Nexus between workplace spirituality, open innovation mindset and job embeddedness: the role of self-efficacy and mindfulness

Özdemir N., Çoban Ö., Buyukgoze H., Gümüş S., Pietsch M.

Aim: The purpose of this paper is to identify teacher-level latent profiles of open innovation mindset and explore how these profiles moderate the effects of leader-member exchange on their exploitation and exploration activities. We also aim to investigate the indirect effects of principal transformational leadership on exploration activities via leader-member exchange. Research Design: Using a sample of 3,075 teachers working in 261 schools from 12 provinces across Türkiye, this study, first, employed a moderation analysis with latent profiles variables and, second, conduct a two-level structural equation model. Findings: Latent profile analysis produced three types of teacher mindset profiles: growth, average, and fixed. Findings indicate the quality of the dyadic exchange with the school principal did not influence engagement in exploitation activities of teachers with a growth mindset, whereas it contributed to the exploration activities of those teachers. Our results showed that when teachers perceived that their principal exhibited a higher level of transformational leadership behavior, they were more likely to have a higher leader-member exchange, which in turn increased the teachers’ exploration behavior. Implications: This study highlights both exploitative and explorative activities are facilitated by high-quality work-related social processes within the school, and we need to recognize affective and relational contexts in the schools, as they are primarily social institutions.

Dil S., Çam M.

Effective communication plays a crucial role in establishing strong relationships and providing essential support in clinical situations. This study was conducted to investigate the mediator role of mindfulness in the relationship between the listening skills and anger management skills of healthcare professionals working in the emergency department (ED).

Khan M.S., Zulfiqar S.

PurposeDrawing on broaden and build theory and the job demands–resources (JD–R) perspective, this study aims to test a moderated mediation model to explain the mediating effect of knowledge sharing behavior and the moderating role of perceived organizational obstruction on the dynamics of work engagement and creative effort.Design/methodology/approachData from 497 banking service employees constitute the sample of the study, and PROCESS macro in Statistical Package for the Social Sciences (SPSS) was used to test the hypotheses.FindingsThe positive impact of work engagement on creative effort is mediated by knowledge sharing behavior and the direct effect of work engagement on creative effort and the mediating effect of knowledge sharing behavior are contingent on perceived organizational obstruction. These effects were weaker for employees who experienced high perceived organizational obstruction.Originality/valueThis work unfolds how and when work engagement impacts the creative efforts of banking sector employees, highlighting when engaged work matters the most. It provides bidirectional richness at the intersection of knowledge management and creativity literature by focusing on the banking industry of a developing country.

Wang C., Wu C.

The present research centers on understanding the relationship between innovative employee behavior and digital transformation (DT) in the context of a chain restaurant, in the fields of hospitality management and information systems. The first goal of this study is to investigate the variables that impact and facilitate the adoption of DT Specifically, mentorship has a direct influence on the adoption of DT while innovation behavior and mindfulness have mediating effects. According to the conservation of resources (COR) theory, restaurant employees, who are emotional laborers, will face challenges to adopting innovative behavior when they experience resource depletion (whether emotional, cognitive, or physical) which may hamper the adoption of DT. The second aim is to explore the mediating role of standardization on the relationship between innovative behavior and the intention of digital transformation (IDT). This study employs a quantitative research design and structural equation modeling (SEM) to investigate chain restaurants belonging to the Wowprime Corp Group. The variables that impact personal innovative conduct and ultimately impact digital transformation for chain eateries are also examined. The results suggest that mentorship has a direct impact on the intention to engage in DT and can influence it through the promotion of innovative behavior. In other words, the configuration of DT should commence with the most fundamental mentorship unit. The paper also includes a discussion of the theoretical contributions and managerial implications, suggestions for future research, and practical recommendations for chain restaurant operators.

Setthakorn K.P., Rostiani R., Schreier C.

This meta-analytic study examines the relationship between job embeddedness and turnover intention in Thailand and Indonesia. Through the analysis of 22 independent samples consisting of 8,196 participants, the aim is to determine the universal applicability of job embeddedness as a predictor of employee turnover. Using the Hunter and Schmidt method, ensuring methodological rigor and accuracy in the estimation and interpretation of effect sizes, the study finds a significant negative association between job embeddedness and turnover intention ( r = −.44). The dimensions of fit and sacrifice are both negatively correlated with employees’ decision to quit ( r = −.27 for both), while the dimension of link does not exhibit such a relationship. Organizational embeddedness and community embeddedness are both negatively associated with turnover intention, with organizational embeddedness being a stronger predictor. The moderating effect of gender on the relationship between job embeddedness and turnover intention is not supported. The study concludes by discussing the theoretical and practical implications of the findings, highlighting the need for further empirical research on job embeddedness and turnover intention in the Southeast Asian context.

Nawaz N., Gajenderan V., Gopinath U.M., Tharanya V.

