International Journal of Work Organisation and Emotion (9 papers in press)

Regular Issues

• Can organizational culture increase innovative behavior? A serial mediation effect of job competency and job performance: comparing before and after pandemic  
  by Eung Il Kim  
  Abstract: How to successfully apply organizational culture to employees can raise a problem for decision makers Though organizational culture may have positive effects, little research has been conducted into how to voluntarily involve employees without huge costs This article uses spillover theory to examine how organizational culture conveys the organization’s vision of employees’ work-related (job competency and job performance) and off-duty results (innovative behaviors) Using public data in South Korea, the serial mediation findings support that: 1) job competency mediates the relationship between organizational justice and job performance; 2) job competency mediates the relationship between job performance and innovative behavior; and 3) job competency and job performance serially mediate the effect of organizational culture and innovative behavior The results support the notion that organizational culture may spillover into employee behavior without huge costs and increase both job-related outcomes and innovative behavior
  Keywords: Organizational Culture; Job Competency; Job Performance; Innovative Behavior.
  DOI: 10.1504/IJWOE.2023.10054463
   
  
• The Effect of Spiritual Intelligence on Organizational Happiness and the Quality of Nursing Care for Patients with Covid 19 Virus in Russia  
  by Nuphanudin Nuphanudin, Mohammed Yousif Oudah Al- Muttar, Zeina A.Althanoon, Trias Mahmudiono, Aras Masood Ismael, Mohammed Abed Jawad, Aan Komariah, Krishanveer Singh, Marwan M. Merkhan 
  Abstract: As vital medical fields, medicine and nursing play key roles in the healthcare industry, particularly during the coronavirus disease (COVID-19) pandemic. In this way, it is of utmost importance to lay much focus on the factors that help improve care quality provided by healthcare workers. Against this background, the present study aims to evaluate the effect of spiritual intelligence (SI) on organisational happiness (OH) and nursing care quality (NCQ) in hospitals in Moscow, Russia, in 2021. In this applied research, a descriptive-correlational design is utilised for data collection. In total, 750 nurses are working in these hospitals, so 256 cases as the participants are selected by simple random sampling, based on the Krejcie and Morgan’s table. The data are collected via standardised questionnaires. In addition, the data analysis is performed using the LISREL and SPSS software packages. According to the study results, SI has a positive significant effect on OH (t-statistic = 12.457, ? = 0.601). Furthermore, a positive significant relationship is observed between SI and NCQ (t-statistic = 8.546, ? = 0.504). Ultimately, OH has a positive significant effect on NCQ (t-statistic = 9.213, ? = 0.532).
  Keywords: spiritual intelligence; nursing care quality; NCQ; organisational happiness; healthcare services; COVID-19; Russia.
  DOI: 10.1504/IJWOE.2023.10054727
   
  
• The Impact of Monetary and Non-Monetary Reward Systems upon Creativity: How Rational Are Saudi Professional Employees  
  by Sanawi Sharahiley, VINAY KANDPAL 
  Abstract: This study examines three fundamental aspects: impact of monetary and non-monetary reward systems on Saudi professional employees' creativity, the degree to which Saudi professional employees are rational in preferring rewards, and common reward systems primarily used in the three selected Saudi sectors. Qualitative research method was used to collect data through semi-structured interviews. A total of 72 interviews were conducted, recording their responses with an average duration of 68 hours. Rational choice theory (RCT) was applied to interpret the findings. It was found that 65% of professional employees were rational in choosing either type of reward before performing their creativities, and the rest rejected it. The reward systems were missing in some of the selected organisations or evasive in others due to some factors: inadequacy of crystal national strategy of creativity's rewarding systems and the absence of National Creativity's Key Performance Indicators (NCKPIs). Some employees migrate from one organisation to another for fair reward systems. The study exerts that there is no valuable creativity without reward systems. The study highlights critical recommendations and implications for relevant Saudi governmental agencies and for further research. It is the first study that measures the effect of professional employees' rationality on creativity.
  Keywords: creativity; national creativity's key performance indicators; NCKPIs; innovation; professional employees; global innovation index; GII.
  DOI: 10.1504/IJWOE.2023.10056760
   
  
• Influence of Family-Work Conflict on Career Break Decision among Indian Women: When Family Ties, Tie you Down!  
  by Jeanne Poulose, Vinod Sharma 
  Abstract: The study is an attempt to understand the influence of the constructs in the family domain on the career break decision of women employed in the service sector in India a country facing a conundrum of rising female literacy and falling workforce participation. This study proposes a model that explores the direct and indirect relationship between the antecedents of family-work conflict and intention to quit. Data from a sample of 346 women, who had experienced career-break in service sector was collected through purposive sampling. The researchers probed the relationship between family-work-conflict and intention to quit and mediating influence of job and life satisfaction. Hypotheses were tested though structural equation modelling. Results confirmed that role-overload and gender-stereotyped beliefs were found to be the most significant constructs. Job satisfaction came across as having mediating effect. Stakeholders need to facilitate a path that permits her to continue to nurture her family without having to give up her dreams.
  Keywords: career break; role conflict; role overload; family work conflict; intention to quit; job satisfaction; life satisfaction.
  DOI: 10.1504/IJWOE.2024.10056793
   
