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Despite broad evidence in the past demonstrating the relationships between personality traits and organizational citizenship behavior, research on organizational citizenship behavior from the perspective of emotional contagion has not received deserving attention to date. Drawing on the trait theory and affective event theory as an overarching reference, this study theorizes emotional contagion as a moderator by arguing that it improves the above relationship incrementally. This study conducted hierarchical multiple regression analysis to test the hypotheses and adopted the Johnson–Neyman method using SPSS PROCESS Macro to probe the pattern of the significant interactions. A total of 320 bank employees took part in the survey. The findings revealed, agreeableness and conscientiousness as significant predictors of organizational citizenship behavior. Furthermore, the above association was enhanced for employees at the conditional level of high emotional contagion. The study provides insight into recognizing the significance of employees' emotional levels and their contribution to organizational growth. [ABSTRACT FROM AUTHOR]

Identification and retention of talented workforce is of utmost importance in the current career scenario. This research studied mediating role of individual career self-management and tested a theoretical model examining direct and indirect relationships among perceived organizational support (POS), psychological empowerment (PE), individual career self-management (ICM) and affective commitment (AC). Data was collected from a sample of 270 IT employees designated as 'talent' in their respective organizations from the southern part of India. We employed structural equation modeling technique to test proposed research hypotheses. The result supported the idea that perceived organizational support and psychological empowerment positively affects individual career self-management. Individual career self-management was the significant antecedent of affective commitment. Regarding mediation hypothesis, individual career self-management was found to fully mediate the relationship between psychological empowerment and affective commitment. Further, it acted as partial mediator between perceived organizational support and affective commitment. Implication for future research and practices are discussed., Author(s): J. A. Yogalakshmi [sup.1], L. Suganthi [sup.1] Author Affiliations: (1) grid.252262.3, 0000 0001 0613 6919, Department of Management Studies, Anna University, , 600025, Chennai, India In recent decades, career [...]

Human Activity Recognition (HAR) system is analysing human behaviour using mobile health technology. Mobile Health data (MHEALTH) uses electronic devices to collect data and identify the activity of the patient in real-time. Recordings of 10 patients' vital signs from various circumstances are included in the dataset. With a sensor attached to their bodies, they were required to carry out a number of physical tasks. Due to the lack of accuracy in the other state-of-the-art algorithms, we proposed Human Activity Recognition Neural Network (HARNet) architecture for automatic recognition of human activity using CNN and LSTM with the transfer learning of SVM. Here, the human health behaviour was analysed and classified using different ML and DL algorithms. The hybrid techniques of CNN and LSTM are selected across the different DL algorithms and it is used to extract independent and discriminating features, which aids the SVM classifier to attain good classification. When compared to other DL methods, HARNet performed better, achieving 99.8% accuracy. Overall, HAR systems have many potential applications in various fields, including healthcare, wellness, sports and surveillance. They have relationships to many different academic disciplines, including sociology, human–computer interaction, medical and may offer individualized help for different domains. [ABSTRACT FROM AUTHOR]

Social support of supervisors and colleagues is thought to enable people to cope better with the demanding work situations. More specifically, supportive, supervisory communication has been found to reduce uncertainty, promote discussion, build self-esteem, clarify role expectations and inculcate meaning in the job among employees. In an attempt to help educators explore the full benefits of supervisory social support in academic institutions, this article examines the satisfaction of teachers with their supervisors' interpersonal communication skills in relation to job burn-out and growth satisfaction in the job in southern India. Data were collected from 140 educational professionals of schools, colleges and universities located in southern India. The findings reveal that teachers' satisfaction with supervisors' interpersonal communication skills is positively related to their growth satisfaction in the job and negatively related to burn-out. The interview data that substantiated the findings of this study also highlight important interpersonal communication skills that need to be practiced by supervisors in the educational institutions in southern India.