International Journal of Work Organisation and Emotion (16 papers in press)

Regular Issues

• Optimising Retention Strategies for IT Professionals: a Comprehensive Analysis using Multi-Criteria Decision-Making Techniques  
  by Arti Gupta, Bhartrihari Pandiya 
  Abstract: This study proposes a hierarchical framework illustrating the antecedents of retention for IT professionals. Three broad categories of antecedents (organisational justice, organisational commitment, and job satisfaction) have been taken into consideration to form a retention framework. These antecedents are ranked with the accordance of their impact on employees intention to stay in the organisation. To analyse data, the percentage agreement statistics method was used as a measure of agreement for initial screening of various factors. This study recommends that organisations should avoid practices that negatively impact on employees intention to stay and should focus on valuable organisational and interpersonal practices. The originality of this study is that for the first time a study has been done which included 48 factors of employees intention to stay. This study bridges the gap between previous literature. Moreover, this study used AHP technique, which represents a novelty in the literature of employee retention.
  Keywords: Analytical Hierarchy Process; Intention to stay; Multi-Criteria Decision-Making Technique; Software professionals; Employee turnover.
  DOI: 10.1504/IJWOE.2026.10071049
   
  
• A Comprehensive Model to Expand our Understanding of Creation of Facades of Conformity in Organisations  
  by Muhammad Mohtsham Saeed, Danny Soetanto, Santoshi Sen Gupta, Parth Patel, Verma Prikshat 
  Abstract: While drawing its theoretical foundations from Marxs alienation/Rogers protection motivation theories, the study presents a comprehensive theoretical framework to enhance our understanding of why employees create false representations at workplace. The model not only introduces two new antecedents (i.e., person-group fit and person-supervisor fit) of creation of facades of conformity (FOC) in organisations; it also draws upon Hofstedes work to highlight the moderating role of national culture therein. Our research suggests while all employees are likely to engage in some level of surface level acting as a part of their coping mechanisms if they perceive a lack of fit between themselves and their 0rganisation/their supervisor/ team members; employees with certain cultural backgrounds are more likely to engage in creation of FOC than others. Study offers valuable insights for managers/practitioners seeking to create inclusive work environments and enhance their employees emotional/psychological wellbeing while operating in highly diverse/complex workplace settings of today.
  Keywords: Facades of conformity; Person-organisation fit; Person-group fit; Person-supervisor fit; National culture; Job performance.
  DOI: 10.1504/IJWOE.2026.10071289
   
  
• Mediating Role of Employee Engagement in Relationships between Personal Resource and Organisational Performance  
  by Asma Bano, Dinesh Kumar, Ayesha Khatun 
  Abstract: The present study aimed to examine the interceding role of employee engagement in the connection between personal resources and organisational performance among Information Technology companies in Hyderabad. The sample consisted of 225 respondents for personal resource and employee engagement and 60 respondents for organisational performance aimed at the purpose of data collection from three IT companies. The information was collected by means of measures for personal resources, the ISA engagement scale, and measures of organisational performance. The outcomes specified that personal resources had a substantial optimistic influence on both employee engagement and organisational performance. Furthermore, employee engagement had a noteworthy intervening influence in the relationship amid personal resources and organisational performance. These results stress the significance of employee engagement in stimulating constructive organisational results.
  Keywords: employee engagement; personal resources; organisational performance; mediation role; multiple linear regressions.
  DOI: 10.1504/IJWOE.2026.10071610
   
  
• From Inclusion to Impact: a Social Cognitive Theory Approach with Serial Mediation of Self-Efficacy and Engagement  
  by Apoorva Tiwari, Vishakha Kumari 
  Abstract: This study explores how inclusive leadership enhances employee experience in Indias IT services sector, focusing on the mediating roles of self-efficacy and employee engagement. Grounded in social cognitive theory, it examines how leadership influences psychological mechanisms shaping workplace experiences. A quantitative method using a structured questionnaire yielded responses from 474 employees in mid-sized IT firms. Structural equation modelling (SmartPLS 4.0) was used to test the proposed relationships. Findings reveal that inclusive leadership does not directly affect employee experience but does so indirectly by enhancing self-efficacy and engagement. Inclusive leaders foster employees confidence and involvement, which improves their overall work experience. The study contributes to the growing literature on inclusive leadership by demonstrating its indirect impact through motivational pathways. It also extends social cognitive theory in high-pressure sectors like IT. Practical implications include guiding HR and leaders in adopting inclusive practices to strengthen employee engagement and improve workplace experiences.
  Keywords: inclusive leadership; employee experience; self-efficacy; employee engagement; social cognitive theory.
  DOI: 10.1504/IJWOE.2026.10071728
   
