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The purpose of this paper is to investigate the influence of HR interventions (rewards and incentives, training, organisational learning) on employee creativity to enhance organisational innovation in connection to the Indian automobile industries.

The study examined 258 valid responses of middle-level and top-level executives working in four wheeler automobile manufacturing units, and research and development units constituted in Southern India. The hypothesised model’s validity was tested through structural equation modelling (SEM). The confirmatory factor analysis established the reliability and validity of the dimensions and the related hypotheses were tested by using SEM.

The findings illustrate that HR interventions have an impact on employee creativity which helps in enhancing organisational innovation.

The research is unique in its attempt to measure the creativity of an individual for organisational innovation by combining the existing scales of employee creativity. The paper contributes to the HR literature by incorporating HR interventions and employee creativity into a research model that enhances organisational innovation.

This paper aims to examine the barriers that act as a hindrance and are the reason behind the struggles for the successful practice of diversity and inclusion. It also provides suggestions that organisations across the Asian region can adopt to have a conducive work environment to flourish diversity and inclusion.

Qualitative data were collected from 21 in-depth semi-structured interviews, where the male and female interviewee ratio was 6:4. The interviewees were diversity and inclusion leaders, diversity and inclusion consultants and human resources (HR) experts from Asian countries such as India, Sri Lanka, Malaysia, UAE, Singapore, Bangladesh and Nepal. The interviewees belonged to varied industries, including information technology, automobile, manufacturing, engineering, logistics and independent consultants. Every interview recorded was transcribed, and an inductive content analysis technique was used using NVivo. Broad themes and several antecedents were identified which hinder the successful practice of diversity and inclusion.

There exists a patriarchal mindset in society as the main reason; that is why Asian countries are finding it difficult and are struggling to embrace diversity and inclusion successfully. There is a lack of awareness amongst managers about how inclusive gender diversity impacts the company’s financial status. Reports show that companies that have female board members have better profit margins in comparison to those that do not.

This study was conducted within one industry setting, the service sector; therefore, the findings may not apply to other industries because of the different organisational cultures and HR policies.

This study offers managerial implications that can help the organisation foster and embrace diversity and inclusion by overcoming the barriers.

There should be fair and equitable inclusivity of females in the workplace. Female employees should be heard without biases and discrimination and allowed to speak up with equity. Females should not be seen differently during organisational decision-making, participation and empowerment.

To the best of the authors’ knowledge, this study is one of the few to explore the challenges faced by Asian region organisations to embrace diversity and inclusion by empirical evidence. The study shows how the Asian region struggles to go beyond gender diversity and move away from patriarchal hegemony, which is the study’s unique contribution.

There has been an increasing interest amongst the researchers to work and explore, “Black Swan” events which are not well studied. However, the “Black Swan” events hold an eminent relevance amongst academicians and practitioners. The present study offers nuanced understanding of “Black Swan” events.

We undertook an extensive bibliometric analysis of the extant literature using “Black Swan” as guiding keyword with the help of SCOPUS database.

The search for articles only yielded 59 articles. Our analyses highlight the prominent works, authors and journals. Further, this study reveal the research gaps that may help guide future scholars interested in “Black Swan” events to examine in different context.

The current study develops a research agenda and offers numerous research directions. Research on “Black Swan” events can be apprehended at three different stages – pre-black swan event, about black swan event and post-black swan event with identified sub-themes.

This paper is the pioneer research work to dedicatedly analyse the existing set of literature with “Black Swan”.

This paper aims to examine the drivers of employee creativity and organizational innovation empirically. And to study how employee creativity significantly impacts organizational innovation in a highly competitive market.

This study is grounded in positivism philosophy. The theoretical model is grounded in the dynamic capability view (DCV) and further developed ten hypotheses and sub-hypotheses. To test our research hypotheses the authors utilized psychometric-based instruments. The authors obtained 575 responses from the automobile industry in India after multiple follow-ups. The data were utilized to check the construct validity and tested the authors’ research hypotheses using the co-variance-based structural equation modeling (SEM) tool (IBM SPSS AMOS 20.0).

