Examining the relationship between spiritual leadership (SL), workplace spirituality (WPS), and teacher agility is the goal of this study. The research sample was teachers at senior high schools and vocational high schools under the auspices of the Yohanes Gabriel Foundation, Surabaya Diocese which operates in Madiun City, totaling 50 teachers. The data collection technique uses two methods, namely distributing questionnaires directly and using an online survey via Google Forms. Two methodologies were used in the data analysis procedure to achieve the research objectives: descriptive statistics and inferential data analysis SEM-PLS. The results of the hypothesis test indicate that there is a positive and significant relationship between WPS and teacher agility and a positive and significant relationship between SL and WPS. The novelty of this research is the role of WPS in perfectly mediating the link between SL and teacher agility. The results of this study have consequences for educational institutions that want to improve their spiritual leadership practices to create a more spiritual workplace, which will increase the adaptability of their teachers.

This study explores the effects of internal marketing strategies on job satisfaction among employees in Islamic banks in Sabah, Malaysia. Internal marketing, which emphasizes treating employees as internal customers, plays a vital role in improving motivation, communication, and organizational commitment. Given the unique spiritual and ethical environment of Islamic banking, this research investigates how internal marketing practices such as internal communication, empowerment, reward systems, and leadership support influence job satisfaction. Using a qualitative approach, data were collected through semi-structured interviews with 15 employees across three major Islamic banks in Sabah. Thematic analysis revealed four main themes: (1) trust and communication alignment, (2) empowerment and career growth, (3) organizational justice through Shariah-compliant leadership, and (4) workplace spirituality and meaning. The study concludes that internal marketing enhances employee satisfaction when aligned with Islamic values and ethical management. Recommendations are provided for improving internal communication systems and leadership training in Islamic financial institutions.

Purpose Amid growing global concern for the psychological sustainability of healthcare professionals (HCPs), this study investigates the role of Workplace Spirituality (WOPS) as a soft total quality management (TQM) practice in enhancing employee wellbeing. Grounded in conservation of resources (COR) theory, WOPS is conceptualized as an organizational resource caravan that shapes emotional labour strategies specifically, surface acting, deep acting and genuine acting as mediators of wellbeing. Design/methodology/approach A cross-sectional survey design was employed, utilizing data from 555 healthcare professionals working in private healthcare institutions in India. Validated, multi-dimensional instruments were used to measure WOPS, emotional labour strategies and employee wellbeing. The conceptual model was empirically tested using partial least squares structural equation modelling (PLS-SEM) to examine direct and mediated effects. Findings The results provide robust empirical support for WOPS as a dual-pathway enhancer of wellbeing: directly through meaning-making and indirectly through emotional regulation. Specifically, genuine acting emerged as a significant positive mediator, indicating its resource-preserving and authenticity-enhancing function. In contrast, surface acting negatively mediated the relationship, reflecting its resource-depleting and dissonance-inducing nature. Deep acting was not a significant mediator, suggesting its limited adaptive value within high-intensity caregiving roles. Research limitations/implications Theoretically, this study advances COR theory by conceptualizing emotional labour strategies as asymmetrical mediators, where surface acting depletes, and genuine acting replenishes, psychological resources. Practically, it provides actionable guidance for healthcare leaders and HR professionals aiming to embed meaning-driven, value-oriented HRM practices that bolster emotional regulation and promote sustainable employee wellbeing. However, the cross-sectional design limits causal inference, and the exclusive focus on private healthcare professionals in India may restrict generalizability to public or cross-cultural contexts. Future research should adopt longitudinal, multi-level and cross-cultural methodologies to capture the evolving nexus between organizational spirituality, emotional regulation and wellbeing across settings and time. Originality/value This study uniquely positions WOPS as a soft-TQM practice and redefines emotional labour as an organizationally shaped response rather than a solely individual burden. It introduces genuine acting as a critical yet underexplored emotional labour mechanism and expands the geographical scope of workplace spirituality research into the Indian healthcare context.

Reframing workplace spirituality: A critical inquiry through Cummings' dimensions.

