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Emotional intelligence (EI) is possibly one of the most studied psychological factors of the twenty-first century. EI is very much relevant in service industry particularly in management, academics, life sciences or psychology. The purpose of the empirical study is to test the relationship between the defined constructs of EI and job satisfaction ( JS) amongst health care professionals of Delhi NCR region of India. It further tried to understand whether gender moderates the EI and JS relationship. Structured survey was used to solicit response from 260 health care professionals comprising doctors and nurses belonging to different hospitals of Delhi NCR region. Standardised instruments were used to assess the data. Linear and moderated regression were used to test hypotheses developed. The findings suggest that EI constructs significantly impact the level of JS among health care professionals. The result of moderated regression suggested that the relationship of EI and JS is significantly moderated by gender. The construct of EI is relevant in providing high quality health care service delivery to the patients.

PurposeThe present research work is intended to investigate the work passion and job satisfaction relationship of social workers in Delhi/NCR and examine the influence of belongingness and psychological empowerment on the association. The study has used self-determination theory to support the relationship.Design/methodology/approachThe study used the standardized instruments to assess the relationship. Statistical tools such as SEM, convergent and discriminant validity, reliability, and moderated regression analysis were used to analyze the data.FindingsThe study found that psychological empowerment and belonging moderated the association between passion and job satisfaction.Practical implicationsHR managers and practitioners should promote a culture of openness, empowerment, collectivism, and meaningful work to ensure the fulfillment of psychological needs of the social workers.Social implicationsThe fulfillment of psychological needs can become a significant motivator for the social workers as due to political and administrative constraints, giving financial incentives or introducing variable financial pay would not be possible.Originality/valueThe authors were not able to locate any paper exploring the relationship between work passion and job satisfaction of social workers. The present research work proposes that there are certain psychological needs, which can be fulfilled other than monetary needs in order to motivate social workers for their work.

The purpose of this article is to test the conceptual model that addresses the association between job crafting (JC) and organizational citizenship behaviour (OCB) and also highlights how mindfulness and trust influence the JC and OCB relationship of front-line employees in hospitality sector. The data for the present study was collected from 246 front-line employees of Delhi-NCR regions of northern India. In order to avoid common method variance effect, the data was collected in two phases, namely T1 and T2. Techniques such as exploratory factor analysis (EFA), discriminant validity and confirmatory factor analysis were used to test the hypothesized model. The results show that JC strengthens OCB and also found that trust and mindfulness act as moderators for JC and OCB relationship. JC will help employees to manage their resources efficiently and this process of seeking resources and challenges at work is likely to increase OCB. Mindfulness promotes concentration and interest on work which in turn helps employees to explore new and creative ways to improve their work and makes it more meaningful which in turn improves the organization. The authors could not locate any study on JC in the Indian hospitality industry. In hotel industry, satisfaction and engagement of hotel workers is essential for superior customer service. Therefore, the outcomes of this research work could be helpful to the hotel managers in finding the alternative ways to motivate and engage employees in order to generate OCB. As the sample consisted of only 246 respondents belonging to the North Indian region, therefore, the outcomes of the study cannot be generalized. In future research, retesting of the new model can be done on a larger sample and different cultural contexts. Extended work of the current research work is likely to highlight the possible implications of JC in facilitating positive organizational outcomes and increased prosocial behaviour.

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