Muhammad Awais Bhatti, Norazuwa Mat and Ariff Syah Juhari
The purpose of this paper is to examine the mediating role of work engagement (vigor and dedication) between job resources (job characteristics, supervisor and co-worker support…
Abstract
Purpose
The purpose of this paper is to examine the mediating role of work engagement (vigor and dedication) between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance (task and contextual) rated by the supervisor.
Design/methodology/approach
A sample of 364 nurses and their supervisors was used. Structural equation modeling with Amos 17 was used to obtain a model fit with path significance of work engagement as the mediator between job resources and job performance.
Findings
The results found support for the proposed conceptual claim and confirm that work engagement with a two-factor model (vigor and dedication) mediates the relationship between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and with a multidimensional construct of job performance (task and contextual performance) rated by the supervisor.
Practical implications
The findings of this research will help human resource managers and professionals to further develop the working environment, provide job security and opportunities for employees to participate in decision making in a way that enhances employee work engagement, which, ultimately, improves employee job performance.
Originality/value
Past studies have not previously tested the two-factor model of work engagement (vigor and dedication) as the mediating variable between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance rated by the supervisor.
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Niriender Kumar Piaralal, Norazuwa Mat, Shishi Kumar Piaralal and Muhammad Awais Bhatti
The purpose of this paper is to investigate the human resource factors (rewards, training teamwork and empowerment) that affect service recovery performance (SRP) of customer…
Abstract
Purpose
The purpose of this paper is to investigate the human resource factors (rewards, training teamwork and empowerment) that affect service recovery performance (SRP) of customer service employees in life insurances companies. Life insurances industries in Malaysia are facing stiff competitions due to growing consumerism, changing consumer choices and expectations. SRP is very important aspect in the insurances firms toward retaining the customer and one of the key competitive advantages for sustainability and adding value to the organization in the future.
Design/methodology/approach
The data obtained from 350 customer service employees based on convenience sampling were analyzed using regression and hierarchical analysis.
Findings
There are two factors, namely, empowerment and training, affecting the SRP. The employment status moderated the relationship between reward and SRP. The limitations of this study have been noted and further research suggestions are also included that are very important for SRP.
Originality/value
This study has added knowledge regarding the factors that affect SRP, in general, and precisely in life insurance industries in Malaysian context.
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Wike Pertiwi, Sri Murni Setyawati and Ade Irma Anggraeni
The purpose of this paper is to examine the relationship between toxic workplace environments, negative workplace gossip and knowledge hiding, by exploring workplace spirituality…
Abstract
Purpose
The purpose of this paper is to examine the relationship between toxic workplace environments, negative workplace gossip and knowledge hiding, by exploring workplace spirituality as a moderating variable in this relationship.
Design/methodology/approach
This study focusses on private university lecturer in West Java, Indonesia. Data collection was carried out by distributing questionnaires to respondents offline and online via Google Forms. Data analysis was done by structural equation modeling (SEM).
Findings
The findings reveal that a toxic workplace environment and negative workplace gossip are positively related to knowledge hiding. In addition, it was found that workplace spirituality moderates the relationship between a toxic workplace environment and negative workplace gossip with knowledge hiding.
Research limitations/implications
This study extends the research model and research context of knowledge hiding in private universities. This research contributes to the social exchange theory literature by proving empirical support to confirm that there is a social exchange in interpersonal relations between academics.
Practical implications
This study extends the research model and research context of knowledge hiding in private universities, linking it to the conservation of resources theory. This research contributes to the social exchange theory literature by proving empirical support to confirm that there is a social exchange in interpersonal relations between lecturers.
Social implications
Leaders need to instill spirituality in lecturer so that they feel comfortable when working, and it indirectly reduces the effects of negative behavior such as negative gossip and a toxic environment that makes them willing to share knowledge.
Originality/value
To the authors’ understanding, this is the first study to examine workplace spirituality as a variable moderating the relationship between toxic workplace environment and negative workplace gossip with knowledge hiding in the college context.
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Ambaliga Bharathi Kavithai Ramesh and Balamurugan Sinnu
This study investigates how human resource training and development (HRTD) shapes workplace spirituality in higher education. It delves into key factors impacting spirituality…
Abstract
Purpose
This study investigates how human resource training and development (HRTD) shapes workplace spirituality in higher education. It delves into key factors impacting spirituality among academics, such as colleague support and e-learning initiatives. Through analytical tools like percentage analysis and Garret ranking, it divides workplace spirituality in academia, exploring the HR strategies that induce it.
Design/methodology/approach
(a) Type of research – Descriptive research (b) Area of research – The present study is taken up by the academicians as a respondent in selected colleges in Salem district. (c) Sampling technique – Simple random method was adopted. (d) Sources of data collection – The study comprises mixed data method that both types of data were adopted. (i) Primary data – Researcher conducted data by selecting a representative sample of the teaching faculties from various institutions employed in higher education in Salem. (ii) Secondary data – It is mostly gathered through content found on websites. (e) Method of data collection – Structured questionnaires were employed in this research to acquire the data needed for the investigation. Every item it is rated through five-point scale of with 1 denoting “Strongly Agree” to “Strongly Disagree,” this includes questions about the job, coworkers, seniors and training. (f) Research tools used – Descriptive statistics, Friedman test and Garret ranking.
Findings
Findings highlight the significance of encouraging colleagues, workplace development and online learning in fostering workplace spirituality. Faculty encouragement emerges as the most impactful HR practice, while development initiatives improve the reputation of training for new aspects. Notably, online training significantly affects workplace spirituality, increasing the influence of cultural training.
Research limitations/implications
Implications for future research arise, suggesting potential models for studying workplace spirituality in academia and sparking curiosity about the connection between HR practices and spirituality.
Practical implications
From a practical viewpoint, the study offers actionable insights for authorities to improve workplace spirituality by supporting colleagues and emphasizing growth strategies. It outlines clear steps for organizations to create more spiritually enriching work environments.
Social implications
Socially, the study advocates for healthier work cultures that impact society's perspective on work–life balance and employee well-being. It promotes positive work environments that benefit both individuals and society.
Originality/value
This paper's originality lies in its focus on how HRTD contributes to workplace spirituality in higher education. It emphasizes supporting colleagues, fostering growth and utilizing e-learning, offering unique insights into spirituality at work. The methodology, using structured questionnaires and statistical analysis among faculty, provides a distinct approach to studying this area.