Purpose – The purpose of this paper is to examine the relationship among job involvement, organizational commitment, team commitment and professional commitment and to explore generational differences for these variables. Design/methodology/approach – It used structured questionnaire survey approach for which data were collected from 477 full-time employees of 13 organizations from diverse sectors in India. Respondents were categorized into four generational cohorts following the classification reported in Robbins et al. (2011). Findings – The findings of the study indicated that professional commitment is negatively related with job involvement, affective organizational commitment, normative organizational commitment, and team commitment. Job involvement, affective and normative organizational commitment, and team commitment were positively correlated. Differences were observed among Generation Y, Generation X, Liberals, and Socialist for job involvement, affective organizational commitment, normative organizational commitment, professional commitment, and team commitment. Generation Y, for example, was found high in professional commitment, while Socialist were found higher on affective organizational commitment compared to other generations. Practical implications – Findings suggests that there is a decrease in job involvement, affective organizational commitment, normative organizational commitment, and increase in professional commitment in young generations. Organizations need to take consideration this while designing the HR policies for employees’ engagement. Originality/value – The contribution of the study lies in examining the employees’ attitude to different dimensions of work life and differences among Indian generations.

The length-weight relationships (LWRs) were studied of 588 fish covering eight families, 13 genera and 14 species (Notopterus . The b values varied between 2.4 (M. armatus) and 3.52 (P. sarana), with the mean b = 2.96 at P < 0.001 for all species. The observations are significant for conservation and management because the Betwa River has been approved under IndiaÕs first interlinking plan with the Ken River, and no length-weight data had thus far been reported for the Gomti River. The objective was to evaluate the LWRs of these two unstudied rivers for fisheries management.

-Conventional drug delivery systems have slight control over their drug release and almost no control over the effective concentration at the target site. This kind of dosing pattern may result in constantly changing, unpredictable plasma concentrations. Drugs can be delivered in a controlled pattern over a long period of time by the controlled or modified release drug delivery systems. They include dosage forms for oral and transdermal administration as well as injectable and implantable systems. For most of drugs, oral route remains as the most acceptable route of administration. Certain molecules may have low oral bioavailability because of solubility or permeability limitations. Development of an extended release dosage form also requires reasonable absorption throughout the gastro-intestinal tract (GIT). Among the available techniques to improve the bioavailability of these drugs fabrication of osmotic drug delivery system is the most appropriate one. Osmotic drug delivery systems release the drug with the zero order kinetics which does not depend on the initial concentration and the physiological factors of GIT. This review brings out new technologies, fabrication and recent clinical research in osmotic drug delivery. __________________________________________________________________________________________

PurposeThe present study examines the strategy and culture of 32 Indian organizations belonging to seven industry segments namely construction, banking, information technology (IT), pharmaceuticals, power, steel, and telecom. Further it also examines the linkage between the organization's strategy and the culture of the organization.Design/methodology/approachIt has used the typology suggested by Miles and Snow and organizational culture assessment instrument developed by Cameron and Quinn which is based on the competing values framework of Quinn and Rohrbaugh. The Miles and Snow framework suggests four organizational strategies namely, prospector, defender, analyzer and reactor. Organizational culture is categorized into four types: adhocracy, clan, market, and hierarchy.FindingsThe findings indicated that there are significant differences in the strategy and culture of organizations belonging to different industry segments. Prospector strategy is most widely used by the telecom industry and least in construction. The analyzer strategy was reported to be most frequently used by the IT sector and defender and reactor strategy were used by the construction sector. Adhocracy culture was most prevalent in the pharmaceutical sector. Clan, market, and hierarchy culture were most prevalent in the construction industry. Further organizations using prospector strategy were high on adhocracy culture. Both clan and adhocracy cultures were found more in organizations with analyzer strategy. Organizations with defender and reactor strategy were high on hierarchy and clan culture, respectively.Practical implicationsThis study asserts that different culture and strategy is used in Indian organizations.Originality/valueThe contribution of the study lies in examining the differences in culture and strategy of organizations belonging to different industry segments.

