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Based on Indian conceptualisation of workplace spirituality, this study aims to examine the linkage between four dimensions of workplace spirituality (swadharma, authenticity, lokasangraha and sense of community) and work-to-family (WTF) enrichment. It also explored the mediating effect of psychological and social capital and the moderating effect of gratitude.

A sample of 387 women employees of Indian hospitality industry was collected in three waves. The collected data were analysed in three stages. Firstly, reliability, validity and multicollinearity were assessed using appropriate statistical measures like Cronbach’s alpha, composite reliability and average variance explained. Secondly, the relationship between four dimensions of workplace spirituality and WTF enrichment were examined using correlation and hierarchical regression. Several demographic variables like marital status, age, experience and income level were controlled. Thirdly, the moderating effect of gratitude and mediating effects of psychological and social capital were analysed using PROCESS macro.

The results showed adequate reliability and validity estimates. Also, four dimensions of Indian workplace spirituality were significantly related to WTF enrichment with these dimensions of workplace spirituality collectively explaining 46.8% variations in WTF enrichment. The results also concluded significant meditating effect of psychological and social capital. It also asserted significant moderating effect of gratitude.

The study is based on longitudinal data collected to test seven hypotheses of the study.

This study evaluates gratitude's role in developing nonviolent work behaviour. It also examines the mediating effect of constructive deviance in the relationship between gratitude and nonviolent work behaviour.

The study is based on responses from 424 working professionals engaged in different Indian industries: banks, insurance, IT, manufacturing, hotel and software. The respondents were approached both physically and electronically using convenience sampling. Also, the data were collected in three phases four months apart, utilizing the benefits of a repeated cross-sectional research design. Structural equation modelling examines the relationship between gratitude and nonviolent work behaviour. Model fit indices are also assessed for two models (without a mediator and with a mediator). Total, direct and indirect effects are calculated using AMOS 21 to study the mediating effect of constructive deviance.

Findings reveal that all three dimensions of gratitude (lack of sense of deprivation, simple appreciation and appreciation for others) are positively associated with nonviolent work behaviour. The results also confirm the mediating effect of constructive deviance.

This is one of the pioneer studies exploring gratitude's role in ensuring nonviolent work behaviour.

Though violence is very much prevalent in modern organizations, unfortunately, researchers and practitioners have given very little attention in creating an organizational culture based on nonviolence. The purpose of this paper is to explore the relationship between individual spirituality and non-violence work behaviour. It also investigates the mediating role of four constructs of psychological capital (hope, optimism, resilience and self-efficacy).

Collected data is subjected to rigorous reliability, validity and common method biasness tests. Further mediation is analyzed with the help of hierarchical regression, Sobel test and bootstrapping estimates.

The results show that all four dimensions of psychological capital partially mediate the relationship of individual spirituality and non-violent behaviour at the workplace. The practical and theoretical implications of the study are also discussed.

Although the study produces significant results, it has certain limitations, too, which can be addressed in future research. Firstly, as psychological capital is a state like construct, the responses of the participants may vary from time to time, leading to biases. Secondly, the study is confined only to manufacturing, IT/ITES and financial institutions. It can be duplicated to other sectors as well to assess its generality. Future researchers may adopt both quantitative and qualitative methodology to explore the field. Even experimental research may help to understand these work behaviours. Although the study has been conducted in business organization the purpose is not to limit it to the workplace context. It is relevant to all sectors and across all domains.

The findings have revealed individual spirituality as a significant predictor of nonviolence behaviour at the workplace. Thus managers, leaders, policymakers or organizational development practitioners need to facilitate spirituality at the workplace and introduce spiritual-based interventions such as meditation, yoga and several other mindfulness practices. Even organizational training, which is considered to be essential to human resource development, needs to develop a spiritual development program and also to examine the impact of such programs on organizational outcomes (Dent et al., 2005). Organizational interventions that facilitate mindfulness practices, yoga and meditation will enhance nonviolence communication through empathy and compassion-based listening, meaningful dialogues, through connecting employees with universal human values/needs.

