Asha Binu Raj, Pallawi Ambreesh, Nitya Nand Tripathi and Anusha Ambreesh Kumar
The purpose of this paper is to examine the role of well-being in mediating the relationship between workplace spirituality and job satisfaction. It also studies the role of…
Abstract
Purpose
The purpose of this paper is to examine the role of well-being in mediating the relationship between workplace spirituality and job satisfaction. It also studies the role of spiritual leadership in moderating the effect of workplace spirituality on well-being.
Design/methodology/approach
The study proposes a hypothesized model tested among 515 teachers from Indian higher educational institutions, selected through random sampling. Mediation and moderation analysis are used to test the hypothesized relationships.
Findings
Drawn on positive organizational studies, the results indicate that inner well-being, comprising of psychological, emotional, social, spiritual and intellectual dimensions, does not mediate the relationship between spiritual dimension of workplace spirituality and job satisfaction. Same effect is observed for mediation role of physical well-being. However, inner well-being and physical well-being both mediate the relationship between mindfulness and job satisfaction among teachers. Also, teachers experience higher levels of well-being in the presence of spiritual leadership at their workplaces.
Research limitations/implications
The paper contributes to leadership and workplace spirituality literature by testing an integrated framework of mediating role of inner well-being and physical well-being.
Practical implications
The study helps practitioners to integrate their practices and programs with workplace spirituality for improving well-being and attaining positive outcomes, which can further contribute to performance and productivity in institutions.
Originality/value
The proposed framework highlights the impact of workplace spirituality dimensions and mindfulness on inner well-being and physical well-being of teachers which lead to positive outcomes such as job satisfaction. It also enriches the spiritual leadership literature.
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Asha Binu Raj, A.K. Subramani and N. Akbar Jan
Based on positive organizational scholarship, this study aims to examine the role of faculty engagement in mediating the relationship between quality of work-life (QWL) and…
Abstract
Purpose
Based on positive organizational scholarship, this study aims to examine the role of faculty engagement in mediating the relationship between quality of work-life (QWL) and organizational commitment. The paper also analyses how spiritual leadership moderates the relationship between QWL and faculty engagement.
Design/methodology/approach
The data was collected through structured questionnaires from undergraduate and postgraduate teachers working in various business schools across major cities in India. The sample was selected through the snowball sampling technique. The sample size was 486, and analysis was done through the structural equation modelling approach using the bootstrapping method.
Findings
Findings indicate that faculty engagement mediates the relationship between QWL and organizational commitment among teachers. Furthermore, results show that educational institutions that practice spiritual leadership support higher positive psychological and emotional states of engagement.
Research limitations/implications
The paper provides an integrated model of engagement, commitment and QWL through a study of mediation and moderation effects and adds value to the psychology and workplace spirituality literature. There is the future scope for further generalizations of the model in different geographical contexts to analyse the influence of other leadership styles.
Practical implications
Furthermore, it would help educational institutions to design QWL strategies for engaging teachers psychologically, emotionally and cognitively by accelerating employees’ positive emotions and behaviours. Finally, the paper shows implications for developing the QWL strategies to create a committed and engaged workforce through spiritual leadership.
Originality/value
The paper contributes to the academic literature by investigating interrelationships among variables from a positive organizational scholarship perspective. The paper would help practitioners to comprehend the importance of spiritual leadership in educational institutions.
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Asha Binu Raj, Akbar Jan N. and Subramani A.K.
The paper analyses the link between corporate social responsibility (CSR), employer branding (EB), and corporate reputation (CR). Considering the signaling theory and social…
Abstract
Purpose
The paper analyses the link between corporate social responsibility (CSR), employer branding (EB), and corporate reputation (CR). Considering the signaling theory and social commitment of organisations, the paper investigates the role of EB as a mediator.
Design/methodology/approach
Data were collected through structured questionnaires from 684 employees from the Indian information technology (IT) sector. The conceptual model and hypotheses were tested using the structural equation modelling (SEM) approach.
