Rabindra Kumar Pradhan, Madhusmita Panda, Lopamudra Hati, Kailash Jandu and Manolina Mallick
The COVID-19 pandemic presents an unprecedented case of organisation–environment interaction in the occupational settings. Using Palmer and colleagues (2003) model of work stress…
Abstract
Purpose
The COVID-19 pandemic presents an unprecedented case of organisation–environment interaction in the occupational settings. Using Palmer and colleagues (2003) model of work stress, this study aims to examine the influence of COVID-19 stress on employee performance and psychological well-being. Furthermore, drawing on conservation of resources theory (Hobfoll, 1989), the role of trust in management and psychological capital as moderators has also been explored.
Design/methodology/approach
Data were collected from the service sector employees (N = 507) using purposive sampling technique.
Findings
Structural equation modelling analysis revealed the negative impact of COVID-19 stress on employee performance and psychological well-being; moderated by trust in management and psychological capital, respectively.
Research limitations/implications
The proposed conceptual model contributes to the stress management literature by providing an understanding of how COVID-19-related stress impacts employee behaviour in organisational context. The present study considers the COVID-19 stress as bio-psycho-socioeconomic challenge that impacts and determines nearly all the activities of the individuals, groups and organisations at a global scale.
Practical implications
The findings of the studies offer several managerial implications pertaining to performance and well-being at workplace especially during such crisis characterised by the elements of uncertainty and ambiguity. Identification of the personal resources would prove beneficial for the management in devising and implementing customised interventions for employees and the organisation. Since the pandemic has impacted each individual differently, human resource managers should remind their employees to be vigilant about self-care and take advantage of their health care benefits, particularly with regards to mental health.
Originality/value
The proposed conceptual model contributes to the workplace stress management literature by providing an understanding of how COVID-19-related stress impacts employee outcomes in the organisational context. Furthermore, identifying personal resources would prove beneficial for the management in devising and implementing customised interventions at the workplace.
Details
Keywords
Rabindra Kumar Pradhan, Kailash Jandu, Jayalaxmi Samal and Janaki Ballav Patnaik
Drawing on the positive activity model, this study aims to investigate the impact of workplace spirituality on the level of engagement shown by the teachers at higher education…
Abstract
Purpose
Drawing on the positive activity model, this study aims to investigate the impact of workplace spirituality on the level of engagement shown by the teachers at higher education institutions. This study also tries to explore if emotional intelligence acts as a mediator in the relationship between workplace spirituality and employee engagement.
Design/methodology/approach
Using the purposive sampling technique, data were collected from the teachers (N = 287) teaching at various Indian educational institutions imparting tertiary education. The variables under study were measured using standardized instruments. The data were analyzed by means of Statistical Package for Social Sciences 20.0 and Analysis of Moment Structures software tools.
Findings
The findings generated from structural equation modeling analysis revealed that the teachers who practiced spirituality at their workplace were more engaged. Furthermore, emotional intelligence partially mediated this relationship.
Practical implications
This study underscores the importance of providing a spiritually conducive work milieu and nurturing emotional intelligence among the higher education teachers for better job outcomes.
Originality/value
This study offers insights into the mechanism linking spirituality at the workplace (a positive activity) and employee engagement (an indicator of well-being) in the context of higher education sector.
Details
Keywords
Rabindra Kumar Pradhan, Kailash Jandu, Lopamudra Hati and Madhusmita Panda
Recent research has established the importance of grit as a psychological resource in yielding a number of beneficial outcomes. However, the mechanisms linking grit with its…
Abstract
Purpose
Recent research has established the importance of grit as a psychological resource in yielding a number of beneficial outcomes. However, the mechanisms linking grit with its consequences are yet to be explored fully. Drawing upon self-determination theory (Deci and Ryan, 2000) and the self-concordance model (Sheldon and Elliot, 1999), the present study aims to examine the impact of grit on employee well-being via the indirect path of need satisfaction. Further, the study explores the moderating role of psychological empowerment in the relationship between grit and need satisfaction.
Design/methodology/approach
The data were gathered from Indian service sector employees (n = 798). Standardized instruments were used to measure the variables under investigation.
Findings
The findings ascertained a positive relationship between grit and employee well-being in the organizational context. The structural equation modeling analysis suggested that need satisfaction partially mediated the path leading from grit to employee well-being. Further, the findings obtained from PROCESS Macro analysis revealed a conditional moderating effect of psychological empowerment in bolstering the hypothesized mediation path involving grit, need satisfaction, and employee well-being.
Originality/value
The present study contributes to positive organizational behavior literature by uncovering the inter-linkage between grit and well-being in terms of intermediary mechanism. The theoretical and managerial implications, along with the limitations of the study, have been discussed.
Details
Keywords
Rabindra Kumar Pradhan, Kailash Jandu, Madhusmita Panda, Lopamudra Hati and Manolina Mallick
Employee happiness is crucial in any organization as happy employees are said to be more committed in their work. However, COVID-19 stress in the current situation is a major…
Abstract
Purpose
Employee happiness is crucial in any organization as happy employees are said to be more committed in their work. However, COVID-19 stress in the current situation is a major problem for employees and it can negatively influence their happiness level. Therefore, it is critical to understand how the stressful nature of the current pandemic threatens workplace happiness. Based on conservation of resources theory (Hobfoll, 1989), this study aims to examine the resources to be protected (i.e. psychological capital) and resource investment (i.e. coping) to ensure the happiness of the employees amidst a bio-psycho-socioeconomic crisis like COVID-19 pandemic. The study explores the mediating role of psychological capital and the moderating effect of coping on the relationship between COVID-19 stress and employee happiness.
Design/methodology/approach
Data were collected from the Indian working population by means of purposive sampling (N = 336). Standardized instruments were used to measure the variables under study. Data analysis were done using Statistical Package for Social Sciences 20.0 and Analysis of Moment Structure 20.0 software tools and PROCESS macro was used for mediation and moderation analysis.
Findings
Structural equation modelling analysis showed that COVID-19 stress negatively influenced employee happiness; whereas psychological capital partially mediated the relationship between these two variables. Further, coping was found to buffer against the harmful implications of COVID-19 stress on employee happiness.
Originality/value
In an effort to respond timely to the present pandemic scenario, the current study provides an account of the harmful effects of COVID-19-related stress on the workplace happiness of the Indian service sector employees. The study also offers insights into the possible mediating and moderating mechanisms in this relationship.