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This paper aims to identify, examine, and present an empirical research design of behavioral finance of potential investors during Covid-19.

A well-structured questionnaire was designed; a survey was conducted among potential investors using convenience sampling, and 200 valid responses were collected. The research work uses multiple regression and discriminant function analysis to evaluate the influence of cognitive factors on the financial decision-making of investors.

Recency and familiarity bias are proven to have the highest significant impact on the financial decisions of investors followed by confirmation bias. Overconfidence bias had a negligible effect on the decision-making process of the respondents and found insignificant.

Covid-19 is a temporary phase that may lead to changes in financial behavior and investors’ decisions in the near future.

The paper will help academicians, scholars, analysts, practitioners, policymakers and firms dealing with capital markets to execute their job responsibilities with respect to the cognitive bias in terms of taking financial decisions.

The present investigation attempts to fill the gap in the literature on the intended topic because it is evident from literature on the chosen subject that no study has been undertaken to evaluate the impact of cognitive biases on financial behavior of investors during Covid-19.

This study aims to develop a talent selection model for learning organizations capable of connecting two groups, candidates in a talent hiring process and managers of the hiring company, in a reliable process, promoting organizational learning and increasing employee satisfaction.

This paper integrates egalitarian principles, an artificial intelligence mechanism founded on stable matching algorithms, and evaluating critical soft skills to enhance recruitment practices within learning organizations. The authors conduct a numerical real-world application in Python to showcase the model’s effectiveness. Five candidates were evaluated for five job positions. Moreover, 26 soft skills were analyzed by the five company leaders, relating them to the requirements of each job position and by all candidates, as a self-assessment process.

The model promoted egalitarian talent management because it motivates the candidates to choose the preferred position in a company, and the employers hire the best candidate. It is satisfactory for all participants in a company’s hiring process if the parties intend to be fair and egalitarian. The benefits of the process can be considered isolated (parties’ satisfaction) or a part of a company’s effort to stimulate an egalitarian culture in organizational values.

The information generated by the model is used to refine its selection process and improve its understanding of the job requirements and candidate profiles of the company. The model supports this idea, using the concepts of indifference, stability, egalitarianism and the soft skills required and identified to be more effective and learn about themselves.

This paper discusses an egalitarian point of view in the recruitment process. It is satisfactory for all participants in a company’s hiring process if the parties intend to be fair and egalitarian. The process’s benefits can be considered part of a company’s effort to stimulate an egalitarian culture in organizational values.

This paper brings an excellent future perspective and points to the company’s development of talent retention. The model simultaneously solves the evolution of talent management processes through new technologies and soft skills emerging in the postpandemic scenario.

Purpose: This chapter explores the two major schemes applicable to skill development in India: Skill Acquisition and Knowledge Awareness for Livelihood Promotion (SANKALP) and Pradhan Mantri Kaushal Vikas Yojana (PMKVY).

Need for the Study: The primary objective of this research is to check the role of these schemes in enhancing the skills of socio-economically stressed community members for their livelihoods. The secondary aim is to analyse the outcomes of these schemes through a qualitative inquiry.

Methodology: A survey was conducted, and the data was collected from trainees of the skill development programmes. Based on the responses, a qualitative content analysis was performed, which showed that most trainees have the thirst and urge to enhance their life skills for a minimalistic livelihood.

Findings: The study concluded that though there are many schemes, only PMKVY is active. They focus on more than just youth communities. Instead, they consider individuals in different age categories.

Practical Implications: The Government of India (GOI) is progressing towards a healthy economy to compete with other countries. For this mission to be achieved, skill and labour development is paramount. Appropriate training must be provided and administrated through government schemes.

The purpose of this paper is to study the concept and procedure of creative accounting as how is it worked around and how it can lead to financial crimes. The procedure which are followed and which are the people who are involved and who are the victims of such crimes. The methods which are used to perform the action and how is it done. What are the findings of different researchers who have studied the same concept and how can it be curbed is the main purpose of the paper.

This paper is designed to find out the working of accounting policies and how the loopholes in the same can actually be taken into account, resulting in a certain number games which can be played around it, and to get the desired outcome in the preparation of financial statements.

Creative accounting, though legal and acceptable around the world, gives in the way to loopholes provided by the acts and rules governing the preparation of financial statements and eventually leading to financial crimes and hampering the economy as a whole.

The limitations of this study remain to the fact that it is an empirical study, as a lot of papers and articles were studied before giving it a shape and reaching a conclusion.

