Nolegein - Journal of Organizational Behavior and Management
Nolegein - Journal of Organizational Behavior and Management is a peer reviewed journal and provides a platform to discuss new issues in the area of Organisational Behavior and Management. The journal also seeks to advance the quality of research by publishing papers introducing or elaborating on Organizational culture and Change Management. It's a biannual journal, started in 2018.
MBA Journals (Consortium eLearning Network Pvt Ltd)
The Digital Panopticon: Investigating Digital Burnout,Technostress, and Psychological Safety in Hybrid Work Models
The rapid proliferation of hybrid work models has radically altered organizational dynamics, dismantling traditional temporal and spatial boundaries between personal and professional spheres. While hailed for offering flexibility and autonomy, the hybrid framework has introduced complex psychological vulnerabilities, most notably digital burnout and technostress. This paper empirically investigates the determinants of digital burnout within hybrid work environments, focusing on the mediating role of constant connectivity urgency and the moderating influence of organizational psychological safety. Utilizing a cross-sectional quantitative design, data were collected from 420 knowledge workers across diverse professional service sectors. Structural equation modeling (SEM) revealed that blurred work-life boundaries and asymmetric digital monitoring significantly escalate technostress and consequent digital burnout. Crucially, the findings demonstrate that while individual resilience is insufficient to combat systemic digital fatigue, high organizational psychological safety profoundly buffers the negative impacts of constant connectivity. The study concludes by offering an empirical framework for sustainable hybrid work architectures, emphasizing the structural institutionalization of the &#39;right to disconnect&#39; and a paradigm shift from synchronous surveillance to asynchronous output-based evaluation.
Digital Burnout, Hybrid Work, Technostress, Psychological Safety, Continuous Connectivity, Employee Well-being.
Copyright (c) 2026 Nolegein - Journal of Organizational Behavior and Management
Data Analytics First, Controls Second, Auditing Third: Ranking the Relative Strength of Three Fraud Detection Mechanisms
Purpose: In the era of digital finance, organizations deploy multiple mechanisms to combat fraud, including Data-Driven Forensic Analytics (DDFA), Internal Control Integrity (ICI), and Continuous Auditing Systems (CAS). However, practitioners often struggle with resource allocation, unsure which mechanism yields the highest return on investment. This study addresses this gap by empirically ranking the relative strength of these three predictors in explaining Fraud Detection Effectiveness (FDE). Design/methodology/approach: The study synthesizes empirical evidence from three distinct quantitative studies conducted in Nigeria, an emerging economy with high fraud risk. Data were collected from finance and audit professionals across banking, manufacturing, public sector, and professional services (Total N=390 valid responses across studies). Multiple regression analyses were employed to determine the standardized beta coefficients ($\beta$) of each predictor. Rigorous diagnostic tests, including Variance Inflation Factors (VIF) and Harman’s single-factor test, ensured model validity and minimized common method bias. Findings: The results reveal a consistent hierarchy in predictive strength across all three datasets. DDFA emerges as the strongest predictor of FDE ($\beta \approx 0.41–0.42$), followed by ICI ($\beta \approx 0.35–0.36$), and then CAS ($\beta \approx 0.29–0.30$). The integrated models explain between 64% and 65% of the variance in FDE. This ranking suggests that while all three mechanisms are significant, analytical capability provides the greatest marginal gain in detection effectiveness, followed by structural governance, and then temporal monitoring. *Practical implications: Organizations should prioritize investments in data analytics infrastructure and skills as the primary driver of fraud detection. However, this &quot;Analytics First&quot; approach must be supported by robust internal controls (&quot;Controls Second&quot;) to provide structural integrity, and continuous auditing (&quot;Auditing Third&quot;) to ensure timeliness. A fragmented approach that neglects any of these layers will result in suboptimal detection outcomes. Originality/value: This study moves beyond establishing mere associations to providing a clear, empirically grounded ranking of fraud detection mechanisms. By synthesizing data from multiple studies, it offers robust evidence for strategic decision-making in fraud risk management, particularly in emerging economies where resource constraints necessitate prioritized investment.
Fraud detection; Data-driven forensic analytics; Internal control integrity; Continuous auditing; Emerging economies; Regression analysis; Strategic prioritization.
Algorithmic Management and Psychological Safety in AI-Driven Hybrid Workplaces
The increasing adoption of algorithmic management systems in AI-driven organizations is transforming how employees are monitored, evaluated, and directed. While artificial intelligence enhances efficiency and data-driven decision-making, its impact on employee psychological safety remains underexplored. This study investigates how algorithmic management intensity influences psychological safety and employee engagement in digitally monitored workplaces. Drawing on organizational behavior theory, a quantitative research design was employed using survey data collected from 312 employees across technology-enabled firms. Structural Equation Modeling (SEM) was applied to examine the relationships among algorithmic monitoring, perceived transparency, human managerial support, psychological safety, and engagement. The findings reveal that high levels of algorithmic control negatively affect psychological safety when transparency and human oversight are limited. However, when AI systems are perceived as transparent and supportive, psychological safety significantly improves, leading to higher employee engagement. Furthermore, psychological safety mediates the relationship between algorithmic management and engagement outcomes. These results highlight the importance of responsible AI governance and balanced human–AI interaction in maintaining trust within organizations. The study contributes to emerging research on AI in management by integrating algorithmic management into the psychological safety framework and offers practical guidance for organizations implementing AI-driven performance systems.
