Workplace spirituality: science mapping, themes, and research clusters through bibliometric analysis

This study aimed to establish the degree of correlation of workplace spirituality and work engagement among the faculty of the Senior High School (SHS) of San Beda University–Manila. The correlational design was utilized to ascertain if there is a relationship existing between workplace spirituality (independent variable) and work engagement (dependent variable). The workplace components presented in the study are meaningful work, a sense of community, and alignment with organizational values. Work engagement was studied based on vigor, dedication, and absorption. Data were obtained through questionnaires that were sent to target respondents. The findings of the study established that there is a positive correlation between workplace spirituality and work engagement. The paper concluded with several implications and recommendations that will strengthen the workplace spirituality of faculty members that will benefit both the employee and the organization. The study also provided some suggestions for future researchers that will examine workplace spirituality in other industries.ReferencesNew American Bible. (Revised ed.). (2010). United States Conference of Catholic BishopsAprilia, E. and Katiara, O. (2020). Workplace spirituality and work engagement among High School Teachers in Banda Aceh. Jurnal Psikologi, 19(1), 61-71.Ashmos, D.P. and Duchon, D. (2000). Spirituality at work: a conceptualization and measure. Journal of Management Inquiry, 9(2), 134-145.Aumann, J. (1980). Spiritual Theology. Sheed and Ward.Bella, R. L. F, Quelhas, O. L. G., Ferraz, F. T., & Bezerra, M. J. S. (2018). Workplace spirituality: sustainable work experience from a human factors perspective. Sustainability. 10, 1887. doi:10.3390/su10061887Benedict (1981). In Fry, T., I. Baker, T. Horner, A. Raabe, & M. Sheridan (Eds.) RB1980: The Rule of Saint Benedict in Latin and English with notes. The Liturgical Press. 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Workplace spirituality and organizational commitment: A study on the public schools teachers in Menoufia(Egypt). African Journal of Business Management, 10(10), 247-255. doi: 10.5897/ABJM2016.8031Müller-Stewens, G., Muff, M., & Eberle, T. (2016). The management of Monasteries. Alliance for International Monasticism: English Language Bulletin, 110, 47-57.Petchsawang, P. & Duchon, D. (2009). Measuring workplace spirituality in an Asian context. Human Resource Development International, 12(4), 459-468. doi:10.1080/13678860903135912Petchsawang, P. & Duchon, D. (2012). Workplace spirituality, meditation, and work performance. Journal of Management, Spirituality & Religion, 9(2), 189-208. doi:10.1080/14766086.2012.688623Pokhariyal, G.P. (2020). Importance of Spirituality and Happiness at the Workplace. International Journal on World Peace, 37(3), 65-73.Pradhan, R.K, Jena, L.K, & Soto, C.M. (2017). Workplace Spirituality in Indian Organizations: Constructions of Reliable and Valid Measurement. Business: Theory and Practice, 18, 43-53. https://doi.org/10.3846/btp.2017.005Saks, A. M. (2011). Workplace spirituality and employee engagement. Journal of Management, Spirituality & Religion, 8, 317-340.Saks, A. M., & Gruman, J. A. (2014). What Do We Really Know About Employee Engagement? Human Resource Development Quarterly, 25(2), 155–182. https://doi.org/10.1002/hrdq.21187Schaufeli, W.B., Salanova, M., Gonzalez-Roma. V. & Bakker, A.B. (2002). The measurement of engagement and burnout and: A confirmative analytic approach. Journal of Happiness Studies, 3,71-92.Schaufeli, W.B. & Bakker, A.B. (2003). The Utrecht Work Engagement Scale (UWES). Test manual. Utrecht University, Department of Social and Organizational Psychology.Sheng, C.W. & Chen, M.C. (2012). Workplace Spirituality scale design – the view of oriental culture. Business and Management Research, 1(4), 46-62. https://doi.org/10.5430/bmr.v1n4p46Swanepoel, H. & van der Walt, F. (2015). The relationship between workplace spirituality and work-related attitude. African Journal of Business and Economic Research, 10(1), 95 – 116.

