This chapter focuses on the best relationship between humanity and AI in healthcare. The focus in this chapter is the patient-centered approach in hospitals with AI. The research approach emphasizes human resource talent to foster agility in the healthcare industries for managing high-end growth. In this passionate and zealous world, talent in HRM promotes advanced, quick, and fast decisions. Innovations through AI agility promote strategies and give birth to opportunities, if HRM plans activities properly and adopts new technologies in the healthcare sector from time to time as per requirement, then HR works more efficiently and effectively. Professionals are focusing on fostering agility, making work more accurate and time-saving, avoiding replications, and good decision-making for the short-term and long-term welfare of healthcare industries. To enhance strategic capabilities, humans must embrace learning agility, an environment of innovation, and talent and knowledge development practices. The chapter discusses healthcare's growth and development with AI and patients' priorities.

INTRODUCTION: This study was designed to give a comprehensively updated bibliometric summary of employee performance when faced with cognitive dissonance in light of recent imperatives and expanding scholarly interest. OBJECTIVE: This research provided a deep knowledge of references, cited sources, countries through network map, relevant sources map with table, relevant authors map with table, frequent keywords used by authors network map, citations per year graph, and co-occurrence of network with networking map. METHOD: In the study, the Scopus database was used to analyse large data. Biblioshiny software was also used for the analysis and verified using a VOS viewer. A mixed (combination of several) techniques is the main focus of the methodological procedure. 400 Scopus-indexed articles and 5 conference papers have been taken to prepare this bibliometrics review with the help of biblioshiny and Vos viewer software. RESULT: The results reveal that employee performance depends on their beliefs and attitudes. These two factors fall under cognitive dissonance theory (CDT). CONCLUSION: It is also fruitful for organizations to study CDT theory for organizational development and employee performance growth.

The growth of the renewable energy industry has led individual behavioural readiness to be put in stark focus against the backdrop of rising global climate challenges and sustainability imperatives. The research investigates the effects of the expanded Technology Acceptance Model (TAM) on the relationship between readiness to utilize green technology (GTR) and job performance (JP). This study examines the interrelation and aggregate influence of variables like perceived usefulness (PU), perceived ease of use (PEU), awareness (A), and attitude towards green energy (ATTGE) on job performance (JP). The primary data was gathered from 94 participants utilizing a cross-sectional methodology across six districts in Bihar. Data were collected using a standardized 7-point Likert scale questionnaire and analyzed with SmartPLS and SPSS to validate the measurement and structural models. The findings demonstrated that PU and PEU exhibit positive correlations with ATTGE, significantly contributing to the development of favorable attitudes toward renewable technologies. Furthermore, ATTGE and GTR exerted considerable direct effects on JP. However, ATTGE did not influence GTR, indicating a gap between positive attitudes and implementation. This research is theoretically based on the technology acceptance model to ensure that the study incorporates both awareness and readiness to adopt green technology to enlighten employee job performance within green energy. The results offer practical implications to a policymaker and organization seeking to enhance workforce readiness for sustainable technologies through awareness campaigns, development of skills, and behaviour change interventions. These contribution helps to enhance the academic knowledge and management implication in the direction of green transition.

Cognitive dissonance may encourage or restrict innovation or adopt new technologies in this dynamic era of business. This can be solved with the implementation of applied scientific/logical concepts and procedures. To tackle the complicated problems of business motivation plays a vital role in the basic science of business. This article reviews business dynamics, cognitive dissonance, and innovation. This chapter delves into how organizations overcome cognitive dissonance to promote innovation or technologies. This chapter indulges in settings that encourage technologies, and innovations while addressing the dissonance, basic science of business, and strategies of profitable organizations. It examines the theoretical frameworks, empirical research, and case studies to show how organizations spark new ideas even with cognitive dissonance.

The study focused on the commercialization of basic sciences that offer immense potential to transform research into practical solutions. However, the qualitative approach will be used to navigate the complex regulatory landscapes, which poses significant challenges in the process. The review from previous research can act as a highlighting aspect to look into interdisciplinary collaboration in ensuring regulatory adherence throughout the commercialization process. The methodology for the study has been comprised of a qualitative approach that includes extraction of the database from various sources, news, company reports, and qualitative analysis of interviews to get a complete scenario of the topic. From the analysis, it has been observed that there are pervasive regulatory bodies among various industries and compliance to use proactive strategies. The implication of the study states that before implementing a regulatory body it is necessary to adopt an interdisciplinary approach to have a better understanding of future challenges and opportunities in various associated sectors.