Spiritual leadership is achieving universal recognition as an effective tool to measure the interactive relationship between leaders, followers, and organizational performance. However, the construct needs robust investigation of the relationship to positive organizational behaviors in diverse country contexts. This study examined the relationship of spiritual leadership on organizational citizenship behavior (OCB) through the well-being of workers and the impact of Korean Confucian values with results fully supporting the relationship of employee well-being on OCBs. Furthermore, Confucian values, operationalized as Confucian mindset, also influenced and partially mediated the relationship between spiritual leadership and OCBs. The results of this study lend support to the enabling influence of spiritual leadership on positive organizational behavior such as OCB. Moreover, the study increases our understanding of the emic manifestations, like Confucian values, of leadership theory in generalizing western leadership theories to outside cultures.

No abstract

This study examined and validated revised and new spiritual leadership models with higher-order factors in the Korean organizational context. Research on revised spiritual leadership models has not yet been conducted in the US context and no empirical research on new spiritual leadership models has occurred in South Korea. Structural equation modeling (SEM) results revealed that the revised spiritual leadership model had validity in the Korean organizational context. Inner life plays a foundational role having a positive relationship with three factors of spiritual leadership: vision, altruistic love, and hope/faith. Membership doubled the impact on team productivity and life satisfaction over calling/meaning. Implications for research and practice are discussed.

Through reviewing extant literature, this conceptual paper is aimed to improve the understanding of the intervening mechanisms that influence the relationship between intangible assets (IAs) and organizational citizenship behavior (OCB) to improve the performance of contemporary knowledge-dependent organizations. The authors believe this to be the first attempt to bring four major components of IAs together and look at their relationship with OCB. This helps to create awareness of the necessity of matching key resources with appropriate behavior to improve organizations’ competitive advantages. The proposed model and propositions showed relationships between IAs and OCB mediated and moderated by work engagement and perceived organizational support, respectively. Moreover, this paper suggests the need for integrated multi-level studies to strengthen the links between critical resources and behaviors to put the learning organization on the right growth track. Future research is suggested on new conceptualizations of IAs, such as spiritual capital, as well as the relationship of IAs with other typologies of OCB.

PurposeThe purpose of this study is to explore the role of employee flourishing as a mechanism to explain the relationship between workplace spirituality and employees' innovative work behavior (IWB). Furthermore, this study investigates how the relationship between workplace spirituality and innovative behavior is moderated by employees' perceived workplace satisfaction.Design/methodology/approachBased on structural equation modeling and hierarchical regression analysis, we conducted a cross-sectional survey of 236 millennial workers in China's service and manufacturing industries.FindingsThe research findings confirmed that workplace spirituality positively predicted the innovative behavior of employees; furthermore, employee flourishing and workplace satisfaction mediated and moderated the relationship between workplace spirituality and employee innovation, respectively.Practical implicationsThis study's findings suggest that workplace spirituality unlocks employees' innovative behavior through a heightened sense of flourishing and enhanced sense of workplace satisfaction. Organizations are advised to foster a climate conducive of workplace spirituality by developing mutually aligned values. Moreover, organizations are advised to train leaders on workplace spirituality dimensions and foster workplace practices that facilitate self-reflection, job crafting and team building, as a means of broadening employees' emotional states and workplace satisfaction.Originality/valueFew studies have examined the mechanisms that shape employees' innovative behavior through workplace spirituality. This study fills several research gaps by extending the theoretical implications of workplace spirituality and employee flourishing, as demonstrated by the multi-faceted role these variables play in motivating employees' innovative behavior among Chinese millennials. Additionally, this study demonstrates that higher levels of workplace satisfaction contribute to higher levels of innovative behavior.