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This study aims to explore how coping strategies (CS) mediate the relationship between job insecurity (JI) and subjective well-being (SWB) leading to presenteeism among millennials. This study has been tested based on the conservation of resources theory (Hobfoll, 2001) and the transactional theory of stress and coping (Lazarus and Folkman, 1984). In India, employees in the information technology (IT) and business process management sectors have been facing increased job insecurity over the last couple of years. The advent of technology has increased job insecurity among millennials, specifically in the IT sector. The Indian IT and information technology–enabled service (ITES) sector witnessed mass retrenchments by companies in 2016–2017. Instead of reskilling, the companies decided to lay off their employees. During the pandemic, the IT and ITES industries witnessed a massive culture shift in terms of technology and work engagement. Postpandemic, the recession is looming large on these industries. In 2022, tech layoffs have witnessed 135,000 employees impacted globally and many may lose their job in the coming year. This study chose Indian millennials because they form a large part of the Indian workforce, especially in the IT and ITES sector.

In this study, cross-sectional design is used where different individuals are part of the study at the same point in time. A sequential mixed method of research is adopted for this study, owing to the kind of research questions and the requirement to include critical realism. A qualitative study was carried out post the quantitative study, to corroborate the results from the quantitative study. Quantitative methodologies address questions about causality, generalizability or magnitude of outcome, whereas qualitative research methodologies explore why or how a phenomenon occurs, describe the nature of an individual’s experience during the study relevant to the context and/or develop a theory (Fetters et al., 2013). Because the study is about the millennial workforce in IT and the ITES sectors, the sample population comprised employees in Delhi and the national capital region (NCR) of Delhi in northern India. Out of a total of 374 ITES companies listed in the national association of software and service companies (2018), 103 are based out of Delhi/NCR; hence, companies from Delhi/NCR were chosen for the study. The other reason for opting for companies based in Delhi/NCR was that many millennials from second- and third-tier cities also are employed in these companies bringing in varied cultural perspectives. This study included 588 employees working in ITES organizations based in the National Capital Region of India. Mediation analysis for statistical verification was carried out with regression-based analysis in SPSS macro process (version 4).

The impact of job insecurity on the positive and negative affects of the subjective well-being of millennials was found to be substantial. Coping strategies moderated the relationship and it was seen that both engaged and disengaged strategies of coping had an impact on the positive affect of subjective well-being but did not have any impact on the negative affect of subjective well-being. The positive affect of subjective well-being was negatively related to presenteeism, and the negative affect of subjective well-being was positively related to presenteeism.

This study is carried out only in the ITES industry and on millennials. With the advent of technology, other industries are going through challenges concerning layoffs even though the severity of the same might be less. In times to come, for strategizing employee engagement, it is necessary to understand how the workforce copes with various work-related stress factors. The positive affects and negative affects of well-being and responses have been studied from an employee perspective only. Further research should be conducted to explore responses from both employers and employees to establish presenteeism and the antecedents of presenteeism in conjunction with positive and negative affects of well-being. There is further scope to study the impact of job insecurity on adaptive presenteeism in older generations and various industries given the current job scenario and talent-reskilling issues.

This study brings forth original insights into the impact of constant job threats on millennials employed in the IT and/or IT service sectors. The key findings contribute to literature knowledge and help managers recognize the unfavorable consequences of continuous job threats on the well-being of employees. There is an immediate need for managers to recognize the problem and devise various policies and communication strategies to enable millennial employees to cope with the constant changes in the organization, owing to various technological, political and environmental factors. Organizations should be mindful of this impact, which can subsequently have serious consequences on the productivity of the employees, resulting in decreased overall performance and health of the organization.

This study of job insecurity as a job stressor, triggering coping strategies in Indian millennials working in the ITES and IT industry, presents original insights. This study explores and presents how the impact of job insecurity may increase presenteeism as a result of coping. This study brings value to practitioners and this study may help organizations improve the overall well-being of their employees, thus improving productivity. On the contrary, it also opens opportunities for exploring the impact of job insecurity as a challenge stressor.

