Commerce

Women have been recognised as a crucial force in economic development of any nation. However, it is imperative to mention that traditionally their lives were confined to the four walls of the house. They were mainly engaged in household chores, bearing and rearing of children and were treated on different footings. Their existence was deeply influenced by the prevailing patriarchal system which often results into deprivation of their basic rights as enjoyed by their male counterparts including their right to education. But, with the advent of various legislations, social reforms and women's movement worldwide, there was a major shift in the socio-cultural set up and women's entitlement to education begun to be recognised as pivotal for nations' economic development. On the other hand, history has revealed that in Indian subcontinent, there was a worst scenario of women education. Women were denied their basic right to education and such bias was deeply rooted in prevailing socio-cultural set up where females were treated inferior to men. But, in the backdrop of various social reform movements, women movements, Christian missionaries and new economic reforms of 1991 popularly called as LPG concept (Liberalization, Privatization and Globalization), women education in India witnessed a drastic change. Further, research has noted a strong positive linkage between women education and economic development of any nation. Thus, keeping in view the importance of women education for an economic development of a nation, the present study is an endeavour towards identifying, reviewing and analysing the prior work with respect to above linkages. Moreover, the study has also identified the various issues pertaining to women education in India which has remained unaddressed and demands utmost attention. At the end of the study, various valuable suggestions have also been drawn in order to fill the identifiable gaps in women education structure so as to change its state and enhance its contribution towards achieving robust economic development.

In the era of virtualisation and project based working environment where employees rarely interact with each other and with their superiors, limited opportunity is provided for the natural evolution of interpersonal trust. Organisations require employees with high levels of trust more than ever in order to gain competitive advantage. Focus is shifting toward the trust which is not based on the direct personal interaction, but develops based on the outcomes of the decisions of management, the processes and policies adopted, organisations' capabilities and the overall reputation of the organisation.

Engaged employees tend to show more innovative behaviour towards the completion of their tasks which
results in their better performance. One of the toughest challenges faced by the HR managers is to ensure
that their workforce is engaged. Highly engaged employees also tend to show high levels of intentions to
stay with the organisation. Employee engagement being an individual level construct must first impact on
behavioural outcomes like Innovative work Behaviour and Intentions to stay. This study is an attempt to
establish a conceptual relationship between employee engagement and employee performance through its
impacts on innovative Work Behaviour and his/her Intentions to stay with organisation. The innovative
behaviour and intentions to stay with the organisation play a significant role to determine the actions of an
employee to perform or not to perform efficiently. Some avenues for future research are also discussed.

From the past few decades, various international labour standard legislations have been passed from time to time, in order to ensure equality of women at workplaces and provide them better and protective measures. But, despite these large scale efforts, research reported that even in today's era of change and advancement, world is still plagued with the menace of discrimination against the women folk at workplaces. Further, research has witnessed that our societies are deeply embedded even today with the notion of gender-stereotyping which has its spill over effects across the workplaces as well. It has been found that these socially and culturally mandated structures often question the women's abilities, capabilities and suitability for organisational work and thus results into unconscious bias against them. Thus, it is to be concluded that women employees still face discrimination in following HRM practices viz-pay, career advancement, performance appraisals, task assignment and training, which in turn affects their organisational justice perception. Therefore, in the light of above, the present study aims to review the extant literature available on the relationship between women discrimination in HRM practices and organisational justice perception. In addition to it, the present review is done by classifying, summarizing and synthesizing the previous studies assessing the said relationship and on the basis of which, the various research gaps have been identified which provides insight to the future researchers to conduct further study on the relationship between above stated research constructs.

