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Drawing upon the capability approach, this study aims to investigate the impact of sense of competence on work–life and life–work enhancements. It also examines the mediating roles of mindfulness and flow at work in the above relationships.

A sample of 254 medical doctors in various hospitals in Vietnam was surveyed to validate the measures via confirmatory factor analysis and to test the model and hypotheses using structural equation modeling.

The results demonstrate that mindfulness and flow at work fully mediate the effects of sense of competence on both work–life and life–work enhancements, but sense of competence does not have any direct effect on both.

To the best of the authors’ knowledge, this study is among the first to examine the roles of sense of competence, mindfulness and flow at work in work–life and life–work enhancements, adding further insight into the literature on work–life balance. It also offers evidence for the capacity approach in explaining work–life and life–work enhancements in an emerging market, Vietnam.

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 connection between employees’ well-being and performance, although widely studied in organizational psychology, has received much less attention from HRM scholars. The purpose of this paper is to extend the literature by examining the impacts of the multidimensional structure of well-being consisting of psychological, social and health dimensions on employees’ task and contextual performance.

The authors collected data from 281 employees from the New Zealand service sector using a questionnaire survey. Factor analysis was used to determine items that form various facets of well-being and performance constructs. Hierarchical regression analyses were conducted to test the well-being – performance relationship.

The findings show that different facets of well-being differentially contribute to employees’ task and contextual performance. Specifically, the facets of happiness and trust were positively associated with both task and contextual performance, while the effects of life satisfaction and work life balance on task and contextual performance were insignificant. Moreover, work intensification was only associated with task performance, in contrast, job satisfaction and over commitment were only related to contextual performance.

The implications of these findings are two-fold. For researchers, a review and overhaul of the conceptualization and operationalization of well-being in HRM studies is long overdue. For managers, improvements to employees’ job performance and the organization’s health can result from simultaneously enhancing multiple dimensions of employees’ well-being.

This study provides new insights into the complex relationship between well-being and performance by incorporating a multidimensional and multifaceted perspective of well-being and highlighting the distinctive effects of various facets of well-being on different types of employees’ performance.

The study aimed at understanding the relationship between supervisor and coworker support, psychological contract fulfillment, work engagement, well-being (different forms) and innovative behavior in the digitized workspace during the coronavirus disease 2019 (COVID-19) pandemic.

Data were collected via a structured questionnaire through Google Docs from 239 respondents working in the sales department of the consumer durable industry through snowball sampling.

Supervisor and coworker support was positively contributing to psychological contract fulfillment. Further, psychological contract fulfillment was positively contributing to work engagement. Along with innovative behavior, four forms of well-being, i.e. emotional, psychological, workspace and life were studied as outcome variables. Work engagement positively contributes to innovative behavior and well-being.

The study examined the relationship between various organizational variables in consumer durable industry. Future work should involve studying the effect in other industries and functional areas.

The study examined how the supervisor and coworker act as an enabler in fulfilling the psychological contract in the digitized workspace. Organizations also understand the importance of work engagement in maintaining well-being and innovative behavior.

The paper initiates the important debate on well-being and innovative behavior in the digitized workspace for the sales employees of the consumer durable industry.

The public service motivation (PSM) theory implies that public employees are spiritual people called “public servants” who have a desire to affect the community and are characterized by compassion and serving others. Owing to their commitment to public welfare, spirituality is apparently inherited in public employees as an occupation/employment effort, which entails attaching a “meaning” to the work being done in the workplace for the spiritual satisfaction of the employees. A sense of well-being among the employees of an organization can prove instrumental in developing their motivation level and improving the quality of their services. The literature depicts that workplace spirituality (WPS) is a feature that enhances multiple forms of employee well-being (EWB). Considering the importance of these concepts in terms of enhancing the productivity of the organizations, the current study aimed to gain an understanding of the PSM together with two other positive attributes namely WPS and EWB and determine their interrelationship. The aim of this study is to examine a significant positive relationship between PSM and WPS mediated by EWB.

The study has been conducted in the context of the public sector of Pakistan where a sample of the academic staff of higher educational institutions in the Punjab province was selected through probability sampling techniques for conducting the survey. The data collected from 394 respondents from the selected faculties of the universities were analyzed using relevant statistical tools (SPSS and AMOS: 22) to answer the research questions.

This study supported a significant positive relationship between PSM and WPS mediated by EWB. The quantitative findings of this study, thus, demonstrated that the culture of spirituality in the workplace significantly affects the PSM of employees by way of creating a sense of well-being among the employees.

This study is unique as it serves as an effort to understand the spiritual experience of the public sector employees involved in public service. This infers that spirituality in the workplace improved employees’ well-being by giving them a strong sense of purpose and these employees in a healthy state of mind are more likely to perform above and beyond and have a high motivation to serve the public.

The existing literature suggests that employee well-being is an important concern for organizations. The purpose of this paper is to carry out an empirical examination to assess whether employee experience of workplace spirituality has positive relationships with multiple forms of employee well-being.

This paper focussed on four forms of employee well-being, namely: emotional well-being, psychological well-being, social well-being, and spiritual well-being. It specified and empirically tested, using a survey design, four hypotheses, each proposing a positive relationship between workplace spirituality and one of the four forms of employee well-being.

All four hypotheses were supported indicating that workplace spirituality has a positive relationship with emotional, psychological, social, and spiritual well-being.

This paper may encourage future research to assess whether various forms of employee well-being result from specific dimensions of workplace spirituality.

Organizations may implement workplace spirituality for simultaneously enhancing multiple forms of employee well-being.

