PurposeThe purpose of this paper is to examine the relationship between internal branding (IB) and employees' brand commitment and analyze how transformational leadership (TFL) moderates this ...relationship.Design/methodology/approachData were collected through structured questionnaires from 394 employees in Indian telecommunication sector. The hypotheses and conceptual model were tested by structural equation modeling (SEM), using Statistical Package for Social Sciences (SPSS) and Analysis of Moment Structures (AMOS).FindingsThe results suggest that employees' brand commitment is higher when organizations implement IB supported by transformational leaders. Results also indicate that impact of IB on affective commitment (AC) and normative commitment (NC) is greater than its impact on continuance commitment (CC).Research limitations/implicationsConsistent with the brand commitment dimensions, the findings present an empirically tested comprehensive and integrative model of IB moderated by TFL. This study provides scholars a deeper understanding of relationship among IB, employee's commitment and TFL. Though multicollinearity is addressed, presence of cross-sectional data is a limitation in the study.Practical implicationsThe study would help practicing managers to gain a new perspective to manage their internal brand mechanisms through TFL style by stimulating change among employees and create emotionally committed brand advocates.Originality/valueThis paper suggests an empirically validated framework of IB tested for moderation effect by TFL. It adds value to literature by reinforcing the effect of IB employees' AC and NC, especially among customer contact employees who represent brand during customer service delivery in telecommunication sector.
Purpose>This paper aims to examine the relationship between employee value proposition (EVP) and employees’ intention to stay and analyse how psychological contract and social identity moderate this ...relationship.Design/methodology/approach>The study was conducted in Indian IT sector among a sample of 268 employees using criterion sampling. Data were collected through structured questionnaires which revealed employees’ perceptions of EVP, intention to stay, psychological contract and social identity.Findings>The empirical results reveal that employees have greater intention to stay when their organisations deliver an EVP including development value, social value and economic value. Findings indicate that psychological contract positively strengthens the impact of EVP on employees’ intention to stay. Also, when employees strongly identify with their organisation’s image, they have higher intention to stay in presence of a strong EVP.Research limitations/implications>Consistent with the existing literature, the paper contributes an integrative model of EVP based on social exchange process, moderated by social identity and psychological contract. As the study was limited to Indian IT sector, cross-sectional nature of data is a limitation for drawing inferences about the influence or causality in general.Practical implications>The study provides a new perspective to managers to develop an attractive EVP to gain employees’ increased intention to stay. Employers in IT sector may adopt this comprehensive model to strategise their value propositions.Originality/value>This paper proposes a validated conceptual framework of EVP and intention to stay, tested for moderation effects by psychological contract and social identity. This moderation model based on social exchange adds value to employer branding literature.
Internal branding is considered as an Human Resource (HR) construct for creating, implementing and measuring the employee-based brand image in organizations. The purpose of this study was to ...empirically analyse the influence of internal branding initiatives on overall workplace well-being in which every stakeholder feels included, valued and respected. A study conducted on a sample of 443 respondents across four different Indian services sector examined how internal branding strategies help in psychological, physical, spiritual, financial and social well-being of employees. A conceptual framework based on the hypotheses was tested to establish correlations among internal branding, employee well-being and employee-based brand outcomes at individual and organizational levels. It shows that internal branding is an integral part of overall well-being programme and supports individual and organizational outcomes. Organizations can use this framework to improve their well-being strategies based on their internal brand creation process and also benefit from the increased organizational effectiveness.
The common reason for mortality globally is myocardial infarction. The study aimed to evaluate
Passiflora edulis
(PE) fruit juice potential in the experimental isoproterenol (ISO) treated rat model ...to manage myocardial injury. ISO (20 mg/100 g body weight) treated rats showed a significant increment in serum marker enzymes lactate dehydrogenase (LDH) and creatinine kinase (CK), serum glutamate pyruvate transaminase (SGPT), serum glutamate oxaloacetate transaminase (SGOT), serum alkaline phosphatase (ALP) and serum acid phosphatase (ACP) activity. Besides, phosphorus and calcium, serum cholesterol, and triglyceride levels (TG) were high in ISO groups. A significant decline in antioxidant activity and histopathological alteration was observed in ISO treated groups. PE juice pre-treatment (2 ml/kg) for 28 days and ISO treatment on the 29th and 30th days showed a protective effect on distorted biochemical and histopathologic parameters compared with reference drug metoprolol. These findings indicate the cardioprotective effect of PE juice on ISO-induced myocardial infracted rats.
