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Purpose The purpose of this paper is to examine the psychometric properties of the positive and negative affect schedule (PANAS) in a sample of employees working in Indian manufacturing and service sector organisations. Design/methodology/approach The data were collected through self-administered structured questionnaire from 53 employees for the pilot study and 383 employees for the final study. For the psychometric evaluation of the PANAS, item analysis, reliability, exploratory factor analysis, convergent–discriminant validity and confirmatory factor analysis were performed. Findings Results reveal that the two-factor model of affect (positive and negative affects) is valid in the Indian manufacturing and service sector organisations. Originality/value Despite being the largest skilled labour facilitator for the work economy and second largest populated country, India lags behind in studies evaluating affect at work when compared to western nations. The present study was taken up to validate an instrument to measure affect at work in Indian manufacturing and service sector organisations, which is a new contribution in the field. Validation of this instrument would help in promoting studies on affect at work in India and comparative studies across cultures.

Amid the forbidding actions of humankind on environment, contemporary organisations are increasingly developing and implementing sustainable policies for encouraging employee green behaviour. Work climate perceptions may serve as a psychological mechanism that relate to such organisational policies and employee behaviour. Considering this notion, the present study aims to examine the association between perceived presence of organisational sustainability polices and employee report of their environmental attitude (proactive and task related green behaviour) with the mediating role of perceptions of green work climate (orientation of organisations and co‐workers). The findings based on survey of 183 employees indicated that perceptions of green orientations of organisation and co‐workers differentially mediated the link between perceived presence of organisational sustainability polices and employee proactive and task‐related green behaviour. These findings advocate the prominence of relevant psychological mechanism that link organisational sustainability policies with green behaviour of employees and extend the literature on efficacy of workplace sustainability policies.

PurposeIn the modern world, life satisfaction has become a quintessential construct for large-scale organizations, and a valid measure to evaluate employee life satisfaction is required. Therefore, this study aims to evaluate the psychometric properties of the satisfaction with life scale (SWLS) in a sample of employees working in the Indian manufacturing sector.Design/methodology/approachSurvey method was used for data collection among a sample of 404 employees. Further, the psychometric properties of SWLS were evaluated with reference to reliability and validity assessment (face, content and construct validity).FindingsThe results were found to be significant for SWLS to assess the life satisfaction of employees working in manufacturing organizations in India.Originality/valueThis study attempts to validate SWLS among employees, which is a novel contribution in the field. Also, it suggests that effective application of SWLS can help in identifying and understanding the work-related factors associated with life satisfaction.

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