The work at hand examined the mediating role of meaningful work in the negative association between ethical leadership and service employees’ knowledge-hiding behavior. The role of harmonious work ...

Ethical leadership and knowledge hiding: an intervening and interactional analysis

This study aims to provide a comprehensive understanding about the mechanism that underlies the detrimental effects of workplace spirituality (WPS) dimensions on employee unethical pro-organizational behavior (UPB), directly as well as indirectly, through job satisfaction. Using a sample consisting of 458 employees in various organizations in China, this study reveals that two dimensions of WPS are positively associated with UPB. Also the results of this paper show that each of the three dimensions of WPS has a significant positive relationship with job satisfaction. Furthermore, this study successfully confirms the mediating effect of job satisfaction in the relationship between WPS dimensions and UPB. Finally, theoretical and practical implications, future research directions and limitations of this study are discussed at the end of this research article.

Workplace Spirituality and Unethical Pro-organizational Behavior: The Mediating Effect of Job Satisfaction

There is no agreed-upon, unique concept of spirituality; its dimensions and characteristics depend on the approach used. Spirituality appears in management studies from three main perspectives: individual spirituality, spirituality in the workplace, and organizational spirituality. Spirituality can also be considered from a religious perspective. This article identifies a comprehensive concept of organizational spirituality based on the terms and concepts used in the literature. A systematic review of the literature was made using the Web of Science and Scopus databases; the articles were then subjected to bibliometric analysis using VOSviewer software. The results included two clusters: organizational spirituality and workplace spirituality. Cluster analysis suggested that there is scope for research on workplace spirituality and a gap in organizational spirituality studies. The proposed concept for organizational spirituality is an organizational identity resulting from its values, practices, and discourse that is composed of workplace and individual spirituality guided by the leader and other members and influenced by the environment, organizational culture, and knowledge management. This spirituality generates value and social good that is visible in the organization’s image, mission, vision, and organizational values. This article contributes to the literature by the categorization and systematization of the existing literature and proposing a unified concept—a mental and linguistic representation of organizational spirituality—that represents its essence and confers the qualities and attributes inherent to this phenomenon.

Organizational Spirituality: Concept and Perspectives

In this study, we examined the direct and indirect relationship (via affective commitment) between meaningful work and cyberloafing. We also tested the moderating role of leader-member exchange (LM...

Does meaningful work reduce cyberloafing? Important roles of affective commitment and leader-member exchange

Clergy Academic Management Training in Non-Denominational Faith-Based Organizations by Patricia A. Jenks-Greene MBA, Walden University, 2010 BBA, Savannah State University, 2005 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Management Walden University November 2017 Abstract There is little research about how clerics manage and lead small to midsized nondenominational nonprofit organizations. The rate of clergy failures in nondenominational organizations has left many questions about what is needed to create organizational success. The purpose of this qualitative phenomenological study was to explore the lived experiences and perceptions of clergy manager-leaders’ management training in non-denominational organizations. Fourteen full-time clerics from Bloomingdale, Georgia, Rincon, Georgia, and Savannah, Georgia participated in face-toface semi-structured interviews. The data analysis process involved the use of Edward and Welch’s extension of Colaizzi’s data analysis procedures, which resulted in the emergence of 4 themes. The themes included: (1) management education and training, (2) experiencing the call of God, and (3) servant leadership. There was common experiences and perceptions among clerics that there was a need for management training to improve workforce productivity, soft skills, and improve the performance of the organization to match the changes in their communities. The findings provide indications from clerics responses that organizational success is dependent upon clergy manager-leaders’ effectiveness in their role as full-time clerics as perceived by the expectations of their members, followers, and community stakeholders. This study is significant in that its findings could promote awareness for the need of management training in nondenominational organizations. The potential implications for social change is an innovative work environment, organizational success, community and social responsibility.There is little research about how clerics manage and lead small to midsized nondenominational nonprofit organizations. The rate of clergy failures in nondenominational organizations has left many questions about what is needed to create organizational success. The purpose of this qualitative phenomenological study was to explore the lived experiences and perceptions of clergy manager-leaders’ management training in non-denominational organizations. Fourteen full-time clerics from Bloomingdale, Georgia, Rincon, Georgia, and Savannah, Georgia participated in face-toface semi-structured interviews. The data analysis process involved the use of Edward and Welch’s extension of Colaizzi’s data analysis procedures, which resulted in the emergence of 4 themes. The themes included: (1) management education and training, (2) experiencing the call of God, and (3) servant leadership. There was common experiences and perceptions among clerics that there was a need for management training to improve workforce productivity, soft skills, and improve the performance of the organization to match the changes in their communities. The findings provide indications from clerics responses that organizational success is dependent upon clergy manager-leaders’ effectiveness in their role as full-time clerics as perceived by the expectations of their members, followers, and community stakeholders. This study is significant in that its findings could promote awareness for the need of management training in nondenominational organizations. The potential implications for social change is an innovative work environment, organizational success, community and social responsibility. Clergy Academic Management Training in Non-Denominational Faith-Based Organizations by Patricia A. Jenks-Greene MBA, Walden University, 2010 BBA, Savannah State University, 2005 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Management Walden University November 2017 Dedication This dissertation is dedicated in loving memory of my parents, Clifford and Ernestine Jenks resting in the arms of Jesus Christ, our Lord, and Savior. I dedicate this dissertation to my children, Antwuan Jenks, R. Sheldon Greene, and Shannon Greene. I thank you for your love, support, motivation, and pushing me toward completing my degree. I love and thank my biggest champion and supporter, my sister Sheila. I could not have completed this without your constant pricks to keep it moving. Thank you for filling our mother’s shoes, reminding me that mama wanted me to finish this dissertation. To my three brothers, Clifford, Michael, and Kenneth thank you for providing money when I needed it. Thank you for being men of honor in my life in the absence of our dad. A special thank you to my uncle, Edward Jinks, Sr., thank you for your love, evening dinner outings and being my second dad. To my family members, my best friends forever, and my loving church family, thank you for never asking more than I could give. Thank you Bishop Matthew Odum, Sr., for praying me through and standing in support of my dreams. I want to thank Pastor Rickey Temple for making me aware that I have a vision for my life. This dissertation is my vision. Thank you, Dr. Norma Wallace, for inspiring me with nuggets of inspiration to attain an advanced degree. Special thanks to the men and women of God who gave me an opportunity to collect data through in-depth interviews. Thank you for the follow-up phone calls checking on my progress and praying for my success. To my husband, Ronald, thank you for enduring the late nights and early mornings hours of reading, writing, and typing. You are a very patient man. I thank you for the Sunday morning hot cups of coffee that energized and kept me going. Acknowledgments I thank my Lord and Savior, Jesus Christ, without whom this would have never been possible. I acknowledge my committee members, professionals of unique perspectives, honesty, and transparency. I am thankful to my Chair, Dr. David Bouvin for providing endless encouragements, guidance, patience, and time through every phase of this dissertation. I am appreciative and grateful for my second Committee Member, Dr. Marcia Steinhauer. Thank you Dr. Steinhauer for years of attention to every detail of my progress and your guidance towards the attainment of my Ph.D. Dr. Steinhauer began this journey with me at my first academic residency in Arlington, Virginia, March 2013. Thank you for the Atta Girl that made the difference between success and giving up. I want to thank Dr. Diane Stottlemyer, my URR, for coming on board and embracing my study. Thank you for providing the feedback I needed to complete my dissertation. I am thankful for my colleagues, my circle of PhDs, for your encouragement and support of this dream. I thank my first Chair, Dr. David Pritchard for starting me out on this journey.

