Trans fats are desired by the edible oil industry as they impart firmness, plasticity, and oxidative stability to oil. However, clinical trials have demonstrated the adverse effects of trans fats in food on human health and nutrition. Regulatory actions have been taken up by government and non‐government bodies worldwide to eliminate the presence of trans fats in the food supply. The World Health Organization (WHO) has launched a “REPLACE” action plan to eliminate trans‐fat from the global food industry by 2023. A few enabling technologies are developed to mitigate trans fats namely, trait‐enhanced oils, modification in the hydrogenation process, interesterification, fractionation, blending, and oleogelation. Some of them have the drawback of replacing trans‐fat with saturated fats. Interesterification and oleogelation are in‐trend techniques with excellent potential in replacing trans fats without compromising the desired functionality and nutritional quality attributes. This review presents an overview of trans fatty acid for example, its dietary intake in food products, possible adverse health impact, regulations, and approaches to reduce the usage of trans fats for food application. Practical Application The requirement for the replacement of trans fatty acids (TFAs) in food supply globally has challenged the food industry to find a novel substitute for trans fats without compromising the desired functionality and nutritional property. This review presents detailed background on trans fats, their health impacts and current trends of reformulation of oils and fats to mitigate their presence in food supply chains. Information compiled in this paper will help food scientists and technologists, chemists, food processors, and retailers as there is an urgent need to find novel technologies and substitutes to replace trans fats in processed foods.

No abstract

No abstract

No abstract

The current examination aims to measure the determinants of adoption intentions of employees in the context of human resource analytics. In this view, a technology acceptance model was applied with four additional constructs namely, social influence, job relevance, self-efficacy and perceived enjoyment. The responses were collected from 345 service sector employees. Keeping in view the proposed relationships, partial least square structural equation modelling (PLS-SEM) was employed. It is found that perceived usefulness is significantly influenced by social influence and job relevance. However, the perceived enjoyment did not find significant with perceived ease of use. The present study has implications for theory, managers and international human resource managers. The novel contribution of this study is that it integrates job relevance, self-efficacy, social influence and perceived enjoyment to measure the adoption intentions of HR analytics.