Integrating Workplace Spirituality, Total Quality Management, and Job Satisfaction

Adawiyah, Wiwiek Rabiatul; Purnomo, Ratno; Pramuka, Bambang Agus; Sholikhah, Zahrotush

doi:10.33736/ijbs.3292.2020

Cited by 18 publications

(13 citation statements)

References 38 publications

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“…It is essential to understand the relationship between workplace spirituality and job satisfaction. According to Adawiyah et al (2020) spirituality in the workplace has a positive impact on employee satisfaction. According to Van der Walt and De Klerk (2014), there is a connection between workplace spirituality and job satisfaction.…”

Section: Workplace Spirituality and Job Satisfactionmentioning

confidence: 99%

Employee Organisational Commitment and the Mediating Role of Work Locus of Control and Employee Job Satisfaction: The Perspective of SME Workers

Mapuranga

Maziriri

Rukuni

et al. 2021

JRFM

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In Southern Africa, employees play a critical role in the growth of small and medium enterprises (SMEs). As a result, SMEs’ effectiveness depends on the presence of virtuous workplace spirituality and procedural justice, which affects work locus of control, employee job satisfaction, and employee organisational commitment. The researchers looked at how work locus of control, employee job satisfaction, and employee organisational commitment were influenced by workplace spirituality and procedural justice among SME employees in Harare, Zimbabwe. The study data was quantitatively analysed. According to the results, workplace spirituality, procedural justice, and work locus of control all play a role in enhancing employee job satisfaction and commitment. The relationship between workplace spirituality, procedural justice, and employee organisational commitment was positively influenced by work locus of control and employee job satisfaction. The findings of this study are expected to provide valuable insights into the unique key determinants affecting work locus of control, employee job satisfaction, and employee commitment to the organisation.

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Section: Workplace Spirituality and Job Satisfactionmentioning

confidence: 99%

Employee Organisational Commitment and the Mediating Role of Work Locus of Control and Employee Job Satisfaction: The Perspective of SME Workers

Mapuranga

Maziriri

Rukuni

et al. 2021

JRFM

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“…Data were analyzed based on three levels: univariate, bivariate and multivariate analysis (Adawiyah et al, 2020). The steps that must be carried out are classical assumption tests consisting of normality tests, multicollinearity tests and heteroscedasticity tests.…”

Section: Discussionmentioning

confidence: 99%

“…Data were analyzed based on three levels: univariate, bivariate and multivariate analysis (Adawiyah et al. , 2020).…”

Section: Methodsmentioning

confidence: 99%

We need to talk about kinship: how kinship weakens turnover intentions among academicians at private higher education institutions in Indonesia

Pariyanti

Adawiyah

Wulandari

2022

JARHE

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PurposeThere are two objectives in this study. First, testing the relationship between person-organization fit (P-O fit) and person-job fit (P-J fit) on turnover intentions. Second, examining the moderating role of kinship on the relationship between P-O fit and P-J fit on turnover intentions.Design/methodology/approachThis research was conducted at private universities in Lampung with a total of 282 respondents. The analytical method used to test the research hypothesis was moderated regression analysis (MRA)FindingsThere are five proposed hypotheses, and all of them are supported. The findings of this study reveal that P-O fit and P-J fit are predictors that are negatively related to turnover intentions. Furthermore, kinship moderates the relationship between P-O fit and P-J fit on turnover intentions.Research limitations/implicationsThis study adds to the literature on turnover intentions in universities and underscores some important advances and contributions in developing a human resource management theory related to social capital. Based on the findings of this study, organizations are expected to pay more attention to P-O fit, P-J fit and kinship to reduce the level of turnover intentions. Employers are expected to choose people who match the organization's values and work and create interpersonal relationships between them to reduce turnover intentions, which mean the findings extend the theory of attraction-selection-attrition (ASA), social exchange and social capital. These findings provide theoretical and pragmatic insights for human resource management practitioners and relevant stakeholders.Practical implicationsPractically, the concepts of P-O fit and P-J fit are important to be considered by the leadership because creating a suitable environment for employees will trigger positive behaviors. Leaders must find the right people for the environment and the right environment for the employees. Furthermore, this study has implications for a relational approach to overcoming turnover intentions in the workplace. The relational approach is in the form of kinship. Organizations that encourage opportunities for social interaction among members can reduce employee turnover and tend to create positive social capital.Social implicationsIn social practice, kinship connects people in an organization. The existence of kinship in an organization helps academicians get relational and emotional support from coworkers and superiors so that they will feel a family relationship that may not be found in other organizations, which eventually reduces turnover intentions.Originality/valueThe originality of this study lies in investigating the moderating role of kinship on the relationship between P-O fit and turnover intentions. Kinship in this study is different from research in general. “Kinship” here is based on a kinship perspective because of the peculiarities of Asian culture, especially in Indonesia, namely kinship without blood relations and marriage.

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“…Pariyanti et al (2022) attempt to determine the moderating effect of WS in the relationship between organizational Justice, JS and workplace deviant behavior in Islamic context. Also, WS and conscientiousness stimulate the employees' JS (Prihandono and Wijayanto, 2021;Rathee and Rajain, 2020;Adawiyah et al, 2020).…”

Section: Mediation Role Of Well-being Between Ws and Jsmentioning

confidence: 99%

Workplace spirituality and job satisfaction among teachers: influence of well-being and spiritual leadership

Binu Raj,

Ambreesh,

Tripathi

et al. 2023

IJEM

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PurposeThe purpose of this paper is to examine the role of well-being in mediating the relationship between workplace spirituality and job satisfaction. It also studies the role of spiritual leadership in moderating the effect of workplace spirituality on well-being.Design/methodology/approachThe study proposes a hypothesized model tested among 515 teachers from Indian higher educational institutions, selected through random sampling. Mediation and moderation analysis are used to test the hypothesized relationships.FindingsDrawn on positive organizational studies, the results indicate that inner well-being, comprising of psychological, emotional, social, spiritual and intellectual dimensions, does not mediate the relationship between spiritual dimension of workplace spirituality and job satisfaction. Same effect is observed for mediation role of physical well-being. However, inner well-being and physical well-being both mediate the relationship between mindfulness and job satisfaction among teachers. Also, teachers experience higher levels of well-being in the presence of spiritual leadership at their workplaces.Research limitations/implicationsThe paper contributes to leadership and workplace spirituality literature by testing an integrated framework of mediating role of inner well-being and physical well-being.Practical implicationsThe study helps practitioners to integrate their practices and programs with workplace spirituality for improving well-being and attaining positive outcomes, which can further contribute to performance and productivity in institutions.Originality/valueThe proposed framework highlights the impact of workplace spirituality dimensions and mindfulness on inner well-being and physical well-being of teachers which lead to positive outcomes such as job satisfaction. It also enriches the spiritual leadership literature.

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Integrating Workplace Spirituality, Total Quality Management, and Job Satisfaction

Cited by 18 publications

References 38 publications

Employee Organisational Commitment and the Mediating Role of Work Locus of Control and Employee Job Satisfaction: The Perspective of SME Workers

Employee Organisational Commitment and the Mediating Role of Work Locus of Control and Employee Job Satisfaction: The Perspective of SME Workers

We need to talk about kinship: how kinship weakens turnover intentions among academicians at private higher education institutions in Indonesia

Workplace spirituality and job satisfaction among teachers: influence of well-being and spiritual leadership

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