International Journal of Management and Human Science (IJMHS)

The Convergence of Gender, Ecological, and Colonial Oppressions: A Postcolonial Ecofeminist Examination of J.M. Coetzee's Waiting for the Barbarians

Zhang Lan — 2026-01-08

Background: Postcolonial literature increasingly highlights the entanglement of gender, ecological, and racial oppressions, yet much scholarship still treats these dimensions separately, limiting systemic engagement with interconnected subjugations. Objective: J.M. Coetzee’s Waiting for the Barbarians presents a narrative terrain where female bodies, land, and animals are simultaneously subjected to colonial and patriarchal power. This study aims to examine how the text constructs the “Triple Other”, women, land, and animals, as mutually reinforcing sites of oppression and explore the intersections of colonial, gendered, and ecological domination. Methods: Guided by a postcolonial ecofeminist framework, this research conducts a qualitative close reading of the barbarian girl’s bodily injuries, shifting borderland landscapes, and depictions of animal suffering. The analysis focuses on narrative strategies of corporeality, spatiality, and nonhuman suffering to uncover structural intersections of domination. Results: Through these scenes, the study identifies symbolic patterns and ethical interventions that expose the systemic workings of power. The analysis demonstrates that the female body, the border environment, and nonhuman life operate as linked grounds through which empire enforces its hierarchy of livability. Conclusion: By integrating human and nonhuman oppression, the study advances postcolonial ecofeminist readings beyond single-axis approaches. It contributes a model for examining interdependent violence and fosters cross-disciplinary discussions of relational life.

Bridging the Gender Gap: Women Banking Agents as Catalysts of Rural Financial Inclusion

Pintu Prasad Jaiswal — 2026-02-25

Background: Financial inclusion of women is widely recognized as a sine qua non for their social and economic empowerment. The initiative and impetus provided by the Pradhan Mantri Jan Dhan Yojana has played a transformative role by bringing 29 crore women into the ambit of formal financial systems. However, despite this progress, many of these accounts remain dormant, underscoring the necessity for efficient facilitation. Objectives: This article examines the role of women business correspondents in deepening financial inclusion and identifies the major determinants that significantly influence financial inclusion and its impact on the usage of banking services among women customers. Methods: The primary data for this study were collected through a structured questionnaire administered to women beneficiaries availing services from banking agents operating in selected districts of West Bengal. The data collected was analyzed using Exploratory Factor Analysis (EFA), Confirmatory Factor Analysis (CFA), and Structural Equation Modeling (SEM) using standard statistical software. Results: The empirical findings demonstrate that factors like financial literacy, trust, word of mouth, and accessibility positively influence financial inclusion and their usage of banking services. Conclusion: The findings highlight the critical role of women banking agents in bridging last-mile gaps and connecting rural women with formal financial services and inducing the use of these systems for their thrift and credit requirements.

Impact of IAS 7 Cash Flow Disclosure on Dividend Policy of Multinational Corporations Listed on the Rwanda Stock Exchange (2015–2024)

Jean Paul Mpakaniye — 2026-03-09

Background: The increasing adoption of International Financial Reporting Standards has reshaped corporate financial disclosure practices in emerging and frontier economies. Among these standards, IAS 7 requires detailed reporting of cash flow activities, which may influence corporate payout behavior. Objective: This study investigates the relationship between cash flow disclosure under IAS 7 and dividend payout patterns among multinational corporations listed on the Rwandan Stock Exchange from 2015 to 2024. Methods: Panel data obtained from eight listed firms were analyzed using a firm-level fixed-effects model. Cash flow components were examined alongside profitability, leverage, and firm size. A mediation framework was applied to evaluate whether profitability serves as a transmission channel between operating cash flow and dividend payouts. Results: Firms with stronger operating cash generation tend to report higher dividend distributions; however, this relationship diminishes once profitability is incorporated, indicating an indirect pathway. Investment-related cash outflows correspond with lower payout ratios, while financing cash flows show limited statistical relevance. Conclusion: The findings indicate that dividend practices in Rwanda are associated with both liquidity conditions and earnings performance. Enhanced cash flow disclosure appears linked to payout decisions grounded in observable financial fundamentals.

The Influence of Work Values and Resignation Intention among Generation Z Employees: The Roles of Job Satisfaction and External Employability in Sichuan, China

Zhang Peidong — 2026-01-08

Background: In the context of industrial upgrading, it is increasingly important to understand the impact of the work values of Generation Z employees on their resignation intention. This group values growth and work-life balance, and their high mobility poses a challenge to traditional management. This study focuses on Sichuan Province and explores the influence of regional culture on their workplace behavior. Objective: To reveal the mechanism by which the work values of Generation Z employees in Sichuan affect their intention to resign. The core is to verify the mediating role of job satisfaction and the moderating effect of perceived external employability on the "satisfaction → resignation intention" path. Methods: A questionnaire survey was conducted to sample 363 Generation Z employees in Sichuan Province. Use mature scales to measure variables, and use correlation analysis, regression analysis, and Bootstrap method to test the mediating and moderating effects. Results: Work values can directly and indirectly reduce resignation intention by increasing job satisfaction (partially mediated). Perceived external employability plays a moderating role: when it is high, the inhibitory effect of job satisfaction on resignation intention will weaken. Conclusion: The resignation decision of Generation Z employees in Sichuan is a rational balance of internal and external factors. Enterprises need to balance both internal and external aspects: internally, they can enhance satisfaction by meeting their values, while externally, they can strengthen their compensation and development competitiveness to cope with the attractiveness of the external talent market.

Impact of Servant Leadership on Employee Retention in Corporate Sector Organizations of Indore, India

Dimple Sukhija — 2026-03-13

Background: Organizational retention has been among the measures that organizations working in competitive and high-attrition industries have been keen about. Although conventional motivators to retention like pay and job stability are still significant, current studies put more focus on the leadership style in influencing employee attitudes and withdrawal intentions. Servant leadership is a style in which a leader concentrates on employee growth, encouragement, and welfare, with scholarly interest in this type of leadership drawing the attention of potential retention outcomes. Objectives: This research paper seeks to investigate how servant leadership affects employee retention among employees in organizations in the corporate sector in Indore, India. Methods: The research design was a quantitative, descriptive one. The study design involved the use of a structured questionnaire in convenience sampling of 100 employees by use of a five-point Likert scale. The instrument was tested through Cronbach's Alpha (0.940) to determine the reliability of the instrument. Linear regression analysis was used in examining data with the assistance of SPSS and MS Excel. Results: The findings indicated that servant leadership and employee retention have a statistically significant and strong positive relationship (R = 0.837, p < 0.05). The model predicts 71% variation in employee retention (R² = 0.710), which means that servant leadership is a significant predictor of retention among the sampled population. Conclusion: The research gives empirical results that servant leadership is a key factor for employee retention. Institutions that aim to lower staff turnover and improve workforce retention can be interested in advancing leadership, employee-centered support, development, and relationship-building practices.