Modeling spiritual intelligence on quality of work life of college teachers: a mediating role of psychological capital

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Himanshu Singla ◽  
Minakshi Duggal Mehta ◽  
Pooja Mehta
Keyword(s):  
Psychological Capital ◽  
Work Life ◽  
Spiritual Intelligence ◽  
Quality Of Work Life ◽  
College Teachers ◽  
Content Type ◽  
Quality Of Work ◽  
Mediating Role

Purpose This paper aims to investigate the effect of spiritual intelligence on the quality of work life (QWL) of college teachers. Besides this, the mediating impact of psychological capital on improving their QWL and moderating effect of gender has also been examined in the study. Design/methodology/approach Variance-based structural equation modelling is used for testing the proposed structural model with a sample of 451 college teachers. Findings The findings of the study reveal that QWL is positively influenced by spiritual intelligence. Moreover, QWL can be augmented with the presence of psychological capital. Nevertheless, there exist no gender differences with respect to the relationships of the study. Practical implications The study holds implications for the teachers and educational institutions as they can prepare themselves to cope up with the stressful events and experience a good QWL. Social implications A teacher’s role is said to be instrumental in bringing about a holistic development in pupil’s personality by instilling right value system in him/her. Nevertheless, such role of the teachers can only be justified if the teachers are equipped with higher levels of spiritual intelligence and are psychologically more active and satisfied with their work life. Originality/value To the best of the authors’ knowledge, this study is the first of its kind that makes an incremental contribution to the QWL literature by exploring a partial mediating role of psychological capital on the relationship between spiritual intelligence and QWL.

Marketers' psychological capital and performance

2014 ◽  
Vol 6 (1) ◽  
pp. 36-48 ◽  
Author(s):  
Nguyen Dinh Tho ◽  
Nguyen Dong Phong ◽  
Tran Ha Minh Quan
Keyword(s):  
Job Performance ◽  
Psychological Capital ◽  
Work Life ◽  
Quality Of Work Life ◽  
Content Type ◽  
Quality Of Work ◽  
Mediating Role ◽  
The Relationship

Purpose – Realizing the importance of psychological capital of marketers for their work, the authors aim to investigate the mediating role of quality of work life, job effort, and job attractiveness in the relationship between psychological capital and job performance of marketers in a transitioning market, Vietnam. Design/methodology/approach – To test the mediating role of quality of work life, job effort, and job attractiveness in the relationship between psychological capital and job performance, the authors used a survey data set collected from 696 marketers working for various types of firms in Ho Chi Minh City, Vietnam. Findings – The authors found that psychological capital has both direct and indirect impacts, mediated by quality of work life, job attractiveness, and job effort, on job performance of marketers. Practical implications – The findings suggest that firms should pay attention to psychological capital in their recruiting, training, and development programs. Originality/value – This study documents the mediating role of quality of work life, job effort, and job attractiveness in the relationship between psychological capital and job performance of marketers in a transitioning market, Vietnam.

The mediating role of organizational embeddedness on the relationship between quality of work life and turnover

2017 ◽  
Vol 38 (5) ◽  
pp. 696-711 ◽  
Author(s):  
Decha Dechawatanapaisal
Keyword(s):  
Life Quality ◽  
Work Life ◽  
Quality Of Work Life ◽  
Content Type ◽  
Mediating Role ◽  
Career Opportunities ◽  
Organizational Embeddedness ◽  
The Relationship

Purpose The purpose of this paper is to investigate the mediating effect of organizational embeddedness in the relationship between quality of work life (QWL) and turnover under a foundation of conservation of resources theory. Design/methodology/approach Data were collected from 422 healthcare professionals through a questionnaire survey, and analyzed by means of a confirmatory factor analysis and structural equation modeling. Findings The results indicate that organizational embeddedness has a negative impact on employees’ intention to leave, and on actual turnover. For QWL perception, career opportunities, work life balance, and job characteristics are positive and significant predictors of organizational embeddedness. In addition, organizational embeddedness plays an intermediary role that mediates the relationship between the three components of QWL mentioned earlier and turnover intention, and also between the factor of career opportunities and actual turnover. Research limitations/implications The current research took place within two healthcare organizations. Replicating the study in a variety of business sectors or professions with a larger sample of subjects would be useful for the generalizability of the findings. Practical implications Organizations may improve their retention of employees by offering intrinsic resources that can be obtained from the social contexts of the individual through human resource management system, e.g., growth opportunities, a healthy and caring work life quality. Such motivational resources then develop a sense of obligation toward their places of employment, which influences their intention to stay or leave. Originality/value This study examines the mediating role of organizational embeddedness between employees’ perception of their work life quality and their desire and behavior to withdraw, which is an area of inquiry that has not been fully investigated in the literature.

