Purpose The study aims to investigate the impact of “decent work” dimensions on faculty members’ work engagement levels in the higher education institutions in India. Design/methodology/approach Data were obtained from 293 faculty members working in higher education institutes in India. The proposed study hypotheses were tested by deploying the statistical technique of multiple regression analysis using statistical package for social sciences Version-24. Findings Results demonstrated that of the five dimensions of “decent work,” only “access to health care” and “complementary values” were significant predictors of work engagement. “Adequate compensation,” “free time and rest” and “safe interpersonal working conditions” as dimensions of “decent work” were not found to be significantly related to work engagement. Research limitations/implications Findings encourage education policymakers to implement a “decent work” policy for faculty members with greater emphasis on ensuring workplace-fit and provision of adequate health-care facilities to keep the workforce engaged. Originality/value It is one of the few studies conducted in the South-Asian context that highlight “decent work” as a crucial job resource, useful in enhancing the work engagement of faculty members in higher education institutions.

The present study attempts to investigate how career adaptability predicts psychological well-being (PWB) among employees based on career construction theory (CCT). Precisely, the study examined the role of career sustainability as a mediator and sustainable career climate (SCC) as a moderator establishing the relationship between career adaptability and psychological well-being. Data collected from 550 Indian employees in the Indian banking and IT organizations indicate that career adaptability has a significant effect on career sustainability that eventually predicts PWB. In addition, the findings on the interaction effect of career adaptability and SCC on PWB via career sustainability highlighted the significance of unison between individual and contextual factors in realizing important employee outcomes. The results revealed that the indirect effect of career adaptability on PWB through career sustainability is stronger among employees who perceived their organizational career climate to be sustainable.

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Purpose The paper aims to investigate the impact of socially-responsible human resource (SR-HR) practices on organizational sustainability performance (OSP) in Indian business organizations that are mandated to publish business sustainability and responsibility reporting. Design/methodology/approach Data were obtained from 620 working professionals employed in the organizations listed on National Stock Exchange in India. The proposed hypotheses were tested by deploying the statistical technique of multiple regression analysis using SPSS Version-21. Findings The results demonstrated that overall, SR-HR practices impact OSP. More precisely, all the dimensions of SR practices are positively associated with the organization’s financial performance, environmental performance and social performance (SP). There was a relatively higher significant impact of legal-oriented human resource management (HRM) on organizational economic and ecological performance. However, in the case of SP, a substantial effect of employee-oriented HRM was found. Practical implications Study findings encourage HR practitioners to invest in SR-HR practices to build and strengthen employees’ abilities and contributing to sustainability goals. Originality/value This study is one of the few studies conducted in the Indian context that highlights the relevance of the convergence of HRM, human resource development and corporate social responsibility to realize sustainability goals.