The primary objective of the study is to foster conflict prevention in society rather than conflict resolution. With the help of the study, the authors understand the importance of spiritual intervention and its impact on the elevation of people's values, beliefs and attitudes. Major organisations such as Apple, Google, Amazon, Microsoft and Facebook have already started to develop spiritual interventions at their workplace. It is an excellent time to capitalize on India's rich spiritual tradition that honours unity in diversity. Besides, an organization's facilitation to connect to employee’s actions with spiritual values can overcome cultural conditioning that triggers violence and help in making a more meaningful place to work. Thus, impacting the society from a macro perspective.

This is one of the pioneer studies that tried to unlock the “black-box” of mechanism through which individual spirituality impacts non-violent work behaviour.

This instant study explores the relationship between weight-based teasing and depressive symptoms in Indian college students. It further investigates the moderating effect of gratitude on depressive symptoms occurring due to weight-based teasing.

The study is theoretically based on Fredrickson's broaden-and-built theory (2001). PROCESS macro in IBM SPSS v21 was used to analyze the effect of gratitude in moderation of weight-based teasing and depressive symptoms. The study used correlation and regression analysis to assess the relationship between weight-based teasing and depressive symptoms.

The study has confirmed that weight-based teasing results in the development of depressive symptoms in Indian college students. The study has also revealed that gratitude casts a significant moderating effect on depression due to weight-based teasing, i.e. a reduction in regression weight of weight-based teasing.

This study is the first of its kind in India and will significantly add to the national literature on teasing and depression. Further, the study will help stakeholders like educators and policymakers to formulate psychological programs based on positive psychology 2.0 and gratitude to combat the rising issue of body shaming in India.

The study explores the relationship between workplace spirituality and work stress among university teachers. It also investigates the mediating effect of constructive deviance amid the association between workplace spirituality and stress among Indian university teachers.

The association between spirituality and stress is studied using correlation and multiple regression. The mediating effect of constructive deviance is examined using the Sobel test and bootstrapping estimates using Hayes' PROCESS macro. The hierarchical regression is used to report direct and indirect effects.

Findings reveal a significant negative association between the six dimensions of workplace spirituality and stress. The results also concluded the mediation effect of constructive deviance, which means workplace spirituality promotes constructive deviance that influences educators' stress levels.

The study is based on primary data collected by the author. It is one of the first explorations of the mediating effect of constructive deviance in the relationship of six dimensions of workplace spirituality and work stress among teachers.

Previous studies highlighted a shortage of scale to measure digital citizenship among Indians. Accordingly, this study examined the psychometric properties of Jones and Mitchell’s (2016) digital citizenship scale in the Indian context with the help of two independent studies.

In the first study, the factorial validity of the scale was determined using the exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). In the second study, Cronbach’s alpha (CA) and composite reliability (CR) values checked the internal consistency reliability of the scale. Also, convergent, discriminant and criterion validity were examined.

EFA recommended a two-factor structure explaining 58.219% of the total variance. The item loadings varied from 0.540 to 0.793. The Indian version of the scale showed one variation. In the original digital citizenship scale, the seventh statement (“I like to present myself online as someone was making positive choices”) was part of factor 1 (online respect); however, this study suggested that the seventh statement should be included in factor 2 (online civic engagement). In the second study, the acceptable (>0.70) values of CA and CR concluded the internal consistency reliability of the scale. The convergent validity was suggested by average variance explained values (>0.50). In addition, as expected, the Indian version of the digital citizenship scale reported a statistically significant positive correlation with Internet self-efficacy and a considerable negative relationship with cyberbullying. These findings concluded the criterion validity of the scale.

The Indian version of the digital citizenship scale showed appreciable psychometric properties among Indian students.

Technology has become all-pervasive and one of the essential requirements of life. The blessings of science and technology are countless, and today, it is almost impossible to imagine life without applications of technology. And at the same time, positive psychologists have advocated practicing gratitude for the betterment of personal and professional growth and development. But ironically, the area of gratitude toward technology remains unexplored. The purpose of this study is to investigate the difference in gratitude for the technological and non-technological aspects of life.

The first study compared gratitude for three parameters – sense of abundance, social appreciation and appreciation for others. The second study was based on the “counting blessing” exercise, in which respondents were asked to write five things for which they feel grateful in life. The Friedman test and Wilcoxon signed-rank test were used to compare the ranked data. In the third study, respondents were distributed into two groups. Both groups were given a puzzle to solve; first, group members were informed that they would interact with other human beings, and the second group was informed that they would interact with bots.

