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PurposeThis paper reviews 18 workplace spirituality scales developed over a period of 23 years from year 2000 to early 2023. The objective is to provide inputs which can guide future researchers in choosing an existing appropriate workplace spirituality scale and in adopting sound scale development procedures for the development of new workplace spirituality scales.Design/methodology/approachThis paper outlines the need for and importance of carrying out a review of workplace spirituality scales. Thereafter, it carries out a review of each of the 18 workplace spirituality scales. It describes 10 overall limitations of the collective set of workplace spirituality scales. Finally, five future research directions are outlined.FindingsThe review indicates that most of the workplace spirituality scales have limitations associated with them. The collective set of workplace spirituality scales also has several overall limitations.Research limitations/implicationsThe review suggests that workplace spirituality researchers need to exercise caution in choosing an appropriate existing workplace spirituality scale for their research. The review also provides directions for the future research for developing more adequate workplace spirituality scales.Practical implicationsThe inputs from this review will contribute to improve the practice of workplace spirituality research.Social implicationsAs workplace spirituality can make organizations more beneficial for employees and the society, this review's contribution to improving workplace spirituality research has an indirect social significance.Originality/valueThis is, to the author's knowledge, the first comprehensive review of 18 workplace spirituality scales developed over a period of 23 years from year 2000 to 2023.

Purpose The purpose of this paper is to carry out an empirical examination to assess the nature of effects an employee’s individual spirituality and organizational spirituality have on the employee’s experience of meaning in work and community at work facets of workplace spirituality. Design/methodology/approach This paper specifies and examines, using a cross-sectional survey research design, the empirical support for two alternative models – a direct effects model and a moderating effect model – of the likely influences of an employee’s individual spirituality and organizational spirituality on the meaning and community facets of workplace spirituality. Findings The findings indicate considerable support for the direct effects model but no support for the moderating effect model. Within the direct effects model, organizational spirituality had much stronger association than employees’ individual spirituality with the workplace spirituality facets of meaning and community. Research limitations/implications This study may encourage future research to examine other antecedents of workplace spirituality, and the moderators and mediators of the relationship between organizational spirituality and workplace spirituality. Practical implications It suggests to the practitioners that for enhancing employee experiences of workplace spirituality, organizational spirituality implementation is a more effective way than developing employees’ individual spirituality. Social implications The study indicates that employees’ spiritual needs of meaning and community at work can be better fulfilled through organizational spirituality implementation than through individual spirituality development. Originality/value This is an original empirical examination and its value partly comes from its research implications and practice implications.

Purpose The existing literature suggests that employee well-being is an important concern for organizations. The purpose of this paper is to carry out an empirical examination to assess whether employee experience of workplace spirituality has positive relationships with multiple forms of employee well-being. Design/methodology/approach This paper focussed on four forms of employee well-being, namely: emotional well-being, psychological well-being, social well-being, and spiritual well-being. It specified and empirically tested, using a survey design, four hypotheses, each proposing a positive relationship between workplace spirituality and one of the four forms of employee well-being. Findings All four hypotheses were supported indicating that workplace spirituality has a positive relationship with emotional, psychological, social, and spiritual well-being. Research limitations/implications This paper may encourage future research to assess whether various forms of employee well-being result from specific dimensions of workplace spirituality. Practical implications Organizations may implement workplace spirituality for simultaneously enhancing multiple forms of employee well-being. Social implications As employee well-being is a matter of social concern, the findings of this study indicating a positive association between workplace spirituality and employee well-being have a social relevance. Originality/value To the author’s knowledge, this is the first study to examine the relationship between workplace spirituality and four forms of employee well-being, namely; emotional, psychological, social, and spiritual well-being. As employee well-being is an important concern for organizations, the contribution of the study findings is that workplace spirituality implementation can simultaneously enhance multiple forms of employee well-being.