Does hotel employees’ quality of work life mediate the effect of psychological capital on job outcomes?

2017 ◽  
Vol 29 (6) ◽  
pp. 1638-1657 ◽  
Author(s):  
Taegoo (Terry) Kim ◽  
Osman M. Karatepe ◽  
Gyehee Lee ◽  
Seungjae Lee ◽  
Kyungsuk Hur ◽  
...  
Keyword(s):  
Turnover Intentions ◽  
Psychological Capital ◽  
Work Life ◽  
Quality Of Work Life ◽  
Equation Modeling ◽  
Frontline Employees ◽  
Content Type ◽  
Quality Of Work ◽  
The Impact

Purpose This study aims to investigate quality of work life (QWL) as a partial mediator of the impact of psychological capital (PsyCap) on service recovery performance (SRP) and turnover intentions (TI). Design/methodology/approach Data were obtained from 288 frontline employees in ten five-star hotels with a one-month time lag in three waves in Busan, Korea. Structural equation modeling was used to assess the direct and mediating effects. Findings As expected, PsyCap heightens QWL and SRP, while it reduces propensity to leave the current organization. QWL partially mediates the association between PsyCap and the two critical outcomes. Practical Implications Management of hotels should recognize the importance of PsyCap and assess candidates’ PsyCap during selection process. Using the PsyCap questionnaire, organizations can select candidates who possess positive personal resources. In addition, hotels may consider the assessment of frontline employees’ PsyCap to ascertain which employees can succeed in challenging situations. It is also important to create a healthy and happy environment where employees are willing to be more productive and contribute more to organizational performance. Originality/value The extant hospitality research is devoid of empirical evidence about the outcomes of PsyCap and QWL such as SRP.

scholarly journals Perceived external prestige as a mediator between quality of work life and organisational commitment of public sector employees in Ghana

2015 ◽  
Vol 41 (1) ◽  
Author(s):  
Oluyinka Ojedokun ◽  
Erhabor S. Idemudia ◽  
Mercy Desouza
Keyword(s):  
Public Sector ◽  
Work Life ◽  
Quality Of Work Life ◽  
Organisational Commitment ◽  
Quality Of Work ◽  
Mediating Role ◽  
Perceived External Prestige ◽  
The Relationship

Orientation: Research efforts have been directed at understanding the relationship between quality of work life and organisational commitment, but these studies have not elucidated the mediating role of perceived external prestige in this relationship.Research purpose: This research seeks to close a research gap by determining the role of perceived external prestige in the relationship between quality of work life and organisational commitment amongst public sector employees in Ghana.Research approach, design and method: Theoretically guided hypotheses and models were formulated and tested with hierarchical multiple regression statistics using data from a sample of 137 employees from two public sector organisations in Ghana.Main findings: The results support the hypothesis that quality of work life is positively related to both perceived external prestige and organisational commitment. Also, perceived external prestige was found to predict organisational commitment and partially mediate the relationship between quality of work life and organisational commitment.Practical/managerial implications: The findings imply that one sure way to enhance organisational commitment of employees is by improving their quality of work life and boosting their perceptions of external prestige of the organisation. These results will be of particular interest to policymakers, public organisations and stakeholders interested in increasing organisational commitment of their employees.Contribution/value-add: The findings extend previous research by establishing the mediating role of perceived external prestige in the relationship between quality of work life and organisational commitment. If managers of organisations wish to improve organisational commitment, it is wise to institutionalise an organisational culture that promotes good quality of work life and boost the external prestige of the organisation in the employees’ mind.

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