The present article assesses the level of entrepreneurial self-efficacy beliefs (ESE beliefs), entrepreneurial marketing orientation (EMO) and entrepreneurial attitude orientation (EAO) of Indian entrepreneurs as well as to examine inter-relationships between these variables. ESE beliefs and EAO were found to be moderately favourable whereas EMO was found to be highly favourable. All the three predictors, namely, ESE Beliefs, EMO and EAO were found to be positively correlated to one another. Almost all the components of the three predictors were also found to have moderate or low degree of positive correlation with one another. Regression analysis revealed that the three predictors had a significant impact on a venture's performance. The results are quite consistent with the findings of earlier research. Correlation analysis and regression analysis clearly indicated that the hypothesised model that had been proposed for the study has been found fit and hence, can be used to make broader generalisations.

The literature relevant to creativity is diverse in approach. As a result, there has been a lack of cohesive theoretical understanding of how employee creativity operates and gets affected in organizations. In the existing literature, we found a number of theoretical approaches of creativity that appear as supplementary and complementary to provide a better understanding of the creativity. However, employee creativity continues to appear as an elusive and complex phenomenon. Such observations trigger the authors’ interest to synthesize prior research and present the same in the form of a conceptual framework of employee creativity. On the basis of the results of extensive review of vast and varied literature, it is suggested that three individual characteristics, namely, personality traits & self-concepts, cognitive characteristics and motivational aspects, and four contextual characteristics, namely, super- visory and leadership behaviour, co-workers’ behaviour, job context and social network, have independent as well as combined or mediated effect on employee creativity.

The present study is an attempt to develop a theoretical framework of career oriented attitudes (COAs) and employability of technology graduates from Indian institutions and also to develop scales to measure the same. Secondly, in this study, ( a) the existing levels of such attitudes (viz., career-task involvement, career-goal sensitivity, career-purpose social networking and career-linked self-efficacy) and competitive strength for employability (CSEMP) have been measured and ( b) the impact of such career oriented attitudes on competitive strength for employability of those graduates has been assessed. The two scales were administered to 222 technology graduates from three different segments of selected technology institutions. Career-purpose social networking was found very strong and the other three attitudes as well as CSEMP were found strong among the technology graduates. Correlation analysis shows that all the four attitudes are correlated with each other and regression analysis reveals that such attitudes have positive impact on Competitive Strength for Employability of the Indian technology graduates. The theoretical framework presented in this article and the measures developed for COAs and CSEMP are significant value addition to the body of knowledge in the organization and management area.

In the wake of globalization, liberalization and privatization on economic front, organizations are expected to make objective assessment of existing status of their HRD system and processes in order to evolve need based pragmatic HRD Agenda for the future. In this context the present study gives a concrete base and direction as it provides the empirical evidence as regards to current status of HRD Sub-systems & facilitators in relation to HR productivity with reference to Indian Private Sector and Public Sector Organizations. Almost all the selected sub-systems of HRD (except Employee Communication and Employees' Empowerment) have been found to be moderately effective. Concerns of the various stakeholders for HRD cause and practices of selected management styles have also been found at moderate level to facilitate HRD process. HR Productivity has also been found to be confined only to moderate level. The selected HRD sub-systems, concerns of various stakeholders for HRD cause and the selected management styles have been found to have significant impact on HR effectiveness. Such findings of the study indicate that in order to improve the level of HR effectiveness, there exists a dire need of continuous improvement in design and implementation of HRD subsystems (particularly Employee Communication and Employee Empowerment), also in level of concerns of various stakeholders, as well as in practice of the management styles. Research on earlier researches and case studies need to be taken up as it will give right direction in order to formulate action strategies for the future.