Search

This research builds on the idea that the exchange of resources between leaders and followers can influence the behavior of employees. Specifically, the study investigates how leaders can develop strong leader-member exchange (LMX) with their followers, and how this exchange can lead to increased employee voice behavior. The study analyzed data collected from 365 individual employees working in Chinese organization. The findings indicate that LMX acts as a mediator between spiritual leadership and employee voice behavior. The strength of this mediation, however, depends on the followers' level of traditionality orientation. Notably, the findings indicate that the effect is significant only among individuals who exhibit low traditionality. Theoretical contributions and implications for practice are discussed in later sections. [ABSTRACT FROM AUTHOR]

In the current global landscape, characterized by religious fervour, social and political unrest, economic instability, and environmental challenges, spiritual leaders stand as pivotal agents of change. Their role is especially crucial in contexts marred by ingrained injustices and persistent conflicts, such as the Palestinian–Israeli settler colonial context—a reality I have been intimately involved with over three decades of reconciliation work. This paper contextualizes scholarship on spiritual leadership within the Palestinian–Israeli context by integrating it with settler colonial theory. By applying insights about spiritual leadership to this context, three key traits of spiritual leaders—(1) spiritual authority, (2) discernment, and (3) the ethical use of power—are identified as essential for envisioning an alternative future. By embodying these traits, spiritual leaders can effectively guide their communities through the multifaceted realities, advocating a transformative approach to leadership and interreligious work. [ABSTRACT FROM AUTHOR]

Spirituality has been a core component of human existence from the very beginning of human life. From mysticism to healing to psychics, millions of people throughout history have explored their spiritual connections to something greater than themselves. We explore the nature of spirituality and why it is so hard for humans to understand its dimensions. [ABSTRACT FROM AUTHOR]

Abstract This research builds on the idea that the exchange of resources between leaders and followers can influence the behavior of employees. Specifically, the study investigates how leaders can develop strong leader-member exchange (LMX) with their followers, and how this exchange can lead to increased employee voice behavior. The study analyzed data collected from 365 individual employees working in Chinese organization. The findings indicate that LMX acts as a mediator between spiritual leadership and employee voice behavior. The strength of this mediation, however, depends on the followers' level of traditionality orientation. Notably, the findings indicate that the effect is significant only among individuals who exhibit low traditionality. Theoretical contributions and implications for practice are discussed in later sections.

This quantitative study investigated the relationship between perceived spiritual leadership behavior, leadership skills, and spiritual well-being in Seventh-day Adventist congregations in Rwanda. A cross-sectional survey was conducted using a self-administered questionnaire among 312 congregants. Significant correlations were found between spiritual leadership (r = .69; p

This research endevors to investigate the interrelationships among spiritual leadership (SL), affective commitment (AC) and employee performance (EP) in the Egyptian hotel industry. Employing a quantitative research approach, the study distributed self-administered surveys to a randomly chosen group of employees. Analyzing 623 valid survey responses using structural equation modelling (SEM), the research revealed significant positive correlations between SL and both EP and AC, with AC also showing a noteworthy positive effect on EP. Moreover, the study found that AC acts as a mediator in the relationship between SL and EP.

The Srimad Bhagavad Gita, an ancient Indian scripture, offers timeless wisdom that transcends religious boundaries and provides valuable insights for modern management practices. This study explores the management concepts embedded in the teachings of the Bhagavad Gita and their applicability to contemporary organizational leadership, decision-making, and ethical practices. Drawing on key verses, this study examines how principles such as self-discipline, work ethics, leadership, and emotional intelligence can enhance managerial effectiveness. The Gita emphasizes the importance of duty (karma), detachment from outcomes, and the pursuit of a balanced, composed mindset in high-stress environments--concepts highly relevant to modern management challenges. The paper also discusses the integration of spiritual and ethical dimensions in decision-making, as advocated in the Gita, which encourages leaders to act in alignment with dharma (righteousness) while managing resources and people effectively. The scripture's insights into motivation, team management, and conflict resolution provide a framework for leaders to foster a more inclusive and harmonious work culture. By analyzing interpretations from various scholars, this paper seeks to align ancient wisdom with modern managerial theories, exploring how the Gita's philosophical underpinnings can be applied in strategic thinking, leadership development, and personal growth. The study concludes that the Bhagavad Gita offers a holistic approach to management, combining material success with spiritual fulfillment, making it a valuable resource for contemporary leaders aiming to lead with integrity, resilience, and clarity of purpose. [ABSTRACT FROM AUTHOR]

Although organizations are aware of the 17 goals proposed by the 2030 UN Agenda, there is little understanding of how to achieve sustainability. In this context, it is believed that spiritual leadership (SL) may be capable of directing initiatives to address sustainability challenges in organizations, by promoting a sustainable workplace. Thus, this theoretical essay aims to understand the connection between SL and the development of a sustainable workplace. We bring three contributions: it demonstrates how SL can be considered a driving force for organizational sustainability; we explain how SL impacts not only at an individual level but also on teams and the organization as a whole, through spiritual well-being, leading to commitment and productivity; we propose a conceptual scheme showing how the previous findings form a sustainable workplace promoted by SL. Given the scarcity of such theoretical insights in the existing literature, our contributions represent an opportunity to advance knowledge on this research topic, paving the way for future empirical investigations. [ABSTRACT FROM AUTHOR]

