Browsing by Author "Singh, Sharda"
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- Does Spirituality Influence Happiness and Academic Performance?Publication . David, Rajasekhar; Singh, Sharda; Ribeiro, Neuza; Gomes, Daniel RoqueOne of the key issues of the learning experience is students’ performance during the course, as this is pointed to as one of the main indicators for boosting competences’ development and skills’ improvement. This study explores the roles of spirituality, forgiveness, and gratitude on students’ academic performance, proposing a model of analysis revealing a first-order moderation effect of spirituality in the mediation effect of happiness, on the relation between gratitude and forgiveness with students’ academic performance. Two hundred twenty management students from various Indian universities voluntarily participated in the study. To avoid common method-bias issues, data concerning the study variables were obtained in two distinct moments. To test for the moderated-mediation model of analysis, we have followed the PROCESS analytical procedure. Results showed that forgiveness and gratitude were positively and significantly related to happiness and academic performance. It was also possible to see that spirituality moderates the relationship between forgiveness for self and student happiness. Finally, the moderated-mediating impact of spirituality and happiness on the relationship between gratitude and academic performance was also supported. The present study has taken the lead from positive psychology to assess the students’ character strengths related to their well-being and success. It proposes an innovative model of analysis, supported by theoretical reasoning, pointing to the existence of a moderated-mediation relation predicting students’ academic performance.
- A positive psychological approach for improving the well-being and performance of employeesPublication . David, Rajasekhar; Singh, Sharda; Mikkilineni, Sitamma; Ribeiro, NeuzaPurpose – Today’s competitive business world presents unanticipated challenges to enterprises worldwide. So, the well-being of the employees may be a sustained competitive edge for corporations in improving employee performance. Positive psychology served as the foundation for this study, investigating the interplay between employee well-being and task performance by incorporating organizational-specific factors like organizational virtuousness (OV) and individual-specific factors such as Psychological Capital (PsyCap). Design/methodology/approach – In total, 639 dyadic responses were gathered from the banking sector, encompassing employees in both private and public banks in India, along with their immediate supervisors. The hypotheses were subsequently examined by applying Structural Equation Modeling (SEM). Findings – OV and PsyCap are considerably associated with the well-being of employees and task performance, according to the findings. Employee well-being mediates the relationships between the perceptions of Organizational Virtuousness (OV) and task performance, as well as between PsyCap and task performance. Research limitations/implications – The intense competition and series of scandals in Indian banks urge the introduction of some behavioral precautionary measures. Banks need to understand and intervene in positive organizational behavior and help the employees build strong PsyCap to enhance their well-being and task performance to gain a competitive edge. Originality/value – The present study integrated Positive Organizational Behavior (POB) and Positive Organizational Scholarship (POS) to enhance work performance.
- The effect of workplace bullying on burnout: the mediating role of affective well-beingPublication . Ribeiro, Neuza; Semedo, Ana Suzete; Gomes, Daniel; Bernardino, Rita; Singh, ShardaPurpose: This study sought to examine the impact of workplace bullying on employees’ burnout by investigating the mediating effect of affective well-being. Design/methodology/approach: Data of 532 employees from diverse organizations in Portugal was collected. This data was collected using anonymously completed structured questionnaires available online. Findings: The results support the research hypotheses proposed, confirming that workplace bullying is related to both affective well-being and burnout. Moreover, affective workplace bullying partially mediates the relationship between workplace bullying and burnout, indicating that the victims have their affective well-being reduced, and, consequently, increase their burnout levels. Practical implications: The findings suggest that organizations can foster employees’ affective well-being and reduce the level of burnout by encouraging organizations to develop preventive policies and practices to safeguard against bullying at work. Originality: To this date, only a few studies have examined mediating and moderating variables (Nielsen and Einersen, 2018) and none include affective well-being as a mediator of the relationship between workplace bullying and burnout. This study answers the call for further empirical research from those who have argued that more information is needed to understand the workplace bullying phenomenon and contributes to the growing debate on this topic and its effects on employees.
- The Impact of Leaders’ Coaching Skills on Employees’ Happiness and Turnover IntentionPublication . Romão, Soraia; Ribeiro, Neuza; Gomes, Daniel Roque; Singh, ShardaThis study seeks to provide a more comprehensive understanding of how leaders with coaching skills can affect an individual’s turnover intention through the mediating role of happiness. The sample includes 271 individuals from diverse organizations. Based on a survey, employees assessed their leaders’ coaching skills and reported their own happiness and turnover intention. The findings demonstrate that leaders’ coaching skills have a negative impact on employees’ turnover intention and a positive impact on their happiness, with the latter mediating the relationship between the first two variables. Organizations should note that a leader’s coaching skills are useful not only for the employee’s happiness, but also for avoiding turnover intention; therefore, organizations should encourage leaders to integrate more coaching skills into their leadership styles. The identification of an employee’s happiness as a mediator of the relationship between a leader’s coaching skills and employees’ turnover intention is an original contribution, thereby extending previous research over these topics.