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This study aims to practically determine the optimum proportion of aggregates to attain the desired strength of geopolymer concrete (GPC) and then compare the results using established analytical particle packing methods. The investigation further aims to assess the influence of various amounts of recycled aggregate (RA) on properties of low-calcium fly ash-based GPC of grade M25.

Fine and coarse aggregates were blended in various proportions and the proportion yielding maximum packing density was selected as the optimum proportion and they were compared with analytical models, such as Modified Toufar Model (MTM) and J. D. Dewar Model. RAs for this study were produced in laboratory and they were used in various amounts, namely, 0%, 50% and 100%. 12M NaOH solution was mixed with Na₂SiO₃ in the ratio of 1:2. The curing of concrete was done at the temperatures of 60° and 90 °C for 24, 48 and 72h.

The experimentally obtained optimum proportion of coarse to fine aggregate was 60:40 for all amounts of RA. Meanwhile, MTM and Dewar Model resulted in coarse aggregate to fine aggregates as 40:60, 45:55, 55:45 and 55:45, 35:65, 60:40, respectively, for 0% 100% and 50% RAs. The compressive strength of GPC elevated with the increase in curing regime. In addition, the ultrasonic pulse velocity also displayed a similar trend as that of strength.

The GPC with 50% RAs may be considered for use, as it exhibited superior properties compared to GPC with 100% RAs and was comparable to GPC with natural aggregates. Furthermore, compressive strength is correlated with split tensile strength and ultrasonic pulse velocity.

Performance management systems (PMSs) are critical for organizational success, but research is undecided on their constructive influence and the means through which they impact work engagement and turnover intention. This study aims to fill this gap by surmising psychological contract fulfillment as a mediator in the relationship between PMS effectiveness (PMSE) and employee outcomes.

The study uses a survey research design. Data were collected from 327 working professionals in India. The Statistical Package for Social Science Version 10.0 (SPSS 10.0) and the Analysis of Moments Structure (AMOS) 4.0 were used for data analyses.

The two-factor construct perceived PMSE was found to explain a larger variance in work engagement and turnover intention than the separate measures for its constituents PMS accuracy (PMSA) and PMS fairness (PMSF). Psychological contract fulfillment and work engagement were found to mediate the relationship between PMSE and turnover intention.

The study broadens the field of research on PMS in important ways. It demonstrates that the two-factor construct PMSE has a larger influence on employee outcomes in comparison to its constituent individual measures PMSA and PMSF. This is also the first study to suggest that in contrast to PMSF, PMSA explains a higher variance in employee outcomes.

This study validates the strong relationship between PMSE and key employee outcomes. Besides PMSF, managers can use the findings of this study to focus on the “right things” or accuracy in the PMS context to enhance work engagement and reduce turnover.

The study findings will have value everywhere owing to the diffusion and convergence in the human resource management practices of multinational firms irrespective of their contexts (Ananthram and Nankervis, 2013).

Earlier PMS studies have mostly been limited to either its fairness or accuracy and attended unduly to its appraisal element. This study adopts a systems vision of PMS and overcomes earlier drawbacks by investigating the role of both PMSA and PMSF in shaping employee outcomes. This is the first study to empirically confirm that in contrast to PMSF, the PMSA constituent of PMSE explains a higher variance in employee outcomes. The study provides greatly essential pragmatic support to the conjecture that PMSs advance work engagement (Mone and London, 2014; Gruman and Saks, 2011) and lower turnover intention (Kwak and Choi, 2015).

Environment concerns and climate changes have led organizations to reorient their processes with a focus toward sustainability. Organizations recognize that incorporating greening in HR practices has the potential to address environmental concerns. The present study aims to focus on investigating the relationship between green human resource management (GHRM) practices and environmental performance (EP). It is premised that the adoption of green human resource practices facilitates the development of a green organizational culture (GOC) that helps the organization to gain strategic business advantage with respect to the competitors. The literature suggests that the adoption of green human resource practices among organizations is at a nascent stage. The present study focusses on understanding the mediating role of three dimensions of GOC, that is, degree, diffusion and depth in the relationship between green human resource practices and EP that has not been addressed in the empirical literature.

The present study developed a model consisting of GHRM practices as an independent variable, the three dimensions of culture (degree, diffusion and depth) as mediators, and EP as the dependent variable. The study followed a quantitative exploratory research approach. The sample consisted of 278 employees from private and public sector organizations located in India. The hypothesized model was analyzed using structural equation modeling (SEM).

