PurposeThis study investigates the role of personal resource (i.e. psychological empowerment) in reducing the negative impact of emotional exhaustion of frontline employees on their engagement. It also examines the moderating effects of ethical climate and transformational leadership in mitigating the negative influence of emotional exhaustion on engagement among frontline service employees (FLEs).Design/methodology/approachData were collected from 671 frontline employees from financial services sector. Confirmatory factor analysis (CFA) and hierarchical regression analysis (HRA) were used to test the hypothesized relationships.FindingsResults show that the impact of emotional exhaustion on employee engagement is greatly affected by psychological empowerment. Transformational leadership moderates the negative effects of emotional exhaustion on psychological empowerment, while ethical climate weakens the negative impact of emotional exhaustion on employee engagement.Practical implicationsService firms need to provide enough autonomy to emotionally exhausted frontline employees so that they feel valued. The emotionally exhausted employees can be engaged if they are empowered to discharge their job most effectively and a climate is ensured which can keep them motivated toward accomplishing their targets. A fair and just treatment shall boost their morale to perform better and to strengthen their staying intentions.Originality/valueThe novelty of our study lies in examining and fostering engagement among emotionally exhausted FLEs. It shows that job resources at the individual level (i.e. psychological empowerment), team level (i.e. transformational leadership) and organizational level (i.e. ethical climate) can help in encouraging work engagement among emotionally exhausted FLEs.

More than 3,000 employees indicated their job orientation by ranking six intrinsic and six extrinsic factors. Their father's occupations and the size of communities in which they worked were identified. The sample was classified according to salary level, education, and sex. In the low-salaried group (<$ 10,000) employees whose fathers held primarily unskilled jobs were less intrinsically oriented than employees whose fathers held primarily technical jobs. The latter group was, in turn, less intrinsically oriented than employees with professional fathers. Moreover, in the low-salaried group, a positive relationship was found between intrinsic job orientation and community size. No differences in job orientation were found in the high-salaried group as a function of either fathers' occupation or community size.

<italic>Purpose</italic> - The purpose of this paper is to focus on the antecedents and consequences of psychological empowerment in the organisational contexts where services are provided to the customers and employees are considered as internal customer. <italic>Design/methodology/approach</italic> - This is a conceptual paper that explains the various antecedents and consequences of psychological empowerment. <italic>Findings</italic> - The study suggests that supervisory social support, job security, employee participation, access to information about an organisation's rewards system, access to performance information and access to information about the mission of the organisation are the antecedents of psychological empowerment and organisational citizenship behaviour, employee work engagement, innovative work behaviour, employee's work performance, turnover intention, job satisfaction and organisational commitment are the consequences of psychological empowerment. <italic>Originality/value</italic> - This work is the first that investigates how and under what circumstances psychological empowerment of the employees is likely to happen. Furthermore, the study also presents the consequences of psychological empowerment in service sector. <italic>Paper type</italic> - Conceptual paper

<italic>Purpose</italic> - The purpose of this paper is to explore the impact of emotional intelligence on psychological well being and further identifying the impact of psychological well being on various dimensions of organisational commitment viz, affective, normative and continuous commitment. <italic>Design/methodology/approach</italic> - Data were collected from 200 employees working in NGOs of west delhi region (Capital of India) on the bases of purposive sampling. Statistical techniques like CFA and SEM were used to analyse the data. Further, reliability and validity tests were also performed. <italic>Findings</italic> - The study suggests that emotional intelligence has a positive and significant impact over psychological well being. Further, psychological well being has a greater impact over affective commitment followed by normative and continuous commitment among employees working in NGOs. <italic>Originality/value</italic> - This work is the first that investigates the individual impact of psychological well being over the three dimensions of organisational commitment. Study also explores the significant impact of emotional intelligence on psychological well being in context of NGOs. <italic>Paper type</italic> - Empirical Paper

This study was conducted with an objective to explore the direct and indirect effect of emotional intelligence on organisational commitment through psychological well-being. Further, moderating role of work life balance on psychological well-being and organisational commitment was also explored. Data were collected from 209 teachers working in Special schools and NGOs of Delhi, working for differently-abled children, on the bases of convenient sampling. Statistical techniques like confirmatory factor analyses, structure equation model (SEM) and hierarchical regression were employed to analyze the data. Further, reliability and validity tests were also performed. The study finds that emotional intelligence leads to organisational commitment through the partial mediation of psychological well-being. It is also verified that work-life balance moderates the association between psychological well-being and organisational commitment. This study is limited to non-profit making sector of Delhi region only. This study will be helpful for managers in recognising the increasing importance of emotional intelligence, psychological well being and work-life balance that encourages organisational commitment which further enhances the performance of the organisation and may bring innovativeness in working.