OAs (Occupational accidents) have been responsible for fatalities and injuries in both industrialised and developing nations. Due to weak documentation and notification systems, where developing countries in particular lack reliable information on OAs, there are no worldwide standards for information on OAs. Baseline OSMs (occupational safety measures) statistics are still used in workplaces for improving worker safety notwithstanding the underreporting of accident data. 2.78 million Workers every year are estimated to pass away from OAs and other associated conditions, while another 374 million have non-fatal OAs, according to estimates from the ILO (International Labour Organization). Additionally, because manufacturing sectors are dealing with greater OAs, it is necessary to confirm links between safety performances in order to maximise productivity. Purpose: The purpose of this research was to explore the effects of workplace safety s of assembly workers in manufacturing facilities. Theoretical framework: According to studies, industries can enhance their safety cultures by focusing on five key areas: management commitment, communication, safety priority, supportive environment, and involvement. These areas in turn improve employee and equipment performance, as well as safety performance as measured by safety performance reports. Design/methodology/approach: The suggested workplace safety for this job was tested in assembly sites and put into practise. While secondary data was gathered from material found in publications, books, journals, and the internet, primary data came through questionnaires provided to management and personnel. The safety cultures of firms that did not participate in any lean events during the same time period were compared to control groups. Validity: To gauge Security Environment in the assembling enterprises in Tamilnadu, a changed rendition of the poll utilized by Corridor (2013) was utilized. This survey was chosen in light of the fact that at first, the instrument utilized by Corridor (2013) filled in as a kind of perspective. The said instrument contained 27 things. The main limit of the first estimating instrument is that the association's whose working environment wellbeing is estimated utilizing the instrument should have a comparative workplace and hierarchical construction as the steel processes that were utilized to approve the first instrument. This need was met by the associations picked for the ongoing review. Inward consistency was utilized to pass judgment on the nature of the estimating instrument, as exhorted by Cooper et al (1998) Findings: P values less than 0.05 were found for the four individual dimension scores—Management Commitment, Priority of Safety, Involvement, and Work Environment—and the overall score, indicating that the proposed framework improved workplace safety-related metrics after adoption. The improvement in the mean total scores for both groups shows that the suggested framework can increase workplace safety. Additionally, rotation times were shortened by 16.6%, space was used up by 22.2%, and stocks were cut by 25% throughout testing. Due to these enhancements, the overall level of workplace safety was greatly raised along with favourable changes in these four dimensions. Practical and social implications: However, it seems important to draw attention to the ongoing effects of the accident phenomenon on social and health systems, as well as how the development of the economic system has brought about some risk factors that can be addressed through different work practises, increased organisational well-being, and a widespread introduction of corporate welfare tools, in addition to increased controls. The introduction of hazardous work instruments and the absence of controls in particular industries are only two factors contributing to the accident statistics; high workloads are also a frequent factor, the lengthening of workdays and a "culture of performance" and productivity that, even if they do not result in an accident, raise risk margins and, thus, exacerbate the state of "work-related stress." The suggested methodology provides businesses with verified tools and specialised resources that may be applied by businesses using a sustainable and integrated approach. The recommended technique is broken down into steps that engage both workers and prevention experts. The danger of work-related stress is taken into consideration while evaluating the recognised allowances, which merely reflect the most obvious and emerging facet of a much larger issue.

The exceptional crisis of the COVID-19 pandemic brought about immense hardships for health-care organisations to devise strategies ensuring their continuous survival. The front-line combatants in the COVID-19 outbreak primarily are health care providers. The impacts of mounting pressure on employees, which leads to burnout and greater turnover rates, are particularly concerning in the health care industry. Work-related stress factors and their impact on employee well-being have been the subject of extensive research during the last twenty years. Nevertheless, there is a dearth of information regarding the applicability of these findings to hospitals. This study aims to build a multi-level conceptual framework to examine how medical professionals’ perceptions of organisational support affect their well-being and satisfaction on the job, with a special emphasis regarding how this support affects their ability to cope with work-related stress. We examined the consequences of workplace stress among healthcare professionals as an outcome of its factors and the organisational support offered to deal with the situation and build resilience for better productivity and well-being. Through the use of a structured online questionnaire distributed to 194 employees across various hospitals, data were gathered. The Smart-PLS Structural Equation Modelling using was then applied to test the model fit and evaluate the results. The framework presented suggests that perceived organisational support alleviates stress and promotes satisfaction with their work among employees. This points to the significance of healthcare organisations' responsiveness and support in enhancing the well-being of their employees and implies that these factors are critical in lowering stress and turnover rates in work settings.

