A multilevel model exploring the relationships between individual spirituality, spiritual climate, and nonviolent work behavior

Sarkar, Ayatakshee; Garg, Naval

doi:10.1002/crq.21298

Cited by 13 publications

(11 citation statements)

References 62 publications

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“…The link between workplace spirituality and work engagement is highlighted through trust Gupta & Mikkilineni, 2018). The scholarly gap exists since this subject is still in its infancy, even though much research has shown a statistically significant link between workplace spirituality and positive organizational outcomes Sarkar & Garg, 2021). The literature on workplace spirituality and social exchange theory highlights the potential and positive effects of workplace spirituality experienced by employees in the working place (Sibley et al, 2020).…”

Section: Introductionmentioning

confidence: 99%

Does workplace spirituality influence knowledge-sharing behavior and work engagement in work? Trust as a mediator

Khan¹,

Usman²,

Saeed³

et al. 2022

10.5267/j.msl

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Management scholars view workplace spirituality as the main factor behind building trust among employees and playing a pivotal role in enhancing the organization's positive outcomes, i.e., knowledge sharing behavior & work engagement. Underpinning social exchange theory, we explored the linkage between workplace spirituality, knowledge sharing behavior, and work engagement. We further studied to look at the mediating effect of trust between workplace spirituality and positive outcomes. Data was collected from six private companies, the total number of respondents was (n=196). The study's analysis showed that workplace spirituality substantially positively impacts knowledge sharing behavior and work engagement. Furthermore, the link between workplace spirituality, knowledge sharing behavior, and work engagement is positively and statistically significantly mediated by trust. Thus, this work contributes significantly to the research paradigm by presenting workplace spirituality as a solution for high-rise trust among employees, fostering employee engagement in their work, and improving the capacity of knowledge-sharing behavior. Additionally, at the end of this study, theoretical and managerial suggestions, future avenues, and limitations are stated.

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Section: Introductionmentioning

confidence: 99%

Does workplace spirituality influence knowledge-sharing behavior and work engagement in work? Trust as a mediator

Khan¹,

Usman²,

Saeed³

et al. 2022

10.5267/j.msl

View full text Add to dashboard Cite

show abstract

“…For instance, the spiritual climate positively affected team learning and resulted in team innovative behavior (Pandey et al, 2016(Pandey et al, , 2019. Using the social cognitive theory framework, which underscores the relevance of contexts or environment in the individual's knowledge acquisition and behavioral responses, Sarkar and Garg (2021) explain the role of individual spirituality combined with the spiritual climate of the organization in promoting non-violent workplace behavior.…”

Section: The Moderating Role Of Spiritual Climatementioning

confidence: 99%

“…The author further elaborates that this broadening process builds psychological capital for individuals. The feeling of abundance and appreciation for others fills one with hope, optimism, and resilience (Sarkar and Garg, 2021). Fredrickson also suggests that gratitude develops social capital in various ways.…”

Section: Introductionmentioning

confidence: 99%

Does Gratitude Ensure Workplace Happiness Among University Teachers? Examining the Role of Social and Psychological Capital and Spiritual Climate

et al. 2022

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The study examines the necessity and sufficiency of gratitude for supporting workplace happiness among Indian university teachers. It also explores the mediating effect of psychological capital and social capital in the relationship between gratitude and workplace happiness. The moderating effect of spiritual climate is investigated. A survey of 726 university staff in India was undertaken to examine the relationship between gratitude and workplace happiness. A series of statistical tests involving correlation, multiple regression, and necessary condition analysis was undertaken from the data set. The mediation effect of psychological capital and social capital was investigated using bootstrapping estimates using PROCESS Macro in SPSS. Also, the moderation effect of spiritual climate was explored using PROCESS Macro in SPSS. The results reveal that gratitude is both a sufficient and necessary condition for workplace happiness. It also suggests a significant mediating effect of psychological capital and social capital. Also, a significant effect of spiritual climate amid the relationship between gratitude and workplace happiness is concluded. The study is one of the first studies that explore the relationship between gratitude and workplace happiness. It examines the mechanism through which gratitude influences happiness in the workplace.

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“…The effects of the holistic construct are manifold. This holistic construct not only cultivates one's spiritual attributes (Sarkar and Garg, 2020, 2021); altogether, it affects ethical decision-making (Corner, 2009), moral reasoning (Mayton, 1992), mindful utilization of organization resources (Gandhi, 2013), social responsibilities (Narayan, 2000) and many more. However, the scope of the current paper is an attempt to conceptualize the construct as a rehumanizing response on the face of himsa /violence .…”

Section: Convergence Of the Micro And The Lifeworld In Deconstructing...mentioning

confidence: 99%

Deconstructingahimsaat the workplace: its relevance and significance

Sarkar

2021

SAJBS

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PurposeThis paper aims to conceptualize ahimsa at the workplace as an alternate coping response to negative workplace behaviours. The response strategy aims to impede conflict escalation and transform a hostile situation into a collaborative one.Design/methodology/approachThe conceptualization of the indigenous construct bases upon Bhawuk's methodological suggestion on building psychological models from the scriptures (Bhawuk, 2010, 2017, 2019). The construct ahimsa explicates by synthesizing the micro-world (Bhagawad Gita, BG and Patanjali Yoga Sutras, PYS) and through the lifeworld of Gandhiji.FindingsThe conceptual analysis illustrates the efficacy of ahimsa as an alternate response to negative workplace behaviours. The definition delineates its three core characteristics, i.e. conscious non-violent action, self-empowerment and rehumanizing the perpetrator. Besides, it proposes to enhance metacognition, creativity and individual learning at the workplace.Originality/valueThe conceptual paper gives a new direction to management researchers on coping and responding to stress.

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A multilevel model exploring the relationships between individual spirituality, spiritual climate, and nonviolent work behavior

Cited by 13 publications

References 62 publications

Does workplace spirituality influence knowledge-sharing behavior and work engagement in work? Trust as a mediator

Does workplace spirituality influence knowledge-sharing behavior and work engagement in work? Trust as a mediator

Does Gratitude Ensure Workplace Happiness Among University Teachers? Examining the Role of Social and Psychological Capital and Spiritual Climate

Deconstructingahimsaat the workplace: its relevance and significance

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