This study aims to explore and examine an integrated model predicting digital agility in higher education institutions. In the exploratory phase, semi-structured interviews were conducted with the heads of the institutions to understand their challenges in ensuring digital agility at work in higher education institutions. In the second phase, the integrated model derived from codes taken from interview responses was developed. The first study round identified factors affecting digital agility from word cloud and thematic analysis using grounded theory. Based on the common codes, themes were developed, and an integrated model comprising digital transformational leadership, internal branding, and digital self-efficacy was developed. Then, established measures were taken to test the model, while a novel scale was developed to measure digital agility. Hierarchical regression analysis indicated that digital transformational leadership impacts digital agility with intervening roles of internal branding and digital self-efficacy.

Background This study explores the pivotal role of women entrepreneurs in fostering economic growth and social transformation, focusing on micro and small enterprises (MSEs). Despite the significant rise in women entrepreneurship, challenges persist, including gender-based barriers, limited access to capital, and regional disparities. Understanding these dynamics is essential for formulating policies that support and empower women entrepreneurs. Method The present study employed a systematic literature review (SLR) and Latent Dirichlet Allocation (LDA), an advanced topic modeling technique, to identify prevalent themes within the literature. Data was extracted from Scopus-indexed journals (2000–2024), systematically filtered, and analyzed to uncover key patterns in women entrepreneurship research. Results The analysis identifies four central themes: (1) Women in Entrepreneurship and Gender Roles, (2) Small Business and Women Enterprises, (3) Social Impact of Women Entrepreneurs, and (4) Challenges Faced by Female Entrepreneurs. The findings highlight the transformative potential of digital platforms in enhancing business opportunities for women and addressing traditional constraints, such as mobility and market access. Conclusion This study highlights the need for targeted interventions to enhance digital literacy, bridge socio-cultural disparities, and establishing inclusive policies that foster a supportive entrepreneurial ecosystem. By synthesizing existing literature, this research provides actionable recommendations for policymakers, financial institutions, and stakeholders to strengthen women-led enterprises and drive gender-equitable growth.

Purpose: The purpose of this paper is to investigate the effect of soft total quality management (TQM) practices on employee work role performance in the manufacturing sector of United Arab Emirates. It also examined the indirect effect of innovative work behaviour and initiative climate.Design/methodology/approach: The study is based on a conclusive research design and survey data was collected from 290 employees working in non-managerial positions across various manufacturing companies in UAE. The hypotheses of the empirical study are tested using structural equation modelling. The indirect effects created through moderated mediation are analysed using Hayes Process Macro.Findings: The results show that soft TQM practices have a positive influence on work role performance. Employee innovative work behaviour acts as a partial mediator and initiative climate moderates the relationship.Research limitations/implications: The study adopted a cross-sectional analysis and single informants are used, so it is advised that the interpretation of the results is made with enough caution.Practical implications: Practitioners must bear in mind that when the employees are adequately trained, empowered, involved and organized as team, it would result in employee innovative behaviour and improved work role performance. The top management should be persuaded to be more committed to the above-mentioned activities for more positive employee-level outcomes.Originality/value: Very few studies have conducted an empirical validation at the intersection of human resource management (HRM) and TQM. This is one of the first studies to examine the relationship between soft TQM and employee work role performance.

Links between role and organizational citizenship behaviour (OCB) were already signalled in early studies. However, empirical validation on the relation between the two is still unavailable. Inspired by the theory of social exchange, this study explores the relation between role clarity and OCB’s dimensions in the Indian power sector. To further the analysis, the relation was moderated with tenure levels. This study is based upon the responses gathered from 300 Indian executives. Higher statistical tools, such as Bonferroni method, path analysis and subgroup analyses, are deployed with help of multiple group confirmatory factor analysis (MGCFA) to record the validated results. A significant relationship was found between role clarity and OCB dimensions. While, OCB dimensions recorded mixed results across tenure stages, they showed a general trend of increased score on higher tenure stage with role clarity as independent variable. Also, public organizations scored better than the private organizations on role clarity–OCB dimensions relationship. Findings along with implications and future scope are discussed in this article.