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AbstractOne of the significant factors that can make the behaviors, attitudes and interactions between employees better to offer high quality services is to acquire an organizational citizenship behavior. Focusing on the organizational citizenship behavior is crucial to the organizations operating in non-profit service sectors because of having positive and direct impact and thus making them profitable, efficient and effective. This paper aims to propose a model for organizational citizenship behavior by placing the components of trust in organizational spirituality and participation in non-profit service organizations. In this study, correlation analysis and factor analysis as well as the structural equation modeling (SEM) are applied. The population consists of employees working in the largest non-profit service organization in Iran. The findings show that the proposed model is valid and reliable, and there is a significant relationship between variables in the conceptual research model.

This study aims to examine the relationship between teachers' perceptions of organizational spirituality and their job performance. The sample of the study consisted of 728 teachers working in high schools in the central districts of Erzurum province, who were selected by stratified proportional sampling method. The data of the research were collected by the "Workplace Spirituality Scale" and the "Teacher Job Performance Scale". Descriptive statistics, correlation and multiple regression analysis were used in the analysis of the research data. In the study, it was determined that there was a moderate positive and significant relationship between teachers' perceptions of organizational spirituality and their job performance. It was determined that organizational spirituality sub-dimensions (job passion, mysterious experience, sense of community) significantly predicted job performance. In the study, it was determined that female teachers performed more task performance than males. It was found that married teachers have a higher perception of organizational spirituality compared to single teachers. It has been found that experienced teachers show more adaptive performance compared to teachers with lower seniority. Finally, it was determined that teachers in Anatolian and science-social sciences high schools showed more 'adaptive performance' than teachers in religious vocational and vocational technical high schools. [ABSTRACT FROM AUTHOR]

Objective: The purpose of this research is to investigate the relationship between organizational spirituality, organizational commitment, and organizational ethics among male elementary school managers in Qom city in 2022. Methods: This study is applied in terms of its objective and correlational in terms of the method used. The statistical population of the research includes all male managers at the elementary level in Qom city, totaling 360 individuals. Using multi-stage sampling, a sample of 81 individuals was selected. They were evaluated using Milliman et al.'s (2003) Organizational Spirituality Questionnaire, Allen and Meyer's Organizational Commitment Questionnaire, and Hunt et al.'s Organizational Ethics Questionnaire. Descriptive and inferential statistical methods (multiple regression) were employed for data analysis. Results: The results indicate a significant positive relationship between organizational spirituality, organizational commitment, and organizational ethics among the managers. Moreover, each dimension of organizational spirituality has a positive and significant relationship with organizational commitment and organizational ethics. Conclusions: Confirming the relationship between organizational spirituality, organizational commitment, and organizational ethics suggests that managers' attitudes towards spirituality can help improve employees' commitment and ethical conduct, consequently leading to overall organizational performance enhancement. Therefore, serious attention should be paid to the concept of organizational spirituality, and efforts should be made to enhance it.

Objective: The purpose of this research is to investigate the relationship between organizational spirituality, organizational commitment, and organizational ethics among male elementary school managers in Qom city in 2022. Methods: This study is applied in terms of its objective and correlational in terms of the method used. The statistical population of the research includes all male managers at the elementary level in Qom city, totaling 360 individuals. Using multi-stage sampling, a sample of 81 individuals was selected. They were evaluated using Milliman et al.'s (2003) Organizational Spirituality Questionnaire, Allen and Meyer's Organizational Commitment Questionnaire, and Hunt et al.'s Organizational Ethics Questionnaire. Descriptive and inferential statistical methods (multiple regression) were employed for data analysis. Results: The results indicate a significant positive relationship between organizational spirituality, organizational commitment, and organizational ethics among the managers. Moreover, each dimension of organizational spirituality has a positive and significant relationship with organizational commitment and organizational ethics. Conclusions: Confirming the relationship between organizational spirituality, organizational commitment, and organizational ethics suggests that managers' attitudes towards spirituality can help improve employees' commitment and ethical conduct, consequently leading to overall organizational performance enhancement. Therefore, serious attention should be paid to the concept of organizational spirituality, and efforts should be made to enhance it. [ABSTRACT FROM AUTHOR]

