Enhancing employee wellbeing – an employability perspective

Nimmi, P. M.; Zakkariya, K A; Philip, Anju Varghese

doi:10.1108/bij-03-2021-0116

Cited by 7 publications

(7 citation statements)

References 59 publications

(122 reference statements)

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“…We measured PWB using a 6-item sub-scale by Zheng et al (2015) on employee well-being. Sample items included “I handle daily affairs well,” “Generally, I feel good about myself, and confident.” Nimmi et al (2022) found this scale reliable and valid, with a Cronbach’s α value of .86 in an Indian sample. In the present study, the Cronbach’s α for this scale was .87.…”

Section: Methodsmentioning

confidence: 86%

Linking Career Adaptability and Psychological Well-Being: A Test of Moderated Mediation Model Among Indian Employees

Nakra

Kashyap

2023

Journal of Career Development

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The present study attempts to investigate how career adaptability predicts psychological well-being (PWB) among employees based on career construction theory (CCT). Precisely, the study examined the role of career sustainability as a mediator and sustainable career climate (SCC) as a moderator establishing the relationship between career adaptability and psychological well-being. Data collected from 550 Indian employees in the Indian banking and IT organizations indicate that career adaptability has a significant effect on career sustainability that eventually predicts PWB. In addition, the findings on the interaction effect of career adaptability and SCC on PWB via career sustainability highlighted the significance of unison between individual and contextual factors in realizing important employee outcomes. The results revealed that the indirect effect of career adaptability on PWB through career sustainability is stronger among employees who perceived their organizational career climate to be sustainable.

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Section: Methodsmentioning

confidence: 86%

Linking Career Adaptability and Psychological Well-Being: A Test of Moderated Mediation Model Among Indian Employees

Nakra

Kashyap

2023

Journal of Career Development

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“…The current study is anchored upon the COR theory (Hobfoll, 2001) and the WH-R model (ten Brummelhuis and Bakker, 2012). One of the highly discussed theories in career and well-being, COR theory demonstrates how resources are accomplished and replenished in an individual (Hobfoll, 1989;Kirves, 2014;Nimmi et al, 2022aNimmi et al, , 2022b. From a career perspective, COR theory highlights the importance of psychological and physical resources.…”

Section: Conservation Of Resources Theory and Work-home Resources Modelmentioning

confidence: 99%

“…From a career perspective, COR theory highlights the importance of psychological and physical resources. Resources that help an individual to grow come from the internal and external environment (ten Brummelhuis and Bakker, 2012;Nimmi et al, 2022aNimmi et al, , 2022b. Those that are developed within individuals such as personal traits and resources that are cultivated in an individual due to external stimuli like attitudes and perceptions belong to internal resources (Nimmi et al, 2022a(Nimmi et al, , 2022b.…”

Section: Conservation Of Resources Theory and Work-home Resources Modelmentioning

confidence: 99%

“…Resources that help an individual to grow come from the internal and external environment (ten Brummelhuis and Bakker, 2012;Nimmi et al, 2022aNimmi et al, , 2022b. Those that are developed within individuals such as personal traits and resources that are cultivated in an individual due to external stimuli like attitudes and perceptions belong to internal resources (Nimmi et al, 2022a(Nimmi et al, , 2022b. Social support, organisational support and development opportunities belong to external resources.…”

Section: Conservation Of Resources Theory and Work-home Resources Modelmentioning

confidence: 99%

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Family incivility and workplace bullying: mediating and moderating model of psychological safety, optimism and organization-based self-esteem

Vincent¹,

Nimmi²,

Jose³

et al. 2022

IJCMA

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Purpose This study aims to explore how family incivility is linked to workplace bullying among employees. This study examines the role of psychological safety as an explanatory mechanism linking both. This paper also looks into the moderating roles of optimism between family incivility and psychological safety and organization-based self-esteem (OBSE) between psychological safety and workplace bullying. Design/methodology/approach Drawing from the conservation of resources theory and work home resources model, this study developed various hypotheses. The proposed relationships were tested using responses gathered from 260 teaching faculty across the universities in India. This study used Warp-PLS for data analysis. Findings The findings suggest that psychological safety mediated the relationship between experienced family incivility and workplace bullying. This study also found support for the mediating role of psychological safety. Further, this study has proved that trait optimism and OBSE are boundary conditions influencing the outcomes of family incivility. Practical implications The findings have practical implications for teachers, educational institution leaders and policymakers. This study augments the importance of cultivating optimism and OBSE to combat conflicting situations. Employees who practice optimism on a daily basis are high in psychological safety and when supported with OBSE by the institution, the impact of family incivility and its adverse effects in the workplace is reduced, curbing the instances of workplace bullying. Originality/value To the best of the authors’ knowledge, this is one of the first studies to establish the role of “organizational resource,” OBSE, as a coping mechanism in tackling the adverse effects of family incivility. From a resource perspective, this study is one of the first to look into the enablers and inhibitors of resource creation in an individual while experiencing family incivility.

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“…In this line, Ma et al (2017) have stated that it is vital to address the impact of behavioural conflicts on various outcomes to improve the conflict management processes in organisations. Though employee well-being is essential for individuals and organisations (Mehta, 2021;Nimmi et al, 2022;Singh et al, 2019;Somers et al, 2021), the effect of behavioural conflicts on employee well-being remains largely unexamined (Ma et al, 2017).…”

Section: Introductionmentioning

confidence: 99%

Behavioural conflict on employee wellbeing: role of negative affect state and workplace fun

Kuriakose

Sreejesh

2022

BIJ

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PurposeThe study attempts to understand the relationship between behavioural conflict and employee well-being and examines the intervening role of the negative affect state. Besides this, the study also analyses the moderating role of workplace fun.Design/methodology/approachFollowing affective events theory, the authors developed the conceptual model and postulated the study hypotheses. A questionnaire-based survey was used to collect data from frontline employees of selected hotels in India. Further, the authors tested the hypotheses following the process approach (Hayes, 2013, 2018).FindingsThe study findings reported that behavioural conflict has a negative relationship with employee well-being, and the negative affect state mediates the relationship between behavioural conflict and employee well-being. The results also established the moderating role of workplace fun in this relationship.Research limitations/implicationsThe study's findings extend the current understanding of the effect of behavioural conflict on employee well-being and explain how it influences employee well-being. The study also provides guidelines to manage the detrimental effect of behavioural conflict.Originality/valueThe study established the association between behavioural conflict and employee well-being and highlighted the process through and condition under which behavioural conflict influences employee well-being. This could be the first study examining the relationship between behavioural conflict and employee well-being.

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Enhancing employee wellbeing – an employability perspective

Cited by 7 publications

References 59 publications

Linking Career Adaptability and Psychological Well-Being: A Test of Moderated Mediation Model Among Indian Employees

Linking Career Adaptability and Psychological Well-Being: A Test of Moderated Mediation Model Among Indian Employees

Family incivility and workplace bullying: mediating and moderating model of psychological safety, optimism and organization-based self-esteem

Behavioural conflict on employee wellbeing: role of negative affect state and workplace fun

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