The purpose of this article is to examine the relationship of leadership effectiveness and psychological well-being with the work outcomes of intention to quit, job involvement and organization-based self-esteem (OBSE), and whether workplace spirituality plays a role in mediating the associations of leadership effectiveness and psychological well-being with work outcomes. The study is cross-sectional and non-experimental. Data were obtained from 630 information technology (IT) employees from South India, adopting ‘power calculations’. The analysis was performed using SPSS version 20 for Windows and LISREL version 8.72. Results reveal that leadership effectiveness and psychological well-being have a significant positive association with workplace spirituality, and this, in turn, has an impact on the work outcomes of intention to quit, job involvement and OBSE. Workplace spirituality can limit any negative associations of leadership effectiveness and psychological well-being with work outcomes. This research adds to the existing body of knowledge in the spirituality literature by drawing attention to the positive aspects of the interplay between spirituality, leadership transformation and well-being at work. The article concludes that building core values anchoring spirituality would lead to greater connectedness and healthier employee outcomes.

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Purpose This study aims to compare online review characteristics, review length and review sentiment score between “organic” and “regular” food products. In addition, variations in the consumer sentiment scores across the review lengths are studied. Design/methodology/approach This study fits into the descriptive research design. From Amazon’s website, the consumer product reviews are scrapped. Using the text analytical package “sentiment” in R-Studio, we computed the sentiment scores and counted the number of words in each review. The mean sentiment scores and mean review length are compared for regular and organic products using one-way ANOVA. Sentiment score variation across review length and product class is studied through factorial ANOVA. Sample reviews of ghee and honey are used to test the hypotheses. Findings The review length shows a significant difference between the regular and organic products. The mean number of words in the regular products reviews is significantly lower than the mean number of words in the organic product reviews. The regular products’ mean sentiment score is significantly lower than the mean sentiment score of organic products. The mean sentiment scores are not consistent between ghee and honey. Sentiment scores are better for organic honey and regular ghee products. For regular ghee products, longer reviews result in lower sentiment scores. For regular and organic versions of honey, longer reviews are associated with better sentiment scores. Research limitations/implications This study did not include the helpfulness of a review and the demographic data of the reviewers. Practical implications Sentiment scores’ variations across the regular and organic and product categories such as ghee and honey give a comprehensive feedback to the firms. It also indirectly communicates a brand’s evaluation by the consumers and the performance feedback for an upward extension like the organic category. Social implications Studies on organic category give feedback for environment-friendly products and consumer attitude shift towards safer products. Originality/value Very limited studies have reported the upward line extensions. The authors study the upward line extension organic and associated sentiment scores variation. The role of review length and its systematic influence on the sentiment scores, variations in the review due to the product nature (organic/regular) are unique contributions of this study.

This research focuses on identifying the relationship of task characteristics, task process and task structure with work and personal burnout of individuals working in a group. A sample comprising of Information Technology (IT) and Information Technology Enabled Services (ITES) professionals, working in group setting, were surveyed using a structured questionnaire measuring the constructs. A structural equation model was performed and fitness measures of the model confirm significant relationship among the task characteristics, process and structure with work and personal burnout. In particular, the study results suggest that the task characteristics affects work burnout rather than personal burnout, that task process explicate moderately both personal and work burnout and finally, task structure is strongly related to personal burnout relative to work burnout.

This research focuses upon understanding whether the group factors will serve as predictors and explain the variance in individual's job and life satisfaction. A purposive sampling was adopted for the selection of 475 employees from the four different firms having global operations. A structured questionnaire was distributed amongst respondents and data were analyzed with hierarchical stepwise multiple regression analysis in order to assess the extent of variance in job satisfaction and life satisfaction. The results of the analysis indicate that the dimensions of group factors emerged as significant predictors of job satisfaction and life satisfaction in the diverse organizations.

Group level variables such as group task, group process, group composition, group cohesiveness and group structure have been found to have effect on the behaviour and affective states of their members. Hence there is a strong need to device a comprehensive understanding of the effects of group factors on the individual with the consideration of the relationships among these group factors and their relative importance in predicting commitment. Four different firms situated in different localities in Chennai city have participated in this study and purposive sampling was adopted for the selection of 475 employees from these firms. A structured questionnaire was distributed and collected data were analysed using hierarchical stepwise multiple regression analysis to assess the extent of variance in commitment can be explained by group factors. The results show that the task autonomy feedback, task related support, task interdependence, task variety and work group climate have emerged as important predictors of both organizational and job commitment in the diverse organization.

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The study investigates the role of risk perception in mediating the association of certain important cognitive biases such as overconfidence, illusion of control, optimism and planning fallacy with new venture creation. The study collected responses through questionnaires from 375 entrepreneurs in Central India. Partial least squares path modelling has been used to gauge the way these variables are connected. This study finds only the illusions of control and optimism to have lowered the perceptions of risk, and this lowering has resulted in the creation of a new venture. However, contrary to past studies, overconfidence and planning fallacy are directly linked with the decision to start a new project. Careful assessment of the levels of risk perception may enable entrepreneurs to minimise the cognitive biases, and they can constructively get engaged in the performance of the venture.