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Interest in spirituality as a scholarly topic has grown in recent years. The present research aspires to investigate the relationship between workplace spirituality and organizational performance. First, necessity of workplace spirituality for organizational performance is investigated with the help of necessary condition analysis (NCA). Second, mediation effect of organizational citizenship behaviour (OCB) in relationship between workplace spirituality and organizational performance is explored with the help of technique propagated by Baron and Kenny (1986). Hierarchal regression is used to test Baron and Kenny’s (1986) conditions of mediation. Results of NCA establish workplace spirituality as a necessary condition for occurrence of organizational performance. The OCB is also reported to partially mediate the relationship between workplace spirituality and organizational performance. Practical implications, limitations of the study and suggestions for future researchers have been discussed in the last part of the article.

Due to culture-based differences in conceptualization, expression, and gratitude experience, the GQ-6 scale has been validated in different countries. The present study examines the adaptability of the Gratitude Questionnaire (GQ-6) scale in India. Two studies are conducted to evaluate the psychometric properties of GQ-6 for Indian college students. The first study explores factorial validity, reliability, and measurement invariance of the scale. Appropriate factor loading in exploratory factor analysis and model fit indices in confirmatory factor analysis (CFA) provides empirical evidence of the scale’s factorial validity. The second study investigates the convergent and criterion validity of the scale. A positive correlation with positive affect (PANAS scale) and life satisfaction (Wheel of Life Scale) and a negative association with negative affect (PANAS scale) establish criterion validity of GQ-6. The results conclude adequate suitability of the GQ-6 scale for Indian college students.

Objectives The present study explored the psychometric properties of the Equanimity Scale-16 (ES-16) in the Indian population. It also investigated the parallel connections between equanimity and spiritual well-being, recognizing equanimity as one of the qualities of highly spiritual beings. Method Three independent studies, with diverse sets of participants, were conducted using structured and established questionnaires. The first study evaluated the factorial structure of the ES-16 scale through exploratory (EFA) and confirmatory factor analysis (CFA) using a sample of 648 Indian adults. The second study evaluated the reliability of the ES-16 with the help of Cronbach’s alpha and composite reliability values based on a sample of 379 respondents. The convergent validity and discriminant validity were examined using average variance explained (AVE) values. The construct validity was examined through correlation analysis of the ES-16 scale with psychological distress, as well as a gratitude scale, given the traditional association of equanimity with spiritual well-being. The third study explored test–retest reliability of the scale based on a sample of 151 participants. Results The EFA yielded a 2-factor solution like the original ES-16 scale. The 2 factors—experiential acceptance and non-reactivity—could explain 61.12% of the total variance. The CFA confirmed the adequate factorial structure of the ES-16 scale. The acceptable Cronbach’s alpha and composite reliability values (greater than 0.70) confirmed the reliability of the ES-16 scale. The convergent validity and discriminant validity were also confirmed in the second study. The results also reported a statistically significant positive association between equanimity and spiritual well-being. Conclusions The present study concluded that both factors of equanimity are necessary to experience equanimity, and absence of one renders the other difficult. It confirmed the psychometric properties of the ES-16 in the Indian population. The results hold considerable promise for advancing research in the field of mindfulness and well-being, as well as guiding the development of interventions aimed at promoting equanimity and fostering positive mental health outcomes in the Indian context. Preregistration This study or any work of the study is not preregistered.

PurposeThis paper aims to depict the ethical dilemma of an employee in an insurance company who analyzed the group health policy of a major private telecommunication company. He noticed striking discrepancies and reported the findings to his superior.Design/methodology/approachCase study methodology is used for this study.FindingsThis paper reported the ethical dilemma faced by the employee.Originality/valueThis is an original work to the best of the author’s knowledge.

Researchers advocate that workplace spirituality has the potential to increase “constructive deviant behavior” among employees across different types of organizations and professions by engaging individuals in meaningful ways. This research examines the link between workplace spirituality and constructive deviant behavior. Literature on the issue of workplace spirituality suggests that meaningful work has the potential to increase positive organizational outcomes. This study was carried out on a purposively selected sample of 152 managers from the oil and gas industry in India. The paper investigates the relationship between workplace spirituality and constructive deviance with the help of a wide range of statistical tools including mean, factor analysis, correlation, and regression. Six Indian constructs of workplace spirituality were examined to assess the relationship between workplace spirituality and constructive deviance.

This study explores the psychometric properties of the transpersonal gratitude scale (TGS) in the Indian context. It also examines the relationship between transpersonal gratitude, spiritual well-being, and distress. The psychometric properties (reliability and validity) of the TGS were evaluated with the help of two studies. In the first study, exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) reported a four-factor solution. These four factors- expression of gratitude, value of gratitude, transcendent gratitude, and spiritual connection- explained 74.1% of the total variance. Further, CFA results indicated an excellent model fit of four-factor structure derived from EFA. These findings recommended appropriate factorial validity of TGS in the Indian context. In the second study, Cronbach’s alpha and composite reliability values recommended reliability of TGS among Indians. Also, the average variance explained (AVE) values and the Fornell–Larcker test concluded convergent and discriminant validity of the scale. In addition, positive correlations were reported between TGS, GRAT-16 (gratitude resentment and appreciation scale), and spiritual well-being scale scores. Also, a negative linkage was reported between TGS and distress score. These associations established criterion validity of the scale. Overall, the scale reported acceptable psychometric properties in the Indian context.

