Purpose The purpose of the study is to understand the interrelationship between Job satisfaction, quality of work life and talent retention among HEI educators. Teaching-learning quality in higher educational institutions (HEIs) plays a vital role in moulding the professional career of the learning community. Teaching-learning quality is driven by various factors such as academic and physical infrastructure, industry–academia collaboration, achieving stakeholder satisfaction and committed academic fraternity. Among all factors, the most important resource is the teaching fraternity, as they are directly involved in ensuring impactful delivery of knowledge and holistic development to the student community. This outcome becomes possible only when the teaching fraternity has high job satisfaction, morale and commitment in the HEIs for an extended time; otherwise, maintaining high quality and consistent teaching-learning services could become a great challenge and reduce the overall productivity of the organisation. Design/methodology/approach This study identifies the association among quality of work life (QWL), employee/job retention and job satisfaction with special reference to educators working in HEIs using Structural Equation Modelling. Findings The findings of this study indicated a significant positive association between QWL and job satisfaction. In addition, job satisfaction is found to have a significant mediating effect (indirect effect) in the relationship between QWL and employee/job retention. This indirect effect is found to be higher than the direct effect between QWL and employee/job retention. Research limitations/implications Several managerial implications stem from this study. First, for HEIs to build trust with their staff, they must guarantee dependable indicators of contentment in the workplace. Based on the findings, businesses should prioritise improving employee morale and retaining more of their existing staff. Practical implications Several managerial implications stem from this study. First, for HEIs to build trust with their knowledge employees, they must guarantee dependable indicators of contentment in the workplace. Based on the findings, institutions should prioritise improving employee morale and retaining existing staff. Using this research as a roadmap, the authors will probe the most conventional factors contributing to job satisfaction, job retention and QWL in the HEI and strategic use of it within the company’s framework to motivate staff participation. Therefore, to give an extraordinary and memorable working life, management must take into account the important components of QWL. When these factors are implemented, both parties will become aware of the benefits of the connection and work to strengthen it. Originality/value This study provides useful guidelines to HEIs for enhancing job morale and higher retention rates while also achieving the institutions’ goals.

PurposeThis study investigates the influence of sustainable HRM practices on sustained collaborative efforts and employees' psychological contracts (PC).Design/methodology/approachThe study is empirical, based on primary data collected through a structured questionnaire. The sample consists of 260 doctors and nurses from private hospitals in Bangalore, India, selected using a stratified sampling technique. The statistical methods employed include regression analysis, correlation, and structural equation modeling.FindingsThe study reveals a significant relationship between sustainable HRM practices and both sustained collaborative efforts and psychological contracts. Furthermore, sustainable HRM practices act as a mediators in this relationship, reinforcing the importance of HRM in fostering collaboration and strengthening psychological contracts.Research limitations/implicationsThe study is limited to private hospitals and focuses on doctors and nurses, which may restrict the generalizability of the findings to other industries and locations. Future research can expand the scope by including diverse sectors and geographical areas to enhance applicability.Practical implicationsThe findings provide valuable insights for HR professionals and hospital administrators, emphasizing the role of sustainable HRM practices in enhancing teamwork and reinforcing employees' psychological contracts. Implementing these practices can lead to improved employee retention, job satisfaction, and overall organizational effectiveness.Social implicationsThe study carries important social implications by highlighting how sustainable HRM practices and strong psychological contracts can enhance the well-being, morale, and long-term commitment of healthcare professionals. By fostering trust, fairness, and collaboration, organizations can reduce burnout and turnover, leading to more stable and supportive care environments for patients and communities. Strengthening these people-centric practices contributes to a healthier workforce, improved service quality, and ultimately a more resilient healthcare system that better meets societal needs.Originality/valueThis study contributes to the existing literature on sustainable HRM by empirically demonstrating its mediating role between sustained collaborative efforts and psychological contracts. The findings offer a novel perspective on how HRM strategies can drive long-term workforce sustainability in dynamic and uncertain environments.

