The purpose of this study is to explore the mediating role of Quality of Work Life on Job Burnout and Job Satisfaction relationship. The present research constituted of 240 doctors belonging to 4 different states of India who were working in either in medical colleges, private hospitals or had their own private clinics. The data was assessed through statistical techniques like correlation, reliability and mediator regression analysis. The study results revealed that there is a significant and negative association between job burnout and job satisfaction, a significant and positive association between QWL and Job Satisfaction and a significant and negative relationship between Job Burnout and QWL. Doctors devote their lives to the practice of medicine, work sincerely in their pursuit to provide best care for patients. Hospital administration needs to encounter various imperative job demands that predict burnout by designing diverse interventions as all job demands cannot be condensed, also burnout can’t be entirely eradicated from the work place of doctors.
The aim of this research was to assess the relationship between resilience and career satisfaction. Individuals feel more satisfied with their choice of career when they are higher on resilience, resulting in higher self-esteem and better health. Such individuals have better control over their work, even in disruptive times. The study was conducted with 272 middle level managers (60% male and 40% female) from 10 private banks in Delhi/NCR India. The research illustrated that resilience has a positive and significant association with career satisfaction, accounting for 41% of variance, and established the moderating roles of trust, political skills and organizational identification in the resilience-/career-satisfaction relationship. Employers could benefit if they engage employees in resilience training programmes that endow them with the ability and tactics to deal with challenges and uncertainty about the future.
The study aims to identify the consequences of loneliness at work (LW) by studying the impact of moderating variables. Responses from 264 middle-level managers belonging to organizations in different sectors in the Delhi-NCR region of northern India were used for data analysis. The results reveal that LW has a positive and significant association with work alienation and a negative relationship with psychological well-being; a negative relationship is established between LW and perceived organizational support (POS); and a significant and negative relationship is established between LW and self-esteem. Furthermore, it validates that POS and SE moderate the relationship between LW, work alienation and psychological well-being. The findings of the study suggest that organizations need to inculcate a sense of belonging, camaraderie and attachment among employees to guard against LW.
The rationale of the study is to comprehend the roles of organizational identification, trust and corporate ethical values (CEV) in employee engagement–organizational citizenship behaviour (OCB) relationship. The study was administered on 246 middle-level managers who were representatives of 30 different public and private sector organizations in Delhi National Capital Region. The results of the study confirmed the hypotheses. The results of the study confirmed that organizational identification, trust and CEV moderate the employee engagement–OCB relationship. Organizations need to recognize that OCB are helping behaviours contributing appreciably to organizational effectiveness; such behaviours daub the social machinery of the organizations, plummeting conflicts and thereby augmenting organizational effectiveness. These behaviours offer a litheness, which goes beyond the job description and provides direction to work behaviour of individuals in organization. Understanding the relationship between these variables will help both public and private sector organizations about the role of organizational identification, trust and CEV in employee engagement–OCB relationship.
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