PurposeIn today's dynamic business environment, organizations must improve employee performance while promoting innovation and adaptability. This paper examines the relationship between hybrid human resource management (HRM) and employee performance, considering the mediating role of ambidextrous learning and the moderating effect of age.Design/methodology/approachData were collected through an online cross-sectional survey of 136 employees and managers working in small and medium-sized enterprises (SMEs) in the IT and manufacturing sectors in India. Smart PLS 3 software (PLS-SEM) was used to test the hypothesized relationships.FindingsThe results reveal that ambidextrous learning partially mediates the relationship between hybrid HRM and employee performance. In addition, age moderates the relationship between hybrid HRM and ambidextrous learning, with stronger effects observed among younger employees. These findings underscore the importance of tailoring HR strategies to workforce demographics.Practical implicationsOrganizations should implement a hybrid HRM system that drives performance, builds commitment, and encourages involvement to promote ambidextrous learning among employees. Managers should create learning opportunities that balance exploration and the development of new skills with exploitation and the refinement of existing knowledge.Originality/valueThis study contributes to the literature on human resource management and organizational effectiveness by examining ambidextrous learning and age to clarify the relationship between hybrid HRM and employee performance. It makes three key contributions: (1) conceptualizes hybrid HRM as a multidimensional construct that integrates performance, involvement, and commitment; (2) empirically establishes ambidextrous learning as a mediator in the relationship between hybrid HRM and performance; and (3) identifies age as a moderator influencing the effectiveness of hybrid HRM.

The widespread use of information and communication technology in modern workplaces has intensified techno-stress. This study examines the impact of techno-stressors—techno-overload and techno-complexity—on techno-anxiety, its role in driving techno-exhaustion, and the mediating effect of techno-anxiety in this relationship. Data from Indian IT sector employees, collected via snowball sampling, was analyzed using structural equation modeling in AMOS (Version 23). Our findings revealed that techno-overload and techno-complexity significantly heighten techno-anxiety, which, in turn, exacerbates techno-exhaustion. Techno-anxiety serves as a crucial mediator in linking stressors to exhaustion. The study offers theoretical insights and practical implications, and emphasizes managerial strategies, employee support, and socio-technical interventions to mitigate techno-stress and to enhance workplace well-being.

Women entrepreneurs play a vital role in sustainable entrepreneurship by balancing societal, ecological, and economic sustainability. Building upon an emerging economy context, this study examines the effect of selected factors on sustainable entrepreneurship in the context of women entrepreneurs. It explores the role of entrepreneurial bricolage between self-efficacy and sustainable entrepreneurship. Further, the role of attitude towards business sustainability as a strengthening (moderator) variable between bricolage and sustainable entrepreneurship has also been evaluated. Three hundred female entrepreneurs from an emerging economy were approached. Exploratory and confirmatory factor analyses have been used to validate the data. The findings revealed that entrepreneurial bricolage mediates self-efficacy and sustainable entrepreneurship. This suggests that women entrepreneurs with self-efficacy are more likely to engage in creative and resourceful problem-solving, which fosters sustainable business practices. Further, attitude towards business sustainability moderates the relationship between entrepreneurial bricolage and sustainable entrepreneurship. This implies that women entrepreneurs prioritizing sustainability are more effective in utilizing bricolage to achieve sustainable outcomes. The present study contributes to the literature by identifying bricolage and attitude towards business sustainability as important intervening and extraneous variables between self-efficacy and sustainable entrepreneurship. Further, the micro and macro-level implications in an emerging economy context have also been discussed.

PurposeThe study aims to investigate the role of techno-stressors (techno-overload, techno-invasion, techno-complexity, techno-insecurity and techno-uncertainty) in inducing cyberloafing behaviour among employees.Design/methodology/approachA cross-sectional survey of 416 IT professionals in India has been conducted and analysed using structural equation modelling in AMOS v23. The study operationalised validated techno-stressors and cyberloafing scales and tested hypotheses grounded in the job demands-resources model and the transactional model of stress and coping.FindingsAll techno-stressors significantly lead to cyberloafing. Among them, techno-complexity emerged as the strongest driver, followed by techno-overload, techno-invasion, techno-insecurity and techno-uncertainty. These findings underscore how specific techno-stressors uniquely contribute to counterproductive work behaviours in the digital workplace.Practical implicationsOrganisations need to reduce techno-complexity through user-friendly tools and training, manage techno-overload via workload assessments and establish boundaries to curb techno-invasion. Transparent communication about technological changes and upskilling initiatives can alleviate insecurity and uncertainty, while stress-management programmes may help mitigate cyberloafing.Originality/valueThis study is among the first to empirically differentiate the impact of each techno-stressor on cyberloafing, particularly in the Indian IT sector. This study makes a novel contribution by integrating the job-demand resource model with the transactional stress and coping model to provide a theoretically enriched and contextually relevant explanation of how distinct techno-stressors drive cyberloafing behaviour.

