Can transcendence be attained through mindfulness? The mediating role of meaningful work

2020 ◽  
Vol 7 (3) ◽  
pp. 257-273
Author(s):  
Nishant Singh ◽  
Umesh Bamel
Keyword(s):  
Organizational Behavior ◽  
Positive Emotions ◽  
Empirical Studies ◽  
Meaningful Work ◽  
Cross Sectional Study ◽  
Cross Sectional ◽  
Content Type ◽  
Indian Context ◽  
The Relationship

PurposeThe purpose of this paper is to study the motivational mechanism of meaningful work (MFW) between the relationship of mindfulness and transcendence in an Indian context.Design/methodology/approachTo achieve the research objective, a cross-sectional study was conducted. We have collected data from 311 participants (employees of large Indian manufacturing organizations, both public and private) using a self-administered survey questionnaire. Collected data was examined using path analysis.FindingsResults suggest that MFW partially mediates the relationship between mindfulness and transcendence. Overall, this study highlights the role of mindfulness in making employees more passionate, joyful, and energetic at the workplace to achieve transcendence.Practical implicationsThis study suggests ways through which positive emotions and a sense of meaningfulness can be enhanced. It also provides valuable implications for managers by suggesting various practices for enhancing an employee's transcendence.Originality/valueThe study contributes to the positive organizational behavior field by providing some novel insights with a focus on mindfulness, MFW and transcendence. It also fills the void in the area of transcendence empirical studies related to the Indian context.

How and when does humble leadership enhance newcomer well-being

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Fei Kang ◽  
Jiyu Li ◽  
Yuanyuan Hua
Keyword(s):  
Positive Emotions ◽  
Well Being ◽  
Proactive Personality ◽  
Cross Sectional ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Broaden And Build Theory ◽  
The Relationship ◽  
Humble Leadership

PurposeMany studies have examined the positive outcomes of humble leadership for employees. However, its impact on newcomers' well-being has been rarely investigated. In this paper, based on affective events theory and the broaden-and-build theory of positive emotions, the authors proposed a moderated mediation model to explore the effect of humble leadership on newcomer well-being. In the model, we identified newcomers' pride as a mediating variable and newcomers' proactive personality as a moderating variable.Design/methodology/approachThe data were from a two-wave sample containing 213 newcomers. The hypothesized model was tested using partial least squares structural equational modeling.FindingsThe results demonstrated that humble leadership was positively related to newcomers' well-being, and newcomers' pride medicated this relationship. Additionally, newcomers' proactive personality moderated the relationship between humble leadership and newcomers' pride.Research limitations/implicationsThe authors adopted a cross-sectional research design, rendering it difficult to derive causal relationships between variables. In addition, all data were from self-reports of newcomers which would suffer from common method variance.Originality/valueThis research examined the role of humble leadership in promoting newcomers' pride and well-being.

The relationship between empowerment and the three-component model of organisational commitment: an empirical study of Thai employees working in Thai and American airlines

2017 ◽  
Vol 11 (2) ◽  
pp. 227-242 ◽  
Author(s):  
Thanawut Limpanitgul ◽  
Pattana Boonchoo ◽  
Somboon Kulviseachana ◽  
Supawadee Photiyarach
Keyword(s):  
Structural Equation ◽  
Affective Commitment ◽  
Cross Sectional Study ◽  
Organisational Culture ◽  
Three Dimensions ◽  
Organisational Commitment ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to empirically examine the moderating role of organisational culture on the relationship between empowerment and the three dimensions of organisational commitment amongst flight attendants working in a collectivist organisation and an individualist organisation. Design/methodology/approach Data were collected from a sample of 439 Thai cabin service attendants from two major flag-carrier airlines (one based in Thailand and the other based in the USA) using self-administered questionnaires. Structural equation modelling was utilised to examine the hypotheses. Findings Overall, the findings revealed associations between empowerment and organisational commitment in both sample groups. Nonetheless, the extent and direction to which empowerment influenced the different dimensions of organisational commitment differed significantly. Research limitations/implications Cross-sectional study of Thai employees may limit generalisability of the findings to other contexts. Practical implications In use of empowerment for developing employee commitment to organisation, practitioners should take organisational culture into consideration. As such, relationship is weakened or strengthened based on whether the organisation is more individualist- or collectivist-oriented in its organisational culture. In an individualistic context, organisations can foster affective commitment through empowerment more easily than in a collectivist context. On the contrary, in a collectivist organisational context, it is easier to build normative commitment among employees through empowerment than to do it in an individualist context. Originality value Provide empirical evidence in regards to the role of organisational culture in conditioning the relationship between empowerment and organisational commitment in a non-Western context.

