Garima Saini

Purpose: This study was inspired by the increasing focus on socially responsible, sustainable, and ethical activities in contemporary enterprises. The ability of ethical leadership (EL) to advance corporate social responsibility toward society and employees is becoming more widely acknowledged. Nevertheless, little is known about the mechanics behind this. This study looks at how EL improves task performance (TP) and promotes employee well-being when it is backed by diversity culture (ODC) and green transformational leadership (GTL). It seeks to offer insightful information about creating inclusive, accountable, and productive organizations. Design/methodology/approach: A two-wave-time-lagged longitudinal approach was employed, utilizing survey data from 196 freelance healthcare industry employees. SmartPLS 4.1 is used for testing the complex model and for assessing the predictive relevance of the model. Findings: The findings reveal that CSRE fully mediates the relationship between ethical leadership and Corporate Social Responsibility (ß = 0.29, t = 4.57, p < 0.005), and Organizational Diversity Climate and GTL serially mediate the impact of EL on CSRS (ß = 0.028, t = 2.12, p < 0.005). Additionally, CSRS partially mediates the relationship between green transformational leadership and task performance (ß = 0.08, t = 2.46, p < 0.005). Practical Implications: Organizations should focus on fostering ethical leadership, an inclusive organizational climate, and green transformational leadership to drive CSR engagement and improve employee performance outcomes. Originality/value: The study demonstrates that EL alone is insufficient for promoting CSRS unless it is supported by a culture of inclusivity, sustainability, and genuine concern for employee welfare, which in turn enhances task performance.

Purpose: In technologically intensive industries, innovation and agility are essential, especially in the information technology (IT) industry, where employees are exposed to turbulent, algorithmic environments. In this study, it is identified how innovative work behaviour (IWB) in Indian IT professionals is shaped by digital workforce agility (DWA), total quality management (TQM), algorithmic surveillance (AS), and inclusive leadership (IL) based on sector-specific socio-technical processes leading to organizational success. Design/methodology/approach: A three-wave empirical study is conducted on 217 IT professionals with standardized questionnaire with a 7-point Likert scale and analysed on partial least squares structural equation modelling 4.0 software. The development of hypotheses is done utilizing the socio-technical systems theory (STST). Findings: The study, through the theoretical underpinning of STST, emphasizes how TQM and AS significantly improve DWA. IWB is mostly driven by TQM through DWA, having a strong mediating influence. Furthermore, it is the link between DWA and IWB that has been strengthened by IL, indicating its potent moderating impact. Practical implications: The results provide executives with useful, actionable advice on how to boost worker engagement, foster innovation and establish an inclusive, creative workplace culture – all of which are critical for organizational success in the rapidly changing business world of today. Originality/value: The study broadens the intellectual limits of agility and innovation research by investigating the interdependence of structural factors, AS and TQM, and cognitive-cultural factors, DWA and IL, pertaining to STST. Based on STST, a conceptual framework is developed to explore how the implementation of disruptive technologies impacts and facilitates the IWB in the modern TQM quantified operational set-ups and how IL interplays in this process.

Purpose: As organizations navigate digital transformation, this research looks at the impact of Sustainable Transformational Leadership (STL) in improving High-Performance Work Systems (HPWS) through metaverse adoption. This study aims to develop the synergy between an organization’s sustainable objectives and organizational performance through STLs. It also looks at how mindful leadership supports creating productive and sustainable workplaces amid organizational change and digital integration. Design/methodology/approach: The study uses a mixed-method approach, analysing quantitative data from 280 information technology (IT) workers in decision-making roles using Smart-PLS 4.4.4 software. Additionally, interviews were used to collect qualitative data, which offered deep, comprehensive insights into the perspectives, experiences and decision-making procedures of leaders in IT sector. Findings: The study findings highlight that the adoption of the metaverse plays a significant moderating role in the relationship between STL and HPWS with leaders’ mindful practices as mediators. Originality/value: The study provides valuable insights into how organizations leverage digital transformation to enhance productivity and achieve long-term sustainability. By emphasizing the role of the metaverse, an area that remains largely underexplored as it presents unique opportunities for further research and leadership evolution in the digital age, thereby enhancing its originality and impact.

Purpose: To empower mothers and raise public knowledge of postpartum depression, this study aimed to examine PDD from the viewpoint of the learned helplessness theory to reveal its causes, risk factors, and available treatments. This study elucidates the elements of postpartum depression and finds strong links to mood disorders, anxiety, and emotional exhaustion. Methodology: The sample data comprised 542 mothers who gave birth recently and was analyzed on PLS-SEM 4.0 software. Results: It was found that anxiety and emotional exhaustion significantly and positively affected postpartum depression. Mood disorders, being the mediating variable, significantly affect PPD in the target sample of women after their deliveries. Conclusion: To improve maternal mental health and to influence future clinical and research techniques for treating postpartum depression, it is essential to empower new mothers and raise the general population's consciousness. Both of these elements work together to improve maternal mental health.

