Purpose -Student life stress, student family conflict and student life balance are issues that are scarcely researched. This paper aims to develop a scale for assessing the concept of student life balance. Design/methodology/approach -The study evaluated a 54-item scale for assessing the construct. The data are obtained from 612 Indian students. Findings -The study identified 15 key factors that students perceive to affect student life balance. These factors could account for 64.48 per cent of the observed variance. This research adds to the understanding of the interface between academics and other roles. Social implications -The implications for academic administrators who are concerned with the holistic growth of students are discussed. Originality/value -This study makes a modest attempt to develop an instrument to understand sources of imbalance in student life. The instrument is valid and reliable and can be used to determine student life balance perceptions among students enrolled in academic institutions.

Recent trends in testing the psychological aspects of employees has led to consider emotional intelligence as one of the main factors that determine job satisfaction. The study was carried out to test relationship between emotional intelligence and job satisfaction on the basis of the data collected from white collared employees working in the petroleum industry. The study revealed that there is a positive correlation between emotional intelligence (EI) and job satisfaction. The study also examined the variation of EI levels in genders and its role in job satisfaction. It was found that for both male and female employees EI is positively correlated with job satisfaction.

The relationship among coping strategies, locus of control, and workplace wellbeing is examined. The model hypothesizes that coping strategies mediate the relationship between locus of control and work place well being. To test the model, data was collected from 154 software professionals using separate tools to assess coping strategies, locus of control and work place wellbeing. Model fit for the collected data was examined using structural equation modeling technique with the help of AMOS. Results support the view that coping strategies mediate the relationship between locus of control and work place wellbeing. While the path between locus of control and wellbeing is significant, the path between coping distraction and wellbeing is not significant.

PurposeThe aim of the current study was to develop and validate a measure for identifying talent in the workplace. This is a gap long identified by researchers in this field.Design/methodology/approachHinkins methodology was adopted for the establishment of a psychometrically sound measure. A 16-item scale for assessing the construct was developed. The reliability and validity were established by analyzing content adequacy, convergent validity, divergent validity and external validity. Primary data were collected from employees signaled as talent by their organization.FindingsThe study yielded a six-factor structure scale for the construct. These factors accounted for 66.8 percent of observed variance. All six dimensions, namely, calling orientation, critical insight, continuous learning, collaboration, cohesiveness and challenge drive established acceptable reliability and validity.Social implicationsThe research provides a precise definition of the talent construct. Identification and retention of individuals with a high talent quotient is a critical challenge to organizations. Identifying talent is made possible through this measurement scale.Originality/valueThis research made an attempt to develop a reliable and valid measurement scale for the talent construct. The scale provides a precise definition of the talent construct. This simple sound scale could be useful at both the individual and organizational levels. It helps individuals to identify and focus on critical areas for achieving talent status. Organizations benefit through better human resource management practice. Identification and retention of talent are essential to career management. Overall, it also satisfies the urgent need in talent management research for a clear definition of the talent construct.

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