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This paper aims to explain the effects of spirituality at work on organizational commitment during the COVID-19 pandemic. In detail, it investigates whether the active part of spirituality at work, called spiritual expression, has a positive influence on organizational commitment in a hierarchically organized private hospital. In addition, it explores whether the sense of belonging at work mediates spiritual expressions and a person’s commitment toward the employer during times of severe crisis.

This study tests the hypotheses on a range of health-care personnel, including doctors, nurses, physicians, administrators, managers and cleaning staff. This study draws on quantitative data of more than one third of the employees of that private Austrian hospital (n = 96) and on insights from 12 qualitative interviews conducted over a period of four months during spring 2021.

This study finds strong evidence that spiritual expression at work is directly related to belonging and indirectly related to organizational commitment through belonging. This study extracts eight concurrent themes impacting the effectiveness of spirituality at work in the hospital.

This study provides insights on how to facilitate spiritual expression at work to increase flexibility and resilience in the health-care sector. All in all, spirituality at work is better understood as a “multi-authored” process, in which all participants, including the patients, co-create its meaning and implications.

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.

There is evidence that spirituality at the workplace has positive effects on work outcomes, and there are different models conceptualizing the construct. To date, there is no discussion highlighting how digitalization is affecting workplace spirituality and vice versa. The present review tries to close this gap by discussing the psychological dynamics in light of digitalization and spirituality in the context of work.

This is a conceptual discussion based on an extensive narrative review. The conceptual design is further tested with a real-life case study.

The result is a model that may guide future research, which consists of the four highly interdependent domains, namely psychology (with the dimensions of emotion, cognition and behavior), digitalization (with the dimensions of platforms, data and algorithms), spirituality (with the dimensions of meaning, self-transcendation and belonging), as well as the workplace (with the dimensions of work tasks, location, community and culture and values). The discussion includes implications for the future of work, suggestions for management decisions and potential future research directions.

To date, there are many discussions about digital transformation and a limited amount of them have invested in analyzing psychological dimensions. The application to spirituality and the workplace – especially when the two are combined – is almost wholly absent, which makes the present discussion both innovative and original.

Despite the growing importance of workplace spirituality, organisations have been reluctant to integrate spirituality into their workplaces; this paper discusses how to integrate spirituality into the workplace.

This is a theoretical paper that builds its arguments on the synthesis of workplace spirituality and contemporary management paradigms.

The study argues that workplace spirituality is an extremely important driving force for the sustainable and healthy growth of any organisation; however, infusing workplace spirituality into companies in the industrial and digital eras would be a futile effort, as industrial organisations are built on an ethos highly incongruent with spiritual principles. Therefore, in the post-digital era, spirituality-driven organisations (SDOs) will emerge, marking the beginning of a true “spiritual paradigm” for business and human society at large. The study also elaborates on the characteristics of the post-digital era and the nature of SDOs.

Workplace spirituality has been a research topic for years but has never gained sufficient momentum. The Covid-19 global pandemic has made workplace spirituality a more pertinent issue on corporate agendas. Therefore, this paper provides the theoretical foundation to embed workplace spirituality in contemporary management thoughts and practices.

Without competent and talented employees, no organisation can grow and sustain for a long time. It becomes essential for every organisation to retain and satisfy the employees to achieve their predetermined organisational goals. The present study examines the mediating effect of workplace spirituality dimensions (i.e. meaningful work, compassion, transcendence, mindfulness and sense of community) in the link between job satisfaction and organisational citizenship behaviour (OCB) among managerial employees of selected manufacturing firms of Chhattisgarh state.

Correlational research design was incorporated. Employees working at managerial positions at different private manufacturing firms of Chhattisgarh state were chosen as a sample for the present study. Regression analysis and confirmatory factor analysis tools were used to analyse the primary data collected from 400 respondents.

The results revealed that all the dimensions of workplace spirituality, i.e. meaningful work, compassion, transcendence, mindfulness and sense of community, were found statistically significant and partially mediated between job satisfaction and OCB among managerial employees of Chhattisgarh. The authors discussed the results thoroughly and provided avenues for the future research.

