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This study evaluates gratitude's role in developing nonviolent work behaviour. It also examines the mediating effect of constructive deviance in the relationship between gratitude and nonviolent work behaviour.

The study is based on responses from 424 working professionals engaged in different Indian industries: banks, insurance, IT, manufacturing, hotel and software. The respondents were approached both physically and electronically using convenience sampling. Also, the data were collected in three phases four months apart, utilizing the benefits of a repeated cross-sectional research design. Structural equation modelling examines the relationship between gratitude and nonviolent work behaviour. Model fit indices are also assessed for two models (without a mediator and with a mediator). Total, direct and indirect effects are calculated using AMOS 21 to study the mediating effect of constructive deviance.

Findings reveal that all three dimensions of gratitude (lack of sense of deprivation, simple appreciation and appreciation for others) are positively associated with nonviolent work behaviour. The results also confirm the mediating effect of constructive deviance.

This is one of the pioneer studies exploring gratitude's role in ensuring nonviolent work behaviour.

Though violence is very much prevalent in modern organizations, unfortunately, researchers and practitioners have given very little attention in creating an organizational culture based on nonviolence. The purpose of this paper is to explore the relationship between individual spirituality and non-violence work behaviour. It also investigates the mediating role of four constructs of psychological capital (hope, optimism, resilience and self-efficacy).

Collected data is subjected to rigorous reliability, validity and common method biasness tests. Further mediation is analyzed with the help of hierarchical regression, Sobel test and bootstrapping estimates.

The results show that all four dimensions of psychological capital partially mediate the relationship of individual spirituality and non-violent behaviour at the workplace. The practical and theoretical implications of the study are also discussed.

Although the study produces significant results, it has certain limitations, too, which can be addressed in future research. Firstly, as psychological capital is a state like construct, the responses of the participants may vary from time to time, leading to biases. Secondly, the study is confined only to manufacturing, IT/ITES and financial institutions. It can be duplicated to other sectors as well to assess its generality. Future researchers may adopt both quantitative and qualitative methodology to explore the field. Even experimental research may help to understand these work behaviours. Although the study has been conducted in business organization the purpose is not to limit it to the workplace context. It is relevant to all sectors and across all domains.

The findings have revealed individual spirituality as a significant predictor of nonviolence behaviour at the workplace. Thus managers, leaders, policymakers or organizational development practitioners need to facilitate spirituality at the workplace and introduce spiritual-based interventions such as meditation, yoga and several other mindfulness practices. Even organizational training, which is considered to be essential to human resource development, needs to develop a spiritual development program and also to examine the impact of such programs on organizational outcomes (Dent et al., 2005). Organizational interventions that facilitate mindfulness practices, yoga and meditation will enhance nonviolence communication through empathy and compassion-based listening, meaningful dialogues, through connecting employees with universal human values/needs.

The primary objective of the study is to foster conflict prevention in society rather than conflict resolution. With the help of the study, the authors understand the importance of spiritual intervention and its impact on the elevation of people's values, beliefs and attitudes. Major organisations such as Apple, Google, Amazon, Microsoft and Facebook have already started to develop spiritual interventions at their workplace. It is an excellent time to capitalize on India's rich spiritual tradition that honours unity in diversity. Besides, an organization's facilitation to connect to employee’s actions with spiritual values can overcome cultural conditioning that triggers violence and help in making a more meaningful place to work. Thus, impacting the society from a macro perspective.

This is one of the pioneer studies that tried to unlock the “black-box” of mechanism through which individual spirituality impacts non-violent work behaviour.

The purpose of the present study is to contribute to the debate on innovative work behaviour (IWB). Employees are expected to exhibit innovative behaviour that can realize, sustain and implement new ideas. This study explores the role of workplace spirituality (WPS) in advancing employees' innovative work behaviour (IWB). Furthermore, this study investigates how employees' perceived working conditions moderate the relationship between WPS and IWB.

The sample comprised 516 employees working in different supply chain companies in India. The researchers used correlation, hierarchical regression analysis and the PROCESS macro in SPSS.

The results highlighted that the four measurements of WPS (Swadharma, a sense of community, authenticity and Lokasangraha) significantly predict IWB among employees of selected companies. Also, the results suggested the significant moderating effects of decision authority, social support and autonomy on IWB.

Drawing from broaden and build theory and theory of intangible resources, the present study demonstrates that WPS positively impacts the employee's IWB. Further, this paper also shows the moderating effects of three dimensions of perceived working conditions between WPS and IWB, which is under-explored in previous research.

This paper aims to examine the relationship between workplace toxicity and psychological capital (PsyCap). It also investigates the moderating role of gratitude in the toxicity–PsyCap link.

The study is based on explorative-cum-descriptive research design. The sample comprises 411 employees engaged in banking, insurance, IT, automobile and oil and gas companies. The collected data is explored for reliability, validity, multicollinearity and common method variance estimates. Also, the relationship between workplace toxicity and PsyCap and the moderating effect of gratitude are examined using structural equation modelling.

