Spiritual leadership and adaptive performance among health workers: the roles of optimism and trust.

Purpose Ensuring employees perform in the public sector is very relevant due to the significant role public sector employees play. Enhance, ensuring that employees are effectively engaged, is a sine qua non for better performance in the service. This can be achieved through an effective leadership style. Nevertheless, the current literature on leadership style and employee engagement is short. Thus, the study fills this gap by examining spiritual leadership (SL) style, employee engagement and performance. The purpose was to find how spiritual leaders enhance employee performance through employee engagement. Design/methodology/approach Using the quantitative approach and convenience sampling, data gathered from 207 employees were analysed using structural equation modelling. Exploratory research design was employed, which focuses on some randomly selected civil service institutions in Ghana. Findings Findings suggest that SL positively impacts employee engagement and employee task performance. This is achieved when leaders exhibit SL characteristics and promote workplace spirituality. Additionally, employee engagement mediates this relationship. Hence, developing a SL style is crucial for effective employee engagement and task performance improvement. Practical implications It shows the role of SL in building engaged employees to perform. Leaders need to exhibit SL characteristics and promote workplace spirituality, particularly within the public sector in developing countries. Originality/value It contributes to the SL literature using Fry’s SL Framework in the human resource management and public leadership literature. There are limited studies of SL in the public sector, especially in developing countries, creating a lacuna in the extant literature. Thus, this is one of the few studies that have looked at this leadership style in the public sector and from a developing country’s perspective, where spirituality is very high.

PurposeThis study aims to determine the effect of mediation on quality of work life (QWL) and job satisfaction in the relationship between spiritual leadership and employee performance conducted on nursing staff of private hospitals in North Sulawesi.Design/methodology/approachThis study focuses on a private hospital in North Sulawesi. The population in this study is all nurses working in three hospitals which became the object of study totaling 292 people. Analysis of structural equation modeling (SEM) is used to test the hypotheses. In this study, the data used are primary data collected by distributing questionnaires. Data were analyzed using qualitative descriptive methods and, the researcher presented data by describing sorted or organized data and documents obtained and scientifically stated.FindingsFirst, spiritual leadership does not directly affect employee performance. Second, quality of worklife as a mediating variable in the relationship between spiritual leadership to employee performance. Given the marked positive coefficient indicates that the higher the spiritual leadership will cause the higher the employee performance if mediated quality of worklife is also higher. Because the direct effect of spiritual leadership to employee performance is insignificant (with positive coefficient), indicate that quality of Worklife as pure moderator, means that spiritual leadership has a relationship to employee performance, only if the employee has the quality of worklife. Third, quality of Worklife as a mediating variable in the relationship between spiritual leadership to employee performance. Given the marked positive coefficient indicates that the higher the spiritual leadership will cause the higher the employee performance if mediated job satisfaction is also higher. Because the direct effect of spiritual leadership to employee performance is insignificant (with positive coefficient), indicate that quality of worklife as pure moderator means that the spiritual leadership has a relationship to employee performance, only if the employee has the quality of worklife.Research limitations/implicationsThe data in this study is still limited to nurses who work in hospitals based on religious foundations and is limited to one city only Manado City North Sulawesi province in Indonesia.Practical implicationsThe implications of the results of this study for the development of science are significant by contributing to the discipline of organizational behavior, human resource management and leadership. For people in particular who need health services, the results of this study provide references in choosing organizations engaged in health services whose standards of service have spiritual leadership values. And the implications of the results of this study have consistency with the findings in this study, that the performance of nurses can be influenced by spiritual leadership from the quality of work-life that includes: opportunities to grow, participate in decision-making, have a sense of pride in work, and conditions of work environment Perceived and experienced by nurses getting better and more positive. Likewise, if the nurse's job satisfaction increases because of the well-paying salary, promotion, work team, supervisor and job it will contribute to the improved performance of the nurse.Originality/valueOriginality for this paper shows mediation effect of quality of worklife and job satisfaction in relationship between spiritual leadership toward employee performance; no previous study has studied comprehensively the mediation effect of quality of worklife and job satisfaction in relationship between spiritual leadership toward employee performance. This research is a case study on nursing staff of private hospital in North Sulawesi, Indonesia.

