Journal of Human Values

The study examined the relationship between workplace spirituality and psychosocial safety climate among employees of Indian banks and insurance companies. It also explored the role of gratitude as a moderator in workplace spirituality and psychosocial safety climate. The empirical study measured the following three variables: workplace spirituality, psychosocial safety climate and gratitude. The sample size constituted 317 employees from the Indian banking and insurance sector. The study adopted a regression model that considered three dimensions of workplace spirituality as independent variables and psychosocial safety climate as dependent variables. The relationships between three variables are examined using correlation and multiple regression, and the moderation effect of gratitude is studied using the PROCESS macro in SPSS 21. The results revealed that three dimensions of workplace spirituality are significant predictors of psychosocial safety climate and could explain 61.2% of variations in psychosocial safety climate. It is observed that the workplace spirituality regression weight increases from 0.389 to 0.559 on interacting with gratitude; thus, there is a significant moderating effect of gratitude amid the relationships of three dimensions of workplace spirituality and psychosocial safety climate. Also, if employees display gratuitous behaviour, it will enhance the impact of workplace spirituality on the workplace’s psychosocial safety climate at Indian banking and insurance companies.

This article aims to explore the conditions of people with disability (PwD) integration through the analysis of best practices of a successful Indian company that has adopted a singular PwD involvement policy since it was started. Our research question can be stated as follows: ‘What enablers or factors helped Vindhya in the successful inclusion of PwDs and simultaneously achieve commercial success?’ An exploratory study consisting of data triangulation of secondary data and in-depth interviews was done to get a detailed and deep understanding of the company’s successful inclusion of disabled employees. We found that a transformational leadership style prevents prejudice and expands the horizon of PwD’s capability. This is concretely implemented through a set of organizational practices involving communication, ambience, relationships, empathy, ethics and other aspects that are highlighted in this article. We briefly call the overall approach of the company ‘CARE’ (Communication, Ambience, Respect/Relatedness with employees/Recruitment, Ethics/Empathy/Enthusiasm/Engagement). The adoption of CARE-organizational practices at the studied company increased the capability set of PwDs, enhanced organizational citizenship behaviour and, as a whole, improved the organizational performance.

This article discusses the importance of human beings ‘material’ (matter) and ‘spiritual’ (spirit) advancement in Rammanohar Lohia’s concept of modernity and modern civilization. Lohia consistently defended materialism (reason) and spirituality as pivotal human values in his writing and speeches. This article engages with his ideas through a detailed reading of his works, focusing particularly on his essays: ‘Materiality and Spirituality’ and ‘Meaning of Modern Civilisation’. According to him, rational thinking emerges from materialism. He believed spiritual instinct keeps a check on the malicious employment of rationality and science; similarly, rationality prevents the perversion of spirituality into superstition and dogmatism. This article articulates two aspects of interpreting modernity: first, it reframes the epistemological understanding of materialism and spirituality, challenging and clarifying prevailing misconceptions; second, it advocates a comprehensive reconstruction of Indian society, which we understand as praxis. His concept of modernity is an amalgamation of theory and praxis. Lohia unequivocally emphasizes that Indian society would reach the height of development by simultaneously engaging in the spiritual and material development of Indian civilization.

This article attempts to identify, in the context of the contemporary debate on discrimination, the meanings attributed to the term ‘reverse sexism’, which concerns the broader social phenomenon of sexism. It examines how the rhetoric of reverse sexism has been shaped historically, highlights aspects of the criticism that it has received, and describes the field in which it is currently being reproduced. Upon this basis, it is proposed that ‘reverse sexism’ should be rejected as an inadequate conceptualization for describing discrimination against men. At the same time, it is suggested that it could be replaced by the concept of ‘sexist offsetting’.

The interface between work and nonwork domains is often presented as dilemmas, that is, ‘either/or’ decisions involving mutually exclusive choices where individuals must prioritize one option over the other. We propose a values-based paradox approach that conceptualizes work–nonwork issues through a ‘both/and’ lens, that is, a lens that allows individuals to see two seemingly opposing beliefs or approaches to both be true and beneficial. Focusing on the popular work-nonwork construct of work–nonwork conflict, we use a values-based paradox approach to explore the embedded work–nonwork tensions that have heretofore been approached with either/or thinking. An important benefit of this approach to work–nonwork issues is that it accommodates different situational contexts (e.g., different societal cultures) and thus provides an adaptable, inclusive approach to exploring work–nonwork issues. Our goal is to show how using a paradox approach can lead to a deeper understanding of underlying value dimensions, which allows individuals to frame and develop sustainable work-nonwork solutions. We conclude by discussing several benefits of a values-based paradox approach.