The findings report a negative association between toxicity and PsyCap. Also, the study concludes a significant moderating effect of gratitude. The study recommends the institutionalisation of a gratitude-based organisation to reduce the impact of workplace bullying and uncivil behaviour.

The study is based on primary data and one of the few studies that explore psychological capital as a dependent variable, which is influenced by toxic behaviours at work.

This study aims to develop a model to predict non-violent work behaviour (NVWB) among employees using machine learning techniques.

Four machine learning techniques (Naïve Bayes, decision tree, logistic regression and ensemble learning) were used to develop a prediction model for NVWB of employees. Also, 10-fold cross-validation method was used to validate the NVWB prediction models. The confusion matrix is used to derive various performance matrices to express the predictive capability of NVWB models quantitatively.

The model developed using random forest technique was identified as best NVWB prediction model, as it resulted in highest true positive rate and true negative rate, thereby resulting in the highest geometric mean, balance and area under receiver operator characteristics curve.

To the best of the authors’ knowledge, this is one of the pioneer studies that used machine learning techniques to develop a predictive model of NVBW.

The purpose of this paper is to examine some of the problems associated with the prevailing rhetoric in corporate communication. It proposes the consideration of nonviolent rhetorical approaches.

This paper explains corporate communication's affinity for aggressive, militaristic language in terms of constraint of time, and expediency and efficiency of standardized communication strategies designed for large‐scale effectiveness. However, such communication strategies run the risk of dehumanizing the intended targets, distancing the individuals, and compromising socially responsible corporate behavior. The recent corporate scandals of unprecedented scale, occurring in spite of vast improvements in communication theory and technology, have highlighted the need for alternative approaches to corporate communication. Further, it examines the prerequisites that must exist for corporate communication based on nonviolent rhetoric to be effective. The conditions that must be present in the environment, in the corporation or its agent, and in the method of communication, for nonviolent rhetoric to prove effective are discussed.

Corporations seek to establish and modify relationships by influencing stakeholder beliefs, values, expectations and needs. Corporate rhetorical success is reflected in enhanced reputation and respectability, which in turn has significant economic consequences. To achieve these ends, corporations expend considerable effort on communication to educate, entertain and inform their stakeholders. Yet, scholars have generally neglected to study role of rhetoric and language in public relations.

This paper would be of value to researchers and practitioners, in the fields of corporate communication, organizational communication, public relations, and strategic management, seeking to promote, practice or otherwise influence socially responsible corporate behavior.

The emerging synthesis between nonviolent action and contentious politics studies has yielded important insights. Yet it also reproduces the dichotomy between politics and culture that continues to haunt both fields. Extending recent work by Jean-Pierre Reed and John Foran, our contribution introduces the political cultures of nonviolent opposition concept to forge a new synthesis, one that recognizes the politics of nonviolent culture and the culture of nonviolent politics. We apply our theoretical framework to two empirical cases, the Indian independence movement and the Landless Workers Movement in Brazil (known as Movimento Sem Terra or MST), and conclude with ideas for further research on political cultures of nonviolent opposition.

Though the coexistence of nonviolent and violent groups within a single movement is a common phenomenon in maximalist campaigns (e.g., regime change, anti-occupation), the effects of this coexistence remain understudied. Focusing on primarily nonviolent movements with a simultaneous “radical flank” pursuing the same goals, this study builds on previous, inconclusive literature which narrowly accounts for limited and often case-specific radical flank effects. After conducting a series of large-N regression analyses using a subset of the NAVCO 2.0 dataset, this study finds that the presence of a radical flank (1) increases both the likelihood and degree of repression by the state and (2) is most significantly linked with decreased mobilization post-repression – yet, (3) is not necessarily detrimental to overall campaign progress.

The purpose of this study is to evaluate the effectiveness of a training program on nonviolent communication (NVC) and assess its impact, concerns and applicability to the context of work. This study also focuses on the factors that influence the retention and application of the skills acquired during the training after three months of completion of the program.

This study uses a qualitative approach. Purposive sampling was used, and 14 semi-structured interviews were conducted to study the impact of an NVC training program titled “Power of words”. Thematic analysis based on Kirkpatrick’s model of training evaluation was used to arrive at the findings.

NVC training was found to have created a sustainable shift in perspective and behaviour of the participants; however, the learning and application of the NVC skills were found to be dependent on individual and contextual factors. The role of the facilitator was found to be crucial in creating safe spaces that were essential for open sharing and effective practice. NVC was found to be easier to apply to contexts of personal relationships; however, in a work context, it holds immense scope to create both organisational- and employee-level outcomes.

This study has implications for developing theory on NVC and its consequences to humanistic management and employee thriving.

This study has implications for developing theory on NVC and its consequences for humanistic management and employee thriving. This study has practical implications for humanising communication at work and also has implications for leaders, managers, coaches, counsellors, HR professionals and OD professionals, to improve employee or client experiences. This study also has implications for the potential community development.

This study also has implications for the potential community development as a consequence of NVC training.

The research on the application of NVC training to context of work is very limited, and also, there is very limited research on both the effectiveness of online training and the retention and application of the learning after three months of completion of the program. This study fills these gaps.