Workplace spirituality as panacea for waning well-being during the pandemic crisis: A SDT perspective

The Moderating Role of Person-Job Fit and Person-Organization Fit on the Relationship Between Workplace Spirituality and the Physical and Mental Health Among Nursing Staff

Background: The physical and mental health of nursing staff is crucial, affecting them personally and influencing the quality of medical care they provide. In this study, we used positive psychology to examine the effect of workplace spirituality on the physical and mental health of nursing staff. We also employed person-environment fit theory to identify the moderating effects of person-job and person-organization fit on the aforementioned relationship. Methods: Full-time nursing staff employed for more than 6 months at a medical center were recruited. Stratified random sampling was conducted together with a questionnaire survey, yielding 320 nursing staff participants and 255 valid questionnaire responses. Results: Workplace spirituality was found to have a positive effect on physical and mental health. Better person-organization fit was associated with better person-job fit and a stronger effect of workplace spirituality on physical health. In addition, more favorable person-job fit was associated with a stronger effect of workplace spirituality on mental health. Conclusions: This study emphasized the effect of workplace spirituality on the physical and mental health of nursing personnel. It also considered the moderating effects of person-organization fit and person-job fit. Managers should prioritize and support the cultivation of workplace spirituality, involve employees in shaping the culture of their organization, and ensure alignment between employee's job requirements and skills.

Workforce agility: a systematic literature review and research agenda

Introduction

The definition and operationalization of workforce agility, initially associated with multitasking abilities, have evolved to encompass aspects of adaptability, proactivity, and resilience, which are now widely accepted. However, some authors have expanded this concept by adding elements such as intelligence, collaboration, and social support, leading to confusion and disagreement on how to consistently measure workforce agility. Furthermore, the literature emphasizes the importance of workforce agility in achieving business goals and adopting innovative management models, yet it provides limited structured guidance for future research.

Methods

This study uses Scopus and Web of Science as the primary databases. The search was not limited to a specific period but included articles up to 2024, with an initial sample of 176 articles. After a screening process based on inclusion and exclusion criteria, 74 articles were included in the thematic analysis and data synthesis.

Results

Workforce agility has been positioned as an independent, mediating, moderating, and dependent variable in various studies. Most studies examine workforce agility at the individual level, with only about 10 studies exploring this aspect at the organizational level. However, no research has specifically explored workforce agility at the team level to date. The primary objective of workforce agility research is to expand and connect theories with diverse methodological approaches, including quantitative, qualitative, and mixed methods. As a result, theoretical foundations and inter-variable relationships are established to identify recommendations for future research.

Discussion

More than 25 fundamental theories have been identified and categorized into nine groups. These nine groups were then reformulated into four general theories: Organizational and Management Theory, Communication and Social Interaction Theory, Behavioral and Learning Theory, and Economic Theory. Based on previous research, several recommendations for future research have been outlined, including conducting longitudinal studies, integrating mixed methods, considering the global cultural context, expanding research samples, developing conceptual models, exploring mediating and moderating variables, developing workforce agility theories, creating efficient evaluation methods, and implementing multilevel models.

The prolificacy of green transformational leadership in shaping employee green behavior during times of crises in small and medium enterprises: a moderated mediation model

Besides various other potent efforts to contain and consolidate, post-pandemic crisis management requires an adequate display of green transformational leadership. Green transformational leaders exhibit a formidable commitment to sustainability in making managerial choices and subsequently inspiring and motivating their employees to participate vigorously in the ensuing green initiatives. Such initiatives could profoundly help organizations adjust to shifting market situations, follow requirements, and preserve stakeholder trust. While making appeals to the central tenants of the transformation leadership theory, social exchange theory, and the social cognition theory, the study examines the impact of green transformational leadership on employees' green behaviors during times of crises using employees' self-esteem as a mediator and work engagement as the critical moderator. The relevant context of the study has been the small and medium enterprises of Saudi Arabia. Data from 232 SMEs employing less than 250 employees selected through convenience sampling was collected using structured questionnaires. After performing hierarchical regression modeling using SPSS 23, macro V4 model 58, and Amos 24, it has been found that green transformational leadership is positively associated with employees' green behaviors, with self-esteem and work engagement acting as significant mediating and moderating conditions, respectively. Besides, providing firsthand empirical evidence on the impact of green transformational leadership on employees' green behaviors, in unique industrial (SMEs), contextual (times of crises), and regional (Middle Eastern) settings, the study offers useful implications to the managers aspiring to enhance the sustainable performance of their firms through maturing green behaviors among their employees.

Impact of teacher-student interaction on students' classroom well-being under online education environment

The students' classroom well-being of college students has been widely concerned in online education researches. In order to implement effectively online education in colleges and universities, based on person-context interaction theory, this study investigates a theoretical model of the impact of teacher-student interaction, sound richness, sound pleasure, perceived ease of use and perceived usefulness on students' classroom well-being. By surveying 349 college students receiving online education, the research hypotheses are tested by the structural equation model approach. Research results show that: teacher-student interaction, sound richness, sound pleasure, perceived ease of use and perceived usefulness appreciably improve students' classroom well-being, the sound richness and the students' perceived ease of use can moderate the effect of teacher-student interaction on students' classroom well-being. Finally some pedagogical implications are discussed.

The Role of Personal and Contextual Resources on the Relationship Between Soul at Work and Discerning Millennial Employees

In this study, the influence of soul at work on discerning millennial employees was analysed, keeping in mind the newer workforce and less paid attention to the nurturance of their soul and discernment. This article also studies and investigates the mediating and moderating roles of personal and contextual resources. 624 respondents (367 office and 257 online) were interviewed working as executives in manufacturing and service industries (public and private) from eastern and northern India. Data was gathered using a cross-sectional study, and structural equation modelling (SEM) was employed to study the hypothesis. The findings indicated a relationship between soul at work and discerning millennial employees. The impact of meditation and moderation was also found in this relationship. The study adds to the literature on the soul at work by combining it with discerning millennial employees, demonstrating its uniqueness and importance for the desired outcome. This research explains unique results with meaningful discussion and practical suggestions derived from the data.