Algorithmic Management, Artificial Intelligence in Organizations, Psychological Safety, Employee Engagement, AI Governance, Human–AI Collaboration, Digital Workplace Monitoring
A STUDY ON CHANGE MANAGEMENT AND INNOVATION IN IT INDUSTRY IN INDIA: HOW IT COMPANIES CAN FOSTER A CULTURE OF CONTINUOUS IMPROVEMENT
In today’s digital era, where technological advancements occur at an unprecedented pace, IT companies must embrace change while minimizing disruption. To remain competitive, organizations need strong change management practices and a culture of continuous improvement where innovation is quickly accepted and effectively integrated. However, change—whether involving schedules, processes, technologies, or structures—remains inherently difficult. Without clear communication of benefits, committed leadership, and active employee participation, resistance can easily slow progress. This study identifies three essential pillars for navigating change and sustaining innovation in the IT sector: transparent communication, effective leadership, and strong workforce engagement. Transparent communication builds understanding and trust, reducing uncertainty. Transformational leadership guides teams through transitions with clarity, direction, and motivation. Equally, an engaged workforce drives successful implementation and organizational adaptability. As the AI generation reshapes the industry, automation will increasingly manage routine tasks, allowing employees to focus on higher-value strategic work. For IT firms, this shift heightens the need for disciplined change management and a resilient, future-ready culture. Drawing on secondary data, this research offers actionable insights for embedding change management into core practices. It emphasizes that innovation is not a one-time initiative but a continuous journey. Organizations must foster creativity, agility, and resilience to respond effectively to evolving market demands and achieve sustainable long-term growth through continuous improvement and proactive adaptation strategies across teams and leadership levels in rapidly changing global technology environments and competitive digital ecosystems. These findings reinforce the urgency of aligning people, processes, and technology to sustain meaningful and measurable transformation outcomes over time.
Change Management, Effective Communication, IT Industry, Leadership, Workforce engagement
Effective Conflict Resolution Strategies in the Workplace
Workplace conflicts, if left unresolved, can significantly hinder organizational performance by reducing productivity, lowering employee morale, and increasing turnover rates. Therefore, effective conflict resolution has become a critical component in sustaining a healthy organizational culture and fostering collaborative work environments. This paper examines a range of conflict resolution strategies that organizations can adopt to manage disputes constructively and efficiently. Key approaches discussed include negotiation, mediation, arbitration, and collaborative problem-solving, each offering unique advantages depending on the nature and intensity of the conflict. The study emphasizes the role of emotional intelligence, effective communication, and leadership skills in facilitating successful conflict resolution outcomes. Additionally, the paper highlights the strategic role of Human Resources (HR) in designing and implementing conflict management policies, conducting training programs, and creating a supportive, conflict-resilient workplace culture. The research also incorporates real-world case studies to illustrate practical applications of these strategies. Furthermore, emerging trends such as the use of digital conflict resolution tools and the challenges associated with remote and hybrid work environments are explored. The findings indicate that although conflicts are inevitable and context- specific, adopting a proactive and multi-dimensional approach to conflict resolution can enhance team dynamics, strengthen employee engagement, and contribute to long-term organizational effectiveness and success.
Workplace conflict, conflict resolution, mediation, negotiation, human resource management, emotional intelligence, organizational behavior
Human Capital for a Green Future: An Empirical Analysis of Green Human Resource Practices in Manufacturing Sector
Green Human Resource Management has become one of the most important strategies that an organization should adopt in order to. integrate business growth and the environment. This study discusses the application. and performance of Green HRM practices in different dimensions, among them Green Training. Green Performance Evaluation, Development, Compensation and Incentives, Employee. Participation, Empowerment and engaging employees, Planning and operational practices and Review Practices. A survey was conducted to determine the level of awareness of employees, their level of engagement and to witness the overall effect of Green HRM on the performance and sustainability of organizations. Data collection was done using descriptive research design and random sampling method. between workers of a manufacturing company based in Bhubaneswar. Structured questionnaires the use of a Likert scale were used in order to explore the perception of employees about Green. HRM practices. The results show that though organizations are making efforts to go Green. Low employee awareness, deficiency of formal incentives, and inadequate are some of the challenges that HRM has to deal with. censorship discourages its maximum power. The study highlights that it is necessary to do research. environmentally friendly performance assessment, strategic policy and comprehensive training. integration in order to make Green HRM more successful. This research will serve the current literature in the field. sustainable HR practices literature, which has high implications to organizations that plan to. to enhance their environmental responsibility and long term corporate sustainability. The findings highlight the importance of responsive Green HRM adopted by the organizations. that enhance employee loyalty and do not contradict the global sustainability objectives.
Sustainability, green training and development, green environmental. performance measurement, compensation and rewards.