Effect of abusive supervision on employee’s intention to quit and the neutralizing role of meaningful work in Indian IT organizations

2017 ◽  
Vol 25 (5) ◽  
pp. 825-838 ◽  
Author(s):  
Sajeet Pradhan ◽  
Lalatendu Kesari Jena
Keyword(s):  
Organizational Context ◽  
Empirical Studies ◽  
Meaningful Work ◽  
Abusive Supervision ◽  
Moderating Effect ◽  
Self Report ◽  
Intention To Quit ◽  
Content Type ◽  
The Relationship

Purpose Several studies have investigated the harmful effects of abusive supervision on subordinates’ behaviour and performance, including their intention to quit. However, there is a conspicuous dearth of empirical studies testing the deleterious interpersonal relationship, especially in Indian organizations. The purpose of this study is to explore the moderating role of meaningful work as a neutralizer in mitigating the pernicious effect of abusive supervision on subordinates’ turnover intention. Design/methodology/approach Data were collected from software professionals working in several Indian IT companies through self-report questionnaires (n = 227), using a time-lagged design on two occasions (span between T1 and T2 was three to four weeks). Findings The result confirms that abusive supervision is strongly related to subordinates’ intention to quit. Also, the study finds meaningful work to have a significant moderating effect on the relationship between abusive supervision and intention to quit. Originality/value The number of empirical studies exploring the pernicious effect of abusive supervision in Indian organizational context is almost negligible. In addition, the current study is among the few studies that have investigated the moderating effect of meaningful work on the relationship between abusive supervision and intention to quit.

“I voice out because I care”: the effect of online social networking on employees' likelihood to voice and retention

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jihad Mohammad ◽  
Farzana Quoquab ◽  
Ahmad Nuruddin Sulaiman ◽  
Zarina Abdul Salam
Keyword(s):  
Social Networking ◽  
Cross Sectional Study ◽  
Mediating Effect ◽  
Survey Method ◽  
Online Social Networking ◽  
Cross Sectional ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

PurposeThis study aims to examine the mediating role of “employees’ likelihood to voice (ELTV)” in the relationship between “online social networking (OSN)” and “employee retention (ER)” and to predict the effect of OSN on ELTV and ER.Design/methodology/approachA cross-sectional study using the survey method was employed to collect data from 251 administrative staff of the healthcare industry. The partial least squares (PLS) technique, using SmartPLS3 software, was employed to test the study hypotheses.FindingsThe results of this study supported the direct effect of OSN on ELTV and ER. Moreover, the mediating effect of ELTV was also supported by the data.Originality/valueThis study provides new knowledge about the direct and indirect effects of OSN on ELTV and ER.

Finding Brands and Not Losing Your Religion? Exploring the Relationship Between Brand Engagement in Self-Concept and Religious Commitment

2021 ◽  
Vol 18 (3) ◽  
pp. 201-217
Author(s):  
Wiktor Razmus ◽  
Beata Zarzycka
Keyword(s):  
Religious Commitment ◽  
Past Research ◽  
Cross Sectional Study ◽  
Self Concept ◽  
Sectional Study ◽  
Grandiose Narcissism ◽  
Cross Sectional ◽  
Brand Engagement ◽  
The Relationship

Past research links a decrease in religiosity with the development of marketing and, in particular, with the growing role of brands in consumers’ lives. Building on James's (1920) theory of the self, we propose that focusing on brands as a strategy for self-expression (brand engagement in self-concept; BESC) does not exclude religious commitment and may even be related with higher levels of religious commitment. We also suggest that this relationship is moderated by grandiose narcissism. The hypotheses were tested on a sample of 306 individuals in a cross-sectional study. The findings provide evidence that BESC is positively related to religious commitment and the higher an individual’s narcissism is, the stronger the positive relationship between BESC and religious commitment. These findings suggest that using brands as a strategy for self-expression is not a substitute for religious commitment.

