PurposeUpholding congruency with self-determination theory (SDT), the study intends to analyze the impact of spiritual leadership (SL) on happiness at work (HAW) via affective commitment (AC) and prosocial behavior (PSB) in the Indian service sector.Design/methodology/approachThe data were collected from 324 employees belonging to the service sector of north India. The study utilized AMOS and PROCESS (Hayes, 2013) to test the hypothesized model.FindingsThe findings provided considerable support for the hypothesized relationships between SL, AC, PSB and HAW. The findings advocate the positive association between SL and HAW routing through mediators such as AC and PSB.Research limitations/implicationsFuture research studies have the potential to dwell on the topic from a leader's perspective, i.e. the benefits derived through practicing spirituality. The present work in this field is focused on quantitative tools; more studies can be conducted through qualitative analysis. Future works can attempt to compare the differences amongst cultures and sectors concerning SL and its outcomes.Practical implicationsThe paper provides some relevant inputs for the Indian service sector to comprehend the criticality of SL in building long-lasting relationships amongst peers leading to creating sustainable and happy workplaces.Originality/valueThe study explores the relationship between SL and HAW which has neither been explored theoretically nor tested empirically.
PurposeUpholding congruency with conservation of resources (COR) theory, the study intends to analyze the impact of workplace bullying on organizational citizenship behavior (OCB) via job satisfaction and resilience as parallel mediators in the Indian hospitality sector.Design/methodology/approachThe study used a data of 240 respondents working in the hospitality sector in India. Direct and indirect effects were assessed through statistical techniques such as structural equation modeling and mediation analysis (Preacher and Hayes, 2004) for hypotheses testing using SPSS and AMOS tools.FindingsThe findings of the study suggest the negative correlation between workplace bullying and OCB. This study demonstrates the role of job satisfaction and resilience as parallel mediators in combating the cascading ill effect of workplace bullying on OCB.Research limitations/implicationsThe results help India's hospitality sector to understand the intensity and impact of workplace bullying on job satisfaction and OCB.Originality/valueThis is the original and first study examining the role of workplace bullying on OCB via job satisfaction and resilience as parallel mediators in the non-Western context.
PurposeThe study aims to develop an in-depth understanding of challenges faced by Indian women professionals during the pandemic and the human resource (HR) initiatives like effective communication, taken by the organizations to mitigate the plight of these professionals.Design/methodology/approachA mix of two qualitative research methods namely focus groups in-depth and one-to-one in-depth interviews was used. A total of 32 females working with different organizations participated.FindingsThe thematic analysis revealed themes related to challenges faced by working women-gendered burnout, mental health issues, increased household responsibilities, job insecurity, work-life conflict, gender inequalities, reduced internal communication and financial independence, domestic violence and exploitation. The major themes that emerged for the organizational initiatives were flexible working hours, equal women representation in response to planning and decision making, driving transformative change for gender equality, paid leaves for family care, caregiving bonus, leadership development seeds, increased female recruitments, transparent communication and counseling sessions.Research limitations/implicationsThe study establishes a holistic understanding of the plight of Indian women professionals and the consequent organizational interventions accompanied by transparent communication. It adds rigor to the evolving literature on COVID-19 and enriches the theoretical narrative of policy adaptations by industry practitioners for aligning them with employee needs. This helps in routing the policy design and implementation in light of the challenges faced.Originality/valueThe study presents an in-depth understanding of challenges faced by women employees; and provides a foundation for identifying human resource management (HRM) interventions customized for working females. It also proposes a framework implementable in the recovery phase, deploying critical strategic shifts like reflection, recommitment and re-engagement of the women workforce in order to maximize their efficacy for rapidly evolving organizational priorities.
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