Purpose This paper aims to examine the relationship between surface acting (SA), deep acting (DA) and organizational commitment (OC). Design/methodology/approach Guided by affective events theory, the study adapted emotional labour scale and three components model to profile 373 teachers from 30 schools around Peninsular Malaysia. A list-based simple random sampling technique was used to select respondents. Structural equation modeling (SEM) was used to test hypotheses, and the proposed model was assessed through renowned fit indices. Findings OC was hypothesized as a second-order construct. SEM result indicates that both SA and DA have significant negative relationship with OC. Fit indices of the hypothesized model showed χ²/df ratio (560.069/265) = 2.113, RMSEA (0.055), and CFI (0.936). This result provides empirical support for the data collected. Research limitations/implications The study provides new insight on the ongoing debate about SA and DA. Therefore, it advances body of research in this regard. The implication for HR managers is that strategic polices can be institutionalized to buffer the consequences of SA and DA. This is due to the fact that SA and DA may not be abolished for service employees like teachers. The practical implication for teachers is the understanding that emotional regulation process is inevitable because teaching is profoundly an emotional activity job. Besides being a cross-sectional study, the sampled population may have limited the study’s outcomes. Originality/value Given existing inconsistent results on the consequences of SA and DA, this study shows that not only SA can lead to negative after-effects, DA can also cause the same. Future study can explore spiritual intelligence to examine how best SA and DA can be performed at reduced consequences on OC.

In the search for measures to keep the society sustained, a qualitative study was conducted to explore a Tawhidic Paradigm (TP) alternative for servant leaders, building upon Greenleaf servant leadership (SL) theory. The aim is to ground an Islamic Performance Instrument (IPI) favourable to sustainable development (SD). Adopting Charmaz's (2006) constructivist Grounded Theory Method (GTM), 5 Muslim managers were identified and interviewed through purposive sampling. The coding process produced an IPI-5es principles (expertise, ethereal, emotional, ethical and empowering) essentially required by servant leaders to transform SDGs around the globe. The Islamic constructs of �Aqidah (Creed), Khalifa (Vicegerent) and �Adl (Justice) were critical in grounding these principles. Theoretically, the research outcome contributes to� body of knowledge on Tawhidic Paradigm (TP) and Islamic Servant Leadership (ISL). This paper projects leaders forming polices that synchronizes meeting SDGs with spiritual responsibilities. Practically, it offers leaders the ideal purpose of SL: servitude to the Creator � (Allah) and, also to humanity (fulfilling SDGs), as against the conventional SL theory which excludes the former. By implication, TP projects service to humanity (SDGs) as acts of worship (Ibadah). The paper was limited by fewer GTM research on Islamic SL principles for SDGs. Future study may conduct a time series analysis on servant leaders imbued with IPI-5es principles to determine SDGs success rate. The paper offers a pioneer model (IPI-5es principles) that extends conventional SL theory for SD.

The paper is aimed at validating the psychometric properties of SISRI-24 for effective performance among teachers in Malaysia. Through a list-based simple random sampling of 373 teachers, SISRI -24 was translated, adapted and validated. Using TCA procedure, experts validated the translated the instrument from both linguistic structure and semantic point of view. Its internal consistency was validated with Cronbach’s Alpha and CFA. EFA varimax normalized rotation extracted four components. Measure of internal consistency had Cronbach’s Alpha value of 0.911. CFA validated SISRI-19my with χ² / df  ratio (354.512 / 141) = 2.514, RMSEA (0.077) and CFI (0.921) as reasonable spiritual intelligence fit model for Malaysian teachers. The adequacy of this paper’s findings is promising, suggesting that the Malaysian version of spiritual Intelligence self-Assessment Inventory scale would provide a valid instrument to develop spiritual intelligence among teachers. Practically, it would stimulate teaching interest irrespective of exigencies. Socially, it models spirited leaders whose role revolves on grooming younger generations towards nation building. Psychological, it acts as catalyst towards improved wellness. Theoretically, it contributes to body of knowledge on spirituality and organizational behaviour. Apart from the study being cross-sectional, it was limited only to private secondary school teachers. Future study may include other strata of teachers to improve SISRI-19my version. The study offers the first to empirically translate, adapt and validate a Malaysian version of SISRI-24.

The paper aims to examine the relationship between emotional labour (EL) techniques of surface acting (SA) and deep acting (DA) with spiritual intelligence (SQ). Building on Multiple Intelligence Theory (MI), 373 service personnel, mainly teachers, were drawn through a list-based simple random sampling, from 30 secondary schools around Peninsular Malaysia. Structural equation modeling (SEM) was used to test the hypotheses, and the proposed model was assessed through renowned model fit indices. Findings revealed that SQ buffers EL costs, as both SA and DA routine became positively related to SQ. Proposed model had reasonable fit indices with ?� / df� ratio (1002.288 / 336) = 2.983, RMSEA (0.078) and CFI (0.931). Providing empirical support to the hypotheses that EL performance tends resonate well with spiritual intelligent service personnel. The adequacy of this paper�s findings is vital as it cut across all Faiths. Practically, it tends to stimulate service personnel towards a higher degree of self-awareness and imbue them with the capacity to be flexible, face and transcend pain and suffering. Socially, it sustains a friendly and cordial interpersonal relationship with others (customers). Policy wise, it informs organizations to re-align HR strategies to capture �Type B� personalities. Theoretically, it stirs more research on SQ as it affects service personnel�s organizational behaviours. The paper is cross-sectional and limited to one group of service personnel (teachers). Future study may consider other groups to ascertain the generalisability of these findings. While augmenting body of knowledge on organizational behaviour, the study is pioneered as the first to propose SQ to buffer EL costs, in order to enhance SA and DA techniques.

This paper examined the relationship between spiritual intelligence (SQ) and organizational commitment (OC) among employees. Consistent with Multiple Intelligence Theory (MI), 510 teachers were drawn through a list-based simple random sampling technique in the Peninsular areas of Malaysia. Hypothesis was tested with structural equation modeling (SEM) and the structural model was assessed through renowned GOF indices. Findings revealed that SQ relates significantly positive with OC, such that spiritually intelligent employees are more obliged towards workplace activities. GOF indices showed χ² / df ratio (997.341 / 547) = 1.823, RMSEA (0.057), and CFI (0.903), providing empirical support for the hypothesized structural model. The study outcomes are promising. Theoretically, it contributes to organizational behavior research regarding the influence of spiritual resources and virtues on employees’ behavior. The study has implications for HR policies such as compensation and motivation. Spiritual intelligence aids employees to see beyond the material aspects of the workplace. Hence, they are better inspired when HR managers augment HR policies with SQ components.  Practically, employees are more productive, creative, and resourceful when performing organizational activities. Therefore, the study provides indication on how employees can consider work-related activities as a quest worth achieving. Within this process, lies the opportunity to experience spiritual consciousness which stimulates their personal growth and development. The study is limited in a number of ways. It is cross-sectional, purely quantitative, and has its social-demographic factors controlled.