Numerous studies emphasize the significance of workplace spirituality, yet few explore its antecedents (Dubey & Bedi, 2023; Pawar, 2024). This study examines the Big Five personality traits are a new antecedent of workplace spirituality and its mediating role in work engagement. Data were collected from 489 employees across three Thai organizations implementing the Mindfulness in Organizations (MIO) intervention. Findings revealed significant positive relationships between all Big Five traits and workplace spirituality. Workplace spirituality fully mediated the relationships between conscientiousness, emotional stability and openness to experience, and work engagement while partially mediating extraversion's effect. No significant mediation was found for agreeableness. This research makes theoretical contributions by identifying new antecedents of workplace spirituality. Furthermore, it advances the understanding of work engagement by elucidating the mediating role of workplace spirituality in this relationship. From a managerial perspective, it proposes interventions aimed at enhancing talent acquisition, talent development, and employee engagement.

This study investigates how individual and workplace spirituality contribute to meaningful work through Person– Organization (P–O) spirituality. Drawing on P–O fit theory and workplace spirituality literature, this study proposes that spiritual value congruence enhances employees' perception of meaningful work. Using survey data from 404 full-time employees across diverse industries in Vietnam, the structural equation modeling (SEM) is applied to test the hypotheses. The findings confirm that both individual spirituality and workplace spirituality significantly predict perceived P–O spirituality fit, which in turn strongly influences meaningful work. The study highlights the mediating role of spiritual alignment and underscores its importance in collectivist cultures. Theoretically, this research extends P–O fit literature by integrating spiritual values within a non-Western framework. Practically, it provides actionable strategies for organizations to enhance employee engagement through inclusive and ethically spiritual practices. Limitations and directions for future research, including cross-cultural comparisons and longitudinal designs, are also discussed.

Based on a longitudinal research design, this study explored how workplace spirituality promotes green behavior among employees of the Indian hospitality industry. It also investigated the mediating effect of gratitude (at the level of emotion), altruism (at the level of attitude), and pro-social behavior (at the level of behavior). A sample of 390 employees working in Indian hotels and restaurants was collected using a longitudinal research design. The linkage between workplace spirituality (swadharma, authenticity, sense of community, and lokasangraha (other’s orientation)) and employees’ green behavior was investigated using correlation and regression analysis. The parallel mediating effect was examined using PROCESS macro. The results revealed a positive association between four dimensions of workplace spirituality and employees’ green behavior. The regression model suggested that four dimensions of workplace spirituality explained 48.08% variation in employees’ green workplace behavior. The results also reported parallel mediating effects of all three mediators proposed in the study. Based on the results, theoretical and practical implications are also discussed.

Background Teachers’ mental health and interpersonal trust are critical for fostering a positive educational environment. Workplace spirituality and organizational justice are increasingly recognized as important factors influencing these outcomes, yet their specific impacts remain underexplored in educational settings. Objective This study examines the effects of workplace spirituality and organizational justice on teachers’ interpersonal trust and mental health, with a focus on the mediating role of interpersonal trust. Methods Structural Equation Modeling (SEM) was employed to analyze the relationships between workplace spirituality, organizational justice, interpersonal trust, and mental health. Data were collected from teachers and analyzed to determine the direct and indirect effects of the variables. Results The analysis revealed significant positive effects of workplace spirituality on interpersonal trust and mental health, as well as organizational justice on interpersonal trust and mental health. Interpersonal trust mediated the relationship between workplace spirituality, organizational justice, and mental health. The model explained 56.8% of the variance in interpersonal trust and 67.1% of the variance in mental health. Conclusions Fostering workplace spirituality and organizational justice is essential for enhancing teachers’ interpersonal trust and mental health. These findings suggest that school management should design and implement supportive policies and programs to promote these factors. Future research should investigate additional variables influencing teacher well-being and consider diverse educational settings or methodologies.

