Perceived organizational virtuousness impact on workplace happiness: Mediating role of job satisfaction for sustainability in IT/ITeS organizations

IF 1.5 Q3 MANAGEMENT

Human systems management Pub Date : 2023-09-26 DOI:10.3233/hsm-230037

Sonu Kumari, Kulwinder Kaur

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引用次数: 0

Abstract

BACKGROUND: It is asserted that the positive outcomes from employees are a result of positive gestures initiated by the organization. Consequently, organizations can strategize their practices in such a manner that would stimulate and amplify positive behavioral outcomes from employees ultimately leading to organizational effectiveness and ameliorated organizational sustainability. OBJECTIVE: The objective of the present study is to investigate the relationship between Perceived Organizational Virtuousness (POV) and Workplace Happiness (WPH), mediated by Job Satisfaction (JS) for creating sustainable organizations. METHOD: Quantitative research approach was adopted following a conclusive research design. Purposive (Non-probability) sampling technique was used, and data was collected from 470 employees from IT and ITeS sector companies of Delhi-NCR (India) using questionnaire. The statistical analysis was done using SmartPLS 4 for the data. RESULTS: The results revealed that employees, who perceive organizations as virtuous, tend to feel happy at the workplace. Also, the perceptions of Organizational Virtuousness were found to amplify the experiences of Workplace Happiness and it was also found that Job Satisfaction significantly mediates the stated relationship. CONCLUSIONS: The results of the study could help the managers and strategy makers to ensure well-being of employees and adding to their performance and effectiveness.

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感知组织美德对工作场所幸福感的影响:IT/ITeS组织中工作满意度对可持续性的中介作用

背景:有人断言，员工的积极成果是组织发起的积极姿态的结果。因此，组织可以以这样一种方式来制定他们的实践战略，这种方式将刺激和扩大员工的积极行为结果，最终导致组织的有效性和改善组织的可持续性。目的:本研究旨在探讨组织美德感(POV)与工作场所幸福感(WPH)之间的关系，并以工作满意度(JS)为中介，促进可持续组织的创建。方法:采用定量研究方法，采用结论性研究设计。采用有目的(非概率)抽样技术，采用问卷调查的方式从印度德里ncr的IT和ITeS行业公司的470名员工中收集数据。使用SmartPLS 4对数据进行统计分析。结果:结果显示，那些认为组织有美德的员工，在工作场所往往感到快乐。此外，组织美德的感知被发现放大了工作场所幸福的体验，并且还发现工作满意度显着中介了上述关系。结论:研究结果有助于管理者和战略制定者确保员工的幸福感，提高员工的绩效和有效性。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human systems management MANAGEMENT-

CiteScore

3.50

自引率

30.40%

发文量

期刊介绍： Human Systems Management (HSM) is an interdisciplinary, international, refereed journal, offering applicable, scientific insight into reinventing business, civil-society and government organizations, through the sustainable development of high-technology processes and structures. Adhering to the highest civic, ethical and moral ideals, the journal promotes the emerging anthropocentric-sociocentric paradigm of societal human systems, rather than the pervasively mechanistic and organismic or medieval corporatism views of humankind’s recent past. Intentionality and scope Their management autonomy, capability, culture, mastery, processes, purposefulness, skills, structure and technology often determine which human organizations truly are societal systems, while others are not. HSM seeks to help transform human organizations into true societal systems, free of bureaucratic ills, along two essential, inseparable, yet complementary aspects of modern management: a) the management of societal human systems: the mastery, science and technology of management, including self management, striving for strategic, business and functional effectiveness, efficiency and productivity, through high quality and high technology, i.e., the capabilities and competences that only truly societal human systems create and use, and b) the societal human systems management: the enabling of human beings to form creative teams, communities and societies through autonomy, mastery and purposefulness, on both a personal and a collegial level, while catalyzing people’s creative, inventive and innovative potential, as people participate in corporate-, business- and functional-level decisions. Appreciably large is the gulf between the innovative ideas that world-class societal human systems create and use, and what some conventional business journals offer. The latter often pertain to already refuted practices, while outmoded business-school curricula reinforce this problematic situation.