Creative accounting though not illegal but the excess use of the same has given daunting effects on the financial statements and as a result have resulted into financial frauds and looting of peoples money throughout the world.

Hard-earned money of the investors is looted and no action can be taken against as the mechanism and the legal bodies are still struggling to curb the problem, and thus it is very important to learn about creative accounting.

This study leads to the understanding of the growth of creative accounting and how it has resulted in accounting frauds leading to financial crimes in an economy.

The study investigates the effect of human capital (HC) on organizational performance (OP) of potential employees. Further, an attempt has been made to develop the fundamental psychological mechanism of the aforementioned relationship by proposing retention (RE) as mediator.

For this study, the required population on both private and public sector professionals of middle and senior-level management from service and manufacturing organizations functioning in various parts of India has been considered. For data collection, a complete set of questionnaires has been prepared and collected from 238 professionals. To study and test the hypotheses, structural equation modeling has also been used.

a complete study on the data collected, it has been found that HC is significantly related with OP of the prospective professionals and RE has subsequently mediated the aforementioned linkage partially.

The present study can suggest practically that the appropriate RE strategies retain HC with their respective organizations and provides in finding the evidence on the psychological processes during the employer procurement process.

paper bridges the disciplines of strategic human resource management and human capital management and brings in RE as an additional mediator into organizational performance.

Slum discourse has attracted significant research interest among scholars. The study examined the policy framework for slum governance in Ghana with the goal of offering recommendations to structure slum management.

Anchored on exploratory qualitative methodology, the study utilized a purposive sampling technique to select 18 respondents from the major ministries for in-depth interviews.

The results showed an absence of a central national policy for slum governance because slums development has received less national priority. It also revealed a lack of coordination among the sector ministries in policy formulation, which tends to create a blame game among them. Further, it was found that slum programs are driven by media-political and non-governmental actors.

The conclusion and the outcome of this study cannot be generalized as to represent the whole ministries in Ghana in the space of slums management due to the qualitative approach. A recommendation is offered for the creation of a separate authority to take charge of the slums in Ghana.

This study elucidates a context-specific understanding of the policy framework for slum governance, which tends to shape public knowledge and policy landscape.

As a novelty, the findings of the study advanced the sparse literature in the domain and, at the same time, helped politicians and policymakers understand the need for a dedicated policy for slums.

This paper aims to study the interlink between work-life integration, job contentment and employee engagement. The notion of how far work-life balance (WLB) policies have a throwback on employee engagement has been presented with shreds of evidence of previous studies carried out in the timeline of 2005–2021 in India. The purpose is to bring forward comprehensive studies together, which are available on piecemeal form in the fragmentary form, to draw a firm conclusion about work-life integration policies and their parallelism with job engagement and organizational effectiveness. Furthermore, this study intends to develop a theoretical framework using Dubin’s methodology on organizational effectiveness in relation to work-life integration, job contentment and employee engagement.

This study is based on systematic literature review of papers reviewed from across databases of Scopus, Emerald, EBSCO and Google Scholar. The keywords used for the search were WLB, work-life integration, job satisfaction, job contentment and organizational effectiveness and also a combination of these words was used to pull down the relevant papers. A systematic literature review was undertaken on the topics of work-life integration, employee engagement and organizational effectiveness. These articles were then read and scanned with the overview on abstract and further these articles were selected on the basis of relevance to the current study. Those articles which showed interconnectedness between the identified variables of organizational effectiveness in relation to work-life integration, job contentment and employee engagement as antecedents were reviewed and a theoretical framework model is put forth using first part of Dubin’s methodology (1978) for theory building. The posited Model named A4 on organizational effectiveness using deductive approach is built on constructs, interaction, logic and propositions (Whetten, 1989).The theory will be functional in nature. With the given wealth of evidence, the injecting effect of work-life integration on employee engagement and pouring impact on organizational effectiveness becomes more transparent and clear. The authors have proposed a model for better organizational effectiveness through work-life integration policies.

One of the essential ingredients for better employee engagement is work-life integration policies, and organizational effectiveness becomes the by-product of the same. Innovative and friendly WLB policies assist employees to be more productive, dedicated and committed, resulting in better employee engagement which in the long run benefits the company in terms of effectiveness. WLB policies help to flatter down the burgeoning impact of complex work life on employee productivity and engagement. This paper concludes on the healing effects of WLB policies on employee engagement and organizational effectiveness and also proposes a model at the end. The posited model presents the antecedents for achieving organizational effectiveness.