AI-Powered Talent Intelligence and Leadership: Empirical Insights from Smart Enterprises
This empirical study explores the transformative role of AI-powered talent intelligence in shaping leadership effectiveness within smart enterprises. As organizations increasingly adopt advanced artificial intelligence tools – including cognitive, generative, and sentient AI – leaders are empowered to make data-driven, predictive, and adaptive decisions that directly influence workforce performance, engagement, and organizational agility. The study investigates how AI-enabled insights into employee skills, performance trends, and sentiment data inform leadership practices, enhance decision-making quality, and support strategic alignment with organizational objectives. Using a mixed-method approach, data were collected from HR managers, team leaders, and employees across multiple smart enterprises to examine the relationship between AI-powered talent intelligence and leadership outcomes. The findings reveal that leaders leveraging AI tools can anticipate workforce challenges, customize development programs, and respond proactively to employee needs, resulting in improved team performance, higher engagement, and greater organizational adaptability. Moreover, the study identifies critical challenges associated with AI adoption, including ethical considerations, data privacy, and technology integration barriers, emphasizing the need for comprehensive change management strategies. By providing empirical evidence on the impact of AI-driven talent intelligence on leadership effectiveness, this research contributes to both theory and practice, offering actionable insights for organizations aiming to enhance leadership capabilities, optimize human capital, and sustain competitive advantage in the era of smart enterprises. The study also highlights future research directions to further explore AI integration in HR and leadership across diverse organizational contexts.
Artificial intelligence (ai), talent intelligence, leadership effectiveness, smart enterprises, human capital management, ai-driven decision-making, workforce analytics
Customer Experience Management as a Competitive Advantage in Service Industries: A Study with Reference to the Retail Sector
Customer Experience Management (CEM) has increasingly become a pivotal source of competitive advantage in service industries, particularly in the retail sector, where product differentiation is minimal and price-based competition is easily replicable. In such an environment, the overall experience perceived by customers across multiple touchpoints plays a decisive role in shaping brand preference, loyalty, and long-term profitability. This empirical study examines the role of Customer Experience Management as a strategic tool for gaining and sustaining competitive advantage, with specific reference to the retail sector in the Delhi-NCR region. The study conceptualizes customer experience as a multidimensional construct encompassing functional, emotional, sensory, and relational elements. Key dimensions analyzed include personalization of services, emotional engagement with the brand, service consistency, employee responsiveness, store ambiance, and post-purchase support. The research aims to assess how these dimensions collectively influence customer satisfaction, loyalty, and repurchase intention in a highly competitive retail environment. A structured questionnaire was administered to 210 retail customers selected through convenience sampling from shopping malls and standalone retail outlets across Delhi- NCR. The data were analyzed using descriptive statistics to understand customer perceptions, followed by correlation analysis to identify relationships between CEM variables and customer loyalty. Simple regression analysis was employed to measure the impact of Customer Experience Management on repurchase intention and overall customer retention. The findings indicate a strong and positive relationship between effective Customer Experience Management and customer loyalty. Personalization and emotional connection emerged as the most influential dimensions, suggesting that customers value tailored interactions and meaningful engagement beyond transitional exchanges. Service consistency and employee behavior were also found to significantly affect customer trust and satisfaction. The regression results confirm that CEM has a statistically significant impact on repurchase intention, highlighting its role in driving sustainable competitive advantage in the retail sector. The study concludes that deliberate and systematic management of customer experience is no longer optional but essential for retail organizations operating in the service economy. Retailers that invest in understanding customer journeys, training employees, leveraging technology for personalization, and maintaining consistent service standards are more likely to achieve differentiation, customer advocacy, and long-term competitiveness. The research offers practical insights for retail managers and contributes to the growing body of literature emphasizing experience-centric strategies in service industries.
Competitive advantage, Customer Experience Management, Delhi-NCR, retail sector, service quality
Assessing Productivity Outcomes in Remote and Hybrid Work Environment
In the third decade of the twenty-first century, remote work – particularly work from home – has become a widely adopted employment model across industries, driven by digital advancements and the demand for flexible work arrangements. This study examines the qualitative impact of remote and flexible work practices on employee well-being and productivity. The research focuses on four key dimensions: work– life balance, social interaction, perceived control over work, and access to organizational resources. Using a qualitative analytical approach, the study finds that voluntary remote work can enhance productivity by reducing commuting time, increasing autonomy, and improving flexibility in task management. However, the findings also reveal challenges associated with remote work, including social isolation, increased stress, and blurred boundaries between professional and personal life. Additionally, disparities in access to technological and organizational resources may influence employees’ remote work experiences. The study offers valuable insights for organizations seeking to implement sustainable work arrangements that balance flexibility with productivity while supporting employee well-being. It contributes to the growing body of literature on contemporary work practices and provides practical implications for organizational policy and human resource management.
Balance, employees, environment, experiences, hybrid, remote work
Investigating The Role of Trust and Behavioral Barriers in Shaping Investor’s Decision to Delegate Portfolio Management to AI-Driven Robo-Advisors
AI-based Robo-advisors have emerged at a striking pace across the Indian financial landscape, with disciplined, low-cost investment management options increasingly becoming accessible to a diverse retail investor market. Yet the decision to relinquish portfolio management to these algorithms is one substantial psychological hurdle that many still face. This paper aims to assess the role of trust dimensions and behavioral obstacles in adopting Robo-advisory services among Indian investors. Using secondary data from market research reports, academic papers, and fintech analyses, this paper outlines an important distinction in how trust dimensions impact adoption among the Indian investor population. Many factors become significant – three trust dimensions of algorithmic performance assessment, privacy reassurance and communication dissimilarity stand out, as well as three behavioral biases of algorithm aversion, loss aversion, and socio-emotional attachment. In this instance, algorithmic aversion refers to a distaste for Robo-advisor services despite evidence supporting the potential advantages of algorithmic performance over human-driven performance. Additionally, loss aversion means the risks of making financial sacrifices to an algorithm are more tangible than making sacrifices to a human endeavor. Finally, socio-emotional attachment refers to India’s reliance on interpersonal investment services and the challenge of overcoming such in-built historical behavior. Ultimately, this paper argues that potential Robo-advisory providers must adopt strategies that build trust to reach the average Indian investor beyond efficiency concerns. They must be demystified, privacy policies made more robust, and a hybrid approach that combines all benefits with easy-to-access human support might be best for a cultural image. Ultimately, this paper sets the foundation for understanding new markets regarding adoption and provides valuable insights for fintech startups and stakeholders seeking meaningful implementation to bridge the trust gap.
