Abstract
The aim of this study is to investigate the direct relationship between spiritual intelligence and work engagement as well as the relationship between work engagement and affective commitment. In addition, this study also aims to examine the role of work engagement as a mediator on the relationship between spiritual intelligence and affective commitment. As there is scarce empirical evidence with regard to the role of work engagement as a mediator, particularly between spiritual intelligence and affective commitment, this study contributes towards enriching this field of study. The study was conducted on a sample of 372 police officers in five states, namely Kuala Lumpur, Selangor, Johor, Sarawak and Sabah. Hypothesis testing was analyzed using PLS-SEM analysis. Results indicated that: (1) three dimensions of spiritual intelligence consisting of critical existential thinking (CET), personal meaning making (PMP) and transcendental awareness (TA) has a positive direct and significant relationship with work engagement; (2) one dimension of spiritual intelligence consisting of conscious state expansion) (CSE) has non-significant relationship with work engagement. (3) Work engagement has a positive and significant direct relationship with affective commitment; (4) Work engagement has a significant role as mediators between the relationship of the three dimensions of spiritual intelligence (CET, PMP and TA) with affective commitment. (5) Work engagement has non-significant role as mediators between the relationships of one dimension of spiritual intelligence (CSE) with affective commitment. Results of this study have proven that work engagement was significant in the role of mediator to influence spiritual intelligence in the relationship with affective commitment. Findings of the study also indicate the importance of spiritual intelligence in influencing loyalty and commitment of the police officers.
Highlights
Green Human Resource Management is defining as the motivations for the employees to promote the sustainable practices and ensure that employee aware and commit on the issue of sustainability (Vij et al, 2013); (Mandip, 2012); (Marhatta and Adhikari, 2013)
According to Yusoff et al (2015) green human resource management (HRM) are related to Work-life balance (WLB) and corporate social responsibility (CSR)
All respondents have emphasized about the benefits by adopting green HRM to organization, employees and all stakeholders while respondent 4 deny its usefulness to the stakeholders
Summary
Green Human Resource Management is defining as the motivations for the employees to promote the sustainable practices and ensure that employee aware and commit on the issue of sustainability (Vij et al, 2013); (Mandip, 2012); (Marhatta and Adhikari, 2013). Understand, appreciates, practices green initiative and maintain its green objective is a way to create green workforce in green HRM in organization (Ahmad, 2015). It means that all employees in HR department must have to understand the “green” practices on their task in human resource department
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