Objective: The article examines the relationship between spiritual leadership, a sense of meaning and membership, and virtual team effectiveness. Much of the research points to the applicability of the spiritual leadership model to determine individual and organisational performance. However, there are no studies in this area regarding virtual teams, which have recently become a basic organisational unit at work. Research Design & Methods: The survey was conducted among 602 members of virtual teams. The confirmatory factor analysis and structural equation modelling were used to determine the validity and reliability of the questionnaire used. Findings: The research results show, first, that the theoretical model is a good fit and, second, that spiritual leadership has an indirect influence on the effectiveness of virtual teams by building the meaning of work and helping team members feel a sense of belonging Implications/Recommendations: The proposed model of spiritual leadership and its variables have been positively verified and the model can be used in a virtual team. Contribution: In the theoretical context, relationships between variables were identified and the importance of spiritual leadership for virtual teamwork was assessed. In an empirical context, research was conducted that verified the usefulness of the spiritual leadership model, thus proposing a specific tool for assessing spiritual leadership in virtual teams. [ABSTRACT FROM AUTHOR]

Copyright of Humanities Journal of University of Zakho (HJUOZ) is the property of Humanities Journal of University of Zakho and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Recently, there is a growing interest in the concept of spiritual leadership. However, there are conceptual and research dilemmas regarding distinctions between the concept of spiritual leadership and other leadership approaches, especially positive leadership theories. Thus, there is a need to distinguish between the semantic relation construct of spiritual leadership and other related concepts in the field of management. Therefore, the current study provides a systematic literature review and bibliometric analyses of the 422 publications on spiritual leadership that were published between 1980 and 2021. The VOSviewer software with network visualization map was used. This paper contributes to understanding related aspects of spiritual leadership with other leadership approaches, provides a framework for integrating existing theories of leadership and leads to the identification of questions for future research. The study includes concepts based only on moral and ethical issues. [ABSTRACT FROM AUTHOR]

This research endevors to investigate the interrelationships among spiritual leadership (SL), affective commitment (AC) and employee performance (EP) in the Egyptian hotel industry. Employing a quantitative research approach, the study distributed self-administered surveys to a randomly chosen group of employees. Analyzing 623 valid survey responses using structural equation modelling (SEM), the research revealed significant positive correlations between SL and both EP and AC, with AC also showing a noteworthy positive effect on EP. Moreover, the study found that AC acts as a mediator in the relationship between SL and EP. [ABSTRACT FROM AUTHOR]

This study aimed to understand the influence of spiritual leadership and religiosity indicators on the effectiveness of change management in educational organisations as well as how spiritual leadership and religiosity interact in facilitating change in educational organisations. Using a qualitative method with a literature review approach, the study identified themes and patterns from various relevant sources. The results show that spiritual leadership plays an important role in formulating a vision, building a positive culture and increasing the commitment of organisational members. Indicators of religiosity such as individual religious commitment, piety and religious behaviour also contribute to successful change management. The interaction between spiritual leadership and religiosity can facilitate change by creating an environment that supports learning, overcoming resistance, and enhancing the well-being of organisational members

In the current global landscape, characterized by religious fervour, social and political unrest, economic instability, and environmental challenges, spiritual leaders stand as pivotal agents of change. Their role is especially crucial in contexts marred by ingrained injustices and persistent conflicts, such as the Palestinian–Israeli settler colonial context—a reality I have been intimately involved with over three decades of reconciliation work. This paper contextualizes scholarship on spiritual leadership within the Palestinian–Israeli context by integrating it with settler colonial theory. By applying insights about spiritual leadership to this context, three key traits of spiritual leaders—(1) spiritual authority, (2) discernment, and (3) the ethical use of power—are identified as essential for envisioning an alternative future. By embodying these traits, spiritual leaders can effectively guide their communities through the multifaceted realities, advocating a transformative approach to leadership and interreligious work.

Introduction/Main Objectives: This study discusses the factors that have implications for job satisfaction in e-commerce companies. The focus of the study is to analyze the organizational commitment, spiritual leadership, and technological advancement, which are mediated by employee engagement. Background Problems: Some e-commerce companies have problems with their employees’ level of satisfaction. This study provides recommendations for dealing with the satisfaction factors of employees working in e-commerce. Novelty: The novelty of this study is that it offers a different model for measuring job satisfaction. Employee engagement is used as a mediating variable to measure the implications for employee satisfaction in e-commerce companies. One of the variables used is technological advancement. Research Methods: This study uses the PLS-SEM method. The total respondents is 250 employees who work in e-commerce companies. Purposive sampling is used, according to the research needs, with a total of 207 respondents. The object of this study is a business organization that is engaged in ecommerce. Finding/Results: The direct and indirect effects of employee satisfaction are implied by spiritual leadership and organizational commitment. Technological advancement has no direct or indirect effect on employee satisfaction. Employee engagement has a mediating role in both the direct and indirect effects on employee satisfaction. Conclusion: E-commerce organizations should pay more attention to their employees’ development through building their technological capabilities. This research can explain the improvement in a business’s quality through its employees’ satisfaction. This adds value to human resources management. [ABSTRACT FROM AUTHOR]