Because the study is conceptual in nature with the proposed model, more empirical-based studies by experts with relevant stakeholders will add more rationalization to the current study.

Organizational effectiveness is the key to survival in today’s complex and competitive world. The authors investigated how organizational effectiveness can be achieved with WLB policies, which can have a linear impact on employee engagement, and ultimately organizations can bear the flowerings of positive output. This linkage and coupling between WLB policies, job contentment, employee engagement and organizational effectiveness deserve attention which the authors have attempted to explore. The outcome and results of the study will contribute to the existing literature in a more meaningful manner and will assist human resource development and policymakers to achieve organizational goals with driving employees. Managers will gain insight into the identified theoretical framework model for its implementation in organization. Future researchers with empirical studies can test the proposed theory to determine its success at organizational level.

This study aims to investigate the positive side of employee deviance. Historically, research exploring employee deviance focussed on undesirable organisational and individual outcomes. Thus, previous research has empirically established that employee deviance harms both the organisation and organisation's employees. Recent studies argue that employee deviance also has a positive effect; however, such studies are limited in number. The extant research fails to consider the positive side of employee deviance, and therefore, the present studies bridge the gap through a systematic literature review on positive deviance.

The study examined peer-reviewed theoretical and empirical journal articles related to workplace deviance. An initial search resulted in 2,691 research articles, of which 40 papers were considered relevant for the study given the objective of this paper. Research papers were extracted from the Web of Science, EBSCO and Scopus. The extracted data were then synthesised to formulate the research questions and objectives for this study.

Basing on the systematic literature review, the study presents six main themes: positive deviance and younger workforce, positive deviant leader and subordinates and positive deviance as a strategic tool for employee engagement, positive deviance and positive organisational scholarship, positive deviance and entrepreneurial orientation. The study also proposes positive deviance as a mediator/moderator of other relationships within an organisation.

Systematic literature is a methodology that relies on the availability and accessibility of research studies based on the research criteria. The study considered three significant databases to identify the relevant papers for the study. Therefore, the research is limited, and the possibility of omitting the papers is not ruled out, although unintentional.

The paper is plausibly the first research to conduct a systematic literature review on positive deviance. The study establishes and reconfirms the encouraging side of employee deviance. The study extends the literature on workplace deviance in two significant ways. First, the paper systematically examines the empirical and review literature related to positive deviance and presents a greater understanding of the predictors, consequences, methodologies, etc. Second, the study highlights the critical research gaps in this area and suggests the course of action for future research.

The micro, small and medium scale enterprises (MSMEs) faced various challenges in the ongoing COVID-19 pandemic, making it challenging to remain competitive and survive in the market. This research develops a model for MSMEs to cope with the current pandemic's operational and supply chain disruptions and similar circumstances.

The exhaustive literature review helped in identifying the constructs, their items and five hypotheses are developed. The responses were collected from the experts working in MSMEs. Total 311 valid responses were received, and the structural equation modeling (SEM) approach was used for testing and validating the proposed model.

Critical constructs identified for the study are-flexibility (FLE), collaboration (COL), risk management culture (RMC) and digitalization (DIG). The statistical analysis indicated that the four latent variables, flexibility, digitalization, risk management culture and collaboration, contribute significantly to the firm performance of MSMEs. Organizational resilience (ORS) mediates the effects of all the four latent variables on firm performance (FP) of MSMEs.

The current study's findings will be fruitful for the manufacturing MSMEs and other firms in developing countries. It will enable them to identify the practices that significantly help in achieving the firm performance.

The previous researches have not considered the effect of “organizational resilience” on the “firm performance” of MSMEs. This study attempts to fill this gap.

Technology sector is the pivotal element for innovation and economic development of any country. Hence, the present article explores past researches looking into challenges faced by immigrant women entrepreneurs in technology sector and their corresponding response strategies.

This study employs a systematic literature review (SLR) technique to collate all the relevant literature looking into the challenges and strategies from immigrant women entrepreneur's perspective and provide a comprehensive picture. Overall, 49 research articles are included in this SLR.

Findings indicate that immigrant status further escalates the human, financial and network disadvantages faced by women who want to start a technology-based venture.

This paper contributes to the literature by categorizing the barriers and strategies on a 3 × 2 matrix reflecting the origins of the barrier or strategy (taking place at the individual, firm or institutional level) versus the type of the barrier or strategy (arising from being an immigrant woman and being a woman in the technology sector). After underlining the dearth of studies in the literature about the complex phenomenon of immigrant WEs in the technology sector, the paper points out several neglected themes for future research.