This study aimed to analyze the moderating role of Resilience (R) in the relationship between Organizational Spirituality (OS) and Burnout Syndrome (BOS) in call center operators. The quantitative methodology of the research type included a sample of 512 and the data were collected and analyzed from the Structural Equation Modeling. The results showed a negative relationship between OS and BOS. It was also shown that the perception of perseverance and self-confidence (dimensions of resilience) significantly moderated the association between the two constructs, reducing their effects. The present study brings contributions to science by improving the Burnout measurement tool, including the Optimism dimension in the validated scale, in addition to reinforcing the moderating role of resilience.

This study aimed to analyze the moderating role of Resilience (R) in the relationship between Organizational Spirituality (OS) and Burnout Syndrome (BOS) in call center operators. The quantitative methodology of the research type included a sample of 512, and the data were collected and analyzed from the Structural Equation Modeling. The results showed a negative relationship between OS and BOS. It was also shown that the perception of perseverance and self-confidence (dimensions of resilience) significantly moderated the association between the two constructs, reducing their effects. The present study contributes to science by improving the Burnout measurement tool, including the Optimism dimension in the validated scale, and reinforcing the moderating role of resilience. [ABSTRACT FROM AUTHOR]

This article intends to understand how the communication praxis of a public Higher Education Institution in Portugal - the Polytechnic Institute of Portalegre - took place, with regard to digital communication during the first wave of COVID-19. First, some general theoretical outlines on organizational spirituality, digital public relations, crisis communication and communication in higher education are explained. Then, through qualitative research, of an exploratory nature, the online communication practices that emerged in academic confinement are described and analyzed. Based on the possibilities of digital communication and the actions implemented by the institution, some inferences are proposed regarding the role of Public Relations in the digital context, the relevance of emotional communication and its connection to organizational spirituality. It is concluded that the pandemic demonstrated that the institutional digital communicational practices, in this case, manifested themselves not only as actions based on the unidirectional information-al model, but also as instruments that promote the emotional bond between the institution and its audiences, seeking to achieve on the bidirectional model favoring audience participation, thus reinforcing principles that are at the heart of Public Relations: connection, union and spirituality.

This article aims to understand how knowledge management and organizational spirituality support organizational practical wisdom. There is a growing aspiration among some organizations to do good to society while measuring sufficient profits for its innovation and evolution. Practical wisdom has pillars related to spirituality (by seeking the best result from their actions, doing as little harm as possible) and knowledge management (by needing social and technical knowledge to weigh decision making). Practical wisdom needs action, and the best result. A systematic literature review was developed to understand the state of the art. It was not enough to propose a theoretical framework. So, an integrative literature review was developed. The scrutiny was successful in producing a theoretical framework with propositions. The present article has two main contributions, the systematization of the state of the art and the suggestion of a theoretical framework.

Society demands more sustainable business. Increasing organizational spirituality can be one manner of accomplishing this humanized strategy, and knowledge management is an efficient method to diffuse high-level values through the company. Spirituality has a vital role in organizational theory and practice. Nevertheless, this also places a heavy burden on practitioners. To address this association, we conducted a systematic literature review, systematizing and categorizing the results to answer the research question, “can organizational spirituality contribute to knowledge management?”, and propose a future investigation research agenda. We utilized the Web of Science and Scopus database. We submitted the articles to VOSviewer software version 1.6.16 for building, displaying, and exploring a bibliometric map supported by network data. The beginning was about wisdom, followed by a major focus on knowledge fields after increasing attention to spirituality. VOSviewer provided a network with two clusters, namely, spirituality dynamics and knowledge dynamics. Spirituality and knowledge labels have connections in both clusters. Wisdom and organizational wisdom are isolated from the other terms. Based on the articles analyzed, organizational spirituality can indeed assist knowledge management. One should ponder, however, that there are still few empirical studies with non-generalizable results. Considering the mysticism and excess of non-scientific articles (and scarcity of scientific ones), we recommend a change in approaching it. Traditional and positivist methodologies are not the most suitable; consequently, innovative and mixed methods ought to be used, providing the research’s scientific nature. It is crucial to look at the insertion of spirituality in management with a scientific and critical eye.

