PurposeContemporary organizations report a sharp increase in the incidences of workplace incivility. The purpose of this paper is to capture the impact of workplace incivility on the victimized employee's knowledge-hiding behaviours. The paper proposes that the victim will hide knowledge by playing dumb, evasive hiding and rationalized hiding behaviour.Design/methodology/approachThe paper first focusses on a review of literature on workplace incivility and summarizes the findings through a conceptual review model. Subsequently, the paper puts forth a conceptual model depicting the relationship of incivility with knowledge hiding.FindingsDrawing from the affective events theory, the paper demonstrates that incivility will arouse negative emotions in the victim, enticing the individual to respond by engaging in knowledge hiding. It establishes knowledge hiding to be more than just a consequence of reciprocal exchange relationships. The authors also propose this positive relationship to vary with gender.Originality/valueThe paper draws attention towards the counterproductive knowledge behaviours that can be stirred as a result of negative emotional experiences. It explores the employee’s response to an active form of workplace mistreatment, workplace incivility. It advocates the need to check uncivil and disrespectful behaviours in the organization so as to build a healthy work environment.

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Purpose The article presents an overview of the Human Resources Information Systems (HRIS) and its relevance in the current organizational context. It broadly captures the advantages of HRIS and the significant challenges involved in its implementation and succeeding stages. Design/methodology/approach A string of research articles in the domain is reviewed for the briefing. Findings HRIS is salient in supplementing various Human Resource (HR) functions ranging from HR planning to performance management. It can act as a catalyst in establishing the significance of HR in strategic decision making. It helps managers to effectively store large amounts of employee data and draw inferences from it to make pro-employee decisions. However, despite being relevant in HR functions, HRIS is often surrounded by concerns like employee privacy breach and misuse of information. Originality/value The article showcases the transformation of the Human Resource function to strengthen its strategic position in the organization and sustain HR professionals. Adoption of HRIS helps to convert HR to a data-driven function.

Rice is an important crop and the food security of the world is strongly associated with it as it is the staple food of half of the world's population. Among various agro-management practices seedling age and nitrogen rates significantly affected its growth, development and yield components. Rice cultivars performed differently when transplanted in field at varying seedling ages depending upon their genetic makeup and adoptability to certain environmental conditions. Seedling age plays an important role in yield contributing parameters like number of productive tillers, panicle length, filled grains panicle −1 and 1000-kernel weight leading to higher paddy yield in different rice cultivars and hybrids. Nitrogen is required in huge quantity in rice production as it is an important constituent of plant parts and processes. Paddy yield increases significantly with the increase in nitrogen rate but after a certain limit yield starts decreasing. Keeping in view the significance of seedling age and nitrogen rates in different rice cultivars and hybrids, an effort has been made to review some research work already conducted and will be helpful to the researchers and scientists to plan future strategies.