The moderating effects of perceived social worth and organizational virtuousness on the relationship between emotional labor, precarious work, and organizational commitment among ASHA workers in India.

Accredited Social Health Activists (ASHAs) in India are the subjects of this study, which explores the complex relationships between emotional labor (EL) and unstable work environments and how these relationships affect organizational commitment (OC). The study also looked at how organizational virtuousness (OV) and perceived social value mediated the relationship between precarious work (PW), EL, and OC. This study included a total sample size of N = 467 ASHA personnel from a variety of healthcare settings. Hierarchical regression analysis was used to look at the moderating effects using the Hayes Process Macro. The findings suggest that there are noteworthy negative associations between EL, PW, and the OC of ASHA workers. Nevertheless, OV and perceived social worth (PSW) emerged as significant moderators. More precisely, elevated levels of PSW and OV mitigated the adverse effects of PW and EL on the OC of ASHA workers.

Workplace ostracism influencing turnover intentions: Moderating roles of perceptions of organizational virtuousness and authentic leadership.

Workplace Ostracism is known to be a physically and emotionally painful experience. Even if it has a temporary and minor impact, it strongly predicts employee turnover intentions. Therefore, the purpose of this paper is to examine the moderating effects of perceptions of Organizational Virtuousness (OV) and Authentic Leadership (AL) in explaining the relationship between Workplace Ostracism (WO) and employees' Turnover Intentions (TI). Data were collected from 686 full-time employees using a non-probabilistic convenience sampling in India's Information Technology (IT) companies. The reliability and validity of scales were assessed using confirmatory factor analysis. Multiple hierarchical regression modeling was used to test the proposed hypotheses using IBM SPSS 23.0 with Process Macro 3.5. The present study's findings suggest that workplace ostracism is significantly related to employees' turnover intentions. Furthermore, perceptions of organizational virtuousness and authentic leadership moderated the relationship between workplace ostracism and employee turnover intentions. Employee turnover is a gigantic problem for IT firms in India. The present study offers valuable insights to managers to create awareness of workplace ostracism. Implementing managerial strategies rooted in positive psychology can help organizations create a more inclusive, supportive, and psychologically healthy work environment. This, in turn, can reduce the occurrence of workplace ostracism and turnover intentions.