Human resources are assets that do not have a form because they are in the form of expertise, skills, creativity, and abstract knowledge that a person specifically possesses. Good human resources will further develop the organization and enable it to compete with changing times. This research aims to determine the influence of spiritual leadership and work motivation on job satisfaction; the influence of spiritual leadership and work motivation on employee performance. Job satisfaction can mediate the relationship between spiritual leadership and employee performance, and job satisfaction mediates the relationship between work motivation and employee performance. The population of this study was 118 employees of the Bahrul Maghfiroh Cinta Indonesia Malang Foundation. Sampling used the Proportionate Stratified Random Sampling technique. The sample obtained was 50 respondents. The data analysis used is a validity test, reliability test, classical assumption test, and path. The research results show that (1) spiritual leadership and work motivation have a positive and significant effect on job satisfaction; (2) spiritual leadership and work motivation have a positive and significant effect on job satisfaction; (3) spiritual leadership and work motivation have a positive and significant effect on employee performance; (4) spiritual leadership and work motivation have a positive and significant effect on employee performance; (5) Job Satisfaction has a positive and significant effect on employee performance; (6) job satisfaction cannot mediate the relationship between spiritual leadership and employee performance and (7) job satisfaction cannot mediate the relationship between work motivation and employee performance.

Purpose This research examines the influence of spiritual leadership on the performance of academics at educational institutions as evolving learning organisations in Bangladesh. By examining the many aspects of spiritual leadership, including vision, hope, altruistic love and organisational commitment, this study aims to understand their effects on job performance and the function of work ethics as a mediator. Design/methodology/approach The study used a quantitative research approach and applied Structural Equation Modelling (SEM) in SmartPLS 4.0 to analyse data obtained from a representative sample of 336 academics from various educational institutions in Bangladesh. The use of the SEM technique facilitated the investigation of intricate connections between characteristics of spiritual leadership, work ethics and the performance of academics. Findings The study revealed a robust and significant relationship between spiritual leadership and academic performance. Specifically, the components of spiritual leadership – vision, hope, altruistic love and organisational commitment – positively impacted job performance. In addition, the results demonstrated that work ethics mediate, strengthening the link between spiritual leadership and job performance. Research limitations/implications The scope of this research is confined to educational institutions in Bangladesh, potentially limiting the results’ applicability to other cultural or institutional settings. Subsequent investigations might broaden the range of inquiry to include comparison analyses across other nations or educational frameworks to enhance the model’s validation. Practical implications Integrating spiritual leadership ideas into their leadership practices may improve academic performance, allowing educational leaders and policymakers to improve their effectiveness. By fostering a supportive environment that emphasises vision, hope, altruistic love and organisational commitment, leaders can improve work ethics, job satisfaction and overall performance among academicians. Originality/value This study addresses a gap in the current body of research by presenting empirical data on how spiritual leadership affects the performance of academics in the educational sector of Bangladesh. This statement emphasises the significance of spiritual leadership in meeting the comprehensive needs of academics and emphasises the relevance of professional ethics in improving job performance. This research offers valuable insights for developing leadership practices that promote a supportive and motivating work environment in educational institutions. This research also contributes to the growing literature on leadership and performance, highlighting the intricate interplay between leadership styles, ethical behaviour and employee outcomes.

This study aims to analyze Spiritual Leadership, Employee Resilience, Work Engagement, and Employee Performance, as well as the relationship between them, including the influence of Work Engagement mediation. Hypothesis testing was used to test the influence of Spiritual Leadership and Employee Resilience research on Employee Performance mediated by Work Engagement on employees of State-Owned Banks in East Jakarta City. Since the relationship between variables is explained, a type of correlational research is used. Because the data used is only used once per period, it is cross-sectional and the unit of analysis is an individual, namely an employee of a state-owned bank in East Jakarta City. The results of hypothesis testing show that there are great benefits between Spiritual Leadership and Employee Resilience on Employee Performance, as well as between Spiritual Leadership and Employee Resilience on Work Engagement. However, there was no significant positive effect between Work Engagement on Employee Performance, nor the effect of Work Engagement mediation on the relationship between Spiritual Leadership and Employee Resilience on Employee Performance.