The existing literature indicates that management research, of which organizational behavior (OB) is a part, has declined in usefulness and relevance for teaching. As a reflection of this, the research-teaching gap also has been noted in the literature. Possibly as a consequence of this, concerns have been expressed about inadequate transmission of OB knowledge body through OB teaching and about the impaired legitimacy of behavioral coursework in the business education. These concerns in the existing literature suggest a need for examining the nature of OB knowledge body and for exploring the issues it may create for OB teaching. The present paper addresses this research requirement. It first points out the need to examine OB knowledge features and the resulting issues in OB teaching. It then explains why the nature of OB knowledge is likely to affect OB teaching and create issues in OB teaching. It then describes some limiting features of the specific elements –concepts, theories, and empirical findings-in OB knowledge body. In light of the limiting features of the OB knowledge discussed, it then explores some of the resulting issues in OB teaching. Finally, it outlines directions for future research and practice.

The existing literature has noted that there is inadequate connection between research and teaching in management and in organizational behavior (OB). It has also noted that the reciprocal relationship between research and teaching in management has been inadequately studied. This paper addresses this research inadequacy. It briefly outlines that OB courses are unfavorably viewed in the business education and that there is inadequate transmission of research knowledge in teaching. It discusses the need for transmitting OB research-based knowledge in teaching and outlines some of the suggestions contained in the existing research for facilitating such transmission. In light of these suggestions contained in the literature, it describes an actual example that illustrates how OB research-teaching link can be strengthened through two complementary processes of research-based teaching and teaching-inspired research. The example outlined in the paper is in the form of an “illustration”. The specific and concrete example serves to illuminate and illustrate the generalized issue of research-teaching link. The example illustrates one way of addressing the generalized issue of enhancing the research-teaching link. The example also illustrates how the generalized research-teaching-research cycle can operate iteratively to enhance the research-teaching link.

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.

The present paper outlines a model that incorporates employee performance and employee well-being as outcomes. In the performance outcome category, the model includes three forms of employee performance—task performance, contextual performance or organizational citizenship behavior, and negative behavior. In the well-being outcome category, it covers six forms of employee well-being namely; physical well-being, emotional/subjective well-being, psychological well-being, social well-being, ethical well-being, and spiritual well-being. In outlining the proposed model, the paper first briefly describes three forms of employee performance and six forms of employee well-being. It then discusses six models from the existing literature about organizational behavior aspects that address employee performance and/or well-being. Based on these models, the paper outlines a model of organizational behavior aspects for positive employee-related outcomes of employee performance and employee well-being. This proposed model identifies broad categories of organizational behavior aspects based on six existing models and arranges them in a plausible sequence of interrelationships.

PurposeThis paper aims to examine the direct effects of three workplace spirituality aspects – meaning in work, community at work, and positive organizational purpose – and individual spirituality on three work attitudes – job satisfaction, job involvement, and organizational commitment. It also seeks to examine the interactive effects of these three workplace spirituality aspects and individual spirituality on these three work attitudes.Design/methodology/approachThe paper briefly outlines the existing workplace spirituality research, indicates the required research and places this study in that backdrop. It then outlines theory building for specifying a set of hypotheses. It uses data from a sample of managerial level employees from India to test the hypotheses.FindingsThe study results provided considerable support for the hypothesized relationships between workplace spirituality aspects and work attitudes but not for the hypothesized relationships between individual spirituality and work attitudes. The results provided only marginal support for the interactive effect model, which hypothesized that individual spirituality will moderate the effect of workplace spirituality aspects on work attitudes.Research limitations/implicationsResearch implications of the findings outlined in this paper will encourage research to link various organizational topics such as leadership with workplace spirituality. They also highlight the need to examine more complex models to examine joint effects of workplace spirituality and individual spirituality on work attitudes.Practical implicationsThe findings can provide some relevant inputs for leadership actions and organization development efforts aimed at implementing workplace spirituality in organizations.Originality/valueThe paper's value partly comes from the outlined research and practice implications.

This article specifies a comprehensive model for workplace spirituality facilitation that integrates various views from the existing research on workplace spirituality facilitation. It outlines the significance of workplace spirituality topic and highlights its relevance to the area of ethics. It then briefly outlines the various directions the existing workplace spirituality research has taken. Based on this, it indicates that an integration of the elements from various existing research works on workplace spirituality facilitation into a comprehensive workplace spirituality facilitation model could make relevant contributions to the existing workplace spirituality research. It then indicates that there are various points of focus in workplace spirituality conceptualization and facilitation views. It outlines various views from the existing research on workplace spirituality facilitation. Drawing on the elements of these various workplace spirituality facilitation views, it specifies a comprehensive model of workplace spirituality facilitation. It outlines how the various parts and linkages depicted in the comprehensive model of workplace spirituality facilitation are consistent with and are supported by the various views of workplace spirituality facilitation that it seeks to integrate. It then outlines how the comprehensive model specified can guide the future research in the area of workplace spirituality and how it can provide inputs to leadership and organization development (OD) efforts for workplace spirituality facilitation.

