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The purpose of this study is to determine the relationship between five-factor personality traits and workplace spirituality.

The research design of the study is prediction design, one of the quantitative research designs. The participants included 408 people working in a public university in Turkey as an academic or administrative staff. Five-factor personality traits and workplace spirituality scales were used to collect data.

Extraversion and conscientiousness have a positive effect on workplace spirituality. Openness, agreeableness and neuroticism have no significant effect on workplace spirituality.

This study is limited to the relationship between “five-factor personality traits” and “workplace spirituality”. As the participants of the study were chosen among those who voluntarily agreed to participate in the study, the generalizability of the results is limited. The results are limited to explaining the questions such as “what”, “how much” and “who”.

The conclusions of the study are important in terms of showing the managers that everyone cannot be motivated and satisfied by the same motivators and therefore her or his perception of workplace spirituality will not be the same. Managers can improve organizational efficiency and effectiveness by raising employees’ workplace spirituality. It shows that employees attach importance to workplace spirituality, especially since Turkish culture has a conservative structure. In this way, motivation and job satisfaction of employees will increase and negative behaviors in the organization will decrease.

It can be argued that this study makes a significant theoretical contribution to research on the effect of workplace spirituality on the employee.

The purpose of this paper is to trace the trajectory of research done exclusively on the topic of Workplace Loneliness from 2006 to 2019. Based on the content analysis of 29 articles, this paper critically assesses, summarizes and consolidates the existing body of knowledge in the field of workplace loneliness.

This review is organized around five major themes – origin and the conceptual grounding of the construct; emergence of the concept of workplace loneliness, conceptualizations and overlap with the related constructs; measurement tools and techniques; analysis of its predictors, outcomes, mediators and moderators; and development of an integrated model specifying the nomological network of workplace loneliness for clarifying the current state of thinking and guiding future research in the area.

The concept of workplace loneliness started receiving attention from the year 2006 and gained momentum in 2016. The studies from wide range of countries show that workplace loneliness is not restricted to one geographical location but is a phenomenon that affects people and economies around the world. The review highlights the conceptualization and measurement challenges along with the need for theoretical development of the field. Further, the existing literature fails to provide a comprehensive picture of the predictors, underlying processes, contingencies and outcomes of workplace loneliness.

This study being one of the rare attempts to consolidate the existing body of knowledge on loneliness at work will provide academicians and practitioners with a comprehensive account of the state of research and development on an important and yet neglected issue of workplace loneliness.

The purpose of this paper is to explore the nature of the health and wellbeing issues faced within the construction and retail sectors and the difficulties faced in addressing these issues.

This is a small, qualitative pilot study based on in-depth, semi-structured interviews with a purposively sampled group of representatives with expert knowledge from seven firms in the construction sector and three firms in the retail sector.

Health and safety concerns in construction were pervasive. Causes were strongly tied to industry practice and structures such as short-term and sub-contracting as well as long hours and a masculine culture. In the retail establishments concerns tended to be more holistic, focusing on wellbeing and encompassing work satisfaction. Industry leaders in construction are proactive in trying to address these issues, particularly in regard to safety. The multi-dimensionality of the concept of workplace wellbeing implies the need for a holistic approach to interventions.

This research was initiated as a pilot study, as part of a wider project in collaboration with a business partner, and is limited by the sample size.

These findings should be incorporated into sector specific research on workplace wellbeing and occupational health initiatives.

Workplace wellbeing programmes need to be constructed holistically as wellbeing is a multi-dimensional concept encompassing quality of life as well as effects of work on health.

An in-depth study with industry experts that increases knowledge of the underlying causes of workplace health and wellbeing issues in construction and retail and the barriers to addressing them.

The purpose of this paper is to raise awareness of the benefits of wellness programs for contemporary organizations and aids in tackling workplace bullying.

This study used a qualitative design and employs a new empirical approach to tackle workplace bullying. With over a hundred working professionals engaged in focus groups and facilitation methodologies for a total of five workshops and 60 hours, this study suggests a new framework for intervening in workplace bullying that considers workplace wellness as a system.

