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The job demands-resource model of work engagement describes how engagement is influenced by various work demands, and the work-related and personal resources of employees. We studied the role of organisational climate, organisational justice and psychological capital of employees in explaining work engagement. At the outset, 212 full-time adults employed at an organisation in Mumbai, India, for at least a year completed a questionnaire which included relevant scales. Organisations from which the sample was drawn represented three types of work sectors. Multiple regression was used with a reduced sample of 195 employees after removing 17 outliers. Results indicated that all three predictor variables explained work engagement significantly with psychological capital as the strongest predictor of work engagement, followed by organisational justice and organisational climate.

The present paper aimed to develop and standardise a scale for assessing life skills in adults as per a ten-factor model given by World Health Organization (WHO), which was accomplished by revising a pre-existing 100-item life skills scale for adolescents. The objective was met in three consecutive studies. A revised 19-items life skills scale with a three-factor affective-behavioural-cognitive model (LS-ABC scale) was obtained in study 1 conducted on 311 adults. This model was re-verified on a new sample of 336 adults in study 2, which re-affirmed the results of study 1. Construct validity of the LS-ABC scale was established in study 3, where different established questionnaires along with LS-ABC scale were administered to 182 healthy adults and 34 adults with mental health issues. The final LS-ABC scale was found to be psychometrically sound and a reliable measure for assessing life skills in adult population. [ABSTRACT FROM AUTHOR]

The job demands-resource model of work engagement describes how engagement is influenced by various work demands, and the work-related and personal resources of employees. We studied the role of organisational climate, organisational justice and psychological capital of employees in explaining work engagement. At the outset, 212 full-time adults employed at an organisation in Mumbai, India, for at least a year completed a questionnaire which included relevant scales. Organisations from which the sample was drawn represented three types of work sectors. Multiple regression was used with a reduced sample of 195 employees after removing 17 outliers. Results indicated that all three predictor variables explained work engagement significantly with psychological capital as the strongest predictor of work engagement, followed by organisational justice and organisational climate. [ABSTRACT FROM AUTHOR]

In this study, Herzberg's motivator-hygiene factor theory was employed to assess variousjob attitudes of air traffic controllers (ATCs) who were at different career stages by using Super's Career Stages Model (CSM, 1990). Attitudes of Indian ATCs had not been explored in relation with Super's CSM and Herzberg's theory of motivation. Using a survey method with convenient sampling, Job attitude scale (Smith, 1973) was administered on 341 Civil Indian ATCs (301 males & 40 females). Four adult career stages of Super as Exploration, Establishment, Maintenance, and Disengagement manifested by age and tenure as enterions were studied. Two examinations of One-way MANOVAs were computed in order to examine the impact of career stages as a function of age and tenure each. Both MANOVA results were statistically significant and further, separate univariate ANOVA results for age and tenure as two IVs indicated significant differences for seven out of eight sub-facets on Job attitudes scale, except attitudes were similar across career stages towards sub-facets work-schedules in age and towards facility in tenure. Further, post hoc test results revealed that Disengagement-stage ATCs were more content with the significant seven sub-facets in both age and tenure compared to Exploration, Establishment, and Maintenance-stage ATCs. Findings suggest the relevance of needs as per hygiene-motivator factors as well as career stages play a role injob satisfaction ratings. Study results contribute to improve working environments of ATCs by tailoring HR practices. [ABSTRACT FROM AUTHOR]

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Using elements ofPsychology and Philosophy, this theoretical paper extends James Rest's Four Component Model of ethical decision-making and moral behaviour comprising of moral awareness, moraljudgment, moral intention and moral character. While facing an ethically-charged situation, the original model - though a non-linear model - is widely considered to begin with moral awareness. However, in this paper, the model is revised with the help of mindfulness, reperceiving, and addition of a new component of moral spontaneity; and a proper sequence is assigned to the various five components, beginning with moral intention, followed by moral awareness, moral judgment, moral character; and resulting in moral spontaneity after several repetitions in the first four components. It is argued in this paper that ethics are skills, which can be developed with proper training in mindfulness and reperceiving. The resulting Five Component Model of ethical decision-making is proposed to be a prescriptive model for training and development in ethical decision-making at workplace. [ABSTRACT FROM AUTHOR]

