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In the emergent context of the digital transformation of learning processes, this study aims to examine the influence of students' digital learning orientation on their innovative behavior, mediated through readiness for change. Furthermore, we investigate how organizational learning culture moderates the aforementioned mediated relationship. From an educational sector stakeholders' perspective, elaborations are made on how the constructs will aid in facilitating and nurturing the sustainable development of educational organizations.

The respondents for this descriptive study were drawn from a student sample, who had taken up postgraduate courses in science and technology streams, in a prominent university in India. Self-reporting questionnaires were administered among the respondents, who were selected through random sampling. Measurement model analysis was done using IBM AMOS 21.0, and path analytic procedures using PROCESS 3.0 macro were used to test the proposed hypotheses.

The results revealed that digital learning orientation had a significant indirect effect on innovative work behavior, through readiness for change. Also, the conditional indirect effects of digital learning orientation on innovative work behavior, mediated through readiness for change, were influenced by organizational learning culture as the moderator, specifically when the levels of the moderator were low. At optimal levels of an organizational learning culture, digital learning orientation had a significant influence on innovative behavior, through higher readiness for change. However, beyond a certain threshold, organizational learning culture does not have a significant influence on predicting outcomes.

This study is pioneering in conceptualizing and testing a theoretical model linking digital learning orientation, organizational learning culture, readiness for change and innovative behavior. The study is relevant especially in the context of today's students being referred to as “digital natives,” and it, thus, becomes imperative to understand how the same can be translated into work outcomes. Educators are suggested to facilitate an organizational learning culture that is conducive to nurturing positive outcomes among digital native students. Efforts should be oriented toward undertaking teaching pedagogies that will include more of digital gadgets and technologies, enabling higher experiential learning.

Spiritual leadership focuses on intrinsically motivating the workforce though shared values, attitudes and behaviours and is about achieving organizational excellence through shared aspirations. In the context of tough competition among organizations and relentless disruptions of existing business processes, leaders look forward to devise strategies that will help keep their employees stay alongside, offering constructive criticisms as well. This study aims to examine the influence of spiritual leadership style on employees' intention to stay with the organization, mediated through their voice behaviour.

This cross-sectional study followed a descriptive research design, and data were collected from 357 employees working in the information technology sector in India. Validated instruments in the existing literature were used among the sample respondents, and structural equation modelling was done to test the proposed hypotheses.

The findings of the study suggest that employees' experience of dimensions of spiritual leadership style had varying influences on their voice behaviour and intention to stay with the organization. Also, employee voice behaviour mediated the relationships between two dimensions of spiritual leadership (hope and altruistic love) and intention to stay, but not the relationship between vision and intention to stay.

This study is pioneering in conceptualizing and testing a theoretical model linking spiritual leadership style, employee voice behaviour and their intention to stay with the organization. The results of the study emphasis the need for cultivating a leadership style of shared vision, value congruence and facilitating standards of excellence grounded on values of integrity, humility, compassion and perseverance. Implications for management development on how to promote employee voice behaviour are also discussed.

This study aims to examine the influence of workplace spirituality on employee loyalty toward the organization, mediated through well-being at work. Furthermore, the study endeavors to test the difference in conceptual model estimates, across two groups of employees: those who work on contract/temporary and permanent basis. The study gains relevance particularly in the context of the emerging sharing economy, where jobs are primarily characterized by short-term contracts and freelancing.

This descriptive study was conducted among a sample of 523 educators working in private educational institutions in India. Self-reporting questionnaires were administered among the respondents, who were selected through the purposive sampling method. Structural equation modeling and multi-group analysis were done to test the proposed hypotheses.

The analysis revealed that workplace spirituality enriched employee well-being and loyalty toward the organization and evidence were found for indirect effects too. Variances were observed in the relationships, with respect to the different employment statuses of the personnel. Significant differences in the relationships were not found across temporary and permanent employment statuses. Interestingly, temporary employees experienced stronger influences between meaningful work, well-being and word-of-mouth. Results suggest the relevance of understanding employees' differential work experiences and attitudes and thus facilitate human resource strategies accordingly.