The Union Government's New Education Policy 2020 of India is said to be a game changer and has brought many reforms into the education sector. This initiation provoked many changes in the education sector along with the impact of the Covid-19 pandemic. In this regard, there is a dire need to know the emotional status and stress among the teaching fraternity. The present study considers emotional intelligence and workplace spirituality as influencers of occupational stress. The findings of the study interpret that emotional intelligence and workplace spirituality predict occupational stress in the teaching fraternity. The mediation effect of workplace spirituality between emotional intelligence and occupational stress is nominal and very low. However, it is observed that high levels of spirituality and moderate emotional intelligence predict low-stress levels.

Liu J., Gan Y., Chen Y.

PurposeThis study delves into the impact of mindfulness on the retention intention of technology employees, with a particular focus on the mediating variables of affective commitment (AC) and organizational identification (OI). The primary aim is to gain a comprehensive understanding of the underlying mechanisms through which mindfulness influences the retention intention of technology employees.Design/methodology/approachThe research employed a survey approach with self-administered questionnaires and structural equation modeling. The collected data were analyzed using Statistical Product and Service Solutions (SPSS) 24 and Analysis of Moment Structure (AMOS) 28. Multiple mediation analyses was conducted through AMOS to examine the mediating effects of OI and AC.FindingsThe association between mindfulness and retention intention among technology employees showed an overall positive correlation. Additionally, AC and OI were positively correlated with retention intention. In the impact of employee mindfulness (EM) on retention intention, all indirect effects were found to be significant.Originality/valueTo the best of the authors' knowledge, this study is the first to investigate the relationship between EM and retention intention, as well as the associations of AC and OI with them, extending the application of mindfulness in management and offering insights for talent retention among company decision-makers.

Alhajaj W.E., Ahmad S.Z.

PurposeThis study examines the impact of perceived human resource management practices on talent turnover intention, with work engagement mediating and self-efficacy moderating the relationship. It examines how employees' perceptions of pay satisfaction, empowerment, participation and communication are related to their turnover intentions.Design/methodology/approachA total of 283 valid questionnaires from UAE government employees were used for data analysis. Partial least squares structural equation modeling (PLS-SEM) was used to examine the proposed hypothesis.FindingsThe results reveal that employees' perceptions of pay satisfaction, empowerment, participation and communication are significant contributors to work engagement. The findings further demonstrate that work engagement significantly negatively affects talent turnover intention and acts as a mediator between employees' perceptions of individual human resource management practices and talent turnover intention. However, the results contradict the hypothesis that self-efficacy moderates the association between work engagement and talent turnover intention.Originality/valueThis study focuses on the impact of perceived human resource management practices on talent turnover intention, an area that has received limited attention in literature. By focusing on perceived human resource management practices, this study illuminates employees' subjective experiences and how they perceive human resource management practices intended to reduce talent turnover intention. The inclusion of the mediating effect of work engagement offers a more profound understanding of how employees' perceptions of human resource management practices influence their turnover intentions. This comprehensive approach to understanding the interplay between these variables provides valuable insights for organizations seeking to improve their human resource management practices and talent turnover intention.

Barik S., Nayak T.

PurposeThis paper aims to do a comprehensive analysis of the existing literature on workplace spirituality to address the intellectual framework of workplace spirituality and the framework's future direction.Design/methodology/approachA multistep screening procedure was used to obtain data from the Scopus database, which included 648 papers ranging from 1998 to 2023. The bibliometric analysis is conducted by using VOSviewer and Biblioshiny.FindingsThe bibliometric analysis showcases that workplace spirituality is a multidimensional concept primarily studied in the organizational behavior domain. The most important research themes were organizational culture and spirituality. In addition, this paper advances workplace spirituality literature by identifying the keywords, prominent authors, journals and conceptual structure.Research limitations/implicationsThe study summarizes the existing knowledge on workplace spirituality using bibliometric analysis, classifies thematic areas, identifies research gaps and suggests future avenues of research.Originality/valueThe review paper conducts a bibliometric analysis of the emerging area of workplace spirituality over time. These results can also serve as a guide for future research in the subject of workplace spirituality.

Cabrera-Aguilar E., Zevallos-Francia M., Morales-García M., Ramírez-Coronel A.A., Morales-García S.B., Sairitupa-Sanchez L.Z., Morales-García W.C.

BackgroundNurses face high levels of stress and work demands, which can affect their work engagement and psychological well-being. Resilience and self-efficacy have been identified as important resources to improve nurses’ adaptation and work engagement.ObjectiveThis study aimed to evaluate the mediating role of self-efficacy in the relationship between resilience and stress on work engagement in Peruvian nurses.MethodsA cross-sectional design was used, and data were collected from a sample of 459 nurses. Self-report questionnaires were administered to measure self-efficacy, resilience, stress, and work engagement. SEM analyses were performed to examine the relationship between these variables, and a mediation analysis was conducted to evaluate the role of self-efficacy as a mediator in the relationship between resilience, stress, and work engagement.ResultsThe results indicated a positive relationship between resilience, self-efficacy, and work engagement, as well as a negative relationship between stress and work engagement. Additionally, self-efficacy mediated the relationship between resilience and work engagement, as well as the relationship between stress and work engagement in nurses.ConclusionPersonal resources such as self-efficacy are a key factor in the relationship between resilience (work resources), stress (work demands), and work engagement of Peruvian nurses. Strengthening self-efficacy and resilience can improve work engagement and personal satisfaction of nurses. Hospital administrators and nursing managers should consider the importance of resilience, stress, work engagement, and self-efficacy in registered nurses and develop effective strategies to improve them. This can have a positive impact on the quality of care provided to patients and on the job satisfaction of nurses.

