Although humility is a hallmark of many beloved and respected leaders, yet little is known about the impact of humble leadership on employee job performance. Drawing on social exchange theory and attribution theory, the current study suggests a moderated mediation model to elucidate how and when humble leadership encourages follower job performance. Analyses of multilevel, multisource data from 204 subordinates and 68 supervisors showed that humble leadership and employee job performance via supervisor–subordinate guanxi is moderated by perceived leader integrity, such (...) that the indirect and positive relationship between humble leadership and employee job performance via supervisor–subordinate guanxi would be strengthened when perceived leader integrity is high rather than low. Theoretical and practical implications as well as limitations and future directions are discussed. (shrink)

In order to improve our understanding of whether and how spiritual leadership promotes positive work-family outcomes from a resource perspective, this study proposed and tested for the first time a conceptual model incorporating job resources and psychological capital as the mediating factors between spiritual leadership and facilitation. We tested a theoretical model with date obtained from 529 Chinese workers who completed questionnaires in a four-wave survey. The results showed that the relationship between spiritual leadership and work-to-family facilitation was mediated by (...) job resources alone, as well as job resources and psychological capital in sequence. Thus, this research may also pave the way for future spiritual leadership research on follower outcomes in other domains by shifting the present spiritual leadership research focus from work outcomes to personal life. Implications for theory, managerial practices, limitation, and future research were discussed. (shrink)

In the present research, we qualitatively document the process by which spiritual leader and leadership emerge in religion-based organizations. Data from 26 participants in three religion-based organizations revealed three cardinal themes that depict the development of spiritual leader and spiritual leadership, the process of developing a spiritual leader and spiritual leadership, and outcomes of spiritual leader and leadership development. Based on the results, we propose a model that depicts the phases involved in the development of spiritual leader/leadership in the religion-based (...) workplace. These phases are proposed to impact the outcomes for the leader, followers, and the organization. The implications of our results are discussed. (shrink)

Past research suggests that spiritual leadership plays a pivotal role in enhancing employee job performance, yet we have little understanding of how and when spiritual leadership enhances employee job performance. The present study explores how and when spiritual leadership promotes job performance by examining relational energy as a mediator and leader integrity and relational energy differentiation as boundary conditions. We tested the theoretical model with data gathered across three phases over 12 months from 497 employees and their supervisors in 108 (...) groups. Results showed that the positive relationship between spiritual leadership and job performance was mediated by relational energy. Moreover, we found that leader integrity amplified the mediated relationship between spiritual leadership and employee job performance via relational energy. In contrast, relational energy differentiation weakened this mediated relationship. (shrink)

A Thai company organizes a weekly sermon and meditation session for its clients and members. We hypothesized that vipassana meditation's positive effects in work would be manifested in peace of mind, loving kindness, and organizational citizenship behavior, that peace of mind would predict OCB, and that loving kindness would mediate the relationship of peace of mind to OCB. Peace of mind is operationally defined as the experience of inner peace and harmony; loving kindness as the thoughts, words, and acts of (...) kindness extended to all creatures; and OCB as individual behavior that involves courtesy, civic virtue, sportsmanship, conscientiousness, and altruism. We conducted a study among 147 vipassana meditation participants; the results supported the hypotheses. Participants’ peace of mind predicted OCB and loving kindness significantly mediated the peace of mind-OCB relationship. The beneficial effects of vipassana meditation suggest its adoption by organizations to foster efficient functioning. (shrink)

This study via the sensemaking perspective examines whether spiritual leadership can influence employee workplace spirituality and employee corporate social responsibility (CSR) participation. We also examine the joint effects of spiritual leadership and employee Machiavellianism on employee workplace spirituality. Using a sample of 556 employees from four commercial banks in China, analyses demonstrate that employee workplace spirituality mediates the relationship between spiritual leadership and employee CSR participation and that the indirect effect of spiritual leadership on employee CSR participation is dependent on (...) the level of employee Machiavellianism. These results shed light on how and why spiritual leadership and employee Machiavellianism influence employee workplace spirituality and employee CSR participation. The theoretical and practical implications of these finding are discussed along with directions for future research. (shrink)

