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Using social and moral identity theory, this study aims to investigate the influence of perceived greenwashing on employee work attitudes by using social and moral identity theory. By examining the relationships between perceived greenwashing, employee cynicism, work alienation and turnover intention, this study unveils essential mechanisms that shed light on the complex relationship between these variables.

The study gathered data from a sample of 267 employees in the service industry and used variance-based structuring equation modeling to test the hypothesized associations. The results of the study indicated a positive relationship between perceived greenwashing and turnover intention.

Employee cynicism and work alienation emerged as crucial mediating factors, revealing the underlying psychological dynamics linking perceived greenwashing to turnover intention. Moreover, the study identified organizational pride as a powerful moderator that mitigates the adverse effects of greenwashing on employee attitudes.

Genuine and transparent environmental practices are crucial in the service industry to avoid misleading claims, safeguard reputation and establish trust. Leaders should exemplify genuine commitment to environmental practices, serving as role models. Regular and honest feedback mechanisms should be established to gauge employee perceptions of the organization’s environmental initiatives. Educating employees about the signs of deceptive practices can empower them to make informed judgments, reducing the likelihood of falling victim to misrepresentations and mitigating associated negative outcomes.

The current research seeks to shed light on the profound impact of greenwashing on employees, an area that has been surprisingly overlooked. The study responds to the call of the antecedents that influence employees’ intentions to leave their organizations. The study explored the vital relationship between perceived greenwashing and employee attitudes, thereby contributing valuable insights to the existing literature on the sustainable practices of organizations, particularly those in the service industry.

The aim of the article is to explore how mentoring can act as a strategy for developing talent of the emerging young workforce, which predominantly comprises Gen Y and Gen Z.

This briefing is authored by an independent writer who provides insightful commentary and contextualizes the articles.

To gain a competitive edge, firms must adapt to modern ways of Talent Development that foster a passion for work among new hires. Modern ways of mentoring such as Reverse Mentoring, Group Mentoring, Distance Mentoring or Anonymous Mentoring, Flash Mentoring or Speed Mentoring, Peer Mentoring can enable employers to be proactive in managing talent and foster better intergenerational relationships at the workplace.

As Gen Y and Gen Z are redefining workplace norms, it is crucial for HR partitioners to find out new ways to align the entire HR function with the needs of these tech-savvy generations and ensure they can perform to their potential. This study sheds light on various Mentoring methods, which managers can use to transform conventional approaches to Talent Development.

The briefing streamlines the reading process for busy executives and researchers by curating the most relevant information and presenting it in a concise and user-friendly format, allowing them to save time and quickly absorb key insights.

This study aims to identify the various dimensions of workplace spirituality (WPS) and determine whether these dimensions act as predictors of innovative work behaviour (IWB) among bank employees. This study also aims at studying the moderating role played by sense of God (SOG) between WPS and IWB.

The methodology involved both qualitative and quantitative approaches. This study was carried out in two phases. Item generation, questionnaire development and exploratory factor analysis (EFA) were conducted in phase 1. Confirmatory factor analysis (CFA) was conducted in phase 2. Seven WPS dimensions originated through EFA, which got validated through CFA later. Structural equation modelling was used for hypotheses testing. To explore the proposed relationships, cross-sectional survey was done on a sample of bank employees from public, private and foreign banks.

The findings reveal that WPS is a seven-factor construct and affects the IWB of bank employees. The results indicated that four dimensions of WPS significantly increase IWB, and that SOG moderates the relationship between WPS and IWB.

With increasing globalization, there is a growing concern as to whether Indian employers would be able to meet employees’ spiritual needs. Indians tend to have high inclination towards God; through their religious associations, they try to develop a sense of spiritualism. Awareness about the effect of SOG and also the dimensions of WPS on IWB will help organizations in designing effective interventions for making employees more innovative.

The authors believe that the empirical studies testing the consequences of WPS on IWB in the banking industry are limited; also, SOG’s role as a moderator remains unexplored; thus, this study is an attempt to fill the gaps.

Gossip spreads like wildfire, damaging relationships, decaying trust and creating a negative work environment. This study aims to investigate the relationship between negative workplace gossip (NWG) and quiet quitting (QQ), while considering the mediating effects of workplace stress and emotional exhaustion (EE).

Drawing upon the conservation of resource theory, the study aimed to comprehend this association in the context of 267 employees from diverse sectors in India, including health care, IT, banking and education. Through a three-wave time lagged survey design, using partial least squares structural equation modeling, significant findings were uncovered.

The results revealed a positive link between NWG and QQ. There was also a positive correlation between NWG and workplace stress. In addition, workplace stress and EE were found to mediate the relationship between NWG and QQ.

The findings have implications for both theory and practice. Organizations should consider implementing strategies to mitigate the prevalence of negative gossip and foster a healthier work environment, promoting employee well-being and retention.

The study reveals the “black box” between NWG and QQ, adding to the body of knowledge on the novel concept of QQ. Second, the study expands the literature on NWG, by examining impact path of how it leads to stress and EE, leading to QQ.

The primary objective of the present study is to explore the relationship between workplace spirituality and work stress among offshore and onshore employees of the Indian oil and gas industry. The present study also tends to study the difference in the stress level of offshore and onshore employees of the Oil and Gas Industry.

The size of the sample for the present study was 202 respondents. It includes 128 onshore employees and 74 offshore employees of oil and gas companies. Respondents were mainly managers and supervisors working in various departments of Oil and Natural Gas Corporation (ONGC), Cairn India, Reliance India Ltd (RIL), Bharat Petroleum Corporation Ltd (BPCL) and Indian Oil and Gas Ltd (IOCL). Since the different level of stress is experienced by employees at different stages of the organizational structure, thus study selected population comprising of managers and supervisors since they are believed to face similar work stressors. A variety of statistical tools like mean, t-test, correlation and multi-regression is used for the analysis of collected data.

Results show that all six dimensions of workplace spirituality are significantly negatively correlated with stress for onshore employees. However, the sense of community and gratitude are found insignificantly associated with stress for offshore employees. Stressful offshore conditions and excessive specialization might not allow offshore employees to cherish the community at the workplace and also the virtue of gratefulness. The offshore employees might have a certain level of gratitude and community system, but it is not sufficient for the employees to perceive a lower level of work relates to stress. The result gives the impression that the normal working conditions (onshore workplace) provide adequate opportunity to workplace spirituality to transcend its impact on work stress.

This is one of the pioneer studies that examined the role of workplace spirituality and stress in stress management of offshore and onshore employees of Indian Oil and gas companies.