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1 – 10 of over 1000Ashwini Uttamrao Shelke and Naim Shaikh
This research seeks to explain the mediating function of workplace happiness in enhancing employee engagement through the drivers of employee engagement among the IT sector…
Abstract
Purpose
This research seeks to explain the mediating function of workplace happiness in enhancing employee engagement through the drivers of employee engagement among the IT sector employees of India.
Design/methodology/approach
Quantitative data were acquired from 104 respondents from the Indian IT industry via an online survey utilizing Google Forms, employing a stratified random sample method. The study hypotheses were tested using PLS-SEM.
Findings
Results indicated that workplace happiness positively mediates employee engagement and drivers of employee engagement.
Research limitations/implications
The current study followed a cross-sectional analysis where establishing causality is difficult; however, there is a scope to do longitudinal study on the same phenomenon. Research data are produced through online surveys. Possible sources of bias may be selective memory, attribution and/or exaggeration. This study covers specific variables of workplace happiness and drivers of employee engagement other variables remain unaddressed, such as COVID-19-related impacts. The nature of the industry and sample size were limited.
Practical implications
This study shows that workplace happiness has a mediating effect on both drivers of employee engagement and employee engagement; as a result, organizations should consider the function of workplace happiness as a mediating factor when implementing drivers of employee engagement and employee engagement.
Social implications
On the social level, this research will help organizations to understand the drivers for employee engagement and linkages between workplace happiness and employee engagement. It hopes to create more happy workplaces and have good social impact.
Originality/value
This is the first study to look into the function of workplace happiness as a mediator between the drivers of work engagement and work engagement.
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The purpose of this study is to analyze the properties of Happiness at Workplace (HAW) scale and investigate the validity of the scale in the Indian context using a sample of…
Abstract
Purpose
The purpose of this study is to analyze the properties of Happiness at Workplace (HAW) scale and investigate the validity of the scale in the Indian context using a sample of EdTech employees (knowledge-intensive population). This is consistent with encouraging the happiness literature as well as facilitating positive approaches at the working place in developing economies.
Design/methodology/approach
Responses were collected via Questionnaire from the employees of EdTech Companies, and a total of 500 responses were investigated. The factor structures, reliability and validity of the HAW scale were tested with the help of SPSS and Smart PLS Software Version 4.0.8.7.
Findings
The findings of this study showed that all the criteria of reliability and validity for validation of HAW scale were met when used in Indian culture, and the higher-order construct of HAW scale was retained.
Originality/value
Because of the differences in work cultures and societal structures among nations, the validation of HAW scale in the Indian context is needed, as the majority of the studies in the field of happiness were conducted in Western countries. So this study contributes significantly by validating the HAW scale in India by using a sample of EdTech employees.
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Faisal Qamar, Shuaib Ahmed Soomro and Yasir Mansoor Kundi
This study utilizes self-determination theory (SDT) to understand how high-performance work systems (HPWS) may foster happiness at work through serial transmission pathways of…
Abstract
Purpose
This study utilizes self-determination theory (SDT) to understand how high-performance work systems (HPWS) may foster happiness at work through serial transmission pathways of career aspiration and thriving at work.
Design/methodology/approach
The study uses data collected from a sample of 309 employees working in various organizations. It uses multilevel, multisource and time-lagged data and applied Mplus 8.0 for hypotheses testing.
Findings
The study findings reveal a positive relationship between HPWS and career aspiration. Career aspiration was positively related to thriving at work and thriving at work was positively associated with happiness at work. Moreover, career aspiration mediated the relationship between HPWS and thriving at work. Whereas, thriving at work mediated the relationship between career aspiration and happiness at work. The results also support the serial mediation of career aspiration and thriving at work between HPWS and happiness at work.
Practical implications
The findings have important implications for organizational practice. Practitioners should consider implementing pro-employee HPWS to support employees' career aspirations and enhance their thriving experience, which may increase their happiness at work.
Originality/value
This is one of the few studies investigating individual-level serial mediators between departmental-level HPWS and employee happiness at work.
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Indu Nath Jha, Durba Pal and Subhadip Sarkar
The purpose of this study is to investigate the impact of Inclusive Leadership (IL) and Organizational Justice (OJ) on employees’ Happiness at Work (HAW). Utilizing a mediation…
Abstract
Purpose
The purpose of this study is to investigate the impact of Inclusive Leadership (IL) and Organizational Justice (OJ) on employees’ Happiness at Work (HAW). Utilizing a mediation mechanism, the study additionally uncovers the mediating impact of Workplace Inclusion (WI).
Design/methodology/approach
The research involved a cross-sectional study with a quantitative methodology, collecting data from 311 employees working in IT sector firms in India by administering standardized questionnaires. Statistical analyses, including Partial Least Square Structural Equation Modelling using SmartPLS4.0, were conducted to examine the relationship between constructs.