  
• Exploring the work-life balance of gig workers in gig economy: evidence from ride-hailing industry  
  by Lin Du, Rohayu Abdul Ghani, Elaina Rose Johar 
  Abstract: This study aims to explore how gig workers navigate the dilemmas posed by highly flexible work environments and strive to achieve work-life balance (WLB). Based on insights from 16 semi-structured interviews with ride-hailing drivers, the findings revealed that the realisation of WLB is not determined by flexibility alone but is determined by whether individuals possess effective coping mechanisms to manage both functional demands (ability of control and external vulnerability) and affective demands (self-originated emotion and customer satisfaction). In addition, while gig platforms promoted flexibility as a core resource, they simultaneously imposed additional responsibilities that may undermine their potential benefits. By extending the job demandsresources model to WLB framework in the gig work context, this study contributes to the limited body of research on nonstandard workers and highlights the necessity of functional and affective demands in achieving WLB.
  Keywords: Gig economy; Flexible work; Work-life balance; Ride-hailing; Job Demand-Resource.
  DOI: 10.1504/IJWOE.2026.10071827
   
  
• Balancing Work and Life: Exploring Job Satisfaction among Female Garment Workers in Bangladesh's RMG Sector to Support Sustainable Growth and Gender Equality  
  by Md. Saiful Islam, Md Solaiman Chowdhury, Md. Nurul Islam Nepo 
  Abstract: This study explores the relationship between work-life balance and job satisfaction among female garment workers in Bangladesh. The participants were selected using purposive random sampling to capture perspectives from diverse segments of female garment workers. A structured questionnaire was used to collect data from 633 female workers in Dhaka and Gazipur. Demographic information was analysed using SPSS software, and SmartPLS 4 software was used to examine the relationships between constructs. The R2 for financial benefits and work environment is 80.9%, and for workplace stability and growth opportunities, it is 77%, indicating that work-life balance strongly explains the variance in job satisfaction constructs. This study showed that work-life balance has a significant impact on job satisfaction. The findings offer practical implications for both policymakers and industry leaders, reinforcing the objectives of SDG 5 and SDG 8 and emphasising the necessity of sustainable practices that enhance employee satisfaction within Bangladeshs RMG industry.
  Keywords: Work-Life Balance; Job Satisfaction; Garment Industry; RMG; Employee Well-Being; Work Flexibility.
  DOI: 10.1504/IJWOE.2026.10072413
   
  
• Reconceptualising Complexity: Generative AI as both Enabler and Disruptor in India's IT Project Ecosystem  
  by A. Sivan Ammamuthu, K. Priya 
  Abstract: Generative AI technology revolutionising modern project management enables IT organisations to transform their operations and achieve better results. This study examines the critical factors influencing the successful integration of Generative AI tools in Indian IT projects by extending the Technology-Organisation-Environment (TOE) framework with three key constructs: regulatory compliance, stakeholder trust, and project complexity. Structured survey data from 326 IT professionals in major Indian companies underwent rigorous analysis through covariance-based structural equation modelling (CB-SEM) in AMOS. The research supports the TOE framework's relevance to AI adoption within India's IT sector by showing substantial explanatory power. Research demonstrates that advanced AI capabilities, compliance readiness, and trust-building activities are essential for successful project outcomes. Task-technology fit partially mediates these relationships, while organisational and environmental factors enhance its Effect. This research offers practical guidance for professionals implementing AI solutions and indicates future research avenues to understand cross-cultural and longitudinal AI adoption in emerging economies.
  Keywords: Generative AI; IT Project Success; Task-Technology Fit (TTF); Regulatory Compliance; Stakeholder Trust; TOE Framework; Indian IT Sector; Sociotechnical Systems; Digital Transformation.
  DOI: 10.1504/IJWOE.2026.10073444
   
  
• Green HRM as a Tool to Address Climate Change Organisational Perspectives  
  by S.S.M. Sadrul Huda  
  Abstract: The article explores GHRM's role in reducing climate change and the degree to which e-HRM functions as a mediator in the process of GHRM in climate alteration mitigation. It also sheds light on the green practices adopted by different industries to address sustainable development and the challenge involved with climate change. Afterward, the research meticulously assesses the key research variables after a thorough evaluation of the literature connecting the past works to the focus of the research. In order to achieve that, a survey-based method in which a 5-point Likert scale questionnaire was used in collaboration with managers and key stakeholders as this study's target group consists of managers and decision-makers who play an important role in establishing HR strategy inside firms. From this research, it can be concluded that GHRM indeed plays a pivotal role in reducing the adverse impacts of carbon emissions, contributing positively to the global efforts against climate change.
  Keywords: GHRM; Climate Change; EHRM; Green Policy; Sustainability.
  DOI: 10.1504/IJWOE.2026.10073749
   
