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Technology has disrupted many industries from the start of Industrialization era to the Industry 4.0 era. There has been an exponential growth in the technological front and people are talking about Industry 5.0. Digital transformation is a critical direction in which organizations will have to move toward in order to succeed in this competitive world. To make a smooth transition, firms must understand the basic building blocks of the digital transformation process and the key areas it touches upon namely customer experience, operational process and dynamic business models. Organizations will also have to identify the enablers of digital transformation which they can work on to smoothen the transformative process. Firms will also need the framework of digital transformation spelling out the roadmap for effective digital transformation. Firms on the urge to go for digital transformation will face numerous challenges in all the stages of implementation namely the initiation phase, the execution phase and the governance phase. A clear understanding of these challenges will help the firms to overcome or mitigate these challenges and be successful in their digital transformation process.

Increased concern about the extensive use of information and communication technology (ICT) has led to widespread research on its effects on employees. This study aims to examine the effect of ICT use and demand on employee-related outcomes, particularly work-life balance, job satisfaction, personal burnout and intention to leave.

The developed model was tested using a survey questionnaire distributed among academics and administrative employees working in the higher education (HE) sector in Qatar. New statistical tools were adopted to analyze the study data (i.e. PLSpredict and partial least squares structural equation modeling for unobserved heterogeneity).

The results confirmed that ICT use affects ICT demand and ICT demand significantly influences employee-related outcomes.

The findings will help HE institutes to carefully examine the negative effect of ICT use and come up with practical ways to avoid such effects.

To the best of the authors’ knowledge, this is one of the rare papers that inspect the negative effect of ICT use in the HE sector. Furthermore, it is the only paper inspecting such relationship in Gulf region.

The purpose of this article is to investigate the labor and environmental risks that exist in potato crops in an agricultural area of Colombia and to propose good labor and environmental welfare practices.

The study was conducted through the combination of quantitative and qualitative research approaches, applying pragmatic techniques and tools such as direct observation by field journal, questionnaire survey, checklist of working conditions and a specific methodology for the risk assessment.

It is identified that the production practices carried out by the cultivators studied are rudimentary, that the agrochemicals used affect the health and safety of the farmers and their families, constituting high-risk products for people and the environment. On the other hand, it is established that the training and qualification of workers is low, they do not use protection elements, or they are not adequate, representing a considerable degree of vulnerability.

With the findings of this research it is expected to improve the working conditions of potato growers and sustainability of agricultural processes in the area, whose results will also be very useful for the analysis of the issue throughout the agricultural sector in general, at a national or international level. Contributing in the same way to the fulfillment of the goals of the sustainable development goals.

The main objective in adopting the use of metrics and analytics is to use the expertise of HR professionals in human resource management regarding their understanding of the best way to recruit, select, train, design, motivate, develop, evaluate, and retain employees at an organization to help achieve its goals more effectively.

The first and foremost step to generate metrics and analytics strategies in an organization is identification of existing problems faced by them. Owing to the changing environment and global requirement, the labor measurement also changes. The main focus is on the problems faced by the organization and human resources in the working environment.

Through the use of human resources measures and workforce analytics, decision-makers will gain the ability to more effectively manage and improve human resources programs and processes. This in turn improves the effectiveness of the workforce and organizational performance.

Metrics and analytics is a better problem-solving measure in organizations, because in any situations, decisions are made after analyzing the tactical choices.

The development of effective human resource metrics and workforce analytics is likely to be seen in the future as a very important source of competitive advantage.

The use of human resource metrics and workforce analytics improves organizational effectiveness and strategic decision-making of managers that positively impact the organization’s performance as a whole.

New varieties of paddy are constantly being developed in India in order to sustain yield gains in the face of biotic and abiotic stresses. In this study, the authors attempt to identify the drivers for adoption of new varieties of paddy in India; the authors also estimate the impact on yield of the adoption of new paddy varieties.

Survey data consisted of the reported information from approximately 20,000 paddy farmers in India. The study employs Cragg's double-hurdle model to study the probability and intensity of adoption of new varieties; we use regression discontinuity design to estimate the change in yield due to adoption of new varieties.

The authors’ findings indicate that the adoption of new varieties of paddy in India varies significantly within and between regions; further, the adoption of new varieties is affected by a number of socioeconomic and demographic factors; the authors also find that the adoption of new varieties increases yield significantly.

