Purpose Though violence is very much prevalent in modern organizations, unfortunately, researchers and practitioners have given very little attention in creating an organizational culture based on nonviolence. The purpose of this paper is to explore the relationship between individual spirituality and non-violence work behaviour. It also investigates the mediating role of four constructs of psychological capital (hope, optimism, resilience and self-efficacy). Design/methodology/approach Collected data is subjected to rigorous reliability, validity and common method biasness tests. Further mediation is analyzed with the help of hierarchical regression, Sobel test and bootstrapping estimates. Findings The results show that all four dimensions of psychological capital partially mediate the relationship of individual spirituality and non-violent behaviour at the workplace. The practical and theoretical implications of the study are also discussed. Research limitations/implications Although the study produces significant results, it has certain limitations, too, which can be addressed in future research. Firstly, as psychological capital is a state like construct, the responses of the participants may vary from time to time, leading to biases. Secondly, the study is confined only to manufacturing, IT/ITES and financial institutions. It can be duplicated to other sectors as well to assess its generality. Future researchers may adopt both quantitative and qualitative methodology to explore the field. Even experimental research may help to understand these work behaviours. Although the study has been conducted in business organization the purpose is not to limit it to the workplace context. It is relevant to all sectors and across all domains. Practical implications The findings have revealed individual spirituality as a significant predictor of nonviolence behaviour at the workplace. Thus managers, leaders, policymakers or organizational development practitioners need to facilitate spirituality at the workplace and introduce spiritual-based interventions such as meditation, yoga and several other mindfulness practices. Even organizational training, which is considered to be essential to human resource development, needs to develop a spiritual development program and also to examine the impact of such programs on organizational outcomes (Dent et al., 2005). Organizational interventions that facilitate mindfulness practices, yoga and meditation will enhance nonviolence communication through empathy and compassion-based listening, meaningful dialogues, through connecting employees with universal human values/needs. Social implications The primary objective of the study is to foster conflict prevention in society rather than conflict resolution. With the help of the study, the authors understand the importance of spiritual intervention and its impact on the elevation of people's values, beliefs and attitudes. Major organisations such as Apple, Google, Amazon, Microsoft and Facebook have already started to develop spiritual interventions at their workplace. It is an excellent time to capitalize on India's rich spiritual tradition that honours unity in diversity. Besides, an organization's facilitation to connect to employee’s actions with spiritual values can overcome cultural conditioning that triggers violence and help in making a more meaningful place to work. Thus, impacting the society from a macro perspective. Originality/value This is one of the pioneer studies that tried to unlock the “black-box” of mechanism through which individual spirituality impacts non-violent work behaviour.

PurposeVitality is an occurrence of having extremely high energy, stamina, physical or mental vigor. This study tends to investigate whether gratitude and resilience lead to vitality. In particular, it tends to examine the necessity and sufficiency of gratitude and resilience for vitality among Indian university students.Design/methodology/approachThe collected data are analyzed with the help of different statistical tools like the measure of central tendency, standard deviation, correlation, linear and multiple regression, and necessary condition analysis.FindingsThe results establish both gratitude and resilience as sufficient and necessary conditions for the occurrence of vitality among students. Theoretical and practical implications, along with scope for future researchers, are also elaborated.Practical implicationsThough universities are the active change agents and change-makers in the lives of the students, the onus of positive transformation lies on both students and the university administration. Hence these prosocial measures like gratitude and resilience, which are self-regulating, self-professed and competent, help to build internal psychological resources to promote sustainable vitality.Originality/valueThe present study is probably the first study that explores sufficiency and necessity of resilience and gratitude for vitality among students. The findings suggest that university administration may rely on gratitude and resilience-based interventions to enhance vitality of students.

Based on Social Cognitive Theory (SCT), the present study investigated relationships between spiritual climate (environmental factor), individual spirituality (personal factor), and nonviolent work behavior. A significant association was observed between individual spirituality and nonviolent behavior. Results also concluded a significant moderation effect of spiritual climate. Transcendence, meaningful life, faith, and practicing spirituality are reported as significant predictors of nonviolent work. Two dimensions of spiritual climate, that is, authenticity and meditative work, are found to exhibit a statistically significant moderation effect. The sense of community and lokasangraha did not divulge considerable moderation. The study expands the horizon of triad relationships by suggesting indirect relationships between three factors of the SCT theory.

Gratitude is essential in positive organizational scholarship and is said to flourish and prosper organization members. This article aims to investigate the role of gratitude in transforming a toxic workplace into a collaborative work environment by exploring the mediating role of psychological capital (Psycap). The results reveal that gratitude practiced by the employees at the workplace can counter workplace toxicity and enhance a collaborative work environment, creating harmony in society. The study proposes the institutionalization of a gratitude-based organizational culture that prevents workplace toxicity and supports a collaborative work environment. The study is one of the pioneer studies that tried to unlock the “black box” through which dispositional gratitude can help build workplace harmony and collaboration.

Grounded on the broaden-and-build theory, the study examines whether spirituality at the workplace is a significant antecedent of psychological capital. The study uses single-source data from 347 employees employed in several industries in India. Data are analyzed using partial least squares structural equation modelling (PLS-SEM) v.3.3.3. Both measurement and structural models are evaluated. The findings reveal that workplace spirituality evokes psychological capital (PsyCap) resources of hope, optimism, efficacy, and resilience. It demonstrates how employees in collectivist cultural settings embrace spirituality to conserve positive psychological resources at their workplaces. Hence, business leaders, OD practitioners need to instil and arouse spirituality-based interventions through work, climate, and organization settings. The study has many implications for business managers, HRs and OD practitioners. It highlights the significance of spiritual mind set and practices that need to be emphasized at the workplace to utilize the psychological resources embodied in their employees fully. This study is one of a kind in which the researchers have nailed down to what leads to the creation and sustainability of PsyCap at workplace.