  
• Decoding Quiet Quitting: A Comprehensive Systematic Literature Review and Research Agenda  
  by Tayfun Arar 
  Abstract: The term quiet quitting has gained significant scholarly attention in organisational studies since 2022. To provide a comprehensive understanding of the phenomenon, this study conducted a systematic literature review following the PRISMA-P guidelines. The selected studies were analysed in terms of their type, methodology, and primary focus areas. Results indicate that most are empirical and predominantly investigate the antecedents of quiet quitting, such as burnout, job satisfaction, and work engagement. Additionally, the healthcare and education sectors appear most frequently across the literature. The discussion section critically evaluates existing research, identifying key gaps and offering suggestions for future studies aimed at both academics and practitioners. Given the topics relevance and evolving nature, it is expected that quiet quitting will continue to attract academic interest. This review contributes to the growing body of knowledge by synthesising current findings and proposing new directions for understanding and addressing quiet quitting in diverse organisational contexts.
  Keywords: Quiet Quitting; Systematic Literature Review; PRISMA; Antecedents; Outcomes.
  DOI: 10.1504/IJWOE.2027.10074185
   
  
• Human Resource Flexibility and Organisational Effectiveness: the Role of Employee Intent to Stay  
  by Itishree Gita Kumari, Sharada Prasad Sahoo, Arjyalopa Mishra 
  Abstract: Drawing from the literature on employee flexibility, authors in this work have postulated the mediating effect of employee intent to stay on the relationship between HR flexibility and organizational effectiveness. To empirically examine the constructed hypothesis, using structured questionnaire responses from 391 manufacturing executives were analysed using correlation, regression and structural equation modelling. The results indicate that HR flexibility is positively associated with organisational effectiveness and intention to stay. The regression analysis revealed that HR flexibility positively influences the employee intent to stay and intent to stay positively influences organizational effectiveness. The fitness of the model was examined through structural equation modelling. The model was well explained by the path diagram and it explained employee intent to stay partially mediates the relationship between HR flexibility and organisational effectiveness.
  Keywords: HR Flexibility; Employee Intent to Stay; Organizational Effectiveness; Mediation Analysis.
  DOI: 10.1504/IJWOE.2027.10074202
   
  
• Mindfulness Among Medical Practitioners: The Role of Emotional Intelligence in Work-Life  
  by Shobha U. P., Ajoy S. Joseph 
  Abstract: Young medical practitioners are in the process of experiential learning and advancing to a maturity level of professionalism and expertise. The population of this study includes medical practitioners of less than 15 years of experience after completing graduation. It includes PG students in Medicine as well. There are many issues reported in media on the difficulties faced by the young doctors in hospitals, especially in their security. The first level of any treatment is to build confidence in patients and relatives that the disease can be cured. The senior doctors are matured, experienced and able to manage the mindset of patients efficiently. The results shows that as the experience increases, the doctors chose their preferred career line based on their potential to withstand occupational stress. Another fact observed among the medical practising as a job or a means for living hood than exploring and experiencing medical challenges.
  Keywords: Medical practitioners; mindfulness; occupational stress; Psychological level; Patient management; Hospital.
  DOI: 10.1504/IJWOE.2027.10074837
   
  
• Can Creativity Help me Keep my Job? Impact of Job Anxiety Components on Job Performance and Energy Depletion, Mediated by Creativity ?  
  by Vinit Singh Chauhan  
  Abstract: Research across the globe has revealed inconsistent findings regarding the relationship between job anxiety and job performance. Indeed, there is no conclusive empirical evidence of this association in the existing literature. Therefore, this study clarifies the relationship between job anxiety and job performance, considering the mediating effects of creativity. The findings revealed that inconsistencies in the relationship between job anxiety and job performance exist on account of oversight. Existing research has not explicitly investigated the underlying mechanism by which job anxiety components and their spillover effects impact the outcome variables -in this case, job performance. This study augments our understanding of the relationship between job anxiety and job performance by studying the components and their linkage with job performance. Further, it provides plausible solutions to address the unpredictability of job anxiety with various variables. These findings offer practitioners crucial insights into the underlying mechanism between job anxiety and performance; further, resulting recommendations will help employees better handle job anxiety and subsequently, enhance performance.
  Keywords: creativity; job anxiety; job performance; conservation of resources theory; career planning; job components; creativity.
  DOI: 10.1504/IJWOE.2027.10074841
   
