As gig economy based firms increasingly rely upon algorithmic management to regulate their gig workers, we explore how driver-partners’ psychological contacts working for two major ridesharing platforms based on Mumbai evolve. The gig workers’ responses in how they adapt and thrive to the challenges posed by the information asymmetry brought about by the app’s algorithms are qualitatively captured using semi-structured interviews. From the thematic analysis that follows, we learn that the gig workers perceive psychological contract violation when repetitive attempts via problem-focused coping fail to resolve the psychological contract breach induced discrepancies. Though functional coping responses are persisted initially, we find that a collective influenced employee reaction follows soon. This collective attempt at resetting the power asymmetry leads the drivers to disengage with their organisations and resort to counterproductive work behaviour hacks. These temporary and significant quick fixes (identified as jugaad in the local culture) help the gig workers thrive amidst their disengagement states.

This case study is about misselling of insurance policies and associated ethical challenges in a leading insurance company. Pro-organisational ethical violations mostly remain unnoticed and are often protected by implausible explanations. In the long run, persistent rationalisation makes malpractices a norm. The present work describes the interventions applied by a consulting firm to bring behavioural integrity. The consulting firm found that socialisation, rationalisation and institutionalisation considerably influenced people’s behaviour at the workplace and normalised unethical behaviour of insurance agents. It architected the behaviour of salespeople by specifically designed interventions through self-control mechanism and nudges. These interventions developed integrity in employees and reduced the number of cautions, warnings and terminations.

Employer-sponsored health insurance benefits are essential for employee productivity, performance and employee well-being. However, increasing health insurance costs are a primary concern for employers and employees alike. Despite its importance, there is a lack of research on employer-sponsored health insurance benefits from the perspective of employer attractiveness. To address this gap, we reviewed the literature on the importance of health insurance benefits in enhancing employer attractiveness. In addition, we discussed emerging issues related to health insurance benefits for future research. These issues involve increasing employee contribution to employer-sponsored health insurance benefits, customised health insurance benefits plans, health benefits communication and the issue of health benefits administration sludge which impacts employer attractiveness. We also proposed a model related to employer-sponsored health insurance benefits variables and employer attractiveness, which can be tested in future research.