can transform employee voice from a reactive behaviour into a proactive and value-driven contribution.Originality/valueThe study contributes to the growing body of workplace spirituality literature by integrating indigenous Indian constructs with SDT, validating the mediating roles of social and spiritual capital and applying a longitudinal design. It reframes spirituality as a strategic organizational resource that empowers employees to voice concerns and contribute meaningfully in high-demand, innovation-driven environments.

Purpose Entrepreneurship in the informal economy is highly vulnerable to systemic shocks, as evident during the COVID-19 pandemic. Urban street vendors, who constitute one of the most visible segments of India's informal workforce, faced severe livelihood disruptions due to mobility restrictions and market closures. In response, the Government of India introduced the Pradhan Mantri Street Vendor's AtmaNirbhar Nidhi (PM SVANidhi) scheme in June 2020, designed to provide collateral-free microcredit, promote digital financial inclusion, and stabilize vendor incomes. This chapter examines the implementation and impact of PM SVANidhi in the state of Haryana through secondary data analysis, positioning it within the broader discourse on entrepreneurial resilience. The purpose is twofold: (a) to assess the scale and effectiveness of the scheme in Haryana compared to national trends, and (b) to link these findings with theoretical discussions on informal entrepreneurship, resilience, and financial inclusion.

Purpose The purpose of this paper is to provide a comprehensive understanding of workplace spirituality's (WPS) past, present and future by conducting a systematic literature review over the past 15 years, tracing its emergence in the managerial landscape and identifying the research gaps. Design/methodology/approach A PRISMA framework is used to systematically analyse 58 empirical studies categorised according to the ABDC journal quality list and published between 2009 and 2024. Furthermore, this review highlights the key trends, methodological approaches, dimensions explored, geographic distribution, research themes and the existing research gaps. Additionally, the Theory, Context, Characteristics and Methodology framework emphasises critical theoretical perspectives, contextual factors, distinguishing characteristics and methodological approaches that can shape future research in WPS. Findings The review revealed the global interest in WPS’s positive organisational impacts, supported by rigorous empirical studies and advanced statistical methods. Furthermore, this research highlights a significant gap in exploring WPS antecedents, suggesting a need for future studies to examine the factors contributing to WPS’s development and enhancement within organisational settings. Research limitations/implications This study focuses on the Scopus database and English-language papers, deliberately excluding other sources such as unpublished work, books and non-empirical articles. Consequently, this study may need to look at some relevant studies. Originality/value This study is original in its systematic approach to review the literature on WPS, categorising the empirical articles according to established quality lists and applying the Theory, Context, Characteristics and Methodology framework to identify future research directions. This paper offers a holistic understanding of WPS and provides valuable insights for researchers and practitioners in this evolving field.

Happiness is esteemed as a key aspiration in human existence. Over the past two decades, there has been a remarkable upsurge in scholarly interest addressing concerns related to well-being and happiness within business circles. This paper aims to investigate the evolving tendencies in workplace happiness research. This study employs PRISMA methodology to extract 263 articles from Scopus and Web of Science and conducts a detailed bibliometric analysis grounded in the theoretical frameworks of bibliometrics, facilitated by R Studio and VoSviewer to comprehensively examine the existing literature. The findings of the study reveal a significant increase in scholarly attention toward workplace happiness, as reflected by the proliferation of publications over the years across various disciplines. The study further highlighted the key authors, co-authorship networks, major sources, seminal documents, influential affiliations, and countries. The study calls for empirical research on individual and organizational outcomes of workplace happiness. It recommends incorporating diverse methodologies, including qualitative and mixed-method approaches, to gain deeper insights. In today's volatile business environment, there is a critical need to prioritize workplace happiness to support employee well-being. This study provides actionable insights for both researchers and organizational practitioners, guiding targeted strategies to enhance workplace happiness.

