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This study aims to understand the mechanisms through which workplace spirituality affects employees’ entrepreneurial behavior. It proposes and tests a mediation model in which psychological ownership (PO), a feeling of ownership regardless of legal ownership, mediates the relationship between workplace spirituality and employees’ entrepreneurial behavior.

An empirical analysis was conducted with survey data collected from 351 postgraduate students who were also currently working. Structural equation modeling was applied to test the study hypotheses using Mplus software.

Workplace spirituality is associated with employees’ entrepreneurial behavior, and PO fully mediates this relationship. The findings highlight that PO is the missing link that connects workplace spirituality and employees’ entrepreneurial behavior.

This study offers organizations a new insight by showing that PO plays a key role in contributing to the entrepreneurial behavior of employees who consider themselves spiritual.

The mechanism for the relationship between workplace spirituality and employees’ entrepreneurial behavior is explained.

The purpose of this study is to understand how unassigned workspaces translate into an effective workplace. This is achieved by examining employees and their understanding of how unassigned workspaces impact their engagement, satisfaction and desire to stay with their workplace.

Two workplaces designed on the strategy of 100% unassigned workspaces are analyzed as case studies to understand this phenomenon. Mixed methodology, primarily qualitative method with a survey nested within is used for this study. Grounded theory, one of the strategies of qualitative research methodology is applied as a method for analyzing the data. The study is aimed to reveal the participants' perspectives and interpretations of their actions and physical environment on effectiveness in relation to the unassigned work environment.

The information afforded the development of an overarching theoretical scheme for integrating spatial categories and describing the employees' experiences of their work environment from the various perspectives. The research reveals that unassigned and flexible spatial attributes contribute positively to employee satisfaction, engagement and retention. However, some of the goals surrounding the culture of trust and autonomy such as privacy, personalization and lack of control are compromised in these environments.

The insights obtained from this study will provide designers, architects, facility planners and managers a new design tool to aid in making the unassigned workspaces model more effective.

This study bridges the gap while documenting how unassigned workspaces translate into an effective workplace for the employees to be productive, engaged and satisfied.

This study aims to examine perceived organizational politics (POP) as an antecedent to workplace gossip. While the commonly held belief is that POP is consequential to the existence of negative workplace gossip, an alternate hypothesis can be that POP may predict positive workplace gossip as well. The study further explores the role of compassion as a boundary condition in the relationship of POP with negative and positive valences of workplace gossip.

Using purposive sampling technique, the data were collected through time-lagged (two-wave) surveys from employees working in private (Study 1, n = 366) and public (Study 2, n = 206) sector organizations across India, and analyzed using SPSS AMOS 27 and PROCESS Macro (Model 1).

The results of Study 1 and Study 2 revealed that POP correlated positively with negative as well as positive workplace gossip. Further, it was found that compassion moderated the relationship of POP with negative workplace gossip but failed to moderate in the case of positive workplace gossip in both the studies.

This study makes practitioners aware of the ubiquity of the phenomenon of workplace gossip and encourages them to embrace gossip in the workplace rather than banishing it altogether.

This study delineates the link between POP and the valences of workplace gossip that remains unexplored in the literature. The study also takes into account the intervening role of compassion in the aforementioned relationships. The striking results of the study open new realms of research possibilities not only in the field of workplace gossip, but POP and compassion as well.

This study aims to explore how family incivility is linked to workplace bullying among employees. This study examines the role of psychological safety as an explanatory mechanism linking both. This paper also looks into the moderating roles of optimism between family incivility and psychological safety and organization-based self-esteem (OBSE) between psychological safety and workplace bullying.

Drawing from the conservation of resources theory and work home resources model, this study developed various hypotheses. The proposed relationships were tested using responses gathered from 260 teaching faculty across the universities in India. This study used Warp-PLS for data analysis.

The findings suggest that psychological safety mediated the relationship between experienced family incivility and workplace bullying. This study also found support for the mediating role of psychological safety. Further, this study has proved that trait optimism and OBSE are boundary conditions influencing the outcomes of family incivility.

The findings have practical implications for teachers, educational institution leaders and policymakers. This study augments the importance of cultivating optimism and OBSE to combat conflicting situations. Employees who practice optimism on a daily basis are high in psychological safety and when supported with OBSE by the institution, the impact of family incivility and its adverse effects in the workplace is reduced, curbing the instances of workplace bullying.

To the best of the authors’ knowledge, this is one of the first studies to establish the role of “organizational resource,” OBSE, as a coping mechanism in tackling the adverse effects of family incivility. From a resource perspective, this study is one of the first to look into the enablers and inhibitors of resource creation in an individual while experiencing family incivility.

The purpose of this study is to review the definition, perspective, measurement and context of workplace learning and explored workplace learning to identify its role in quantitative research.

Through an integrative review of the literature, the following four roles that workplace learning has played in these studies were identified: workplace learning as an antecedent, a mediator, a moderator and an outcome.

This paper synthesized results for workplace learning in 45 studies. A total of 88 variables related to workplace learning were identified after four overlapped variables (autonomy, social support, work engagement and workload) in multiples areas were excluded from a total of 92 variables (56 antecedents, 8 mediators, 7 moderators and 21 outcomes).

Because this study identified four roles of workplace learning (as antecedent, mediator, moderator and outcome), this study did not focus on the process of learning in the workplace. Additional study is needed to investigate how workplace learning can lead to outcomes and how this process can link workplace learning and its consequences.

