Spiritual Leadership and Unit Productivity: Does Psychological Need Mediate the Relationship between Spiritual Leadership and Unit Productivity?

Haque, Jamirul; Nawaz, Muhammad Zahid; Shaikh, Hamid Ali; Tariq, Muhammad Zubair

doi:10.1080/10999922.2021.1957271

Cited by 7 publications

(11 citation statements)

References 49 publications

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“…What is needed Outcomes Anxiety, work-life satisfaction, depression, dark-side employee behaviors (Haque et al, 2022), knowledge-related outcomes (individual sharing, hiding, sabotage) (Alfarajat and Emeagwali, 2021), prohibitive voice behaviors (Zakkariya and Aboobaker, 2021), psychological contract, workaholic (Sholikhah et al, 2019), work engagement (Sheikh et al, 2019) Mediators psychological protection (Chen et al, 2022;Haque et al, 2022), obsessive passion (Anser et al, 2021), organizational support (Yang et al, 2019b), social capital (Ali et al, 2020a;Jiao and Lee, 2021), personal learning (Ahmad et al, 2021), meaningful work (Ali et al, 2020b), psychological need satisfaction (Yang et al, 2022), collective promotion focused (Yang et al, 2019a), collective value fit (Srouji et al, 2019), environmental passion, intrinsic motivation (Yang et al, 2021) Moderators self-esteem and instrumental thought, (Chen et al, 2022;Haque et al, 2022;Usman et al, 2021), cultural values (collectivism, traditionality, power distance) (Maryati and Astuti, 2022;Yang et al, 2022;Zhang and Yang, 2021), the person-environment fit perspective, demographic characteristics (Yang et al, 2022), environmental awareness (Sapta et al, 2021), work centrality (Usman et al, 2021), organizational atmosphere (Yang et al, 2020), followers' individual differences (Jiao and Lee, 2021), job autonomy, workplace exclusion (Wang et al, 2021), harmonious work passion, justice orientation (Ali et al, 2020b), organizational structure (Zou et al, 2020), job demands <...…”

Section: Areamentioning

confidence: 99%

A systematic literature review on spiritual leadership: antecedents, mechanism, moderators and outcomes

Piwowar-Sulej,

Iqbal

2024

JOCM

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PurposeThe aim of this study is to offer evidence-based knowledge of the most popular research topics in studies on spiritual leadership (SL) and the research approaches and theories in use. Another aim is to create a comprehensive research framework covering the antecedents and outcomes of SL, as well as the underlying mechanisms and conditional factors. This study also synthesizes future research avenues presented in the literature.Design/methodology/approachThis study used a systematic literature review method. The presented analysis covered both bibliometric studies and in-depth manual content analysis. In total, 274 articles indexed in the Scopus database were analyzed, with a particular focus on 126 empirical papers.FindingsThis study shows that most of the research took place in developing countries and focused on the links between SL and workplace spirituality, employee well-being and engagement. It provides a complex research framework which orders previous variables according to their levels. Future research is required that would use a multilevel research approach and determine the impact of SL on society and the leaders themselves, as well as determining the reverse impact of organizational performance on the development of SL.Originality/valueThis study takes advantages of both bibliometric and in-depth content analysis to expand the understanding of the state of the art in SL research. It demonstrates how different factors contribute to SL and how they subsequently influence outcomes. It also offers numerous future research directions which go beyond those identified so far in the literature to further develop the theory of SL.

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Section: Areamentioning

confidence: 99%

A systematic literature review on spiritual leadership: antecedents, mechanism, moderators and outcomes

Piwowar-Sulej,

Iqbal

2024

JOCM

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“…SDT distinguishes between autonomous or self-determination, driven by personal choice and intrinsic interests and controlled motivation influenced by external factors (Deci and Ryan, 1985). Autonomous motivation has been associated with positive outcomes, such as improved performance and greater job satisfaction and overall well-being (Ryan and Deci, 2000;Yang, Yang and Gao, 2020;Haque et al, 2021), while controlled motivation has been linked with adverse outcomes, including reduced efforts, lower job satisfaction, and work-related physical and mental maladies Ryan, 1985, 2000).…”

Section: Theoretical Foundationmentioning

confidence: 99%

“…This importance is attributed to the changing perception of employees, who now perceive their work not only as a source of livelihood but also as an opportunity for personal significance, satisfaction, and creating a positive impact in the world (Frémeaux and Pavageau, 2020;Kubiak, 2022). Consequently, organizations must cultivate a work environment and adopt leadership practices that foster employees' sense of purpose and meaning in their work, as employees' perception of meaningful work is vital for the long-term sustainability of organizations Dik, 2009, 2010;Haque et al, 2021).…”

