The purpose of this paper is to examine the associations between the skill-, motivation- and opportunity-enhancing dimensions of human resource (HR) practices and in-role and innovative job performance. Furthermore, it considers the mediating effects of psychological, physical and social employee well-being on these associations.,Structural equation modeling was utilized to analyze multi-source survey data from a sample of 300 employees and 34 immediate supervisors in a professional service company in Finland.,The results indicate that whereas physical and social employee well-being partially mediate the association between skill- and opportunity-enhancing HR practices and in-role job performance, psychological employee well-being partially mediates the association between motivation-enhancing HR practices and innovative job performance.,Given its cross-sectional nature, the authors cannot completely exclude the possibility of common method bias influencing the study results. The authors thus call for longitudinal research to examine the nature of causality within the associations analyzed in the study.,This study does not support the notion of trade-offs between HR practices, employee well-being and employee performance. Instead, it illustrates that even though different dimensions of HR practices enhance different dimensions of employee well-being, which, in turn, increase different types of employee performance, the different dimensions of HR practices work in the same direction and do not generate any unintended consequences in terms of reduced employee physical well-being.

HR practices and employee performance: the mediating role of well-being

This study aims to provide a comprehensive understanding about the mechanism that underlies the detrimental effects of workplace spirituality (WPS) dimensions on employee unethical pro-organizational behavior (UPB), directly as well as indirectly, through job satisfaction. Using a sample consisting of 458 employees in various organizations in China, this study reveals that two dimensions of WPS are positively associated with UPB. Also the results of this paper show that each of the three dimensions of WPS has a significant positive relationship with job satisfaction. Furthermore, this study successfully confirms the mediating effect of job satisfaction in the relationship between WPS dimensions and UPB. Finally, theoretical and practical implications, future research directions and limitations of this study are discussed at the end of this research article.

Workplace Spirituality and Unethical Pro-organizational Behavior: The Mediating Effect of Job Satisfaction

As the concept of mindfulness gains popularity in the workplace, there is a need to understand the extent to which mindfulness-related practices are integrated into training and development activities and the impact of these practices on employees and organizations. The purpose of this study is to provide an overview of the scope of mindfulness as an intervention in the workplace and to identify outcomes of mindfulness-related training activities at the individual, job/work, team/group and organizational levels.,Torraco (2005) and Briner and Denyer's (2012) four steps (search, selection, analysis and synthesis) for conducting an integrative literature review were used for this study. This method enabled us to compare and contrast relevant articles, integrate distributed information, create new knowledge and provide research directions on mindfulness practices in work settings.,Through a revision of 28 empirical studies, the authors found that mindfulness-based training is an effective intervention for organizations to improve mental health, wellbeing and performance of employees. A total of 51 significant outcomes of mindfulness-related training categorized at the individual (23), job/work (17), group/team (7) and organizational (4) levels were identified.,Despite the benefits of mindfulness training, according to the research, only a handful of organizations have rolled-out this program for employees. The authors recommend that industry leaders and managers take a proactive approach and incorporate mindfulness-related practices as part of their professional development training for employees at all levels to improve personal and professional growth and performance.,This paper extends the emerging literature on mindfulness by providing a comprehensive summary of the consequences of mindfulness training at a multilevel context within the human resource development domain.

Mindfulness training in the workplace: exploring its scope and outcomes

Background and Objective Spirituality and well-being are two constructs related to optimal levels of human functioning. This study attempts to link the concept of spirituality at work and subjective happiness, which is a facet of well-being. The role of grateful disposition is also examined by incorporating gratitude as a moderator Method Data were collected using a structured questionnaire from high school teachers working with government schools in the southern region of India. Hypothesised relationships were tested using Partial Least Squares Structural Equation Modeling (PLS-SEM) Results Results reveal significant relationships between workplace spirituality, subjective happiness, and gratitude. Gratitude was also found to be a significant moderator, which exercised a positive influence on the workplace spirituality-happiness relationship. Conclusion The study has contributed to the evolving literature on workplace spirituality by elucidating its relationship with positive psychology. Workplace spirituality could play a significant role in building substantial happiness for individuals in the long run.

Workplace Spirituality and Subjective Happiness Among High School Teachers: Gratitude As A Moderator

The purpose of this paper is to examine the influence of workplace spirituality on employee well-being and intention to stay with the organization among teachers in technical higher education institutions. Furthermore, the study endeavors to test the difference in model estimates across two groups of teachers who differ in their intentional career choice.,This descriptive study was conducted amongst a sample of 523 teachers working in technical educational institutions in India. Self-reporting questionnaires were administered among the respondents, who were selected through purposive sampling method. Structural equation modeling and multi-group analysis were done to test the hypotheses.,Analysis revealed that workplace spirituality enhanced employee well-being and intention to stay. Differences were observed on the effects of different dimensions of workplace spirituality on job outcomes. Also, teachers’ intentional career choice was found to moderate these relationships.,This study is pioneering in conceptualizing and testing a theoretical model linking workplace spirituality, employee well-being and intention to stay, particularly in the context of teachers who differ in their intentional career choice. Implications with regard to the experience of workplace spirituality and job outcomes in the specific context of teaching are elaborated, thus striving to fill a gap in existing literature.

Workplace Spirituality, Employee Wellbeing and Intention to Stay: A Multi-Group Analysis of Teachers' Career Choice.

Purpose




The existing literature suggests that employee well-being is an important concern for organizations. The purpose of this paper is to carry out an empirical examination to assess whether employee experience of workplace spirituality has positive relationships with multiple forms of employee well-being.




Design/methodology/approach




This paper focussed on four forms of employee well-being, namely: emotional well-being, psychological well-being, social well-being, and spiritual well-being. It specified and empirically tested, using a survey design, four hypotheses, each proposing a positive relationship between workplace spirituality and one of the four forms of employee well-being.




Findings




All four hypotheses were supported indicating that workplace spirituality has a positive relationship with emotional, psychological, social, and spiritual well-being.




Research limitations/implications




This paper may encourage future research to assess whether various forms of employee well-being result from specific dimensions of workplace spirituality.




Practical implications




Organizations may implement workplace spirituality for simultaneously enhancing multiple forms of employee well-being.




Social implications




As employee well-being is a matter of social concern, the findings of this study indicating a positive association between workplace spirituality and employee well-being have a social relevance.




Originality/value




To the author’s knowledge, this is the first study to examine the relationship between workplace spirituality and four forms of employee well-being, namely; emotional, psychological, social, and spiritual well-being. As employee well-being is an important concern for organizations, the contribution of the study findings is that workplace spirituality implementation can simultaneously enhance multiple forms of employee well-being.

Badrinarayan Shankar Pawar

Papers

Workplace spirituality and employee well-being: an empirical examination