AI in finance, algorithmic aversion, behavioral finance, financial technology, Indian investors, investment decision-making, Robo-Advisors, trust dimensions
A Study on the Role of Leadership in Fostering Innovation
In order to promote innovation and drive organizational growth and competitiveness, leadership must establish a culture of psychological safety, empowerment, and strategic vision. It also acts as a catalyst for creativity by rewarding new ideas, encouraging risk-taking, providing resources, and removing barriers. In order to ensure that innovation. becomes ingrained in daily operations rather than merely an occasional occurrence, effective leaders encourage experimentation, support a variety of viewpoints, and create frameworks for learning and development. There are many specific key leadership actions required to foster innovation, including empowerment and teamwork, clear goals, a safe work environment, collaboration, diversity, rewards, necessary updated technology, new ideas, etc. The study investigates how several leadership philosophies—autocratic, democratic, laissez-faire, transformational, and transactional—affect important organizational results. Organizational innovation has been found to be influenced by a wide range of factors. The leadership style of senior managers has been found to be among the most, if not the most, significant of these. Through a thorough analysis of the body of current literature, the paper develops a theoretical framework and a conceptual understanding of leadership styles. It highlights the important influence of leadership on society and the education sector by stressing moral behaviour and social responsibility. It promotes further research to offer practical insights that enhance the efficacy of leadership. Organizations with low-control, high-support, or high-risk-aversion cultures are most affected by organizational encouragement. While crucial in every area examined, work group support is less effective than organizational or demanding work encouragement. Managers can utilize this information to promote more successful innovation within the specific cultural features of an organization. This study offers important insights for leaders, managers, and organizations looking to harness the power of innovation for sustainable growth and competitiveness in today’s dynamic business landscape by emphasizing the significance of organizational support and leadership traits in fostering an environment that encourages and sustains innovation efforts. Furthermore, our research indicates that when there is a high team atmosphere for creativity, the mediated effect of leader identity is strongest.
Creativity, growth, innovation, leadership, management, risk
Industry 4.0 and Emotional Intelligence: Synergies for the Future of Work
Industry 4.0 is the integration of digital technologies into industrial processes and manufacturing. Another name for it is the fourth industrial revolution. The integration of cyber-physical systems, big data analytics, artificial intelligence (AI), and the Internet of Things (IoT) sets it apart. It is revolutionizing industries by automating and digitizing processes. As organizations become increasingly dependent on technology, which requires lots of change and adaptation, the human element—particularly emotional intelligence (EI)—emerges as a critical differentiator. Emotional intelligence, which is characterised by self- awareness, self –regulation of one’s emotion and understanding others, serves as a major tool in dealing with the challenges posed by industry 4.o. This essay investigates the relationship between emotional intelligence and Industry 4.0. The paper deals about the overview of Industry 4.o, the challenges it poses It also attempts to understand emotional intelligence and how Emotional intelligence can complement technological advancement by enhancing leadership, collaboration, adaptability, and workforce well-being in the digital era. The paper also focuses on the benefits of integrating emotional intelligence and industry 4.o like better decision making, enhances the creativity of the employees. Emotional intelligence helps in creating better leaders who are empathetic and have an adaptive attitude, which in turn leads to better employee retention. The paper also brings into light the barriers and challenges of integrating emotional intelligence in industry 4.o
Copyright (c) 2025 Nolegein - Journal of Organizational Behavior and Management
Viksit Bharat and Gen Z Ideology: Strategic Adaptation in a Shifting Business Landscape
India, poised on the cusp of significant economic and social transformation, has set its sights on achieving the status of a 'developed nation' by 2047, a vision encapsulated in the 'Viksit Bharat' initiative. This ambitious goal necessitates the active participation and ownership of its youth, particularly Generation Z, who will be the primary beneficiaries and drivers of this transformation. This research paper explores the alignment of Gen Z's ideology, values, and aspirations with the core tenets of Viksit Bharat, examining how their unique perspectives and digital fluency can contribute to the realization of this national vision. The paper also analyzes the challenges and opportunities that lie ahead, proposing strategies to effectively engage Gen Z in the nation-building process and ensure a sustainable and inclusive future for India. The study conducts a thorough examination of the opportunities and difficulties that come with interacting with this group. Overcoming generational differences in comprehension, resolving issues with educational and career prospects, and reducing the impact of false information are some possible obstacles. On the other hand, there are a lot of chances to use their technological expertise for digital governance, their support of environmental sustainability, and their capacity to promote equitable growth. This paper offers doable tactics for successfully including Generation Z in the process of nation-building. These tactics include developing skills that are in line with the demands of the future workforce, giving them a voice, promoting civic engagement, and incorporating their digital-first mentality into the creation of policies. Understanding Gen Z & potential will help India realize the goals of Viksit Bharat and secure a successful, inclusive, and sustainable future.
