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The present study is intended to examine the association between work passion (WP) (obsessive and harmonious) and job satisfaction (JS) of hotel employees in India. It further examines the mediating influence of psychological empowerment (PE) and organizational identification (OI) on the relationship. The study has taken conservation of resources (COR) perspectives to support the association.

This research work has used a time lag survey on a sample of 290 employees belonging to hotels located in four states of India. Structural equation modeling was utilized to test the hypothesized relationship.

Results derived from path analysis proved the hypothesized relationships. OI and PE were found to be the complementary mediators between workplace passion and JS.

The study was conducted on hotels, the research can be further expanded to other industries. Future research might examine the effect of increased WP, strong organizational identity and increased JS on some of the citizenship behaviors. The present study data were collected using self-report questionnaires; no data were collected to find out whether the passion for work or stronger OI with the hotel is an outcome of some unique initiative taken by their respective hotels.

Top officials can promote entrepreneurial culture, form employee-friendly policies, develop a climate of trust which in return will facilitate the cognitive as well as emotional satisfaction with the organization fostering WP and JS.

The researchers in past have mostly studied the harmonious passion and JS association but there is a dearth of studies exploring the obsessive passion and JS relationship in the Indian context. In addition, associating OI and PE in predicting JS can also add as a unique contribution to the literature.

The present research work is intended to investigate the work passion and job satisfaction relationship of social workers in Delhi/NCR and examine the influence of belongingness and psychological empowerment on the association. The study has used self-determination theory to support the relationship.

The study used the standardized instruments to assess the relationship. Statistical tools such as SEM, convergent and discriminant validity, reliability, and moderated regression analysis were used to analyze the data.

The study found that psychological empowerment and belonging moderated the association between passion and job satisfaction.

HR managers and practitioners should promote a culture of openness, empowerment, collectivism, and meaningful work to ensure the fulfillment of psychological needs of the social workers.

The fulfillment of psychological needs can become a significant motivator for the social workers as due to political and administrative constraints, giving financial incentives or introducing variable financial pay would not be possible.

The authors were not able to locate any paper exploring the relationship between work passion and job satisfaction of social workers. The present research work proposes that there are certain psychological needs, which can be fulfilled other than monetary needs in order to motivate social workers for their work.

Utilising componential theory of creativity the study aims to examines the roles of green transformational leadership, organizational culture and green mindfulness as antecedents of green creativity.

A three-wave data collection method was used to collect data from the 304 hotel employees belonging to hotels located in the tourist’s location of India. The study used PROCESS macro to test the hypothesized model.

The results found a significant serial mediating effect of green organizational culture and green mindfulness for strengthening the association between green transformational leadership and green creativity.

The study establishes that a transformational leadership can bring about a much-needed green turnaround and thus makes significant practical contribution. As customers are becoming environmentally conscious, the industry can translate the green practices and motivate their subordinates by exhibiting the environmentally conscious behaviour and exhibit the same in their actions at work.

The current research work expands the body of literature on green transformational leadership and green creativity nexus in tourism and hospitality industry by exploring the boundary condition that increases the strength of this relationship.

The present paper intends to study the relationship between Machiavellianism and effectiveness. It investigates the parallel mediating effects of self-esteem and ethical leadership on Machiavellianism and leader effectiveness.

The study was administered to 260 managers from the banking sector. Statistical tools, like descriptive statistics, Pearson product moment correlation, reliability analysis, validity analysis and parallel-mediated regression analysis, were used to analyze the data. Drawing from the conservation of resource (COR) theory, a parallel mediation model was empirically tested.

The study found a negative association between Machiavellianism and leader effectiveness, and the parallel mediating impact of self-esteem and ethical leadership reduced the impact of Machiavellianism on leader effectiveness.

The work suggests that the banking sector leaders can adapt ethical behaviors to create positive leader–member relations contributing to increased organizational efficiency and productivity.

The unique contribution of the study includes determining the mediating roles of self-esteem and ethical leadership, especially in the Indian context. Despite the availability of past studies on the constructs, the studies on the parallel mediating relationship between Machiavellianism and effectiveness was limited.