The study found the green human resource practices to be significantly related with EP of the organization. Results of parallel mediation confirmed that the “degree” dimension of GOC played a significant mediating role in the relationship between green human resource practices and EP of the organization. The other two dimensions of GOC, diffusion and depth, did not have a significant mediating role in this relationship. The findings of the study have been explained in the context of social identity theory, resource based view and ability–motivation–opportunity theory.

The study provides practical insights for researchers and managers who seek to adopt sustainability objectives in the organization. The findings have the potential to encourage human resource managers to adopt green human resource management practices toward promoting a culture of greening in the organization. The importance of developing and measuring EP targets for industry leadership is also emphasized.

The originality of the study lies in classifying and understanding GOC in terms of three dimensions, that is, degree, diffusion and depth, following the model proposed by Harris and Crane (2002). The three dimensions help in assessing the current level of GOC. This assessment promotes the judicious application of resources by the organization and adopts green practices to foster the organizational EP.

This research develops and tests a model for organizational identification (OID) in a sample of knowledge workers in India. It calls attention to the relational antecedents of OID that are often overlooked in existing literature. Strong theoretical arguments are also built for context-specific outcome behaviors such as intrinsic motivation (IM) and innovative work behavior (IWB) that are relevant to knowledge work.

Data were collected from 357 IT industry employees in India. Partial least squares structural equation modeling (PLS-SEM) was used to test the hypotheses and the path model.

Strong support was found for relational antecedents of OID and the outcome variable IWB. The findings indicated that OID impacts IWB through the mediating mechanism of IM. Overall, the model demonstrated strong predictive power.

The findings suggest that social and relational variables could be strong managerial levers to increase the feeling of belongingness experienced by knowledge workers in India. In turn, OID can impact IWB, which is a significant outcome for knowledge work.

The study finds strong support for hypothesized relationships that have been unexplored or underexplored in mainstream OID literature. Relational antecedents were found to be strong predictors of OID in this sample. Also, the relationship between OID and IWB, an outcome behavior that is specifically relevant to knowledge-driven businesses, has not been explored earlier.

This study empirically examines the role of the Internet in global business‐to‐business (B2B) marketing strategies of Multinational Corporations (MNCs) based in the United States and Australia. The results demonstrate that uses of the Internet in a global B2B setting often parallel its domestic uses but that variables that facilitate or inhibit its implementation for global operations are somewhat different in global markets. The findings suggest that MNCs in the two countries are using the Internet in their global B2B operations predominantly for business enhancement purposes as compared to revenue enhancement. Results also show that for global B2B operations, the Internet is viewed by MNCs as a tool to enhance competitive intelligence, streamline operations, and enhance the marketing processes. It is also deemed essential for a firm’s long‐term competitive stance by large as well as small and medium‐sized MNCs.

Given the continuing need to study service marketing adaptations that emerged in the wake of Covid-19, this paper aims to look at the formation and evolution of purchase groups (PGs) that arose in Indian gated communities during the pandemic and have continued functioning in the post-pandemic marketplace. Not only did these groups act as much-needed interstitial markets during a time of significant external disruption, but they also served as sites of value co-creation, with consumers collaborating with each other and with service providers.

Using a phenomenological research approach, the authors conducted 22 in-depth interviews with Indian consumers and small service providers to gather accounts of how PGs started and evolved with time. Subsequent data coding and analyses are conducted with NVivo 12.

Using the service ecosystem perspective, the authors illustrate seven distinct themes that capture the nuances of the formation and evolution of PGs. These consist of entrepreneurality, collectivity, and fluidity at the service ecosystem level, hybridity and transactionality at the servicescape level, and mutuality and permeability at the service encounter level.

This study provides an empirical and theoretically grounded account of a long-term service marketing adaptation that has persisted in the post-pandemic marketplace. This helps us address recent calls for such research while also adding to the work on value co-creation in collective consumption contexts and extant discourse on service ecosystems.

Concerns about the effectiveness of performance management systems (PMS) have long-driven researchers and practitioners to explore ways of measuring it. It is imperative for organizations to understand, how employees perceive the effectiveness of their PMS, for positive employee outcomes. Hence, the purpose of this paper is to explore the operationalization of the construct “employee perception of PMS effectiveness” (PMSE). An evidence of construct validity for the “two-factor PMS effectiveness” measure with perceived “PMS accuracy” and “PMS fairness” as its two factors is provided. In addition, a scale to measure “employee perception of PMS accuracy” is developed.

Mixed-methods research methodology.