Role of Technological Innovation and Ethical AI Applications in Enhancing Academics Job Satisfaction at Private Universities in Bangladesh
This research investigates the impact of technological innovations and application of ethical Artificial Intelligence (AI) in enhancing job satisfaction among academics at private universities in Bangladesh. With the rapid integration of AI in academic environments, including AI-driven learning management systems, administrative tools, and research support platforms, this study examines how these technologies alleviate academics workload, boost teaching efficiency, and improve work-life balance. In order to maintain confidence among academics, the study emphasizes the significance of ethical AI methods and the need for transparency, fairness, and bias mitigation. The paper examines the prospects and difficulties of implementing AI in higher education while upholding ethical standards, drawing from a review of the literature. It also provides actionable recommendations for private universities to leverage AI for professional development, career growth, and equitable decision-making. The findings suggest that AI, when ethically applied, can significantly improve academics satisfaction, thereby contributing to enhanced academic performance and institutional success. The possible advantages and difficulties of integrating AI in higher education are covered in the study. It specifically looks at how ethical AI might help academic institutions' inclusive decision-making procedures, career growth, and professional development. The paper provides useful suggestions for legislators and university administrators looking to implement ethical AI practices that respect academic integrity and institutional values. According to the findings, AI technologies have the potential to greatly increase academic staff happiness when used responsibly, which would boost institutional performance, creativity, and long-term success.
Exploring the Effects of Transformational Leadership on Organizational Culture within the Landscape of Private Higher Education in Ethiopia
This research examines the association between the leadership style known as “transformational” and the development of organizational culture within private higher education institutions in Ethiopia. An explanatory study with a quantitative approach surveyed 301 employees (systematically chosen) to analyze the effect of leadership behaviors on organizational culture. Analyzing the data (via SPSS) using multiple linear regression revealed that idealized influence, inspirational motivation, intellectual stimulation, and individual consideration all contribute to shaping the private higher education environment, with idealized influence playing the most significant role. Leaders in private higher educational institutions faced limitations in attending informal events, taking responsibility for employees, and fostering team cohesion, resulting in a low organizational culture. Likewise, leaders exhibited an insufficient commitment to encouraging alternative problem-solving and swift task accomplishment. The lack of employee participation in decision-making, unclear delegation of tasks, and failure to provide opportunities for new tasks contributed to low organizational culture. Therefore, the researcher recommends leaders encourage alternative solutions, enhance teamwork, involve employees in decision-making, address personal rights, appreciate hardworking employees, and provide opportunities for new tasks to improve organizational culture. The study also revealed that leaders demonstrated a limited commitment to fostering innovative problem-solving techniques and ensuring efficient completion of tasks. A lack of substantial employee involvement in decision-making, inadequate acknowledgment of individual contributions, and insufficient motivation for employees to embrace new responsibilities emerged as significant obstacles undermining the institutional culture. In light of these insights
Barriers and Opportunities: Overcoming Challenges for Women to Reach Leadership Roles in Private Engineering Colleges and Technical Institutions
Women are still underrepresented in leadership positions in private engineering colleges and technical institutes, even if more of them are pursuing careers in STEM (science, technology, engineering, and mathematics). This study examines the obstacles that prevent women from achieving high-level jobs in various academic settings, such as institutional cultures, gender bias, problems with work-life balance, and a lack of opportunities for professional growth and mentoring. Additionally, it explores the opportunities and strategies that can enable women to break through these barriers, contributing to more equitable and inclusive leadership in technical institutions. The paper draws on both qualitative and quantitative analyses, including case studies of successful women leaders in the field, to provide a comprehensive understanding of the issue and recommend actionable solutions for overcoming these challenges. Women are still disproportionately underrepresented in leadership positions at private engineering colleges and technical institutions, despite a steady increase in the number of women pursuing STEM (science, technology, engineering, and mathematics) fields. This research paper examines the key barriers that hinder women's progression into top leadership positions in these academic settings, such as ingrained gender biases, institutional cultures that may unconsciously favor male leaders, challenges related to work-life balance, and the scarcity of mentorship and professional development opportunities. Additionally, the paper investigates the opportunities and strategies that could help women overcome these obstacles, fostering a more equitable, inclusive, and diverse leadership environment in technical institutions. Through both qualitative and quantitative analysis, including case studies of successful women leaders in STEM, the paper offers a thorough exploration of the issue and provides actionable, evidence-based recommendations aimed at empowering women in academia and facilitating gender parity in leadership roles over time
A Study on Barriers to Women's Corporate Leadership in South Chennai
Despite significant growth in women’s participation in the corporate workforce, their representation in leadership roles remains disproportionately low, particularly in India. This study explores the obstacles faced by women in achieving corporate leadership positions in South Chennai, focusing on both external and internal barriers. Key findings reveal that gender bias in promotion and performance evaluations, challenges in balancing family responsibilities due to inadequate organizational support, and limited access to mentorship and sponsorship opportunities are significant impediments. Additionally, while diversity initiatives exist, their ineffective implementation often leaves women feeling excluded. Despite these challenges, many women remain aspirational about leadership roles, though concerns about systemic barriers persist. This research highlights the need for actionable strategies to foster inclusivity and support women’s career advancement. This study examines the diverse challenges that hinder women from attaining leadership roles in the corporate sector in South Chennai, with a focus on both internal and external factors. The findings point to significant barriers such as gender-based discrimination in promotions and performance assessments, difficulties in managing familial responsibilities due to insufficient organizational backing, and a lack of access to mentorship and sponsorship networks. Societal expectations and cultural norms further complicate the path for women aspiring to leadership positions. Although many companies have adopted diversity and inclusion policies, these measures often fall short in practice due to poor implementation and lack of accountability, leaving women feeling marginalized. Furthermore, the absence of leadership development initiatives specifically designed for women adds to the problem. Despite these obstacles, a strong sense of ambition and drive persists among women. However, ongoing concerns about entrenched systemic issues continue to obstruct their advancement. The research underscores the pressing need for effective, gender-responsive policies and strategic reforms aimed at cultivating an inclusive workplace culture and ensuring fair opportunities for women’s professional growth.