Integrity

The initial public offering (IPO) is one of the most critical events in the lifetime of a young firm. Prior research has shown that firms tend to have successful IPOs if they go public with the endorsement of a prestigious lead underwriter. This paper examines the antecedents to receiving endorsement by a prestigious underwriter and links this to the experience base of a firm's upper echelon. We theorize that the amount and type of upper echelon experience serve as important symbols of a young firm's legitimacy to critical outsiders. We introduce a typology of upper echelon experience that distinguishes between upper echelon upstream, horizontal, and downstream employment-based affiliations and suggest that these different types of upper echelon affiliations allay different types of endorser concerns regarding firm legitimacy, affecting the endorsement process. Further, we theorize that the relationships between upper echelon experience and investment bank prestige will be moderated by technological uncertainty. We test our assertions on a comprehensive sample of public and private biotechnology firms that were founded between 1961 and 1994 and that went public between 1979 and 1996. Analyses of the five-year career histories of the over 3,200 executives and directors that make up the upper echelons of these firms show that firms with upper echelons with affiliations with prominent downstream organizations (i.e., pharmaceutical and/or healthcare companies) and with prominent horizontal organizations (i.e., biotechnology companies) are more likely to attract the endorsement of a prestigious investment bank. We also find that the greater the range of upper echelon affiliations across the categories of upstream, horizontal, and downstream affiliations, the more prestigious the firm's lead underwriter. We also find that these latter results are moderated by technological uncertainty. The present research has implications for the study of organizational legitimacy, interorganizational endorsements, and entrepreneurship.

The popular and professional press is filled with discussions of major changes on the organizational landscape, including organizational design experiments at entrepreneurial firms as well as at major corporations, the slashing of corporate staffs, the downsizing, delayering and revitalization of firms, the emerging electronic organization, mergers and acquisitions, failures of high reliability organizations, and time-based competition. Each of these issues has been associated with the redesign of organizations, yet these redesigns seem far removed from academic research, and they do not typically utilize the academic body of knowledge. Although the field has progressed enormously in new methods and insights during a century of research, it seems to us that organization studies have been a source of recurrent disappointment for practitioners and academics alike (Bedian 1989; Cummings 1983; Luthans 1986; Slocum 1984). For example, Miner (1984) analyzed 32 established organizational science theories and concluded that with the exception of theories of motivation there is no relationship between usefulness and validity. Is the field of organization studies irrelevant? Organizations have become the dominant institution on the social landscape. Yet the body of knowledge published in academic journals has practically no audience in business or government. Unlike a field such as economics, research on organizations has not typically focused on problems relevant to business and government organizations, and the real world of organizations has not drawn on the work undertaken by organizational scientists. From colleagues within our field and in allied disciplines, we hear complaints that manuscripts espousing radical ideas, or topics outside the mainstream, are difficult to publish. Reviewers for established journals seem to value papers whose theses are anchored in established theories or that use "legitimate" methods, thus implicitly creating a publication barrier for research that falls outside mainstream topics or methods. Moreover, we observe that scholars with interests in organizations span many disciplines and fields of inquiry such as anthropology, economics, history, information science, communication theory, artificial intelligence, systems theory, psychology, sociology, political science, policy sciences, as well as organization behavior, strategic management and organization theory. We sense that a new discipline of organization science is evolving and we envision that a new journal can become a forum for a discipline defined more broadly. The purpose of this essay is to discuss these issues and the need for reorienting research away from incremental, footnote-on-footnote research as the norm for the field. Although current research approches have made solid contributions, they do not

: If organization theory finds it useful to draw upon some of the ideas that have emerged in cognitive psychology, it will be advantageous to borrow also the terminology used in discussing these ideas. Without working toward a higher level of consistency in terminology than prevails in organization theory today, it will be difficult or impossible to cumulate and assemble into a coherent structure the knowledge we are gaining from individual case studies and experiments. We will be continually reinventing wheels. That is a luxury we cannot afford. The happy band of researchers on organization theory is sufficiently small to be kept fully occupied discovering and verifying the theory just once. (Author) (kr)

