With one of the greatest turmoil in the world of work that has wreaked havoc on companies small and large, the global pandemic COVID-19 is penning a new normative. Amidst such disruptions, employees are found to be floundering with tears, boredom, annoyance, and helplessness. With unparalleled challenges and uncertain prognosis, employees are unable to rebuild their power and thrive in alternative circumstances. This calls for an active effort on the part of organizations to embrace openness and discuss vividly what needs to be preserved, created, eliminated, or accepted. Deeper ties and inclusive approach of firms can amp up an employee's self-worth. The current study reflected the essence of connectedness and oneness at times of crisis. Organizations can play a pivotal role in helping employees rise above the feeling of despair. Connecting with heart can sweep off the feeling of instability, bringing in a stream of positive emotions and experiences. The study draws a cross-sectional data (n = 418) from employees working in various manufacturing and service companies of India to test the hypothesized framework. We have carried out SEM analysis through AMOS to understand the combined measurement model with mediation effects. The analytical results demonstrate that positive mindset fully and partially mediates between the drivers of heart work and resilience. The study reveals that the contributing factors of heart work significantly influences positive mindset of employees, which in turn has a positive association with resilience at work. One of the triggers of heart work—“Face the fear, fix fast” is found to be a strong and consistent predictor of positive mindset. Again, “Generate energy moments” another element of heart work stands to be a sharp predictor of resilience at work. The study also discusses varied implications that can enrich managerial effectuality in this crisis condition.

中文翻译：

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迈向“心脏工作”：以新方式连接以在 COVID-19 危机中蓬勃发展

随着工作世界中最大的动荡之一对大大小小的公司造成了严重破坏，全球大流行 COVID-19 正在制定新的规范。在这样的干扰中，员工们被发现在流泪、无聊、烦恼和无助中挣扎。面对无与伦比的挑战和不确定的预后，员工无法在替代环境中重建力量并茁壮成长。这要求组织方面积极努力拥抱开放，生动地讨论需要保留、创建、消除或接受的内容。公司更深层次的联系和包容性方法可以增强员工的自我价值。目前的研究反映了危机时期连通性和统一性的本质。组织可以在帮助员工摆脱绝望情绪方面发挥关键作用。与心相连可以消除不稳定的感觉，带来积极的情绪和体验。该研究绘制了横断面数据（n  = 418）来自在印度各制造和服务公司工作的员工，以测试假设的框架。我们通过 AMOS 进行了 SEM 分析，以了解具有中介效应的组合测量模型。分析结果表明，积极心态完全或部分地在心脏工作和弹性的驱动因素之间起到中介作用。研究表明，心脏工作的影响因素显着影响员工的积极心态，而积极心态反过来又与工作弹性呈正相关。心脏工作的诱因之一—“直面恐惧，快速修复”被认为是积极心态的一个强有力且一致的预测指标。同样，“产生能量时刻”心脏工作的另一个要素是工作弹性的敏锐预测器。该研究还讨论了在这种危机情况下可以提高管理效力的各种影响。