PurposeIn recent years, human resource analytics (HRA) has become a key focus area of study and practice within human resource management (HRM). Especially in today's rapidly changing business environment, organizations must increasingly rely on insights from HR data. This study examines the evolution of HRA as a crucial tool for data-driven decision-making in HRM.Design/methodology/approachA bibliometric review is conducted on research articles related to HRA published in journals listed by the Australian Business Deans Council 2022 and indexed in the Scopus Database. This study uses a systematic approach to evaluate performance metrics, collaboration networks, scientific mapping and thematic developments.FindingsThe findings reveal significant growth in HRA research, indicating an increase in academic contributions and a shift in evolving research themes. Key trends include the integration of artificial intelligence, machine learning and advanced analytics of HRA in workforce planning and strategic decision-making.Research limitations/implicationsThe study provides valuable insights for both academics and practitioners, illustrating the trajectory of HRA research and its significance to strategic HRM. Organizations can utilize HRA to enhance workforce analytics, optimize talent management and improve HR decision-making through data-driven strategies.Originality/valueThis research expands the existing knowledge of HRA through a comprehensive bibliometric analysis. It establishes a foundation for future research and practical uses, helping researchers and professionals grasp the development and impact of HRA within contemporary HRM.

Alternative work arrangements especially side-hustling grew as a huge disrupting force in shaping the post-pandemic workplaces. The present study entails the empirical investigation of withdrawal cognitions of employees by quantifying the impact of job attitudes, particularly their workplace attitudes (WPAs) and work-life challenges (WLCs) on the moonlighting intentions (MLIs) of the tech professionals. As per the best knowledge of the authors, this is the earliest attempt to study both the WPAs and WLCs of tech professionals towards their MLIs through the lens of the attitudes and alternatives model of withdrawal cognitions. The study tests eight hypotheses to fulfil its objectives. Organisational commitment, turnover intentions, financial strain, entrepreneurial motivation and job strain are found to be positively and significantly impacting the MLIs of the workforce. Through this study, it is advised to both the organisational leadership and the Indian government to watch out for the long-run impacts before prohibiting moonlighting for their workforce and propose robust regulations on a national level in light of the evolution of hybrid workplaces. Research limitations, theoretical and practical implications along with future directions have also been revealed.

Learning outcomes The case study will help to learn about the importance of pre-sanction precautionary measures before lending to self-help groups (SHGs), to learn about the potential lapses and errors while sanctioning SHG finance and to learn about the importance of bank’s guidelines and compliance before sanctioning loans. Case overview/synopsis This case study details the tenure of Seema in a rural branch of Safe Bank of India located in Haryana which she joined as a manager in the year 2016. She overachieved the target given by the district collector office, and going by the tide, she kept her reliance on the references provided by non-government organization (NGO) without complying the bank’s instructions. She committed errors while sanctioning the loans, which led towards the upsurge of non-performing assets of the branch. Later on, after investigation it was discovered that she did not follow fundamental bank’s instructions. In wake of those lapses and errors, how she could have avoided those lapses and secure the public money? What were the most important documents while granting agriculture finance and what due diligence she should have taken? How did she treat calls from the government departments? Was she right in trusting the suggestions of the NGO? Complexity academic level This case study caters to students of various streams, namely, management, business administration and law, and can be targeted at both undergraduate and postgraduate students. It could be suitable for several types of courses and students. Furthermore, this case study can also be targeted for various training programmes for bank employees and employees of various lending institutions engaged in agriculture finance and credit linkage programmes. Supplementary materials Teaching notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes. Subject code CSS 1: Accounting and finance.

In the burgeoning literature on Green Human Resource Management (GHRM) research, this study addresses a noticeable gap by systematically tracing the historical evolution and contemporary trends in the field. Employing bibliometric analysis from 2006 to 2023, 654 publications were scrutinized from the Scopus database, identified through references to GHRM in titles, abstracts, or keywords. The analytical tools utilized, including the Biblioshiny package of RStudio and VOSviewer (version 1.6.16), facilitated a comprehensive examination of the extracted data. This study goes beyond mere quantitative metrics, engaging in performance analysis to discern the number of publications and citations, highlighting the most productive outputs, influential authors, and pivotal articles. Additionally, a nuanced co-word analysis was conducted, exploring the semantic connections within GHRM literature. Notably, this research extends its purview to examine the ethical dimensions of GHRM by assessing the number of publications in universities and countries. By exploring international collaboration through a science-mapping tool, the study underscores the interconnectedness of global efforts and sheds light on how ethical considerations permeate collaborative research endeavors. The investigation delves into current trends within GHRM inherently touches upon ethical implications, given the field's focus on sustainable and responsible human resource practices. Furthermore, the insights provided into future directions within GHRM research inherently contribute to the discourse on business ethics and values, as they guide the trajectory of sustainable and ethically grounded practices within organizations. In essence, this study offers a comprehensive examination of GHRM literature as a research domain and a critical contributor to ethical considerations in contemporary business practices.