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Clergy Academic Management Training in Non-Denominational Faith-Based Organizations

Knowledge forms a crucial source for gaining competitive advantage and its sharing a dominant challenge facing several organizations. In this paper we propose a positive role of workplace spiritual...

https://journals.sagepub.com/doi/pdf/10.1177/0971685816673484

Impact of Workplace Spirituality on Knowledge Sharing Intention: A Conceptual Framework

The paper takes a supportive view of the integration of spirituality at workplace in influencing employee knowledge sharing attitude in organizations. The present empirical work employed multiple-mediation analysis to test a research model linking organizational spirituality (organizational culture marked with higher-order values) with knowledge sharing attitude through psychological flourishing and organizational trust as mediators. Findings suggest that the intervening variables of psychological flourishing and organizational trust fully mediate the effect of organizational spirituality on knowledge sharing attitude. However, the specific indirect effect of organizational trust is stronger in comparison to psychological flourishing. Theoretically, the paper complements the scholarship of workplace spirituality, as little attention has been given to studying the linkage between spirituality and knowledge sharing in organizations. The paper also helps to explore some of the variance in knowledge sharing attitude by collective level phenomenon. Practically, the paper provides insights for practitioners who attempt to expand their knowledge base which is considered an important dynamic capability that shapes an organization’s strategic flexibility to compete in a VUCA (volatility, uncertainty, chaos and ambiguity) environment.

Organizational Spirituality and Knowledge Sharing: A Model of Multiple Mediation

This paper explores the structural dimensions of Transcendence at Workplace (TAW) and develops and validates a measure for it. Transcendence at Workplace comprises of three correlated yet distinct ...

Transcendence at workplace scale: development and validation

Organizational science is witnessing a substantial change by considering workplace spirituality as an organizational variable that affects employee behaviour and organizational performance (Ashmos and Duchon, J Manage Inquiry, 9(2):134–145, 2000). The central idea behind the integration of spirituality at the workplace is to facilitate employees’ experience of meaning, connectedness and purpose in their life, which has been found to affect employees’ work attitudes, job satisfaction, intention to leave and organizational commitment positively (Milliman et al., J Organ Change Manag, 16(4):426–447, 2003; Chawla and Guda, J Hum Values, 16(2):157–167, 2010). In this chapter, we analyze the practices and values adopted by three prominent organizations in India, to identify factors which facilitate workplace spirituality. Data highlights the role of spiritual climate and leadership support in facilitating the experience and development of spirituality at workplace. This chapter offers insights for researchers and practitioners (such as organization development experts) and suggests several future research possibilities to enrich our understanding of workplace spirituality (WPS).

Chitra Khari

Papers

Impact of Workplace Spirituality on Knowledge Sharing Intention: A Conceptual Framework

Organizational Spirituality and Knowledge Sharing: A Model of Multiple Mediation

Transcendence at workplace scale: development and validation

Facilitating Workplace Spirituality: A Study of Organizational Values and Practices

Workplace Spirituality: An Antidote to Employee Burnout