Orientation: Spiritual leadership has been proposed as an alternative to lead a generation where personal values and beliefs are central to employee contentment and organisational success. Research purpose: To critically analyse organisational spiritual leadership (SpL) from an African Management Philosophies (AMP) perspective and whether these are secular or non-secular. Motivation for the study: Knowledge would be drawn from two bodies of scholarly literature, namely SpL and AMP. Research design, approach and method: Literature will be systematically reviewed, focusing on three aspects of the body on knowledge, namely concepts, definitions and typologies (elements). Main findings: The concept of SpL seems empirically much more operationalised than AMP. Central to organisational spiritual leadership are the leader’s values, attitudes and behaviours that intrinsically motivate followers to have a sense of spiritual survival through membership and calling, while AMP emphasise traditionalism, communalism, co-operative teamwork and mythologies. Practical/managerial implications: The research seeks to highlight the existing gaps in literature of a contextualised African measure of SpL. Contribution or value add: A secular and non-secular approach to spirituality emerges, which looks at AMP as emboldened by Ubuntu ideality that is contrary to extant literature on organisational spiritual leadership.

Orientation: Globalisation and the coronavirus disease 2019 (COVID-19) pandemic resulted in a change in leadership in the work environment – this necessitated a relook into classical leadership constructs, but importantly, with the consideration of contextual influences. Spiritual leadership (SpL), which is the focus of this article, has however been predominantly viewed from a Eurocentric perspective. Research purpose: To develop and validate an instrument to measure SpL within the South African context. Motivation for the study: It is argued that SpL is important for organisational performance, employee contentment and wellness. Albeit the theory of SpL carries academic rigour and potency, it has not yet converted into an empirically developed and tested instrument within the South African organisational context. Research approach/design and method: This empirical study was conducted from a quantitative positivist paradigm, utilising a cross-sectional design. A total of 5308 participants completed the self-administered survey from organisations in both the public and private sectors. The analysis includes item screening, exploratory factor analysis (EFA), confirmatory factor analysis (CFA), test for common method bias (CMB), determination of convergent validity and invariance analysis (configural, metric and scalar). Main findings: The results yielded reliable and valid SpL instrument, which is invariant with regards to the private and public sectors used in this study. The results of the study were also not influenced by CMB. Practical/managerial implications: This study provides a validated contextualised scale that can be used to measure leadership efficiency and efficacy. Contribution/value-add: The practical and academic value is the newly developed SpL instrument for the context of South African organisations. It can thus be used with confidence by organisational researchers and academics.

Purpose—The purpose of this study is to investigate the impact of spiritual leadership on knowledge-hiding behavior in agriculture research institutes of Khyber Pakhtunkhwa, Pakistan. The study aims to analyze theoretical and empirical evidence regarding the mediation pathway, specifically professional commitment, in order to clarify the significant association between spiritual leadership and subordinates’ knowledge-hiding behavior. Design/methodology—This survey-based study used cross-sectional data and a five-point Likert scale to investigate the given hypotheses. In order to address the primacy effect and mitigate any potential for common method bias, data were collected at two distinct time points, with a four-week interval between them. Smart PLS4 was used to assess a sample of 298 complete and valid responses for hypothesis testing. Findings—The results show that spiritual leadership has a negative impact on employees’ knowledge-hiding behavior. Additionally, this relationship is mediated by professional commitment. Originality/value—First, in contrast to the majority of previous studies, which focused on the factors influencing knowledge sharing, the present study investigates the influence of spiritual leadership on employees’ knowledge-hiding behaviors, which are two contrasting concepts. Secondly, the study empirically examined the mediation effect of professional commitment. These three variables have not previously been studied together.

This article introduces a new perspective on Christian leadership. The theoretical framework critically integrates and transforms Gary Yukl’s theory of four meta-categories of leadership. It is argued that spiritual leadership should be defined as a distinct meta-category. Spiritual leadership includes self-transcendent practical wisdom (phronesis), occurring Coram Deo. This serves as the integrating center of the model. Furthermore, change-oriented leadership is reconceptualized as visionary leadership grounded in the Christian story. Yukl’s basic description of relational behavior is expanded through the lens of Christian virtue ethics. Effective leadership is understood as stewardship, requiring a balance between internal moral goods and external instrumental goods. The church’s external relations are defined in terms of missional or evangelistic hospitality. Consequently, Christian leadership comprises five key dimensions: spiritual, effective, relational, visionary leadership, and external relations, summarized in the acronym S-E-R-V-E.

