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.
- 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.