Positive Supervisor Behaviors and Employee Performance: The Serial Mediation of Workplace Spirituality and Work Engagement

Carlo, Alessandro De; Corso, Laura Dal; Carluccio, Francesca; Colledani, Daiana; Falco, Alessandra

doi:10.3389/fpsyg.2020.01834

Cited by 44 publications

(49 citation statements)

References 93 publications

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“…This result goes beyond the dominant literature on the trust of followers in leadership (Dirks and Ferrin, 2002;Schaubroeck et al, 2011), and underlines the role of trust in team members. Our finding confirms prior research highlighting trust and positive behaviors of leaders as triggers of the virtuous behaviors of the followers (Malingumu et al, 2016;De Carlo et al, 2020).…”

Section: Theoretical Implications Of Studysupporting

confidence: 91%

Servant Leadership Stimulates Spiritual Well-Being Through Team Trust in a Female Religious Context

et al. 2021

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This study investigates how female religious leaders nurture spiritual well-being in religious sisters. Specifically, we examined how servant leadership fosters spiritual well-being [Gifts and Fruits of the Spirit (GFSp)] through, respectively, the mediating role of team trust and reduced occurrence of team conflicts. Quantitative survey data were collected from 453 religious sisters (followers) within a Catholic Women Religious Institute in Nigeria. Using structural equation modeling, results showed that servant leadership is positively related to team trust and negatively related to team conflict. Further findings showed that servant leadership indirectly fosters spiritual well-being: Gifts of the Spirit (GSp), and Fruits of the Spirit (FSp), through the mediating role of team trust, however not through reduced team conflict. Theoretical and practical implications are discussed.

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Section: Theoretical Implications Of Studysupporting

confidence: 91%

Servant Leadership Stimulates Spiritual Well-Being Through Team Trust in a Female Religious Context

et al. 2021

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“…At the corporate level, workplace spirituality earns higher efficiency, importance, and significance (Milliman et al, 2017;Karakas & Sarigollu, 2019;Mayer & Walach, 2018). According to research, employees' spiritual experiences impact their jobs commitment and sense of loyalty towards the organization (De Carlo et al, 2020 (Milliman et al, 2003)…”

Section: Workplace Spiritualitymentioning

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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“…In the health impairment process, poorly designed jobs or chronic job demands require efforts and drain employees’ mental and physical resources, thus leading, over time, to exhaustion and health complaints [ 23 , 63 ]. According to the motivational process of the JD-R, job resources may play a motivational role (either intrinsic or extrinsic), thus leading to high work engagement and better job performance [ 23 , 64 ]. Furthermore, a lack of job resources precludes that job demands are met and that work goals are reached, which may result in job burnout [ 65 – 67 ].…”

Section: Introductionmentioning

confidence: 99%

The perceived risk of being infected at work: An application of the job demands–resources model to workplace safety during the COVID-19 outbreak

et al. 2021

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Safety at work, both physical and psychological, plays a central role for workers and organizations during the ongoing outbreak of COVID-19. Building on the job demands-resources (JD-R) model applied to safety at work, in this study we proposed that the perceived risk of being infected with COVID-19 at work can be conceptualized as a job demand (i.e., a risk factor for work-related stress), whereas those characteristics of the job (physical and psychosocial) that help workers to reduce or manage this risk can be conceived as job resources (i.e., protective factors). We hypothesized that the perceived risk of being infected at work is positively associated with emotional exhaustion. Furthermore, we hypothesized that job resources, in terms of safety systems, communication, decision-making, situational awareness, fatigue management, and participation in decision-making, are negatively associated with emotional exhaustion. We also hypothesized that job resources buffer the association between perceived risk and emotional exhaustion. Overall, 358 workers (meanage = 36.3±12.2 years) completed a self-report questionnaire, and the hypothesized relationships were tested using moderated multiple regression. Results largely supported our predictions. The perceived risk of being infected at work was positively associated with emotional exhaustion, whereas all the job resources were negatively associated with it. Furthermore, safety systems, communication, decision-making, and participation in decision-making buffered the relationship between the perceived risk of being infected at work and emotional exhaustion. In a perspective of prevention and health promotion, this study suggested that organizations should reduce the potential risk of being infected at work, whenever possible. At same time, those characteristics of the job that can help workers to reduce or manage the risk of infection should be strengthened.

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Positive Supervisor Behaviors and Employee Performance: The Serial Mediation of Workplace Spirituality and Work Engagement

Cited by 44 publications

References 93 publications

Servant Leadership Stimulates Spiritual Well-Being Through Team Trust in a Female Religious Context

Servant Leadership Stimulates Spiritual Well-Being Through Team Trust in a Female Religious Context

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

The perceived risk of being infected at work: An application of the job demands–resources model to workplace safety during the COVID-19 outbreak

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