Copyright (c) 2024 Nolegein - Journal of Organizational Behavior and Management
Identifying Effective Methods for Teaching Research Skills in Higher Education of Afghanistan
The purpose of this study is to look into the difficulties and successful strategies for teaching research skills in Afghanistan's higher education system. Two primary research questions are the subject of the study: (1) What obstacles stand in the way of students successfully acquiring research skills through the use of existing educational methods? (2) Which methods, materials, and equipment work best for enhancing these abilities? A mixed-methods approach was used to answer these issues, which included interviews with four professors, surveys with sixteen faculty members, and surveys with 27 master’s students. The findings revealed that teacher-centered methods significantly hinder the development of research skills, with 53.5% of participants reporting dissatisfaction with such methods. Conversely, 72.1% of participants believed that interactive and student-centered methods enhance research skill acquisition, although these approaches are challenging to implement. The study identifies limited resources and lack of institutional support as key obstacles. Based on the results, the study recommends the integration of student-centered teaching practices, the use of technology, and institutional backing as essential components for improving research education in Afghanistan. Furthermore, the research offers practical suggestions for policymakers and educators, emphasizing the importance of experiential learning and faculty development to foster critical thinking and strengthen research capabilities
The Psychology of Strategic Adaptation in Navigating Business Challenges in a Dynamic Environment
In an increasingly volatile and competitive global economy, strategic adaptation is essential for organizational survival and growth. This research investigates how psychological factors—specifically cognitive biases, emotional intelligence (EQ), and psychological resilience—shape strategic decision-making and adaptability within organizations. Drawing from interdisciplinary perspectives in behavioural psychology and strategic management, the study explores how psychological principles can be integrated into leadership practices to foster agility and resilience. Through a qualitative research methodology that includes thematic analysis and comparative case studies of Tata Consultancy Services (TCS) and Infosys, the paper highlights practical applications of emotional intelligence, cognitive flexibility, and resilience in navigating business transformation. TCS successfully adopted a hybrid work model emphasizing psychological readiness and leadership development, while Infosys implemented AI-driven restructuring supported by employee up skilling and mental wellness initiatives. Findings suggest that organizations prioritizing structured decision-making frameworks and psychological adaptability outperform peers in managing disruption. Emotional intelligence improves communication and team cohesion, while resilience training enhances long-term sustainability. The paper concludes by recommending the integration of psychological insights into strategic planning, change management, and leadership development to build organizations capable of thriving in dynamic environments. This approach underscores the importance of a human-centric strategy that addresses both rational and emotional dimensions of business leadership.
Examining the Impact of Non-Monetary Factors on Voluntary Employee Turnover in the Construction Industry
The construction sector is essential to any country's economic development. However, its workforce faces numerous challenges, leading to adverse outcomes, particularly elevated employee turnover rates. This study aimed to identify primary non-monetary factors (NMFs) influencing voluntary employee turnover and to provide actionable recommendations for mitigating this issue. A comprehensive list of NMFs was compiled from existing literature, highlighting factors believed to influence voluntary turnover in the construction sector. 110 people responded to a survey questionnaire that was distributed among Ugandan construction workers. The collected data were analyzed using descriptive statistical methods to assess the significance of each factor. The findings identified ten key NMFs impacting voluntary turnover. Among these, training and career development, work-life balance, work overload and stress, involvement in decision-making, job security, and leadership style emerged as the most influential drivers. These insights underline the importance of tailored and innovative approaches for addressing turnover intentions in the construction sector. This study offers a deeper understanding of the non-monetary drivers of voluntary employee turnover in Uganda’s construction sector. It emphasizes the need for construction companies to address these critical factors to foster employee retention. Future research can build on this work by exploring additional overlooked factors and examining their effects on turnover
Empowering Workplaces: The Role of DEI in Shaping Organizational Culture and Innovation
By fostering an atmosphere where everyone is valued, respected, and encouraged to realize their full potential, diversity, equity, and inclusion, or DEI, significantly contribute to the formation of organizational culture. By integrating diverse perspectives, organizations unlock creativity and innovation, as individuals contribute a wide array of experiences, talents, and viewpoints. A commitment to equity ensures opportunities are distributed fairly, removing obstacles that hinder the progress of underrepresented groups. Inclusion, which lies at the heart of DEI, fosters a sense of belonging, enabling employees from all backgrounds to feel valued and heard. An engaged and motivated staff is the outcome of successfully implementing DEI programs. Inclusive workplaces encourage collaboration, enhancing problem-solving capabilities and improving decision-making. Such environments also bolster an organization’s reputation, attracting high-caliber talent and strengthening customer trust by aligning with societal values. Building a culture rooted in DEI requires deliberate effort, including strong leadership commitment, ongoing education, and policies designed to address systemic inequities. Organizations must avoid superficial approaches and instead integrate DEI into their core values, ensuring measurable progress and accountability. The benefits of prioritizing DEI extend beyond internal operations, shaping how organizations interact with external stakeholders. Companies that embed DEI into their strategies are better equipped to adapt to shifting demographics, navigate global markets, and remain resilient in an ever-changing landscape. When DEI programs are implemented correctly, the result is a motivated and engaged workforce.