Findings
The hypothesized mediation model was supported. WI mediated the relationship partially between OJ and HAW, whereas there is a full mediating effect of WI on the IL–HAW relationship. Overall, the study shows that by providing fair treatment, inclusive leaders promote inclusivity among employees, further enhancing HAW.
Research limitations/implications
The study’s implications suggest that leaders, with their inclusive behaviour and fair practices, can have a significant positive impact on employees’ workplace happiness when accompanied by a sense of inclusivity among employees.
Practical implications
Organizations and leaders can utilize this study’s findings to promote inclusiveness and HAW, which can be a key to organizational growth and development in a post-pandemic era.
Originality/value
This study contributes to the research literature by addressing the unexplored relationship between IL, OJ and HAW. The exclusive as well as inclusive focus on the mediating role of WI adds new insights and enriches the understanding of the intricate conceptualization of the variables under study.
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Foziya Farooq, Sheikh Sajid Mohammad, Nazir Ahmed Nazir and Parvez Ahmad Shah
This study aims to systematically review the literature on happiness at work (HAW) by analysing existing studies, identifying relevant themes in HAW research and evaluating the…
Abstract
Purpose
This study aims to systematically review the literature on happiness at work (HAW) by analysing existing studies, identifying relevant themes in HAW research and evaluating the methodologies used in the literature.
Design/methodology/approach
The study used a systematic review process, following the guidelines and principles outlined in the updated Preferred Reporting Items for Systematic Reviews and Meta-Analyses statement 2020 and checklist. Articles were collected from six databases: Emerald insight, Taylor & Francis Online, Science Direct, Wiley Online Library, Springer and MDPI. Subsequently, systematic review was performed on 41 HAW articles published in 29 different journals between 2010 and 2022. The authors only considered articles that were either indexed by Scopus or in the Academic Journal Guide (AJG) list.
Findings
The study identified six major themes, assessed the operationalisation of HAW and analysed the research methodologies and statistical tools used in the sample studies. Majority of the articles discussed the antecedents of HAW followed by the HAW as a mediator. There is a high heterogeneity in the operationalisation of HAW in the reviewed articles. Moreover, majority of the studies have prioritised service sectors over the industrial sectors.
Originality/value
This study represents the first comprehensive review of the existing literature on HAW by using a systematic review methodology.
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Muhammad Qamar Zia, Muhammad Naveed, Tayyaba Fasih and Abdul Rehman Meero
The increasing ethical misconduct at job place demands to understand the role of ethics in a wide variety of disciplines. This paper aims to empirically investigate the mediating…
Abstract
Purpose
The increasing ethical misconduct at job place demands to understand the role of ethics in a wide variety of disciplines. This paper aims to empirically investigate the mediating mechanism of life satisfaction and subjective happiness between Islamic work ethics – innovative work behavior (IWB) and organizational citizenship behavior (OCB).
Design/methodology/approach
The sample comprised 296 employees and 58 head of departments (HODs) of top 11 business schools in Pakistan. The data of the study were collected in three waves and from two different sources (faculty members and their HODs) through questionnaire. The statistical technique SEM analysis was applied to inspect the proposed direct and mediating hypotheses.
Findings
Taken together, the findings revealed that Islamic work ethics (IWE) improves quality of life and by following IWE at workplace, employees feel pleasure and show satisfaction from life. The results supported the mediating role of both life satisfaction and subjective happiness between IWE-IWB and IWE-OCB.
Practical implications
This study provides practical insight that Islamic business ethics plays an important role at workplace and improves quality of life and individual behavior.
Originality/value
The current research is unique, as it empirically investigates the mechanism quality of life phenomena which connects IWE and individual behavior (innovative and citizenship). The mechanism quality of life is less studied, and therefore this study fills the gap of scant literature.
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The purpose of this study was to investigate the relationship between job crafting and work engagement and the potential mediating effect of organizational happiness on this…
Abstract
Purpose
The purpose of this study was to investigate the relationship between job crafting and work engagement and the potential mediating effect of organizational happiness on this relationship.
Design/methodology/approach
A sample of 256 full-time employees from various industries such as automobiles, retail, real estate, petrochemicals, investment, industrial and education, working at top 50 Forbes Middle East companies in UAE, were surveyed to gather data on job crafting, organizational happiness and work engagement. The study used an empirical research design, with data collected through surveys.
Findings
The results of this study, obtained through a two-step structural equation modelling approach, indicate that job crafting has a positive and direct influence on both organizational happiness and work engagement. The findings also suggest that the relationship between job crafting and work engagement is partially mediated by organizational happiness.
Practical implications
The findings emphasize the need for human resources (HR) professionals to develop programmes and training workshops focused on cultivating these concepts, particularly as remote and blended working arrangements become more prevalent. In addition, the study highlights the global impact of employee disengagement on financial losses and stresses the importance of revising HR policies in the UAE to mitigate potential risks. Lastly, the study suggests that enhancing happiness and reducing disengagement can be achieved through training managers and employees in task structuring techniques, emphasizing the teachability of job crafting skills through interventions that align tasks with employees’ interests.