Findings
As a part of employer attractiveness, the social value/social commitment of companies perceived as a result of CSR strengthens the CR. The results also suggest that EB mediates the relation between CSR and CR.
Research limitations/implications
The paper contributes by integrating the CSR of organisations with their EB process for creating CR. Based on signaling theory, it further demonstrates scholarly value addition by providing a deeper understanding of the mediation effect of EB from a social commitment perspective. Scholars may further consider other stakeholders’ perspectives to test the role of CSR based on ethical/legal/environmental dimensions in building CR.
Practical implications
The paper would help managers/employers invest in CSR activities, creating strong employer brands to attract various stakeholders. It will also help companies to focus on an attractive value proposition to attract various stakeholders, mainly job seekers.
Originality/value
This study extends the literature on CSR and EB by suggesting a statistically tested model of mediation of EB for creating CR. Furthermore, considering the signaling theory, the paper views CSR, CR, and EB from the employee’s perspective and explores their linkages.
Peer review
The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-09-2021-0541.
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The purpose of this paper is to examine the relationship between internal branding (IB) and employees' brand commitment and analyze how transformational leadership (TFL) moderates…
Abstract
Purpose
The purpose of this paper is to examine the relationship between internal branding (IB) and employees' brand commitment and analyze how transformational leadership (TFL) moderates this relationship.
Design/methodology/approach
Data were collected through structured questionnaires from 394 employees in Indian telecommunication sector. The hypotheses and conceptual model were tested by structural equation modeling (SEM), using Statistical Package for Social Sciences (SPSS) and Analysis of Moment Structures (AMOS).
Findings
The results suggest that employees' brand commitment is higher when organizations implement IB supported by transformational leaders. Results also indicate that impact of IB on affective commitment (AC) and normative commitment (NC) is greater than its impact on continuance commitment (CC).
Research limitations/implications
Consistent with the brand commitment dimensions, the findings present an empirically tested comprehensive and integrative model of IB moderated by TFL. This study provides scholars a deeper understanding of relationship among IB, employee's commitment and TFL. Though multicollinearity is addressed, presence of cross-sectional data is a limitation in the study.
Practical implications
The study would help practicing managers to gain a new perspective to manage their internal brand mechanisms through TFL style by stimulating change among employees and create emotionally committed brand advocates.
Originality/value
This paper suggests an empirically validated framework of IB tested for moderation effect by TFL. It adds value to literature by reinforcing the effect of IB employees' AC and NC, especially among customer contact employees who represent brand during customer service delivery in telecommunication sector.
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This paper aims to examine the relationship between employee value proposition (EVP) and employees’ intention to stay and analyse how psychological contract and social identity…
Abstract
Purpose
This paper aims to examine the relationship between employee value proposition (EVP) and employees’ intention to stay and analyse how psychological contract and social identity moderate this relationship.
Design/methodology/approach
The study was conducted in Indian IT sector among a sample of 268 employees using criterion sampling. Data were collected through structured questionnaires which revealed employees’ perceptions of EVP, intention to stay, psychological contract and social identity.
Findings
The empirical results reveal that employees have greater intention to stay when their organisations deliver an EVP including development value, social value and economic value. Findings indicate that psychological contract positively strengthens the impact of EVP on employees’ intention to stay. Also, when employees strongly identify with their organisation’s image, they have higher intention to stay in presence of a strong EVP.
Research limitations/implications
Consistent with the existing literature, the paper contributes an integrative model of EVP based on social exchange process, moderated by social identity and psychological contract. As the study was limited to Indian IT sector, cross-sectional nature of data is a limitation for drawing inferences about the influence or causality in general.
Practical implications
The study provides a new perspective to managers to develop an attractive EVP to gain employees’ increased intention to stay. Employers in IT sector may adopt this comprehensive model to strategise their value propositions.
Originality/value
This paper proposes a validated conceptual framework of EVP and intention to stay, tested for moderation effects by psychological contract and social identity. This moderation model based on social exchange adds value to employer branding literature.