PurposeThe purpose of this paper is to examine the role of well-being in mediating the relationship between workplace spirituality and job satisfaction. It also studies the role of spiritual ...leadership in moderating the effect of workplace spirituality on well-being.Design/methodology/approachThe study proposes a hypothesized model tested among 515 teachers from Indian higher educational institutions, selected through random sampling. Mediation and moderation analysis are used to test the hypothesized relationships.FindingsDrawn on positive organizational studies, the results indicate that inner well-being, comprising of psychological, emotional, social, spiritual and intellectual dimensions, does not mediate the relationship between spiritual dimension of workplace spirituality and job satisfaction. Same effect is observed for mediation role of physical well-being. However, inner well-being and physical well-being both mediate the relationship between mindfulness and job satisfaction among teachers. Also, teachers experience higher levels of well-being in the presence of spiritual leadership at their workplaces.Research limitations/implicationsThe paper contributes to leadership and workplace spirituality literature by testing an integrated framework of mediating role of inner well-being and physical well-being.Practical implicationsThe study helps practitioners to integrate their practices and programs with workplace spirituality for improving well-being and attaining positive outcomes, which can further contribute to performance and productivity in institutions.Originality/valueThe proposed framework highlights the impact of workplace spirituality dimensions and mindfulness on inner well-being and physical well-being of teachers which lead to positive outcomes such as job satisfaction. It also enriches the spiritual leadership literature.
Purpose
Based on positive organizational scholarship, this study aims to examine the role of faculty engagement in mediating the relationship between quality of work-life (QWL) and organizational ...commitment. The paper also analyses how spiritual leadership moderates the relationship between QWL and faculty engagement.
Design/methodology/approach
The data was collected through structured questionnaires from undergraduate and postgraduate teachers working in various business schools across major cities in India. The sample was selected through the snowball sampling technique. The sample size was 486, and analysis was done through the structural equation modelling approach using the bootstrapping method.
Findings
Findings indicate that faculty engagement mediates the relationship between QWL and organizational commitment among teachers. Furthermore, results show that educational institutions that practice spiritual leadership support higher positive psychological and emotional states of engagement.
Research limitations/implications
The paper provides an integrated model of engagement, commitment and QWL through a study of mediation and moderation effects and adds value to the psychology and workplace spirituality literature. There is the future scope for further generalizations of the model in different geographical contexts to analyse the influence of other leadership styles.
Practical implications
Furthermore, it would help educational institutions to design QWL strategies for engaging teachers psychologically, emotionally and cognitively by accelerating employees’ positive emotions and behaviours. Finally, the paper shows implications for developing the QWL strategies to create a committed and engaged workforce through spiritual leadership.
Originality/value
The paper contributes to the academic literature by investigating interrelationships among variables from a positive organizational scholarship perspective. The paper would help practitioners to comprehend the importance of spiritual leadership in educational institutions.
PurposeThe paper analyses the link between corporate social responsibility (CSR), employer branding (EB), and corporate reputation (CR). Considering the signaling theory and social commitment of ...organisations, the paper investigates the role of EB as a mediator.Design/methodology/approachData were collected through structured questionnaires from 684 employees from the Indian information technology (IT) sector. The conceptual model and hypotheses were tested using the structural equation modelling (SEM) approach.FindingsAs a part of employer attractiveness, the social value/social commitment of companies perceived as a result of CSR strengthens the CR. The results also suggest that EB mediates the relation between CSR and CR.Research limitations/implicationsThe paper contributes by integrating the CSR of organisations with their EB process for creating CR. Based on signaling theory, it further demonstrates scholarly value addition by providing a deeper understanding of the mediation effect of EB from a social commitment perspective. Scholars may further consider other stakeholders’ perspectives to test the role of CSR based on ethical/legal/environmental dimensions in building CR.Practical implicationsThe paper would help managers/employers invest in CSR activities, creating strong employer brands to attract various stakeholders. It will also help companies to focus on an attractive value proposition to attract various stakeholders, mainly job seekers.Originality/valueThis study extends the literature on CSR and EB by suggesting a statistically tested model of mediation of EB for creating CR. Furthermore, considering the signaling theory, the paper views CSR, CR, and EB from the employee’s perspective and explores their linkages.Peer reviewThe peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-09-2021-0541.
