Inspiring workplace happiness: religiosity and organizational trust in the academic context

PurposeThis paper focuses on academics in public universities in Egypt. It explores the effect of perceptions of the rector's religiosity and trust on workplace happiness among academics.Design/methodology/approachA total of 600 academics are contacted. After two follow-ups, a total of 540 responses are collected, of which 525 are valid. This study uses SmartPLS 3 to test the hypotheses.FindingsThis paper finds that academics' perceptions of their rector's religiosity have a positive effect on engagement, job satisfaction and affective organizational commitment. Moreover, academics' perceptions of their rector's religiosity positively affect their perceptions of their rector's ability, benevolence and honesty. Furthermore, academics' trust in their rector has a positive effect on their engagement, job satisfaction and affective organizational commitment.Originality/valueThis paper contributes by filling a gap in management and organization literature, in which empirical studies of the relationship between religiosity, organizational trust and workplace happiness are limited or scarce.

The influence of workplace happiness and innovative work behavior on job satisfaction mediated by work engagement

The purpose of this study is to examine and analyze the influence of workplace happiness and innovative work behavior on job satisfaction mediated by work engagement on employees of a private university in Tenggarong, East Kalimantan during the Covid-19 pandemic. This research is quantitative with a sample of 100 people taken through proportional stratified random sampling. The data analysis technique used is descriptive statistical analysis and structural equation modeling (SEM). The conclusion of this study is that there is a positive influence between workplace happiness and innovative work behavior on job satisfaction, there is a positive influence between workplace happiness and work engagement, there is a positive influence between work engagement and job satisfaction, and there is a positive influence between workplace happiness on job satisfaction mediated by work engagement.

In pursuit of happiness at work: exploring the role of psychological capital and coping in managing COVID-19 stress among Indian employees

Purpose Employee happiness is crucial in any organization as happy employees are said to be more committed in their work. However, COVID-19 stress in the current situation is a major problem for employees and it can negatively influence their happiness level. Therefore, it is critical to understand how the stressful nature of the current pandemic threatens workplace happiness. Based on conservation of resources theory (Hobfoll, 1989), this study aims to examine the resources to be protected (i.e. psychological capital) and resource investment (i.e. coping) to ensure the happiness of the employees amidst a bio-psycho-socioeconomic crisis like COVID-19 pandemic. The study explores the mediating role of psychological capital and the moderating effect of coping on the relationship between COVID-19 stress and employee happiness. Design/methodology/approach Data were collected from the Indian working population by means of purposive sampling (N = 336). Standardized instruments were used to measure the variables under study. Data analysis were done using Statistical Package for Social Sciences 20.0 and Analysis of Moment Structure 20.0 software tools and PROCESS macro was used for mediation and moderation analysis. Findings Structural equation modelling analysis showed that COVID-19 stress negatively influenced employee happiness; whereas psychological capital partially mediated the relationship between these two variables. Further, coping was found to buffer against the harmful implications of COVID-19 stress on employee happiness. Originality/value In an effort to respond timely to the present pandemic scenario, the current study provides an account of the harmful effects of COVID-19-related stress on the workplace happiness of the Indian service sector employees. The study also offers insights into the possible mediating and moderating mechanisms in this relationship.

Causal Relationship Model of Factors Affecting Workplace Happiness among Head Nurses’ of Secondary Hospital at Northern Region, Thailand

Introduction: There is a growing recognition for workplace happiness worldwide. If employees work in an unfavorable atmosphere, this may lead to boredom, discouragement and disengagement as well as alienation from colleagues; thereby becoming unhealthy for both employees and organisations. Aim: To develop a causal relationship model of factors affecting workplace happiness among head nurses and test the model with empirical data collected with the chosen research sample. Materials and Methods: This research uses the causal relationship research method. A five point-Likert scale questionnaire about factors affecting workplace happiness was administered to 196 head nurses at secondary hospitals, northern Thailand. It included six latent variables: 1) leader characteristics; 2) work satisfaction; 3) awareness of the professional values; 4) organisational climate; 5) social support; and 6) workplace happiness. Analysis instruments were descriptive statistics i.e., frequency, percentage, average, standard deviation, Pearson product moment correlation, and linear structural relationship model. Results: Based on the casual relationship model, the following factors were identified as influencing workplace happiness among the head nurses: social support, work satisfaction, organisational climate, leader characteristics and awareness of the professional values, respectively. After adjustment as alternative model, the causal relationship model of workplace happiness fit the empirical data, with Chi-square (χ2)= 238.098, df=205, Comparative Fit Index (CFI)=0.99, Root Mean Squares Error of Approximation (RMSEA)=0.02, Tucker-Lewis Index (TLI)=0.98, Standardised Root Mean Square Residual (SRMR)=0.04. This means that the variables in the model can explain the variance of workplace happiness by 46.6%. Conclusion: Drawn from the casual relationship model of factors influencing happiness at work among the head nurses, the factors with the most influencing overall impact on happiness at work are: work satisfaction, organisational climate, social support, and leadership characteristics.