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The unending ambivalence in the academic environment and the job market is detrimental to management graduates' wellbeing. The study looks into the possible intervening methods to enhance the wellbeing of students during difficult times. The study proposes spirituality development as means through which psychological resources like perceived employability and psychological capital are developed in an individual. This study also tries to identify how spirituality development leads to life wellbeing among management students.

Cross-sectional study was conducted among 212 management students from Kerala, India. Multi-stage random sampling was used to collect data. Structural equation modelling using IBM-AMOS was done to gain insights into the proposed relationships.

The results indicated that spirituality had a significant impact on the wellbeing of management students. Both perceived employability and psychological capital mediated the relationship between spirituality and life wellbeing.

The positive impact of developing spirituality among students is discussed in the paper with the theoretical underpinning of broaden and build theory. The findings suggest that colleges should try to make their campus climate more supportive of students' non-academic needs and open them to a spiritual environment especially during these challenging times.

The study is one of the first attempts to discern how spirituality development leads to an accumulation of psychological resources and life wellbeing among management graduates'.

It is generally believed that children’s advertising exposure decreases life satisfaction. This paper aims to investigate whether and how it does by examining the relation between advertising exposure and life satisfaction (Aim 1), as well as the mediating roles of psychological wellbeing (Aim 2) and its underlying dimensions (Aim 3).

Three-wave panel data were collected among 1,133 8-12-year-olds. Psychological wellbeing was measured overall and per dimension (i.e. environmental mastery, personal growth, purpose in life, self-acceptance, autonomy and positive relationships with others).

The authors found a nonsignificant total effect of advertising exposure at Wave 1 on life satisfaction at Wave 3: The negative direct effect was annulled by the positive indirect effect via overall psychological wellbeing at Wave 2. Detailed analysis revealed that personal growth and autonomy functioned as positive mediators, and purpose in life as a negative mediator in the relation between advertising exposure and life satisfaction.

This research informs the ethical debate surrounding child-directed advertising, showing it might stimulate children’s sense of control over their environment, openness to new experiences, direction in life and sense of self-agency.

This study is the first to examine advertising’s effect on life satisfaction and psychological wellbeing simultaneously. The study used a large sample and a longitudinal panel design, allowing conclusions about the specific effects of advertising exposure.

The purpose of this paper is to compare the impact of management and colleagues on the perception of work harassment and outcomes of local government employees in Australia and the USA.

Completed surveys from local government employees (265 from the USA and 250 from Australia) were analysed using structural equation modelling and an ANOVA.

The results depict support for the overall measurement and structural models showing that workplace relationships impact on work harassment, and in turn employee outcomes (psychological wellbeing and Organisational Citizenship Behaviour-Individual (OCB-I)), although not all paths were accepted for each country. Statistically significant differences were found between the Australian and USA samples for both the measurement and structural models, with the sample from the USA showing much higher levels of satisfaction with workplace relationships, higher levels of psychological wellbeing, OCB-I, and lower perceptions of work harassment.

The findings provide implications that Australian and US local government employees, positioned closest to the public, experience work harassment probably as a result of chronic under-resourcing both in terms of manpower and other resources, and coupled with unrealistically high-performance targets. The results depict that such work harassment is resulting in lower psychological wellbeing (USA only) and lower extra-role behaviour associated with OCB-I (Australia and USA).

The value of this paper is that it benchmarks the impact of workplace relationships on work harassment for local government employees across two Anglo-American countries.

Theory suggests that highly emotionally intelligent individuals are likely to experience psychological wellbeing at a higher level than individuals who are low in emotional intelligence. This study aims to examine the relationship between emotional intelligence and four aspects of psychological wellbeing (self‐acceptance, life satisfaction, somatic complaints and self‐esteem).

Data were collected from employees through two different structured surveys administered at two points in time.

The results of four hierarchical regression models provide, in general, support for the positive association between emotional intelligence and psychological wellbeing components – self‐esteem, life satisfaction, and self‐acceptance. Only marginal significant support was found for the negative relationship between emotional intelligence and somatic complaints.

The present study contributes to a growing body of literature seeking to determine the role of emotional intelligence in explaining individuals' wellbeing at work. In addition, the study indicates that employees who experience a psychological state of wellbeing may function better than employees who experience emotional deficit.

This exploratory study aims to examine the effects of leadership on organizational climate, employee psychological capital, commitment, and wellbeing in a religious/church‐based non‐profit organization.

Leadership effects are investigated using established scales including the transformational leadership scale, (TLS), organizational climate questionnaire (OCQ), positive and negative affect scale (PANAS), psychological capital (PsyCap), and organizational commitment. It is a context‐based study that considers a unique organizational culture that comprises social, political, economic, technological, personnel, and personal facets. The survey was administered across a large religious/church‐based non‐profit organization.

The findings show strong positive relationships between employee ratings of their immediate supervisor's transformational leadership and employee ratings of organizational climate, wellbeing, employee commitment and psychological capital. Additional analyses which explored the impact of demographic variables revealed older employees recorded significantly higher scores on psychological capital than younger employees. These findings inform organizational sustainability where the principles of socially responsible management practices form the heart of responsible stewardship.

Risks of method variance or response biases are likely as all data are drawn from employee surveys, and some selection bias as respondents could not be directly compared with non‐respondents.

This study makes a significant contribution to the non‐profit literature by providing further evidence of the impact of leadership on organizational climate, with the added dimensions of psychological capital, employee wellbeing, and commitment adding to the knowledge of these relationships.

