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The purpose of this paper is to explore the significant predictors that have an impact on cultivating an environment of positive employer–employee relations in power sector organization.

Primary data were gathered by administering a structured questionnaire among 154 respondents (executives and non-executives) of a state-owned power sector of India. Exploratory factor analysis and multiple regression analysis were employed for statistical analysis of the data using SPSS (version 20).

The analysis used a total of 17 independent variables, and only three factors were extracted, namely organizational justice (OJ), employee empowerment (EE) and conflict management (CM), and established as the significant predictors of employee relation (ER). The proposed hypotheses were found to be statistically significant.

This scholarly endeavor provides plausible insights regarding the predictors vital for nurturing harmonious ER in power sector undertakings. It becomes highly imperative for both managers and academicians for developing strategies to cultivate a facilitative work environment to generate contented and competent workforce that can confront the challenging business world.

This work is a distinct manifestation of exhibiting quality relationships among the organizational entities by integrating the association of OJ, EE and CM for flourishing cordial employee relations (ERs) in the new perspective of power sector.

The purpose of this research is to examine the relationship between employer and employees in a public power sector undertaking through the validation of CODE (compensation, organizational justice, dispute resolution and employee empowerment) and PLE (workforce productivity, employee loyalty and employee engagement) model.

A hypothesized research model was developed and validated by using structural equation modeling (AMOS 20). In total, 303 responses were accumulated by administering a structured questionnaire among the employees of a state-owned power sector.

The results revealed that a harmonious climate of employee relations is prevailing in the public power utility. Additionally, the findings suggest that the CODE and PLE model of employee relations are found to be positive and significant by investigating the impact of compensation, organizational justice, dispute resolution and employee empowerment as the predictors; and workforce productivity, employee loyalty and employee engagement as the critical outcomes of employee relations.

The study recommends some plausible insights for practitioners, decision-makers and policy formulators to develop strategies and policies for nurturing congenial employee relations and also to cultivate a facilitative work environment for generating contented and competent manpower.

Validation of CODE and PLE model of employee relations in the new perspective of power sector undertaking is an epoch-making and novel contribution that offers significant empirical evidence to the extant literature. Moreover, the exploration of employer–employee relations in this context is a unique and innovative effort toward existing research.

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.

The purpose of the paper is to explore the relationship between workplace empowerment and employee commitment with quality of work life (QWL) as a mediator in the case of private healthcare employees in India.

The study used a structured questionnaire to collect primary data from 279 employees of private healthcare units in India. AMOS 20 was used to analyse the data.

Results of data analysis confirm that the proposed hypotheses of the study were significant. Structural equation modelling revealed a best-fit model that demonstrated QWL to be a significant partial mediator between workplace empowerment and employee commitment.

This work provides a pragmatic view about the action mechanism through which workplace empowerment can aid in generating commitment among healthcare employees. The paper also offers insights for healthcare managers, administrators and practitioners.

The research is an attempt to integrate the employees as the core long-term assets of the healthcare system. The study establishes the triadic and symbiotic alliance of workplace empowerment, QWL and employee commitment in the novel context of healthcare.

This paper aims to examine the moderating role of organizational learning culture (OLC) on the relationship between human resource development (HRD) practices and employee competencies (EC) in enhancing organizational effectiveness (OE).

An integrated research model of HRD practices, EC, OE and OLC was developed. The validity of the model is tested by applying structural equation modelling (SEM) approach to data collected from 506 employees working in 4 medium-size cement manufacturing companies.

The results confirmed that training and career development had a significant impact on EC, the moderating effect of OLC on the relationship between HRD practices and EC was found significant and there is a significant and positive relationship between EC and employee perceived OE.

This paper contributes to the HRD literature, integrating HRD practices, OLC and EC. The research is unique as it has applied moderated SEM to test hypotheses of the study.

This paper aims to provide an in-depth awareness into the research on customised training programme for the indigenous population in India. The central aim is to conduct a systematic review on the available studies to explore its crucial themes interweaving with skill development.