Innovative leaders establish psychologically stable settings, facilitate associations, and increased organizations. Businesses nowadays must innovate if they are to thrive and endure in a cutthroat economy. Organizational performance is driven by inspirational leaders.Entrepreneurship research is a fairly new field of research (Cornelius et al., 2006). The foundation and development of start-ups are inevitably connected with leadership. This is unexpected considering how important inspirational leadership is to a start-success. ups Inspiring leadership stimulates innovative and creative thinking and significantly enhances team and individual performance. By appealing to our inner motivation and values and inspiring individuals to follow their passions and ambitious goals, it effectively unlocks hidden potential. This study focuses on shedding light on the inspirational leadership characteristics exhibited by entrepreneurs in India. The primary objective is to conduct a qualitative analysis of the personality profiles of these entrepreneurs, aiming to identify key traits and qualities that contribute to their success. The research specifically emphasizes the importance of emotional intelligence and inspirational leadership abilities in entrepreneurial ventures. By adopting a case-based approach, the study utilizes primary data collected through interviews and focused group discussions. This methodology allows for a comprehensive exploration of the individual experiences and characteristics of entrepreneurs, providing valuable insights into their leadership styles. The qualitative analysis conducted in this study aims to unveil the winning characteristics that entrepreneurs possess, with a particular emphasis on emotional intelligence and inspirational leadership. The findings of the study are expected to offer a deeper understanding of the qualities that make entrepreneurs successful in todays dynamic society. The cases examined in the research highlight how inspirational leadership serves as a guiding force, enabling committed and motivated employees and teams to achieve significant organizational performance. This study contributes to the existing body of knowledge by providing a nuanced exploration of the personality profiles of entrepreneurs, emphasizing the role of emotional intelligence and inspirational leadership in their achievements.

Purpose: Entrepreneurship is one of the best ways towards self-sufficiency and poverty alleviation for women in a country without guaranteed employment. The research contributes and provides reasons for supporting women's entrepreneurship, as although it is well-documented that women's entrepreneurship increases economic growth, other approaches need attention, especially those related to sustainability.Need for the study: Women have superior emotional intelligence, resilience, and capacity to maintain a healthy work–life balance; women make better business and entrepreneurial leaders. Many businesses see encouraging women to join the workforce as a key to achieving sustainability goals. This study will provide valuable insights into the role of female entrepreneurs in driving sustainable business practices in the USA and India – rural India and urban India.Methodology: The chapter adopts a descriptive research design methodology in conducting a thorough literature review on the evolution of women entrepreneurship in India. The case-based approach has been adopted to depict women entrepreneurs and their growth stories. The analysis is based on qualitative analysis of secondary data and primary data. This research proposes exciting revelations regarding the trend of women entrepreneurship in India and, from a global perspective, challenges women entrepreneurs face in organised and unorganised sectors in India and policies in different countries that promote women entrepreneurship towards sustainability.Findings: Women business owners in India help the economy thrive, reduce poverty, and have a greater chance of shaping India's destiny. This chapter looks at how entrepreneurial actions affect cultural morals and values. Women's business growth rates vary from country to country, and this variation is influenced by the fact that countries can be broadly categorised as either developed or developing.

PurposeThis paper aims to explore the role of retention strategies and psychological contract (PC) factors in private hospitals. Design/methodology/approachThe current study is an empirical research. The study was conducted by receiving responses from a sample size of 190 respondents who participated in the Doctors and Nurses' survey. FindingsThe study results show the relationship between PC and the retention strategies of employees in hospitals. The research found that employees try to be committed to the hospital due to the image of the hospital and career development opportunities. Creating a sense of commitment among the employees towards their job and organisation, making to feel pride in the job, creating an attitude among the employees, a willingness to advocate the benefits and advantages and satisfaction among the employee towards the job and organisation. Research limitations/implicationsWith a population of more than one million employees (Doctors and Nurses) in the Indian health-care sector, the sample needs to be more adequate. However, these limitations present scope for future studies on this topic bearing on the aspiration for generalisation of the findings on the entire population. Practical implicationsThe study has strong practical implications in strengthening the relationships by identifying the factors of PC and influencing the retention strategies of health-care professionals in the hospital. Originality/valueThis research explores the changing dynamics of the Indian health-care sector. Health-care professionals may perceive and react differently to the retention strategies and policies of the HR system in the health-care sector and have more expectations of PC fulfilment that enhance their capability to use professional skills and resources in the realisation of their organisational goals.

