PurposeThe purpose of the study is to examine the structural relationships of employee branding (EB), total quality human resource management (TQHRM) and sustainable employability outcome variables (employee performance, satisfaction and loyalty) by identifying the suitable measurement scale which captures the service employee perceptions in selected Indian organized lifestyle retail stores.Design/methodology/approachThe four hypotheses given in this study were evaluated using data gathered from employees in chosen retail shops operated in India. In addition, the structural equation modelling has been used to study the link between the variables suggested by evaluating the measurement and the structural models.FindingsThe study revealed that robust measurement techniques were used to measure EB, TQHRM and sustainable employability outcome variables. The initial findings of the investigation showed that three of the hypotheses suggested were supported. Furthermore, the study concluded that TQHRM partially mediates the EB effect on sustainable employability outcomes.Research limitations/implicationsConsultants, practitioners and management can leverage the results of this research for sustainable employability through the integration of TQHRM and employee branding strategies.Originality/valueThe study explored the dynamics of employee quality management practices (EB and HRM) on service employee attitudes and behaviours through a mediating variable (TQHRM) practices. This is a unique contribution to the organized retailers in increasing the level of implementation of TQHRM practices, which can balance the attrition rates.

The concept of influencer marketing refers to the use of selected influencers to create and promote branded content to the influencer’s followers and the brand’s selected target market. Fashion Influencers on social media are the main transmitters of information to their network and play a successful new fashion diffuser. However, some influencers are proven to be more successful in doing so. Therefore, this paper aims to understand the factors pertaining to source credibility & platform credibility in determining influencer’s effectiveness on social media. A huge number of variables have been identified during the literature review for this study. The research design of the present study has been ‘quantitative’ and attempts to bring empirical findings. A structured questionnaire has been used to collect data from 367 respondents through a purposive sampling method and analyzed using SEM. This research study presents the findings and elaborative results in the context of India. Implications and recommendations of research are further discussed in the context of emerging markets.

Social networking sites like Facebook, Twitter, and LinkedIn have become incredibly popular today as they have billions of registered users who share millions of units of data with each other. Yet, only a miniscule part of it is recognized as leading to some form of organizational knowledge sharing and exchange, which is a critical component of every organization's success. Employees in organizations explore social media applications to disseminate their tacit knowledge. The present study is an attempt to investigate the role of social media networks in professional knowledge sharing and building the bridging social capital of employees. Data were collected from employees working in manufacturing units in India through an empirical research design. The study's major findings revealed that social media usage enhances employees' proficiency at work by enabling knowledge sharing. On the other hand, the data uncovered an important finding that social networking sites might not build employees' bridging social capital.

The COVID-19 outbreak has distorted employee and manager’s attitudes toward work, impacting businesses, industries, and organizations worldwide. Organizations have begun implementing well-managed work-from-home, teleworking, flexible working, or digital working strategies to respond to these trends effectively. The study's main purpose is to investigate the importance of organizational and supervisory support in promoting employee psychological well-being by providing well-proportioned work-from-home experience to IT employees. Using an empirical research approach, the study collected data from 282 IT professionals forced to work from home fully and partially throughout India's first three waves of covid-19. The responses were analyzed using descriptive statistics and regression analysis using SPSS and AMOS. The study's findings revealed that supervisory/managers support demonstrated a significant positive association with psychological well-being compared with organizational support practices. However, employees perceived that well-balanced work-from-home experiences require major support from organizations than managers. The study identified that both organizational and supervisory support plays an important role in establishing positive work-from-home experience and the psychological well-being of IT professionals. In response, organizations and supervisors/ managers collective approach is needed in establishing flexible work settings. Flexible work settings have been researched from the perspective of an information technology professional. However, there is a dearth of research on the influence of forced work from home on the psychological well-being of IT employees. Understanding how organizational and supervisory support plays an important role in establishing resilience between work-from-home practices and psychological well-being during covid and beyond would be helpful.

Organisations increasingly use virtual means to connect with stakeholders to project an employer image among job seekers. Social media-based networking and employer branding strategies to attract and retain talent are effective strategies in the post-COVID scenario. A proper context exists to explore networking activities’ role in building solid social media capital and how this contributes to employer branding efforts. The present study explains how social media activities affect social media capital generation and employer branding. Second, the research examines how social media activities by organisations may help them leverage online social capital resources to create a strong employer brand. Extant literature illustrates how social media has increased the reach and scope for meaningful networking and greater possibilities of reaching out to potential employees through employer branding initiatives. Innovative social media tools for messaging and communicating, such as hashtags, tweeting, pinning, posting, likes and sharing, have made the outcomes more tangible, measurable and reliable. This facilitates effective social capital management to generate an employer’s reputation and a superior employer brand.