ABSTRACT
Introduction-This research aimed to study the effect of Thriving and Workplace Spirituality on Innovative Work Behavior and Career Adaptability among railway employees (TC) because of the competitive environment they experience. Method- The participants were 105 railway employees between the age of 40-60 years, residing in Mumbai, Maharashtra. The purposive and snowball sampling methods were used for the study. The scales used were - Thriving at work scale (Porath et al,2012), Spirit at work scale (SAW) (Kinjersky, 2013), Innovative work behavior ( Jesson, 2009), Career Adapt Abilities Scale – short form (CAAS- SF) (Maggiori et al, 2012). The data were analyzed using 4 independent ‘t tests’. Results-Thriving had a significant effect on Innovative Work Behavior and Career Adaptability among railway employees. Thus Thriving might act as an advantage in the competitive work environment of TCs. Since Thriving cannot be developed individually as a skill, there is a need to study Workplace Spirituality. Results obtained suggest that there was no significant effect of Workplace Spirituality on Innovative Work Behavior which can be attributed to the Covid-19 situation. Later analysis shows that Workplace Spirituality has a significant effect on Career Adaptability, suggesting that the Workplace Spirituality plays will help in better career adaptability among railway employees. Conclusion- Thriving is considered to be a human aspect of sustainability which is important to produce high performance. Thus if we can enhance Workplace Spirituality for railway employees, they might experience Thriving which will eventually contribute to enhancing IWB and Career Adaptability.
ABSTRACT
PURPOSE: The purpose of this study was to identify factors influencing the quality of working life of cancer survivors (QWL-CS) after return to the workplace. METHODS: Data were collected from 154 cancer survivors from May 16 to June 23, 2018. Participants were selected as candidates from two different hospitals in the metropolitan area and snowball sampling was used in parallel. The data were analyzed by SPSS 21.0 using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and stepwise multiple linear regression. RESULTS: Mean score of QWL-CS was 4.39±0.59. QWL-CS was negatively correlated with fatigue, and job stress: however, it was positively correlated with workplace spirituality. The factor that had the greatest influence on the QWL-CS was job stress (β=−.36, p < .001), followed by fatigue (β=−.35, p < .001), workplace spirituality (β=.35, p < .001), number of currently cancer treatment (β=−.15, p=.009), and number of children (β=.12, p=.031). The explanatory power of models was 54%. CONCLUSION: Effective and practical intervention programs for increasing the quality of working life are required to be provided to cancer survivors after return to the workplace in accordance with job stress, fatigue, workplace spirituality, and general characteristics of cancer survivors such as number of currently cancer treatments and number of children.