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Gillette’s historically successful “razor and blade” business model (RBM) has been a promising benchmark for multiple businesses across diverse industries worldwide in the past several decades. The extant literature deals with very few nuances of this business model notwithstanding the fact that there are several variants of this business model being put to practical use by firms in diverse industries in grossly metaphorically equivalent situations.

This study adopts the 2 × 2 truth table framework from the domains of mathematical logic and combinatorics in fleshing out all possible (four logical possibilities) variants of the razor and blade business model for further analysis. This application presents four mutually exclusive yet collectively exhaustive possibilities on any chosen dimension. Two major dimensions (viz., provision of subsidy and intra- or extra-firm involvement in the making of razors or blades or both) form part of the discussion in this paper. In addition, this study synthesizes and streamlines entrepreneurial wisdom from multiple intra-industry and inter-industry benchmarks in terms of real-time firms explicitly or implicitly adopting several variants of the RBM that suit their unique context and idiosyncratic trajectory of evolution in situations that are grossly reflective of the metaphorically equivalent scenario of razor and recurrent blades. Inductive method of research is carried out with real-time cases from diverse industries with a pivotally common pattern of razor and blade model in some form or the other.

Several new variants of the razor and blade model (much beyond what the extant literature explicitly projects) have been discovered from the multiple metaphorically equivalent cases of RBM across industries. All of these expand the portfolio of options that relevant entrepreneurial firms can explore and exploit the best possible option chosen from them, given their unique context and idiosyncratic trajectory of growth.

This study has enriched the literature by presenting and analyzing a more inclusive or perhaps comprehensive palette of explicit choices in the form of several variants of the RBM for the relevant entrepreneurial firms to choose from. Future research can undertake the task of comparing these variants of RBM with those of upcoming servitization business models such as guaranteed availability, subscription and performance-based contracting and exploring the prospects of diverse combinations.

Smart entrepreneurial firms identify and adopt inspiring benchmarks (like razor and blade model whenever appropriate) duly tweaked and blended into a gestalt benchmark for optimal profits and attractive market shares. They target diverse market segments for tied-goods with different variants or combinations of the relevant benchmarks in the form of variegated customer value propositions (CVPs) that have unique and enticing appeal to the respective market segments.

Value-sensitive customers on the rise globally choose the option that best suits them from among multiple alternatives offered by competing firms in the market. As long as the ratio of utility to price of such an offer is among the highest, even a no-frills CVP may be most appealing to one market segment while a plush CVP may be tempting to yet another market segment simultaneously. While professional business firms embrace resource leverage practices consciously, amateur customers do so subconsciously. Each party subliminally desires to have the maximum bang-to-buck ratio as the optimal return on investment, given their priorities ceteris paribus.

Prior studies on the RBM have explicitly captured only a few variants of the razor and blade model. This study is perhaps the first of its kind that ferrets out many other variants (more than ten) of the razor and blade model with due simplification and exemplification, justification and demystification.

This paper aims to examine how employee perceptions of organizational context relate to willingness to mentor. This research will help organizations to understand the relationship between organizational context and willingness to mentor to encourage mentoring.

This study used a survey approach. Employees who worked in the development, production and marketing of pharmaceuticals were administered a survey questionnaire. Data were analyzed through structural equation modeling.

The findings showed that the downsizing experience was negatively related to willingness to mentor, and the threat of being downsized was negatively related to perceived organizational support. In contrast, perceived organizational support was positively related to organization-based self-esteem, which, in turn, was positively related to willingness to mentor.

The relationship between perceived organizational support and organization-based self-esteem, with its subsequent positive effect on willingness to mentor, indicates the importance of organizations’ providing their employees with needed organizational support. Conversely, the negative relationship between the downsizing experience and willingness to mentor, and the threat of being downsized and perceived organizational support, indicates the need to separate mentoring programs from downsizing events even if it means delaying the initiation of a mentoring programs.

Research on the impact of organizational context on willingness to mentor is limited, and this study helps to address that gap.

The purpose of this paper is to explore the relationship between relationship conflict and the perception of organization politics (POP) and the moderating role of employee engagement. The study hypothesizes that the conflict results in the presence of POP only for those employees who are relatively less engaged with the organization. The paper further explores the mediating role of perceived politics between the relationship conflict and job-related outcome variables including openness to diversity, turnover intent and perception of justice. In sum, the authors contend that employee engagement will act as a moderator between relationship conflict and POP, and POP further will act as a mediator between relationship conflict and its job-related outcomes.