This paper synthesized the antecedents, mediators, moderators and outcomes for workplace learning by integrating the findings in this study. This provided a comprehensive framework that could be used by researchers to continue the empirical research on this topic to develop the dynamics between individual, group, job and organizational variables on the one hand and workplace learning on the other.

This paper aims to propose a theoretical framework for workplace research based on sociomateriality. Sociomateriality is a theory to explain the effects of social practice and materiality in an organization. Workplace studies in facility management (FM) can adopt this theory to understand the complex relationships between physical work environments and human factors.

Review of sociomateriality was conducted to understand the connection to existing workplace studies in FM. This study addresses the components of the workplace through the sociomateriality perspective.

The main focuses in sociomateriality theory are materiality and social practice. For workplace concepts specifically in FM, workplaces and their components are a material agency, and work and workers are a social practice agency. By considering both materiality and sociality in workplace environments, researchers can understand office dynamics and interrelationships. Lastly, two statistical analysis methods are suggested to analyze the framework: structural equation modeling and multilevel analysis.

To understand the human–environment relationship, it is essential to consider both materiality and social practice perspectives simultaneously. The proposed framework can be a foundation to explain the complex interactions between the physical environment and human factors of workers in individual organizations.

The purpose of this paper is to examine the prevalence of ill-treatment and bullying experienced by Irish workers and to explore individual and organisational predictors. The most recent national figures available are specific to bullying and predate the economic recession; therefore, this study is timely and investigates a broader range of negative behaviours.

A questionnaire survey study on a national probability sample of Irish employees was conducted (N = 1,764). The study design replicated the methodology employed in the British workplace behaviour study.

The results showed that 43% of Irish workers had experienced ill-treatment at work over the past two years, with 9% meeting the criteria for experiencing workplace bullying. A number of individual and organisational factors were found to be significantly associated with the experience of ill-treatment at work.

This study provides national-level data on workplace ill-treatment and bullying that are directly comparable to British study findings.

The findings indicate that a significant number of Irish workers experience ill-treatment at work, and that workplace bullying does not appear to have decreased since the last national study was conducted in Ireland.

This study is of use to the Irish regulator and persons responsible for managing workplace bullying cases, as it identifies high-risk work situations and contributing individual factors.

This study provides national Irish data on workplace behaviour and ill-treatment following a severe economic recession.

Organizations ought to provide a congenial workplace for employees, particularly females, to get optimum performance. This study aims to investigate the congeniality of libraries’ human environment for female library and information science professionals (LIPs). Regarding the human environment, the manager’s support, relationship with colleagues and informal communication have been studied.

For this quantitative study, the researchers use a survey research method based on a self-constructed questionnaire. The questionnaire consisted of closed-ended questions, which were used to collect the data; however, the open-ended question entitled comments was also added to take the opinion of respondents. The sampling includes the female LIPs working in the university libraries of Punjab, Pakistan.

The results highlight that female LIPs were satisfied with the human environment at their workplaces. Participants not only appreciated the role and support of their immediate managers in terms of respect, feedback, task allocation and approachability but also recognized the role of colleagues and informal communication (social interaction) in making their workplace congenial and comfortable to work by establishing a positive relationship with supervisors, colleagues or subordinates at the workplace. However, some open-ended comments reveal that females face leg-pulling, favoritism, male colleagues’ indecent behavior and managers’ critical behavior at the workplace.

Because of the sensitivity of the topic and limitedness of an instrument, the respondents might have been hesitant to give real opinions. This study was limited in terms of participants as data was collected only from one province of Pakistan.

Workplaces for females in a male-dominated society like Pakistan impede their commitment to giving their best. Despite an increased number of females in the profession, it is surprising that so little empirical research has been conducted on the topic. Therefore, this study is an excellent addition to the dearth of literature on the subject. The findings may help in sensitizing the management and authorities to control the human environment at workplaces as this study will also bring into light the prevailing working environment for females.

Libraries as a workplace have been studied internationally (Farler and Broady-Preston, 2012; Ocholla, 2002; Oud, 2008). From the local perspective, the only study concerning the workplace issues of libraries is by Yousaf et al. (2013), which was limited to the managerial problems faced by female librarians working at the University of the Punjab. Hence, to the best of the authors’ knowledge, this study will be one of its nature.

This study aims to examine the relationship between human resource management (HRM) practices and informal workplace learning.

Data were collected from a sample of 381 employees working as heads of the department of branches in private commercial banks of Bangladesh. Hypotheses were tested by using structural equation modelling-partial least square.

Findings of the study revealed that HRM practices such as selective hiring, extensive training, performance appraisal, compensation practices, empowerment and information-sharing, significantly positively related with informal workplace learning.

Based on the situated learning and organizational support theory, this study is empirically testing how HRM practices influence informal workplace learning.

This chapter aims to consider workplace spirituality from a cross-cultural perspective. The terms workplace spirituality and culture are so intangible, and both start with the attitude and behavior of humans but are meaningful in a community. Because of the constraint of understanding these abstract settings, it is necessary to define and specify the dimensions of both concepts to achieve the aim of this chapter. In this regard, the section starts with the conceptuality of workplace spirituality and the dimensions of the term, which cumulate at individual, group, and organizational levels. It goes with the part of cultural dimensions in the light of Hofstede's (2001) direction, Chhokar, Brodbeck, and House's (2007) extension, and Sharma's (2010) derivation of cultural dimensions for national, organizational, and individual levels, respectively. After joining the dots, the chapter focuses on one of the most sacred research areas for academic literature, cross-cultural differences, and workplace spirituality. The last part of the chapter is the conclusion to point to final notes about the concepts and help guide future studies.