The findings revealed that these professionals perceived workplace wellness as a formidable component of the health and success of employees, organizations, and community, and perceived workplace bullying as a serious threat to physical and mental wellness. Employee participation and involvement in the design of workplace wellness programs was viewed as essential to the success of these programs in organizations.

This research has implications as it expands understanding and discovery into what aids employees to reduce their stress, fatigue, anxiety, and other conditions that lead to conflict or bullying in workplaces. It gives attention to a system of wellness that is vital to people and their organizations.

Study participants consistently asserted their desire to be active participants in establishing workplace wellness programs that effectively address workplace bullying, systems that enhance safety, and health.

This study highlights the role organizations play in shaping individual and community physical and mental well-being, health, and safety through effective workplace wellness programs.

This study should be helpful to organizations and researchers looking to address workplace wellness, safety, and bullying in a context broader than just liability and the cost savings of employee physical health, and may further add to the discussions of workplace wellness policy and regulation.

This paper aims to provide empirical evidence of the associations between perceived job characteristics and workplace spirituality with environmental sustainability within the domain of small- and medium-sized enterprises. This study aims to investigate the influence of perceived job characteristics (job identity, task significance and task variety) on environmental sustainability through workplace spirituality.

Data are collected from 400 small and medium enterprises (SME) employees working in New Delhi, India, and Islamabad, Pakistan. Response rate in this study is 58 per cent. Structural equation modeling has been used to analyze the data through SmartPLS 3.0 and SPSS version 24.

The results indicate that perceived job characteristics have significant positive influence over workplace spirituality. It is concluded that workplace spirituality also significantly mediates the relationship between perceived job characteristics and environmental sustainability.

In the present study, perceived job characteristics have been evaluated to improve environmental sustainability in SMEs from Pakistan and India. Therefore, before generalization in the context of other countries can be made, the results obtained may need some modifications.

The research concerns the understanding of various job characteristics and environmental sustainability from the viewpoint of employees in SMEs at imparting perceived job characteristics as important factors to meet challenges relevant to environmental sustainability in the dynamic market.

There is anecdotal evidence claiming the pivotal role of job characteristics and workplace spirituality toward the recognition of sustainability in the progressive dynamic market. The results of this study represent the effectiveness of perceived job characteristics for accomplishing social objectives through workplace spirituality.

This study contributes to the field by bringing together the concepts of workplace spirituality with perceived job characteristics and environmental sustainability in the context of Pakistani and Indian SMEs.

New ways of working challenge workplace management: increasing mobility and diminishing organizational boundaries require re-evaluation of both workplace design and service delivery. However, structures and processes of workplace management are still traditional, and managers, together with outsourced facility service providers, often do not succeed at fulfilling the needs of mobile employees. The aforementioned changes stimulate discussions in many areas in both industry and academy. Nevertheless, workplace literature from business perspective seems to be scarce. In this paper, the focus is on workplace service offering for mobile knowledge workers. This paper aims to study the current state of workplace servitization. To answer this, the authors identify value offering elements that are used in office business market to deliver workplace as a service.

This study follows multiple case study methodology including five case studies. Primary data were collected through interviews with workplace service providers. Secondary data included observations and publicly available data. The authors took business model design approach to study selected business offerings.

The results indicate that workplace business models include elements of servitization on various levels. Physical space is no longer the central offering in the office business; instead, it acts as a component on which the service portfolio is built. The highest value from workplace comes from experience-related service offerings.

Academically, research contributes to the workplace management studies by providing servitization perspective to a topic previously approached with a more technical and psychological point of view. This study can also support service providers and customer organizations in their quest to make service provision more flexible and experience-oriented.

The purpose of this paper is to explore the extent to which Job Demands-Resources (JD-R) theory (Demerouti et al., 2001; Bakker and Demerouti, 2017) is an appropriate conceptual framework for understanding the physical environment for work.

A conceptual analysis of the multidisciplinary workplace literature was performed to assess the core propositions of JD-R theory as they relate to the workplace environment.