The study examines the mediating role of personality traits on the relationship between psychological contract and turnover intention of Healthcare professionals. The aim is to evaluate the relationship between PC and personality traits of healthcare professionals in private hospitals' and analyse the relationship of personality traits on turnover intention. The study adopts an empirical research design and the sampling frame constitutes doctors and nurses from private hospitals. The data collection sources were primary and secondary. Statistical tools such as Cronbach's alpha, Independent samples T-tests, Regression and Correlation were used. The findings shows that psychological contract has a significant positive relationship with employee turnover intentions. The practical relevance includes critical theoretical connections between doctors' and nurses' psychological contracts, personality traits, and intention to leave the profession (turnover). The findings have consequences for healthcare professionals' management, especially in the current context of the COVID pandemic.

The COVID-19 pandemic has created shockwaves across the globe and impacted businesses and economies. Enormous disruptive transformations have happened in the work models and systems to enable businesses to flexibly operate, sustain, and remain agile in uncertain times. The future of work, which seemed uncertain post-pandemic, has reached normalcy due to the organisational resilience and strategic responses shown by organisational leaders and small businesses. Although small businesses across the world have been impacted negatively leading to closures, financial crunches, and job losses worldwide, many have shown signs of resilience and recovery. The chapter throws light on the work transformations across economies and strategic responses to deal with them. It describes the challenges faced by various small businesses and the way they have been flexible and resilient. The chapter proposes a framework for building an inclusive economy that has been asserted to be the solution to a sustainable and resilient future in times of uncertainties and crises.

Business environment turbulence and the challenges provided by the epidemic have drastically altered the working environment. During the crisis and remote working mode, strategic initiatives created employee behavioral changes, significantly impacting previously held perceptions about the psychological contract (PC) and organizational citizenship behavior (OCB). Understanding psychological contracts and job relationships will strengthen understanding of organizational citizenship behavior. The present research investigates the elements of organizational excellence in connection to the healthcare profession using psychological contracts and employee citizenship behavior. The research provides empirical evidence. The study contributes to the current frame of literature. It gives insight to the professionals working in the healthcare sector to know the role of the PC in establishing employee behavior through intervening variables that will lead to organizational excellence and organizational citizenship behavior. The study has practical implications for healthcare sector, enabling them to benefit from the findings in achieving organizational excellence.

Diversity in workforce has demanded the need to develop inclusive culture that suffices the needs, interests, and emotions of all equally. High-performing organizations have incorporated emotions in their mission, creating an emotional culture that accentuates emotional intelligence of their talent force rather than suppression of emotions. The chapter explains how and why organizational cultures are transforming into inclusive emotional cultures. Through an analysis of cases of Indian multinationals, the antecedents and outcomes of Inclusive emotional culture is described through Inclusive Emotional Culture Framework model. Views of HR managers are expressed through content analysis qualitative technique. The chapter provides a key to sustainable development of Indian businesses amidst the doldrums of global business environment through inclusive emotional culture integrating values of long-term sustenance and development.