The Evolution of Work: Trends and Implications of Remote and Hybrid Models in the Post-COVID Era
The COVID-19 epidemic has sped up the adoption of remote and hybrid work modes by causing a paradigm shift in workplace dynamics. This essay examines how these models are being shaped by changing trends and what that means for businesses, workers, and larger social systems. Traditional ideas of the workplace have been altered by remote and hybrid work, which places an emphasis on employee autonomy, flexibility, and digital connectedness. However, these shifts also pose challenges, such as maintaining organizational culture, ensuring equitable access to resources, and addressing employee well-being in a dispersed environment. The research examines the role of advanced technologies, including collaboration tools, virtual reality, and AI, in enabling seamless communication and productivity across remote teams. It also highlights the rise of asynchronous work, where flexibility in schedules complements diverse employee needs and global operations. Insights into emerging workplace practices, such as “hot desking,” hybrid team management, and redesigned office spaces, underscore how organizations are reimagining their physical and virtual work environments. Additionally, the study investigates critical concerns like cybersecurity, data privacy, and the impact of remote work on employee engagement and mental health. It evaluates strategies for fostering inclusivity, collaboration, and innovation in hybrid setups, ensuring long-term sustainability. Ultimately, the paper argues that the future of work lies in balancing technological advancements with human-centric policies to create equitable, productive, and resilient workplaces. Businesses that actively adopt and capitalize on these trends will have a stronger chance of prospering in the changing global economy.
The Influence of Forgiveness and Gratitude on Happiness in Today’s Workforce
Happiness is a vital aspect of humanity and is highly esteemed by professionals across all age groups in the modern workplace. It is widely acknowledged that individuals are increasingly focused on achieving happiness in both personal and professional realms. Given the substantial time spent at work, it is essential to comprehend how employment and the work environment influence the happiness of individuals and communities around the globe. The quest for happiness now includes experiences in the workplace, and this paper seeks to offer an in-depth understanding of the definitions, origins, and effects of happiness at work. Utilizing insights from the growing research in positive psychology, this study explores the current landscape of knowledge on this topic. Fostering mental well-being in the workplace necessitates addressing employees’ psychological, emotional, and social health within a collaborative environment, leading to a positive mindset that empowers employees to carry out their tasks effectively. This paper mainly centers on the connections between work and employment and their effects on individual happiness, while also considering happiness-related concepts and the common factors that both contribute to and arise from happiness
A Review Study on Analysing the Role of Various Farmer Producer Organizations and Its Socio-Economic Implications on Famrers
The paper seeks to compile and gather insights from previous and current studies on the effects and socio-economic implications of Farmer Producer Organizations by reviewing existing literature to facilitate quick and easy access for future researchers. The current research also highlights the categorization of literature and offers an extensive overview of the performance and socio-economic effects of Farmer Producer Organizations, as well as an analysis of the findings and results of the studies for review.This review paper provides a concise overview of the fundamental ideas of Farmer Producer Organizations, examining their performance, the key factors that influence their sustainability, their socio-economic effects, and the obstacles faced by FPOs and their members, all of which is supported by empirical data. This paper provides a comprehensive overview of FPOs, including their performance, socio-economic impact, the factors that contribute to their sustainability, and various other key findings. This paper presents the gathering, categorization, and thorough literature on FPOs, benefiting academics, professionals, and upcoming researchers in examining existing research and contemplating future studies in the same field.
Beyond 9 to 5 Employee Perspective on Work-Life Balance
Work-life balance for employees is becoming increasingly vital, especially considering the COVID-19 pandemic. Juggling work and non-work life are the essence of work-life balance. It is the proportion of hours worked to hours available for other activities, such as socializing, learning new skills, and attending to family matters. This article aims to determine the degree to which flexible work arrangements affect employees’ work-life balance, the role of the organization, and the amount to which technology facilitates and eases this balance. Nowadays, it’s incredibly difficult to find a position that offers a balance between work and life. Overseeing The most challenging management tasks are those related to one’s personal and professional lives, which even the most accomplished individuals occasionally struggle to accomplish. Many business owners believe that for the nation’s economy to flourish, young people need to fully commit to the workforce and put in more than 12 hours a day at work. To determine if employees are satisfied with their jobs and personal lives, this study is crucial for modern entrepreneurs. This study is essential for advancing our understanding of the subject and could help the company establish a more productive and healthy work environment.
Unraveling the Dynamics of Workplace Communication: Exploring its Multifaceted Functions in Shaping Organizational Relations
Communication not only influences external affairs or external relations, nor does it impact only upon business-to-business relations, but it has its impeccable effects on the internal system of organizations. The impact of communication within organizations extends far beyond external interactions, encompassing intricate dynamics within the internal structure. This study delves into the nuanced realms of communication within Corporate and Academic settings, exploring how gender plays a role in shaping professional interactions. Through meticulous analysis, notable distinctions emerge between male and female professionals across various facets of organizational communication. Furthermore, while some variations exist between Corporate and Academic environments, overarching patterns align closely with existing literature on organizational communication. This study sheds light on the intricate interplay of factors that influence internal organizational relations, offering valuable insights for fostering effective communication practices within diverse professional contexts. In the study, an effort has been made to investigate communication interactions between individuals employed in Corporate & Academic organizations, as well as between Males & Females who work as professional staff in different organizations. The study shows that there are notable distinctions between men and women about various facets of organizational communication. The individuals who work in corporate and academic organizations differ slightly in a few areas related to organizational communication. Broad conceptual patterns emerging from the body of accessible literature on organizational communication appear to be supported, for the most part, by the variances in the given characteristics of communication across categories and levels seen in this study.
