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The purpose of this study is to determine the role of perceived supervisor listening (PSL) on employee organizational citizenship behavior Islamic perspective (OCBIP) with several mediating variables as a link.

The research was conducted using a purposive sampling technique with a total sample of 100 employees in Islamic financial institutions (IFIs). The collected data were analyzed using SEM-PLS.

The results of this study indicate that PSL is one of the factors that can improve OCBIP attitudes among employees of IFIs. In addition, this study also shows the role of job motivation and satisfaction in mediating the relationship between PSL and OCBIP. However, the results do not indicate affective commitment.

Based on the results of this study, the leadership of IFIs must be able to develop superior attitudes in OCBIP to increase employee motivation and satisfaction and help increase company productivity.

This study confirms the importance of the role of leaders in shaping positive employee behavior and strengthens the literature related to OCBIP variables that can be used for Islamic-based organizations.

Drawing on organismic integration theory, we aim to examine whether the reasons independent contractors choose contract work are related to their on-the-job motivation and job satisfaction and whether their perceived support enhances positive (or buffers negative) effects.

We collected data at three separate time points from 241 adjunct instructors to test a moderated mediation model using bootstrapping analyses.

The positive relationship between pull factors (e.g. autonomy) and job satisfaction is fully mediated by the autonomous motivation contractors experienced at work. The inverse relationship between push factors (e.g. inability to secure desired work role) and job satisfaction is not mediated by autonomous nor controlled motivation experienced at work. Contractors' perceived organizational support does not moderate the relationship between either push or pull factors and autonomous motivation. Post hoc analysis shows a moderating effect of perceived supervisor support on the nonlinear relationship between push factors and autonomous motivation.

Recruiting individuals drawn to the benefits of contract work may have important implications for worker motivation, job satisfaction and potentially beyond. Moreover, organizations may consider whether existing support resources and infrastructure are appropriate for contractors.

Despite the abundance of evidence demonstrating the benefits of organizational and supervisor support among traditional employee populations, such support may be of limited value to those drawn to contract work.

The purpose of this study is to determine whether the pandemic affects the motivation and job satisfaction of university researchers as a whole and by their separate groups by gender, age, academic position (career stage) and degree.

The authors studied French universities for changes in motivation and job satisfaction among researchers under the impact of the COVID-19 pandemic. For this, two hypotheses were tested, using the one-way ANOVA parametric test and the Kruskal–Wallis nonparametric statistical test with the data collected during the in-depth interviews and surveys with university researchers from the Paris Diderot University and Jean Moulin University of Lyon III in 2019 and 2021.

There were found significant differences between changes in motivation and job satisfaction of respondent groups by gender, career stage and scientific degrees. All these differences in changes confirm hypothesis about the significant impact of the pandemic on certain motivators and elements of job satisfaction of various groups of university researchers. The study showed that pandemic restrictions and fears positively affect the motivation and job satisfaction of the younger generation of researchers and males, and negatively on the older generation and female researchers. During the pandemic, early-stage researchers are mostly unhappy only with the salary and the lack of teaching skills. While experienced and senior researchers do not have time to fulfill all their duties due to overload by a combination of different forms of teaching, many teaching hours, administrative duties and mastering new communication tools.

The results capture the selective impact of pandemic restrictions, its physical and mental effects on academic staff. Although only two universities in a single country were considered, the findings show the heterogeneity of the perception of new (pandemic) working conditions by different groups of university workers. If such heterogeneity is revealed in the example of two universities, then it is very likely to be observable also in broader studies.

The results of this study can help university administrations, higher education regulators and national research agencies address the needs of all groups of researchers, alleviating the most acute restrictions and fears caused by the pandemic and providing the necessary incentives for relevant groups, e.g. higher salary, teaching school and awards for young researchers and a lower teaching loading for experienced and senior researchers.

This is the first study that define pandemic impact on motivation and job satisfaction of university researchers in France.

Motivation of the employees is extensively considered as an antidote for the overall success of the organizations. This study primarily aims to investigate the impact of motivation on the job performance of university librarians in Pakistan.