This study examines the relationship between marketing capabilities and re-patronage intentions in the retail sector. Building upon dynamic capability theory, expectation-confirmation theory, and social exchange theory, it also investigates the moderating role of technological advancement between marketing capabilities and customer satisfaction. Further, the mediating role of customer satisfaction has also been examined. Four hundred and seventy-nine shoppers across six shopping malls have responded to the questionnaire. The validity and reliability of the measurements have been confirmed through Confirmatory Factor Analysis. Structural equation modeling has been used for hypothesis testing. The study revealed that marketing capabilities affect customer satisfaction, and customer satisfaction affects both customer trust and re-patronage intentions. Further, technological advancement moderates the relationship between marketing capabilities and customer satisfaction. The study has many implications for academics and practitioners.

PurposeThe dynamic environment has necessitated searching for new ways for managing and grooming people for better performance. The purpose of this study is to explore ambidexterity in human resource management (HRM) for better management of paradoxical tensions and its effect on employee performance. Further, this research also addresses the black box in this relationship by evaluating the extraneous (managers' ambidextrous orientation) and mediating (individual ambidexterity) variables in this relationship. Design/methodology/approachA quantitative research methodology has been used to explore the ambidexterity in HRM and its impact on employee performance. Around 470 banks have been contacted for data collection. The data have been thoroughly examined for reliability and validity. Further, it has also been checked for common method variance. FindingsThe findings revealed that individual ambidexterity mediates the relationship between ambidextrous HRM and employee performance. Further, managers' ambidextrous orientation moderates the relationship between ambidextrous HRM and individual ambidexterity. Originality/valueThe present study makes an important contribution to the strategic HRM literature in general. The theoretical and practical implications have also been put forth for academic and practical fields. Lastly, the study contributes towards ambidexterity literature by examining it from an HRM perspective.

Purpose Organisations operate in diverse cultural environment, which is a challenging task due to absence of cultural knowledge and difficulty in adapting the native culture that usually leads to expatriate failure. In this context cultural intelligence plays an important role in the adjustment of employees. The purpose of the study is to examine the mediating role played by cultural intelligence between cross-cultural training and cross-cultural adjustment relationship. It further analyses the moderating role of cross-cultural training and types of expatriate between cultural intelligence and cross-cultural adjustment relationship. Design/methodology/approach Set in a large culturally diverse emerging economy context, data have been gathered from 530 managers working in banking sector. Data have been duly assessed for reliability and validity. Findings The results revealed that cultural intelligence mediates cross-cultural training and cross-cultural adjustment relationship. Evidence from the analysis further suggests that cross-cultural training and types of expatriate moderate the relationship between cultural intelligence and cross-cultural adjustment. Lastly, the managerial and theoretical implications have been put forth for practical and academic perusal. Research limitations/implications The study is cross-sectional in nature and data have been collected from single source. Practical implications Organisations should design such training programmes, which motivate the managers to successfully complete out of home state assignment and help them to adapt in the cross-cultural situations. Social implications Culturally intelligent employees/managers are able to communicate with people belonging to diverse culture, which results in building trust, loyalty and cordial relationship amongst the people. This will create the feeling of unity in the society thereby bringing national as well as global peace. Originality/value The study develops the extant literature on cross-cultural training and types of expatriate as effective intercultural instruments to enhance the capability of the managers to interact and adjust in host region environment.

Purpose The purpose of this study is to examine the role of work engagement (WE) and group cohesion (GC) in the context of fun at workplace (FAW) and its outcomes. Design/methodology/approach In total, 753 employees of fast food chain restaurants in India have been contacted, and 244 responded back. Exploratory and confirmatory factor analyses have been conducted to assess the reliability and validity of the data. Further, the hypothesized relationships have been tested using structural equation modeling. Findings The findings of the study revealed that WE mediates the relationship between FAW and intention to leave (ITL). Further, GC moderates the relationship between FAW and WE. Research limitations/implications This research has been conducted in fast food chain restaurants only, and the data is cross-sectional in nature. Practical implications Organizations should develop a business culture based on fun and enjoyment, which will help in creating a comfortable environment for employees and reduce their ITL. Social implications Society benefits a lot if employees have positive work experiences. FAW will help to reduce the negative spillover of work pressure/stress to the home. Employees will come home with minimum work stress and will contribute positively to their personal and social life. Originality/value The present study empirically tested the mediating role of WE between FAW and ITL and moderating role of GC between FAW and WE that helped a lot to understand the relationships in the workplace setting.