This study aims to theorize a knowledge-based perspective on organizational commitment and turnover intentions among knowledge workers. The authors contribute by examining the impact of knowledge sharing, and managerial human capital respectively, on commitment and turnover in a sample of 274 knowledge workers (engineers) from India. Additionally, the authors examine the crucial moderating role of intra-firm causal ambiguity on these relationships.

Using structural equation modeling and analysis of survey responses, the authors test a moderated mediation model to provide evidence of the positive impact of knowledge sharing and human capital, respectively, on turnover intention, mediated by organizational commitment. More importantly, the authors theorize and present evidence on the moderating role of intra-firm causal ambiguity, on these relationships.

The authors find that knowledge sharing behaviors are both intrinsically and extrinsically motivating for knowledge workers, which results in their emotional attachments and higher levels of identification and commitment, which subsequently results in lower turnover intention. Our findings also highlight the role of intra-firm causal ambiguity in making things difficult for organizations to retain talented employees in tough environments.

The authors provide a knowledge-based perspective of commitment and turnover in knowledge-intensive work contexts. The authors also contribute by provide an interesting account of the role of intra-firm causal ambiguity in knowledge processes leading to commitment.

The purpose of this paper is to examine the nature of relationship between ethical leadership and employee voice behavior. Study of employee voice behavior is important, because leaders in organizations make numerous decisions based on employees’ work-related inputs which do influence the decision quality and team performance.

Survey data were collected through structured questionnaire from Indian organizations. Data were analysed through statistical techniques such as confirmatory factor analysis and structural equation modeling.

The findings showed that ethical leadership did impact the employee voice in a positive and significant but moderate manner. The study also found no significant differences in ethical leadership and voice behavior across demographic variables such as gender, age, educational qualification and job level in the Indian context.

The study is conducted using single cross-sectional research design, and for better causal inferences of the relationship between various variables, future research studies may be conducted with longitudinal research design, multiple data sources and variety of industries with large sample size.

With erosion of ethical values and corporate scandals, managers need to develop and display ethical leadership as employees emulate their leaders’ ethical behavior because ethical leadership, or its perception, relates positively and significantly to employee voice behavior.

There is less study to understand ethical leadership and its influence on voice behavior in developing countries, especially in India. Ethical leadership behavior encourages employees to voice their work-related constructive opinions and concerns for improved decision-making and reduced unethical practices. Also, there is scarcity of research that explores the impact of demographic variables and this study is an effort to understand this gap.

Economic turbulence brings a significant impact in the mental health of workforce on both developed and developing countries. The purpose of this paper is to explore the impact of equity sensitivity on employee mental health. Innovation is considered to be among the critical drivers for the success and future of organizational existence, therefore this paper also investigates how the equity sensitivity impacts innovation orientation and turnover intentions across two geographies India and Hungary.

An online survey was carried out among Hungarian and Indian students. Students were selected only on the basis of having two to three years of work experience and also from good business and economics colleges from India and Hungary.

The results were analyzed using partial least square–structural equation modelling method to test the hypotheses and it showed that equity sensitivity has a positive effect on employee mental health. The findings of the study highlight that even with significant cultural differences equity sensitivity perception does not differ between Hungary and India.

The relationship between equity sensitivity and employee mental health is an important area to understand in a volatile economy. Innovation orientation and turnover intention both are important to understand the productivity of any organization; this paper is an effort to understand the impact of both variables bringing in the positive or negative impact on the growth of an organization. Limitations of this study include the sample size, cross-sectional data. Future studies can be based on a larger sample size from wider cross-sections and cultures.

Managers need to give importance to understand the equity sensitivity of employee and how it impacts their mental health and well-being. Knowing the volatile nature of economy this becomes very relevant and important for managers and organizations.

This study is important to understand that how two countries that are significantly different in cultural values still have no difference in equity sensitivity perception. Therefore, equity sensitivity is an important determinant to bring innovation and productivity in organizations across cultures.