As employee well-being is a matter of social concern, the findings of this study indicating a positive association between workplace spirituality and employee well-being have a social relevance.

To the author’s knowledge, this is the first study to examine the relationship between workplace spirituality and four forms of employee well-being, namely; emotional, psychological, social, and spiritual well-being. As employee well-being is an important concern for organizations, the contribution of the study findings is that workplace spirituality implementation can simultaneously enhance multiple forms of employee well-being.

The purpose of this paper is to explain how an organization can achieve successful change implementation with Kotter’s eight-step organizational change model and 3-H (heart–head–hand) theory.

With the case study approach, the author recollects his career experience in Hong Kong Broadband Network Limited from 2007 to 2011 to find out why and how the top management can balance 3-H factor to bridge the “knowing” and “doing” gap to engage right talents and motivate them to achieve peak performance and company goal.

To create talent culture, the company implemented two policies including Mini-CEO management and Talent Engagement Department. The former is a vertical management model to empower and enable department heads. The latter is a way to change the role of human resources department from passive to proactive.

The implications of this case study are to encourage public and private organizations to rethink the factors including talent development and empowerment that can have a positive impact on innovative work behavior. Moreover, organizations can rediscover the value of “unique” talent culture as a sustainable competitive advantage.

The purpose of this study is to investigate the impact of social media usage (SMU) and relational energy on employees' workplace spirituality within an organization from a psychological perspective.

This study proposes a research model based on self-determination theory. This research model was tested using a cross-level hierarchical regression analysis. Data were collected from 276 knowledge workers on 39 teams in 37 enterprises in China.

SMU has a significant positive impact on employees' relational energy and workplace spirituality. Relational energy partially mediates the relationships of cognitive usage and social usage of social media with workplace spirituality and fully mediates the relationship between hedonic usage of social media and workplace spirituality. Inclusive leadership positively affects workplace spirituality and acts as a negative cross-level moderating variable on the relationship between hedonic usage and workplace spirituality.

This work suggested that with appropriate SMU implications, enterprises might be able to integrate spirituality into human resource management practices to improve employees' meaningful life experiences within organizations.

The authors’ findings not only help to theoretically clarify the relationship between SMU and workplace spirituality but also enrich the relevant research on SMU in enterprises to improve employees' spiritual life within the organization.

The purpose of this project was to examine the extent to which early-career women faculty in science, technology, engineering and math (STEM) experience working in a chilly interpersonal climate (as indicated by experiences of ostracism and incivility) and how those experiences relate to work and non-work well-being outcomes.

Data came from a sample of 96 early-career STEM faculty (Study 1) and a sample of 68 early-career women STEM faculty (Study 2). Both samples completed online surveys assessing their experiences of working in a chilly interpersonal climate and well-being.

In Study 1, early-career women STEM faculty reported greater experiences of ostracism and incivility and more negative occupational well-being outcomes associated with these experiences compared to early-career men STEM faculty. In Study 2, early-career women STEM faculty reported more ostracism and incivility from their male colleagues than from their female colleagues. Experiences of ostracism (and, to a lesser extent, incivility) from male colleagues also related to negative occupational and psychological well-being outcomes.

This paper documents that exposure to a chilly interpersonal climate in the form of ostracism and incivility is a potential explanation for the lack and withdrawal of junior women faculty in STEM academic fields.

Due to the important role of strategic human resources in fulfilling the main objectives of organizations on the one hand and the necessity of having suitable functional strategies in place to operationalize the developmental programs on the other hand, this study aims to identify the factors and sub-factors of developmental programs and their priorities as well as the relationship and interactions of the identified criteria in human capital developmental programs through a hybrid fuzzy decision-making trial and evaluation laboratory –analytic network process approach. Also, the rank of functional strategies to achieve these human resource developmental programs is determined using fuzzy VIsekriterijumska Optimizacija I KOmpromisno Resenje (VIKOR) technique.

Through an in-depth review of the relevant literature, the most important criteria and sub-criteria were determined. Then, a questionnaire was designed and distributed among 20 top managers and experts of the surveyed bank. Using geometric mean, the criteria were screened. In the next step, the second pairwise questionnaire was designed and distributed among eight experts, to determine the relations and interrelations among these factors their relevant sub-factors and prioritize them. Finally, using the third designed questionnaire and fuzzy, VIKOR (FVIKOR) technique the ranks of functional strategies were determined.

Analysis of the results showed that “future wellness and retirement” is the most influential factor and the “retention” factor is the most permeable factor. Also, human capital planning is the most important factor of this department’s developmental programs in achieving its strategic objectives. Factors “recruiting and hiring,” “retention,” “empowerment” and “future wellness and retirement” were ranked second to fifth, respectively. Finally, the application of the FVIKOR technique revealed that “enhancement and improvement of incentive systems” is the best functional strategy to achieve the developmental plans of the human capital department.

One of the limitations of this study is the generalizability of the findings, which may be limited by the single case study method used.

This study presents a comprehensive and effective tool which could specifically help policymakers and top managers of the survey company and other managers of the banking sector in general, to use a quantitative approach toward identification and prioritizations of the determinants factors of the human capital developmental programs toward achieving functional strategic objectives to enhance the satisfaction of their internal customer as the most important asset of their organizations which might lead to the increased external customer satisfaction and, subsequently, increased competitive advantage.

To the best knowledge of the authors, this is one the first studies of its kind which attempts through a hybrid fuzzy analytical network process and fuzzy DEMATEL approach, presents a structural network model to examine the interrelationships among the human capital developmental programs and prioritizes them, also simultaneously rank the functional strategies toward achieving these programs using FVIKOR technique.