From the past few decades, the employment condition of women have changed to some extent across the world
with the introduction of various international labour laws viz-ILO convention on discrimination in employment
& occupation 1958, UN convention on the elimination of all forms of discrimination against the women, as it
has been witnessed that their participation rate in the workforce have increased, they are also visible in the top
positions of the organisation and receive equitable pay. But, despite such legislations, research studies
conducted across the world have revealed that women discrimination in HRM practices still prevail in the
organisations. Even today, women are seen in the disadvantaged position at workplaces like they face
difficulties in accessing to the higher positions of the organisation, they have fewer training opportunities,
receive less challenging tasks and less performance ratings. Thus, it can be said that there still exists the
incongruence between what is stated by law and actual treatment of women at workplace. Moreover, the past
research has explored that when women experience discrimination at workplace, their commitment towards the
organisation gets affected. Therefore, the aim of the present study is to review the previous studies conducted
across the world on the said research constructs viz- women discrimination in HRM Practices and
organisational commitment and their relationship studies. The review is done by classifying, summarizing and
synthesizing the previous studies as per their year of publication and research aim. Based on the results of the
literature review, the current state of women discrimination in HRM Practices and its relationship with
organisational commitment is analysed and identified and an agenda for further research is suggested.
Keywords: Gender stereotyping, HRM Practices, Organisational Commitment, Women Discrimination

Organisational commitment is considered desirable for business organisations because of its positive effects on several outcomes-employee retention, attendance, performance, citizenship behavior, and the general wellbeing of employees. It reflects the critical component of employee attitude which plays a vital role in achieving effective organisational performance and success. This study is an attempt to provide a vivid conceptual understanding of organisational commitment, its varied measurement instruments, and scale validation. Data was collected from 397 bank employees working in the following banks-SBI, PNB, HDFC Bank, and Jammuand Kashmir Bank across two union territories of Northern India-Jammu and Kashmir, and New Delhi.The widely used organisational commitment scale of Meyer, Allen, & Smith (1993) has been adopted in this study for assessment of its psychometric properties. Confirmatory factor analysis (CFA) was carried out to assess the reliability and validity of the instrument. The results indicate that the scale possesses a good degree of reliability, validity, and unidimensionality in each of its constructs. Future research directions and managerial implications of the study are also discussed.

Organisational commitment is considered desirable for business organisations because of its positive effects on several outcomes-employee retention, attendance, performance, citizenship behavior, and the general wellbeing of employees. It reflects the critical component of employee attitude which plays a vital role in achieving effective organisational performance and success. This study is an attempt to provide a vivid conceptual understanding of organisational commitment, its varied measurement instruments, and scale validation. Data was collected from 397 bank employees working in the following banks-SBI, PNB, HDFC Bank, and Jammuand Kashmir Bank across two union territories of Northern India-Jammu and Kashmir, and New Delhi.The widely used organisational commitment scale of Meyer, Allen, & Smith (1993) has been adopted in this study for assessment of its psychometric properties. Confirmatory factor analysis (CFA) was carried out to assess the reliability and validity of the instrument. The results indicate that the scale possesses a good degree of reliability, validity, and unidimensionality in each of its constructs. Future research directions and managerial implications of the study are also discussed.

Notably, social-psychological approaches such as relative deprivation theory (personal and collective) and social exchange theory posit that there exists a negative association between women discrimination in HRM practices and organizational commitment. It is pertinent to note that the study of organizational commitment is significant across behavioral and attitudinal perspectives as well as differing conceptualizations. Considering this, the present study aims to investigate the causal linkages between women discrimination in HRM practices and the three-component model (TCM) of organizational commitment in the Indian banking sector. To test the hypothesized relationships, partial least squares structural equation modeling (PLS-SEM) was used on a sample of 394 women employees from the following banks in Northern India-State Bank of India, Punjab National Bank, Housing and Development Finance Corporation Bank, and Jammu and Kashmir Bank. The results obtained revealed that women discrimination in HRM practices has a significant negative impact on all three components of the TCM approach of organizational commitment-affective Article

Notably, social-psychological approaches such as relative deprivation theory (personal and collective) and social exchange theory posit that there exists a negative association between women discrimination in HRM practices and organizational commitment. It is pertinent to note that the study of organizational commitment is significant across behavioral and attitudinal perspectives as well as differing conceptualizations. Considering this, the present study aims to investigate the causal linkages between women discrimination in HRM practices and the three-component model (TCM) of organizational commitment in the Indian banking sector. To test the hypothesized relationships, partial least squares structural equation modeling (PLS-SEM) was used on a sample of 394 women employees from the following banks in Northern India-State Bank of India, Punjab National Bank, Housing and Development Finance Corporation Bank, and Jammu and Kashmir Bank. The results obtained revealed that women discrimination in HRM practices has a significant negative impact on all three components of the TCM approach of organizational commitment-affective Article