Issues regarding workplace spirituality and spiritual leadership have received increased attention in the organizational sciences. The implications of workplace spirituality for leadership theory, research, and practice make this a fast growing area of new research and inquiry by scholars. The purpose of this research was to test a dynamic relationship between the revised spiritual leadership model, consisting of inner life, spiritual leadership (comprised of hope/faith, vision, and altruistic love), spiritual well-being (i.e. a sense of calling and membership), and key organizational outcomes in a sample of Baldrige Performance Excellence Program award recipients. With structural equation modeling, results revealed a positive and significant relationship between spiritual leadership and several outcomes considered essential for performance excellence, including organizational commitment, unit productivity, and life satisfaction. These relationships were explained or mediated by spiritual well-being. Implications for research and practice are discussed.

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This article reports results of a student-team intervention that used team members' personality assessments on the Myers-Briggs Type Indicator and the Five-Factor Model to enhance the team development process and engender an appreciation of the effect of different personalities on team functioning and performance. The majority of participants reported that knowledge of team members' personality types was helpful in understanding team member behavior and was used in managing team dynamics. Those teams that used extreme division of labor were more likely to respond that the personality-based intervention was not helpful in managing team dynamics.

The issue of workers displaced because of plant closings gained prominence in the 1980’S because of their growing numbers. With the increased attention focused on plant closings, the topic of advance notice has also gained prominence. This paper examines the issue of advance notice for plant closings and its effect on firm value. The findings of this study indicate that longer periods of advance notice have significant negative effects on firm value.

This research study examines the relationship between transformational, transactional and passive/avoidant leadership styles and three dimensions of organizational commitment – affective, continuance, and normative in two subsidiaries of one multinational organization. The research findings revealed that transformational leadership has the strongest impact on affective commitment, although transactional leadership also affects affective commitment. Transformational leadership also has a significant positive affect on normative commitment. Transactional leadership has a significant positive affect on continuance commitment and positive/avoidant leadership has a significant negative affect on affective commitment.