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The purpose of this paper is to examine a hypothesized model investigating the influence of workplace spirituality on turnover intentions through the academics loneliness in universities in Jordan.

A translated pre-determined survey on a sample of Jordanian academics from universities was used. A total of 381 usable returns were collected for the analysis (i.e. response rate of 84.6 percent). Structural equation model (SEM) and tow-step modeling approach using AMOS were implemented to obtain the best fit model and to determine the role of loneliness in work as a mediator between workplace spirituality and voluntary turnover intentions.

As predicted, the hypothesized model best fits the data. The results of simple mediation analysis and SEM also contribute to the clarification of the causal relations between workplace spirituality and turnover intentions in one hand and workplace spirituality and loneliness in work on the other hand. Moreover, the results revealed that the influence of workplace spirituality on voluntary turnover intention was partially mediated by loneliness in work. The results support a partial mediation relationship as the total effect of workplace spirituality on voluntary turnover intentions attenuated slightly but remained significant upon the introduction of loneliness in work.

The results of this study might only be generalized to universities and similar contexts. Moreover, although the sample of the study was yielded from sample in Jordanian universities, the common methods bias might be a problem in generalizing the results.

The findings could provide decisions makers with valuable insight to focus on building training programs in order to understand the benefits of enriching spiritual environment and be more supportive of spirituality movement. Furthermore, organizations can design some of activities that make work environment more meaningful.

This study is unique as it is the first that examined theoretically and empirically the influence of workplace spirituality on turnover intentions through loneliness in work on a sample of Jordanian academics.

Job crafting is recently argued to have five dimensions (Nielsen et al., 2017): increasing challenging demands, decreasing social demands, increasing social job resources, increasing quantitative demands and decreasing hindrance demands. The purpose of this study aimed to investigate the psychometric properties and construct validity of the five-factor model of job crafting, introduced by using a sample of Jordanian university employees.

A pre-determined survey on was used. Accordingly, 513 professional workers in several universities completed the survey. Cronbach’s alpha was used to assess the internal consistency of the scale, whereas series of confirmatory factor (CFA) analysis and exploratory factor analysis (EFA) were conducted to assess the scale’s factorial and discriminant validity. Other tests were also conducted.

As predicted, the proposed model best fit the data. Statistical analysis yielded several findings. First, the results of the reliability test revealed that the five sub-scales of job crafting had significant and sufficiently strong internal consistencies. Second, the results showed that the 15 items loaded significantly with a factor loadings more than 0.50. Third, the CFA results confirmed that the five-factor model best fitted the data in comparison to the one-factor model. Finally, the construct validity of JCRQ-15 was confirmed through its correlation with several validating variables.

Some limitations need to be addressed. First, the sample came from participants working in specific Jordanian universities which may limit the generalization that could be made from the results to other occupations. Second, due to the cross-sectional design of the present study, the question remains whether the JCRQ-15 are stable overtime. Third, the common methods bias might be a problem because it is one of the main sources of measurement error in validation studies using self-reported scales.

The present study provided an early supportive evidence for the use of the JCRQ-15 as a valid measure of job crafting in the Jordanian context.

The purpose of this study was to investigate the relationship between job crafting and work engagement and the potential mediating effect of organizational happiness on this relationship.

A sample of 256 full-time employees from various industries such as automobiles, retail, real estate, petrochemicals, investment, industrial and education, working at top 50 Forbes Middle East companies in UAE, were surveyed to gather data on job crafting, organizational happiness and work engagement. The study used an empirical research design, with data collected through surveys.

The results of this study, obtained through a two-step structural equation modelling approach, indicate that job crafting has a positive and direct influence on both organizational happiness and work engagement. The findings also suggest that the relationship between job crafting and work engagement is partially mediated by organizational happiness.

The findings emphasize the need for human resources (HR) professionals to develop programmes and training workshops focused on cultivating these concepts, particularly as remote and blended working arrangements become more prevalent. In addition, the study highlights the global impact of employee disengagement on financial losses and stresses the importance of revising HR policies in the UAE to mitigate potential risks. Lastly, the study suggests that enhancing happiness and reducing disengagement can be achieved through training managers and employees in task structuring techniques, emphasizing the teachability of job crafting skills through interventions that align tasks with employees’ interests.

To the best of the author's knowledge, this is the first study to theoretically explore and empirically test a proposed model on the relationships between job crafting, organizational happiness and work engagement in the context of the UAE.

Continuous performance management is an emerging global phenomenon adopted by the human resources management discipline that is decentralizing the way performance management is traditionally executed within organizations. This study aims to examine the impact of continuous performance management (CPM) on turnover intention in the banking sector in Dubai and to identify the mediating roles of employee motivation and job autonomy.

The study used surveys to collect primary data from 375 employees at 15 banks operating in Dubai to explore the relationships among CPM, employee motivation, turnover intention, as well as perceived job autonomy. Through a robust analytical methodology that included exploratory factor analysis and confirmatory factor analysis, multiple regression and parallel mediation analysis using the Hayes process macro, not only were the factor structures validated, but the relationships between the constructs were also uncovered. This comprehensive research process helped the present study delve into the depths of the study’s subject matter, thereby enhancing the value of the study to the extant literature which given the multicultural orientation, further contributed to the comprehensiveness of the conceptual relationship between the variables.