A descriptive study was carried on to conduct this research. Data were collected at two different points of time from the employees of two public sector undertakings (n=206). About 80 questionnaires were not returned by the respondents, reducing the sample size to be 126. Of these, 115 were usable, resulting in a 55.83 percent response rate. SEM was employed to test the hypotheses with the help of Smart PLS 3.0. A two-step process was followed to test the hypothesized model. Testing the significance of proposed relationships in the structural model was followed by the evaluation of the measurement model.

The results of the study highlighted a positive association between the relationship conflict and POP. A moderating effect of employee engagement on relationship conflict and perceived organizational politics (POP) was observed. Further, POP was found to have a positive relationship with the intention to leave and a negative relationship with openness to diversity and perception of justice was observed. POP mediated the relationship between relationship conflict with the intention to leave and the perception of justice.

The very first limitation of the present study is its cross-sectional design. Since the data were gathered from the same respondents, the causal relationships between variables are subject to biases (Bobko and Stone-Romero, 1998). Further, the data were gathered with the help of self-report questionnaires, and the findings of this study might have been influenced by the social desirability response bias (Podsakoff et al., 2003). Hence, future work should focus on using a combination of sources for data collection. This study also proposes a possible role of emotional intelligence in employee engagement and their POP, which can be tested in future studies.

The study suggests that relationship conflict leads to POP, which eventually results in adverse job-related outcomes. In order to control the negative effects of politics perception, organizations should undertake conflict prevention and conflict management techniques. To further reduce the level of POP, organizations shall take steps to better engage their employees because even when the level of relationship conflict is high, people perceive less politics if they are highly engaged with the organization.

The study is an original work carried out to understand the relationship between relationship conflict and the POP, and the moderating role of employee engagement.

This study aims to explore the holistic context of organisational staff retention in small, medium and large organisations. It also aims to identify the factors affecting the retention of organisations of different sizes.

The study implements an empirical test of a model created during previous research with the participation of 511 employees. The responses to the online questionnaire and the modelling were analysed using the partial least squares structural equation modelling method. The models were tested for internal consistency reliability, convergent and discriminant validity, multicollinearity and model fit.

Two models were tested by organisation size, which revealed a total of 62 significant correlations between the latent variables tested. Identical correlations were present in both models in 22 cases. After testing the hypotheses, critical variables (nature of work, normative commitment, benefits, co-workers and organisational commitment) were identified that determine employees’ organisational commitment and intention to leave, regardless of the size of the organisation.

As a result of this research, the models developed are suitable for identifying differences in organisational staffing levels, but there is as yet no empirical evidence on the use of the scales for homogeneous groups of employees.

The results show that employees’ normative commitment and organisational commitment are critical factors for retention. Of the satisfaction factors examined, the nature of work, benefits and co-workers have a significant impact on retention in organisations, so organisational retention measures should focus on improving satisfaction regarding these factors.

The readers of the journal would appreciate the work, which highlights the significance of employee psychology and retention for organisational success.

The study is based on primary data and, to the best of the authors’ knowledge, is one of the few studies that take a holistic approach to organisational staff retention in the context of the moderating effect of organisational size. This study contributes to a comprehensive understanding of the phenomenon of employee retention and in contrast to previous research, examines the combined effect of several factors.

Organizations are fast adopting new technologies such as automation, analytics and artificial intelligence, collectively called intelligent automation, to drive digital transformation. When adopting intelligent automation, there is a need to understand the success factors of these new technologies and adapt agile software development (ASD) practices to meet customer expectations. The purpose of this paper is to explore the success factors of intelligent automation and create a framework for managers and practitioners to meet dynamic business demands. Total interpretive structural modeling (TISM) framework is a suitable approach to integrate quantitative measurement with qualitative semi-structured interviews capturing the context of the individual organization environment.

This paper identified agility factors and their interrelationships using a TISM framework. TISM results were validated using a one-tailed t-test to confirm the interrelationships between factors. Furthermore, the agility index of a case project organization was assessed using a graph-theoretic approach (GTA) to identify both the triggering factors for agility success and improvement proposals.

Results showed that leadership vision, organization structure and program methodology were driving factors. The TISM model was validated statistically and the agility index of the intelligent automation case project organization was calculated to be79.5%. Here, a GTA was applied and the triggering factors for improvement of the agility index were identified.

The limitations of the study are described along with the opportunities for future research as the field evolves through the rapid innovation of technology and products.

The increasing role of digital transformation in enterprise strategy and operations requires practitioners to understand how ASD practices must be planned, measured and/or improved over time through the implementation of automation, analytics and artificial intelligence programs. The TISM digraph provides a framework of hierarchical structure to organize the influencing factors, which assists in achieving organizational goals. This study highlights the driving factors which contribute to the success of intelligent automation projects and project organizations.