Purpose: Healthcare workers’ (HCWs’) job-related high exposure to Covid-19 virus arouses fear of Covid-19 among them. Based on the Theory of Mind (ToM), the study predicts that fears will lead to negative psychological (psychological distress) and behavioral (withdrawal intentions) outcomes. ToM is also used to identify social intelligence as a means to counter fear of Covid-19 on heightened psychological distress and increased withdrawal intentions.Design/methodology/approach: To investigate the study design, a sample of 262 HCWs, including doctors, nurses and technicians, were surveyed using standardized questionnaires.Findings: As predicted, Covid-19 fear led to increased withdrawal intentions with heightened psychological distress partially mediating the relationship. The alleviating role of social intelligence on the effects of Covid-19 was supported as high social intelligence reduced HCWs’ turnover intentions, with decreased psychological distress partially mediating the relationship.Originality/value: Given the universality of the Theory of Mind (ToM), the findings of this study are likely to be generalizable to all pandemics. The study results support the increased application of ToM in organizational settings and have both theoretical and practical implications for health administrators. Based on study results, health administrators are exhorted to develop ToM-based mental models to understand and deal with the fear of contagious diseases. Health administrators can also increase HCWs’ social intelligence to deal with the negative perceptual and behavioral outcomes arising from the emotions aroused by the nature of their work.

Over the last decade, jobs are mediated and increased through online labour platforms. These jobs have a market system hiring individuals and companies performing short time assignments with tangible wages. These activities contribute in gig economy with specific hazards like psychosocial risks associated with gig working and free lancing. This paper identifies the research gaps and strategies providing an organised and designed approach for understanding gig working intentions with job decision latitude impacting the work life integration of the workforce. A sample of 702 middle level employees working in the private organizations were taken and analysed with Smart PLS 3.3.3 software. The results indicate that gig working intentions and freelancing intentions contribute towards job decision latitude with R²value of 68% and path coefficients (β=0.452; t=3.302; p 2value of 71.5%. The foreseen vying environment for gig working can be improved by understanding the employees and executives. The expansion of gig economy and understanding gig workers will raise their confidence in working remotely while letting employees and companies rethink their respective roles in the ‘new normal’.

In this era of globalization, thinking styles of the professionals hold significant prominence in the leadership development. Cognitive aspects of professionals including thinking, attitudes, and motivation are great concerns of managerial psychology, which escalate organizational productivity as, different occupations reinforce different thinking, cognitive and metacognitive styles. This paper proposes to conduct the research gap of studying the effect of cognitive styles and metacognition styles on thinking styles in order to find out the preference of different thinking styles in professionals at executive positions. Smart PLS 3.3.2 software has been used to execute partial least squares structural equation modeling (PLS-SEM) for the research framework on a sample of 453 top-executive professionals working in different public and private firms in northern India. Six hypotheses were framed in the study. PLS-SEM supported five out of six hypotheses as per their respective models. Results indicate that professionals’ cognitive and metacognition skills influence their thinking styles. This study encourages the task-oriented workplace deployment as a solution of evolving organizational productivity. When practiced in organizations, it boosts the workplace expectations and organizational requirements giving birth to greater creativity. Implications, limitations, and suggestions for future research are also added.

This study assesses the magnitude of work life integration among health care workers with the help of positive psychology constructs in COVID-19 crisis. The effect of optimistic approach and sense of belongingness is studied on the performance-oriented healthcare workers and how it influenced their withdrawal cognition. The moderating effect of fear of corona disease is also analysed on performance orientor and withdrawal cognition. Empirical data derived through face-to-face interactions of 357 health care professionals using partial least squares-structural equation modelling PLS-SEM 3.3.3 provides the detailed analysis of the model (measurement and structural). The results indicate that optimistic approach and sense of belongingness contribute towards performance-oriented health care work with R² value of 79% (β = .533; t = 7.042; p< 0.00) and (β = .0.391; t = 5.43; p< 0.00) respectively. Performance orientor show negative relation with withdrawal cognition (β = -0.122.; t = 2.11; p< 0.00) and R²-value of 74.8%. The moderation effect of fear of corona disease shows negative affect on performance orientor (β = -0.044.; t = 26.10; p< 0.01); R²-value of 79.3% and positive interaction on the withdrawal cognition (β = 0.844; t = 38.42; p< 0.00) and R²-value of 76.4%.