Originality/value
To the best of the author's knowledge, this is the first study to theoretically explore and empirically test a proposed model on the relationships between job crafting, organizational happiness and work engagement in the context of the UAE.
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This paper aims to examine whether happiness at workplace (HAW) impacts organisational citizenship behaviour (OCB) and whether this impact can be further improved by promoting…
Abstract
Purpose
This paper aims to examine whether happiness at workplace (HAW) impacts organisational citizenship behaviour (OCB) and whether this impact can be further improved by promoting learning capabilities in organisations, thus investigating the mediating role of organisational learning capabilities (OLC).
Design/methodology/approach
This study was conducted on knowledge-intensive workers (employees of EdTech companies) in India. Responses were collected via questionnaire in online mode, and after discarding the incomplete responses, 500 replies were considered for data analysis with PLS-SEM technique.
Findings
The outcomes reveal that the HAW has a significant influence on OCB. The outcomes also reveal that this impact is further enhanced with the presence of OLC, thus confirming that OLC operates as a mediator in the link connecting HAW and OCB.
Originality/value
This study makes a distinctive contribution by bringing out the significance of workplace learning in the connection between the workplace happiness and citizenship behaviour of employees that will provide impetus to the practitioners to formulate strategies in such a manner that the employees voluntarily perform the actions beyond their designated roles.
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Mohammed Aboramadan and Yasir Mansoor Kundi
Drawing upon theories of conservation of resources (COR), broaden-and-build (BnB), self-determination, and the job demands- resources (JD-R) model, this study uniquely tries to…
Abstract
Purpose
Drawing upon theories of conservation of resources (COR), broaden-and-build (BnB), self-determination, and the job demands- resources (JD-R) model, this study uniquely tries to understand the mechanisms that contribute to happiness at work by proposing a model of the effects of emotional culture of joy on happiness at work, where psychological safety and relational attachments serve as intervening mechanisms among the aforesaid relationship.
Design/methodology/approach
A three-wave time-lagged study with 340 employees from Pakistani organizations was conducted. Data were analyzed using covariance-based structural equation modelling.
Findings
The results indicate that emotional culture of joy significantly predicts happiness at work. Furthermore, emotional culture of joy significantly and positively influences both psychological safety and relational attachment. Finally, the relationship between emotional culture of joy and happiness at work is found to be mediated by both relational attachment and psychological safety.
Practical implications
The results are of utmost importance as they provide insights to policy makers and organizations administrators on the value of emotional culture of joy and its contribution to employees’ wellbeing, and indeed its role in fostering important psychological and emotional resources such as psychological safety and relational attachment.
Originality/value
This study is unique for the following reasons. First, it addresses and bridges a gap pertaining to the drivers of happiness at work. Second, this is the first study that considers emotional culture of joy as an antecedent to happiness at work. Third, the employment of both psychological safety and relational attachment as intervening mechanisms in the relationship between emotional culture of joy and happiness at work has not been previously addressed in the management and wellbeing literature. Finally, the study shifts direction from studying organizational drivers (i.e. HR, organization support, etc.) of happiness at work to the examination of psychological and emotional resources that may influence happiness at work.
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Neha Bellamkonda and Murugan Pattusamy
Drawing from the self-determination theory (SDT) model of work motivation (Gagné and Deci, 2005), the paper aims to examine the relationship between employee intention to stay and…
Abstract
Purpose
Drawing from the self-determination theory (SDT) model of work motivation (Gagné and Deci, 2005), the paper aims to examine the relationship between employee intention to stay and happiness through work engagement and analyses how hope acts as a boundary condition in this relationship.
Design/methodology/approach
In this study a survey was conducted among the individuals working in the Information Technology (IT) and Information Technology Enable Services (ITeS) sector across India. The data were assessed through PROCESS v.3.3 macros in Statistical Package for Social Sciences (SPSS).
Findings
The moderated mediation results from 256 responses reveal that the intention to stay is positively related to happiness and that this relationship is mediated by work engagement. The indirect effect of intention to stay on happiness is seen to be strengthened by hope, thus substantiating the moderated mediation hypothesis.
Practical implications
The empirical insights will be valuable for managers and organisations in the IT/ITES sectors around the globe. Happy employees are productive employees, and practitioners should focus on creating a positive environment.
Originality/value
This study aids in understanding the outcomes of intention to stay and moderating the role of hope between intention to stay and work engagement. It highlights how the positive construct of intention to stay and the negative construct of intention to quit, while essentially different, also appear to be two sides of the same coin. If an employee has decided to quit, it would be futile to bear further costs on them, whereas, if they intend to stay, they are unlikely to engage in deviant behaviours.
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