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The core emphasis of the paper is to inspect the relationships between managerial leadership, employee happiness and turnover intentions among academicians of private universities in Punjab.

The proposed study used a descriptive research methodology and a structured instrument to collect responses from individuals (n = 400) using a purposive sampling method. SPSS and partial least squares structural equation modeling (PLS-SEM) are applied to evaluate the data.

The outcomes disclosed that managerial leadership has a substantial effect on employee happiness (ß = 0.591, p < 0.05) and turnover intentions (ß = 0.566, p < 0.05). Besides this, it has been discovered that employee happiness mediates the association among managerial leadership and turnover intentions. The present research is among the few empirical findings that have examined academicians' perspectives on their turnover intentions in private universities.

By concentrating on effective managerial leadership and employee happiness, the analysis will be advantageous for human resource (HR) managers and authorities of private universities to strengthen academician retention. Therefore, the study adds something novel to the corpus of extant literature.

This research aims to investigate the relationship between employer branding and its antecedent organisational culture within the context of the private banking sector. The study also investigates the relationship between employer branding and employee brand equity as a consequential construct. Additionally, the mediating role of trust and the moderating role of gender in the relationship between employer branding and employee brand equity has been examined.

The present study’s findings result from data analysis collected from a sample of 454 employees working in private banks in India. The data analysis was conducted utilising the structural equation modelling technique with the assistance of analysis of moment structures (AMOS) software.

The study’s findings indicate that supportive and bureaucratic (formal) culture in private banks exhibit a significant relationship with employer branding. However, the relationship between innovative culture and employer branding was found to be insignificant. The research also reveals a significant positive association between employer branding and employee brand equity variables: brand consistent behaviour, brand endorsement and brand allegiance. Further, the study highlights the mediating role of employee trust in management in the relationship between employer branding and employee brand equity. Examining demographic variables suggests that gender moderates the relationship between employer branding and employee brand equity.

The originality of this study lies in its exploration of the critical role of organisational culture variables in shaping employer branding within the context of private banks. The findings highlight that cultivating supportive and bureaucratic cultures can effectively enhance the employer branding of private banks. The study emphasises the outcomes of employer branding initiatives, signifying that they contribute to developing brand equity among employees. This leads to long-term employee commitment and advocacy towards the organisation, as employees become brand advocates for the bank with which they are affiliated. The study contributes to a better understanding of the relationship between organisational culture, employer branding and employee brand equity, providing valuable implications for the private banking sector aiming to reinforce their employer brand and increase employee engagement.

Drawing from the instrumental and symbolic framework for employer branding, this study aims to explore the perception of the current and potential employees for the Indian armed forces’ employer brand.

The study is conducted as a mixed-method approach in the form of qualitative and quantitative phases. In the qualitative phase, online reviews of current employees were collected from glassdoor.com and analysis was conducted. While in the quantitative phase, data were collected through questionnaire from 200 potential candidates who were interested in joining the armed forces.[AQ1] Confirmatory factor analysis (CFA) for instrument validity and regression analysis, for finding significant factors, were used for data analysis.

The qualitative results indicate that the current employee's perception fits the instrumental and symbolic framework. Additionally, variables such as discrimination in positions, risk, stress, confidence and personality development were also identified. The CFA and regression analysis results were found to be significant on the instrumental dimensions – job security and task diversity and symbolic dimensions – competence.

The study emphasizes the important instrumental and symbolic attributes for both current and potential employees. Thus, the armed forces can use these as a base for strategy formulation regarding employer branding.

One of the impacts of the COVID-19 pandemic is that using an e-wallet – a contactless process – rather than a payment terminal is an intuitively safer option. This study is grounded in cognitive absorption theory and investigates how the use of the money-gift function influences the intention to continue using an e-wallet app.

Using a cross-sectional approach, a structured questionnaire was designed and distributed to the target respondents in Malaysia through social media platforms. The data were collected with purposive sampling and a total of 350 eligible responses were analyzed with partial least square structural equation modeling (PLS-SEM).

Cognitive absorption significantly influenced the perceptions of e-wallet apps (perceived ease of use and perceived usefulness). The intention to continue using an e-wallet app was positively predicted by attitude and subjective well-being. Furthermore, this study found that the path between attitude and the intention to continue use was mediated by subjective well-being, whereas perceived security moderated the path between cognitive absorption and perceptions of an e-wallet app.

The results offer much-needed broad guidance for e-wallet service providers. In particular, the findings reveal how implementing money-gift functions promotes various positive outcomes that influence the intention to continue using an e-wallet app.

Previous research on e-wallets considered only the basic characteristics of an e-wallet app when studying continuous usage. Few studies have empirically examined the innovative function of money gifts. Therefore, this study is among the first to offer empirical insights into how immersion and cognitive interaction with the money-gift function can influence user perceptions and behavior toward e-wallet apps.