The relationship between spirituality and leadership effectiveness has been discussed over decades. These relations have been separated in two big perspective—first, an esoteric realm of intangible ideas and emotions; and second, a practical area and scientific inquiry. This research tries to integrate these two different perspectives. Specifically, this research examines the effects of spiritual values and spiritual practices on leadership effectiveness. The findings indicate that spiritual values and spiritual practices have positive effects on leadership effectiveness. This research also shows that spiritual values and spiritual practices have interactive effects on leadership effectiveness. This result implies that organizations should enhance the spiritual values and practices. Discussion, practical, and theoretical implications for further researches are offered. DOI: 10.15408/etk.v17i1.6497

This study presents an analysis on spiritual leadership values and practices in Islamic higher education. The aim of this analysis is to explain the phenomena and implications of spiritual leadership values and practices in Islamic higher education as seen through the lecturers. The research questions examine how the lecturers show spiritual leadership values and practices in their teachings. The case study is underpinned this analysis by using observation and semi-structured interviews which provide the narratives that informs the basis of this study. The results show that the spiritual leadership values and practices emerge from the respondents under various themes which are reflected in most of the respondents with diverse rates of each theme. These themes link the personal life experience of the respondents to unique findings which are truly in line with the current scholarly discourse on spiritual leadership values and practices.

Pay is an important part of the reward system. From a cost point of view, salary is important. Payroll costs are 10 to 50 percent even in some cases. It reaches 90 percent of the organization's operational costs (Shaw, et al., 1999). For employees, salaries play an important role in their lives. Directly or indirectly, the salary received will significantly determine the social status, self-esteem, and ability of employees to meet their needs (Bergmannand Scarpello, 2001). Payroll systems are aimed at attracting and retaining employees who not only possess the necessary knowledge and skills but also who have an interest and willingness to achieve organizational goals (Henderson, 1994). Furthermore, the payroll system designed by the organization aims to avoid any dissatisfaction (work dissatisfaction). Dissatisfaction with the payroll' system will lead to decreased performance, increaseabsenteeism, and job dissatisfaction (Weiner, 1980). Therefore, organizations need to understand the factors that determine the individual pay satisfactionto provide posi-Abstract: This research aims to determine the effect of actual pay level, positive affect (PA) and multi-dimensional pay satisfaction. The data is collected from questionnaires distributed to 207 postgraduate students in Jakarta and Yogyakarta. Non-probability sampling with Purposive sampling is taken as a sampling technique. Hierarchical regressions analysis used for hypothesis testing. The finding shows actual pay level has the positive effect with each pay satisfaction dimension. Positive affect has the positive effect with each pay satisfaction dimension. More importantly, data show that positive affect (PA) interact with actual pay level in explaining three pay satisfaction dimensions, they are satisfied with pay level, satisfaction with benefit, and satisfaction with structure/administration. The finding also shows that positive affect (PA) does not moderate the relation of actual pay level and pay satisfaction on satisfaction with pay raise dimension. Discussion, limitations, a practical and theoretical implication for further researches are offered.