  
• Workplace Spirituality and Organizational Citizenship Behavior: An Impact study  
  by Kopally Nageswara Rao, Jagadeesha Marigowda, D. Venugopal 
  Abstract: The impact of workplace spirituality on organisational citizenship behaviour (OCB) is investigated in this study. The facets of workplace spirituality (sense of community and meaningful work) were evaluated as predictors of OCB from both individual and organisational viewpoint. To carry out the survey process, employees from two cement manufacturing industries in Odisha, India (n = 329) were polled using self-administered questionnaires. The empirical findings reveal that components of workplace spirituality are positively and significantly associated with OCB both at individual and organisational level. Based on the study findings, academic scholars and managers can draw relevant insights and formulate effective strategies to improve the workplace atmosphere for the employees.
  Keywords: organisational citizenship behaviour; OCB; workplace spirituality; employees; cement industry.
  DOI: 10.1504/IJWOE.2024.10057230
   
  
• The Effect of Organizational Justice across Firm HR practices on Employee Job Satisfaction and Firm Performance.  
  by Rubaiya Huda, Quazi T. Islam, Rifat Iqbal 
  Abstract: The purpose of this study is to explore the relationship between organisational justice and firm performance through job satisfaction. The study investigates the relationship using the partial least squares (PLS) structural equation modelling (SEM) approach with SmartPLS (v.3.3.3) software. The sample includes 335 responses from employees working in the manufacturing and service sectors in Bangladesh. The data are collected through an online questionnaire. The study reveals that all three dimensions of organisational justice have a significant positive influence on job satisfaction. Furthermore, an increase in job satisfaction has a positive impact on firm performance. The study also examined the mediating effect of job satisfaction on the relationship between organisational justice and firm performance. Interactional justice indirectly impacts firm performance through job satisfaction. Additionally, IPMA revealed that managers need to concentrate more on procedural justice to improve job satisfaction. This paper advances the literature related to organisational behaviour by empirically showing the importance of organisational justice in improving a firm's performance through job satisfaction. The implications are that policymakers, employers and managers can improve job satisfaction and firm performance by addressing fairness and equity in the decision's outcome, process, and interpersonal treatment in the workplace.
  Keywords: organisational justice; procedural justice; interactional justice; distributive justice; partial least squares; PLS; structural equation modelling; SEM; firm performance.
  DOI: 10.1504/IJWOE.2024.10057557
   
  
• Strategic Use of Flowers for Creating Recreational Values in Organizations  
  by S.S.M. Sadrul Huda, Tazin Islam 
  Abstract: The objective of the paper is to shed lights on the use of flowers to create recreational values in Dhaka City organisations. The information has been collected primarily from secondary sources but few interviews have been conducted to get insights into the issue. Interestingly, the aforementioned issues can be resolved by designating a few spaces This paper focuses on the imperative role that indoor plants and flowers play in helping employees find recreation, mental wellbeing, and motivation within the walls of office premises. This paper creates empirical contribution as no previous research has been carried out to explore the value of using flower in organisation and its impact on employee wellbeing in the context of Dhaka, Bangladesh.
  Keywords: flower; recreation; greening of organisation; employee motivation; wellbeing.
  DOI: 10.1504/IJWOE.2024.10058085
   
  
• A conceptualization of a framework for the determinants of Team Diversity on Team Performance  
  by Mariam Bhatti 
  Abstract: In an interdependent work setup, unity and team coordination among team members result in an effective team performance. The present study proposes a conceptual framework of diversified teamwork climate with cultural diversity, personality diversity, colloquialism diversity, and religious diversity and their influence on team performance. The role of leader-member and member-member exchange relationships are considered as the mediating variables and perceived organisational support as a moderating variable. The questionnaire items for the constructs of proposed framework are developed. The framework is synchronised with the supporting management theories. Understanding intercultural dynamics in an organisation helps team leaders to navigate cultural complexity and foster cooperation with team members which leads to minimise the production line downtime with quality work culture. The present study helps the team leader in dealing with the disputed circumstances to understand better to know which of the teams’ characteristics influence the team performance.
  Keywords: colloquialism diversity; religion diversity; multi-cultural team performance; workforce diversity.
  DOI: 10.1504/IJWOE.2024.10058867
   
  
• A Study of Emotional Commitment and Meaningfulness of Work among Teaching Faculties in India by Using Structural Equation Modeling.  
  by Shruti Traymbak 
  Abstract: The objective of the present study is to examine the impact of job characteristics like task significance, task identity and autonomy on affective or emotional commitment among teaching faculties in India which had received little attention in Indian context. This study finds a new way to determine relationship of meaningfulness of work like task significance, task identity and autonomy with emotional or affective commitment and also determines the mediating effects of meaningfulness of work between job characteristics and affective commitment. A sample of 477 faculties from various private colleges in India has participated. Structural equation modelling had used to analyse data. The findings of the study are that meaningfulness of work mediates the relationship between job characteristics and affective commitment. It is very interesting to note that affective commitment had high correlation with meaningfulness of work which means teaching faculties prefer to attach emotionally with organisation if they find their job meaningfulness.
  Keywords: affective commitment; emotional commitment; job characteristics; task significance; task identity; autonomy; meaningfulness of work; job characteristics; mediating effects.
  DOI: 10.1504/IJWOE.2024.10059188