The literature on destructive leadership has largely ignored the perspective of the subordinate, especially in terms of conflict coping mechanisms. This study aims to integrate research on destructive leadership and subordinates’ voice behaviour as a conflict coping mechanism. Drawing on the social exchange, conservation of resources and social identity theories, it argues that destructive leadership negatively affects employees’ voice behaviour and that this relationship is moderated by subordinate personality and organization climate.,The proposed model was tested on a sample of 275 professionals working in the banking and insurance sector in India using a temporal research design with data collected in two phases six months apart. Partial least squares structural equation modelling was used for data analysis.,The results support the main effect relationship between destructive leadership and subordinates’ voice behaviour and the moderation of subordinates’ personality and organizational climate. Temporal analysis indicates that the nature of some relationships changed across the two time periods.,A greater understanding of destructive leader behaviour and resultant coping strategies of subordinates is likely to provide insights for managers facing such situations. The findings of this study will inform the creation of redressal and voice mechanisms in organizations.,This is among the first studies to examine the impact of negative forms of leadership on subordinates’ conflict coping mechanisms using a temporal lag design across two time periods.

A temporal study on subordinate’s response to destructive leadership: voice withdrawal as a conflict coping mechanism

The purpose of this study is to investigate the impact of person-organization (PO) fit on work engagement (WE). The paper also explores the relationships among WE, organization citizenship behavior-individual (OCBI) and organization citizenship behavior-organization (OCBO). Lastly, the study analyzes the mediating effect of WE between PO fit and OCBI/OCBO.,For this purpose, a questionnaire has been designed and survey data has been collected from 280 frontline employees of private banks in Pakistan. The partial least squares–structural equation modeling (PLS-SEM) technique has been employed to analyze the data and for testing the study hypotheses.,Findings show the positive relationship of PO fit with WE, and the positive relationship of WE with OCBI/OCBO. It is also seen that WE mediate the relationship between PO fit and OCBI/OCBO.,No prior study tests the mediation of WE between PO fit and OCBI/OCBO. Further, organization citizenship behavior (OCB) has mostly been studied as a single construct; however, the current study discussed the individual and organizational aspects of OCB with PO fit and WE.

Person-organization fit and organization citizenship behavior: modeling the work engagement as a mediator

Employees are considered the most valuable asset in the organisation. Without competent manpower, organisation fail to survive and now, employees in the organisation are provided with congenial platform to nurture which eventually leads to an effective achievement of organisational goals. This research aims to investigate the correlation of workplace spirituality on job satisfaction, leadership, organisational citizenship behaviour and organisational growth by conducting a literature-based study. With a systematic review of 101 literatures, the outcome revealed that workplace spirituality has a positive and direct relationship with the four variables i.e., job satisfaction, leadership, organisational citizenship behaviour and organisational growth. Various research orientation based on different framework for the study are discussed in detail and avenues are proposed for future research. Index Terms — Job satisfaction, Leadership, Organisational citizenship behaviour (OCB), Organisational growth, Workplace spirituality. ——————————  ——————————

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Correlates Of Workplace Spirituality On Job Satisfaction, Leadership, Organisational Citizenship Behaviour And Organisational Growth: A Literature-Based Study From Organisational Perspective

Purpose – This article seeks to understand the role of prosocial behaviour and moral obligation in family business to explain the indirect relationship between family business orientation and citizenship behaviour.

Design/methodology/approach – This study proposes a model to examine the role of moral obligation and prosocial behaviour in such a relationship to understand a link between family orientation and organisational citizenship behaviour. The authors provide empirical evidence to test the hypothesis by conducting an online
survey of family business behaviour in the Indonesia context.

Findings – The family business orientation has a significant impact on citizenship behaviour, while prosocial behaviour and moral obligation offer an additional contribution. The results suggest that family business performance demonstrates how a family that owns the business sets the social purposes from various
performance alternatives beyond profit, such as family orientation, prosocial behaviour, moral obligation and organisational citizenship behaviour.

Originality/value – This study extends the agency and stewardship theory by examining how family business performance becomes different from other firm performance where the mainstream of economic theory argues that the business attempts to maximise profit for the stakeholders. The findings suggest that incorporating the theory of social practice in family business enhances the concept of prosocial behaviour in family business value.

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From family business orientation to organisational citizenship behaviour: prosocial behaviour in family business performance

Hospitality organisations have suffered a lot of setbacks, such as low performance caused by the COVID-19 pandemic, during which most management took drastic decisions to retrench talent, and these decisions have engendered low discretionary work behaviour and low emotional labour display amongst its talent. These maladies would have been averted if talent management practices were implemented effectively by hospitality organisations. It is based on this premise that this study investigates the effect of talent management on discretionary work behaviour in hospitality organisations in Nigeria using a survey research design. A sample frame of 820 was drawn from 60 registered hospitality organisations in the south-eastern part of Nigeria. A sample size of 263 was drawn from the sample frame. Linear regression was employed to analyse the formulated hypotheses with the aid of IBM statistical package for the social sciences version 20.0. The findings of the study show that talent management dimensions have significant effects on discretionary work behaviour in hospitality organisations in Nigeria. The study concludes that talent management measured in terms of talent attraction, talent development and talent retention have significant effects on the indicators of discretionary work behaviour. The study recommends that human resource professionals and organisational leaders should utilize talent management as a strategy to enhance discretionary work behaviour in their respective organisations.

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Talent Management in the Hospitality Sector: Predicting Discretionary Work Behaviour

Companies across the world are struggling to keep the employees engaged and retained to their work. Moreover, today’s workforce is increasingly seeking intrinsic benefits beyond the material rewards of a job. In this context, this study aims to assess the relationship between organizational citizenship behavior (OCB), workplace spirituality (WS) and job performance (JP) in a non-Western setting where primary quantitative research was conducted in an Indian setting. The sector under study was Banking, Finance, and Insurance Services (BFSI), given retention issues since the financial crisis of 2008. A statistically evaluated sample of 433 respondents was utilized to attain the findings. Results revealed a statistically significant positive relationship between OCB, WS and JP that was achieved through regression analysis. However, findings also showed that OCB is not a moderator between WS and JP. The gap in the research was addressed given the lack of studies determining the impact of OCB on individual job performance. Further, the impact was positively highlighted in the Indian context. The implications to the BFSI sector were made that required companies to promote a culture for voluntary work practices to enhance JP.

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Relation between Organisational Citizenship Behavior, Workplace Spirituality and Job Performance in BFSI sector in India

Though Organizational Citizenship Behavior is unenforceable by the organization, it promotes the effective functioning of the organization through a discretionary individual behavior of employees. ...

A proposed instrument for assessing organizational citizenship behavior in BFSI companies in India

Background: Mental health is a problem which no country can escape in the world. The increasing of mental disorders creates new challenges in the society and individual. Mental health is a challenging task for individual more importantly for working women. Aim: Aim of this paper is to assess mental health status of working women in a private hospital setting. Methods: Researcher used a specially designed interview scheduled to collect the data. Results: The result shows that working women had a poor mental and psychological health. Study indicated that working women is prone to depressed because they bore the double burden of house work and a job outside the home. Conclusion: Dual role of a women affects their personal life and it is difficult to manage work and family life.

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Shaad Habeeb

Papers

Relation between Organisational Citizenship Behavior, Workplace Spirituality and Job Performance in BFSI sector in India

A proposed instrument for assessing organizational citizenship behavior in BFSI companies in India

Mental Health among Working Women