PurposeThe purpose of this study is to understand the views of employees about the application of distributed ledger database technology blockchain, in area of human resource management (HRM) of organizations. The current study aims to understand the views of both HR and non-HR employees of how they assess the current scenario of HRM in their organizations, their awareness about the blockchain technology and their opinion about the scope of application of blockchain in HRM.Design/methodology/approachA sample of 158 employees was collected consisting of employees working in both HR and non-HR profiles across various organizations. Chi-square test of homogeneity, log-linear analysis and basic frequencies were used to analyze the data.FindingsThe results revealed that there was no difference in viewpoints of HR and non-HR employees across all contexts related to blockchain in HRM. The study also analyzed the opinion of employees regarding advantages, organizational barriers and probable usages of blockchain in HRM.Research limitations/implicationsThe study will provide an insight to the organization decision-makers who are willing to roll out Industry 4.0 technology blockchain in HRM and beliefs of employees regarding acceptance of such change in organization.Originality/valueThis study will be a novel attempt to understand the scope of application of blockchain technology in HRM of organizations in Indian context.

Purpose The purpose of this paper is to propose a conceptual framework for the application of blockchain in the Public Distribution System (PDS) in India to manage the supply of food grains to the targeted beneficiaries. The framework will help prevent diversions and leakages of grains at the warehouse and Fair Price Shop (FPS) level. The paper also identifies the enablers and disablers in the context of the framework. Design/methodology/approach This paper will firstly review the previous literature in PDS and blockchain-enabled agricultural and food supply chains. The study then proposes a framework that could be implemented in the PDS in India using blockchain technology. Findings The proposed framework provides an effective way to combat corruption, exclusion errors of targeted beneficiaries, leakage of PDS food grains and is cost-effective. The identified enablers and disablers give an insight into the application of blockchain in PDS in India. Research limitations/implications The research work may have implications for the Ministry of Food and PDS (Central Government), Food Corporation of India and State Governments to manage the supply of the grains more efficiently and effectively. Originality/value The current study caters to the implementation of blockchain technology starting from the warehouse level to the FPSs and consumers and simultaneously connecting them to concerned authorities to ensure transparency and accountability.

Is the psychological well-being (PWB) of employees essential to be considered by organizations? Does it have an impact on an organization in the long-run? This study attempts to provide a holistic view of literature on PWB and how it has become indispensable for employees and the organization. The study also proposes a framework consisting of precedents and outcomes of PWB of employees in organizations. A review of the literature of 142 studies was done using the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) framework along with the main construct PWB and ten related organizational variables. PWB has been analysed from a eudaimonic perspective. Literature review reveals the scarcity of management literature on the eudaimonic sense of well-being of employees, and how well-being is not distinguished on the basis of its philosophical roots. Our research discusses the variables which have been studied comprehensively in juxtaposition with well-being, and also those variables which are yet to be explored with eudaimonia as the focus. The study is a novel attempt to systematize literature on the under-examined eudaimonic perspective of PWB of employees and its relationship with prominent organizational variables. The study intends to give practitioners and the managers value adding insights into the factors that affect the PWB of employees and also how these factors can be honed for better employee mental health leading to higher organizational returns.

According to Professor Klaus Schwab (2016), we are living in a world where technology will alter the way we live, work, and communicate. With the growth of artificial intelligence (AI), robotics, internet of things (IoT), information and communication technology (ICT), nanotechnology, 3D Printing, genome editing, storage and quantum computing, the world has already entered the "Fourth Industrial Revolution (4 th IR)" Era. Professor Klaus Schwab, who has coined the term, believes that exponential pace, unprecedented processing power, storage capacity, swiftness, possibility, and systems impact of 4 th IR makes it different from others . While third Industrial Revolution was simply digitization of the processes and procedures, Fourth Industrial Revolution is an innovation based on the combination of varied technologies.However, with opportunities comes challenges and it holds true for Fourth Industrial Revolution as well. On the one side, the Fourth Industrial Revolution will raise worldwide income, improve the quality of life with increased production

Though organizations make massive expenditures in corporate social responsibility (CSR) activities, they fail to gauge the social and economic impact on the beneficiaries (Barnett, Henriques, & Husted, 2020). This study aims to provide a comprehensive framework that enables CSR activity identification, implementation, and impact assessment for an organization, considering the perspectives of important stakeholders in the CSR activity. First, the paper reviews the research literature related to CSR and CSR impact assessment and proposes a framework that addresses the research gaps found in the literature. The five-step framework for CSR activity identification, implementation, and impact assessment infuses the stakeholder perspective. It identifies the broad parameters that can be used to assess the impact of the CSR activity. Suggested criteria entail qualitative and quantitative evaluation practices, thus ensuring holistic impact assessment (Drews, 2010; Weber, 2008). The framework will enable transparent reporting of CSR expenditure and ensure disclosure of the actual impact made by CSR at the ground level. The accountability in reporting through the framework will curb CSR washing and decoupling. The stakeholder perspective emphasizing CSR beneficiaries and the impact assessment parameters provide a novel way of implementing and assessing CSR activity