Purpose This study examined the influence of spiritual leadership on employee self-efficacy and the dimensions of knowledge sharing, specifically tacit and explicit, which consequently mediate the relationship between spiritual leadership and employee performance. Design/methodology/approach A total of 615 Islamic financial institution employees were recruited during the study, and structural equation modeling was applied to test the research hypotheses. This study also applies Hayes’s approach to examine the mediator variable’s role. Findings Spiritual leadership vision plays an important role in strengthening employees’ self-efficacy, while faith and altruism fail to enhance employees’ self-efficacy. Furthermore, self-efficacy has a positive effect on influencing employees’ tacit and explicit knowledge sharing. Furthermore, self-efficacy and knowledge sharing partially mediate spiritual leadership and employees’ performance. Research limitations/implications This study applied among Indonesian Islamic bank employees; Future studies should validate other variables and contexts. Practical implications Islamic banks should enhance the employees’ activities that correlate to religious activity to support employees’ knowledge exchange and performance. Originality/value The research outcomes provide insight into enhancing an engaged workforce and proactive measures to increase private and public companies in the financial sector. Peer review The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-10-2024-0867

The purpose of this study is to analyze the influence spiritual leadership and reward toward employee performance with quality of work life and job satisfaction as mediating variable. The object of research in this study is Pasuruan Regency Transportation Office. Data analysis uses the Partial Least Square method with the software of SmartPLS. Data is collected by distibuting questionnaire to all of 86 staff as the respondents. The results show Spiritual leadership does not affect the employee performance; reward has no effect on employee performance; Spiritual leadership does not affect employee performance mediated by the quality of work life; Reward cannot influence employee performance through the quality of work life as a mediating variable; Spiritual leadership does not have an effect on employee performance which is mediated by quality of work life; the indirect effect between reward on employee performance through mediating job satisfaction is significant; The quality of work life has insignificant effect on employee performance; Job satisfaction has a positive and significant effect on employee performance. The results give significant implications on practice and literature on the influence of spiritual leadership and reward on performance. This research provides information that can be used as a guideline for the Pasuruan Communication Office to increase employee satisfaction and performance

Spiritual leadership is considered a crucial factor in shaping a positive organizational culture, while a toxic workplace can have negative impacts on employee well-being and performance. This study aims to investigate the influence of spiritual leadership and a toxic workplace on employee performance with the mediation of organizational climate in the Health Office of South Bengkulu. The research utilized purposive sampling with 112 respondents, consisting of medical and staff personnel in the Health Office of South Bengkulu, employing SEM-PLS as the data analysis method. The findings of this study indicate that spiritual leadership, a toxic workplace, and organizational climate have a positive and significant impact on employee performance. Additionally, organizational climate can mediate the relationship between spiritual leadership, a toxic workplace, and employee performance. The practical implications of these findings can assist organizations, particularly the Health Office of South Bengkulu, in developing more effective management strategies to enhance employee well-being and performance.

The goal of this research is to examine how the environment affects things. Employ physical and spiritual leadership to influence staff performance, whether directly or indirectly, by fostering a sense of contentment working at the People's Credit Bank (BPR) BKK Jateng Pemalang. All of the study participants were workers at BPR BKK Jateng Pemalang, totaling 51 individuals. The engineering used census or sample saturation to collect the sample, and the number of samples used was 51. Primary data, gathered using a questionnaire data collecting technique, served as the data source. The analysis method used was Partial Least Square. According to the study's findings, spiritual leadership and environment Work physique have a beneficial and substantial impact on employee performance, while satisfaction Work has a beneficial and significant impact on environment Work physique and spiritual leadership. The mediation test results demonstrate that satisfaction Work can mediate the influence of environment Work physique and spiritual leadership on employee performance. Keywords: Environment Work Physical , Spiritual Leadership , Satisfaction Employee Work and Performance

Employee performance has many factors that can influence it. This study aims to find out and analyze spiritual leadership and organizational citizenship behavior as factors that affect employee performance. This research method is qualitative through a literature review related to spiritual leadership, organizational citizenship behavior, and employee performance. The study results show that spiritual leadership is a leadership style that can be a factor in determining employee performance. Research findings related to organizational citizenship behavior also impact employee performance because of a sense of belonging to the organization or company where employees work, and spiritual leadership can also influence performance through organizational citizenship behavior. This research contributes to opportunities to improve employee performance by applying spiritual leadership styles and organizational citizenship behavior so that future researchers can use and develop research models

This research endevors to investigate the interrelationships among spiritual leadership (SL), affective commitment (AC) and employee performance (EP) in the Egyptian hotel industry. Employing a quantitative research approach, the study distributed self-administered surveys to a randomly chosen group of employees. Analyzing 623 valid survey responses using structural equation modelling (SEM), the research revealed significant positive correlations between SL and both EP and AC, with AC also showing a noteworthy positive effect on EP. Moreover, the study found that AC acts as a mediator in the relationship between SL and EP.