The results support the authors’ research hypotheses. The findings of this study conform to the previous findings of the scholars which is an important aspect of the study. In the past various scholars have made an attempt to reproduce the results in different contexts. In a way, it helps to build confidence in the scientific merit of the results. It may be considered as an incremental contribution to the literature but it helps establish confidence in the theory of creativity and innovation.

The results offer a nuanced understanding to the practitioners and policy makers to understand “what” and “how” to improve employee creativity that plays a significant role in organizational innovation.

This study is an attempt to examine how the theory of creativity and innovation can be embraced by the Indian automobile industry.

This study assesses the SDG-related well-being of indigenous communities in India using bibliometric analysis and the ADO-TCM framework. It provides insights into their alignment with sustainable development objectives.

This study analysed 74 high-impact journals using bibliometric analysis to evaluate the well-being of India’s indigenous peoples about the SDGs.

This study analyses the well-being of tribal communities in India using existing scholarly articles and the ADO-TCM framework. It emphasises the importance of implementing Sustainable Development Goals (SDGs) to promote the well-being of indigenous populations.

This study uses bibliometric analysis and the ADO-TCM framework to investigate factors impacting tribal community welfare. It proposes theoretical frameworks, contextual considerations and research methodologies to achieve objectives.

The research paper aims to analyse the scholarly literature on advancing HR analytics as an intervention for attrition, a problem that lingers on organisational performance. This study aspires to provide an in-depth literature review and critically assess the knowledge gaps in HR analytics and attritions within organisational performance.

The review analyses the corpus of 196 research articles published in ostensible journals between 2011 and 2023. To identify research gaps and provide valuable insights, this study synthesises relevant studies using School of thought (S), Context (C), Methodology (M), Triggers (T), Barriers (B), Facilitators (F) and Outcomes (O) (SCM-TBFO framework). This study employs the R programming language to conduct a systematic literature review in accordance with the “preferred reporting items for systematic reviews and meta-analysis” (PRISMA) guidelines.

The emerging discipline of HR analytics encompasses the potential to manage attrition and drive organisational performance enhancements effectively. The study of SCM-TBFO encompasses a multidimensional approach, incorporating diverse perspectives and analysing its complex aspects compared to various approaches. The School of thought includes the human capital theory, expectancy theory and resource-based view. The varied research contexts entail the USA, United Kingdom, China, France, Italy and India. Further, the methodologies adopted in the studies are artificial neural networking (ANN), regression, structure equation modelling (SEM) case studies and other theoretical studies. HR analytics and attrition triggers are data mining decision systems, forecasting for firm performance and employee satisfaction. The barriers include leadership styles, cultural adaptability and lack of analytic skills, data security and organisational orientation. The facilitators were categorised into data and technology-related facilitators, human resource policies and organisational growth and performance-related facilitators. The study's primary outcomes are technology adoption, effective HR policies, HR strategies, employee satisfaction, career and organisational expansion and growth.

The primary goal of the literature review is to provide a comprehensive overview of the current state of HR analytics and its impact on organisational performance, particularly in relation to attrition. Further, the study suggests that attrition, a critical organisational concern, can be effectively managed by strategically utilising HR analytics and empowering data-driven interventions that optimise performance and enhance overall organisational outcomes.

In this research paper, the authors delve into the ethnography and socioeconomic status of the Chenchu tribal community that resides in Telangana's Nallamalla forest. The authors also examine the initiatives undertaken by the government to create fair entrepreneurial opportunities while preserving their unique culture. Additionally, the authors analyse potential entrepreneurial and business opportunities using the environmental, social and governance (ESG) framework.

To gain insight into the current socio-economic development and living standards of the Chenchu tribal people, the authors conducted interviews in nine different villages with 177 individual respondents. Statistical analysis was then used to determine the relationship between business opportunities and their impact on socio-economic development based on the data collected.

The Chenchu tribal community has faced significant challenges, including vulnerability, poverty and debt. To promote the development of the tribe, it is essential to provide equal opportunities in education, healthcare and means of subsistence. The government has implemented various social and developmental programs to support sustainable development and entrepreneurial opportunities while preserving the tribe's unique culture and improving their education and standard of living. These initiatives are aimed at benefiting the entire community.

