9782 research outputs found
Sort by
Dignity Therapy for Individuals with Severe Mental Illness: a holistic approach to care –a narrative review
Get PDFDignity therapy (DT) is an evidence-based psychotherapeutic approach originally designed to alleviate emotional and existential distress in patients with terminal illnesses. While dignity therapy has been well documented in palliative care, emerging perspectives suggest that its principles such as promoting autonomy, meaning, and self-worth can be beneficial for persons with severe mental illness (SMI) who often experience stigma, identity loss, and existential suffering. Although severe mental illness and terminal illness are distinct conditions both may involve the profound psychological and existential challenges that affect personal dignity. This paper explores the philosophical foundations and therapeutic benefits of dignity therapy, with a particular focus on its potential application in mental health settings. It highlights the significance of preserving dignity in psychiatric care and emphasizes the need for compassionate, personcentered mental health support tailored to the lived experiences of the person with severe mental illness
The Role of Purpose-Driven Leadership : how can purpose-driven leadership promote sustainable happiness?
No full textPurpose-driven leadership is increasingly recognized for its potential to enhance employee engagement, satisfaction, and organizational success. This chapter explores how purpose-driven leadership fosters a meaningful work environment by aligning organizational goals with employees' personal values. It examines the impact of purpose on organizational culture, employee engagement, and overall happiness. Key challenges, such as misalignment and resistance, are discussed, alongside strategies for effective implementation. The chapter also highlights future trends and innovations, including the integration of AI, the focus on social and environmental impact, and advancements in technology that will shape the evolution of purpose-driven leadership. By adopting best practices and measuring impact, organizations can leverage purpose-driven leadership to drive sustainable success and create a fulfilling work environment
Cultural diversity and users’ trust in e-government platforms: a metaanalytic insight
No full textPurpose – Trust in e-government has emerged as a key topic of interest among academicians and policymakers. Research reports that approximately 60% of e-government projects failed to deliver the expected results due to a lack of users’ trust. Owing to the centrality of trust in the e-government’s success, the purpose of this study is to look beyond the factors influencing trust in e-government and focus on the trust formation process. In addition, this study also aims to understand how cultural values and norms impact the trust formation process, as most studies have performed single-country analyses. Design/methodology/approach – This study uses trust transfer theory and perceived risk as theoretical bases. It also incorporates country-culture dimensions (indulgence and power distance) as moderators. A meta-analysis was conducted by synthesizing the outcomes of 43 studies to assess the formation of e-government trust across diverse cultural contexts. Findings – This study provides key insights into the trust formation process in e-government services. It highlights the role of inter-channel and intra-channel trust transfer in building e-government trust. Policymakers should note that users do not automatically trust e-government services; they must have confidence both in the service providers (the government) and the delivery channel (the internet). Findings also demonstrate how country-culture dimensions facilitate/inhibit initial e-government trust formation, thus offering a valuable understanding of cross-cultural differences. Originality/value – This study addresses the gap in the existing literature by focusing on the trust formation process in e-government. It takes a step further by incorporating cultural dimensions as moderators and providing unique insights into the interplay between cultural norms and e government trust formation
In Search of “Good” Education: Exploring Parental School Choices, Perceptions and Evaluations in a Low-income Neighborhood of Delhi
No full textIndia now has a diverse and complex schooling landscape with a network of actors, both state and non-state, not only engaged in the provision of education but also in supply of supplementary materials such as textbooks and other services. The burgeoning diversity and expansion of schooling in rural, semi-rural and urban areas is concomitant with growing aspirations and demand for schooling especially among the historically marginalized groups as education is increasingly seen as a pathway for upward mobility, secure futures and reconfiguration of stigmatized identities. Drawing upon data collected from a low-income and poor neighborhood of Delhi, India, this chapter explores parental perceptions and navigations of the schooling landscape available to them. In doing so, it also delves into how some parents use school “choice” to construct their identities vis-á-vis others in the neighborhood and draw symbolic boundaries using schooling and education as a marker of difference
Bridging Business Intelligence, Knowledge Management, and Strategic HRM: navigating talent in modern workplaces
No full textThis paper critically examines the evolving trends in the modern workplace that are nudging organizations to adopt a talent centric approach. We argue that conventional Human Resource (HR) practices are generic and implemented across the board and that organizations need to turn to more context-specific, conscious of external factors, and continuously evolving and adaptable HR practices. This paper helps to recast how organizations can realize and derive value from talent. It integrates three diverse and fragmented streams of research in management, i.e., strategic human resource management (SHRM), business intelligence (BI), and knowledge management (KM). Focusing on mechanisms in how organizations, and specifically HR, can incorporate BI and KM in decision-making and develop actionable, talent-related strategies. In doing so, the integrative conceptual framework identifies eight steps that facilitate organizations in realizing their talent-centric approach. Our review provides a solid basis for integrating and creating linkages to the ongoing talent management conversation
Inflation targeting and the changing transmission mechanism of monetary policy in India