These are observational data and not based on the experiments. The authors relied on farmers' memory to recall the information.

The authors suggest the formulation of strategic policies that can cater to the needs of regions and states that are lagging behind in the adoption of new paddy varieties.

This paper aims at understanding the causes of low adoption of hybrid rice technology. The paper also assesses the impact of adoption of hybrids and modern varieties on crop yield, vis-à-vis the old or traditional varieties.

Using unit-level data from a large-scale survey of farm households (19,877 paddy cultivators), the authors applied multi-nomial regression method to understand the factors for adoption of hybrid rice and instrumental variable method of regression to estimate its impact.

The findings demonstrate that in India, hybrid rice is often grown on relatively poor soils, resulting in greater irrigation costs and for other inputs, such as fertilizers. Further, farmers' poor access to information on the traits of hybrid rice and the associated agronomic practices, as well as poor access to financial resources, hampers efforts to scale up its adoption. More importantly, the findings reveal that the relative yield advantage of hybrids over open-pollinated modern varieties is not large enough to incentivize the rapid adoption of hybrid rice technology.

Given the higher cost of hybrids than the inbred varieties, enhancing paddy cultivators' access to financial resources can accelerate the adoption of hybrid rice in India.

The study is based on unit level data from a large-scale, nationally representative survey of farm households, comprising a sample of 19,877 paddy cultivators, spread across states in India.

In a world teeming with concurrent processes and associated chaos, organizational working procedures have adapted to new trends; employees must keep up with everything while maintaining their mental health. Spirituality lends a person's life significance. Spirituality in the workplace can both physically and psychologically engage employees. Spirituality in the workplace is reflected in the organizational culture, which is founded on fundamental values such as trust, honesty, appreciation, innovation, care, respect, and loyalty. Workplace spirituality encompasses the pursuit of one's ultimate purpose in life, the development of a solid connection to colleagues and other people associated with work, and the consistency or alignment between one's fundamental beliefs and the organization's values. To have a competitive advantage and attract the best personnel, an organization's working environment must be based on strong ethical and spiritual values such as compassion, integrity, respect, harmony, trust, teamwork, and forgiveness, among others.

The study aims to propose a conceptual Bhartiya (Indian) model of workplace spirituality (WPS) in non-profit organisations (NPOs) in the context of burnout and resilience by synthesising the concepts of the east and the west. The researchers have kept an open approach by exploring various dimensions of WPS by reviewing the extant literature of both the east and the west. The researchers delved into Bhartiya (Indian) scriptures to identify the concepts that have similarity with the dimensions of WPS so that it may further assist in facilitating those dimensions in NPOs. Furthermore, to propose a conceptual Bhartiya model for NPOs, the researchers synthesised the literature pool of Bhartiya studies on WPS. They examined how WPS decreases burnout and leads to resilience. The study’s findings reveal that concepts from Bhartiya scriptures such as Karm Yog (Nishkam Karm, self-abnegation, swadharm), parasparam bhavayantaha, loksangrah, daivi sampat and kritagyata are instrumental in facilitating the constructs of WPS. Meaningful work is facilitated through karm yog; sense of community is facilitated through parasparam bhavayantaha and loksangrah; and alignment with organisational values is facilitated through daivi sampat and kritagyata. The findings further suggest that WPS is an antidote to burnout and an enabler of resilience.

The purpose of this paper is to contribute to a better understanding and measure of the concept of spirituality at work (SW) by adding a new dimension to traditional conceptualizations labeled emotional balance and inner peace (EBIP). While the traditional literature refers to the fulfillment of workers’ spiritual needs, the authors propose a new approach based on Maslow’s ideas that consider the impact of individual spirituality on the attitudes/feelings of workers in the workplace.

The methodological design is quantitative and includes item generation. Exploratory and confirmatory factor analyses were used to assess construct validity and 273 valid questionnaires were collected. The authors developed the EBIP dimension with six items based on previous studies, and the new second-order variable was compared with the traditional measurement using confirmatory factor analysis, based on AMOS 21.

The hypothesis test supports the positive impact of SW on individual productivity, valid for both models, but with an additional explanation capacity when the authors add the EBIP.

This paper offers a new conceptualization for SW, based on Maslow’s ideas, who played a key role in the humanistic resource movement. This new dimension may be an important finding for scholars and practitioners since organizations have to take care of both the mind and spirit of their employees to establish a genuine balance between the meaning of their lives and their work.