The Chenchu tribal people are eager for progress but hesitant to leave their forest homes and integrate into modern society. This creates challenges for efficiently implementing welfare programs. It is crucial to strike a balance between forest regulations and the rights of indigenous communities to ensure their protection and prevent any hindrance to development efforts.

To promote sustainable development and preserve tribal cultures, the government should implement various social and developmental programs. These programs should improve living conditions and socioeconomic development while exploring business opportunities. Maintaining these communities' unique identities while striving for progress is essential.

Human capital is a portfolio of rich skills that the labour possesses. Human capital has attracted significant attention from scholars. Nevertheless, empirical findings on the utility of human capital have often been divided. To address the research gap in the literature, the authors attempt to understand how human capital plays a significant role in financial development and economic growth nexus.

The authors rely on secondary data published by the World Bank. The authors use econometric tools such as the autoregressive distributive lag (ARDL) model and related statistical tests to study the relationship between human capital, India's financial growth and gross domestic product (GDP) growth.

Study findings suggest that human capital and financial development contribute significantly to economic growth. Further, the authors found that human capital has a positive and significant moderating effect on the path of joining financial development and economic growth.

The study contributes to the human capital debate. Despite the rich body of literature, the study based on World Bank data confirms the previous findings that investment in human capital is always useful for the financial and economic growth of the nation.

This paper reveals some unique findings regarding effect of financial development and economic growth nexus which opens the window of new dimension to think about their nexus. It also provides a different pathway to foster the economic growth by using human capital and financial development as together, especially in India.

In recent years, organizational agility (OA) has garnered significant attention from the academic community. Despite a substantial rise in the academic literature on OA, the nuanced understanding of OA among academicians, practitioners and policymakers is limited. To address this research gap, the current study attempts to synthesize the academic literature on organizational literature, understand the evolution of OA literature and state the potential research gaps that may open multiple research avenues.

The current study critically evaluates academic literature published in peer-reviewed journals using the bibliometric approach to map the intellectual structure of identified 224 articles on published literature on OA between 2001 and 2022.

The findings outline OA's evolutionary trend, most prolific authors, journals, affiliations and countries. Further, network analysis is deployed to unearth prominent OA themes. After that, four key themes of OA from each cluster have been identified and evaluated.

The study is based on the literature drawn from the SCOPUS database. Although the SCOPUS database is one of the largest databases, the authors believe that the SCOPUS does not contain some publications that might have offered some different insights. Secondly, the bibliometric analysis does not offer the opportunity to provide critical insights into published literature, which is one of the main limitations of bibliometric-based studies. However, despite some of these limitations, the authors believe that the study is a useful guide for scholars, practitioners and policymakers who do not have much information related to OA literature.

This article provides a pioneering review of the OA literature using bibliometrics and network analysis. The results and potential directions for further research may assist researchers in increasing the relevance of OA in the current uncertain and ambiguous environment.

This paper aims to identify and model barriers to internationalising automotive small and medium-sized enterprises (SMEs) from emerging market perspectives using the interpretive structural modelling (ISM) approach.

In this paper, 13 critical barriers are identified through an exhaustive literature review and the Delphi method. The ISM tool is then used to establish interrelationships among the identified barriers to expose and discuss the key barriers having high-driving power.

It was found that barriers such as trade agreements and export documentation, exchange rates and material inadequacies were relatively less challenging than the other barriers. At the next level, there are barriers such as supply chain, high international quality standards, legal barriers, skilled labour marketing capacity and information and logistics and infrastructure. Finally, barriers such as government policies, entrepreneurial orientation and technology and finance availability posed the most significant challenge for the internationalisation of Indian SMEs. These barriers warrants immediate and considerable attention.

This study developed a model based on experts’ opinions, which may be biased and influence the final model as proposed in this study. This research will help the owners/managers of the SMEs and policymakers identify and understand the significance and relevance of automotive sector barriers while strategizing.

To the best of the authors’ knowledge, this is the first time an attempt has been made to apply ISM methodology to explore the interdependencies among the critical barriers of internationalisation for SMEs of Indian automotive industries. This study will guide the owner–managers management practices to overcome ineffective practices and move towards successful internationalisation.