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The purpose of this paper is to examine the potentials of spiritual leadership in maximizing the triple bottom line (TBL) (people, planet, and the profit) of the telecommunication industry in Malaysia. The research was conducted as a quantitative study based on the SEM Smart-PLS on four telecommunication organizations in Malaysia that represent the Malaysian telecommunication industry. The research was intended to prove that organizations can still develop a business model that adopts and adapts to spiritual, ethical, and moral leadership style as well as guarantees employees’ well-being, organizational sustainability, and social responsibility without sacrificing its profitability by acknowledging the spiritual impact on management and employees’ performance.

The research was conducted using the spiritual leadership survey developed by Louis W. Fry (2010) called the spiritual leadership balance scorecard that measured the spiritual leadership dimensions, spiritual well-being against the measure for TBL of productivity, organizational commitment, and life satisfaction (Fry and Altman, 2013; Fry et al., 2010). A set of questionnaire was developed that combines prior established instruments, and sent to 140 employees working in the telecommunication organizations in Malaysia on a purposive sampling method, based on the SEM-PLS approach (Hair, 2010).

The research has proven that organizations can still boosts its profitability by adopting to business models that acknowledge the importance of human values, the emotional part and the spiritual part. As the research has surprisingly proven that by having spiritual leaders on premise, a telecommunication provider will be able to awaken a sense that one’s life has meaning, not just to his or her own selves, but to the community at large as well. The spiritual leaders are able to influence a sense that one’s life has meaning and wanting to make differences in others life as when the employees, through the inner life, hope and faith given by the leaders in striving for the visions with altruistic love.

The limitation of the study to include cultural values as a contributing factor to the spiritual values could have been an avenue for future research on the influence of spiritual leadership on the TBL of such organizations. As such, this may be the reason why the employees of the telecommunication organizations in Malaysia are scoring low in developing a sense of calling, when due to the culture of being Malaysian, scoring high in Hofstede’s theory of culture on uncertainty avoidance and power distance (Ting and Ying, 2013).

Adapting to spiritual leadership facilitate employee engagement by tackling the soft part of human resources, the inner sense. The inner sense is able to awaken the conscience and compassion, which can lead to effective working attitude, commitment, and engagement as reciprocal effects.

Spiritual leadership is the agenda to win back employees’ trust and confidence to the organizations which have proven to cause mishap in the current economic trend. The values brought by spiritual leadership are able to balance between work and life and in fulfilling the human needs to feel appreciated, regarded and respected and that being human, the urge to be connected to a community is unavoidable and to feel happy with what they are doing is the food for the soul.

No study has ever been conducted in the Malaysian context with regard to spiritual leadership and at the same time employing the balance scorecard developed academically into a practical context. On the other hand, the study also proved to be the first with regard to scientifically proving the importance of spiritual values to leadership style, workplace experience as well as to organizational performance in terms of job satisfaction, productivity, and satisfaction in life.

Spiritual topics emerge in executive leadership coaching. However, the scholarly literature has emphasized the performance development aspects of executive coaching (EC) more than the development of executives’ inner lives, although there is some evidence of practitioners addressing spiritual topics. Executive leaders have spiritual needs and executive coaches may be well positioned to address the intersection of the leaders’ work and spiritual lives, provided coaches observe skill boundaries and the limitations of the coaching context. The purpose of this paper is to discuss the merits of including spiritual development (SDev) in EC and how executive coaches can incorporate it in their practice.

EC, SDev and spiritual direction are compared, drawing attention to conflicting and complementary aspects of SDev applied in EC. Organizations’, clients’ and coaches’ likely concerns about such integration are explored and addressed. Suitable contexts, principles, a basic developmental framework and practical steps for executive coaches considering the inclusion of SDev in EC are proposed.

The paper provides coaches, consultants, executives and those charged with executive development with a foundational understanding of the role of SDev in EC.

A framework is provided for professionals involved in executive management development to address executive leaders’ spiritual needs through EC.

This paper focuses on the concept of fit as a topic of research. The concept of fit has been viewed as an internal consistency among key strategic decisions or the alignment between strategic choices and critical contingencies with the environment (external), organization (internal), or both (external and internal). A number of research perspectives or approaches related to fit are presented.Research design problems are discussed: definition of terms, theoretical issues, and empirical issues. Emphasis is on how key variables or dimensions of fit are defined and measured in research.

A six-celled matrix is proposed as a conceptual scheme to distinguish different perspectives of fit and to portray congruence relationships more accurately. The matrix includes three common dimensions: strategy, organization, and environment. The matrix also suggests two levels of strategy—corporate or business—and three domains of fit—external, internal, or integrated. These suggest different research perspectives for the study of fit. Examples from the literature are provided to illustrate and support this conceptual scheme. Finally, implications for management and furtherstudy are outlined.

This paper aims to do a comprehensive analysis of the existing literature on workplace spirituality to address the intellectual framework of workplace spirituality and the framework's future direction.

A multistep screening procedure was used to obtain data from the Scopus database, which included 648 papers ranging from 1998 to 2023. The bibliometric analysis is conducted by using VOSviewer and Biblioshiny.

The bibliometric analysis showcases that workplace spirituality is a multidimensional concept primarily studied in the organizational behavior domain. The most important research themes were organizational culture and spirituality. In addition, this paper advances workplace spirituality literature by identifying the keywords, prominent authors, journals and conceptual structure.

The study summarizes the existing knowledge on workplace spirituality using bibliometric analysis, classifies thematic areas, identifies research gaps and suggests future avenues of research.