Goal of learning in this millennium is to create an inclusive learning environment for all. Inclusivity in the millennial age learning environment (referred to as Learning 4.0 age) is achieved through the integration of technology and learning accessed by masses in a standardized, indiscriminate, self-paced, affordable, and technologically friendly form, while also instilling in the learners with the skills required by Industry 4.0. To fully realize Industry 4.0's potential, organizations will need to take a more creative, inclusive approach to talent development and some deliberate unlearning of outdated approaches and learning of new ones. Thus, this study focuses on the Unlearning-Relearning (LUR) model to bridge the gap between Industry-academia 4.0 and fill the skill gaps. The study highlights the need to create technology-integrated inclusive learning spaces for millennials as per the industry 4.0 requirements by proposing an 'Unlearn-Relearn Model', which incorporates advanced technology and the unlearning-relearning concept and strong feedback loop to achieve its purpose of sustainable competency development.

Psychological contract describes the non-verbal understandings existing between employee and employer through an unwritten, implied agreement determining future obligations and commitments. This chapter throws light on the concept of psychological contract and facilitate the determination of the significant influence of socio-demographic factors on the psychological contract of doctors and nurses and its impact on their behavioral outcomes. There is a need to assess the mental pressures of professionals at the workplace due to poor working conditions, lack of safety and security, lack of trust and authority to take decisions regarding crucial surgeries, and doctors not being treated with dignity and respect. The data is collected from Senior HR managers and doctors from four major hospitals in the Indian IT hub, Bangalore. Data is analysed adopting qualitative research. The study emphasizes the importance of psychological contract in healthcare sector and significance of HR practices is building commitment and positive behavioral outcomes leading to quality healthcare services.

The recent Covid-19 pandemic has created shockwaves across the globe and caused mental stress and depression leading to significant impact on an employees personal and professional life. Stress has profound impact on employees job performance, morale, job-satisfaction, behaviour, commitment and long-term productivity. Its malicious impact on employee wellbeing, job conduct and absenteeism cannot be ignored.The covid-19 crisis has imposed myriad of challenges on the healthcare professionals and stress levels have invariably soared, leading to depression, absenteeism, attrition, illness and lower morale to tackle the daily challenges in the healthcare industry. Thus, it becomes mandatory to focus on employees mental health, their attitude towards stress and absenteeism, especially during the crisis. The study attempts to understand the impact of work pressure of health-care workers during current pandemic as they have suffered maximumwork-stress due to overtime, workload and distressful work environment, leading to low job morale and absenteeism. The research design adopted is empirical involving a survey conducted on 108 healthcare workers through stratified sampling technique in sub-groups such as doctors, nurses, and frontline workers of private and government hospitals in the IT capital of India, Bangalore. The data was evaluated using descriptive analysis, regression test, correlation test, ANOVA, Chi square test through SPSS software.Findings show that the stress level among the employee in health-care sector leads to absenteeism and it has been particularly high during the current pandemic. Thus, healthcare sector should focus on such HR interventions that de-stress these employees and improve their morale to reduce absenteeism.