Section: Introductionmentioning

confidence: 99%

“…Existing research has demonstrated a significant correlation between employees' perception of meaningful work and various positive outcomes, including life satisfaction, a heightened engagement, a sense of accomplishment, a positive self-concept, intrinsic motivation, organizational commitment, and healthy physical, emotional, and psychological stability (Allan et al, 2019;Widodo and Suryosukmono, 2021;You et al, 2021). On the contrary, a lack of meaningful work has been associated with reduced motivation, reduced productivity, suboptimal performance, job dissatisfaction, job burnout, high levels of employee turnover, and physical, emotional, and psychological work-related health conditions, (Bailey et al, 2017(Bailey et al, , 2019Hunsaker, 2019;Haque et al, 2021).…”

Section: Introductionmentioning

confidence: 99%

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Spiritual Leadership and Meaningful Work: The Roles of Intrinsic Motivation and Gender

Udahemuka,

Walumbwa,

Ngoye

2023

ECMLG

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In recent years, many employees have come to view their work not only as a means to earn a living but also as a source of personal fulfillment and purpose. This shift in perception is driven by various factors, including changes in societal values and the human desire to make a difference in the world. As such, organizations with insufficient knowledge of employees’ need for meaningful work suffer reduced performance and productivity, higher employee turnover, and employees’ physical and mental work-related health conditions. Although prior studies have found that spiritual leadership positively and significantly influences employees’ meaningful work, relatively little is known about the underlying mechanism and the condition under which this relationship occurs. This empirical study aims to investigate how and when spiritual leadership relates to employees’ meaningful work focusing on intrinsic motivation as a mediator and employee gender as a moderator using data from employees of public and private commercial banks in Kenya. The study’s cross-sectional design adopted a self-reported data collection approach. The banks were stratified into three tiers: 1, 2, and 3, and 532 questionnaires were distributed to randomly selected respondents from the tiers, and 448 valid responses were received. A semi-structural equation modeling using SmartPLS 4 was used to analyze the data. The results reveal that spiritual leadership, directly and indirectly, impacts meaningful work partially mediated by intrinsic motivation, while gender moderates this relationship. The study contributes to theory by examining intrinsic motivation and gender as the underlying mechanisms of how and when spiritual leadership translates into employees’ meaningful work. Practically, the findings suggest that incorporating spiritual leadership as a potential leader behavior in the banking sector and paying attention to employees’ gender can improve the perception of meaningful work, which has been found to relate to employees’ well-being and positive job outcomes. Implications of our findings and recommendations for future research are further discussed.

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“…We know that the attitudes, behaviors, and values of the leaders directly affect employees' sense of calling and membership which further facilitates their altruism and conscientiousness behaviors (Chen and Yang, 2012). Other studies in the literature also advocated that SPL resulted in positive outcomes including employees' innovative work behavior (Hunsaker, 2022), work-unit productivity (Haque et al , 2021), creation and maintenance of a sustainable workplace (Samul, 2020), and employees' spiritual well-being (Bayighomog and Arasli, 2022).…”

Section: Importance Of Spirituality and Spiritual Leadership In Organ...mentioning

confidence: 99%

Sustainable recovery for people and the planet through spirituality-induced connectedness in the hospitality and tourism industry

Rezapouraghdam

Karatepe

Enea

2022

JHTI

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PurposeThis paper aims to propose a conceptual model which can be used in tourism and hospitality organizations to nurture human behavior change in favor of people and the planet's well-being.Design/methodology/approachA detailed review of the relevant theories and previous studies was conducted in this study.FindingsEight propositions have emerged in this research illustrating the mechanisms through which spiritual leadership within organizations can lead to a sustainable recovery of people and the planet during and post-pandemic era.Practical implicationsIn line with the United Nation's agenda for sustainable development goals, this paper provides important insights for managers, policymakers, and practitioners on a soft transition toward sustainable business practices as an attempt toward the social, environmental, and economic prosperity for people and the planet.Originality/valueThis research is one of the few studies exploring the contribution of spiritual leadership in tourism and hospitality organizations to the well-being of people and the planet.

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Spiritual Leadership and Unit Productivity: Does Psychological Need Mediate the Relationship between Spiritual Leadership and Unit Productivity?

Cited by 7 publications

References 49 publications

A systematic literature review on spiritual leadership: antecedents, mechanism, moderators and outcomes

A systematic literature review on spiritual leadership: antecedents, mechanism, moderators and outcomes

Spiritual Leadership and Meaningful Work: The Roles of Intrinsic Motivation and Gender

Sustainable recovery for people and the planet through spirituality-induced connectedness in the hospitality and tourism industry

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