The review paper conducts a bibliometric analysis of the emerging area of workplace spirituality over time. These results can also serve as a guide for future research in the subject of workplace spirituality.

In recent years, organisations around the world have been seriously affected by a range of economic, political and social upheavals that have gathered momentum in most parts of the globe. The viability of the conventional (pyramidal) organisational structures is being challenged in conjunction with major shifts in the roles of mid and top managers. In many countries, the pace of the above socio‐economic events and uncertainties is happening at an unprecedented pace. Some markets are showing signs of potential gigantic expansions while others (historically prosperous) are on the verge of complete collapse (Dent, 1991). In responding to the socio‐economic challenges of the nineties, organisations (across the board) have resorted to dismantling the conventional pyramidal structure and adopting so‐called “leaner” structures (see Zeffane, 1992). The most common struggle has been to maintain market share in an economic environment increasingly characterised by excess labour supply (Bamber, 1990; Green & Macdonald, 1991). As organisations shifted their strategies from “mass production” to “post‐fordism” (see, for example Kern and Schumann, 1987), there has been a significant tendency to emphasise flexibility of both capital and labour in order to cater for the niche markets which are claimed to be rapidly emerging, world‐wide. This has resulted in massive organisational restructuring world‐wide.

Work is central to human life. It requires high mental and emotional involvement from organizational leaders, whose decisions have far-reaching impacts. Currently, industrial and technological societies struggle with growing problems of trust in leadership, mental health, feelings of emptiness and the search for relevant meaning, which highlights the importance of attending to spirituality at work. This study aims to fill two main gaps: the need for empirical research on spirituality in organizational leaders, and access to the meanings and experiences of leaders themselves.

Qualitative data from 25 Portuguese organizational leaders were collected through in-depth interviews. We followed a phenomenological approach to reveal participants' own meanings and experiences of spirituality. Content analysis was performed to identify emergent categories and a framework of spirituality development.

The results suggest the participant’s plural views and spirituality practices, which generate common achievements – Ways to Inner. Relations of leaders’ spirituality with their development and integration at work are also evidenced – Ways to Wisdom. A spirituality development framework is presented with aspects revealed in leaders’ ways, from deepening individual issues to the orientation for existential impacts.

This study proposes a framework of spirituality development based on empirical data, with the potential for adaptation to various professional contexts. Spirituality is approached as a human dimension in leaders, as whole beings and a decisive dimension of present organizational change towards a holistic work paradigm.

This study aims to synthesize the rich knowledge on spiritual intelligence (SI) research within the framework of human resource development (HRD) research.

Based on the search of multiple electronic databases authors conducted thematic review of the literature on SI and HRD. Themes associated with SI and HRD are extracted while employing the content analysis technique.

Five major themes emerged through the process of content analysis on the body of the reviewed literature. The themes which described the presence of SI-related research within the field of HRD, included: Conceptual connections between SI and HRD; SI Holistic Mechanism; SI and Leadership development, SI measurement tools and, finally, the impact of SI on sustainability.

The inclusion and exclusion criteria are that the search for this review has been limited to peer-reviewed journals that are published SI-related articles. This paper excluded all articles on SI that `do not explicitly discuss the valuable role of human resources. The key words used are spiritual intelligence (SI) and HRD.

This paper offered new-fangled value and insightful understanding on SI and its implications for other areas, more specifically HRD. It suggests that SI is an important component for organizational development. Such interventions nurture the human resources that can lead to better performance as a whole.

We explore how scholarly understandings of and the practice of organizational transformation have evolved since Bartunek and Louis’s (1988) Research in Organizational Change and Development chapter. While Bartunek and Louis hoped to see strategy scholarship and OD approaches to transformation inform each other, strategy literature has drifted away from transformation toward more continuous change. OD practice has focused on the implementation of its own versions of transformation through Large Group Interventions, Appreciative Inquiry, the new dialogic OD, and Theory U. Based on a discussion of Theory U, we call attention to the importance of individuals as an important source of new ideas in understanding and practicing large-scale change.

This study aims to investigate the nutrient composition and cholesterol content of most popular fast foods sold in Qena city, Egypt with reference to their trans fatty acids contents.

Total 80 samples of fast foods were collected from various fast food restaurants in Qena city, Egypt. The samples were investigated for their nutritive quality by measuring moisture, protein, fat, ash, carbohydrate and energy content as described by the association of analytical chemists. The cholesterol content was determined using a spectrophotometer, while trans fatty acids were analyzed by gas chromatography using standard methods.

The study revealed a wide variation in the composition and nutritive value. On a fresh weight basis, moisture, protein, fat, carbohydrate and ash ranged from 45.9-55.0 (P < 0.001), 15.0-22.3 (P < 0.001), 13.1-15.7 (P = 0.034), 6.0-16.2 (P < 0.001) and 2.2-3.5 (P < 0.001), %w/w, respectively. The fast foods were very energy dense with calorie content varying from 236.5-281.1 (P < 0.001), Kcal/100 g. The mean values of cholesterol were between 15-17 mg/100 g (P = 0.398). The findings showed that fast foods had high total trans fatty acids content exceeding the Danish legal limit of 2 g/100 g of fat being in the range of 3.5 to 11.3 g per 100 g fat (P = 0.379). Elaidic acid is the predominant trans-isomer in industrially produced trans fatty acids. The concentrations of elaidic acid were high in all samples examined (P = 0.942).

This study has established the fact that fast foods are associated with high total energy intake, high intake of fat, trans fat and a higher proportion of calories being derived from total fat and trans-fat. Therefore, it is recommended to limit the intake of fast food.