Using theoretical grounds of social learning and spillover theories, this study empirically tested the leadership model for maximizing the triple bottom line. Personal Spiritual Leadership was taken as a fundamental facilitator to cultivate a spiritual culture that helped improve performance across the triple bottom line. The study hypothesized the impact of personal spiritual leadership on the triple bottom line through the mediation of workplace spirituality. Using cluster sampling, data were collected in two waves with four months of time lag from employees of export-oriented large manufacturing organizations in Sialkot, Pakistan. Results from 304 cases supported the proposed mediation across the triple bottom line. The model's predictive power is more substantial for pro-environmental behavior than employee performance and psychological well-being. Multiple implications were discussed, along with future directions.

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.

Public organizations in South Asia are often portrayed as rigid, hierarchical, and slow to adapt. Yet behind these structures are employees whose willingness to go beyond formal job roles—what scholars term organizational citizenship behavior (OCB)—can make or break the functioning of public service delivery. This study aimed to investigate whether spiritual leadership, a model grounded in vision, hope, and altruistic love, could encourage such discretionary behaviors among the Pakistani public sector. Drawing on spiritual leadership theory and social exchange theory, the research proposed that two mechanisms—Islamic work ethics (IWE) and workplace spirituality (WS)—explain how leaders inspire employees’ citizenship behaviors. Data were collected from 386 employees across four major government organizations: the Federal Board of Revenue (FBR), the Excise and Taxation Department, Lahore Development Authority (LDA), and the National Database and Registration Authority (NADRA). Using Hayes’ PROCESS Macro in SPSS, a parallel mediation model was tested. Results showed that spiritual leadership significantly predicted OCB both directly and indirectly. IWE and WS each mediated the relationship, with WS emerging as a slightly stronger channel. These findings suggest that employees reciprocate leaders’ spiritual qualities not only through adherence to ethical norms but also through a deeper sense of meaning and community at work. The study contributes to theory by contextualizing spiritual leadership within Islamic cultural settings and public administration, and it highlights practical steps for fostering leadership that builds both ethical and spiritual capital.

Leadership Outcomes through the Lens of Workplace Spirituality and Character Development

Achieving employee mental health through HR practices, spirituality and justice: Empirical findings from Saudi Arabian health sector using PLS-SEM approach.

This study examines Bhakti marga, the devotional path in Hinduism characterized by deep immersion and complete submission to the divine. The research focuses on the Prema-margi branch of Bhakti, which emphasizes love-based devotion to deities with form, contrasting with the knowledge-based Gyan-margi tradition. This paper demonstrates how Bhakti traditions foster community engagement, compassion and emotional transformation through participatory devotional activities that transcend social boundaries. This has significant implications for management practices through service-oriented leadership models and emotional intelligence frameworks derived from various bhavas. The tradition's emphasis on ego dissolution, selfless service and authentic devotion provides valuable insights for an ethical living at both the individual and leadership levels.

This study aimed to explore the mediating effect of resilience on the relationship between workplace spirituality and organizational commitment among social workers. Participants included social workers employed in welfare facilities in the Daegu and Gyeongbuk regions. Data were collected via a survey, with 217 out of 225 responses included in the final analysis. SPSS 21.0 and PROCESS Macro model 4 were used for data analysis. The study yielded the following results: First, a high level of workplace spirituality was positively correlated with strong organizational commitment. Second, workplace spirituality was significantly associated with resilience. Third, greater resilience was linked to stronger organizational commitment. Additionally, resilience was found to partially mediate the relationship between workplace spirituality and organizational commitment. Based on these findings, the study offers insights for enhancing resilience and organizational commitment through workplace spirituality among social workers and suggests directions for future research.

Workplace Spirituality Among Chemists and Pharmacists from Erbil City as a Predictor of Their Workplace Attitudes

Organisational success is fundamentally anchored in its workforce’s positive mindset and intentions. Just as a tree cannot flourish when disconnected from its roots, an organisation devoid of employees’ positivity and commitment is unlikely to sustain efficiency or achieve meaningful performance outcomes. Thus, the study aimed to measure the impact of work spirituality on workplace productivity, with the mediating role of workplace culture. A sample of 310 respondents was collected from the faculty of private higher education institutions of Punjab region (India). The confirmatory factor analysis and structural equation model found that all the constructs of workplace spirituality (meaningful work, sense of community and alignment with organisational value) directly impacted workplace productivity. Whereas, the workplace culture achieved partial mediation in between the spirituality and productivity variables. The study highlighted that effectively managing employees’ psychological well-being and emotional states is crucial for fostering a positive and productive work environment, significantly enhancing overall workplace quality. The study also recommended that leadership in educational institutions should focus on integrating spiritual values into HR practices and institutional policies to support employee wellbeing, collaboration, and alignment with institutional goals.

