The topic of leadership enjoys unflagging interest among management theorists and practitioners. One of the trends that arose in the 1990s is spiritual leadership. Some authors have pointed out the importance of spiritual leadership is to create a sustainable workplace for employees. Thus, there is a need to present the achievements of academic knowledge in this topic. The aim of the paper is to synthesize research in the emerging spiritual leadership theory and its importance for the creation of a sustainable workplace. This study explores the concept of spiritual leadership and proposes a conceptual model of spiritual leadership within the context of the sustainability of the workplace. The study is based on a literature review and bibliometric analysis of 373 publications from the Scopus database, spanning the period from 1980 to 2019. The findings obtained indicate that the development of the spiritual leadership theory is relevant and applicable to the creation and maintenance of a sustainable workplace for employees.
Leadership phenomenon is characterized by unflagging interest among scientists in the field of management. This is one of the reasons why various theories, concepts and topics of leadership are propounded in literature. The current paper examined the trends of leadership publications, the most common topics of leadership, and whether the research topics have followed a coherent progression. A literature review was conducted in order to understand what has been done until now. Using a bibliometric analysis, the current paper summarized 12,235 publications on leadership from the Web of Science database, spanning the period from 1923 to 2019. The findings obtained indicate growing number of leadership publications and the following research topics: leadership management, leadership performance, leadership model, leaders' behaviors, leaders' personalities and team leadership which are related to each other. Moreover, the results also show a weakening interest in 'hard' aspects of leadership in a 'soft' direction.
Research background: The article presents the problem of youth unemployment from the perspective of employers in Poland exemplified by the research results conducted in Podlaskie province. The unemployment rate of young people in Poland in the age range 15-29, reached 14.2% in 2015. For comparison, at that time the average for the EU was higher by almost two percentage points, and the decline compared to the year 2013 was lower than in Poland. It turns out that higher education in Poland has lost its importance in the process of hiring staff. Employers are increasingly less likely to look at the educational background of candidates, as they focus more on their experience and specific skills. Purpose of the article: The purpose of this article is to present the results of re-search regarding the diagnosis of the situation of young people on the labour market in Poland from the perspective of employers. In particular, there were competency gaps and other reasons for not recruiting young people which have been identified. Methods: Two types of research were carried out with employers from Podlaskie province: quantitative, using CATI/CAWI and qualitative, using the technique of IDI. Quantitative research was carried out on a sample of 346 respondents. A qualitative study was carried out among 16 companies registered in Podlaskie province. Findings & Value added: Among the reasons for not employing young people which were most often mentioned by the entrepreneurs in quantitative research there were financial reasons. During the interviews, employers indicated the reasons for not employing young people such as "lack of appropriate qualifications," "specific skills" or simply "practical preparation for work." Employers were asked about the competence gaps of young people, and they pointed out that they lack experience, initiative and entrepreneurship, as well as learning skills.
Purpose This study examined the effects of vision, calling and membership on organizational commitment and performance in the Asian and European context, which according to our knowledge has not been sufficiently employed previously. Firstly, by drawing on the spiritual leadership concept, the differences between leaders’ spirituality in Poland and Bhutan were examined. Secondly, the relationships between the constructs: vision, calling, membership, organizational commitment and performance of both Polish and Bhutanese managers were studied. Methods This study adopted the spiritual leadership scale proposed by Fry. The data used in this study were gathered through a survey of 194 managers. The confirmatory factor analysis (CFA) and the path coefficient were applied in the study. Results By comparing spiritual dimensions of leadership, the study demonstrated positive and significant relationships between the constructs that influence each other in various ways. The study indicates that the strength of the influence of specific dimensions depends on the perception of their significance for managers due to the cultural context. Conclusion The study contributed to the literature by examining the dimensions of spiritual leadership that are endorsed differently by the Polish and the Bhutanese managers. The findings shed light on the creation of a positive work environment by managers in which employees can feel appreciated and fulfilled.
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