  
• Psychological Traits and Organisational Success: a Meta-Analysis of Resilience and Pro-Social Orientation  
  by Akhrorjon Ganiev, Xaydarjon Jurayev, Abrorbek Akhmedov, Shoista Tuychiyeva 
  Abstract: This meta-analysis explores the relationship between resilience, pro-social orientation, leadership effectiveness, and workforce adaptability in organisational settings. Despite growing interest in these psychological constructs, limited research has synthesised their combined impact within dynamic and static industries. To address this gap, a systematic review of 52 peer-reviewed journal articles (20002024) was conducted, focusing on studies utilising standardised psychological scales. The analysis calculated weighted mean effect sizes to assess these relationships. Resilience showed a significant positive correlation with leadership effectiveness and workforce adaptability, while pro-social orientation demonstrated stronger ties to leadership effectiveness and moderate associations with workforce adaptability. These findings highlight the potential of incorporating resilience and pro-social orientation into personality assessments and leadership development programs. By extending personality theory beyond the Big Five, this study provides actionable insights for human resource management, particularly in dynamic organisational contexts, and underscores the relevance of these traits in fostering adaptive and effective leadership.
  Keywords: resilience; pro-social orientation; leadership effectiveness; workforce adaptability; management science; organisational behaviour; psychological traits.
  DOI: 10.1504/IJWOE.2027.10076576
   
  
• Unlocking Pathways to Job Performance Among Bank Employees: Evidence from Foreign Bank Branches in Vietnam  
  by Vuong Bui Nhat, Hieu Vo Thi, Trung Duong Minh 
  Abstract: This study is a must-read for all employers looking to enhance employee job performance. It delves into the key factors that impact employees' performance and provides valuable insights for employers to consider. The research model was developed after an extensive review of the literature and previous studies, and it was tested with a sample of 238 employees from foreign banks in Vietnam. The results are eye-opening, revealing the six primary factors that affect employees' job performance, with support from superiors taking the top spot, followed by work-family balance, emotional intelligence, training and advancement, income and benefits, and relationships with colleagues. These factors have been consistently found in previous studies. The author offers practical implications for improving employees' job performance, making this study a valuable resource for employers seeking to create a more productive workplace.
  Keywords: Job performance; bank employees; foreign banks; Vietnam.
  DOI: 10.1504/IJWOE.2027.10076988
   
  
• Dark Sides of I-deals in Organisation Management's Laniakea  
  by Fahri Özsungur 
  Abstract: This study aims to examine the effects and hidden facets of idiosyncratic deals (i-deals) among blue-collar workers, with a particular focus on the structural pressures created by the pandemic and digital transformation. An interpretative phenomenological approach was adopted, and data were collected from 214 blue-collar workers benefiting from i-deals, 196 human resource professionals, and 196 employers operating in joint-stock manufacturing companies in Turkiye. The findings reveal seven distinct types of i-deals: conflict-based, gender-based, volunteer-based, compelling, compulsory, corporate, and discourse-based i-deals. The results indicate that conflict-based and hidden i-deals generate significant organisational risks, including delays in production and logistics, cybersecurity vulnerabilities, managerial authority erosion, and long-term employment insecurity for workers. Furthermore, the study demonstrates that hidden agreements intensify power asymmetries between employers and workers, often leading to mobbing, forced turnover, and strategic deviations in human resource management. By shifting the focus from the predominantly positive outcomes of i-deals toward their dark sides, this research contributes to the literature by highlighting the structural, ethical, and strategic implications of i-deals for blue-collar workers, particularly within digitally intensified and crisis-driven organisational contexts.
  Keywords: Idiosyncratic deals; pandemic i-deals; cyber i-deals; organizational Laniakea.
  DOI: 10.1504/IJWOE.2027.10076991
   
  
• Impact of Workplace Environment on Mental Health: a Bibliometric Analysis and Future Research Direction  
  by Komal Kapoor, Swati Sharma, Pooja Rastogi, Isha Bhardwaj, Indira Priyadarsani 
  Abstract: The paper delves into the relationship between Workplace Environment and Mental Health of the employees that has become an emerging agenda for modern day organisations. The paper has undertaken the analysis of last 20 years on the two key terms of workplace environment and mental health to evaluate the research efforts and direction for future research. The analysis done through Bibliometric Analysis has helped in deeply understanding the terms, trends, citations, authors, countries, HR implications, etc leading to much greater analysis for the future research also. Both the key words of workplace environment and mental health have become very important for people managers today in developing the most appropriate strategies for people management in the contemporary organisations.
  Keywords: Workplace Environment Mental Health Bibliometric Analysis Human Resource Strategy.
  DOI: 10.1504/IJWOE.2027.10078460