PurposeThe purpose of the paper is to study the turnover intention of employees during the phenomenon of resistance to change. The paper examines the mediating role of burnout in the relationship of resistance of change to turnover intention and the moderating role of perceived organizational support in this relationship.Design/methodology/approachThe empirical data of the study has been collected via cross-sectional data collection method and include responses from 410 employees. The moderation mediation analysis has been done using the SPSS macro process.FindingsThe paper finds that resistance to change is an antecedent to the turnover intention which often represents employees' voluntary turnover in the future. This relationship of resistance to change and turnover intention is explained by burnout. However, the study establishes perceived organizational support as moderator, and with high POS, strength of this relationship will be reduced.Originality/valueThis paper contributes by examining the burnout as an intervening variable in the relationship of resistance to change and turnover intention and perhaps establishes for the first time the moderating role of perceived organizational support in reducing the influence of resistance to change on turnover intention, since retaining employees is of value to the organization.

This work is an attempt to explore aspects of online teaching and its related impact from the perspective of stakeholders in education. The paper outlines faculty experience and effectiveness in the online teaching environment, perspective requisition of students, and the support and resource building called for from academic leaders. We use observations, viewpoints, practical steps taken or needed by higher education institutions and universities in India. The primary and secondary data are content analysed and are further informed by literature. We state that academic leadership, collaborative peer learning, know-how of digital technology and online learning tools, training of faculty, dean review, readiness of students and discourse are important to create an ecosystem for effective online teaching. The article highlights the need of long-term perspective from academic leaders and the significance of blended teaching for faculty, in response to readiness in uncertain times. This paper reflects on the need for educational institutes to respond to the pandemic by building resources and factors and taking actions that result in an effective learning environment. They need to ensure training of all stakeholders and availability of technology and related resources, along with building a community for peer learning.

Purpose The purpose of this study is to examine the relationship between subjective career success (SCS) and proactive career behavior as well as family support, with a focus on women professionals in India. The study also investigates the moderating role of perceived organizational support and marital status on these relationships. Design/methodology/approach The sample consists of 363 women professionals working in the information technology-enabled services industry in India. The study is cross-sectional in design. Findings Findings from this study posit the positive moderating role of perceived organizational support on the relationship between proactive career behavior and SCS and on the relationship between family support and SCS. As a moderator, marital status has a positive impact on the relationship between proactive career behavior and SCS but has a negative impact on the relationship between family support and SCS. Practical implications The results from this study will help organizations understand the predictors of career success of women employees. Another practical implication is that this study establishes knowledge of perceived organizational support, a controllable organizational factor as a moderator in positively influencing the success of women’s careers. Leaders and managers can, therefore, use organizational factors to facilitate the success of women employees. Originality/value This study is perhaps the first to examine the relationship between antecedents of career success for women professionals in the context of India.

Growth hormone (GH) is involved in the regulation of male and female infertility and has been used in the management of both male and female infertility. GH is also produced by the ovary apart from it being produced from pituitary. GH helps in monofollicular growth. GH therapy is one of the adjuvant treatment used in ovarian stimulation and Assisted Reproductive Technologies Assisted Reproductive Technology (ART). GH supplementation has been shown to improve pregnancy rates in poor responders. Growth hormone cotherapy has a definite role to play in ovarian stimulation and is effective in appropriately selected cases. However, it cannot be recommended indiscriminately in every patient undergoing ovarian stimulation or assisted reproductive technology.

Objective: To compare the efficacy and safety profile of low dose vaginal misoprostol with dinoprostone gel for induction of labor in term pregnancies. Methods:The study was conducted at Lady Hardinge Medical College and Smt Sucheta Kriplani Hospital on 100 pregnant women with term pregnancy after application of inclusion and exclusion criteria. The women were randomized in 2 groups of 50 women each. Group I received misoprostol 25µg at every six hour vaginally for a maximum of five doses for induction of labor; while group II received dinoprostone gel 0.5 mg every six hourly for a maximum of three doses. Maternal outcomes such as mode of delivery and induction delivery interval; and fetal outcomes such as APGAR score and incidence of NICU admission were assessed in both the groups. Statistical analysis was done using student t-test and chi-square test.

The purpose of this study is to examine the relationship between transformational leadership (TL) and employee engagement through the mediating role of the sub constructs of psychological capital. The article has used a single cross-sectional descriptive design. The sample consisted of 450 full-time employees working in the service sector in India. The data were mainly analyzed through structural and measurement model. The result of the study revealed that TL has an influence on employee engagement. The relationship between TL and employee engagement is mediated by sub-construct hope of psychological capital. Implication of this study is of high importance for organizations continuously working to increase the level of employee engagement to further enhance competitiveness. Prior research has examined the antecedents of employee work engagement, but little is known about the role of TL and a positive psychological state, in shaping employee work engagement. Imparting TL training and style can help to generate psychological capital which will positively drive employee engagement. Organizations with transformational leaders will be able to make employees feel valued and happy by igniting feeling of hope. The engaged workforce will result in the positive social outcome. This study is original as earlier studies have not explored the important role of hope and also optimism as dimensions of psychological capital. The article supports the critical role of leadership and psychological capital in creating highly engaged employees which have not been studied in an Indian context with specific focus to the service sector.

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