Purpose: The purpose of this paper is to examine the virtual teams effectiveness in productivity, whether leadership and Empowerment with the relevant factors influencing the virtual team productivity are not. This study examines the virtual group in IT enterprises and their authority and strengthening of efficiency of a virtual group. Theoretical framework: An essential method for directing business for associations to stay serious and support in a global environment. What's more, that is used in numerous kinds and sizes of associations either as a key unit or as a supporting unit. Virtual groups in Indian programming organizations stand out explicitly inside the world wide IT service sector. Design/methodology/approach: The present study is conducted by designing the set of questionnaires with respect to the leadership and empowerment of a virtual team and the performance of virtual team factors. And it is distributed to the organization, which uses a virtual team. The questionnaires were distributed to the 300 participants; only 257 responses are received from the company. From the 300 respondents, 43 responses were rejected because the response is not clear, so a total of 257 responses are taken. By using a 5-point Likert scale, the questionnaire was prepared. Finding: The relationship between the team effectiveness, team performance, and empowering the leadership of the hypothesis are empirically tested. The result indicated that the empowerment and leadership of a virtual team enhanced the performance and productivity of a virtual team. Research, Practical & Social Implication: The paper contributes to a better understanding of the internal processes within a virtual team in order to develop the effectiveness through Leadership and empowerment which increase the productivity. Originality/value: Notwithstanding the inescapability of overseeing virtual groups, associations find it especially provoking for virtual colleagues to display and deal with their initiative ways of behaving.

This research delves into the integration and impact of intelligent systems in the realm of Human Resource Management (HRM). Intelligent systems enhance HRM by streamlining processes like recruitment, automating repetitive tasks, and providing data-driven insights for decision-making. AI facilitates efficient candidate screening, identifies training needs, and predicts employee performance. As organizations strive for efficiency and effectiveness in their workforce management, the adoption of artificial intelligence (AI) and machine learning (ML) technologies has become increasingly prevalent. This study aims to investigate the utilization of intelligent systems in key HRM domains such as recruitment, employee engagement, and decision-making processes. The swift rise in digitization, coupled with the increasing adoption of Artificial Intelligence (AI), is transforming the business landscape. The integration of Information Technologies with Human Resource Management (HRM) has led to enhanced efficiency, influenced service delivery, established standardization, empowered managers, and revolutionized HR functions. The research methodology involves a comprehensive literature review and examining the implementation of intelligent systems in diverse organizational settings. The findings of this study aim to contribute valuable insights to companies, shedding light on the evolving landscape of HRM through the lens of intelligent systems. By understanding the challenges, benefits, and implications associated with the integration of AI in HRM, organizations can make informed decisions to enhance their human resource practices.

Purpose: The aim of this paper is to investigate the status of Work-Life Balance practices and Work-Life expectations and add value by identifying the gaps between the availability and expectations of the WLB. Theoretical framework: The study identifies the need for designing customized WLBPs according to the requirement of individual employees and their respective industry would be beneficial. The one-size-fits-all policy may not work in the case of work-life problems. Design/methodology/approach: This study was conducted to assess Authentic Leadership, Coworker support, and Family support as independent variables and Work Satisfaction as well as Family Satisfaction as a Dependent variable in the estimation model. The information gathers from the organization which is a four-factory building. The 5-point Likert scale is used to prepare the questionnaire which was circulated to 800 participants working in the 4 factory buildings at Sal comp Chennai. Overall, 150 respondents completed the survey. Finding: Overall work-life balance is bonded with family support which reflects in the work that contributes to work satisfaction that will be effective in productivity. An estimation model and way model examination show an unmistakable association with both dependent and independent variables. A measurement model and path model analysis show a strong connection between the variables independent and dependent. Research, Practical & Social Implication: It contributes to a better consideration of the topic. As a result of a good Work-Life balance, a company's productivity increases, it retains its most talented employees for a long time, it cultivates a conducive work environment, and it is able to meet its goals and objectives to remain competitive. Originality/value: This study identifies the gap that there is not enough study and literature available especially connected to the Work-Life Balance of Women in the Electronics Industry in India as well as Globally. There is no clear evidence that there exists a distinctive gap between work-life balance issues between different sectors or industries.

Purpose: The study aims to find the need for creativity in industry 4.0, To test whether creativity can be embraced by Kaizen. Theoretical framework: The problem statement is does Kaizen / Creativity to be extended to industry 4.0 and the same is researched with Literature reviews and with a set of Hypotheses. Design/methodology/approach: Survey questions were framed to check the linkage of creativity and industry 4.0, two hypotheses was tested, 30 samples from Experts in Industry and Academia contributed to the thoughts, and Correlations and SEM were used to conclude the findings. Findings: SPSS was used and principal component analysis with a “t” test was done to look at the correlation of independent variables to the above-mentioned hypothesis, the results revealed that there is a significant relationship with, effective communication, open innovation, Continuous Improvement, transformational leadership, collaboration, Goal clarity team autonomy, attitude, and knowledge enhancement. Research, Practical & Social implications: The sample size is less and can need to be tested on a larger sample size. The study can also be done in employees in industry 3.0 and industry 4.0 to check the effects. The practical implications is well tested in Industry 2.0 and Industry 3.0 The same needs to be continued for industry 4.0 to induce creativity thereby knowledge enhancement and Team Autonomy. Considering human behaviour this closed loop of problems. Kaizens is needed to sustain the innovation and thereby creating a culture of involvement and ownership. Originality/Value: There is active research in present times, researchers are showing keen interest on convincing the needs and benefits of Industry 4.0, but the behavioural aspect and its implications with industry 4.0 need to be explored. The next generation i.e. industry 4.0 will be more challenging, as there would be the challenge of a skilled workforce, and pressure for time/productivity will be high. People will be working in isolation (Sharing of thoughts and ideas will be limited Stalling of thinking approach). This may lead to psychological problems.The present study contributes to bridge this research gap.