The study aims to determine the role of psychological capital and perceived gender equity on employee well-being, particularly women, and assess if commitment mediates and social support moderates the relationships between psychological capital, perceived gender equity, and well-being. A personal survey method was employed for data collection using standardized measures from a representative sample of 433 managers (201 women and 233 men) from private sector companies in India. The findings revealed that perceived gender equity in the workplace positively impacts employee well-being for both men and women, with the greater impact being on women’s well-being. To Facilitate employee well-being, organizations can leverage the strengths of psychological capital through training interventions and can promote perceived gender equity through appropriate policies and practices. This bridges the knowledge gap in developing and utilizing psychological capital to enhance employee well-being, especially for women, who are under pressure due to their demanding multiple roles at work and home.

The study is aimed at assessing the role of perceived gender equity and locus of control in employee well-being at the workplace and ascertaining if work engagement mediates between perceived gender equity, locus of control, and employee well-being (measured through optimism, general satisfaction with life and work, and executive burnout). Adopting a personal survey method data was collected from 373 managers (both males and females) from the public and private sectors representing manufacturing and service industry in India. The study bridges the knowledge gap by operationalizing the construct of perceived gender equity and studying its role in the work engagement and employee well-being. Conceptualization of the well-being in an unconventional way covering both the positive and the negative aspects extends the understanding of the emerging concept of well-being. It has practical implications for talent management and work engagement besides promoting gender equity at the workplace for employee well-being. It opens vistas for the gender based theory and cross cultural research on gender equity.

Purpose – The purpose of this paper is to seek to propose that spiritual traditions of India have enormous wisdom to provide a wholesome spiritual foundation to the modern day management. It can also play a significant role in facilitating the dimensions of workplace spirituality as conceptualized by the western counterparts. The paper does not intend to reinvent the wheel but to present an integrated framework for facilitating workplace spirituality that incorporates the western and the Indian views. Design/methodology/approach – For this study, the authors maintained an open approach. The authors first reviewed the extant literature on workplace spirituality to explore its dimensions. Thereafter, the authors searched for Indian spiritual traditions that can be suggested to have some similarity with the dimensions of workplace spirituality and can further help in facilitating those dimensions at the workplace. Findings – The paper presents an integrated framework that suggests that doctrine of Karma Yoga, tradition of Loksangrah, Guna theory, daivi sampat and Pancha Kosha model can help in facilitating the five dimensions of workplace spirituality specified in the study. Research limitations/implications – The study proposes five dimensions of workplace spirituality which is not an exhaustive list. These dimensions may be facilitated by a variety of Indian spiritual traditions but this study includes only five specific Indian traditions. Originality/value – The authors have creatively integrated the eastern and the western knowledge to come up with a framework that enriches the concept of workplace spirituality facilitation.

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Purpose -The purpose of this paper is to present multiple case studies of women in leadership roles in India with a view to identifying inhibitors, facilitators and the strategies adopted by them to mitigate the challenges in their odyssey to these positions. The paper contributes to the pivotal subject of under-representation of women in apex positions, which has garnered the attention of researchers in recent years grappling with the identification of the underlying causes. Thus, with a view to narrowing the gender gap in leadership positions, a greater understanding of this phenomenon is called for. Design/methodology/approach -The paper adopts exploratory case study method using multiple case studies. Empirical data were gathered using in-depth semi-structured interviews and personality test (NEO FFI) from women in leadership positions. The qualitative data were analysed using thematic analysis. Findings -The analysis of data has led to the identification of challenges faced by the women that were categorised as personal, professional, organisational and social issues. Further, six themes emerged as the strategies adopted by the women leaders to overcome the challenges. The paper also highlights the critical social, behavioural and organisational facilitators that played an important role in their leadership journey. The paper also includes context-specific findings of women leaders from Indian industry. Practical implications -The paper would have relevance for researchers and practitioners in the field of gender diversity, leadership, organisational behaviour and human resource management. The findings of this paper can be leveraged by organisations to retain and manage female talent, which is a focal area in the present dynamic business environment, when a need for gender diversity is widely acknowledged by the top management in organisations. The exploratory case studies provide vistas for gender-based context-specific and cross-cultural research on the challenges faced by women executives in their leadership journey and the strategies adopted to mitigate these. Originality/value -Though a great deal has been written about the barriers to women's career advancement, less is known about the facilitators of women's advancement. Also, women in the Asian context face unique challenges which present a major problem for multinational companies whose hopes for growth are pinned on emerging markets. The paper has identified new emergent themes, which have not been mentioned in the extant literature nationally or globally. The findings provide inputs to companies to adopt policies and practices to facilitate gender equality in leadership. The paper bridges the knowledge gap and makes conceptual contributions for future research.