Introduction/Main Objectives: This study discusses the factors that have implications for job satisfaction in e-commerce companies. The focus of the study is to analyze the organizational commitment, spiritual leadership, and technological advancement, which are mediated by employee engagement. Background Problems: Some e-commerce companies have problems with their employees’ level of satisfaction. This study provides recommendations for dealing with the satisfaction factors of employees working in e-commerce. Novelty: The novelty of this study is that it offers a different model for measuring job satisfaction. Employee engagement is used as a mediating variable to measure the implications for employee satisfaction in e-commerce companies. One of the variables used is technological advancement. Research Methods: This study uses the PLS-SEM method. The total respondents is 250 employees who work in e-commerce companies. Purposive sampling is used, according to the research needs, with a total of 207 respondents. The object of this study is a business organization that is engaged in e-commerce. Finding/Results: The direct and indirect effects of employee satisfaction are implied by spiritual leadership and organizational commitment. Technological advancement has no direct or indirect effect on employee satisfaction. Employee engagement has a mediating role in both the direct and indirect effects on employee satisfaction. Conclusion: E-commerce organizations should pay more attention to their employees’ development through building their technological capabilities. This research can explain the improvement in a business’s quality through its employees’ satisfaction. This adds value to human resources manage­ment.

Given the importance of fostering green behavior among employees in multinational corporations (MNCs), the current study aimed to determine how spiritual leadership influences employees' in-role and out-of-role green behavior. The data was gathered from MBA executives’ programs with at least one year's experience working in the pharmaceutical industry. The sample size was 658 and PLS-SEM software was selected to perform the analysis. According to the findings, MNCs may develop in-role and extra-role green habits with the support of spiritual leadership and adopting green Human Resource Management (HRM) practices. Additionally, this relationship may be restrained by individual green values. Organizations can encourage to promote a culture of environmental sustainability by utilizing green HRM techniques, fostering spiritual leadership, and inspiring people to adopt green behavior through training programs and eco-friendly policies and practices. The results further emphasized that how crucial it is to include spiritual leadership in the creation and application of HRM practices. By doing this, companies may encourage a culture of sustainability and green behavior among their staff which can enhance both organizational performance and social responsibility. The current study added to the body of knowledge by providing new reasons to determine the relationship between spiritual leadership and staff members’ environmentally friendly behaviors (both inside and outside the workplace). Due to environmental concerns, the corporate sector now has a larger role in protecting the environment.

Purpose – This study aimed to analyze the influence of spiritual leadership on work engagement with psychological empowerment as an intervening variable at Muhammadiyah Junior High School in Yogyakarta. Methodology – The subject in this study, a sample of 129 respondents, was selected by the census method. The analysis tool used is path analysis, which is calculated using the Structural Equation Modeling (SEM) analysis technique operated using the AMOS program. Findings – The results indicated that a higher level of spiritual leadership will increase psychological empowerment and work engagement for yogyakarta teachers in Muhammadiyah Junior High School. Implications – In this study, the researcher gave respondents questionnaires through the school's deputy head or curriculum sector. Owing to the tight schedule of the respondents, the researchers did not accompany them in filling out the questionnaire. This allowed the researcher to know whether the respondent filled out the questionnaire correctly, so there was no potential for bias in filling out the questionnaire. Originality – This research model includes independent variables, dependent variables, and mediation. The independent variables describe spiritual leadership, the dependent variable describes work engagement, and the mediation variable describes psychological empowerment

Kontak antara tenaga pendidik dan kependidikan dengan mahasiswa pada perguruan tinggi relatif intensif, salah satu kunci penentu penentu keberhasilan perguruan tinggi adalah kepuasan tenaga pendidik. Tujuan penelitian ini untuk menguji pengaruh Spiritual Intelligent dan Spiritual leadership terhadap kepuasan kerja dan kinerja tenaga kependidikan PNSD pada perguruan tinggi swasta yang ada di Riau. Responden penelitian ini adalah Dosen sebanyak 105 orang. Sebagai variabel eksogen adalah Spiritual Intelligent dan Spiritual leadership sedangkan variabel endogen terdiri atas kepuasan kerja dan kinerja Dosen. Analisis yang digunakan dalam penelitian ini adalah path analysis dengan menggunakan PLS-SEM. Hasil uji hipotesis menunjukkan bahwa Spiritual Intelligent dan Spiritual leadership berpengaruh signifikan terhadap kepuasan kerja. Untuk variabel Kinerja hanya Spiritual Intelligent yang signifikan berpengaruh, Spiritual leadership berpengaruh tidak signifikan terhadap kinerja. Hasil penelitian ini menyarankan Kecerdasan spiritual perlu ditumbuhkan agar Dosen mampu menyelaraskan nilai – nilai pribadi dengan tujuan organisasi. Pimpinan perlu mengutamakan kepentingan anggotanya daripada kepentingan pribadinya. Seorang spiritual leader yang mampu mengelola egonya menjadi motivasi dan semangat kerja yang baik tentu akan dapat meningkatkan kepuasan kerja dan kinerja bawahannya. Penelitian ini berkontribusi terhadap perkembangan teori kepuasan kerja dan kinerja dari sisi spiritualitas.