The findings of the present research study will assist all private organisations in rethinking their employee retention and satisfaction strategies, since the presence of workplace spirituality in the organisation has a significant and beneficial impact on its environment. The current research will assist organisations in creating circumstances for OCB for employee via the introduction of workplace spirituality.

Creating spirituality in the current situation, where Covid-19 has suddenly affected all organisations around the world, would be extremely beneficial in terms of employee retention and satisfaction, which would eventually aid in the development of an environment conducive to citizenship behaviour at the workplace. However, the role of workplace spirituality as a mediator in the link between job satisfaction and OCB is innovative and has received little attention in the research community.

The purpose of this paper is to contribute to the emerging spirituality debate with the aim of generating and sustaining tolerance for spirituality in the workplace, with a specific focus upon the impact this can have upon work-based learners. “Spirituality” is gaining impetus worldwide as a growing number of organisations are proactively accommodating their multi-ethnic and multi-faith workforce by adapting their policies to meet employees’ spiritual needs. As yet in the UK, the majority of organisations fail to recognise neither the basic spiritual well-being of their employees nor the impact this can have upon work-based learning processes.

This study adopts a quantitative approach with questionnaires distributed to a multi-national retail UK-based organisation with an ethnically diverse national workforce. The study was tested by collecting data from managers and employees of this large, multi-million pound retail chain organisation in the UK, consisting of 55 stores and 1,249 employees, in order to gather employees’ perceptions on spirituality within their place of work regarding policies, communication and perceived source of conflict.

The results revealed that the majority of employees deemed spirituality was not something they felt comfortable discussing or appropriate to practice within the workplace and there were no clear policies and procedures in place to support either management or employees.

This paper highlights areas for further research in the broad professional areas of spirituality in relation to organisational approaches to work-based learning. The research is from one organisation and utilising one method – qualitative research would add depth to the knowledge.

This paper highlights areas for further research in the broad professional areas of spirituality in relation to organisational approaches to work-based learning.

Employee spiritual well-being is under-researched and overlooked by organisations. Changing the current spiritual intransigence is long overdue as employees’ spiritual fulfilment leads to high-trust relationships in the workplace and can further support those engaged in work-based learning.

The purpose of this conceptual paper is to trigger a transcendental concern toward building the spiritual capital (SC) particularly focused on the highly relevant domain of work. In doing so, this conceptual framework focuses on potential antecedents and outcomes of the SC.

Such an endeavor is premised on the Christian's teaching that advocates the need for gathering spiritual treasures (i.e. capital). Secondly, the foray into Spiritism Doctrine (SD) literature is due to the fact that this doctrine considers the spiritual construct as the cornerstone of its principles and tenets. Thirdly, it also examines the related perceptions and approaches from the fields of positive psychology, positive organizational scholarship, workplace spirituality and psychology of religion.

The model invites the individual to capitalize on salient virtues and remarkable human qualities so as to build a SC, namely: humility, compassion, forgiveness, empathy, positive emotions, connections/relationships and sense of cooperation. Finally, it is envisaged that the attempt to create a SC may lead the individual to a feeling of well-being and more resilience at work.

At last, the implications to develop a SC in the context of work are sizeable. After all, it implies to add more concerns to one's career much beyond those strictly functional or professional ones. Rather, it means to regard the work domain through unusual lens.

By bringing the conceptual framework of SC to the forefront of management, spirituality and religion studies through an interdisciplinary approach showed that it is not an elusive or mythical topic. On the contrary, this analysis revealed that this is a serious and surprisingly neglected issue that deserves further attention in light of the benefits that it can potentially yield.

The purpose of this paper is to understand, which internal processes (mental, emotional, cultural, ethical and spiritual) Afghan business leaders use when making managerial decisions.

Primary data were collected through 1-h face-to-face interviews with Afghan business leaders. Interviews were conducted through open-ended questions in a semi-structured format. This method was considered most appropriate to acquire an understanding of senior executives’ interpretation and usage of decision-making processes. The method of analyzing data was thematic analysis where the researchers identified common themes, topics, ideas and patterns of meaning that come up repetitively. The objective of the analysis was to determine the most frequent decision-making processes by business leaders and the reasons for using these processes.