This article aims to analyze whether an organization's level of spirituality can mitigate professional stress. An online questionnaire was developed based on the following measures: A job stress scale and an organization's spirituality inventory, both were consolidated assessment applied in previous studies. This questionnaire was applied through a digital survey, strongly shared in social media and other channels, which obtained a total of 996 respondents from all over the country and with diverse demographic and professional characteristics. The data were standardized, coded and run on Stata IC v.15. in the multiple linear regression method. This study sought to enrich the knowledge on spirituality as a strategy for organizations, especially in crises situations, as Covid-19 pandemic. The results showed that the level of spirituality enhances the chance for organizations to take actions to deal with crises and reduces the professional stress in the context of uncertainties, as it is a benefit for mental health and well-being. This article could make important contributions presenting a quantitative analysis for a not usual subject in organization strategy: spirituality. It can bring new insights in people management studies, concluding that a company with greater spirituality is more likely to attract and retain people with the best talent. [ABSTRACT FROM AUTHOR]

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There is no agreed-upon, unique concept of spirituality; its dimensions and characteristics depend on the approach used. Spirituality appears in management studies from three main perspectives: individual spirituality, spirituality in the workplace, and organizational spirituality. Spirituality can also be considered from a religious perspective. This article identifies a comprehensive concept of organizational spirituality based on the terms and concepts used in the literature. A systematic review of the literature was made using the Web of Science and Scopus databases; the articles were then subjected to bibliometric analysis using VOSviewer software. The results included two clusters: organizational spirituality and workplace spirituality. Cluster analysis suggested that there is scope for research on workplace spirituality and a gap in organizational spirituality studies. The proposed concept for organizational spirituality is an organizational identity resulting from its values, practices, and discourse that is composed of workplace and individual spirituality guided by the leader and other members and influenced by the environment, organizational culture, and knowledge management. This spirituality generates value and social good that is visible in the organization's image, mission, vision, and organizational values. This article contributes to the literature by the categorization and systematization of the existing literature and proposing a unified concept—a mental and linguistic representation of organizational spirituality—that represents its essence and confers the qualities and attributes inherent to this phenomenon. [ABSTRACT FROM AUTHOR]

Human resource productivity is one of the vital notions in the management of modern organizations. Many studies concerned with this notion have tried to identify the factors affecting productivity and its improvement. One of these important factors is organizational spirituality. The present study investigated the impact of organizational spirituality, from an Islamic perspective, on human resources productivity in BELFA Co., Iran, as a manufacturing organization. The study relied on a descriptive survey method and used structural equation modeling to analyze data in Smart-PLS software to fit the measurement model and the structural model. Results revealed that spirituality could predict 26% of the variance of Human resources productivity in the company, proving to be an effective factor.