With the rise in entrepreneurship and the challenges entrepreneurs have to face, their psychological well-being gets affected. Personality factors have been seen to impact psychological well-being. This relationship is also mediated by other contributing factors. The present study was undertaken to determine the relationship between the big five personality traits and psychological well-being of entrepreneurs along with the mediating effect of psychological capital on the personality psychological well-being relationship. A sample of 124 entrepreneurs operating in the city of Mumbai was selected for the purpose. Data was collected using the survey method and correlation, regression and mediation analysis were performed to analyze the data. Results indicated personality traits and psychological capital are significantly positively related to psychological well-being of entrepreneurs. Psychological capital mediates the personality well-being relationship. Implications for educational and training purposes are discussed. [ABSTRACT FROM AUTHOR]

Research has shown different uses for different styles of humor for various workplace environments. The present study focused on different styles of humor preferred in different professions as well as gender differences in styles of humor. The psychometric properties of the Humor Styles Questionnaire were also established in the Indian context. A sample of 210 participants (105 males & 105 females) from a range of 7 professions, chartered accountants, computer science engineers, doctors, educators, lawyers, nurses and police officers, filled the Humor Styles Questionnaire. The results reported that males use aggressive humor more than females, whereas females use self- defeating humor more than males. It was also observed that nurses had a high preference for affiliative humor and a very low preference for aggressive humor; doctors and police officers reported a high preference for self-enhancing humor; police officers had the highest preference for aggressive humor; and chartered accountants reported a high preference for self-defeating humor. Police officers reported the highest total score on the questionnaire, whereas lawyers reported the lowest score. The reliability of the four components of the questionnaire was found to be high. Factor analysis reported four components with Eigen values higher than 2. [ABSTRACT FROM AUTHOR]

With the rise in entrepreneurship and the challenges entrepreneurs have to face, their psychological well-being gets affected. One of the ways in which psychological well-being can be maintained is through psychological capital. The present research seeks to establish the effect psychological capital can have on psychological well-being of small-scale entrepreneurs. For this purpose, a sample of 124 entrepreneurs, from the city ofMumbai were selected. Data was collected using the survey method and was analyzed using the correlation and regression analysis method. Results indicated that psychological capital and psychological well-being have a significant positive relationship such that developing psychological capital can enhance the level of psychological well-being. The core construct of psychological capital was shown to have a greater impact of well-being than each of its components individually. Implications of the study and directions for further research have been discussed. [ABSTRACT FROM AUTHOR]

The present study empirically explored the role of emotional intelligence and its components on managerial effectiveness. It was done on a convenience sample of 200 managers working in different types of organizations in India. Data were analyzed using descriptive, correlation and regression analyses. The results of the study indicated that emotional intelligence was significantly and positively correlated to managerial effectiveness in the composite sample and in the banking and finance sector but not in the manufacturing and information technology sectors. Further emotional intelligence significantly predicted managerial effectiveness in the composite sample and the banking and finance sector but not in the other two sectors. Finally, out of the five components of emotional intelligence, only interpersonal intelligence and intrapersonal intelligence were related to and predicted managerial effectiveness in the composite sample and the banking and finance sector. [ABSTRACT FROM AUTHOR]

The present study explored gender differences in emotional intelligence; its components (intrapersonal intelligence, interpersonal intelligence, adaptability, stress management, and general mood); and managerial effectiveness. 140 managers out of which 70 were males and 70 females; working in different types of organizations such as manufacturing, banking and finance, and information technology; at different managerial positions; in the city of Mumbai participated in the study. Findings of the study indicate that women managers had significantly higher mean emotional intelligence scores as compared to males. Similarly, they also scored significantly higher than male managers in the different components of emotional intelligence. Additionally the managerial effectiveness scores of female managers were significantly higher than male managers. Results were discussed in the light of other studies. [ABSTRACT FROM AUTHOR]

A 2 (US women vs. Filipino women) X 2 (daughters vs. mothers) ANOVA matched group design with the O'Kelly Women Beliefs Scale (2010) scores as the dependent variable was conducted to study irrational beliefs about traditional feminine gender schema from a Rational Emotive Behavior Therapy(REBT) perspective (Ellis, 1958) in a sample of Filipino women living in the US. Results indicated significant main effect for cross-cultural differences among the two racial groups, but no significant main effect was found for generational differences among the groups. A Post-hoc Least Significant Difference (LSD) performed on the four subscale scores of the OWBS also showed significant differences in Demand with Filipino women scoring higher than their US counterparts, and scores of both groups in Awfulizing, Negative Self-talk/Rating, and Low Frustration Tolerance (LFT) were not significantly different. [ABSTRACT FROM AUTHOR]