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The purpose of this paper is to quantitatively and qualitatively analyze library marketing research output using select bibliometric indicators with the aim of identifying top-performing countries, subject subthemes, organizations, authors and journals in the area.

The present study has examined 520 publications in library marketing, as indexed in Scopus database during 2006–2017. The study has statistically assessed processed publications and citations data into tables in order to ascertain research growth rate trends, global publication output and share, citation impact and distribution of library marketing research by country of publication, international-level collaborating country share of publication, by broad subject areas and preferred media of research communication. The study also provides bibliometric profile of top research organizations and authors in terms of their publications and citation indicators.

The body of literature in library marketing research is still very small, highly scattered and has so far registered no growth during the last 12 years, i.e. 2006–2017. Library marketing research is yet to emerge as a popular research area in library and information science. The USA dominates The library marketing research in the world, whereas other top participating countries including India, China, Japan, Canada, etc., are distant cousins. Top research institutions in the area of library marketing across the world include City University of New York, Florida State University, University of Texas at Austin, USA, Loughborough University and University of Sheffield, UK. The major focus of library marketing research was on academic libraries, followed by public libraries and medical libraries. Of late, the use of social media has emerged as an alternative to traditional library marketing techniques.

The scope of study describing the status of library marketing research is limited to the period 2006–2017. The results of the study should interest researchers in finding solutions to formulating future library strategies and programs for achieving sustainable growth in this area of study.

The present study in library marketing research should be of interest to researchers in evolving, and formulating theories/best practices/and policies/programs for outreach to current and potential users for promoting library products and services.

This work examines a repairable machining system’s reliability by considering multiple failure scenarios, including individual component failures, hardware and software malfunctions, failures resulting from shared causes and failures caused by human error. When a system is susceptible to several modes of failure, the primary goal is to forecast availability and other reliability metrics as well as to calculate the expected profit of the repairable machining system.

The process of recovering after a system failure involves inspecting the system and fixing any malfunctions that may have occurred. The repair procedures for all kinds of faults are taken to follow a general distribution to represent real-time circumstances. We develop a non-Markovian stochastic model representing different system states that reveal working, failed, degraded, repair and delayed repair states. Laplace transformation and the supplementary variable technique are used to assess the transient states of the system.

Analytical expressions for system performance indices such as availability, reliability and cost-benefit analysis are derived. The transient probabilities when the system experiences in different states such as failed, degraded and delayed states are computed. The results obtained are validated using Mathematica software by performing a numerical illustration on setting default values of unknown parameters. This ensures the accuracy and reliability indices of the analytical predictions.

By methodically examining the system in its several states, we will be able to spot possible problems and offer efficient fixes for recovery. The system administrators would check to see if a minor or major repair is needed, or if a replacement is occasionally taken into consideration to prevent recurring repairs.

Shared leadership is characterized by exercising lateral leadership influence depending upon the task and the adroitness required for the task. The purpose of this paper is to examine the effects of job characteristics on shared leadership and explore the moderating effects of perceived self-efficacy, and psychological safety on the relationship between job characteristics and shared leadership.

The authors applied hierarchical regression and social network analysis using a sample of 23 teams consisting 219 employees from an Indian-based multinational BPO.

Results indicate that skill variety, task significance, autonomy and feedback are significant precursors for shared leadership, and psychological safety and perceived self-efficacy act as moderators.

The study extends the literature associated with job characteristics in relation to shared leadership. Managers can encourage shared leadership using job design and by creating a psychologically safe environment to enhance performance of the team. The cross-sectional nature of the study and data from a single organization question the generalizability of the results.

The authors provide an initial understanding of the impact of job characteristics in a team for the development of shared leadership, which has not been studied so far. Also, psychological safety and self-efficacy of individuals in teams have not been explored in the past, moderating the job characteristics and shared leadership relationship.

The researchers aim to investigate the role of psychological capital (PsyCap) in facilitating intrinsic motivation and goal-commitment among employees at the workplace, affecting outcome variables, namely, in-role and extra-role job performance.

