The role of spirituality in the organization is a rapidly growing area of interest in management literature and conferences. This resulted in a call for more scientific inquiry into workplace spirituality. However, progress with empirical research on spirituality in organizations seems to be hampered by a lack of construct clarity. Whilst the construct of workplace spirituality is being clarified, spirituality can be approximated and operationalized through one of its major elements, meaning in life. Much knowledge and insights can be gained in the role and relationships of spirituality in organizations through this approach. One such postulated relationship with spirituality (meaning in life) is wellness. This postulation is based mainly on the results from research studies that consistently show relationships between meaning in life and psychological well‐being. As work is also an element of wellness, potential relationships between meaning in life and various aspects of work wellness are explored and conceptualized. This paper explores work‐wellness from a spiritual framework through the construct of meaning in life by focusing on the contribution that a person's sense of meaning in life can play to improve work‐wellness and wellness in general. A research agenda is developed of postulated relationships of meaning in life with various work wellness related constructs. Thirteen research propositions are proposed to provide direction for the empirical inquiry into workplace spirituality.

In order to obtain an improved understanding of behaviour at work, employees should be studied from physical, psychological, and spiritual dimensions. Although the physical and psychological dimensions of individuals at work have been studied extensively, the spiritual dimension has been neglected for many years. The objective of the current research was to determine the relationship between workplace spirituality and a positive attitude related to work, that is, job satisfaction. A cross-sectional study was conducted with a sample of 600 white-collar workers, chosen from two organizations in different industries in South Africa. The research results indicate that there is a positive relationship between workplace spirituality and job satisfaction. These fi ndings deepen the understanding of personal spirituality, organizational spirituality, and job satisfaction. They bring new insights into the signifi cant role which spirituality plays in the context of the workplace. To survive in the 21st century, organizations need to be spiritually based. This, in turn, will lead to workers being satisfi ed with their entire work experience.

Orientation: The COVID-19 pandemic has forced millions of employees to work from home as governments implemented lockdowns.Research purpose: This study examined the impact of working exclusively from home on employee engagement and experience, and determined beneficial and distracting factors.Motivation for the study: Remote working trends have risen steeply since the onset of COVID-19 and are unlikely to taper off soon. Organisations need to understand the impact of remote work when reconsidering working arrangements.Research approach/design and method: A dual-approach qualitative design was followed. The sample comprised 25 employees (N = 25) who were forced to work exclusively from home during COVID-19. Data were collected through semi-structured interviews.Main findings: Working from home for protracted periods rendered paradoxical outcomes. Employees could work effectively with improved employee engagement and experience, but there were challenges rendering adverse effects. The experienced benefits of working from home created expectations that this practice would continue in future, along with some office work.Practical/managerial implications: Organisations need to continue, though not exclusively, with work-from-home arrangements. The ideal ratio of remote work to office work was seen as two to three days per week. However, support and cultural practices would have to be put in place.Contribution/value-add: The COVID-19 lockdown provided a unique environment to study remote work. For the first time, employees and organisations were placed in a situation where they could experience working from home in a stark and compulsory form, devoid of idealistic fantasies or romanticism.

Investigations into the construct of meaning in life is an important focus area of psychological research. Research has consistently shown a sense of meaning in life to be a significant correlate of mental health and well-being. Most of this research on meaning in life is conducted worldwide with instruments developed in North America. However, inter-cultural measurement of psychological constructs is a concern, as psychometric instruments in one culture are not necessarily transferable to different cultures. In this case study, we examine whether the Life Regard Index (LRI), developed in the USA and a popular scale for measuring meaning in life, is transferable to a sample from South Africa. The results confirm the construct validity of the LRI, but indicate that the LRl's factor structure has changed and two of the original 28 items were not part of the covariance structure. From these results, we conclude that the LRI is transferable to the South African sample, but not irrespectively and without adjustments. It should be used as a one-dimensional instrument with only 26 items before applying it to the South African sample. The study provides evidence that LRI, which was developed in the USA and became a popular instrument for measuring meaning in life, cannot be transferred indiscriminately to a South African sample. This insight contributes to the quality of future research studies in South Africa, not only on the important aspect of life meaning, but also when applying other psychometric instruments developed elsewhere. One of the most prominent perspectives on meaning in life is that of Frankl (1959Frankl ( , 1984. He describes meaning in life as having found a reason for living and a feeling or experience that one's life is of significance. In Frankl's view, meaning in life refers to a sense of being committed to, and fulfilling, a higher purpose in life. This purposefulness provides one with a reason for living (the term purpose is often used as a synonym for meaning). It makes life more than just a survival quest, but rather an experience of one's life as having made or being able to make a difference in the world.Meaning in life has been researched empirically for more than 40 years in the fields of psychology and psychiatry and lately also organizational behaviour (De Klerk, 2005). Crumbaugh and Maholick (1964) were the first researchers to adopt a psychometric approach to measuring meaning in life as defined by Frankl with their Purpose in Life Test, revised and updated by Crumbaugh (1968). Battista and Almond (1973) developed the Life Regard Index (LRI) to measure the degree to which meaning in life is sought and fulfilled. Subsequently, several instruments followed, such as the Life Attitude Profile (Research on meaning in life has focused mainly on the relationship between meaning in life and aspects of personality and psychological well-being. Studies have consistently shown correlations between meaning in life and positive life affects such as internal locus