یکی از وظایف مدیران و رهبران در هر سازمانی ‌این است که با حفظ و ارتقای سطح خود کارآمدی و اعتمادبه‌نفس کارکنان، حیات سازمانی خود را استمرار بخشند. ‌این مهم زمانی امکان‌پذیر خواهد بود که آن‌ها از عوامل اثرگذار و نیز عوامل تضعیف‌کنندۀ آن مطلع باشند. یکی از مهم‌ترین این عوامل، رهبری اخلاقی است که مورد توجه اندیشمندان عرصۀ مدیریت و سازمان قرارگرفته است. در سازمان‌های آموزشی از جمله دانشگاه‌ها، رهبری اخلاقی و توجه به معنویت تأثیرات بسیاری بر نگرش و ادراک اعضای سازمان و ‌ایجاد و حفظ اعتمادبه‌نفس و خودکارآمدی کارکنان دارد. هدف مطالعۀ حاضر نیز بررسی نقش واسط معنویت سازمانی در رابطۀ بین رهبری اخلاقی و خودکارآمدی کارکنان دانشگاه فردوسی مشهد است. روش پژوهش ماهیتی پیمایشی- کاربردی دارد و جهت جمع‌آوری داده‌ها از پرس‌شنامه استفاده شد و فرضیه‌ها با بهره‌گیری از روش مدل‌سازی معادلات ساختاری مورد آزمون قرار گرفت. نتایج پژوهش نشان می‌دهد، بزرگ‌ترین ضریب هم‌بستگی مربوط به رابطۀ بین خودکارآمدی و معنویت سازمانی (594/0) و کوچک‌ترین ضریب مربوط به رابطۀ رهبری اخلاقی و معنویت سازمانی (546/0) است. همچنین، قوی‌ترین ضریب اثر مربوط به ضریب اثر رهبری اخلاقی و معنویت سازمانی (67/0) و ضعیف‌ترین ضریب به ضریب اثر رهبری اخلاقی بر خودکارآمدی (31/0) مربوط می‌شود که البته معنادار است. با توجه به تأیید اثر رهبری اخلاق‌مدار بر معنویت سازمانی و همچنین، اثر معنویت سازمانی بر خودکارآمدی می‌توان گفت معنویت سازمانی رابطۀ بین رهبری اخلاق‌مدار و خودکارآمدی (اثر غیرمستقیم 355/0) را میانجی‌گری می‌کند.

Introduction Optimal penalties for corporate fraud require that firms face expected penalties equal to the total social costs of the crime. Yet formal courtimposed sanctions for committing fraud often represent a small fraction of the damage produced by the fraud. Sheer and Ho (1989), for example, estimate that the median and mean ratios of criminal fines to the private loss from private fraud were 0.14 and 0.73 in 1988. The corresponding median and mean ratios for government procurement fraud were 0.29 and 1.60. Including criminal restitution raises the median dollar sanction-to-loss ratio for private fraud to 0.84 and for government procurement fraud to 0.68. These ratios are for private parties convicted of fraud. The ratio of the expected court-imposed penalty to the social cost of the fraud is undoubtedly smaller. Particularly when compared to other crimes such as environmental pollution, where the median ratio of criminal fines to private loss is 3.71, the penalty for fraud seems surprisingly low. The perceived underpunishment of corporate frauds has recently affected public policy. Reflecting popular opinion that existing penalties were too low, the US Sentencing Commission – the federal agency responsible for setting the penalty guidelines used by judges – established corporate sentencing guidelines in 1991 that raised median corporate fraud penalties by over twentyfold. This article criticises the conventional wisdom about corporate fraud in two ways. First, we explain that the typical optimal criminal penalty for private corporate fraud is small because the external effects of such frauds are usually small. An increase in criminal penalties for corporate fraud can do more harm than good because it encourages the substitution of criminal penalties for reputation as a mechanism to police fraudulent behaviour.

Scapegoating in Baseball

The Effect of Big Five Personality Traits on Leader Member Exchange and Organization Citizenship Behavior in Khyber Pakhtunkhwa Universities

Article history: Received January 20, 2014 Accepted 5 July 2014 Available online July 14 2014 This paper studies the relationship between workplace Spirituality and Organization Citizenship behavior (OCB) in banks located in province of Sari, Iran. The statistical population of research includes the employees of Sari's Banks including Melli, Ghavamin, Saderat, Keshavarzi, Mellat,Tejarat, Saman, Parsian, Sarmaye, Pasargad and Karafarin. We used a questionnaire with 45 questions as an instrument for collecting research data. The questionnaire was designed based on workplace spirituality (Milliman et al., 2003) [Milliman, J., Czaplewski, A., & Ferguson, J. (2003). Workplace spirituality and employee work attitudes, an exploratory empirical assessment. Journal of Organizational Change Management, 16(4), 426-447.] and organizational citizenship behavior (Podsakoff et al., 1990) [Podsakoff, P., MacKenzie, S., Paine, J., & Bachrach, D. (2000). Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26(3), 513–563.]. Findings show that there was a meaningful relationship between workplace Spirituality and Organization Citizenship behavior. The results also indicated that there was a positive relationship between work spirituality and Organization Citizenship behavior in Sari's Bank. © 2014 Growing Science Ltd. All rights reserved.