Quantitative research design followed by a survey method under an extended theory of motivation was applied. Data were collected from 123 professional librarians of 79 university libraries in Punjab province, Pakistan. The study tested hypotheses having used regression statistical test through Statistical Package for Social Sciences Software (Version 26).

Results of the study revealed that motivation (intrinsic and extrinsic), the expectation of benefits, satisfaction of meta needs and challenging situations have a strong positive impact on the optimum job performance of university librarians.

This research has theoretical implications for the researchers and practical insights for human resource managers to get maximum outcomes for organizational development. The results of the study may be generalized to the university libraries of other countries having similar socio-economic and cultural situations.

This study developed a framework based upon empirically tested hypotheses that might be used as drivers for different motivation practices to augment employees’ commitment to the organizations.

Given the cruciality of construction workers' safe behaviors, the possible influential factors on workers' behaviors should be studied, and one of these factors is characteristics. The authors identified emotional intelligence (EI), motivation and job burnout as characteristics that might affect a worker's safety behavior, and the aim of this study is to investigate these possible relationships.

Workers' EI, motivation and job burnout status were assessed by a structured interview. Furthermore, workers' safety behaviors were assessed by a checklist derived from national codes, regulations and other research studies. Then, the researcher's observations took place, and the data were acquired.

EI and motivation of workers were able to predict safety behaviors, and the effect of job burnout on safety behaviors was not significant. In addition, motivation's influence on job burnout was not significant. Therefore, in order to promote safety behaviors, the EI and motivation of workers need to be taken into consideration.

The results indicate why construction managers should consider the workers' EI and motivation competencies and how this consideration could lead to safer and better performance in construction projects.

The possible effects of EI, motivation and job burnout on the safety behaviors of construction workers haven't been paid enough attention. Moreover, the authors couldn't find a study similar to the present one that was conducted in Iran. Also, an original model was presented, and safety behaviors were studied through fieldwork rather than using questionnaires.

The present study is to develop an additional perspective on when and why psychological detachment and job crafting behaviors in predicting employee engagement through spirituality and intrinsic motivation. It was hypothesized that spiritual employees are better able to detach themselves from work and craft their job according to their preference and abilities, which would inculcate experience and make them intrinsically motivated and thereby leading to employee engagement.

The sample comprised 408 employees, who are employed in different organizations across India. To test the hypotheses, the author conducted structural equation modeling on SPSS AMOS 22.

The results highlight the partial mediating role of spirituality in the association of psychological detachment with intrinsic motivation as well as between job crafting and intrinsic motivation. The results highlight the fully mediating role of intrinsic motivation in the association of psychological detachment with employee engagement as well as between job crafting and employee engagement.

This study has depicted that spiritual employee who are psychologically detached and have proactive job crafting behavior can achieve higher intrinsic motivation and more engaged.

On the basis of the broaden and build theory, self-determination theory (SDT) and the recovery process (i.e. the effort-recovery model), this paper demonstrates that spirituality plays the role of predictor that drives psychological detachment and encourages job crafting, which has the ability to intrinsically motivate the employee and are able to more engaged in work.

The researchers aim to investigate the role of psychological capital (PsyCap) in facilitating intrinsic motivation and goal-commitment among employees at the workplace, affecting outcome variables, namely, in-role and extra-role job performance.

Data were collected from 640 employees working in the information technology sector of India. Covariance-based structural equation modeling (CB-SEM) was used to test the hypothesized relationships.

Analysis revealed a significant positive impact of PsyCap on the two behavioral facets of job performance. Intrinsic motivation and goal-commitment were found mediating the influence of PsyCap on the two facets of job performance.

The information technology sector is characterised by continuous change. It requires voluntary prosocial behavior from employees, where the employees are expected to display multifaceted job performance behaviors, where they go beyond their job duties to cater for the dynamics of the IT sector. The present study provides means by which intrinsic motivated and goal-committed behavior are facilitated for both the in-role and extra-role job performance.