If a small business is going to survive it must be competitive. Internally, efficient operations will contribute to lower costs. A positive environment will allow employees to gain and apply the necessary skills. Management knowledge of information systems will provide leadership. Externally, the establishment of knowledge acquisition networks will facilitate the novel use of information systems. This chapter discusses how a strategy which integrates all of the small business resources, especially those related to information systems, will improve performance. An overall customer orientation applying internal resources and accessing external knowledge will contribute to competitive advantage.

PurposeOrganizations try to appoint individuals who fit in with their values and goals. Employees who do not fit in with the organization's core values and goals prefer not to stay on for a longer period of time. The present study is an attempt to explore the impact of person–job (P–J) fit on organizational commitment through job involvement and career commitment with an application of a serial multiple mediation model.Design/methodology/approachData have been collected through a structured questionnaire. The population comprised the teachers, working in the higher education sector. The different constructs used have been duly validated with the help of exploratory and confirmatory factor analyses. Further data reliability and scale validity have been checked too. In order to test the serial multiple mediation model, the authors adopted a regression-based approach and bootstrapping method suggested by Hayes (2012; 2013). Accordingly, PROCESS developed by Hayes (2012) has been used.FindingsThe results revealed that job involvement and career commitment mediate the relationship between P–J fit and organizational commitment individually as well as together.Research limitations/implicationsThe present study is confined to government degree colleges only. The element of subjectivity might not have been checked completely as teachers have responded on the basis of their own experience and perceptions regarding the items in the questionnaire. The study is cross sectional in nature.Practical implicationsThe paper addresses the interest of wide spectrum of stakeholders including the management, organizations and employees. So, the authors have extended general implications, which are for all those organizations that want to improve person–organization (P–O) fit and commitment of their employees. These implications will help organizations to take specific initiatives to improve the P–J fit of their employees, which will subsequently enhance their commitment level.Originality/valueThe findings of the present study will help the stakeholders in the higher education sector to identify best employees and undertake the initiatives to generate better job involvement and commitment, which will be a win–win strategy for both (employees as well as the organizations).

The primary purpose of this study is to examine the role of burnout as a mediator between high performance work system (HPWS) and intention to leave (ITL). Further, the role of mentoring as a moderator between HPWS and burnout as well as between burnout and ITL has also been explored. All the middle level employees (2728) and departmental heads (132) of selected telecommunication organisations have been contacted. Data have been validated with exploratory factor analysis and confirmatory factor analysis. Structural equation modeling has been used to test the hypothesised relationships. The results proved that burnout mediates the relationship between HPWS and ITL. Further, mentoring moderates the relationship between HPWS and burnout as well as between burnout and ITL. This study contributes to the literature by identifying the black-box using burnout and mentoring to understand the HPWS and ITL relationship.

Purpose - The purpose of this paper is to examine the impact of social intelligence (SQ) and emotional intelligence (EQ) on cultural intelligence (CQ) and to further examine the mediating role played by cross-cultural adjustment (CCA) in the relationship between CQ and job performance. Furthermore, the role played by experience and perceived social support between CQ and CCA has also been assessed. Design/methodology/approach - Data were collected from 342 managers working in nationalized banks in J&K (India). Exploratory factor analysis was used for scale purification. Data were validated using confirmatory factor analysis and hypotheses have been tested through structural equation modeling. Findings - The study reveals that EQ and SQ significantly affect CQ. In addition, CCA mediates the relationship between CQ and job performance. Finally, perceived social support and experience moderates the relationship between CQ and CCA. The implications and limitations of the study have also been discussed. Research limitations/implications - The study is cross-sectional in nature. The study has been carried out in the Indian cultural context, which can be extended to other Asian countries. Practical implications - The study enhances the knowledge about CQ as an effective intercultural competency. Organization can use the CQ scale as a selection tool. Originality/value - This study empirically examined the relationship between the predictors and the outcomes of CQ. Further, the study examines the moderated mediation effect of the interaction of CQ and experience and CQ and perceived social support through CCA on job performance.

This study evaluates the role of self-efficacy between mentoring and its outcomes namely, relationship quality, communication satisfaction, and personal learning. It also examines the mediating role of relationship quality, communication satisfaction, and personal learning between mentoring and job performance. Besides, this moderated mediation relationship is also evaluated. Data has been collected from 276 employees working in banking sector in Jammu & Kashmir (J&K, India). The confirmatory factor analysis has been done for confirming the factor structure and structural equation modelling for testing the hypothesized relations. Results revealed that self-efficacy moderates the relationship between mentoring and personal learning, relationship quality, and communication satisfaction. Further the study revealed that interaction effect of mentoring and self-efficacy on job performance is mediated by personal learning, relationship quality, and communication satisfaction. The data has been collected using a questionnaire at a single point of time. For future research longitudinal study should be conducted.