All three studies concluded that respondents are relatively less grateful for the contributions of technologies.

This is probably the first study that investigated gratefulness for technology.

The primary objective of the present study is to explore the relationship between workplace spirituality and work stress among offshore and onshore employees of the Indian oil and gas industry. The present study also tends to study the difference in the stress level of offshore and onshore employees of the Oil and Gas Industry.

The size of the sample for the present study was 202 respondents. It includes 128 onshore employees and 74 offshore employees of oil and gas companies. Respondents were mainly managers and supervisors working in various departments of Oil and Natural Gas Corporation (ONGC), Cairn India, Reliance India Ltd (RIL), Bharat Petroleum Corporation Ltd (BPCL) and Indian Oil and Gas Ltd (IOCL). Since the different level of stress is experienced by employees at different stages of the organizational structure, thus study selected population comprising of managers and supervisors since they are believed to face similar work stressors. A variety of statistical tools like mean, t-test, correlation and multi-regression is used for the analysis of collected data.

Results show that all six dimensions of workplace spirituality are significantly negatively correlated with stress for onshore employees. However, the sense of community and gratitude are found insignificantly associated with stress for offshore employees. Stressful offshore conditions and excessive specialization might not allow offshore employees to cherish the community at the workplace and also the virtue of gratefulness. The offshore employees might have a certain level of gratitude and community system, but it is not sufficient for the employees to perceive a lower level of work relates to stress. The result gives the impression that the normal working conditions (onshore workplace) provide adequate opportunity to workplace spirituality to transcend its impact on work stress.

This is one of the pioneer studies that examined the role of workplace spirituality and stress in stress management of offshore and onshore employees of Indian Oil and gas companies.

This study aims to develop a model to predict non-violent work behaviour (NVWB) among employees using machine learning techniques.

Four machine learning techniques (Naïve Bayes, decision tree, logistic regression and ensemble learning) were used to develop a prediction model for NVWB of employees. Also, 10-fold cross-validation method was used to validate the NVWB prediction models. The confusion matrix is used to derive various performance matrices to express the predictive capability of NVWB models quantitatively.

The model developed using random forest technique was identified as best NVWB prediction model, as it resulted in highest true positive rate and true negative rate, thereby resulting in the highest geometric mean, balance and area under receiver operator characteristics curve.

To the best of the authors’ knowledge, this is one of the pioneer studies that used machine learning techniques to develop a predictive model of NVBW.

The study examined the relationship between workplace toxicity and turnover intentions among Indian healthcare employees. It also explored the role of gratitude as a moderator in the workplace toxicity–turnover intentions relationship.

The study is based on a cross-sectional research design. The sample comprises 315 employees from the Indian healthcare sector. Approximately, 400 employees are approached both through email and office visits. Responses were received from 336 participants, and 21 incomplete questionnaires were discarded. The relationships between four variables of workplace toxicity and turnover intentions are examined using correlation and hierarchical regression. The moderation effect of gratitude is studied using the PROCESS macro in SPSS 21.

The results revealed that workplace toxicity could explain 45.8% variations in employees' turnover intentions. It also reported significant negative regression coefficients between all four dimensions of workplace toxicity and turnover intentions. It suggested that toxic health organizations may promote turnover intentions among healthcare employees. Also, findings recommended a significant moderating effect of gratitude amid the relationships of four dimensions of workplace toxicity and turnover intentions.

Hospital administrators must ensure that health professionals have the necessary support to remain effective in the field by providing a conducive working environment emerging from sound human resource practices that promote respect, collegial relationships, teamwork and collaboration. The present research demonstrates gratitude as one such factor that could act as a catalyst within the workplace. Practitioners could achieve a healthy work environment by developing complementary relief measures that build organizational capacities and improve its culture while sponsoring programs for individual employees that instill positivity through awareness of gratitude in everyday life.

This study offered a comprehensive understanding of workplace toxicity by investigating its four dimensions. Also, it is one of the pioneer studies that evaluate the role of gratitude in restricting workplace toxicity-induced turnover intentions.