The present study is among the few preliminary studies that have provided evidence that intrinsic motivation and goal-commitment are the two variables which aid PsyCap in predicting both the prescribed and voluntary job performance behaviors.

Employees often reframe their work roles and ascribe meaning to their jobs, which is called cognitive job crafting (CJC). Although scholars have identified the importance of CJC, there remains a lack of evidence on what motivational characteristics affect initiating such cognitive changes and how these cognitive changes affect one’s well-being. Drawing on job design and self-determination theories, this study aims to investigate how intrinsic motivations affect CJC and, thus, optimize affective well-being (AWB) through cognitive changes.

The cross-sectional data were collected using online questionnaires from 327 white-collar employees working in various organizations. The validity of the hypothesized model was tested by using structural equation modeling. Hypotheses were tested using Process analysis.

The findings showed that intrinsic motivations (i.e. self-determination and meaning) were positively related to CJC, which resulted in increased positive affection and decreased negative affection, reflecting a mediating mechanism.

The authors suggest that practitioners can enhance employee well-being by implementing policies that value proactive job redesign strategies (e.g. job crafting training). Thus, the practitioners may motivate employees to craft their jobs, which leads employees to engage and perform well.

The results of this study contribute to a deeper understanding of job crafting initiatives by providing evidence for the role of motivational and cognitive mechanisms that help optimize well-being at work.

It has been a tremendous challenge for organisations to navigate and survive the COVID-19 pandemic. This paper proposes a novel multi-level conceptual model, based on the resource-based view (RBV), to address the pandemic crisis and highlight the importance of strategic human resource management (SHRM) in promoting employee motivation and organisational resilience. The paper aims to provide insights and practical guidance for organisations to leverage their internal resources and capabilities to thrive in the post-pandemic landscape.

This paper conducted a comprehensive literature review of the existing research on the impact of the COVID-19 pandemic, SHRM, RBV, job satisfaction, turnover intentions and organisational resilience, covering the main contributors to this research stream and their findings.

The conceptual model presented in this paper offers five testable propositions to examine the impact of the COVID-19 pandemic on employee motivation and organisational resilience and how organisations can navigate challenging times through SHRM, which enables RBV. It highlights the foundational role of RBV and identifies the resources employed by SHRM as intervening constructs that significantly enhance employee outcomes, including motivation, job satisfaction, turnover intention and organisational resilience.

The proposed model counsels that organisations need to look beyond the straightforward application of SHRM and should enable the RBV climate to protect and uphold employee motivation and organisational resilience. Finally, measurement and analysis implications are presented for future research opportunities and managerial interventions to mitigate the impact of difficult times such as the COVID-19 pandemic.

Currently, there is a lack of research regarding the conceptualisation of the COVID-19 pandemic and its impact on employee and organisational resilience. Therefore, the proposed model discusses the significance of the alignment of SHRM and RBV as a moderator of the relationships between the impact of COVID-19 pandemic, employee motivation and organisational resilience.

Stand-up meetings have received attention for their functional effectiveness in the workplace, but they can also cause affective reactions among attendees. These reactions can affect workplace attitudes and alter the way that employees view and perform their work to the benefit or detriment of the organization.

Following the tenets of the job characteristics model (JCM), a study was conducted on relevant stand-up meetings' effects on beliefs about the meaningfulness of one's work and subsequent motivation. Further analysis explored the effects that meeting load (i.e. the number of meetings) has on the outcomes of meetings.

Consistent with hypotheses, stand-up meeting relevance has an indirect effect on work motivation through work meaningfulness. Meeting load moderates both the indirect effect, such that the effect is stronger at higher numbers of meetings, and the direct effect on work meaningfulness in the opposite direction, as the effect is strongest with fewer meetings.

Organizations should ensure that stand-up meetings are relevant to all attendees and hold the meetings at an appropriate regularity for the best outcomes.

This work examined the stand-up meeting. Most prior meetings research has focused on meetings as a whole or other subtypes and examine meeting relevance and contribution to employee motivation through the lens of JCM.