Purpose The purpose of this paper is to examine the influence of workplace spirituality on employee well-being and intention to stay with the organization among teachers in technical higher education institutions. Furthermore, the study endeavors to test the difference in model estimates across two groups of teachers who differ in their intentional career choice. Design/methodology/approach This descriptive study was conducted amongst a sample of 523 teachers working in technical educational institutions in India. Self-reporting questionnaires were administered among the respondents, who were selected through purposive sampling method. Structural equation modeling and multi-group analysis were done to test the hypotheses. Findings Analysis revealed that workplace spirituality enhanced employee well-being and intention to stay. Differences were observed on the effects of different dimensions of workplace spirituality on job outcomes. Also, teachers’ intentional career choice was found to moderate these relationships. Originality/value This study is pioneering in conceptualizing and testing a theoretical model linking workplace spirituality, employee well-being and intention to stay, particularly in the context of teachers who differ in their intentional career choice. Implications with regard to the experience of workplace spirituality and job outcomes in the specific context of teaching are elaborated, thus striving to fill a gap in existing literature.

Purpose – The purpose of this paper is to examine whether job satisfaction and job-related stress differ among employees of different banking sectors. Design/methodology/approach – Questionnaire were administered to 337 employees from various banks belonging to private sector, public sector and new generation banks. One way ANOVA was conducted to find out whether job satisfaction and job relates stress varied on the basis of three different sectors of banks. Further post hoc test was conducted to find out which sector differs significantly. Findings – Results indicated that employees of different sectors of bank had different level of job satisfaction and job-related stress. Further it was revealed that public sector banks have lower job-related stress when compared to private sector banks and new generation banks; and higher job satisfaction when compared to new generation banks. Practical implications – With the rapid developments and competition in banks, measures should be taken in private sector banks and new generations banks to reduce job-related stress and enhance job satisfaction level of employees. This may also result in increased quality of services and reduced labour turnover in banks. Originality/value – The study is original and empirical in nature. It shows that the job satisfaction and job-related stress differ among employees of different groups of banks in the banking sector. If banking sector is considered as a true representative of the service sector, the results of this study has wider implication in the service industry as a whole.

In the contemporary career-scape, protean career attitude is considered as an innovative approach of employees to channel their aspirations independently and to explore their future career prospects on their own. The accelerating rate of change in the nature and types of work necessitates the development of a protean attitude, which in turn will have an impact on the employability perceptions of employees. This study postulates that protean career attitude positively influences internal and external dimensions of employability, and this influence is mediated by career insight, i.e., greater goal clarity and deeper understanding of one's skills and interest. The proposed hypotheses were tested among software engineers employed in the Information Technology (IT) industry and the results indicated that protean attitude predicted both internal employability and external employability, and career insight partially mediates the associations. The study further discusses the importance of employeecentric work culture to retain protean talents.

Purpose The purpose of this paper examines the relationship between dimensions of workplace spirituality (meaningful work, sense of community and alignment with organizational values) and employee loyalty (intention to stay, benefit insensitivity toward alternate employers and word of mouth about the organization), in the context of millennials who are three times more likely to change jobs, than other generations. Design/methodology/approach This descriptive study was conducted among a sample of 308 employees, working in private sector organizations in India. Self-reporting questionnaires were administered among the respondents, who were selected through a purposive sampling method and structural equation modeling was done to test the hypotheses. Findings The three dimensions of workplace spirituality had varying influences on the outcomes variables. Alignment with organizational values was positively related to all dimensions of employee loyalty, whereas the sense of community had a positive association with intention to stay and benefit insensitivity while meaningful work indicated positive influence only on benefit insensitivity. The findings, in general, suggest that employees’ experience of workplace spirituality has significant positive influence on their loyalty toward the organization. Originality/value This study is pioneering in conceptualizing and testing a theoretical model linking workplace spirituality and employee loyalty, particularly in the context of millennials, who form 50 per cent of the workforce and reportedly exhibit higher turnover intentions. The study gains relevance in the context of reports about monetary/non-monetary preferences among millennial employees and that the generation is not too keen in working with teams, but would rather prefer working in an organization, which provides space for self-actualization in individual growth. Implications for their experience of workplace spirituality and outcomes are elaborated, thus striving to fill a gap in the existing literature.

PurposeThe primary goal of this study is to determine the predictors of on-demand ridesharing intention in an emerging economy. For this purpose, the study uses the theoretical underpinnings of the theory of planned behavior (TPB).Design/methodology/approachThe study surveyed 347 frequent users of ridesharing services using a set of pre-validated scales. The resulting data were analyzed using covariance-based structural equation modeling (CB-SEM).FindingsThe results of SEM analysis disclosed that the significant factors contributing to ridesharing intention are awareness of environmental consequences, subjective norm, perceived behavioral control and attitude (towards ridesharing).Practical implicationsThis empirical research provides statistically robust insights for developing marketing strategies that attract more individuals toward ridesharing services.Originality/valueThis research has remarkable significance as it is one of the pioneering studies that critically examine the determinants of ridesharing intention from a South Asian emerging economy. Further, the extended TPB framework proposed in this study explains 71.4% variance in ridesharing intention, which is significantly higher than existing studies, with none of them explaining more than 70% variance.