Data were collected from 640 employees working in the information technology sector of India. Covariance-based structural equation modeling (CB-SEM) was used to test the hypothesized relationships.

Analysis revealed a significant positive impact of PsyCap on the two behavioral facets of job performance. Intrinsic motivation and goal-commitment were found mediating the influence of PsyCap on the two facets of job performance.

The information technology sector is characterised by continuous change. It requires voluntary prosocial behavior from employees, where the employees are expected to display multifaceted job performance behaviors, where they go beyond their job duties to cater for the dynamics of the IT sector. The present study provides means by which intrinsic motivated and goal-committed behavior are facilitated for both the in-role and extra-role job performance.

The present study is among the few preliminary studies that have provided evidence that intrinsic motivation and goal-commitment are the two variables which aid PsyCap in predicting both the prescribed and voluntary job performance behaviors.

In recent times, several instances of anti-immigration-related hate crimes and religious bullying have been reported where South Asian expatriates have been victimized. The accompanying children of such expatriates may find such hostile perceptions very difficult to deal with due to their tender age and sensitive ego, which may also lead to the premature return of the expatriate. In this study, a qualitative investigation is conducted to understand the specific problems faced by South Asian expat kids with respect to religious stigma and anti-immigration sentiments.

A latent thematic analysis was adopted as the research method in this study. Responses were obtained from 27 South Asian adolescent expat kids through audiovisual interviews.

A total of three central themes were identified from the analysis: (1) coping against social stigma, (2) dealing with social isolation and (3) assimilating with host culture. The findings indicated that the expat kids from South Asia were mentally well prepared to cope with bullying related to the religious or political sentiment using several self-reflective orientations and through optimal use of technical resources.

This study applies a qualitative exploratory design. Hence, a follow-up study backed by quantifiable data is needed to enhance generalizability of the findings.

Corporate practitioners may develop dedicated social media page for expat kids or an online community of such individuals as a support system.

The paper applies a critical lens on some deep-rooted sociopolitical issues which have not been addressed in extant literature on expat adjustment.

The literature provides evidence of consumers’ willingness to purchase (WTP) refurbished products. However, the studies focusing on young consumers’ (18–24 years) purchasing behaviour of refurbished products from online platforms/stores are limited. Therefore, the purpose of this study is to conduct a qualitative study to identify the key attributes/factors that influence young consumers’ WTP refurbished products.

Two qualitative techniques, focus group discussion (FGD) and depth interviews (DI), are used for data collection. Criterion sampling is used for sample selection. Consequently, 37 participants (20 for FGD and 17 for DI) from India were recruited.

The study’s findings indicate six broad attributes/factors (purchase attributes, product attributes, credibility, reviews/support, refurbishment process and ecological factors) that influence young consumers’ WTP refurbished products. In each attribute, some characteristics are unique (for example, greater trust in online platforms/stores, preference for video reviews and historical information of the product) to young consumers.

The current study integrates three literature streams: consumer behaviour in the online/offline context, young consumers’ inclination towards an online purchase and WTP refurbished products. To the best of the authors’ knowledge, this is the first study to do it.

Consumer brand relationship literature has recently seen a surge of studies on brand hate, its antecedents and outcomes. Hate alone will not drive consumers to engage in negative electronic word-of-mouth (eWOM) and indicates the interplay of other social relationship factors that can strengthen the effect of brand hate on negative eWOM. The purpose of this study is to integrate the emerging concept of brand hate and perceived social media power with the theory of planned behavior (TPB) to expand the understanding of negative eWOM.

Data is collected through a survey conducted among university students based in the National Capital Region of Delhi in India. The research model is empirically tested using structural equation modeling in AMOSv23.

The three TPB dimensions, including brand attitude, subjective norms and individual’s propensity to anthropomorphize, are found to influence brand to hate significantly. The other perceived control factors included in the model, perceived homophily and social media self-efficacy, were found to affect perceived social media power, which, in turn, is crucial in predicting consumers’ engagement in negative eWOM behavior, both directly and through interaction with brand hate.