EUGENE FAMA and Michael Jensen's treatment of the "Separation of Ownership and Control" is both insightful and informative. It deepens our understanding of corporate control, and the analysis of residual claimants usefully extends the economics of internal organization to include partnerships, mutuals, nonprofits, and the like. The basic argument is this: specialized governance structures arise in response to the efficiency needs of each type of organization. This is an important argument and one with which I broadly concur. They couple this, however, with a strong suggestion that these structures have reached a high degree of refinement-on which account there is not now, if indeed there ever has been, an organization control problem with which scholars and others are legitimately concerned. On this point I have grave doubts. My discussion of the paper addresses three issues: What is the relation, if any, of the hierarchical organization of the firm to economic performance? What relation, if any, does residual claimant status have to the composition and character of the board of directors? And is there now or has there ever been a corporate control problem? I deal with each of these issues in order.

Social and economic activities, like religion, entertainment, education, research, and the production of other goods and services, are carried on by different types of organizations, for example, corporations, proprietorships, partnerships, mutuals and nonprofits. There is competition among organizational forms for survival. The form of organization that survives in an activity is the one that delivers the product demanded by customers at the lowest price while covering costs. The characteristics of residual claims are important both in distinguishing organizations from one another and in explaining the survival of organizational forms in specific activities. This paper develops a set of propositions that explaim the special features of the residual claims of different organizational forms as efficient approaches to controlling agency problems. © M. C. Jensen and E. F. Fama, 1983 Michael C. Jensen, Foundations of Organizational Strategy Chapter 6, Harvard University Press, 1998. Journal of Law & Economics, Vol XXVI (June 1983) This document is available on the Social Science Research Network (SSRN) Electronic Library at: http://papers.ssrn.com/sol3/paper.taf?ABSTRACT_ID=94032 AGENCY PROBLEMS AND RESIDUAL CLAIMS

Any opinions expressed in the chapters are those of the authors. Whilst Emerald makes every effort to ensure the quality and accuracy of its content, Emerald makes no representation implied or otherwise, as to the chapters' suitability and application and disclaims any warranties, express or implied, to their use.

Purpose: This article presents a bibliometric analysis of the global research trends and future research directions of commitment research in early childhood education (ECE) from 1971 to 2023. This study investigates scholarly publications published throughout the past fifty years, employing several analytical methods such as performance analysis, co-citation analysis, bibliographic coupling, and scientific mapping. Design/methodology/approach: The article uses the Scopus database to collect 205 articles related to the topic and applies various bibliometric methods, such as authorship, citation, co-citation, bibliographic coupling, and co-occurrence analysis, to visualize and interpret the data. The article identifies the most influential authors, organizations, countries, journals, and articles in the field and the thematic clusters and patterns of commitment research in ECE. The research utilized VOSviewer as a tool for performing performance analysis and topic grouping. Findings: The year 2021 exhibited the highest level of productivity, as evidenced by the publication of 26 scholarly works. Regarding influence, Rutgers University, located in the United States, emerged as the most influential institution, while the United States emerged as the most impacted country. Similarly, the publication that holds the most significant influence within the field is the “International Journal of Early Childhood,” while the journal that demonstrates the highest level of productivity is the “International Journal of Early Years Education.” Additionally, the article titled “Work process and quality of care in early childhood education: The role of job crafting” has received the most citations. The authors have identified seven theme groups of commitment research in early childhood education. Research limitations/implications: Relevant researches from other databases are not included in the findings because they are restricted to papers indexed in the Scopus database. The analysis might be broadened to incorporate more sources in future study, and longitudinal studies could be used to examine how commitment changes over time in different types of educational settings. Originality/value: An exhaustive bibliometric analysis of fifty years of commitment research in early childhood education is presented in this study. It identifies significant works and thematic clusters, and it offers valuable insights into future research directions that can improve educational practices and policies. This study makes a unique contribution to the field.

This paper examines a question of long standing: How can one obtain operational indexes of inventive and innovative activity and technical change? Specifically, for a sample of fifty-seven pharmaceutical manufacturing firms, we attempt to determine how well a simple count of invention patents serves as a surrogate for two alternative measures of technical change: the number of research and development personnel employed, reflecting inputs into the innovative process, and the value of new product sales, which reflects outputs of the process.