The role of rash-impulsivity, emotional dysregulation and reward drive in comorbid disordered eating and substance use disorders

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Natalie Merinuk ◽  
Stephanie C. Varcoe ◽  
Peter J. Kelly ◽  
Laura D. Robinson
Keyword(s):  
Substance Use ◽  
Disordered Eating ◽  
Psychological Factors ◽  
Emotional Dysregulation ◽  
Self Report ◽  
Eating Behaviours ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship

Purpose Substance use disorder (SUD) frequently co-occurs with other psychological conditions, such as eating disorders (EDs). Psychological factors such as emotional dysregulation, rash impulsivity (RI) and reward sensitivity (RS) play a role in the etiology of each disorder, yet little is known about the combined effects of these on comorbid SUDs and EDs or disordered eating behaviours (DEBs). This study aims to examine the role of these psychological factors in comorbid DEBs and SUDs among individuals in treatment for SUDs. The role of gender is tested as a moderator. Design/methodology/approach A cross-sectional self-report survey was completed by 131 participants attending Australian residential substance use treatment centres. A binomial logistic regression analysis was performed to examine the effects of emotional dysregulation, RI and RS on comorbid DEB and SUD. Further, moderation analyses were used to examine the moderating effect for gender on the relationship between these three personality variables and comorbidity. Findings The most commonly reported primary substance of use was alcohol (43.5%), followed by amphetamines (38.6%). Findings showed that emotional dysregulation and RI were significantly related to an increase in comorbidity likelihood; however, RS was not. Gender moderated the relationship between comorbidity and RI only. Originality/value The significant positive relationship found between RI and comorbidity for females only was a novel finding for the current study. Further research is needed to develop an understanding of the etiology of comorbidity.

scholarly journals The Role of Demographic Characteristics and Spiritual Dimensions in Predicting Empathy: A Study in Muslim Pre-Service Teachers

2021 ◽  
Vol 4 (2) ◽  
Author(s):  
Fifi Khoirul Fitriyah ◽  
Nur Hidayah ◽  
Muslihati Muslihati ◽  
Im Hambali ◽  
Mursyidul Ibad
Keyword(s):  
Formal Education ◽  
Cross Sectional Study ◽  
Reactivity Index ◽  
Online Questionnaire ◽  
Cross Sectional ◽  
And Gender ◽  
Data Collection Technique ◽  
Spirituality Assessment ◽  
The Relationship

Although many studies have examined the relationship between spirituality and empathy, very few studies have focused on demographic and spiritual dimensions in influencing empathy for pre-service teachers. This study analyzes the effect of gender, age, and years of formal education on spirituality and empathy and analyzes the influence of the spiritual dimensions on empathy. This research is a cross-sectional study, with 319 Muslim pre-service teachers as respondents. The data collection technique used an online questionnaire adapted from the Spirituality Assessment Scale (SAS) and the Interpersonal Reactivity Index (IRI). The results show that age affects spirituality, while empathy is influenced by age and gender. One unanticipated finding was that years of formal education had no effect on either spirituality or empathy. The most important finding of this study is the higher the level of innerness, the more likely it is to have high empathy. This study's findings are useful as an assessment material and creating counseling designs to increase empathy for pre-service teachers. This is a part of forming the ideal profile of counselors in schools later. Integrating Islamic values ​​is also an essential alternative in counseling for Muslims.

