Spiritual leadership, job Satisfaction, and its effect on organizational commitment and organizational citizenship behavior

Djaelani, Abdul Kodir; Sanusi, Anwar; Trianmanto, Boge

doi:10.5267/j.msl.2020.7.020

Cited by 37 publications

(45 citation statements)

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“…Based on COR theory, our findings signify that spiritual leadership, through vision, altruistic love and hope/ faith, enhances employees' several personal resources, such as their sense of autonomy, spiritual wellbeing, intrinsic motivation and autonomous motivation that negatively influence employees' negative attachment with the organization. In so doing, the work at hand also responds to the recent research calls (Ali et al, 2020a;Usman et al, 2021b) to add Second, by empirically revealing a significant negative relationship between spiritual leadership and alienative commitment, the present study extends the literature on organizational commitment that has mainly focused on the positive aspects of commitment, such as affective and instrumental forms of commitment (Djaelani et al, 2021;Fry et al, 2005). The present work markedly deviates from and contributes to the existing literature on organizational commitment (Ruiz-Palomo et al, 2020) by focusing on the negative affective commitment that has serious negative consequences for the employees and organizations.…”

Section: Theoretical Contributionssupporting

confidence: 63%

“…The finding has opened a new scholarly debate that would draw their attention to revisit a form of organizational commitment that has largely been glossed over in the conventional commitment literature. Second, the present study extends the literature on the spiritual leadership-commitment relationship (Djaelani et al, 2021;Fry et al, 2005) by offering a more nuanced understanding of this relationship by focusing on the negative aspects of employee commitment to the organization and thus enhance the nomological network of the outcomes of spiritual leadership.…”

Section: Introductionmentioning

confidence: 80%

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Undermining alienative commitment through spiritual leadership: a moderated mediation model of social capital and political skill

Ali

Usman

Aziz

et al. 2021

JABES

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PurposeThe purpose of the present study is to examine the relationship between spiritual leadership and employees' alienative commitment to the organization, both directly and indirectly, via employee social capital. We also test the role of employee political skill as a boundary condition of the indirect spiritual leadership–alienative commitment link.Design/methodology/approachTime-lagged data were collected from 491 employees in various manufacturing and service organizations. Data were analyzed using structural modeling equation in Mplus (8.6).FindingsSpiritual leadership was negatively associated with alienative commitment, both directly and indirectly, via social capital. Employee political skill moderated the indirect relationship between spiritual leadership and alienative commitment, such that the relationship was stronger when employee political skill was high (vs low).Practical implicationsThe demonstration of spiritual leadership's behaviors by both managers and employees can develop employees' social capital at work, which in turn can reduce employees' negative commitment to the organization. Likewise, improving employees' political skills can help leadership diminish alienative commitment.Originality/valueThe present work contributes to the literature on spiritual leadership by foregrounding how and why spiritual leadership undermines employee alienative commitment to the organization. By doing so, the study also enhances the nomological networks of the antecedents and outcomes of social capital and contributes to the scant literature on negative alienative commitment. Given the prevalence and negative repercussions of alienative commitment for employees' and organizations' productivity and performance, our findings are timely and relevant.

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Section: Theoretical Contributionssupporting

confidence: 63%

Section: Introductionmentioning

confidence: 80%

Undermining alienative commitment through spiritual leadership: a moderated mediation model of social capital and political skill

Ali

Usman

Aziz

et al. 2021

JABES

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“…Contrary to this, job satisfaction results in increased productivity as well as boosting-up of inherent humanitarian value ( Oshagbemi, 2013 ). Further, job satisfaction decreases absenteeism ( Hardy et al, 2003 ; Adekanmbi and Ukpere, 2020 ), reduces counter-productive work behaviors ( Meier and Spector, 2013 ), enhances life satisfaction ( Judge et al, 2000 ; Viseu et al, 2020 ), and OCB ( Organ and Ryan, 1995 ; Djaelani et al, 2021 ), leading toward higher firm performance.…”

Section: Literature Reviewmentioning

confidence: 99%

Linking Corporate Social Responsibility to Workplace Deviant Behaviors: Mediating Role of Job Satisfaction

et al. 2021

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The purpose of this article is to present a mechanism through which the deviant work behaviors of employees can be dealt-with positively through corporate good deeds in the form of fulfilling social responsibilities. Based on the spirit of social identity theory and social exchange theory, the study explores the relationships of various deviant behaviors with corporate social responsibility (CSR) through the mediation mechanism of job satisfaction. Data were collected from 385 employees of 40 large manufacturing organizations involved in CSR activities operating in Pakistan. A self-report survey was conducted using a close-ended questionnaire. Data analysis was performed using SEM through Mplus 7. The results reveal that both internal and external CSR contribute to the reduced level of turnover intention, counterproductive work behaviors, and prohibitive voice behaviors. Job satisfaction fully mediates the relationship for internal CSR while partially mediates for external CSR. The study encourages the practitioners to avail approaches that convey the feelings of care, concern, and safety, representing internal CSR practices through diverse HR interventions, organizational support, and justice. They should also keep up the socially responsible behaviors aiming toward the larger community.

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“…SL is acknowledged as one of the most dominant factors at the workplace for intrinsically motivating employees with a leader's vision, hope and altruist love (Fry, 2003), which further leads to the emotional attachment of employees with work. In congruence with the theory of organizational support, as organizational care increases the level of AC also upsurges, compelling individuals to reciprocate (Lee and Peccei, 2007; Djaelani et al. , 2021).…”

Section: Discussionmentioning

confidence: 70%

Happiness at work through spiritual leadership: a self-determination perspective

Srivastava

Mendiratta

Pankaj

et al. 2022

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PurposeUpholding congruency with self-determination theory (SDT), the study intends to analyze the impact of spiritual leadership (SL) on happiness at work (HAW) via affective commitment (AC) and prosocial behavior (PSB) in the Indian service sector.Design/methodology/approachThe data were collected from 324 employees belonging to the service sector of north India. The study utilized AMOS and PROCESS (Hayes, 2013) to test the hypothesized model.FindingsThe findings provided considerable support for the hypothesized relationships between SL, AC, PSB and HAW. The findings advocate the positive association between SL and HAW routing through mediators such as AC and PSB.Research limitations/implicationsFuture research studies have the potential to dwell on the topic from a leader's perspective, i.e. the benefits derived through practicing spirituality. The present work in this field is focused on quantitative tools; more studies can be conducted through qualitative analysis. Future works can attempt to compare the differences amongst cultures and sectors concerning SL and its outcomes.Practical implicationsThe paper provides some relevant inputs for the Indian service sector to comprehend the criticality of SL in building long-lasting relationships amongst peers leading to creating sustainable and happy workplaces.Originality/valueThe study explores the relationship between SL and HAW which has neither been explored theoretically nor tested empirically.

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Spiritual leadership, job Satisfaction, and its effect on organizational commitment and organizational citizenship behavior

Cited by 37 publications

References 1 publication

Undermining alienative commitment through spiritual leadership: a moderated mediation model of social capital and political skill

Undermining alienative commitment through spiritual leadership: a moderated mediation model of social capital and political skill

Linking Corporate Social Responsibility to Workplace Deviant Behaviors: Mediating Role of Job Satisfaction

Happiness at work through spiritual leadership: a self-determination perspective

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