Influences of attainment value and positive thinking were assessed as moderators of employee engagement and innovative work behaviour. A cross-sectional design was utilised with questionnaires submitted to 348 human resource officers to test the proposed relationships. SPSS 21 and PROCESS macro 3.1 were used for statistical analysis. Results revealed that positive thinking effectively moderated attainment value and employee engagement with regard to innovative work behaviour with statistical significance. Results can be utilised by managers and human resource departments to promote and support innovative work behaviour. Moreover, employees should be encouraged and motivated to perceive attainment value through positive thinking. Findings contribute to the literature on employee engagement and innovative work behaviour by highlighting that attainment value and positive thinking act as moderators that promote employee engagement and innovative work behaviour.

Purpose The purpose of this paper is to develop a digital intelligence quotient (DIQ) scale questionnaire that encompasses the digital identity, digital use, digital safety, digital security, digital emotional intelligence, digital communication, digital literacy and digital rights. Design/methodology/approach DIQ research was conducted in two phases to develop an assessment scale. First, 33 questions were developed based on previous DIQ concepts and theories. These questions were then validated using exploratory factor analysis into eight dimensions as digital identity, digital use, digital safety, digital security, digital emotional intelligence, digital communication, digital literacy and digital rights. A survey was conducted comprising 409 admins and clerks in SMEs. Second, confirmatory factor analysis and convergent validity were tested along the eight digital dimensions. Findings This study extended the DIQ concept to provide theoretical contribution for DIQ with intelligence study. Eight dimensions were developed to measure DIQ, including aspects of digital identity, digital use, digital safety, digital security, digital emotional intelligence, digital communication, digital literacy and digital rights. Research limitations/implications The DIQ questionnaire was a single-source, self-assessed data collection, as the sample included only employees of SMEs in Thailand. Results showed a good fit but require further refinement and validation using a larger sample size and various supplementary sampling contexts. Practical implications The eight DIQ dimensions and questionnaire results will assist organisations and supervisors to focus on employees’ DIQ using both work and lifestyle parameters. This knowledge will help supervisors to encourage employees to increase their DIQ for more effective usage of digital literacy. Researchers and academics will be able to apply this instrument in future studies. Originality/value The DIQ questionnaire is a new instrument which comprehensively explores relevant dimensions to increase employee understanding of digital identity, digital use, digital safety, digital security, digital emotional intelligence, digital communication, digital literacy and digital rights.

Purpose Perceived workplace support (PWS) is an employee’s perception of perceived organisational support (POS), perceived supervisor support (PSS), perceived co-worker support (PCS) and perceived sufficient resource support (PSRS) to operate effectively. The purpose of this paper is to explore the development and validation of employee’s PWS instrument in small and medium-sized enterprises (SMEs). Design/methodology/approach A total of 15 items of employees’ PWS instrument in SMEs were developed from the measurement base of earlier published research, concepts and theory. The instrument was applied to a cross-sectional study and data were collected as factor analyses to confirm and ascertain construct validity. Reliability was tested by measuring the internal consistency. Findings The instrument showed excellent reliability at 0.894. Four factors as “POS”, “PSS”, “PCS” and “PSRS” were extracted and confirmed from the confirmatory factor analysis. Originality/value PWS studies are often used by researchers, human resource departments and organisations to investigate the level of employee support. The instrument developed from this study will enable researchers, human resource departments and organisations to explore levels of POS, PSS, PCS and PSRS.

The purposes of this study were to develop and validate an instrument to measure the thriving at work concept for vitality and learning dimensions in Thailand. Twelve items were selected to assess the thriving at work instrument developed from published research, concepts and theory. The instrument was applied as a cross-sectional study and data were collected as establishing factors to confirm and ascertain construct validity. Reliability was tested by measuring internal consistency. The instrument showed excellent reliability at 0.950. Two factors, vitality and learning, were identified from confirmatory factor analysis. The thriving at work questionnaire is a new instrument in Thailand that comprehensively explores relevant dimensions to increase employees’ understanding of vitality and learning.

This study was conducted to examine the moderating effects of positive thinking and job satisfaction on the connection between job stress and organizational commitment. This study surveyed 201 salespeople in the Thai food business to establish the links between moderating influences using hierarchical regression analysis. Job satisfaction had a negative connection with organizational commitment; positive thinking had a moderating effect on the relationship between job satisfaction and organizational commitment; and job satisfaction had a statistically significant moderating influence on the relationship between job stress and organizational commitment. Assessing the moderating effects of positive thinking and job satisfaction on 201 salesmen in the Thai food business, the results suggested that employees should engage in positive thinking while management should create resources that best meet the needs of employees in order to lower job stress levels and increase organizational commitment. Managers and human resource departments should be aware of the detrimental effects of job stress on the positive thinking and job satisfaction of their employees, which reduces their organizational commitment. This study contributes to the existing knowledge on the effects of job satisfaction on organizational commitment by elucidating the effects of positive thinking and job satisfaction on the link between job satisfaction and organizational commitment.