Purpose The purpose of this paper is to extend the under-researched work on employees’ organizational commitment by examining transformational leadership (TL) adopted by the leader and the level of trust subordinates have in such a leader. Design/methodology/approach Data were collected using convenience sampling and self-administered survey methods from professionals employed in Indian public sector banks (n=236). Findings Findings reveal that the subordinates’ level of trust and psychological well-being partially mediates the relationship between TL and employees’ organizational commitment. Practical implications TL shares a positive relationship with organizational commitment through trust and psychological well-being. Originality/value Even though previous studies on organizational commitment have produced a significant piece of work, this study is among the first to propose and analyze a comprehensive and theoretically grounded structure of TL, organizational commitment, level of trust and employees’ psychological well-being.

Purpose This study aims to investigate the mediating role of job autonomy ( JA) in the relationship between transformational leadership (TL) and organizational commitment (OC) and the moderating effect of emotional intelligence (EI) on the relationship between JA and OC. Design/methodology/approach Data for the study were obtained from the respondents of information technology industries across India by using convenience sampling. Findings The study reveals that TL positively influences employees’ OC via JA. Results further indicated that EI as the moderator strengthens the relationship between TL and OC mediated by JA. Practical implications The study recommends that leaders with high level of TL style should appeal to the emotions of their employees for significantly influencing their OC. Originality/value This paper extends upon prior research that has identified a relationship between TL and OC; this study proposes and analyzes a comprehensive and theoretically grounded structure of TL, JA, EI and employees’ OC, highlighting its theoretical and practical implications.

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Work from home (or remote working) has become the new normal ever since the pandemic hit the world. This new normal, which represents the unison of social and technical assemblage, has been used as a backdrop in the study to explore the nature of employee job behaviour and its impact on job satisfaction. The sample consisted of employees who are working remotely from their homes in the information technology sector. The Cronbach alpha of the questionnaire was found to be .862. The results indicate that dimensions of employee job behaviour like enhanced work association, need for interaction for information exchange, and increased work responsibility were found to be highly correlated in the backdrop of work from home. Further, employee job behaviour was found to be significantly impacting job satisfaction of employees in the backdrop of work from home.

In recent years, the need of every corporation to address the environmental issues has grown multifold. The corporate social responsibility concerns are growing, and it has become an indicator to judge a business performance. In the context of increasing environmental concerns where issues of pollution, generation of wastes, use of toxic substances for packaging, etc. are gaining strong ground, the consumers have also become alarmed and they fully understand the implications of such issues both on nature and earth. The chapter aims to study the behaviour and the change therein of Indian consumers. It is true that all the efforts and policies targeted towards initiative of green marketing cannot be realised if it is not received by the consumers. The chapter proposes to cover the concept of green marketing and its relation to the circular economy, the green marketing practices in Indian context, the attitude and preference of the Indian consumer towards green products, and the switch in the purchase pattern of the Indian consumers with respect to green/recycled products.