The article proposes a framework utilizing the Person–Organization fit approach to facilitate spirituality in the workplace. The article argues that spirituality can be described on a continuum varying from low to high at both individual and organizational levels. The interaction of the two continuums is then used to suggest a model to facilitate workplace spirituality. Thus, the approach is to first consider the interaction of person and situation factors and then depending on the compatibility of these two factors, look for (...) specific ways to facilitate spirituality at work. Various suggestions and examples are included to illustrate the practical implementation of our recommendations. (shrink)

Drawing from conservation of resources theory, we theorize that spiritual leadership serves as both a resource to enhance employees’ organizational commitment and a passageway to mitigate the negative effects of work–family conflict. Using primary triadic data from leaders, family employees, and nonfamily employees in 77 family firms, results support our theorizing that organizational commitment is enhanced by spiritual leadership but is decreased by work–family conflict. Contrary to theory, however, spiritual leadership exacerbated the negative effects of work–family conflict. Further analysis reveals (...) that family and nonfamily employees respond differently to leadership and work–family stressors. While spiritual leadership has positive effects for family employees, it has negative effects for nonfamily employees experiencing high work–family conflict. (shrink)

Although there is a significant amount of research on organizational citizenship behavior and its importance to individual and organizational outcomes, relatively little research has explored the process by which such behavior emerges and is established within an organization. Against this backdrop, we combine the perspectives offered by contextualist inquiry and actor–network theory to propose an integrative framework for investigating how organizational citizenship behavior develops in a large, heterogeneous organization. In order to illustrate the framework, we present a detailed case study (...) of recycling at a large university. Like many other organizations, the university does not have a formal organizational structure to address sustainability concerns and the initiatives are therefore mainly voluntary and emerging in nature, and outcomes are, as a consequence, highly uncertain, and fragile. We argue that contextualist inquiry in combination with actor–network theory provides new and important insights into the emergence and establishment of organizational citizenship behaviors, and that outcomes are contingent upon interactions between the context, process, and content of the behaviors in question and the related networks of human and non-human actors. (shrink)

In this article, we will attempt to answer the following question: What is the state of 21 years of scientific production regarding spiritual leadership (SL) in its relationship with organizational commitment (OC)? To accomplish this objective, we used a rigorous bibliometric approach employing two scientific databases: Scopus and Web of Science. Eighty-two articles were identified for the period between 2000 and 2021, but only 52 articles have been appropriate for the analysis. Two software were used for the data analysis: IRAMUTEQ (...) and VOSviewer. This systematic literature review was performed to shed more light on our current understanding and to identify patterns and gaps in previous studies of SL as it relates to OC. The results assert that the literature on the relationship between SL and OC has an important role for individuals and organizations. Theoretically, it highlights grey areas that need to be exploited to enrich the scientific literature, including constructs that will moderate or mediate the relationship between SL and OC. Practically, the research perspectives indicate the significant role that the SL can play in paying attention to the spiritual needs of employees and its positive effects on the organization. The findings have implications for both the employees and the organization. (shrink)

Moral identity and moral dissonance in business ethics have explored tensions relating to moral self-identity and the pressures for identity compartmentalization in the workplace. Yet, the connection between these streams of scholarship, spirituality at work, and business ethics is under-theorized. In this paper, we examine the Quaker tradition to explore how Quakers’ interpret moral identity and negotiate the moral dissonance associated with a divided self in work organizations. Specifically, our study illuminates that while Quakers’ share a tradition-specific conception of “Quaker (...) morality” grounded in Quaker theology and the Quaker testimonies to truth, integrity, peace, equality, and simplicity, they often foreground the pursuit of an undivided self through seeking work that enables an expression of Quaker moral identity, or by resigning from work organizations that do not. In most cases, however, Quakers’ face moral dissonance at work and engage in either identity compartmentalization and draw upon the metaphor of a ‘spiritual journey’ as a form of self-justification, or reframe, compartmentalize and engage in work tasks that are both subjectively moral and meaningful. We present a model that elaborates these negotiation processes and invite further research that examines how the spiritual traditions influence moral identity construction at work. (shrink)