This research was conducted with the aim of examining and explaining the influence of spiritual leadership, workplace spirituality on employee performance and examining and explaining the role of spirituality in the workplace as a mediation for the influence of spiritual leadership on employee performance. This type of research is a quantitative approach with this type of explanatory research. The population in the study were all employees of the Kendari Class II Correctional Center, totaling 61 employees not including the leadership. The sampling technique was carried out by means of a census, meaning that the object of research was all the employees of the Kendari Class II Correctional Center. Analysis using structural equation modeling (SEM) using the SmartPLS version 3.2 program package. The results showed that spiritual leadership had a significant positive effect on employee performance. Spiritual leadership has a significant positive effect on spirituality in the workplace. Spirituality in the workplace has a significant positive effect on employee performance and Spirituality in the workplace plays a role in mediating the influence of spiritual leadership on employee performance.

The study examined the influence of leaders’ spiritual values on the willingness of employees to help each other to perform better on the job and the extent to which individual and organisational factors, such as thriving at work and ethical climate mediates and moderates the relationship, respectively. We employed quantitative approach to collect data from health workers and used the partial least squares structural equation modelling (PLS -SEM) technique to test the hypotheses in the study. The study established that leaders’ use of spiritual values influence the helping behaviour of health workers. Also, health workers’ thriving at work mediates the relationship between spiritual leadership and their helping behaviours. However, the ethical climate in the workplace does not moderate the relationships between spiritual leadership and health workers’ helping behaviours. Organizations should provide trainings programs to nurture and build leaders’ spiritual values as well their ability to develop and meet health workers’ spiritual values. It is also imperative for organizations to improve health workers’ helping behavior through programs or activities on building their motivation and confidence to thrive at work. We offer a more nuanced understanding of employees’ helping behaviour by incorporating critical individual and organisational boundary conditions through which leaders could use spiritual values to further drive employees (health workers) to support each other in attaining organisational goals (quality health care).

Spiritual leadership encompasses the values, attitudes, and behaviors required to intrinsically motivate oneself and others; thus, both leaders and followers experience spiritual well-being. This, in turn, enhances organizational commitment and productivity. This study aims to determine the influence of spiritual leadership on employee performance through organizational commitment as an intervening variable at the administrative office of Andi Jemma Masamba Airport. This research employs both quantitative and qualitative methods. It begins with the collection and analysis of quantitative data, followed by the collection and analysis of qualitative data to further explain or develop the quantitative findings. Primary data were collected through questionnaires distributed to 31 employees and analyzed using the SMART PLS version 4.1.0.4 application. The results of the study indicate that spiritual leadership has a positive and significant effect on organizational commitment, with a coefficient value of 0.753 and a p-value of 0.000 < 0.05. Spiritual leadership also has a positive and significant effect on employee performance, with a coefficient value of 0.406 and a p-value of 0.026 < 0.05. Furthermore, spiritual leadership positively and significantly affects employee performance through organizational commitment as an intervening variable, with a coefficient value of 0.344 and a p-value of 0.024 < 0.05. Organizational commitment itself has a positive and significant effect on employee performance, with a coefficient value of 0.457 and a p-value of 0.019 < 0.05. These findings provide empirical evidence that spiritual leadership and organizational commitment positively and significantly enhance employee performance.

Research Aims: This study aims to examine the influence of spiritual leadership and religious leadership on employee performance, with organizational justice as a mediating variable among Solo Peduli employees. Design/methodology/approach: The population in this study consists of a portion of Solo Peduli employees. The data collection technique used is a questionnaire. Data analysis is conducted using a descriptive method with a quantitative approach and processed using SmartPLS.his study employs a quantitative approach with a descriptive method. Data is collected through questionnaires and analyzed using SmartPLS. Research Findings: 1) Spiritual leadership has a significant and positive effect on employee performance. 2) Religious leadership has no effect on employee performance. 3) Organizational justice has a significant and positive effect on employee performance. 4) Organizational justice does not significantly mediate the influence of religious leadership on employee performance. Theoretical Contribution/Originality: This study contributes to the understanding of how spiritual leadership and religious leadership influence employee performance, emphasizing the role of organizational justice as a mediating variable in enhancing employee performance at Solo Peduli. Keywords: Spiritual Leadership, Religious Leadership, Employee Performance, Organizational Justice.