Background/Problem: Lecturers at public universities in East Java, Indonesia, often face toxic workplace dynamics such as negative workplace gossip and narcissistic leadership. These behaviors are associated with emotional fatigue, distrust, knowledge hiding, and behavioral cynicism. However, the potential buffering role of workplace spirituality in such environments remains underexplored.Objective/Purpose: This study investigates the influence of negative workplace gossip and narcissistic leadership on behavioral cynicism and knowledge hiding, while also examining the moderating role of workplace spirituality.Design and Methodology: A total of 257 lecturers from the faculty of economics and business at public universities in East Java participated in the study. Data were collected using structured questionnaires and analyzed using structural equation modeling (SEM).Results: Negative workplace gossip significantly affects behavioral cynicism (β = .32, p = .00) and knowledge hiding (β = .18, p = .02). Narcissistic leadership positively influences behavioral cynicism (β = .21, p = .00) and knowledge hiding (β = .26, p = .01). Workplace spirituality moderates the impact of gossip on behavioral cynicism (β = −.17, p = .03) and knowledge hiding (β = −.13, p = .04), and also moderates the effect of narcissistic leadership on both behavioral cynicism (β = −.22, p = .00) and knowledge hiding (β = −.23, p = .03).Conclusion and Implications: The findings underscore the value of structured interventions that enhance workplace spirituality through behavioral approaches such as mindfulness training, reflective practice sessions, and prosocial behavior programs to reduce cynicism, discourage knowledge hiding, and strengthen openness, trust, and collaboration. This study contributes novel insights into how workplace spirituality can buffer the negative effects of narcissistic leadership and negative workplace gossip on behavioral cynicism and knowledge hiding in higher education institutions.

ABSTRACT The ever-rising pollution levels and their detrimental effects have compelled organizations across the globe to prioritize sustainability and nature conservation by reducing the environmental impact of their operations so that they can contribute to a healthier and sustainable future for everyone. The current research helps expand the horizon of strategic environmental interventions at the individual and group levels to implement corporate sustainable development efforts in the tourism industry. The study tested the association of perceived co-worker support towards the environment and corporate sustainable development, utilizing the serial mediating mechanisms of workplace spirituality and green crafting behaviours. Data was gathered from a sample of 241 frontline hotel employees from the UK and analyzed through structural equation modelling techniques using PLS-SEM software. Study findings reveal that perceived coworker support for the environment significantly impacts corporate sustainable development via workplace spirituality and green crafting behaviours as serial mediators. Psychological empowerment was found to insignificantly moderate the association of perceived co-worker support and workplace spirituality, while moral voice significantly moderated the linkage between green crafting and corporate sustainable development. Grounded in social exchange theory, the study provides important theoretical and practical implications to promote sustainable development in tourism organizations.

This study was conducted at the Regional Human Resources and Development Agency (BKPSDM) of Tanjung Jabung Barat Regency and aims to examine the role of workplace spirituality (WS) on change-oriented organizational citizenship behavior (OCB-CH), mediated by psychological empowerment (PE). This is a quantitative study, with the population comprising all 91 employees of BKPSDM Tanjung Jabung Barat Regency. The sampling method used in this research is total sampling. Data analysis was carried out using the Structural Equation Modeling (SEM) method with a Partial Least Squares (PLS) approach. The results of the study indicate that WS has a significant positive effect on OCB-CH, WS has a significant positive effect on PE, PE has a significant positive effect on OCB-CH, and WS, through PE, has a significant positive effect on enhancing OCB-CH.