People are responsible for their wellbeing, yet whether they take ownership of their own or even others' wellbeing might vary from actor to actor. Such psychological ownership (PO) influences the dynamics of how wellbeing is co-created, particularly amongst actors, and ultimately determines actors' subjective wellbeing. The paper's research objective pertains to explicating the concept of the co-creation of wellbeing and conceptualizing the dynamics inherent to the co-creation of wellbeing with consideration of the influences of all involved actors from a PO perspective.

To provide a new conceptualization and framework for the dynamics of wellbeing co-creation, this research synthesizes wellbeing, PO and value co-creation literature. Four healthcare cases serve to illustrate the effects of engaged actors' PO on the co-creation of wellbeing.

The derived conceptual framework of dynamic co-creation of wellbeing suggests four main propositions: (1) the focal actor's wellbeing state is the intangible target of the focal actor's and other engaged actors' PO, transformed throughout the process of wellbeing co-creation, (2) PO over the focal actor's wellbeing state is subject to the three interrelated routes of exercising control, investing in the target, and intimately knowing the target, which determine the instigation of wellbeing co-creation, (3) the level of PO over the focal actor's wellbeing state can vary, influence and be influenced by the extent of wellbeing co-creation, (4) the co-creation of wellbeing, evoked by PO, is founded on resource integration, which influences the resources–challenges equilibrium of focal actor and of all other engaged actors, affecting individual subjective wellbeing.

This article provides a novel conceptual framework that can shed new light on the co-creation of wellbeing in service research. Through the introduction of PO the transformation of lives and wellbeing can be better understood.

Skill obsolescence among employees can be detrimental to organizational performance and can lead to an ensuing decline in the wellbeing of employees. Today's organizations bank on the employability skills of their human capital to stay afloat in business. The current study examines the impact of developing an employability culture in the organization, the perceived internal employability developed in the employees and impact on employee wellbeing.

Research data were gathered from a sample of 421 software engineers in private IT companies in India. Structural equation modeling using SPSS and AMOS was conducted to examine the impact of employability culture and perceived internal employability on the three dimensions of employee wellbeing.

The study found a positive relationship between employability culture and the components of employee wellbeing. A partial mediation by perceived internal employability was reported between employability culture and the three components of employee wellbeing.

The study is a focused attempt on discerning the effect of organizational elements in the form of employability culture on the employee perceptions and the state of wellbeing, which are considered valuable resources in the career context. The study reiterates the prominence of contextual factors in employees' resource enhancement.

The study is a unique approach to determine the effect of perceived internal employability and employability culture on employee wellbeing based on the social cognitive career theory and the conservation of resources theory.

The purpose of this paper is to present how Mersey Care NHS Trust introduced a unique integrated leadership development and employee wellbeing programme from UK business psychologists, Robertson Cooper, to help it prepare for Foundation Trust equivalent (FTe) status. A priority for the Trust was to ensure that staff felt involved and supported throughout the restructure and felt good about coming to work and engaged by their roles.

Robertson Cooper designed a programme to integrate management and leadership development with work to assess and improve levels of employee engagement and wellbeing. It used its employee survey ASSET to measure the levels of psychological wellbeing, engagement and productivity of employees in Mersey Care NHS Trust and assess the impact of the change.

Using the results, individual employee action plans were designed to improve wellbeing and engagement, and inform managers about how to address staff priorities and become more effective leaders. Of the senior managers and clinicians who completed the evaluation, 83 percent agreed that the content of the development centres met their expectations.

The paper describes a concrete example of how Mersey Care NHS Trust is improving employee engagement by focusing on wellbeing.

The importance of mental wellbeing and the need for organizations to address it is increasing in the post-pandemic context. Although Artificial Intelligence (AI) is increasingly being adopted in HRM functions, its adoption and utility for enabling mental wellbeing is limited. Building on the Open System Theory (OST) and adopting the technology-in-practice lens, the authors examined the roles of human and technology agencies in enabling mental wellbeing.

The study was conducted in two stages; in Stage 1, the authors adopted a case methodology approach to examine the feasibility of a technology company's offerings to assess mental wellbeing. In Stage 2, the authors followed the grounded theory approach and interviewed 22 key stakeholders and HR leaders of diverse organizations. The authors used Gioia's approach to analyze the data.

The study demonstrates the interdependence and inseparability of human activity, technological capability and structured context. Specifically, the authors observe that AI adoption is pushing the boundaries of how organizations could support employees' mental health and wellbeing. These technological advancements and adoption are likely to facilitate the evolution of agentic practices, routines and structures.

This study carries two important implications. While the advent of cutting-edge technologies appears to affect employees' mental wellbeing, the study findings indicate the assistive role of technology in supporting mental wellbeing and facilitating changes in organizational practices. Second, the ontology of technology-in-practice shows how human–machine agencies gain newer relevance from the interactions that unite them. Specifically, per OST, technology (from an external context) can potentially change how mental wellbeing practices in organizations are managed. The authors extend the existing literature by suggesting that both human agents and internal contexts effectively limit the potential of technology agents to change existing structures significantly.

The authors address the need for more research on the technology-management interface, and the boundaries of technology-enabled wellbeing at work. While AI-HRM scholarship has primarily relied on micro-level psychological theories to examine impact and outcomes, the authors borrow from the macro-level theories, such as the OST and the technology-in-practice to explain how AI is shifting the boundaries of human and machine agencies for enabling mental wellbeing.