Purpose The purpose of the paper is to explore the antecedents of employability from the employer’s perspective to provide sustainable employment and to develop a measurement scale. Design/methodology/approach In the study, the survey-based approach has been adopted. The authors developed an instrument following extensive literature review and further pre-tested the instrument with experts drawn from the academics. The data collection was monitored following Dillman’s (2007) total design test method. Finally, 114 usable responses were collected. The data were further tested for normal assumptions. Orthogonal and parsimonious constructs were derived following exploratory factor analysis, and the construct validity was checked using confirmatory factor analysis. Findings The following antecedents of employability were obtained: innovative skills and innovative abilities along with the knowledge, innovative abilities, personality factors, career-building traits, emotional intelligence and efficacy beliefs. Research limitations/implications The authors observed that the present study like other survey-based research has its own limitations. Currently, cross-sectional data were used, which inherit some serious limitations like endogeneity and common method bias. However, utmost care was taken to minimize the effects of endogeneity and common method bias using some suggested measures in the existing literature. Social implications The findings and conclusions are expected to aid students, academicians and practitioners in developing an understanding of employability. Moreover, these antecedents can be developed in graduates along with their higher education as per the requirements of the industry. Originality/value This paper is an attempt to develop a scale for measurement of employability in the education sector.

Labour unions unquestionably rely on member participation for their survival and ability to meet members' needs. However, there has been relative lack of participation by the membership in union activities. The present study is done with motive of identifying and developing a theoretical model depicting relationship between antecedents and consequence(s) of union participation, using systematic literature review as proposed by Tranfield, Denyer and Smart. While Demographic Variables, Union Commitment, Union Instrumentality, Union Ideology, Pro-union Attitudes and Union Support have been identified as the Antecedents of Union Participation, Human Effectiveness is the resulting consequence.  Index Terms-union participation, membership participation, conceptual model, antecedents and consequences, human effectiveness

Purpose Viewed in the context of liberalization, privatization and globalization, the socio-economic and legal environment facing the unions have changed, throwing them into clutches of adversity and destitution. The purpose of this paper is to identify the reasons (i.e. antecedents) behind workers’ participation in union activities (such as strikes, rallies, demonstrations) in today’s scenario, and to understand how these participation tactics influence workers’ performance (i.e. worker behavior effectiveness) at work. Design/methodology/approach A range of published sources is drawn on, including quantitative, survey based and qualitative, case-study and other evidence for building the conceptual review. Findings The investigation clearly indicates that contemporary challenges facing unions in the present scenario prompt industrial actions. Only specific and genuine grievances and justifiable demands motivate workers to form a strong emotional attachment to their unions and engage in union participation activities such as strike activity (Darlington, 2006; Bean and Stoney, 1986). Originality/value Contrary to the traditional view, which sights unions as detrimental to worker productivity, turnover, and attendance at work (via restrictive work rules, featherbedding and disruptive strikes or other adversarial tactics), the investigation, through extensive review of literature proposes that unions positively influence worker behavior at work. The model, however, requires empirical testing to validate the proposed relationships.

Purpose The notion of social performance of the company (SPC) is a fundamental concept of the research on ethics of business and work on company-society relationships. The study raises several debates concerning SPC’s determinants. The purpose of this paper is to provide a framework of SPC along with its social and technological determinants. After identification of the determinants, the authors have searched through a managerial perspective to recognize the effects of these determinants on SPC. Design/methodology/approach Content analysis of 18 semi-structured interviews with the HR managers, and statistical analysis of data collected from Managers/HR Managers (n=250) working in private and public sector banks of Tunisia was undertaken. Structural equation modeling (SEM), has been used to test the hypotheses and statistically validate the proposed relationships. Data for the study were collected online. Findings Results indicate a strong interrelationship between SPC and its determinants. Such an interrelation aims to enrich the framework of analysis of the SPC by considering the action of social responsibility of the company, organizational commitment and managers’ characteristics on one hand, and human resources information system, the practices of knowledge management, and facilitating conditions for the use of the information and communication technologies on the other. Originality/value The study reconciles various perspectives in the SPC literature and presents a comprehensive model of SPC by identifying its determinants – social and technological, which could stimulate the SPC in Tunisian context.

Purpose The purpose of this study is to develop innovations in human resource (InHR) framework in the context of Indian banking industry and further develop a scale for its measurement. Design/methodology/approach A non-response bias test is conducted on a sample of 300 employees, and the assumptions of constant variance, outliers and normality are tested. Further, the InHR scale is validated through exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) tests. Findings EFA confirms the existence of five empirically distinct constructs at banking industry in India, and CFA affirms the dependability of the arrived constructs. It is concluded that the InHR framework constructs possess high reliability and validity. Research limitations/implications The authors duly recognize the limitations of survey-based research, the exploratory research design and the use of single method. Practical implications The proposed InHR scale and its constructs are an important input to guide managers and human resources (HR) policymakers to devise strategies for the Indian banking industry. Banks can also benchmark existing HR policies by applying the proposed InHR framework constructs. Social implications The InHR constructs provide academicians and practitioners with a better approach of understanding the InHR practices. Originality/value Despite the significance of Indian banking industry for the socio-economic capital, academic research focusing on this industry’s innovative practices has been limited. This study reveals originality and value by proposing an InHR framework in the context of Indian banking industry which integrates all the major innovative practices. Further a scale has been developed for its measurement.