Get PDFWe examine shifts in the conduct of monetary policy in India, before and after the adoption of inflation targeting (IT), while also accounting for the impact of COVID-19. Unlike existing studies that pre-date COVID-19, we employ a unified framework using a time-varying BVAR model with data spanning 1998 to 2024. We find that, prior to IT, contractionary monetary policy had a limited impact on inflation with presence of a price puzzle. In contrast, the IT period exhibits improved monetary policy transmission, with policy shocks exerting a stronger influence on inflation with the price puzzle disappearing, reflecting enhanced policy credibility. However, this effect weakens during the COVID-19 years. Interestingly, monetary policy had greater influence on the output gap and exchange rate in the pre-IT period, with diminished effects during IT and COVID-19 period. These findings underscore the effectiveness of inflation targeting in improving the transmission of monetary policy in India, though it shows limitations during COVID-19
A Month in Megacity Delhi: caught in a web? stubbles, firecrackers and winter weather
No full textThick haze, black smog, cold sun, choked lungs—winter of 2024 in the Indian capital of Delhi was no exception over recent earlier years—severe urban air pollution undermining agendas of multiple UN Sustainable Development Goals (UN SDGs), including Resilient Cities and Communities (UN SDG 11), Life on Land (UN SDG 15) and Good Health and Well-being (UN SDG 3). In this narrative, we track down six criteria—air pollutants, particulate matter (PM2.5, PM10), carbon monoxide (CO), nitrogen dioxide (NO2), ozone (O3), and sulphur dioxide (SO2) during the period 20 October to 18 November 2024, as measured at 39 monitoring stations, at 8:00 pm (IST). Results indicate that the daily median concentrations (N = 39 monitoring stations) for PM2.5 and PM10 were around 203 µg.m−3 and 351 µg.m−3, respectively, while they were 1.97 mg.m−3, 55.12 µg.m−3, 29.80 µg.m−3, 13.04 µg.m−3, for CO, NO2, O3 and SO2. We found a ‘differential’ pollutant behaviour. For example, while both the PMs, CO and NO2, frequently exceeded environmental safety thresholds, O3 and SO2 always remained below these. For the PMs, CO and NO2, we observed three distinct time horizons: (a) pre-Diwali and Diwali (PD&D; 20 October-2 November) with the lowest daily median concentrations (N = 39 stations); (b) post Diwali phase I (PDP-I; 2–11 November) with intermediate daily medians and linearly declining over the days and (c) post-Diwali phase II (PDP-II; 12–18 November) recording the highest daily median levels with a polynomial rising trend. Significant (.05 < p <.01) positive associations were found between the daily median PMs, CO and NO2 concentrations, indicating similar sources. Computations of relative health risks due to excess PM2.5 levels revealed heightened threats of cardiopulmonary and cancer mortality at all locations. As we reflect on crop stubble burning and the Diwali festival (anthropogenic factor), we observe that winter meteorology (e.g. low wind speed and low solar radiation) plays a decisive role. We point to the current policy shortcomings, especially the graded response action plan, and emphasize the need for socio-technical innovations (crop residue management), institutional reforms, a multistakeholder, participatory action plan and intensifying the existing air quality monitoring programmes
When Sustainability Speaks, Talent Listens: A Framework for Integrating a Sustainability-Oriented Value Proposition into Employer Branding
No full textSeeing the unsustainable and misleading business practices of big-name brands and companies, customers, suppliers, investors, and governmental and non-governmental organizations are raising concerns about the significant and far-reaching negative social-ecological impacts of such practices. Given these pressures and scrutiny from key stakeholders, businesses have recognized the need to integrate sustainability goals into their business objectives and have been actively trying to perform well on the sustainability front, creating visible positive socio-ecological impacts. Moreover, a lot has changed in the demands and expectations that employees have from organizations, with a large section of them going beyond just traditional job-related benefits (e.g., salaries, bonuses, and insurance) and striving to get opportunities to contribute to social-ecological welfare. Employer branding has become integral for organizations to communicate and form connections with both existing and potential employees. This shift calls for integrating sustainability aspects into the employer value proposition. While the literature on sustainable HRM and employer branding is extensive, covering topics related to incorporating sustainability into HR practices and engaging employees, there is surprisingly insufficient effort to take stock of the existing literature and build a framework on how to integrate sustainability-oriented employee value propositions into employer branding. Against this backdrop, drawing on the existing literature, we argue that for organizations to implement their sustainability initiatives successfully, a sustainability-focused approach to employer branding is essential. To this end, we start by conceptualizing sustainability-focused employer branding, addressing its challenges and associated considerations. Building on this, we propose practical strategies for attracting and acquiring talent. The core elements of our framework include enhancing employer attractiveness, employing value-based hiring practices, harmonizing organizational identities, and evaluating and refining talent acquisition strategies to better align with sustainability values. The proposed framework provides insights into how sustainability-focused employer branding can be used as a tool to attract and acquire talent and how such branding has an impact on organizations’ sustainability initiatives. This chapter paves the way for future research to test the impact of sustainability-focused employer branding on talent acquisition and retention. We hope that future studies will further explore the relationship between sustainable development goals (SDGs) and employer branding, examining their broader implications across various organizational contexts
The Effectiveness of Omnichannel Strategy: A Meta-analytical Approach
No full textRetailers are actively working to deliver an omnichannel experience to their customers; yet there are lingering concerns regarding its overall effectiveness. The present meta-analytical study uses an input–process–output perspective and synthesizes the results of 63 quantitative studies on omnichannel marketing from 59 extant publications. The present study attempts to address the inconsistencies and differences of findings in the extant literature, as existing studies have investigated the impact of the omnichannel strategy using diverse theoretical prospectives and different contexts. The findings reveal that the dimensions of channel integration quality (channel service configuration and integrated integration) positively impact consumer responses (patronage intention and loyalty). Additionally, mediator analysis highlights the underlying influence mechanism of customer empowerment and satisfaction. The moderator analysis highlights the need to consider the uncertainty avoidance trait of a country before the implementation of an omnichannel strategy