This article explores the critical importance of intelligence agencies and understanding "intelligence of the future" for contemporary companies' survival and success. It begins with recent research on the evolving nature of professional positions, jobs, and requisite skills within companies. Two distinct approaches to developing organizational capabilities for consulting firms are presented, along with preliminary steps for establishing an intelligence agency and identifying key issues. Examples from various companies demonstrate diverse skills-focused approaches. However, the article does not delve into the extensive literature on "intelligence of the future" or offer specific planning studies or recommendations. The concept of "future skills" involves actively shaping the future The necessity for professional organizations is highlighted by the focus on "intelligence" and "future intelligence," emphasizing the need for company innovation. The World Economic Forum predicts that 40% of today's core workforce skills will change significantly within the next five years (World Economic Forum, 2020). McKinsey's research indicates that approximately 6.5 million workers in Germany will need to transition to new jobs and acquire new skills, with 4 million workers facing job obsolescence due to technological advancements and automation. Business leaders acknowledge the skills gap, necessitating collective societal efforts beyond individual companies. Many companies are addressing this issue through Skilling and Reskilling projects, with job mobility and rotation as significant responses. Key characteristics of a smart organization include continuous evaluation of job skills, leveraging internal and external resources to identify future skills, integrating communication skills into business strategies, fostering a culture of continuous learning, and maintaining strong adaptability.
Impact of Gender Diversity and Inclusion on Organizational Performance
Gender Diversity and Inclusion plays an important role in organization. Individuals with diverse experiences collaborate and infuse organizations with new ideas. The phrase "gender diversity" refers to the fair and equal representation of all genders within an organization. All the genders have equal growth opportunities and promotion in the organization. Gender diversity affects an organization's ability to generate higher revenues in addition to the experience of its employees. procedure used by the business to guarantee a sense of support and belonging. In the workplace, gender inclusion is essential to creating a varied and welcoming atmosphere. Goal of this study is to create a theoretical framework to investigate how Gender Diversity impacts on performance of the organization, Employee Motivation and Innovation and Creativity within organizations. The study was performed on primary data and the method of collection of data was online Questionnaire form. It underwent regression analysis. Microsoft Excel was the program utilized to analyse the data. Organizational performance and gender diversity and inclusion demonstrated a linear link. This can help the Human Resource department of organization to have Gender Diverse workforce in their organization. This study can contribute to various aspects in organization related to Gender Diverse workforce in the organization
Advancing Teacher Education: A Holistic Approach Across Primary, Secondary, and Higher Levels
This paper underscores the critical necessity for a comprehensive, interconnected approach to teacher education that spans primary, secondary, and higher education levels. It emphasizes the imperative of understanding the intricate relationships among these educational tiers, aiming to foster a deep comprehension of pedagogical practices, learner needs, and societal requisites. The essence of effective teaching transcends the confines of the classroom, extending into the broader educational milieu. Teachers must possess not only profound subject matter expertise but also interdisciplinary perspectives, cultural adeptness, and socio-emotional competencies. Thus, teacher education programs must be multifaceted, integrating theoretical frameworks with practical experiences, nurturing reflective practice, and fostering continual professional development. Moreover, collaboration and partnership among diverse educational stakeholders are indispensable. By forging alliances between primary, secondary, and higher education institutions, teacher education can be enriched through the amalgamation of resources, sharing of expertise, and dissemination of best practices. These collaborative endeavors facilitate seamless transitions for pre-service teachers as they navigate through different educational echelons, ensuring coherence in their educational journey. Furthermore, this holistic approach underscores the paramount importance of recognizing and addressing the diverse needs of learners across various developmental stages. Through the implementation of differentiated instruction, inclusive pedagogy, and personalized learning approaches, teachers can adeptly cater to the distinct needs, interests, and strengths of their students. Advancing teacher education necessitates a fundamental shift towards a holistic and integrated approach that transcends traditional educational boundaries. By cultivating versatile and empathetic educators who are attuned to the complexities of modern teaching and learning, we can empower future generations to thrive in an ever-evolving global landscape. This holistic approach not only ensures the effectiveness of teacher education but also contributes to the overall enhancement of educational outcomes and societal well-being
Exploring the Interplay between Stress Management and Work-Life Balance for Employees
Stress is being faced by employees and it is now considered as a predominant issue. The lifestyle of people has changed, and it has impacted the working of people at their homes and business/ workplace. Numerous people have been impacted seriously by longer workdays that would eventually impact their psychological and social well-being. Work life balance is very important, and the employees need to manage work at their homes and at the workplace. There is stress at home and workplace. This study aimed to manage techniques for managing stress for ensuring work life balance in the current scenario. The study is based on secondary sources like books, websites, journals etc. Using search engines like Scopus and Google Scholar. The findings of the study revealed that stress management could be helpful for the employees working at the workplace. The morale of the employees could be boosted when they could manage their life. There are different techniques for managing stress for allowing human resource for taking initiative for the employees facilitate a better management of work-life balance