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Over the decades, the child sex ratio (CSR) is found to be declining in India. Declining CSR has been one of the biggest social problems in India; the problem is assumed to be deep-rooted because economic growth or social progress fails to correct the adverse CSR in India. The proposed research tries to evaluate the impact of women's agency along with some affirmative actions (toward empowering women) on CSR in India. The role of women's agency is assumed to be significant toward correcting the adverse CSR. However, it is confined to two variables like female literacy rate (FLR) and female work force participation rate (FWFPR). Women agency should take into account women's ability to make effective choices and to transform those choices into desired outcomes. Therefore, in order to explore the effect of some affirmative actions in explaining the variations of CSR across the states in India, three popular schemes, namely, Self Help Group (SHG), Rashtriya Mahila Kosh (RMK), and Kishori Shakti Yojana (KSY), are used in the present analysis.

Pooled regression shows that FWFPR has a positive impact on CSR but FLR has a nonlinear relationship with the CSR. It is found that the SHG has positive but the KSY has negative effect on CSR; the other variable like RMK does not play any significant role toward variations of CSR. States showing higher concentration of ST population are found to be conducive to favorable CSR compared to SC population. Per capita net state domestic product (PCNSDP) has a similar effect like FLR. This study also finds significant discriminating role (against female child) of major states compared to minor states and UTs. Therefore, the role of women's agency toward improving CSR needs to be highlighted more profoundly in Indian context.

The contribution of the Indian Automobile industry in the economic growth of the country is significantly high. Besides catering to a large domestic market, the automobile industry in India has also captured market shares in many foreign countries successfully in the last few decades. Not only is it an important export-oriented industry of the nation but also the fourth largest exporter of automobiles in Asia. However, in the recent years (2018–2019), it has faced an unprecedented slump. This chapter captures this fact by calculating the growth of car selling for the four quarters of the period 2018–2019 across the Indian states. It primarily tries to find out whether the variation in income and tax levied on petrol and diesel has an impact on the variation in the car selling across the states for the abovementioned time period. It has been proven from our study that higher income of a state has a positive impact, whereas higher tax on petrol and diesel which varies across the states has a negative impact on car selling. Apart from this, this study then distinctively tries to find out whether there exists any neighborhood impact on growth rate of car selling and different tax rate on petrol and diesel on the basis of Moran's Index. It is witnessed that there exists a high level of spatial autocorrelation among the different states in case of growth of a car selling and tax imposition on diesel as well as on petrol. This fact necessitates some degree of regional orientation in formulating an effective policy to revive the automobile industry on the part of the Government.

The purpose of this paper is to analyze the influence of factors that affect human resource competency (HRC) 4.0, employee readiness for transformational change as well as analyzing the mediating and moderating factors that influence the relationship of factors such as soft skills training and individual characteristics on employee readiness for transformational change and HRC 4.0.

This research is a quantitative research with descriptive statistics. The analytical tool used is a structural equation model of partial least squares (PLS). This research was conducted at five Bank Indonesia Offices in Aceh and North Sumatra Provinces. Using a proportional random sampling technique, 200 respondents of employees were selected.

The results of this study are as follows: (1) both soft skill training and individual characteristics have a significant effect on HRC 4.0; (2) HRC 4.0, soft skill training and individual characteristic have a significant on employee readiness for transformational change; (3) soft skill training has significant effect on employee readiness for transformational change through HRC 4.0; (4) individual characteristic has a significant effect on employee readiness for transformational change through HRC 4.0; (5) the effect of HRC 4.0 on employee readiness for transformational change moderates by transformational leadership; (6) the effect of HRC 4.0 on employee readiness for transformational change moderates by employee commitment to change.

This research contains valuable novelty, which is a new concept of HRC 4.0 that is linked to soft skill training and individual characteristics variables, and employee readiness for transformational change. Furthermore, transformational leadership and employee commitment variables have significant effect in moderating the influence off HRC 4.0 on employee readiness for transformational change.