These findings contribute to literature of equity sensitivity by exploring the impact of equity sensitivity on employee mental health in the context of two countries. Mental health is a concern not only in India but also in Hungarian context as well.

The purpose of this paper is to test the impact of organizational justice on employees’ mental health. This paper is also an attempt to understand the moderating role of organizational identification on organizational justice and employee mental health.

Standard questionnaires were used to collect data. A survey study was conducted in two multinational companies located in northern and southern part of India. The sample size of the study was 321.

The result of hierarchical regression highlights that distributive and interactional justice were significantly correlated with employee mental health with positive interaction effect in the case of strong identification. Moderating effect of organizational identification on mental health and organizational justice was also found significant.

The theoretical development from this paper will contribute to organizational justice research presenting its impact on employee mental health. The moderating effect of organizational identification will bring a new dimension to understand the relationship of organizational justice and mental health.

This study will provide insight to practicing manager to reinforce organizational justice practices at workplace. This will also help manager and leader to understand the identification level of employee with organization, and its impact on mental health.

This paper explores all the three forms of organizational justice as antecedents. It also studied employee mental health as consequence and the role of organizational identification as moderator on justice and mental health.

There exists limited research directly highlighting the relationship between value preference and its association with people's expectations from the workplace. Studying personal value preference is important because a substantial body of research indicates that a specific pattern of value orientations predicts world views, and, hence, it may predict behavior in the workplace. Based on the above‐mentioned assumptions, the present study aims to explore the impact of value preferences on the meaning of workplace, across MBA‐ and non‐MBA graduates and Indian and non‐Indian graduates. It is proposed that value preferences will have a significant impact on meaning of workplace and values preferences are likely to differ across national culture.

The paper draws on qualitative research, a pilot study and survey research design. Data were gathered from a sample of 312 graduates, consisting of 231 management students and 81 non‐management students. Of these 245 are Indians and 67 non‐Indians studying in India, the USA, and the UK.

Results of exploratory factor analysis helped the authors to derive ten significant factors from the meaning of workplace scale and four factors from the values scale. Results of stepwise multiple regression analysis have shown significant positive impact of value preference on the choice of preferred workplace. More specifically, higher progressive orientation has been found to positively influence the intrapreneurship factor of meaning of workplace factor. Values of personal growth, self‐fulfillment, and community development have explained a large amount of variances in work‐life balance and physical ambience.

The literature on workplace design and the meaning of workplace is limited and a comprehensive list of variables of psychological climate is not available. Thus, extensive future research needs to be carried out in this direction. Knowing the employer's perspective about the evaluations of the workplace attributes may provide a different perspective of the meaning of workplace. Finally, this study could be expanded by using qualitative interviews along with quantitative techniques to get more in‐depth data and probe further in the factors that the graduates take into consideration while rating the extent of desirability of different environmental attributes.

This paper is important in that knowledge about the values of potential employees can be used to make sure that the organization recruits employees whose perceptions match the psychological environment existing in the company. Furthermore, organizations can use such information to design work environments in such a way that they meet the expectations of newer generations of workers. The study reveals cross‐cultural differences between perceptions and values. These are particularly important in the case of multinational corporations, which consider the impact of cultural and societal values while designing work environments and processes in different countries, as well as while recruiting employees with different cultural backgrounds.

This study aims to explore the career transition process of women professionals when they return to the workplace after a break and re-integrate with their career aspirations.

This research used a qualitative approach with semi-structured interviews for data collection. All 20 women participants have returned to their careers after a break.

The data analysis reveals women’s career transition and re-integration process into the workplace after a career break. Supervisory support, work–life balance practices, role models, coworker support and career success emerged as factors enabling successful transition. The employing organisations’ diversity, equity and inclusion (DEI) hiring strategy emerged as an important mechanism for re-entry.

Although previous research has studied women professionals returning after a break, the “transition process” that enables re-entry is missing.