Purpose – The purpose of this paper is to examine whether the leader’s emotional intelligence influences the leader’s preferences for different ways of combining leadership behaviors (i.e. combinative aspects of leadership style). Design/methodology/approach – The authors used a hybrid design to collect the data to avoid common-method biases. The authors described a high-stress workplace in a vignette and asked participants to rank four styles of combining a task-oriented leadership (i.e. Pressure) statement and a socio-emotional leadership (i.e. Support) statement. The authors then asked participants to complete a Likert-scale based questionnaire on emotional intelligence. Findings – The authors found that leaders who prefer to provide Support immediately before Pressure have higher levels of emotional intelligence than do leaders who prefer the three other combinative styles. Leaders who prefer to provide Pressure and Support separately (i.e. provide Pressure 30 minutes after Support) have the lowest levels of emotional intelligence. Research limitations/implications – A key implicit assumption in the work is that leaders do not want to evoke negative emotions in followers. The authors did not take into account factors that influence leadership style which participating managers would be likely to encounter on a daily basis such as the relationship with the follower, the follower’s level of performance and work experience, the gender of the leader and the gender of the follower, the hierarchical levels of the leader and follower, and the followers’ preferred combinative style. The nature of the sample and the use of a hypothetical scenario are other limitations of the study. Practical implications – Providing leadership behaviors that are regarded as effective is necessary but not enough because the emotional impact of leadership behaviors appears to also depend on how the behaviors are configured. Originality/value – This is the first study to show that the emotional intelligence of leaders is related to their preferences for the manner in which they combine task and social leadership statements. Furthermore, two-factor theories of leadership propose that the effects of task and social leadership are additive. However, the findings show that the effects are interactive.

PurposeManaging tacit knowledge effectively and efficiently is a huge challenge for organizations. Based on the social exchange and self-determination theories, this study aims to explore the role of social interactions in motivating employees' willingness to share tacit knowledge (WSTK).Design/methodology/approachThe study used a survey approach and collected data from 228 employees in service and manufacturing organizations.FindingsInteractional justice and respectful engagement are positively related to WSTK. The perceived cost of tacit knowledge sharing (CostTKS) partially mediates the relationship between interactional justice and WSTK. Respectful engagement moderates the negative relationship between interactional justice and the perceived CostTKS.Research limitations/implicationsThe study advances the understanding of the role of social interaction in facilitating employee WSTK by integrating the direct and intermediate relationships involving the effect of supervisor's interactional justice and peers' respectful engagement and employee perceived CostTKS on WSTK.Practical implicationsThe findings have important practical implications for organizations as these suggest how organizations can help tacit knowledge holders experience less negative and more supportive behaviors when they engage in voluntary TKS.Originality/valueThis study examines the effect of both vertical and horizontal work-related interactions on perceived CostTKS and sequentially on WSTK, thereby extending existing literature.

Extensive surveys were conducted to explore the diversity of fishes, distribution patterns, abundance, threat, and habitat status in the upper, middle, and lower stretch of river Gomti, a tributary of river Ganga. Altogether 56 fish species belonging to 20 families and 42 genera were collected from various sampling sites. Of the 56 species, five belong to the 'endangered' (EN) category and 11 belong to the vulnerable (VU) category. Six major categories of habitat were identified and pattern of fish assemblage and dominant genera in each habitat studied. Considerable differences were observed in the fish species richness and relative abundance (RA) of the species in the different sampling sites of river Gomti. Shannon-Wiener biodiversity index has been calculated for the fishes indicating considerable variation (p \ 0.05) across the river. Apart from Indian Major Carps (Labeo rohita, Catla catla, Cirrhinus mrigala), Chitala chitala, Notopterus notopterus, Ompok pabda, O. bimaculatus, Labeo bata, L. calbasu, Cirrhinus reba, Channa marulius, Bagarius bagarius, and Clupisoma garua were the important species. All the species have been reported for the first time in this river. Indiscriminate catch, poisoning, using of fine mesh sized nets, dumping of sewage, siltation, water abstraction, changing land use pattern, decreased water discharge, and exotic species threaten the fish diversity. Urgent need exists for taking up research on the priority fish species and their habitat. Restoration measures have been proposed based on ecosystem scale approach for fish biodiversity conservation.

The present study examined the role of self-monitoring, expatriate training, and prior international work experience on the cultural intelligence of expatriates. The data was collected from 223 Indian expatriates through a questionnaire survey. The results of data analysis indicated that self-monitoring has a significant impact on the cultural intelligence of the expatriates. Further analysis was done to examine the effect of these independent variables on individual dimensions of cultural intelligence. The findings signify that self-monitoring has a significant effect on all the three cultural dimensions, namely, cognitive, emotional/motivational and behavioral, and that expatriate training has a significant impact on the emotional/motivational dimension, but not on the other two. Prior international work experience was found not to have a significant effect on cultural intelligence and its dimensions. These findings provide significant insights into organizations for selecting and training the expatriates leading to their effective adjustment and performance in a different culture context. This paper contributes to expatriate management literature highlighting the effect of personality variables along with expatriate training. Further, it is a contribution to the research in cultural intelligence which is a relatively nascent area of research.