This paper explores the reasons for emergence of the work-place spirituality from micro(individual employee level), meso (organizational level) and macro (societal level)perspective of human aggregation. At the micro or individual employee level increased job insecurity due to business process reengineering, downsizing, mergers and acquisitions, and outsourcing has motivated employees to search for the deeper meaning in life and work. The demise of traditional neighborhood and improved socio-economic conditions amongst younger employees has also led to contemplation on purpose of life and work at the individual employee level. Scholars argue that the organizational leaders need to create organisational climate to facilitate employees' experiences of spirituality at work. They suggest that spiritual climate build around core spiritual values would result in deeper employee engagement and thus, it will increase organizational strength and competitive energy. The interest in workplace spirituality at societal level could be attributed to the deteriorating ecological conditions and social problems due to rapid industrial growth. The paper also discusses the challenges in wider adoption of workplace spirituality in the commercial organisations and how it could be addressed. [ABSTRACT FROM AUTHOR]

Background and Objectives: Nowadays, the occurrence of issues, such as irresponsibility, the lack of moral beliefs, and disloyalty to the organization have led to elevated attention to ethical management, organizational spirituality, and effective factors, namely mental health. Therefore, the present study aimed to evaluate the mediatory role of mental health in the relationship between emotional intelligence (EI), commitment to ethical principles, and organizational spirituality. Methods: This descriptive correlational study with applied approach was performed on the statistical population of the staff of Fars provincial government, Iran. A total of 316 study samples were selected through random sampling method using Morgan table. The data were collected utilizing a questionnaire filled out by the participants. Structural equation modeling and partial least squares method were applied with the SmartPLS software to assess the accuracy of the main model and test the hypotheses. Results: The findings of this study demonstrated that EI and commitment to ethical principles had a significant direct impact on the mental health of the investigated staff. Moreover, the direct effect of commitment to ethical principles and mental health on organizational spirituality was significant. On the other hand, EI was not shown to exert a significant direct influence on organizational spirituality. The analysis of the indirect effects of various factors indicated that mental health might play a mediatory role in the relationship between EI, commitment to ethical principles, and organizational spirituality. Conclusion: Organizational spirituality is beneficial in organizations and society regarding the improvement of efficiency, innovation, occupational satisfaction, organizational commitment, and organizational citizenship behaviors. On the other hand, addressing EI uniquely is not sufficient for rising organizational spirituality in organizations. Consequently, the influential factors, such as mental health and commitment to ethical principles are required to be taken into consideration. [ABSTRACT FROM AUTHOR]

This paper explores organizational spirituality, uncovers it as spiralling dynamics of both positive and negative potentialities, and proposes how leaders can shape these dynamics to improve the human conditions at the workplace. Based on case study of five Turkish organizations and drawing on the emerging discourse on spirituality in organizations literature, this study provides a deeper understanding of how dynamic patterns of spirituality operate in organizations. Insights from participant observation, organizational data, and semi-structured interviews yield three key themes of organizational spirituality: reflexivity, connectivity, and responsibility. Each of these themes has been found to be connected to upward spirals (inspiration, engagement, and calling) and downward spirals (incivility, silence, and fatigue). The study provides a detailed and holistic account of the individual and organizational processes through which spirituality is enacted both positively and negatively, exploring its dynamic and dualistic nature, as embodied in the fabric of everyday life and culture. [ABSTRACT FROM AUTHOR]

The paper takes a supportive view of the integration of spirituality at workplace in influencing employee knowledge sharing attitude in organizations. The present empirical work employed multiple-mediation analysis to test a research model linking organizational spirituality (organizational culture marked with higher-order values) with knowledge sharing attitude through psychological flourishing and organizational trust as mediators. Findings suggest that the intervening variables of psychological flourishing and organizational trust fully mediate the effect of organizational spirituality on knowledge sharing attitude. However, the specific indirect effect of organizational trust is stronger in comparison to psychological flourishing. Theoretically, the paper complements the scholarship of workplace spirituality, as little attention has been given to studying the linkage between spirituality and knowledge sharing in organizations. The paper also helps to explore some of the variance in knowledge sharing attitude by collective level phenomenon. Practically, the paper provides insights for practitioners who attempt to expand their knowledge base which is considered an important dynamic capability that shapes an organization’s strategic flexibility to compete in a VUCA (volatility, uncertainty, chaos and ambiguity) environment. [ABSTRACT FROM AUTHOR]