Orientation: With many organisations vying for the same talent, it is important to ensure that the correct methods are utilised in identifying and attracting the best talent to an organisation.Research purpose: This research investigates the impact of social media on the recruitment process in South Africa.Motivation for the study: As the competition for qualified talent increases, organisations need to understand where to focus their resources to attract the best talent possible. The use of social media is growing daily and its use in the recruitment process seems to have grown exponentially.Research design, approach and method: The sample comprised 12 recruiters, spanning a wide range of industries in South Africa. Semi-structured interviews were conducted and a thematic analysis was utilised to identify themes and subthemes.Main findings: Despite still utilising some traditional methods of recruiting, South African recruiters follow their international counterparts, with LinkedIn being central to their respective recruitment processes. The use of Twitter and Facebook for recruitment was found to be substantially lower in South Africa than elsewhere. Without following a focused approach, the volume of work that emanates from using social media may overwhelm a recruiter.Practical and managerial implications: Recruiters cannot execute effective recruitment without applying social media tools such as LinkedIn. However, training in the optimal use of social media is essential.Contribution: This study indicates that LinkedIn has a major impact on recruitment in South Africa, but that social media is not a panacea for recruitment issues.

Individuals involved in corruption often offer rationalizations to convince themselves and others that they are not corrupt, and that their acts are justified and acceptable. However, to confine the dynamic process of mobilizing rationalizations to this purpose is too restrictive. Drawing on psychoanalytic theory, it is argued that an unconscious urge for rationalizations develops from a need to find psychological restitution and atonement, achieved only through self-convincing beliefs of acquittal. Six unconscious motives are identified as explanations how offenders believe that rationalizations acquit them from guilt, indemnify them, or redeem the corruption. These motives represent metaphorical devils that can spawn corruption in otherwise law-abiding citizens with moral intentions. Conceptualizations bring the unconscious dynamics or rationalized corruption into consciousness, where it can be studied and worked with. This makes an important contribution toward enabling managers to be more in control of rationalized corruption, both in themselves and elsewhere in the organization.

Increasing numbers of people are searching for meaning and spiritual significance in the workplace. Research in the field of psychiatry has consistently shown a sense of meaning in one's life to be an important correlate of mental health and well-being. In this study, we examined the relationships between a person's sense of meaning in life, with life orientation variables, biographic variables, work commitment and work motivation. Through testing six hypotheses, we found significant associations between sense of meaning in life, positive work orientations, career commitment and work motivation. Our findings point to a spiritual source of work motivation and commitment, a more fundamental source than covered in existing motivation theories—commitment and motivation can also be expressions of a sense of meaning in one's life. This study improves understanding of workplace spirituality in practice.

Orientation: Professional workers increasingly have the ability to do their work outside normal working hours, while being away from the workplace or from the comfort of their homes. Advancements in technology have made flexible work arrangements (FWAs) much easier and viable for corporates to consider. Research purpose:Although research mostly confirms the benefits of FWAs, research on the outcomes of FWAs is somewhat inconclusive and sometimes contradicting, both within and across developed and emerging economies.Motivation for the study: It is important to advance our understanding of the use of FWAs and their outcomes so that organisations in emerging economies have a valid basis for considering the implementation of FWAs.Research approach/design and method: This study applied survey-based research to investigate the use and outcome of two of the most common FWAs -flexible working-time hours and telecommuting -amongst software developers in an emerging economy. Main findings:The results indicate that employers in South African software development sector have largely adopted FWAs, and that developers use flexible working arrangements and perceive them to be beneficial for themselves and their organisations. The study results confirm that FWAs do not correlate with fewer working hours but do correlate with increased levels of both engagement and performance.Practical/managerial implications: The findings are important in the light of critical shortage of and the resulting high pressure on software developers. Employers in emerging economies such as South Africa could seriously consider implementing FWAs, can probably do so with confidence and are likely to receive support from their staff. Contribution/value-add:The findings of this study are significant because they confirm that the workplace flexibility provided by FWA is effective, also in a developing economy such as South Africa.