From the findings, the current study concludes that the key predictors of employee motivation, job autonomy and turnover intention in the banking sector among employees were CPM factors. In addition, based on the findings from the Hays process macro parallel mediation analysis, the current study identified the mediation effect of employee motivation and job autonomy between CPM and turnover intention. With the confirmation of all the research hypotheses, the output from this study is valuable to HR academicians and practitioners seeking to understand CPM and how to implement performance management drivers for the purpose of employee development and retention.

This paper’s originality lies in its examination of the burgeoning trend of CPM within the unique context of the GCC banking sector, a sector-specific focus that offers fresh insights into the adoption and impact of CPM in a regional context.

This paper aims to report the findings of a study examining the role of workplace envy as a mediator between set of antecedents and consequences. A theoretical model proposed to be tested empirically by Mishra (2009).

A pre-determined questionnaire was completed by 169 employees working in several jobs at four organizations in Jordan. Only 142 were usable for the present study, resulting in a response rate of 84 per cent. The data collection period took only one month from March 2017 to April 2017.

Six hypotheses were developed in this study. The results from multiple-regression analysis indicate that the three proposed antecedents (i.e. neuroticism, conscientiousness and perceived competitiveness) significantly predict workplace envy. In addition, workplace envy significantly predicts counterproductive behaviours and organizational citizenship behaviour.

Organizations must set a range of methods that help in reducing the envy at work. A starting point to do that is to measure both; the levels of envy and its main determinants among all employees in the organization. After this assessment, the aim is to build intervention methods aimed at striving to reduce workplace envy. Furthermore, the proposed model of this study may provide managers with new insights into reducing envy at work. These might be, but not specific to: stress management programmes, teaching employees ethical solutions for conflicts at work and conducting informal activities between employees.

This is one of the studies, to author knowledge, that tested variety of antecedents and consequences of workplace envy in a Jordanian context. As a result, testing the proposed model addresses previous research concerns that envy has not thoroughly investigated and requires empirical consideration.

Providing employees with meaning in their work has inspired numerous researchers to study the role of personal meaningful work and its related outcomes. Despite this high level of interest, the theoretical views and methodological approaches used to explore this concept still require refinement and development. Without a comprehensive review of these views and approaches, the concept of meaningful work will remain an ill defined notion. The purpose of this paper is to address this gap with a review of the theoretical and empirical research on meaningful work.

The paper includes a discussion on the concepts of “meaning” and “work”, and its importance and the sources for conceptual confusion, and a synthesis of the common features that form the idea of meaningful work in numerous empirical and theoretical studies.

The paper found meaningful work is derived when the employee has a perfect understanding of the nature and expectations of the task environment (i.e. the work has a clear goal, purpose and value that is connected to the employee), the employee feels a sense of fit or congruence between their own core values and the job requirements and organizational mission and goals, and when perfect understanding exists of how employees’ roles contribute to the purpose of the organization.

As part of an effective HRM strategy, organizations should actively encourage and develop managers’ abilities to redesign jobs and the climate to build enhanced feelings of meaning in work. Furthermore, organizations can promote greater experiences of meaningful work among employees by implementing the “job crafting” concept. Also, the role of top management is to focus on job elements that would possibly change personal needs of employees and hence perceive their jobs to be more meaningful.

Given the limited amount of recent literature focused on defining meaningful work, this paper provides valuable resources to help organizations succeed in their understanding of how to engage in creating meaningful work environment. It also examines the underlying features that constitute the meaningful work concept and offers guidance for future research by presenting the current state of knowledge about meaningful work.

This paper reports the findings of a study examining the relationship between transformational leadership and work engagement through the mediating role of meaning in work.

Transformational leadership, work engagement and perceptions of meaning in work were assessed in an empirical study based on a sample of 530 full‐time employees working in Australia.

The results from structural equation modelling reveal that the transformational leadership style influences followers’ attributes of work engagement. The direct relationship between transformational leadership and work engagement was found to be partially mediated by employees’ perceptions of meaning in work.

Industry reports show that globally, the number of unengaged employees have increased, costing nations billions in productivity losses. We present a model that could help reduce these losses by providing human resource managers with new insights into developing training programmes that could improve transformational leadership behaviours in the workplace. These programmes could help re‐design the context of work to make work more meaningful.

The relationship between transformational leadership style, perceptions of meaning in work and work engagement were explored theoretically and tested empirically in an Australian context.

The purpose of this paper is twofold: investigate job resources as a moderator in the relationship between transformational leadership and employee engagement in service sector organizations, and investigate the relative importance of each dimension of job resources in relation to employee engagement.

Quantitative data were collected using a survey design for which 187 employees responded. These employees were sourced from retail stores across ten shopping malls located in Trinidad.

Findings from a hierarchical multiple regression supported the first two hypotheses and showed that transformational leadership was positively related to employee engagement and job resources moderated the relationship between transformational leadership and employee engagement. However, findings from structural equation modeling did not support the third hypothesis because supervisor support was negatively related to employee engagement.

Implications for service organizations include the provision of adequate job resources so that the effect of transformational leadership on employee engagement can be realized. Specifically, organizations must provide job control to employees, promote free access to information, create an innovative climate and develop a supportive work climate. Instead of focusing on the job resource of supervisor support, service organizations may need to build an environment that stimulates coworker support.

This study not only adds to the limited body of research on organizational leadership in emerging markets, but also contributes to the field of organizational behavior by showing an important condition (i.e. job resources) under which the relationship between transformational leadership and employee engagement varies and unraveling the dimensions of job resources in relation to employee engagement.