This is a first attempt to analyze the interrelationships among agility factors in intelligent automation projects (IAP) using TISM and the assessment of the agility index of a case IAP organization using a GTA.

The paper uses archival materials, interviews, and secondary scholarship to examine debates among Indian coalitional activists on legal argumentation against India’s national sodomy law in Naz Foundation v. Government of NCT of Delhi in particular, and in their mobilization activities in general. At the heart of activists’ debates was whether “rights to privacy” was the appropriate legal justification with which to argue the unconstitutionality of the sodomy law. Activists warned against uncritically advancing the notion that the sodomy law was an unlawful intrusion into an individual’s privacy, understood in spatial terms as existing within the bounds of a physical home or area, instead highlighting how gender and class shaped queer citizens’ engagements with private space. The paper argues that activists’ critical examinations of private and public space in the Indian context problematize canonical foundations of queer theory and sociological approaches to sexual citizenship, much of which assumes that all queer life moves from an inner sanctum of private secrecy, experienced as shameful, to an outer realm of equality vis-à-vis the state, the public, and the economy through declarative acts of embodiment. Drawing on critical queer studies scholarship, the paper argues that the legal debates in Naz and Indian queer activism reveal the unstated Western liberalism in prevailing scholarship on the promise of law for queer communities in contexts where core differences exist in material and social realities, and, consequently, in the meanings that individuals attach to space, privacy, embodiment, and visibility.

This paper aims to draw attention to the responsibility of CSR in SMEs.

Examining the emergence of the global and Indian CSR discourse and India's industrial and SME domain in particular in the context of global value chains and SME policy, this conceptual paper looks at the deficiencies in the present approaches. Drawing upon existing literature on global value chains, codes of conduct and multi‐stakeholder initiatives, it articulates the special challenge posed by the issues of labour rights and humane working conditions.

This paper suggests that SMEs by themselves cannot take up this responsibility and that the codes of conduct of transnational corporations would also be of limited utility and an active governmental role is necessary.

The paper calls for a change in political culture that looks at humane labour practices as a necessary condition for work and not as a liability in the pursuit of investments to provide a counterweight to the race to the bottom that has been triggered through export‐oriented growth in SMEs.

The purpose of this paper is to analyse a women entrepreneurial model that promotes inclusive strategy and organizational structure for sustainable outcomes in a masculine society.

The paper adopts qualitative research methods, such as case study and in‐depth interviews, to analyse possible factors that promote sustainable outcomes among rural women entrepreneurs, such as purpose, processes and products of the strategy and stakeholders. The paper reviews existing literature on women entrepreneurship, especially in a masculine society.

The analysis reveals that women face three primary challenges: ability to take financial risk, ability to mitigate organisational risk, and ability to empower as a social collective. It also highlights that there are different phases of enterprise development and each phase requires a dedicated strategy. Lastly it identifies several social, political and economic advantages that are embedded in a social enterprise, if a social entrepreneurial sustainable model is adopted.

This paper is confined to qualitative methods applied to key resource persons and case study. The paper does not include a survey of all the beneficiaries.

The outcome of this paper shall be useful for the government, funding agencies, and non‐government organisations to formulate an inclusive and sustainable policy that enables women to become successful entrepreneurs.

This paper will influence across South Asia that faces similar socio‐economic challenges of women marginalization.

The paper is unique in providing a social entrepreneurship sustainable model for promoting inclusive outcomes in a masculine society.

Contrary to the expectations, most of the corporate entities fail to provide the much sought after results for development and engagement of their employees. However, since National Thermal Power Corporation (NTPC) is a preferred employer, the authors conducted an in‐depth study. The main objective of the research was to study and identify the unique HR practices of NTPC towards training, development and performance management that make it a preferred employer.

The study was conducted in two phases with a focus on the employees at Power Management Institute (PMI) of NTPC at Noida, UP. In the first phase, an in‐depth study of the company's literature was undertaken. For this, human resource (HR) related literature and manuals were studied and analysed. In the second phase, informal structured interviews and focus interviews were conducted with 50 middle level employees and 20 senior level executives across functions, out of a total of 150 employees, in order to achieve the above mentioned purpose of the study.

The company aims at becoming a learning organization and offers many unique features to its employees such as sponsoring a Masters in Technology (M.Tech.) degree from the Indian Institute of Technology (IIT) Delhi amongst others, making it an employer of choice.

Retention and attraction is one of the biggest challenges facing the corporate world today. The study of NTPC's HR practices will facilitate understanding of strategies that supplement engagement and development.

It would help corporate entities and professionals who are charged with the responsibility to engage and develop employees.