Green human resource management (GHRM) is an important organisational approach to promote the sustainable development of organisations. Although the literature regarding the effect of GHRM is growing, little is known about the mechanisms and boundary conditions that may facilitate the link between GHRM and green outcomes. Through a combined underpinning of ability–motivation–opportunity, job demands–resources and social exchange theories, this study examines the relationship between GHRM and green creativity through green work engagement, with spiritual leadership moderating the GHRM–green work engagement relationship. Also, we explore the links between GHRM, spiritual leadership, green work engagement and green creativity using a moderated mediation model. Using survey data of 271 front‐line hotel employees in UAE, we use a partial least squares structural equation modelling to conduct our statistical analysis. The results show that GHRM positively influences green work engagement and green creativity, while green work engagement positively influences green creativity and mediates the GHRM–green creativity nexus. In addition, spiritual leadership amplifies the nexus between GHRM and green work engagement and the mediating effect of green work engagement in the nexus between GHRM and green creativity in the context of the hospitality sector in the UAE. Our study offers industry‐specific practical implications and suggests agendas for further research. [ABSTRACT FROM AUTHOR]

Copyright of Çankırı Karatekin University Journal of the Faculty of Economics & Administrative Sciences is the property of Cankiri Karatekin University, Faculty of Economics & Administrative Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Leadership style has become an important construct in the research literature on alleviating burnout among elementary and secondary school teachers. The purpose of this study was to examine the effects of spiritual leadership, career calling, and emotional intelligence on teacher burnout. Purposive sampling was utilized in this study to obtain data from 380 elementary and secondary school teachers in Heze City, Shandong Province, China. SmartPLS software was used to establish a partial least squares structural equation model to verify the research hypothesis. The results indicated that there was a significant negative direct relationship between spiritual leadership, career calling, emotional intelligence, and teacher burnout. There was a direct and significant positive relationship between spiritual leadership on career calling and emotional intelligence. In addition, spiritual leadership influenced teacher burnout through two mediating variables: career calling and emotional intelligence. The results broadened the understanding of the intrinsic relationship between spiritual leadership and teacher burnout and explained the mediating role of career calling and emotional intelligence in spiritual leadership and teacher burnout. Based on the findings, elementary and secondary school leaders should practice spiritual leadership styles to stimulate teachers' career calling and emotional intelligence in order to reduce teacher burnout. [ABSTRACT FROM AUTHOR]

Wei Li,1 Alaa Amin Abdalla,2 Tamara Mohammad,3 Osama Khassawneh,4 Mahwish Parveen5 1School of Maritime Economics and Management, Dalian Maritime University, Dalian, Liaoning, People’s Republic of China; 2College of Business Administration, Abu Dhabi University, Abu Dhabi, United Arab Emirates; 3College of Business Administration, American University in the Emirates, Dubai, United Arab Emirates; 4Lazaridis School of Business and Economics, Wilfrid Laurier University, Waterloo, ON, Canada; 5Department of Management Sciences, Comsat University Islamabad, Islamabad, PakistanCorrespondence: Wei Li, Email liwei6020@dlmu.edu.cnPurpose: Grounding on the supplies-values fit theory, this study examines the effect of green HRM practices on an employee’s in-role green behavior after the Covid-19 pandemic. Moreover, this study examined the mediating role of psychological green climate between green HRM practices and in-role green behaviour. In addition, we studied that spiritual leadership as a buffering mechanism strengthens the relation between psychological green climate and employee in-role behavior.Methods: The paths were examined using hierarchical multiple regression and for moderation mediation, we used PROCESS Hayes (2003) to evaluate the data collected from 374 Chinese MNCs employees.Results: The findings indicate that green HRM practices have a positive effect on employees’ in-role green behaviour. In addition, psychological green climate mediates the relation between green HRM practices and employee in-role green behavior. Spiritual leadership influences the strength of the moderated mediated path between green HRM practices and employee in-role green behavior (through a psychological green environment).Discussion: The most apparent manifestation of green HRM practices is the integration of environmental concerns into traditional HRM processes after Covid-19 pandemic, including hiring, training, evaluating performance, and distributing pay and benefits. These green-focused management initiatives are more likely to result in employees acting greenly.Keywords: green HRM practices, employee in-role green behavior, spiritual leadership, psychological green climate, supplies-values fit theory, MNC’s

Abstract Background Spiritual leadership is the most positive leadership style accepted by positive organizational behavior scholars that contributes to psychological capital. Spiritual leadership could be a critical organizational resource for followers. The study aims to examine the levels of spiritual leadership and psychological capital among nursing educators and determine the relationship between spiritual leadership and psychological capital among nurse educators. Methods A cross-sectional design was applied using two tools: spiritual leadership and psychological capital scales. Over 3 months, data were collected from 213 nursing educators. Results The spiritual leadership level is moderate to high (49.8 and 38.5%). The psychological capital level is high (63.4%). The association between spiritual leadership and psychological capital is a strong, positive, and highly significant correlation (R-value = 0.63, P = 0.001). The regression analysis predicted that male participants were expected to have more spiritual leadership and psychological capital than females. Conclusion It can be concluded and validated how important it is to develop and practice spiritual leadership to foster followers’ psychological capital. Implications of nursing management as nursing leaders must have spiritual competencies to promote workplace spirituality on the daily agenda as a foundational area in management.