The study contributes to brand hate literature and offers a novel perspective by advocating the role of consumers’ propensity to anthropomorphize in augmenting feelings of brand hate.

The purpose of this study is to develop Markovian model to obtain the transient probabilities to determine mean-time-to-failure and reliability function and further steady state availability of the repairable system. As the system parameters are uncontrollable factors; thus the life times, repair times and recovery/reboot time are assumed to be as uncertain or fuzzified distributions.

The fuzzy approach is introduced to investigate the reliability measures of load sharing repairable system which consists of two operating units and one standby unit. On the failure of an operating component, it is instantly spotted, located and sent for recovery procedures with coverage probability. In case of imperfect recovery, reboot takes place.

On the basis of extension principle and mathematical programming approach, the authors establish membership functions for system characteristics with the help of α-cuts. To demonstrate the practical validity of the proposed fuzzified model, numerical illustrations are performed.

The model proposed for reliability analysis may cheer up the continuance of the work towards more applications in repairable systems. Therefore, the reader is provided with useful intuition into the nature of fuzzy computations and practical amendments while measuring ambiguous data.

The current article investigates the impact of generational diversity on knowledge sharing and group performance. It, further, explores the moderating effects of intergenerational climate, boundary-spanning leadership, and respect in facilitating greater knowledge sharing and enhanced group performance.

The authors applied partial least square structural equation modeling to test the model, using a sample of 635 employees working in the banking industry.

Results indicate that generational diversity negatively influences knowledge sharing among employees at work. However, the moderating roles of intergenerational climate and boundary-spanning leadership aid in mitigating this negative affect and facilitate knowledge sharing among employees, thereby, resulting in better group performance.

The study extends extant literature on generational diversity and differences by examining its impact on knowledge sharing and group performance. Further, the study also contributes by highlighting intergenerational climate and boundary-spanning leadership as key facilitators in promoting knowledge sharing among employees. Future research may include other industries/contexts to widen the generalizability of the findings and a longitudinal design to ascertain the causal effects.

This study identifies the need to effectively manage multigenerational workforce to capitalize on the unique benefits of each generation. An intergenerational climate free from ageist attitudes and employing leaders possessing boundary-spanning abilities would help organizations to create an inclusive workplace.

The authors attempt to explore the relationship between generational diversity, knowledge sharing, and group performance through the moderating effects of intergenerational climate and boundary-spanning leadership, which has not been studied in the past.

This study intends to advance the research on the relationship between high-performance work systems (HPWS) and change readiness by examining the mediating role of positive employee outcomes. Therefore, the streams of strategic human resource management (SHRM) and change management are studied in the context of digital transformation in the post-COVID-19 pandemic scenario.

Primary responses from 409 Information Technology (IT) employees were analysed to investigate the mediating relationship between HPWS, positive employee outcomes and employee readiness to change. Researchers used statistical techniques to analyse the data, such as confirmatory factor analysis, correlations, regression and bootstrapping. In addition, sequential mediation was examined using “PROCESS Macro” and syntax for SPSS.

Results of the study revealed that implementation of HPWS through extensive training and development, performance-based appraisal and compensation, participation in decision-making, flexible work arrangements and rigorous recruitment and staffing results in enhanced employee-level outcomes. Thereby conclusively impacting their readiness to change for digital transformations.

This study revisits the elements of HPWS in the post-pandemic work-from-anywhere (WFA) scenario. Thus, it provides adequate indications that investment in designing bundles of change-oriented human resource (HR) practices amplifies the chances of success of a change initiative by creating a favourable mindset and attitude among IT employees in India.

This study is among the earliest to link two major streams of SHRM and change management by establishing HPWS as an essential antecedent of a change-related outcome by introducing multiple mediators in the sequence. This sequence provides new insights for enhancing the probability of organisational change directives succeeding.