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Small businesses play a crucial role in the economy; however, small entrepreneurial firms often lack expertise and resources, meaning that it is challenging to run such businesses successfully. Using data from a survey of six small entrepreneurial firms in India, this research sets out to explore the relationship between workforce performance and emotional intelligence, looking in particular at the role that workforce agility plays. Workplace performance is split into three categories; task performance, adaptive performance, and contextual performance. Our results show that workforce agility acts as a mediator between emotional intelligence and work performance, but only in relation to adaptive and contextual performance; it does not have any significant influence on task performance. Against the backdrop of a volatile and uncertain business environment, we conclude by drawing a number of inferences from our work that small entrepreneurial firms could use to improve employee productivity and performance.

In a volatile environment of continuous change, learning organizations are well positioned to orient their employees to adapt quickly and effectively. A study conducted in India's manufacturing sector explores the relationship between employee perceptions of their firms as learning organizations and their level of job satisfaction, and examines the role of job involvement as a mediator in that relationship. The results show that employees who perceive their company as a vibrant learning organization exhibit greater job involvement and a higher level of job satisfaction. By designing human resources policies to foster a high level of employee involvement on the job, organizational leaders can help ensure the effective productivity of satisfied employees in a purposefully developed learning organizational context.

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Purpose The purpose of this study is to investigate the relationship between social loafing behaviour, self-concept and perceived organisational politics (POP). The impact of POP and self-concept upon social loafing behaviour has been the fundamental focus of the paper. Design/methodology/approach Data were collected from four companies (n = 262) that combined the responses of subordinates and supervisors. The consequent impact of self-concept factors and POP on social loafing behaviour was analysed through correlations; multiple regressions and mediation were tested using Barren–Kenny and Hayes Bootstrap methods. Findings A positively significant connection among self-concept, social loafing and POP has been found in this study. The findings show that POP significantly mediates the relationship between social loafing and self-concept. Research limitations/implications This study provides evidence of the positive relationship among POP, social loafing behaviour and self-concept. Such knowledge derived may facilitate the scientific task allocation process, feedback system, team orientation, individual differences and job choice aspects, and thus help in the essential understanding of withdrawal work behaviour and perceived organisational support variables. Practical implications Productivity and employee satisfaction are major concerns for all organisations. This research paper provides insight to the organisations and supervisors about individual loafing attitude, self-concept and organisational politics and suggests to overcome their impact and improvement in productivity and employee satisfaction. Originality/value This is a pioneer paper in the sense that previously there has been no attempt to determine the relationship between POP and social loafing behaviour. Past research has mostly been conducted in the laboratory settings or classroom contexts. The longitudinal data used in this study remove prior research drawbacks and enlighten the unexplored relationships.

COVID-19 had a devastating and profound impact worldwide. The business world has been turbulent, and countries' economic landscape has shown dismal performance. There have been massive downsizing of employees and deductions of pay in most organisations as the pandemic outbreak negatively impacted the business environment. The study aimed to analyse the impact of COVID-19 on the psychology of employees working in private organisations. A qualitative analysis was conducted with 22 middle-level Indian employees employed in private sector organisations. Content analysis was performed from the transcripts and themes; coding categories were developed. Participation in the study was voluntary and was carried out through informed consent. The results demonstrated that the participants experienced psychological stress, social disconnectedness, and a sense of loneliness over the lockdown period. Furthermore, the semi-structured interviews also revealed the perceptions of the job, career prospects, and the fear of the imminent looming future ahead. The pandemic has raised serious questions on the employee’s mental health and engagement issues. Managerial implications have been discussed with suggestions to alleviate the current professional and psychological challenges.

The individual’s ability to complete the given task effectively can be termed as Self-efficacy. Employee performance is examined about outcomes and behavior. Job performance determines the quality as well as the quantity accomplished by employees over a period. Trust has been widely used as a mediating variable in previous research and has been found to exhibit positive mediating effects on the variables. In our research, we have investigated the factors (Team-self-efficacy and trust) affecting the project team members’ job performance. We have conducted a study to collect data and test the model proposed on 155 respondents (project team members) of a large construction company at Saudi Arabia. The findings demonstrated that trust partially mediated the relationship between the team job performance and self-efficacy. Additionally, significant positive correlations between the variables were found. There have been several studies examining the variables as discussed in the paper. However, there is a paucity of research on small groups like the project teams worldwide. The significance of the results and future research directions were analyzed and discussed. The importance of the results and directions for future research were also put forward.