The rapid growth and expansion of the economy have given rise to several environmental concerns. The hotel industry's activities might be directed to ecological harms such as the diminution of usual resources, global warming, and the emission of various green hazards that lead to wildlife extinction and water, air, light, and industrial pollution. The hotel business can become more environmentally friendly by utilizing employee green service recovery performance to determine which issues are environmentally friendly or unfriendly and are motivated by eco-friendly dedication and sustainable human resource management (GHRM) practices. GHRM encourages employees to be committed to the environment and act sustainably, enabling hotels to enhance their environmental sustainability. The key benefit of this research is to make it easier to understand how integrating GHRM practices improves environmental performance by increasing employees' commitment and behavior in an environmentally friendly manner. The modern study aimed to inspect and assess the effect of green intellectual capital and green commitment on environmental performance with the assistance of employees and managers working in hotels in India. It also investigates how green management of human resources affects how environmentally responsible hotels are. Moreover, Structural Equation Modeling (SEM) will be implemented to continuously evaluate any proposed interlinkages between the latent construct. Empirical findings have revealed that managing sustainable human resources improves employees' commitment to the organization, their environmentally responsible conduct, and the environmental performance of hotels. Before the conclusion, a few of the study's shortcomings and suggestions are presented.

Green human resources is a concept centered on promoting sustainable employee behaviours, involving every employee in raising awareness about sustainability issues. It encompasses HR activities that are eco-friendly and advocates for the sustainable utilization of resources within organizations. The present study focuses on elaborating on the concept of GHRM in a more comprehensive manner and the various challenges faced by organizations in implementing environmental measures in their general HR processes. Moreover, this chapter will also introduce and discuss the ESG frameworks adopted by the companies. Furthermore, the author will try to present the various green practices adopted by Indian private sector company ITC and state-owned undertaking ONGC. In conclusion, the research underscores that GHRM comprises two fundamental components: environmentally friendly HR practices and the preservation of knowledge capital. This dual approach empowers industry professionals to enhance their awareness of green business and corporate social responsibilities.

In the cutting-edge realm of IT, a new sensation takes center stage: the emergence of bring your own device (BYOD), demanding instant attention. This trend encourages employees to harness the potential of their own personal gadgets for tapping into the company's intricate systems and data repositories. BYOD, a subset of ‘IT consumerization', impact from the CEO's strategic position to hourly workers in the corporate hierarchy. In the exploration of BYOD policies, authors are set to uncover the challenges associated with their adoption. Additionally, the evolution of BYOD will be traced, providing statistical insights and examining legal cases that have shaped its trajectory. Along this journey, there will be a delve into the interplay between BYOD and cyberloafing, shedding light on this dynamic within the organizational context. Moreover, an analysis will be conducted on the benefits of implementing a BYOD policy, evaluating whether Indian Inc. companies should embrace this trend. Throughout, consideration is given to key market players, highlighting their pivotal roles.

Workplace spirituality has emerged as a remarkable area of study in the field of management and organizational behaviour over the past two decades. Researchers have extensively explored its impact on employee engagement, job satisfaction, organizational citizenship behaviour and performance. The present study employs bibliometric analysis to examine the existing literature on workplace spirituality. It analyses 400 relevant articles from the Scopus and Web of Science databases from 2003 to 2023. The research identifies influential authors, pertinent journals and key trends using two analytical tools, that is, the R package and VOSviewer. It creates network diagrams and cluster visualizations representing connections and relationships among the authors and keywords. The findings reveal consistent publication growth, highlighting influential articles and key contributors. The study emphasizes the need for more empirical research on individual and organizational outcomes concerning workplace spirituality. It suggests incorporating diverse methodologies, such as qualitative and mixed-method approaches, to enhance understanding. The insights provided serve as valuable information for academics, professionals and organizational leaders, offering a comprehensive understanding of spirituality in the workplace and promoting the overall well-being of employees.

