Drawing from the previous studies, investigating the direct effect of emotional intelligence (EI) on employee outcomes, this study proposed that perceived organizational politics (POP) will be negatively related to EI and will also moderate the relationships between EI and employee outcomes. A total of 229 employees from 27 public and private organizations of Nepal participated in the study. Hierarchical multiple regression analyses were conducted to test the hypotheses. The moderating effect was also tested using the graphical method. Regression results showed significant positive relationships between EI and employee-outcomes-job satisfaction, job involvement, and organizational citizenship behavior. POP was not associated with EI. Assessment of moderating effect showed the moderating effect of POP on the relationship between EI and job satisfaction only. Practical and research implications of the findings are discussed and directions for future research are suggested.

This article examined the direct influence of workplace spirituality on employee negativity—organizational cynicism, counterproductive work behaviour and turnover intentions. The proposed framework also examined how psychological capital buffers the relationship between workplace spirituality and employee negativity. The sample of the study included 138 employees, working in different private and public sector organizations in Nepal. Linear regression analyses were employed to test the hypothesized direct relationships and moderated multiple regression analyses were used to test the buffering effect of psychological capital on these relationships. The analysis of data revealed that workplace spirituality negatively influences employees’ cynicism and intent to turnover. Workplace spirituality did not influence counterproductive work behaviour, while psychological capital was found to have buffering effect on the relationship between workplace spirituality and intent to turnover. The negative influence of workplace spirituality on organizational cynicism and intent to turnover suggests that organizations need to create such an environment in the workplace, where employees have feeling of higher level of workplace spirituality, in order to retain their workforce and reduce the feeling of organizational cynicism among employees. Suggestions are offered on generating spirituality and psychological capital in workplace environments. JEL Codes: M12, M53

There is growing interest in examining the influence of workplace spirituality (WPS) on employee attitudes. However, there is still lack of studies that examine the relationships between WPS and employee attitudes and moderating effect of other variables on these relationships. This study examined the relationships between WPS and two job attitude variables -job satisfaction and job involvement. It also examined the moderating effect of perceptions of organizational politics (POP) on these relationships. Survey questionnaire was used to collect data from 500 employees working in two Nepali organizations, of which 480 questionnaires were used for further analysis. Structural equation modeling and multiple moderated regression analyses were used to test the hypothesized relationships. Results indicated that WPS is significantly positively related to job satisfaction and job involvement and POP moderates the relationship between WPS and job involvement. Research implications are discussed and limitations of the study are highlighted.

This study attempted to investigate the instrumentality and generalizability of public service motivation (PSM) instrument developed by Perry (1996) in Nepali context. It also examined the interactive effect of perceptions of organizational politics (POP) and different dimensions of PSM on Nepali civil service employees' organizational commitment. Cross-sectional survey questionnaire was used to collect the data. Four hundred and forty-three employees from 10 ministries and their associated departments, regional offices, and district level offices participated in the survey. Exploratory factor analysis and confirmatory factor analysis were conducted to check the dimensionality of PSM instrument. Interactive effects of different dimensions of PSM and POP on organizational commitment were tested using hierarchical moderated multiple regression analysis. The results revealed that PSM exists in Nepali context but all the dimensions are not reproduced. POP moderated the relationship between self-sacrifice dimension of PSM and employees' organizational commitment. The implications and directions for future research are discussed.

Several scales for measuring workplace spirituality (WPS) are available. However, a majority of the available scales were developed in the Western context that may not be generalizable in an Eastern context. Petchsawang and Duchon (2009) developed a 22-item, four dimensional WPS scale with a sample from an Eastern Buddhist-centric culture for capturing WPS in an Eastern context. The purpose of this study was to assess the generalizability, dimensionality, and convergent and discriminant validity of this scale in another Eastern context, which has a strong tradition of Hindu culture. Confirmatory Factor Analyses were conducted on the data collected from 211 individuals, and results supported the four dimensions of the scale. Other statistical analyses demonstrated convergent and discriminant validity of the scale. Limitations of the study are highlighted, and suggestions for future research are discussed.