This study uses systematic review method, for which the author uses Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines, SPIDER tool and Mendeley to identify relevant articles from 2011 to 2022.

Results show that the customised training programme is useful for the first-generation population to upgrade their skills. It aids in improving scalability, supports job creation and facilitates in mitigating low level of training exposure by meeting the local needs. However, poor approachability on customised training, its oversimplification and lack of research dents the critical insights and prospects.

The novelty of this paper lies on retrieving the essential indicators of customised training from previous studies by systematic review tools. It can aid academicians, educators, local administration and policymakers to understand its benefits for indigenous population to fill the policy gaps.

The purpose of this paper is to examine the impact of organizational justice and conflict management on employee relations (ER) through the mediating role of climate of trust.

This study was conducted with a sample of 331 employees working in a power transmission unit of Odisha. Data were collected by administering a structured questionnaire and analyzed using structural equation modeling (AMOS 20).

The results reveal that climate of trust plays the role of a partial mediator between organizational justice and ER and conflict management and ER. Also, it was found that organizational justice, conflict management and climate of trust are the positive and significant predictors of ER.

The study was confined to a single state-owned power transmission unit of an Indian state, which restricts its generalizability. The research would benefit from exploration in alternative units.

This scholarly work may encourage managers and decision makers to develop trust building climate by focusing on organizational justice and conflict management to flourish an environment of harmonious ER, furthermore to formulate effective strategies for cultivating facilitative work environment to enhance positive attitude among the employees to challenge future goals.

The research is exclusive in determining the influence of organizational justice and conflict management on ER through the mediator of climate of trust in the new perspective of the power sector that provides empirical evidence to the extant literature.

This paper aims to investigate the relationship between employer branding (EB) and talent retention. The paper also analyses the mediating role of employee engagement in the association between EB and talent retention.

Partial least square structural equation modelling has been applied to carry out the analysis. The findings are based on the perceptions of IT professionals (n = 397) to assess the interrelationship between EB, employee engagement and talent retention.

The paper gives empirical insights on how employee engagement helps promote employer value offerings to the employee, which helps in the successful retention of employees. The results indicate that employee engagement partially mediates the association between EB and talent retention.

This study provides a clear direction to a diversity of practitioners working in IT firms. Building and maintaining sympathetic and emotional connections with co-workers, team leaders and higher managerial employees can help increase employee engagement. The findings can help business planners and managers focus their efforts on employer brand elements for successfully involving their workforce.

Authors believe this study is one of its kind to test the association between EB and talent retention mediated by the engagement level of employees. The present research study will help future academia delve into how EB can significantly impact the engagement and retention of existing employees.

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.

The purpose of this paper is to examine the significant predictors of work-life balance (WLB) by highlighting the human resource interventions in IT industries.

Exploratory factor analysis and multiple regression analysis have been used to analyse the data by using the SPSS version 20. Primary data have been incorporated from 245 software professionals through a structured questionnaire from the IT industry in India.

The study examines nine independent variables that significantly envisage the dependent variables (WLB), among them only three factors are extracted such as training and development, teamwork and communication, and financial and non-financial rewards which were found to be significant predictors of WLB. The hypothesis as suggested for the study has been significant.

This paper provides a practical interpretation about an overview of human resource interventions vital for better WLB in software organisations. It also provides insights to practitioners, IT managers and administrators for instigating these interventions.

The achievement of WLB is a delightful indulgence for professionals as well as organisations. It becomes indispensable for top management to focus on HR interventions for stimulating the degree of WLB. The study empirically categorizes the various interventions pivotal to improve the degree of WLB in the IT sector.

As there has been substantial research evidence exploring the work-life imbalance, its cause, effects and overcoming it through a balanced life is studied. This study has identified innovative insight of embracing employees and thriving commitment among employees through HR interventions which acts as a strong predictor for WLB. There are limited empirical traces in the Indian IT sector investigating the above context.