Lean and green (L&G) is one of the emerging subjects evolving around manufacturing companies nowadays. Indian manufacturing sector has already started adapting the lean frameworks for successful implementation of green practices, which can be supportive in achieving green goals as well. Based on contemporary literature and industry experts, the current investigation aims to discover and assess the drivers and obstacles associated with current L&G deployment techniques in Indian manufacturing companies. Exploratory factor analysis and reliability analysis was used to identify drivers and barriers for integrating L&G practices in the organisation, which reduced 31 items into four constructs namely: societal concern for protection and benefits to natural environment, enhancing stakeholders' satisfaction and operational sustainability, lack of ecosystem for green and lean practices and cultural disconnect at workplace. The aftermaths of the current study provide insights for policymakers and companies in this sector for formulating their future strategies for developing sustainable models towards making green society at a holistic level.

In India, women-owned businesses are becoming more significant because of economic liberalization and globalization. The policy and institutional framework for fostering entrepreneurship, offering career education, and giving training has expanded the possibilities for women's economic empowerment. The demographics of business and the nation's economic growth have been altered because of the rising number of women entrepreneurs. In order to offer skill training, vocational education, and entrepreneurial development to the emerging labor force, the government of India has created various schemes for assisting women entrepreneurs. However, government is not only responsible for entrepreneurial development and skill training, but other stakeholders must also assume responsibility. Henceforth, the focus of the current chapter is on the difficulties that women company owners confront, how to resolve them, and an analysis of the government of India's business-related policies designed to support female entrepreneurs.

There is a growing interest in understanding corporate social responsibility (CSR), particularly in developing nations. However, in India, the significance of CSR is often misunderstood. Most of the Indian firms consider that only obeying with rules achieves their condition for CSR while a responsible firm identifies that CSR actions have a wider effect on the society in which it operates. Thus, the current study is an effort to examine CSR in a broad manner. The aim of paper is to study the use of CSR as a tool of strategic advantage from customer perspectives. The sample is consisted of 560 respondents and selected by quota sampling method. The data, thus generated, was analyzed with factor analysis and multiple regression. The study finds that there are 14 areas where corporate can use CSR to get benefits; however, sustainable development, purchase decision, generate opportunities, organizational effectiveness, and philanthropy are the key areas where CSR contributes a lot. Findings clearly indicate that CSR can be used as a tool of strategic advantage.

In recent years, firms have become more aware of the fact that it is no longer sufficient to focus exclusively on economic factors; ecological and social factors must also be considered in order to flourish. The current study conducts a 'Systematic Literature Review' (SLR) on current trends in the field, with a special focus on the link between lean manufacturing and green manufacturing, as well as several sustainability elements. Despite numerous studies on lean and green, no definitive explanation for lean and green exists. The progression & impact of lean manufacturing and green manufacturing are examined in this research. This study examines the parallels and benefits of both lean and green techniques, as well as the synergy effect, application tools, and LM & GM misconceptions. The study will enable businesses to have an improved grasp over usage of different tools and challenges before actually deploying various lean and green approaches.

The performance of employees defines the competitive advantage of the company in current ferocious competition, and it affects the long-standing growth of the company. If a company inspires its workforce merely by the means of financial contract, then the company will not be in the position to gain the effective and efficient performances from its employees. Because apart from this financial contract, psychological contract also upsets attitudes and performance of the employees at the workplace. The spirit of the firms is the employees, and the implementation of the psychological contract can effectually decrease the turnover rate of employees and consequently increase their efficiency at the workplace. In the current chapter, first of all an attempt has been made to elucidate the concept and development process of psychological contract. After that it is endeavored to highlight the positive impact of psychological contract on employees' performances such as job satisfaction, organizational commitment, job performance, organization citizenship behavior, and turnover intentions.