PurposeThe benefits of teacher leadership have attracted the attention of policymakers, practitioners and researchers. It is increasingly advocated as one of the most crucial and indispensable components of the school, college and university administration. The present study tends to investigate the role of gratitude in developing teacher leadership through examining sufficiency and necessity of thankfulness for educational leadership.Design/methodology/approachThe study explores sufficiency and necessity of gratitude for seven dimensions of educational leadership with the help of correlation, regression and necessary condition analysis.FindingsThe paper concludes that gratitude is both sufficient and necessary condition for overall teacher leadership and its seven dimensions.Originality/valueThe paper is based on original data.

Researchers have proposed culture- and religion-based variations in experience and expression of gratitude. Accordingly, the present study developed and validated a Hindu Gratitude Scale (HGS) based on Hindu notion of rnas. The rnas are sacred obligations (duties) that every Hindu is supposed to fulfil during their lifetime. These pious obligations are practised to acknowledge, honour, and appreciate others’ contribution in one’s life. These five holy duties are Pitṛ-yajna, Bhūta-yajna, Manuṣya-yajna, Deva-yajna, and Brahma-yajna. The study started with rnas-based conceptualisation of gratitude followed by item generation using both inductive and deductive approaches. These statements were subjected to content validity and pretesting, which resulted in nineteen items. The psychometric properties of proposed HGS (with nineteen items) were analysed with the help of three studies. The first study evaluated factorial validity of the proposed HGS using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) using a sample of 1032 respondents. Poor factor loading in EFA suggested removal of three statements. The EFA recommended five dimensions of the HGS—appreciation for family, ancestors, and cultural values (AFF), appreciation for family, ancestors, and cultural values (AFF), appreciation for God, appreciation for knowledge, skills, and talents, and appreciation for ecosystem. Further, CFA also suggested removal of one statement. Lastly, the EFA and CFA result suggested adequate factorial validity of a fifteen-itemed five-factored HGS. The second study examined the reliability and validity of the HGS derived from CFA with the help of a sample of 644 participants. And, in the third study, the test–retest reliability was investigated by collecting the data twice. The results revealed significant positive correlations in two sets of data, thereby concluding test–retest reliability of the HGS. The study offered a novel fifteen-item Hindu Gratitude Scale, which could be used in future studies to explore gratitude level of Hindus.

Purpose Although high-performance work practices (HPWPs) are considered to have a strong influence over organizational performance, researchers are not unanimous about the exact mechanism through which the impact of HPWS transcends to organizational performance. The purpose of this paper is to explore two explanatory theories (job characteristics theory and psychological impact theory) of HRM and examine their possible mediation effect on the relationship between HPWPs and organizational performance. Design/methodology/approach Structural equation modeling was used to examine the mediation effect. Findings Four constituents of job characteristics theory (autonomy, feedback, skill variety and task significance) and two constituents of psychological impact theory (job satisfaction and organization citizenship behavior) reported partial mediation. Originality/value The paper is based on primary data collected by author.

PurposeThough violence is very much prevalent in modern organizations, unfortunately, researchers and practitioners have given very little attention in creating an organizational culture based on nonviolence. The purpose of this paper is to explore the relationship between individual spirituality and non-violence work behaviour. It also investigates the mediating role of four constructs of psychological capital (hope, optimism, resilience and self-efficacy).Design/methodology/approachCollected data is subjected to rigorous reliability, validity and common method biasness tests. Further mediation is analyzed with the help of hierarchical regression, Sobel test and bootstrapping estimates.FindingsThe results show that all four dimensions of psychological capital partially mediate the relationship of individual spirituality and non-violent behaviour at the workplace. The practical and theoretical implications of the study are also discussed.Research limitations/implicationsAlthough the study produces significant results, it has certain limitations, too, which can be addressed in future research. Firstly, as psychological capital is a state like construct, the responses of the participants may vary from time to time, leading to biases. Secondly, the study is confined only to manufacturing, IT/ITES and financial institutions. It can be duplicated to other sectors as well to assess its generality. Future researchers may adopt both quantitative and qualitative methodology to explore the field. Even experimental research may help to understand these work behaviours. Although the study has been conducted in business organization the purpose is not to limit it to the workplace context. It is relevant to all sectors and across all domains.Practical implicationsThe findings have revealed individual spirituality as a significant predictor of nonviolence behaviour at the workplace. Thus managers, leaders, policymakers or organizational development practitioners need to facilitate spirituality at the workplace and introduce spiritual-based interventions such as meditation, yoga and several other mindfulness practices. Even organizational training, which is considered to be essential to human resource development, needs to develop a spiritual development program and also to examine the impact of such programs on organizational outcomes (Dent et al., 2005). Organizational interventions that facilitate mindfulness practices, yoga and meditation will enhance nonviolence communication through empathy and compassion-based listening, meaningful dialogues, through connecting employees with universal human values/needs.Social implicationsThe primary objective of the study is to foster conflict prevention in society rather than conflict resolution. With the help of the study, the authors understand the importance of spiritual intervention and its impact on the elevation of people's values, beliefs and attitudes. Major organisations such as Apple, Google, Amazon, Microsoft and Facebook have already started to develop spiritual interventions at their workplace. It is an excellent time to capitalize on India's rich spiritual tradition that honours unity in diversity. Besides, an organization's facilitation to connect to employee’s actions with spiritual values can overcome cultural conditioning that triggers violence and help in making a more meaningful place to work. Thus, impacting the society from a macro perspective.Originality/valueThis is one of the pioneer studies that tried to unlock the “black-box” of mechanism through which individual spirituality impacts non-violent work behaviour.