Although the usage of internal processes in decision-making are not homogeneous among Afghan business leaders, some of the processes are used more frequently than others such as mental, cultural and ethical processes. During the mental process of decision-making, the majority of leaders use intuitional decision-making, the minority using logic. Regarding the cultural dimension, the majority of leaders stated that they have an open, friendly, caring organization for each employee and horizontal culture in their organization. The minority indicated that they have a friendly culture but they also considered the processes and hierarchy in their organization. Considering the ethical process of decision-making, leaders stated that their priorities are more ethical than getting extra profit. They believe that profit will be generated while considering ethical values. As a leader noted: when you consider ethics and fulfill your obligations, the profit automatically generates. Most leaders use the internal process of emotion in their decision-making, but the usage has not been frequent. The emotional process of decision-making is more involved when the human factor is involved. For instance, one of the participants stated “I did not fire an employee that I had to because he was a needy and poor person.” About the spiritual process of decision-making, although all leaders agreed that they have used spirituality in decision-making, its usage varies. About one-third of the leaders mostly rely on spirituality or on religious teachings during the decision-making process, one-third somehow rely on spirituality or religion, about 50% of the time and one-third rely on spirituality between 25% to 30% of the time.

This study is pilot research as no previous research was carried out on this topic, therefore, it provides a basis of literature on the usage of internal processes on decision-making in Afghanistan. The findings may differ in other economic and national contexts.

Small and medium-sized firms (SMEs) are typically reported to have a limited interest in broader societal concerns across the world. As a result, the purpose of this study is to develop a model of SME’s strategic philanthropic performance in light of the societal reactions to the COVID-19 issue, particularly in terms of the intervention of corporate spirituality and the solid regulatory motive behind these.

A systematic mixed review analysis has been executed to analyze the strategic philanthropic performance configuration triggered by the recent COVID-19 crisis, in which over 369 publications are read and reviewed by the authors. It has also established the reliability and validity of literature analysis. Also besides, a short form of qualitative investigation has been used to support the direction of the study.

Through regulatory adjustments, the study's findings effectively developed a strategic philanthropic performance configuration for SMEs. In this case, the strategic philanthropic convergence of corporate giving, corporate volunteering, corporate foundation and food bank has the potential to help SMEs thrive in the long run. The study also discovers that corporate spirituality might potentially mediate between appropriate regulations and strategic philanthropic performance of SMEs in the context of a supportive external environment.

Prior empirical attempts are subsequently required to inquiry about the proposed conceptualization from different perspectives.

The decision-makers of SMEs, with the efficient implementation of the proposed outline, will use the understanding given for their required actions to develop the competitive advantage in terms of social concerns. On this note, the outcomes of the study can also enhance business differentiation and competitiveness. It can also serve as a strategic guideline for firms to develop organizational values for long-term survival.

In the COVID-19 reality, SMEs will contribute to the concerns through philanthropy activities that are better suited for both enhanced social good and greater corporate advantages. The idea can also serve as a basis for SMEs to accomplish the Sustainable Development Goals (SDGs).

To the best of the authors' knowledge, this is the first research that conceptualizes the influence of government regulation on the strategic philanthropic performance of SMEs while taking corporate spirituality into account in order to survive the COVID-19 crisis.

This study aims to explore the influence of perceived hope, intrinsic spirituality and supervisor support on job involvement at the time of work from home during the COVID-19 pandemic.

The sample included 263 employees working from home (WFH) for the first time in their careers due to COVID-19. The authors applied structural equation model and multigroup analysis (MGA) in SmartPLS3 to examine the hypothesized relationships, and artificial neural network (ANN) analysis to determine the relative influence of the antecedents.

Results indicate that both personal (such as perceived hope and intrinsic spirituality) and job (supervisor support) resources determine job involvement during remote working, with a moderating impact of age on the relationship between intrinsic spirituality and job involvement. The ANN analysis shows that perceived hope is the most influential determinant of job involvement when employees work from home.

This study suggests that when employees work remotely, organizations can generate higher job involvement by conveying a higher perception of hope and spirituality and providing supervisor support through planned hope interventions, promoting prosocial behavior and making changes in leadership style (check on instead of check-in).

This study extends the job demands-resources (JD-R) model with new insights into the impact of personal and job resources on job involvement during the new normal remote working era.