Factor structure and measurement invariance of the oneness behaviors scale across India and Turkey.

As oneness reflects the much-needed worldview in the 21st century, exploring how oneness behaviors might play out in different cultures seem a worthwhile scientific pursuit in the service of humanity. The main purpose of the present study is to test whether factor structure and measurement construct of Oneness Behaviors Scale is valid on the Indian sample. A total of 1040 participants (651 from Turkey 389 from India) participated in the study for testing the cross-cultural equivalence of the scale. The results demonstrated limited partial invariance of oneness scale across Turkish and Indian samples with suggesting most of items have been perceived and understood differently, even factorial structure is similar. With the very limited findings of invariant items between these cultures, making further tests would add to our understanding of oneness behaviors in terms of both research and practice.

Dignity at the Workplace: Evolution of the Construct and Development of Workplace Dignity Scale.

Concerns about workplace dignity (WPD) have long driven researchers and practitioners to explore ways of measuring it. It is essential for organizations to understand, how employees perceive the WPD for positive employee outcomes. The paper reviews literature, traces the development of WPD and finds the gap. The purpose of this paper is to evolve and operationalize the construct of 'WPD,' and develop and standardize a measure for it which will pave the way for future studies to empirically test the role of WPD on organizational outcomes such as employee engagement, retention and the like. This is perhaps the maiden attempt for conceptualization and operationalization of the construct of WPD, thus it contributes to the extant knowledge and has implications for academics and practitioners.

Enhancing Women's Well-Being: The Role of Psychological Capital and Perceived Gender Equity, With Social Support as a Moderator and Commitment as a Mediator.

The study aims to determine the role of psychological capital and perceived gender equity on employee well-being, particularly women, and assess if commitment mediates and social support moderates the relationships between psychological capital, perceived gender equity, and well-being. A personal survey method was employed for data collection using standardized measures from a representative sample of 433 managers (201 women and 233 men) from private sector companies in India. The findings revealed that perceived gender equity in the workplace positively impacts employee well-being for both men and women, with the greater impact being on women's well-being. To Facilitate employee well-being, organizations can leverage the strengths of psychological capital through training interventions and can promote perceived gender equity through appropriate policies and practices. This bridges the knowledge gap in developing and utilizing psychological capital to enhance employee well-being, especially for women, who are under pressure due to their demanding multiple roles at work and home.

Opening the gender diversity black box: causality of perceived gender equity and locus of control and mediation of work engagement in employee well-being.

The study is aimed at assessing the role of perceived gender equity and locus of control in employee well-being at the workplace and ascertaining if work engagement mediates between perceived gender equity, locus of control, and employee well-being (measured through optimism, general satisfaction with life and work, and executive burnout). Adopting a personal survey method data was collected from 373 managers (both males and females) from the public and private sectors representing manufacturing and service industry in India. The study bridges the knowledge gap by operationalizing the construct of perceived gender equity and studying its role in the work engagement and employee well-being. Conceptualization of the well-being in an unconventional way covering both the positive and the negative aspects extends the understanding of the emerging concept of well-being. It has practical implications for talent management and work engagement besides promoting gender equity at the workplace for employee well-being. It opens vistas for the gender based theory and cross cultural research on gender equity.