MIT-World Peace University (MIT-WPU) is a top educational institute located in Pune, India. It is recognized within&nbsp;UGC under Government of Maharashtra Act No. XXXV 2017.&nbsp;

It is part of the MIT group of institutions (established in 1983) which covers 10+ campuses across India and has more than 50,000+ students enrolled across various disciplines at a given point of time. The institute houses 15 schools ranging from Engineering &amp; Technology, Design, Pharmacy, Commerce, Governance among others. It offers undergraduate, postgraduate and PhD programs among different disciplines.&nbsp;

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MIT World Peace University

INTRODUCTION: Health insurance is one of the main non-life insurance sectors, which contributes nearly 29% of general insurance premium income. Almost every industry in the world has been affected by the COVID-19 outbreak and its associated lockdowns, including the Indian insurance industry, which makes a significant contribution to a nation's Gross Domestic Product (GDP) and economic development. OBJECTIVES: This review of literature aims to critically evaluate the performance of Indian health insurance companies along with examining various opportunities and challenges during the time of COVID-19 pandemic. METHOD: The present study is a combination of both exploratory and descriptive literature review types and was entirely based on published secondary data. Literature searches were performed using Google Scholar, Research Gate, ProQuest, and Scopus databases for articles published between 2020 and 2022. The study also used various annual reports of the Insurance Regulatory and Development Authority of India (IRDAI), the internet, newspaper articles, and company websites for the study. RESULTS: Even though there was a lack of literature on this topic, 19 articles were identified for review based on the keyword search that most closely matched the topic of the study. The study assesses the effectiveness of various Indian health insurance companies using four key metrics: gross health premium income, incurred claim ratio, number of policies issued or covered and amount of claim paid. Results of the study have shown that as more people get health insurance during the COVID-19 pandemic, there is a notable growth seen in the overall performance of the health insurance business. CONCLUSION: Health insurers faced both opportunities and challenges as a result of the COVID-19 pandemic, including the imperative need to develop more customer-centric new products and services that enable them to provide a significant health insurance benefit to the large untapped population of the Indian market. © 2022 The authors.

World University root node

School of Management UG

Management

Asia Pacific Journal of Health Management

CRITICAL PERFORMANCE ANALYSIS OF THE HEALTH INSURANCE SECTOR IN INDIA DURING COVID-19 OUTBREAK

{An Explorative Study of Emotional Intelligence in Education Industry: Schutte's Self Emotional Intelligence Test on Management Students and Technology Acceptance during COVID {\ldots}}

Academy of Marketing Studies Journal

SOCIO-ECONOMIC EFFECTS OF COVID-19 IN INDIA AND USAGE OF ONLINE RESOURCES

JOURNAL OF MANAGEMENT \& ENTREPRENEURSHIP

HOTEL DIGITAL MARKETING AS A TOOL TO ENHANCE COMPETITIVE EFFECTIVENESS – POST COVID-19: MODEL REVISITED

Test Engineering and Management

Measurement and Validation of Subjective Well-Being and Student Engagement in an Indian Context

AMC Indian Journal of Entrepreneurship

Challenges and Problems of Rural Entrepreneurship: An Explorative Study of Government's Role in Entrepreneurship

Indian Journal of Applied Research

Disengaged or Highly Engaged Employees : Who are the True Lawbreaker ?

International Journal of Research in Social Sciences

Global Engagement Shift: Changes in Perception and Work Practices

International Journal of Commerce, Business and Management (IJCBM) 3 (2 {\ldots}

WHY THE TAJ MAHAL COMES FIRST AND AGRA SECOND? TURNAROUND THROUGH EMPLOYEE ENGAGEMENT STRATEGY

Employee engagement is an emerging approach for organizational success as well as holding talented employees. Engagement contributes extensively to an organization's performance, leading to improvement in profitability, customer satisfaction and long-term financial results. It also helps the employees to make a noteworthy contribution to their organization. Lack of consensus among the academicians, research scholars and management consultants on the definition of engagement has created an academic and research gap. A majority of reviewed conceptualizations shared a multidimensional nature of employee engagement. This paper is based on quantitative content analysis of employee engagement. The purpose of the study is to determine the frequency of different dimensions employed to define engagement. The results illustrate that psychological investment and workrole performances are the most counted dimensions to measure employee engagement.

IUP Journal of Organizational Behavior

An Introspection of Employee Engagement: A Quantitative Content Analysis Approach

Agra

THE ROLE OF EMPLOYEE ENGAGEMENT IN CUSTOMER SATISFACTION IN HOSPITALITY INDUSTRY

Global Journal of Finance and Management

Employee Engagement : A Paradigm Shift

Employee Engagement in Hospitality Industry: Issues and Metrics

The Role of Employee Engagement in Customer Satisfaction in Hospitality Industry – an Analytical

Purpose Employee engagement has become a hot topic in recent years among consulting firms and in the popular business press. However, employee engagement has rarely been studied in the academic literature and relatively little is known about its antecedents and consequences. The purpose of this study was to test a model of the antecedents and consequences of job and organization engagements based on social exchange theory. Design-methodology-approach A survey was completed by 102 employees working in a variety of jobs and organizations. The average age was 34 and 60 percent were female. Participants had been in their current job for an average of four years, in their organization an average of five years and had on average 12 years of work experience. The survey included measures of job and organization engagement as well as the antecedents and consequences of engagement. Findings Results indicate that there is a meaningful difference between job and organization engagements and that perceived organizational support predicts both job and organization engagement; job characteristics predicts job engagement; and procedural justice predicts organization engagement. In addition, job and organization engagement mediated the relationships between the antecedents and job satisfaction, organizational commitment, intentions to quit and organizational citizenship behavior. Originality-value This is the first study to make a distinction between job and organization engagement and to measure a variety of antecedents and consequences of job and organization engagement. As a result, this study addresses concerns about that lack of academic research on employee engagement and speculation that it might just be the latest management fad. {\textcopyright} 2006, Emerald Group Publishing Limited

Journal of Managerial Psychology

Antecedents and consequences of employee engagement