The analysis confirms that the workplace environment can be viewed as a composite of environmental demands (which instigate a health impairment process) and environmental resources (which trigger an engagement process). Employees proactively try to improve the suitability of their workspace through environmental crafting, motivated by minimising demands and maximising resources.

The application of JD-R theory to the workplace environment fills a gap in the literature for a framework which captures the dynamic nature of the employee-workplace relationship.

This paper aims to present a high‐level conceptual framework to strengthen the conceptual bridge between project management and workplace learning by applying situated learning theory to project management practice to guide shared learning within and between projects.

The paper bridges situated learning theory from the workplace learning literature and the resource‐based view (RBV) of project management from the strategic management literature, using them as lenses to view two learning mechanisms in the project management domain, project reviews and communities of practices.

The paper finds that situated learning theory can be applied to project management to highlight processes that enable capability development through shared project learning.

This paper is conceptual in nature and intended to make a case for empirical research that draws on workplace learning literature which is useful to project management as there remains the challenge of leveraging these perspectives for project management practice.

The paper believes that situated learning theory offers insights that can be leveraged to make project management environments more effective through improved intra‐project and inter‐project shared learning.

This paper presents a high‐level conceptual framework to bridge situated learning theory to the RBV of project management. The paper finds that situated learning theory is well suited to contribute to an understanding of shared learning in projects and justifies future research.

Promotes the notion that the emergent field of facility/facilities management (FM) requires a philosophical basis, where philosophy refers not to esoteric, academic abstraction, but to the basic theory and general principles of knowledge that underpin everyday activity. Argues specifically for generation of a philosophy of “the workplace”; the separate but related social, physical, technological and organizational contexts of work; the centre stage of FM activity, in order to: first, provide a knowledge base that critically engages with the complexities and ambiguities of these diverse but interconnected contexts of work; second, engage with some of the failings of FM knowledge to date, where idealistic best practice is presented as if it were theory, and simplistic research presents universal solutions based upon limited engagement with a single context; and third, provide a knowledge base that can stand up to critical analysis from other fields of knowledge, some of which overlap with that of FM.

The purpose of this study is to determine whether or not Islamic Workplace Spirituality (IWS) acts as a moderator in the relationship between Organizational Justice (OJ), Job Satisfaction (JS) and Workplace Deviant Behavior (WDB).

This research was conducted at Islamic-based universities in Lampung, with 213 employees as respondents out of 456 population’s members. The sampling technique used was purposive sampling, and the data were collected directly from respondents using a self-administered questionnaire. The analysis method used to test the research hypothesis was moderated regression analysis (MRA).

Out of six hypotheses proposed all were supported. This study confirmed the moderating role of Islamic Workplace Spirituality on the relationship of organizational justice and job satisfaction with workplace deviant behavior.

This study has several limitations on the self-report measures used, which may lead to general error bias. Also, because of the cross-sectional nature of data collection in this study, it can impact the inaccurate delineation of causal conclusions between the constructs examined (Clugston, 2000). Further research is suggested to conduct longitudinal research. This research was conducted in Lampung and is limited to religion-based agencies, limiting the generalizability of some findings in different places. Future studies are suggested to examine this construct in a broader scope. Generalizability problems were observed because people's responses to the questionnaires were so evident that they did not give importance to the research work, and they thought it was a waste of time to respond.

Since bearing the label “Islamic Higher Education” identifies them as part of Islamic education, all institutions that bear that label must follow Islamic law rulings in all of their operational activities. Islamic Spirituality in the Workplace (IWS) will make employees in organizations work on time and even manage their workload correctly. Having values related to spiritual constructs will make employees more ethical in understanding values and behavior, also increase trust among workers.

ISW will make employees in organizations/agencies work on time and even manage their workload correctly. Management must understand that an organization needs to create a healthy environment by providing organizational justice and reducing people's deviant behavior in the organization. Positive individual behavior shall increase the quality of one's social life.

Most theories in human resources development in higher education came from the field of psychology while religious perspectives tend to be omitted. This study underlines some of the crucial advances and contributions in developing human resource management theory related to Islamic workplace spirituality as a strategy to mitigate employees' deviant behavior.