Shah S.H., Fahlevi M., Jamshed K., Aman N., Rafiq N., Jermsittiparsert K., Aljuaid M.

Kim H.S., Song J.H.

Freire C., Azevedo A.

PurposeIn recent decades, human resource management (HRM) in health organizations has faced several problems associated with employees' efficiency and happiness, which has been particularly exacerbated after the pandemic crisis. In this scenario, this study seeks to analyze nurses' turnover intention by comparing Portuguese public and private healthcare organizations. As determining factors, transformational leadership, perceived organizational support and organizational commitment were considered.Design/methodology/approachA survey was digitally applied to 277 nurses from Portuguese public and private healthcare organizations.FindingsResults suggested that there are differences in nurses' turnover intentions: there is a greater likelihood of nurses in the private sector planning to leave the healthcare organizations the nurses work for when compared to public hospital nurses. Furthermore, nurses in public hospitals perceive lower levels of transformational leadership, organizational support and organizational commitment than those in the private sector. The underlying cause as to the intention of leaving the public sector resides in normative commitment. On the other hand, lower affective commitment explains the intention to abandon the private sector.Practical implicationsThis study is relevant for human resource managers and administrators in public and private hospitals since it enables a diagnosis of the situation, as well as a definition of the most appropriate policies for each of the sectors as a strategy to attract and retain health professionals.Originality/valueThis study is significant as the study provides a better understanding of the reasons which lead nurses to consider leaving the organization where the nurses work and the difference between nursing professionals in public and private hospitals.

He J., Li X., Wang H., Xu Z.

IntroductionBased on the job demands-resources model, this study aims to explore the relationship between mindfulness in web editors, work performance, workplace spirituality, and digital competencies.MethodsOnline data from the Tencent Questionnaire Platform was used to examine the proposed research model. We distributed questionnaires to new media companies, and a total of 431 valid questionnaires were collected.Results and DiscussionThe results suggested that mindfulness in web editors can improve workplace spirituality, digital competencies, and work performance. In addition, workplace spirituality was found to act as a mediator between mindfulness and work performance. And, digital competencies did not play a mediating role between mindfulness and work performance, but workplace spirituality and digital competencies played a chain mediating role between mindfulness and work performance. The study explained the internal impact mechanism of mindfulness on work performance in web editors, and proposed methods to improve mindfulness, revealing the chain mediating role of workplace spirituality and digital competencies in the impact of mindfulness on work performance, which might provide new insights into existing research. It can provide a reference for new media companies to manage the team of web editors and improve the work performance of web editors.

Mhatre S.G., Mehta N.K.

Purpose This study aims to identify the present development of workplace spirituality (WPS) by synthesizing the findings from the WPS literature, identifying gaps and proposing a research agenda. Design/methodology/approach This study reviews 72 articles on WPS published in scholarly journals to review their findings on how it has developed over time. Findings This review reveals a dearth of qualitative studies like the phenomenological approach, ethnographic research, mixed methodology and experimental research. Besides, the findings reveal various dimensions of spirituality in regard to the workplace. The synthesis reveals a paucity of research to examine WPS at the level of mesospiritual. The findings reveal the scope for cross-cultural studies in WPS that could support and advance inclusion and diversity in the organization. Also, there is scope to examine the relationship of WPS with mental and behavioral health, mindset, innovative behavior, sustainable behavior and trust. Further, the findings reveal the scope of studying the darker side of spirituality in the workplace. Research limitations/implications This study offers significant implications to researchers, management and human resource management (HRM) practitioners by providing a holistic understanding of WPS. The literature review findings are limited to the analysis performed on seventy-two papers from Web of Science (WoS) and Google Scholar databases. Practical implications This study provides suggestions and future research directions for researchers, HRM and management practitioners for the inclusion of spirituality. The review findings suggest the implications for management and HRM practitioners by understanding the research done in cognitive science and neuroscience related to spirituality to humanize the workplace. HRM practitioners can draw on the insights offered in this analysis to develop learning and development interventions in support of WPS, e.g. training programs for cultivating mindset through spiritual mentoring. Originality/value The study provides WPS development over time. It also provides a comprehensive outlook on WPS that highlights its positive and negative sides. The study contributes to the literature by categorizing the literature and proposing a research agenda to guide future WPS research.