Change in lifestyle, reduction of social intimate relationships, material affiliations, decline of spirituality, and negligence of heart are among the factors distracting the inner peace. Today, the human generation looks for a way to achieve inner peace in the stressful, depressing, and distressing modern world. Spiritual freedom as one of the excellent human soul needs extends the horizon of human vision beyond the material world. Therefore, if today's humans return to spirituality, most of their sufferings will end. The present research focuses on the two variables, namely organizational spirituality and happiness to investigate the relationship between these two variables in one of the public organizations in Golestan province. Organizational spirituality questionnaire and Fordyce happiness inventory (FHI) were used for data collection. Following this, Pearson correlation test and stepwise regression were used for data analysis. The findings revealed that the organizational spirituality leads to happiness in the studied sample and organizational spirituality components are significantly related to many happiness components. [ABSTRACT FROM AUTHOR]

This study notes three research requirements in workplace spirituality namely; need for conducting empirical studies, building on the existing research, and linking spirituality to organizational topics in general and leadership in particular. It also notes that the existing literature indicates a requirement for examining the spiritual sources of a leader's spiritual behaviors toward subordinates. To address these research requirements in workplace spirituality, this study conducts an empirical examination of the effect of two spiritual factors-leader's individual spirituality and organizational spirituality-on leadership spiritual behaviors toward subordinates. It specifies and empirically examines a direct effects model hypothesizing direct effects of these two variables on a leader's spiritual behaviors toward subordinates. It also specifies and empirically examines a moderating effect model hypothesizing that organizational spirituality will moderate the relationship between a leader's individual spirituality and the leader's spiritual behaviors toward subordinates. The results of this study provided support for the direct effects model but not for the moderating effect model. Specifically, in the direct effects model, a leader's individual spirituality accounted for statistically significant variance in leadership spiritual behaviors toward subordinates but organizational spirituality did not. [ABSTRACT FROM AUTHOR]

Alongside the emerging interest in workplace spirituality, there is an ever-growing interest in the antecedents, manifestations, and consequences of organizational misbehavior (OMB). In this study, we hypothesized that spirituality can mitigate the intention to misbehave at work and thus moderate the relationship between multilevel workplace antecedents and a measure of OMB. Special attention is given to job design, organization justice perceptions, and fulfillment of the psychological contract with the organization. Our findings show that while organizational spirituality (OS) is negatively correlated with OMB, individual spirituality (IS) serves as a moderator variable – but in a direction opposite to our predictions: highly spiritual people engage in more OMB in negative circumstances. We discuss some implications for managing human resources in work organizations. [ABSTRACT FROM AUTHOR]

This article draws from Pierre Bourdieu’s critical sociology to examine how organizational spirituality is being framed as a new way to manage people. The article takes a critical look at the way much of the literature prescribes spiritual values with the subtext that human resource practices infused with spiritual values, inter alia, improve organizational performance. This article demonstrates how ‘symbolic violence’ provides an analytical tool to unravel the theoretical make-up of organizational spirituality. This critique posits that the ‘top-down’ approach to organizational spirituality relies on a Bourdieusian ‘cultural arbitrary’ and the ‘power of pedagogy’ to seek the active consent of organizational members. The article proceeds to identify the ideological underpinnings of this process, thus paving the way for new critical theorizing on organizational spirituality. [ABSTRACT FROM AUTHOR]

‘Organizational spirituality’ has been conceptualized as a resource having a capacity to sustain lasting competitive advantage and superior organizational performance. Simultaneously, some scholars have remained critical towards such a discourse, perceiving it as typical for capitalist organizations and harmful to its participants. German thinker Georg Simmel offers an interesting source of insight for this critical-spiritual conjunction. Rather than seeing organization, capitalism, science and religion as distinct social forms, he accentuates their relationship to the subjects by revealing an element of norm-defining agency that they involve. The paper discusses the consequences of such a change in the terms of the debate, especially for researchers who are themselves subjected to norm-defining agencies. [ABSTRACT FROM PUBLISHER]