Purpose – The purpose of the present study is to examine the relationship between spiritual leadership and employees' alienative commitment to the organization, both directly and indirectly, via employee social capital. We also test the role of employee political skill as a boundary condition of the indirect spiritual leadership–alienative commitment link. Design/methodology/approach – Time-lagged data were collected from 491 employees in various manufacturing and service organizations. Data were analyzed using structural modeling equation in Mplus (8.6). Findings – Spiritual leadership was negatively associated with alienative commitment, both directly and indirectly, via social capital. Employee political skill moderated the indirect relationship between spiritual leadership and alienative commitment, such that the relationship was stronger when employee political skill was high (vs low). Practical implications – The demonstration of spiritual leadership's behaviors by both managers and employees can develop employees' social capital at work, which in turn can reduce employees' negative commitment to the organization. Likewise, improving employees' political skills can help leadership diminish alienative commitment. Originality/value – The present work contributes to the literature on spiritual leadership by foregrounding how and why spiritual leadership undermines employee alienative commitment to the organization. By doing so, the study also enhances the nomological networks of the antecedents and outcomes of social capital and contributes to the scant literature on negative alienative commitment. Given the prevalence and negative repercussions of alienative commitment for employees' and organizations' productivity and performance, our findings are timely and relevant.

This study aims to examine the relationship between spiritual leadership, affective commitment, work engagement, and employee well-being. In this test, the hypotheses of 356 public sector employees through Partial Least Squares-Structural Equation Modeling (PLS-SEM) and fuzzy set Qualitative Comparative Analysis (fsQCA). PLS-SEM results show that spiritual leadership affects affective commitment, work engagement, and employee well-being and shows that affective commitment and work engagement have different effects because of parallel mediation with spiritual leadership in improving employee well-being. The results of the FsQCA provide theoretical insights and practical recommendations on how to improve understanding of spiritual leadership, affective commitment, work engagement, and employee well-being. This research has implications for policymakers, especially in the public sector, to support and develop spiritual practices that can help employees improve employee well-being through affective commitment and work engagement. In addition, this research can help organizations improve the performance of individuals in organizations, especially public organizations, to make positive contributions to society at large. Doi: 10.28991/ESJ-2022-06-06-09 Full Text: PDF

Purpose: Leaders also use the indicators of spirituality in the organization or group to provide a kind of internal motivation for the external motivation of its employees. Spiritual and value-based leaders deepen the duties and activities of followers in the organization or group by relating them to their deep inner values. The purpose of this study was to investigate the relationship between the dimensions of spiritual leadership and job motivation of Shahrekord education staff. Methodology: The statistical population of all education staff in Shahrekord city in 1399-98 was 335 people were selected as a sample by the classification method appropriate to the volume. The research instruments included two standard questionnaires of Herbert's job motivation and a modified questionnaire of spiritual leadership by Fry [17]. Findings: There is a significant relationship between seven dimensions of spiritual leadership (vision, love of altruism, faith in work, meaning in work, organizational membership) with job motivation of education staff, but between the other two dimensions of spiritual leadership, i.e., organizational commitment and performance feedback has nothing to do with employee motivation. In fact, the more the components of meaningful leadership are applied in the atmosphere of an educational organization and the decisions, procedures, policies and missions of education are formulated and implemented based on the dimension of spiritual leadership, the more job motivation will be among the employees of this educational organization. Originality/Value: The results of this research can be used by managers, experts and researchers. [ABSTRACT FROM AUTHOR]

Spiritual leadership is a beneficial attempt to implement organizational strategy and sustainable development by improving employees' personal spiritual needs, stimulating employees' intrinsic motivation, sense of responsibility, and calling in the work process. We theoretically illustrate that spiritual leadership has a significant positive impact on employee morale. The factors of personal self-efficacy and interpersonal trust play an intermediary chain role in this process. SPSS 24.0 and Process3.5 were used to test the mediating effect using multilevel regression analysis and the bootstrap method. Survey data collected from 278 employees from Chinese organizations supported our proposed hypotheses. The research verifies it is necessary to pay attention to improving the spiritual needs of leaders and employees in organizational development. Through the cultivation, spiritual leadership not only can stimulate the cohesion of the organization and the intrinsic motivation of the employees, but also is of great significance to enrich the spiritual life of the organization members. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Research in Developmental Social Work is the property of Beni Suef University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