Drinking to Cope Motivations as a Mediator of the Relationship Between Sexual Coercion Victimization and Alcohol Use Among College Women: The Role of Depressive Symptoms

2018 ◽  
Vol 25 (6) ◽  
pp. 721-742 ◽  
Author(s):  
Sarah J. Ehlke ◽  
Michelle L. Kelley
Keyword(s):  
Depressive Symptoms ◽  
Alcohol Use ◽  
Sexual Coercion ◽  
Online Survey ◽  
Cross Sectional Study ◽  
Cross Sectional ◽  
Drinking To Cope ◽  
Regulation Strategies ◽  
The Relationship

This cross-sectional study examined whether depressive symptoms strengthened the relationship between different forms of sexual coercion victimization and drinking to cope motivations, which was hypothesized to influence alcohol use. Participants were 214 female undergraduates who completed an online survey. Participants who experienced any lifetime sexual coercion and reported higher depressive symptoms were the most likely to report drinking to cope motivations, which in turn were associated with alcohol use. Depressive symptoms did not strengthen the relationship between specific forms of sexual coercion, drinking to cope, and alcohol use. Increasing emotion regulation strategies among sexual coercion victims may reduce drinking.

Resistance to change and turnover intention: a moderated mediation model of burnout and perceived organizational support

2020 ◽  
Vol 33 (7) ◽  
pp. 1431-1447 ◽  
Author(s):  
Shalini Srivastava ◽  
Swati Agrawal
Keyword(s):  
Organizational Support ◽  
Turnover Intention ◽  
Perceived Organizational Support ◽  
Resistance To Change ◽  
Cross Sectional ◽  
Content Type ◽  
Relationship Of ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of the paper is to study the turnover intention of employees during the phenomenon of resistance to change. The paper examines the mediating role of burnout in the relationship of resistance of change to turnover intention and the moderating role of perceived organizational support in this relationship.Design/methodology/approachThe empirical data of the study has been collected via cross-sectional data collection method and include responses from 410 employees. The moderation mediation analysis has been done using the SPSS macro process.FindingsThe paper finds that resistance to change is an antecedent to the turnover intention which often represents employees' voluntary turnover in the future. This relationship of resistance to change and turnover intention is explained by burnout. However, the study establishes perceived organizational support as moderator, and with high POS, strength of this relationship will be reduced.Originality/valueThis paper contributes by examining the burnout as an intervening variable in the relationship of resistance to change and turnover intention and perhaps establishes for the first time the moderating role of perceived organizational support in reducing the influence of resistance to change on turnover intention, since retaining employees is of value to the organization.

Personality and boredom at work: the mediating role of job crafting

2019 ◽  
Vol 24 (4) ◽  
pp. 315-330
Author(s):  
Bogdan Oprea ◽  
Dragos Iliescu ◽  
Vlad Burtăverde ◽  
Miruna Dumitrache
Keyword(s):  
Job Crafting ◽  
Negative Consequences ◽  
Cross Sectional ◽  
Content Type ◽  
Work Related ◽  
Mediating Role ◽  
Cross Sectional Design ◽  
The Individual ◽  
The Relationship

Purpose Boredom at work is associated with negative consequences, therefore it is important to investigate whether employees engage in job crafting behaviors that reduce boredom and what are the individual differences associated with these behaviors. The paper aims to discuss these issues. Design/methodology/approach A questionnaire study was designed to examine the mediating role of job crafting in the relationship between conscientiousness and emotional stability and boredom among 252 employees (Study 1) and in the relationship between Machiavellianism and psychopathy and boredom among 216 employees (Study 2). Findings The results showed that conscientiousness is negatively related to work-related boredom. This relationship is mediated by job crafting. Neuroticism and psychopathy are positively associated with boredom at work, but these relationships are not mediated by job crafting behaviors. Research limitations/implications The study was based on self-reported measures, which might raise questions of common-method bias, and the research samples contained mostly women and young employees, which raises questions about generalizability of our findings. At the same time, the cross-sectional design does not allow causal inferences. Practical implications Organizations can select employees based on their personality for jobs that predispose to boredom and give them enough autonomy to be able to craft them. Moreover, they can identify employees who need support to manage their boredom and include them in job crafting interventions. Originality/value Traditionally, boredom at work has been considered as resulting from characteristics of tasks and jobs. The findings indicate that some employees can make self-initiated changes to their work in order to reduce their boredom and possibly its negative consequences.

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