We evaluated the potential benefits of renin-angiotensin-aldosterone system inhibitors (RAASi) in patients with left ventricular assist device support.
A total of 165 consecutive patients undergoing ...left ventricular assist device implant and alive at 6-month on support were studied. RAASi status after 6-month visit along with clinical reasons for nonprescription/uptitration were retrospectively assessed. The primary outcome was a composite of heart failure hospitalization or cardiovascular death between 6 and 24 months after left ventricular assist device implant. Remodeling and hemodynamic outcomes were explored by studying the association of RAASi new prescription/uptitration versus unmodified therapy at 6-month visit with the change in echocardiographic parameters and hemodynamics between 6 and 18 months. After the 6-month visit, 76% of patients were on RAASi. Patients' characteristics among those receiving and not receiving RAASi were mostly similar. Of 85 (52%) patients without RAASi new prescription/uptitration at 6-month visit, 62% had no apparent clinical reason. RAASi were independently associated with the primary outcome (adjusted hazard ratio, 0.31 95% CI, 0.16-0.69). The baseline rates of optimal echocardiographic profile (neutral interventricular septum, mitral regurgitation less than mild, and aortic valve opening) and hemodynamic profile (cardiac index ≥2.2 L/min per m
, wedge pressure <18 mm Hg, and right atrial pressure <12 mm Hg) were similar between groups. At 18 months, patients receiving RAASi new prescription/uptitration at 6 months had higher rates of optimal hemodynamic profile (57.5% versus 37.0%;
=0.032) and trends for higher rates of optimal echocardiographic profile (39.6% versus 22.9%;
=0.055) compared with patients with 6-month unmodified therapy. Optimal 18-month hemodynamic and echocardiographic profiles were associated with the primary outcome (log-rank=0.022 and log-rank=0.035, respectively).
RAASi are associated with improved outcomes and improved hemodynamics among mechanically unloaded patients.
Published guidance concerning emergency management of left ventricular assist device (LVAD) recipients is both limited and lacking in consensus which increases the risk of delayed and/or ...inappropriate actions.
In our specialist tertiary referral centre we developed, by iteration, a novel in-hospital resuscitation algorithm for LVAD emergencies which we validated through simulation and assessment of our multi-disciplinary team. A Mechanical Life Support course was established to provide theoretical and practical education combined with simulation to consolidate knowledge and confidence in algorithm use. We assessed these measures using confidence scoring, a key performance indicator (the time taken to restart LVAD function) and a multiple-choice question (MCQ) examination.
The mean baseline staff confidence score in management of LVAD emergencies was 2.4 ± 1.2 out of a maximum of 5 (n = 29). After training with simulation, mean confidence score increased to 3.5 ± 0.8 (n = 13).
Clinical personnel who were provided with the novel resuscitation algorithm were able to reduce time taken to restart LVAD function from a mean value of 49 ± 8.2 seconds (pre-training) to 20.4 ± 5 seconds (post-training) (n = 42, p < 0.0001).
The Mechanical Life Support course increased mean confidence from 2.5 ± 1.2 to 4 ± 0.6 (n = 44, p < 0.0001) and mean MCQ score from 18.7 ± 3.4 to 22.8 ± 2.6, out of a maximum of 28 (n = 44, p < 0.0001).
We present a simplified LVAD Advanced Life Support algorithm to aid the crucial first minutes of resuscitation where basic interventions are likely to be critical in assuring good patient outcomes.
Kerala is rich in its wide variety of flora and fauna and most of them have considerable medicinal values. The majority of the time, it is exceedingly challenging to manually identify the many ...species of these plants. In this study we have proposed an ensemble deep- learning model for the classification of medicinal plants available in Kerala. The final prediction of this model will be from two deep-learning based classification models. We have included only 14 classes of plants in this study. Plants having resemblance in their leaves have been categorized and trained using multiple models and they got ensembled. We aim to develop a free and open-source mobile application for presenting this work to the end-users. The front-end has been developed in Flutter and the classification models are built using the pre-trained model ResNet. The first model includes 10 classes and the second model is trained with varieties of Tulsi. The first model showed accuracy of 0.9766 and loss of 0.0777 during validation and 0.9856 and 0.0339 during training. Whilst, the accuracy and loss of the second model are 0.9241 and 0.0812 during validation and 0.9458 and 0.0314 during training.