Findings confirmed the possible existence of the two-factor PMSE construct, with PMS accuracy and fairness as its factors. Construct validity is established through its correlations with important outcome variables. The development of a valid and reliable 12-item scale for perceived PMS accuracy (Cronbach α value=0.83) is an additional key contribution.

The research presents opportunities for future empirical studies to examine the influence of PMS accuracy and effectiveness on employee outcomes (engagement, retention, etc.). Researchers may also cross-validate the PMSE measure in different socio-cultural contexts.

The perceived PMS accuracy and effectiveness measures can serve as powerful investigative tools to measure employee perceptions regarding PMS. It can help organizations identify and correct the shortcomings in their existing PMS.

This is the first paper to offer a cogent conceptualization and operationalization of employee perceptions of PMS accuracy and effectiveness. Hence, it has key implications for academics and practitioners.

The purpose of the study was to assess the nutritional and health status of Saharia and non-Saharia women.

The present study was undertaken to compare the nutritional status of Saharia versus non-Saharia women in Baran district, Rajasthan. The sample comprised married non-pregnant and non-lactating (NPNL) women (aged 18-35 years) from three groups, that is, Saharia (n = 100), non-Saharia (Meena tribe, n = 100) and general category (n = 30). The general category women, or reference group, were selected as the control group belonging to the same region. The data included general profile, physical measurement, biochemical hemoglobin estimation, dietary and nutrient intake assessment.

The mean hemoglobin value in Saharia (8.3 ± 1.4 g/dl) and Meena (8.1 ± 1.4 g/dl) women was found to be significantly lower (p < 0.01 at 99 per cent confidence level) than that of the reference group (9.5 ± 1.4 g/dl) and much below the standard value of 12 g/dl. Chronic energy deficiency (BMI < 18.5) was more prevalent in Saharia women (68 per cent) followed by Meena (∼24 per cent) than reference women (7 per cent). Only 29 per cent Saharia women were under normal BMI and majority of the reference group women (77 per cent) and Meena women (72 per cent) had normal BMI (18.5-24). Nutrient and dietary intake of both the tribal women groups were low when compared with suggested levels. In Saharia and Meena women, magnesium and thiamine were significantly higher (p < 0.01) and other nutrients were significantly lower (p < 0.01) than recommended dietary allowances.

Anemia is prevalent in all categories of women. Women’s health is poor especially among Saharia women who are still striving hard to meet the national health standards. A multidimensional approach is required to uplift the health status. Hemoglobin levels of all the women were found to be very low.

The purpose of this paper is to provide exploratory insights on recent innovative measures taken across different functions in the Indian hospitality industry.

The study draws on data from senior management of a newly developed Pullman Hotel, part of the group of Accor Hotels located in Aero City, Delhi. The study data was collected using structured interviews.

The study explores the various innovative measures adopted in marketing, human resource management and information technology to leverage operations, improve manpower efficiency and maximizing service effectiveness while keeping costs low for long-term sustainability. The study also gives some useful insights on other functions that need to be addressed such as food and beverage, operations, security, guest relations and finance.

The study is exploratory in nature though the findings will be of interest to existing and newly opened hotels and to policy makers who need to know about the innovation trends in the hospitality industry.

This study reveals some of the recent innovative measures adopted by the Indian hospitality industry.

The purpose of this paper is to identify how undergraduate engineering students differ in their perception about software services companies in India based on variables like gender, locations of the college and branches of engineering.

Data obtained from 560 undergraduate engineering students who had the opportunity to have multiple job offers from four major Indian software services companies through campus recruitment drives were analyzed. Chi‐square test, cross tabulation and multi‐nominal regressions were performed to test hypotheses.

Decisions of engineering students with respect to their first‐career choice are mostly influenced by intrinsic reasons than extrinsic or interpersonal reasons. While male students are greatly influenced by intrinsic reasons, female students are more influenced by extrinsic reasons. Students belonging to different locations and different branches of engineering have varying reasons for accepting a job offer.

Findings of this paper cannot be generalized as it involves students from only three engineering colleges in south India. A survey involving students from different strata across India would enable scholars to capture more insight into the perceptions of engineering students towards the Indian software services industry.

Knowledge about the perceptions of engineering graduates towards software services companies in India based on gender, location of the college and the branch of engineering to which students belong, can help human resource managers, entrepreneurs in software services industry and career counselors to strategize human resource practices.

Many studies have been conducted to identify what employers expect from engineering graduates whereas there is a dearth of articles that investigate perceptions of engineering students with respect to their first‐career choice. This study conducts this bottom‐up approach wherein different expectations of prospective employees are analysed.