Conducted in Thailand against a backdrop of unique Thai cultural influences and significant demographic, technological as well as political changes, the research and findings provided the peer reviewer with an understanding of organizational spirituality and its importance to a cohesive, high performing organization and also provided insights into the enabling elements of organizational spirituality that the reviewer believes are important for business leaders to understand before undergoing any type of organizational transformation. The reviewer finds this research to be relevant to businesses that are contemplating changes or where leaders which to have a deeper understanding and insight into their organizations. [ABSTRACT FROM AUTHOR]

In Western secular societies, spiritual life is no longer limited to classical religious institutions but can also be found at workplace organizations. While spirituality is conventionally understood as a subjective and internal process, this paper proposes the concept of 'suggestive objects', constructed by combining insights from Gabriel Tarde's sociology with Bruno Latour's actor-network theory, to theorize the material dimension of organizational spirituality. The sacred in organizations arises not from the internalization of collective values but through the establishment of material scaffolding. This has deep implications for our understanding of the sacred, including a better appreciation of the way that suggestive objects make the sacred durable, the way they organize it. [ABSTRACT FROM AUTHOR]

Both academic and popular literature report that employees wish for soul-enriching fulfillment at work, and that employers have at least recognized, and in some cases embraced, this wish. The increasing incidence of spirituality and religion at work (SRW), however, creates an interesting balance for organizational administrators to strike: how should SRW needs be accommodated when crafting policy, given the legal reality of Title VII and the tradition of American workplace secularism? We discuss this tension and suggest that relying on legal compliance or historical organizational secularism is insufficient. Recent evidence offers insight into a "non-interventionist" approach that may assist policy makers in going forward with SRW opportunities. [ABSTRACT FROM AUTHOR]

The purpose of this study is to integrate and extend career development theory by focusing on the metaphor of "calling." In order to understand the impact of calling narratives on organizational life, I analyze how students understand and construct the meaning of work at a small Christian liberal arts college in the eastern United States. The study identified three themes in which religious and entrepreneurial discourses compete and collide: 1) the meaning of inner conviction; 2) the meaning of service, 3) the meaning of corporate. By incorporating the integrative concept of discursive positioning, this study alerts us to a more nuanced understanding of the tensions and contradictions that arise in and through calling narratives. [ABSTRACT FROM AUTHOR]

The topic of spirituality is gaining an increasing visibility in organizational studies. It is the authors contention that every theory of organization has explicit or implicit views of spirituality in the workplace. To analyze the presence of spiritual ideologies in management theories, they depart from Barley and Kunda's Administrative Science Quarterly article and analyze management theories as spirituality theories with regard to representations of people and the organization. From this analysis, we extract two major dimensions of people (as dependent or independent workers) and the organization (as spiritually informed or spiritually uninformed) that, in combination, result in a typology that advances four organizational types of spirituality: the soulful organization, the holistic organization, the ascetic organization, and the professional organization. The expression of spirituality in each of these forms is discussed with the aim of contributing to a critically informed analysis of organizational spirituality. [ABSTRACT FROM AUTHOR]

Identifying the spiritual frames that stake the development of organizations in conjunction with specific culture where that organization works may reveal dynamic motivational elements and construction of organizational culture. The question arising from this paper, beyond the author's analysis on Commitment, Awareness, Readiness and Engagement generated through spiritual participation at the organization level, appears to be: "what is the place and role of spirituality in the organization and consequently in its development?". It would be interesting to know whether Preudhikulpradab considers organizational spirituality a social construction specific to each organization generated by the dynamics within the organization at the interface between organizational culture and spirituality of each individual with which it enters the organization, or rather a form of social control by creating a collective identity that gains features of a spiritual organization. [ABSTRACT FROM AUTHOR]