Search results

The core aim of this study is to explore how psychological safety, psychological meaningfulness and psychological empowerment predict psychological well-being in a mediating role of promotive voice.

A cross-sectional survey is employed to collect data from 456 front-line employees (FLEs) working in the banking sector of Pakistan. The collected data were analyzed utilizing the structural equation modelling (SEM) technique.

The relationship between psychological safety and empowerment is significant. The results support the direct and mediating role of promotive voice to predict psychological well-being among frontliners. Interestingly, the mediation of promotive voice to predict the relationship between psychological meaningfulness and psychological well-being is not supported.

The managers should delegate authority to FLEs working at the front end. Moreover, voicing should be a delightful experience for employees. The management should listen to them carefully and also update the staff about the outcomes of suggestions rendered by them. Finally, rewarding employees can encourage promotive voicing among FLEs.

The psychological safety as an antecedent to promotive voice, promotive voice as a predictor of psychological well-being and the collectivist country context of Pakistan are unique products of this study.

Achieving sustainable development in heart-wrenching milestone in the face of the current pandemic (COVID-19) situation is becoming a key factor for competitiveness of organizations. Human Resource Development professionals are deemed to be in an ideal position to facilitate the organizational sustainable development by bringing about contextual changes in the workplace and by changing the behavioral patterns of employees. The COVID-19 pandemic has engendered the disruption across societies, raising challenges for the organizations besides other institutions to play their imperative role for a sustainable development pathway. One such way of striving by organizations would be to embark among employees a spark of bringing a change among its employees from being self-centered to societal-oriented by instilling among them the kindle of DSIW (Desire to have Significant Impact through Work). It is the desire of making substantial impact toward society and others' lives, which is evoked under ethical leadership and perceived ethical Corporate Social Responsibility (CSR). Thus, we have identified the underpinning values of being an ethical leader in wake of contributing toward the Sustainable Development Goals (SDGs) toward bringing a societal perspective among employees by infusing the altruistic desire, that is, DSIW among employees. This chapter is broadly divided into two main sections. The first section highlights the contextual settings and the underlying mechanisms that lead to DSIW. The second section draws the attention toward the implication of DSIW for employees in bringing about social change with respect to sustainability, social well-being, as well for the sustainable development of organizations and for positive socioeconomic consequences.