This paper addresses researchers’ call for integrating workplace spirituality with organizational literature. This paper points out that self-interest transcendence is a common aspect in the workplace spirituality concept that emerged in the last decade and also in four OB concepts – transformational leadership, organizational citizenship behavior, organizational support, and procedural justice – that emerged in OB about two decades ago. Based on this common aspect of self-interest transcendence and the temporal precedence of these four OB concepts’ emergence, it indicates that these four OB concepts constitute a precursor of workplace spirituality. It places workplace spirituality in the larger context of OB␣and outlines the associated research and practice implications.

PurposeThis paper seeks to outline and compare two approaches to workplace spirituality facilitation and to derive conclusions and suggest implications for research and practice.Design/methodology/approachThe article uses two real‐life descriptions from the existing literature to outline two approaches to workplace spirituality facilitation. It outlines similarities and differences between them. It also compares them on key features and outlines their implications and complementarities. Based on this, it describes conclusions and implications for research and practice.FindingsThe paper finds that the first approach, with its starting point of organizational spiritual values and emphasis on organizational processes to facilitate the transmission of these values, can be identified as an organization‐focused approach. At the centre of the second approach is a program for transformation or spiritual development of individual employees.Research limitations/implicationsInputs from the present paper will help future research to specify: comprehensive classifications – typologies and taxonomies – of various types of approaches to workplace spirituality facilitation; and new theories of workplace spirituality facilitation.Practical implicationsThe paper can inform workplace spirituality implementation efforts in organizations.Originality/valueTheory development in workplace spirituality is at a formative stage. Thus, various inputs, outlined in the research implications part of the paper, for further theory development will be a valuable contribution to workplace spirituality research.

Transformational leadership is one of the most recent conceptualizations of leadership concepts. It has been specified as an important mechanism of introducing organizational change. Transformational leadership has received substantial research attention over the last two decades. As a result, transformational leadership research has created considerable knowledge about the transformational leadership phenomenon. It, however, has also generated several conceptual issues and addressing these issues is necessary for advancing transformational leadership research. Highlights six important conceptual issues that the research has generated. Also outlines the significance of each of these six issues and then provides a critical commentary based on these issues. In pointing out research implications, outlines the required research for addressing these issues and provides an outline of how research for addressing them can be approached. Finally, indicates some of the implications of this paper for practice.

External information required for strategic decision making originates at multiple sources and its occurrence is not as controllable as internal information. In the light of this, researchers have suggested that there is an important role for advanced information technologies in meeting the external information requirements for strategic decision making. In this article we suggest that the Internet could play a key role in providing external information for strategic decisions. We highlight the types of external information required for strategic decisions and outline the search modes that firms should use to acquire this information. We then examine the suitability of the Internet utilities for meeting these requirements. Finally we discuss some of the factors which might lead to changes in the use of the Internet from the approach which we are suggesting.

In the existing transformational leadership research, little attention has been paid to contextual influences on transformational leadership. To more fully understand transformational leadership as an organizational process, researchers must study it in relation to a contextual framework. We discuss how four contextual factors affect organizational receptivity to transformational leadership. We also examine how the configuration of these factors may be used as a framework for enriching transformational leadership research.

Divergent approaches to the conceptualization and empirical investigation of OCB have emerged. To reconcile these differences, we propose extending existing OCB taxonomy to reflect three finer leve...

This chapter provides an overview of workplace spirituality and outlines the likely relationship between workplace spirituality and employee well-being. It briefly describes workplace spirituality and indicates how it can help address some of the ethical dilemmas involving employee-organization relationships. This chapter outlines specific employee experiences associated with workplace spirituality and addresses some of the reasons for increased interest in the subject. Select organizational outcomes of workplace spirituality (e.g., positive work attitudes) are discussed. Also, this chapter describes different forms of well-being, and hypotheses are developed to capture likely relationships between workplace spirituality and employee well-being. Several case studies are used to illustrate the hypotheses.