English Version To enhance employee performance, leaders should focus on the caliber of human resources within the organization. One potential approach is adopting the spiritual leadership style. This particular style of leadership exerts a significant influence on employee performance, emphasizing internal factors and the leader's conscience rather than external influences. The study utilized a qualitative descriptive approach, collecting data through interviews and observations. The results of the research identified several obstacles in enhancing the quality of human resources by implementing spiritual leadership to improve employee performance within the company. Based on the research findings, it is suggested that leaders should demonstrate more decisiveness in their decision-making and remain open to receiving feedback from their subordinates. Furthermore, leaders should actively seek to expand their understanding of spiritual leadership and support employees in cultivating human values by delving into their spiritual aspects. This endeavor will foster mental and spiritual rejuvenation, encompassing beliefs, faith, ethics, and principles, all contributing positively to augmenting employee performance. Versi Indonesia Untuk meningkatkan kinerja karyawan, perhatian pemimpin terhadap kualitas sumber daya manusia di perusahaan sangat penting. Salah satu pendekatan yang dapat digunakan adalah gaya kepemimpinan spiritual, yang mempengaruhi kinerja karyawan dengan berfokus pada faktor internal dan hati nurani pemimpin, dan tidak terlalu dipengaruhi oleh faktor eksternal. Penelitian ini menggunakan metode kualitatif deskriptif dengan mengumpulkan data melalui wawancara dan observasi. Hasil penelitian menyimpulkan bahwa ada beberapa hambatan dalam meningkatkan kualitas sumber daya manusia dengan menerapkan gaya kepemimpinan spiritual untuk meningkatkan kinerja karyawan di perusahaan. Oleh karena itu, berdasarkan hasil penelitian tersebut, disarankan agar pemimpin menjadi lebih tegas dalam mengambil keputusan dan lebih terbuka untuk menerima masukan dari bawahannya. Selain itu, pemimpin perlu memperoleh lebih banyak informasi tentang kepemimpinan spiritual dan membantu karyawan dalam membangun nilai-nilai kemanusiaan dengan menggali aspek spiritual dalam diri mereka. Proses ini akan memberikan kesegaran mental dan rohani, seperti keyakinan, iman, etika, dan pedoman, yang pada akhirnya akan berdampak positif dalam meningkatkan kinerja karyawan.

Yongyue Zhu, Chenhui Ouyang, Wen Chen School of Management, Jiangsu University, Zhenjiang, People’s Republic of ChinaCorrespondence: Chenhui Ouyang, School of Management, Jiangsu University, Zhenjiang, People’s Republic of China, Tel +86 18851401579, Email 1256108772@qq.comPurpose: Whether in traditional manufacturing or modern intelligent manufacturing, craftsmen have always been the backbone of China’s manufacturing industry. Cultivating employee craftsmanship spirit has become one of the top tasks of human resource management in China’s manufacturing industry. The question is what kind of leadership style will promote employee craftsmanship spirit and how can it be promoted? To answer this question, based on self-determination theory and social exchange theory, this study focuses on the influence of spiritual leadership on employee craftsmanship spirit, as well as the moderating effect of having a caring ethical climate and the mediating effect of autonomous motivation between spiritual leadership and employee craftsmanship spirit.Methods: The leaders and employees of 103 work teams from Chinese manufacturing enterprises were investigated, and 434 paired data points were obtained. Data analysis and hypothesis testing were conducted using data analysis software, such as HLM, SPSS, and AMOS.Results: The results reveal that spiritual leadership can significantly positively predict employee craftsmanship spirit. Employee autonomous motivation plays a partial mediating role in the positive correlation between spiritual leadership and craftsmanship spirit. Additionally, caring ethical climate positively moderates the correlation between spiritual leadership and the autonomous motivation of employees. The greater the caring ethical climate of teams is, the stronger the positive correlation between spiritual leadership and the autonomous motivation of employees.Conclusion: Leadership plays an important role in the process of employees improving their skills, acquiring the status of craftsmen, and developing craftsmanship beliefs. Therefore, it is of great significance to understand how spiritual leadership style can effectively promote craftsmanship spirit among employees for high-quality development of the manufacturing industry. This study reveals the ways that spiritual leadership influences employee craftsmanship spirit from a new perspective and confirms the mediating effect of autonomous motivation as well as the moderating effect of caring ethical climate. The research conclusions can provide practical solutions for cultivating employee craftsmanship spirit.Keywords: spiritual leadership, employee craftsmanship spirit, autonomous motivation, caring ethical climate, manufacturing industry

Orientation: This research is about a focus group of managers and their experiences relating to spiritual leadership in the South African context. Research purpose: To critically examine mainstream spiritual leadership, within the context of African management philosophies (AMP), towards describing and prosing a southern African spiritual leadership scale. Motivation for the study: A systematic literature review revealed a stark gap in empirical evidence of the existence of spiritual leadership as a harbinger of employee contentment, welfare, and organisational success in Africa. Research design, approach and method: Through the interactive qualitative analysis (IQA) process, data from eight managers were collected and analysed, and an interrogation of the existence of spiritual leadership via the African lens using AMP typologies was conducted. An exploratory qualitative study was conducted via a focus group of eight managers drawn using biased sampling based on ‘distance and power’ analysis to the phenomena of spiritual leadership. Main findings: Connection to nature principles (nurturing) are a primary driver to employee welfare. Life as a universal current’s elements (compassion and empathy) influence Ubuntu principles, national culture principles (a set of behaviours, customs, and beliefs) and Indigenous knowledge systems (unadulterated knowledge). Ubuntu also influences co-operative teamwork (togetherness) which is a circulator in the scale that triggers intrinsic motivation which is impacted by traditionalism (adherence to accepted customs and beliefs), and communalism principles (belonging to a community). Intrinsic motivation impacts employee turnover which is influenced by engagement, performance, productivity, and mythology (African myths and lore). Employee turnover ultimately influences employee welfare which is a primary outcome. Contribution or value add: This research helps undergird spiritual leadership in the South African context by equipping leaders with a new paradigm that uses local management principles that measures its enablers and inhibitors.