Sustainability of the triple bottom line is the main focus in this millennium. Industry 4.0 is fueling the emergence of smart factories globally adopting the smartest technologies that aim to achieve the SDGs and facilitate inclusive growth of the societies, businesses and ecology. Intelligent tools and smart technologies open new opportunities along with challenges of upskilling employees and developing their competencies through unlearning and relearning of the new ways of doing work. Decent work practices, human resource development, growth in businesses and inclusive learning environment are certain sustainable development goals that is mandatory for Industry 4.0 to be progressive in an uncertain environment. Goal of learning in this millennium is to create inclusive learning environment for all. Inclusivity in the millennial age learning environment (referred to as Learning 4.0 age) is achieved through the integration of technology and learning accessed by masses in a standardized, indiscriminate, self-paced, affordable and technologically friendly form, while also instilling in the learners with the skills required by Industry 4.0. The outcome-based learning is the new model, wherein the parameters have been identified to access the corresponding outcome as per the industry requirements. According to Future of Jobs Report, World Economic Forum (2020), the Industry-4.0 demands completely new skills and competencies like- collaboration, complex problem solving, creativity and innovation, emotional intelligence, people management, decision making and cognitive flexibility in order to attain a sustainable future for all. The global societal and economic discord emerging due to the uncertainties in 2020 mandates the need to relook at the social contracts and adopt the unlearning-relearning model. Fully realizing the potential of Industry 4.0 will demand a more inventive, inclusive approach to talent development, and some conscious unlearning of outmoded ways, paired with learning of contemporary methods. Thus, this study focuses on the Unlearning-Relearning model to bridge the gap between Industry-academia 4.0 and fill the skill gaps. The study aims to highlight the need for creating inclusive learning spaces for millennials as per the Industry-4.0 requirements by proposing a model – ‘Unlearn-Relearn Model’. The model attempts to propose methodology to enhance teaching-learning process in order to generate industry ready graduates for a smarter next generation labor force based on the responses of Educators, Learners and Industry experts. The study adopts qualitative approach. Primary data has been gathered through Delphi method and focus group interviews of students, academicians and industry recruiters in the domains of management and Information Technology in Bengaluru, the IT capital of India. The qualitative data is analyzed using content analysis (Elo, S., et al., 2014). The findings of the study have enduring practical implications in molding the millennials into industry 4.0 ready professionals and achieving specific SDGs. The study suggests partnerships with public and private organizations along with digital and inclusive methodologies and strong feedback loop that offer compelling solutions strengthening today’s millennial workforce and transform curricula for the next generation of students.

Abstract: Purpose: The purpose of the study is to comprehend and appraise the impact of employee morale during the COVID pandemic on psychological contract and job satisfaction of healthcare professionals in Indian private Hospitals. Research methodology: The study adopted an empirical analysis. A structured questionnaire was adopted based on the Scale for assessing psychological contract by Rousseau (2000) for collecting primary data through a survey from doctors and nurses in selected private hospitals. Results: The results suggest that managing the healthcare system by focusing on the insight of employee psychological contract and job satisfaction can improve employee morale during crisis conditions like the COVID-19 pandemic among the doctors and nurses in the healthcare sector. Limitations: Due to COVID 19 pandemic, it was difficult to get responses from healthcare professionals. Contribution: This paper aims to support the healthcare sector by recommending the building of employee morale and fulfilling the psychological contract to achieve job satisfaction of healthcare professionals in the healthcare sector. Keywords: 1. Commitment 2. COVID 19 3. Healthcare 4. Mental health 5. Psychological contracts 6. Strategies

The dynamism in millennial business environment has mandated focused attention to the relationship between entrepreneurship and sustainable development due to the ingenuity of the issues for continual sustainability of business, economics, and society. Sustainopreneurship has received much attention from different research domains recently. Sustainopreneurship can offer a strategic perspective towards further growth and sustenance of e-entrepreneurship that has dramatically revolutionized economic development, industrial growth, and sustainable development of society. This study examines how sustainopreneurship could transform e-entrepreneurship, e-entrepreneurship models, along with dimensions of sustainopreneurship have been highlighted. The research design adopted is conceptual and conclusions have been derived from data solicited through focus group interviews of entrepreneurs and delphi method. A sustaino-e-entrepreneurship model is proposed for accomplishment of SDGs and continual sustainability. The study has immense practical relevance in revolutionizing entrepreneurship.

Modern studies have asserted the role of emotions on decision-making abilities. The study examines the role of emotional intelligence on decision styles of managers and the mediating role of emotional labor in enhancing decision styles of managers in selected Indian IT firms. The research is an empirical study proposing an affective EI-EL-DM model through a survey of 300 managers of 10 MNCs in the Indian IT industry using stratified sampling technique. The survey instrument includes 83 items with Schutte et al. AES tool, Naring et al. D-QEL tool, and Scott and Bruce GDMS. Middle-level IT managers have been found to frequently, leading to avoidant, spontaneous, or dependent decision-making yielding adverse outcomes. High EI is related to frequent usage of rational and intuitive decisions besides effective use of deep acting. Emotional labour influences all decision-making abilities. HR practices are recommended to improve the decision styles of IT managers through high EI and EL.