The current issue is diverse in terms of the research scope and samples of the study. The studies are in the area of job satisfaction, integral leadership, pay satisfaction and effective time management.
The first paper, “Creating Value-Based Organizational Environment Through Integral Leadership” by Jaideep and Sunita Singh Sengupta, examines the relationship between perceived integral leadership behaviors and virtue-based management practices. The paper is interesting as it explores the literature on integral leadership from the perspective of Indian philosophy. Later, presenting an understanding of the theories of integral leadership, the authors have relied heavily on level 5 integral leadership style for the basis of their study. The study highlights the relationship between integral leadership styles and virtue-based management practices. The findings of the study provide an insight into the philosophy of management that is embedded in the national culture and the importance of management practices that are virtue-based. In the current world, it is important to investigate the virtues in organizations. The paper is substantiated by empirical study to investigate the relationship between integral leadership and virtue-based management practices. This paper mainly contributes to the literature on integral leadership and virtue-based management practices, using Indian philosophy.

The second paper, “Effective Time Management as a Tool for Individual and Organizational Performance in Financial Institutions” by B Sutharshini, N Thevanes and A Anton Arulrajah, examines the relationship between effective time management and organizational performance. The authors have investigated the mediating effect of individual performance in the relationship between time management and organizational performance. The study was carried out amongst employees at managerial levels in Sri Lanka. The findings support the theme of the study and provides evidence of the impact time management has on organizational performance, mediated by individual performance. The paper holds significance, as effective time management practices are encouraged and adopted by many employees and organizations; however, less attention is paid to the consequences of time management. Moreover, the study is conducted on managerial level employees who have increased workload, and managing time effectively becomes of utmost importance. The paper contributes to the literature on time management as it investigates the impact at an organizational level.

The third paper, “The Impact of Pay Satisfaction on the Performance of College Teachers: Empirical Insights from Kolkata, India” by Shaunak Roy, investigates the relationship between pay satisfaction and performance of teachers in colleges in Kolkata. The study contributes to the emerging literature on academicians, especially, given the nature of contract of academicians all over the world and in India. As highlighted by the author, most colleges provide temporary positions, thereby leading to variations in pay levels. Therefore, studying the pay satisfaction of academicians becomes important. The author also investigates the impact of monetary and non-monetary motivators on pay satisfaction. The findings provide support for the relationship between monetary motivators and their impact on pay satisfaction, leading to job satisfaction, in turn impacting performance.

The fourth paper, “The Impact of Personality on Job Satisfaction: A Study of Bank Employees in the Southeastern US” by Brad Ward, investigates the relationship between personality and job satisfaction, and which particular facet relates to job satisfaction. Most studies on personality and job satisfaction have examined the role of job satisfaction as peripheral in nature to the model. However, this study examines the central role of dispositional variable in job satisfaction. The study was conducted among employees from a regional bank in southeastern US. The author operationalizes job satisfaction through aspects in Herzberg’s two factor theory, and big five personality factors were used to measure personality. The findings show that personality is not a predictor of job satisfaction, and the most important facets of job satisfaction are recognition and work itself. This finding of the two factors that impact job satisfaction highlights the significance of the nature of the task that plays a crucial role in job satisfaction. The study confirms the findings of other studies in literature that personality as a dispositional factor can be only one aspect that influences job satisfaction, as there are several other factors at the organizational level that influence job satisfaction.