This study is pioneering in conceptualizing and testing a theoretical model linking workplace spirituality, well-being at work and employee loyalty, particularly in the context of employees who differ in their employment status, which is a critical aspect of modern-day organizations. Unlike traditional workplaces, in recent times, people come together and work along for shorter terms, as the case of a sharing economy and the thus emergent interpersonal dynamics between each other and with the workplace has significant repercussions on the organization. Theoretical and managerial implications with regard to the experience of workplace spirituality and job outcomes are elaborated, thus striving to fill a gap in the existing literature.

Numerous studies have examined effective or positive leadership styles and their effects on employees and organizational outcomes. In recent years, toxic leadership has drawn the attention of several organizations, and toxic managers undoubtedly harm an organization’s social, economic and individual quality of life. This study aims to examine academicians’ perceptions of toxic leadership behavior exhibited by their immediate leaders in the higher education sector.

A qualitative interpretive phenomenological research design was used, and data was analyzed using Clarke & Braun’s thematic analysis method. Data were collected through individual semi-structured interviews with 26 teachers from the technical education sector within higher education who had five years or more of experience in the higher education sector.

Five themes emerged from the teacher's narratives based on the research questions that were framed with the help of expert opinions and a thorough literature review (“frequency of occurrences,” “outward behavior,” “repercussions,” “coping strategies” and “support mechanisms”). Using the NVIVO 14.0 software, auto-coded themes were generated and corroborated with the findings. The triangulation of outcomes reveals toxic behaviors exhibited by the leaders in universities and colleges, which conforms with the toxic leadership literature.

This study advances the understanding of the harmful or toxic side of leadership, specifically in the higher education sector. This work advances earlier studies in the field by examining teachers’ perceptions of toxic leadership behavior exhibited by their leaders in the higher education sector. The study continues by highlighting areas of toxic leadership research that are yet to be explored in academic literature and are still to be studied.

Under the tenets of conservation of resources and role theories, this study has aimed to draw up and test a moderated-mediation model. The model postulates job burnout (JB) as a mediator between role stress (RS) and organizational commitment (OC) while transformational leadership (TFL) as a moderator to such mediation.

For this cross-sectional study, multisource field data from the service industry was collected using a convenient sampling procedure. A total of 354 employees participated in the anonymous survey. The proposed model of the study was tested with a hierarchical regression approach using Hayes PROCESS macro.

The data fitted best for the four-factor measurement model of the study. Afterward, the authors found that RS directly affected employees’ perception of OC. The relationship between RS and OC was partially mediated by JB. The authors ascertained the transformational leader’s buffering role between the RS-JB relationship and the transformational leader’s contingent indirect effect as well.

This research is a first-of-its-kind investigation into enlightening the direct and indirect link via JB between RS and OC and the moderating effect of TFL on such indirect effect in a rarely studied organizational setting of a developing country.

This study aims to examine the association between workplace spirituality (WPS) and individual’s work engagement (WE) and also the mediating effect of individual’s psychological conditions [psychological meaningfulness (PSYM), psychological safety (PSYS) and psychological availability (PSYA)] on this relationship.

Grounded on Kahn’s personal engagement theory, a model has been developed with WPS as an independent variable, individual’s psychological conditions (PSYM, PSYS and PSYA) as the mediators and individual’s WE as the dependent variable. Based on the online responses from 510 millennial employees working in Fortune 500 manufacturing and service industries operating in India, analysis has been undertaken using confirmatory factor analysis, Pearson correlation and PROCESS macro of Hayes (2017).

WPS has been noted to influence individual’s WE positively and there is a partial mediation of PSYM, PSYS and PSYA on this relationship.

The present study is able to extend the scope of Kahn’s personal engagement theory.

Leaders and HR administrators can use the framework to ensure positive engagement levels for the millennial workforce. It will also help to reduce job dissatisfaction and burnouts at the workplace.

The present study contributes to understanding WE through the lens of WPS. It adds to the existing knowledge by explaining the mediation of the psychological conditions between spirituality and WE among millennials working in India. To the best of the authors’ knowledge, this study can be considered one of the first studies that has attempted to understand the role of WPS and psychological conditions on WE levels of millennials.

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.

(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 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.

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.

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.

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.

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.