This article introduces a new perspective on Christian leadership. The theoretical framework critically integrates and transforms Gary Yukl's theory of four meta-categories of leadership. It is argued that spiritual leadership should be defined as a distinct meta-category. Spiritual leadership includes self-transcendent practical wisdom (phronesis), occurring Coram Deo. This serves as the integrating center of the model. Furthermore, change-oriented leadership is reconceptualized as visionary leadership grounded in the Christian story. Yukl's basic description of relational behavior is expanded through the lens of Christian virtue ethics. Effective leadership is understood as stewardship, requiring a balance between internal moral goods and external instrumental goods. The church's external relations are defined in terms of missional or evangelistic hospitality. Consequently, Christian leadership comprises five key dimensions: spiritual, effective, relational, visionary leadership, and external relations, summarized in the acronym S-E-R-V-E. [ABSTRACT FROM AUTHOR]

Background: Spiritual leadership is the most positive leadership style accepted by positive organizational behavior scholars that contributes to psychological capital. Spiritual leadership could be a critical organizational resource for followers. The study aims to examine the levels of spiritual leadership and psychological capital among nursing educators and determine the relationship between spiritual leadership and psychological capital among nurse educators. Methods: A cross-sectional design was applied using two tools: spiritual leadership and psychological capital scales. Over 3 months, data were collected from 213 nursing educators. Results: The spiritual leadership level is moderate to high (49.8 and 38.5%). The psychological capital level is high (63.4%). The association between spiritual leadership and psychological capital is a strong, positive, and highly significant correlation (R-value = 0.63, P = 0.001). The regression analysis predicted that male participants were expected to have more spiritual leadership and psychological capital than females. Conclusion: It can be concluded and validated how important it is to develop and practice spiritual leadership to foster followers' psychological capital. Implications of nursing management: as nursing leaders must have spiritual competencies to promote workplace spirituality on the daily agenda as a foundational area in management. [ABSTRACT FROM AUTHOR]

This paper aims to understand spiritual leadership from the personal point of view, power, and authority. The central concept of leadership in this landscape is how a leader can impact people who have different attitudes, motivations, origins, personality values, beliefs, and of course, culture from a sociological-anthropological perspective. In addition to looking at aspects of multicultural leadership, the author will also enrich this study by studying a character, namely KH Muwafiq Amir. A Kyai who has power and authority in the Pondok Pesantren Bustanul Makmur, Genteng, Banyuwangi. An influence that will be read through the paradigm of power and authority. This study uses a qualitative method with a phenomenological approach. The results showed that KH Muwafiq Amir was 'appointed' as chairman of the Board of Caregivers in this pesantren environment outside the customs or traditions different from pesantren in general; where the succession of leadership is determined by lineage. Meanwhile, KH Muwafiq Amir is not a direct descendant (read; biological) from the Big Family of the Pondok Pesantren Bustanul Makmur.

Nowadays, vending is the most important pillar of a production set. The positive and significant points of the manufactured parts are attained by interviewing with the customer, sending a questionnaire to the customer, testing the market, investigating the quality and reliability of new products, probing the reports and product quality of competitors. Aimed at predicting the type of leadership in reverse engineering, based on “Voice of Customer” (VOC), between the Iran Khodro Company’s (IKC) managers (case study of Peugeot 405 brake pump shell), the present study was conducted. Using descriptive-correlation research method, about 90 managers were randomly selected in several categories according to gender, age and years of service, proportional to the size of each category. Three questionnaires of “Oregon and Kanowski Organizational Citizenship Behavior” (OKOCB), “Fry Spiritual Leadership” (FSL), and researcher-made “Charismatic Leadership” (CL) were utilized to collect the research data. To measure the reliability rate using Cronbach's alpha coefficient, this item was obtained for all three questionnaires of the OKOCB, FSL and CL behavior (α = 0.92, 0.81 and 0.85) respectively. Collecting the data, they were analyzed using multiple regression analysis and based on the research hypotheses. The results indicated that there is a positive and significant relationship between the dimensions of SL and organizational citizenship behavior, and also between the CL and the organizational citizenship behavior. The results of structural equation modeling also showed that SL with a path coefficient 0.7 is able to affect overall quality management (t ≥ 1.96, p≤ 0.05).