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Recently, both researchers and practitioners have been very interested in the impact of leadership on employee engagement. Thus, I aimed to examine the relationship between spiritual leadership and work engagement through the mediating role of spiritual well-being at work.

I assessed spiritual leadership, engagement, and well-being in an empirical study based on a sample of 223 employees. I collected data through a survey-based method and analyzed them using structural equation modeling (SEM).

The present study contributes to the existing knowledge in the leadership field, especially spiritual leadership. The results revealed that spiritual leadership impacts employees’ work engagement by indirectly influencing employees’ spiritual well-being.

Theoretically, the findings imply that spiritual well-being can be one of the factors considered in enhancing work engagement through spiritual leadership.

Finding evidence that spiritual leadership, like other leadership styles, can foster employee engagement. Therefore, leaders should take care of employees’ spiritual needs.

Many researchers have indicated that well-being is associated with employee engagement. However, they overlooked employees’ spiritual well-being in the research. The study confirmed the unexplored mediating role of spiritual well-being between spiritual leadership and employee engagement.

The purpose of this paper is to examine the role of well-being in mediating the relationship between workplace spirituality and job satisfaction. It also studies the role of spiritual leadership in moderating the effect of workplace spirituality on well-being.

The study proposes a hypothesized model tested among 515 teachers from Indian higher educational institutions, selected through random sampling. Mediation and moderation analysis are used to test the hypothesized relationships.

Drawn on positive organizational studies, the results indicate that inner well-being, comprising of psychological, emotional, social, spiritual and intellectual dimensions, does not mediate the relationship between spiritual dimension of workplace spirituality and job satisfaction. Same effect is observed for mediation role of physical well-being. However, inner well-being and physical well-being both mediate the relationship between mindfulness and job satisfaction among teachers. Also, teachers experience higher levels of well-being in the presence of spiritual leadership at their workplaces.

The paper contributes to leadership and workplace spirituality literature by testing an integrated framework of mediating role of inner well-being and physical well-being.

The study helps practitioners to integrate their practices and programs with workplace spirituality for improving well-being and attaining positive outcomes, which can further contribute to performance and productivity in institutions.

The proposed framework highlights the impact of workplace spirituality dimensions and mindfulness on inner well-being and physical well-being of teachers which lead to positive outcomes such as job satisfaction. It also enriches the spiritual leadership literature.

The existing literature suggests that employee well-being is an important concern for organizations. The purpose of this paper is to carry out an empirical examination to assess whether employee experience of workplace spirituality has positive relationships with multiple forms of employee well-being.

This paper focussed on four forms of employee well-being, namely: emotional well-being, psychological well-being, social well-being, and spiritual well-being. It specified and empirically tested, using a survey design, four hypotheses, each proposing a positive relationship between workplace spirituality and one of the four forms of employee well-being.

All four hypotheses were supported indicating that workplace spirituality has a positive relationship with emotional, psychological, social, and spiritual well-being.

This paper may encourage future research to assess whether various forms of employee well-being result from specific dimensions of workplace spirituality.

Organizations may implement workplace spirituality for simultaneously enhancing multiple forms of employee well-being.

As employee well-being is a matter of social concern, the findings of this study indicating a positive association between workplace spirituality and employee well-being have a social relevance.

To the author’s knowledge, this is the first study to examine the relationship between workplace spirituality and four forms of employee well-being, namely; emotional, psychological, social, and spiritual well-being. As employee well-being is an important concern for organizations, the contribution of the study findings is that workplace spirituality implementation can simultaneously enhance multiple forms of employee well-being.

The study aims to investigate the effect of Islamic religiosity on green purchase intention. The environmental dimension of spiritual well-being (i.e. environmental well-being) was analyzed as a mediator and green skepticism as a moderator.

The millennial generation was considered for data collection, and their preference toward green food was investigated by using a questionnaire. The responses were analyzed by using AMOS.

The results highlighted that Islamic religiosity significantly effects the green food purchase intention of the millennial generation. This relation is positively mediated by the environmental dimension of spiritual well-being (i.e. environmental well-being). Moreover, the green skepticism weakens the relationship between Islamic religiosity and green purchase intention.

The main emphasis of this research was on the millennial generation, and only their selection criteria for green food were considered. Moreover, the study has only considered the environmental dimension of spiritual well-being (i.e. environmental well-being) and ignored the other dimensions, including transcendental and personal/communal well-being. Therefore, future studies can focus on these dimensions while highlighting the purchase behavior toward other green or eco-friendly products.

The research has discussed the broader areas, and it can help marketers, religious scholars, farmers and managers to make efficient strategies for the millennial generation. The researchers focusing on green consumer behavior and sustainable issues can consider this study as a guideline for investigating the Muslim millennial generation’s behavior.

The study is to investigate the effect Islamic religiosity on green purchase intention. It has focused on all sustainable aspects, including green well-being, green skepticism to analyze the green purchase intention of millennial generation.

This study examines how employee well-being, in combination with spiritual leadership, helps mitigate the negative effects of work–family conflict.

This study followed an explanatory research design to explain the relationship between spiritual leadership and work–family conflict. The approach was based on a cross-sectional survey of 278 workers from diverse industries and functional roles in South Korea's manufacturing and service sectors. Structural equation modeling and hierarchical regression analysis were used to test hypothesized relationships.

Results confirmed that spiritual leadership and employee well-being inversely influenced work–family conflict, in terms of work-to-family and family-to-work role interference. Furthermore, employee well-being fully mediated both of these relationships.

This study suggests that organizational competitiveness can be enhanced through a dual approach of organizational strategies and human resource training that cultivate employee well-being and a family-friendly environment. Notably, this study clarifies the value of leadership practices to both trigger and enhance employee well-being through a sense of meaningfulness in and at work.

This study expands the scope of our current understanding of how employee well-being is an effective mechanism in helping employees cope with work–family role conflict. Moreover, the study demonstrates the role that leadership practices, beyond the narrow interpretation of perceived supervisor support, play in helping employees cope with role conflict. Finally, this study enhances the field of workplace spirituality by examining the influence of spiritual leadership on employees' spiritual well-being and work–family conflict, which has not been currently addressed in the workplace spirituality field.

This study examines the relationship between domain‐based life satisfaction (LS) and subjective well‐being (SWB) as well as the role of spiritual well‐being as a moderator. Domains of LS include family cohesion, social connectedness, career success, and self‐esteem.

A survey was completed by 145 full‐time Hong Kong Chinese employees working in a variety of jobs and organizations.

Multiple regression analyses show that career success, social connectedness, and self‐esteem are associated with both psychological and physical well‐being. Spiritual well‐being moderated the relationship between career success and psychological well‐being. The relationship is stronger for low than for high spirituality.

All data were self‐reported and collected at one point in time. Thus, common method variance may be an issue and causal inferences are not warranted.

Domain‐specific LS and spiritual well‐being appear to be related to employees' well‐being. Managers and human resources professionals may need to adopt a more holistic approach to staff development.

The current study indicates that domain‐specific LS improves the explanation of variations in well‐being. Implications of these findings, the limitations of the study, and directions for future research are discussed.

This paper examines the under-investigated well-being outcomes of literary festival attendance. It is an exploratory study into how a festival contributes to attendees' overall well-being. Drawing from the literature on well-being and festival studies, this paper seeks to understand the well-being dimensions generated by festival attendance and the factors that promote attendees' health and well-being.

This exploratory study adopts an inductive and interpretivist approach. Observations, 45 on-site interviews and 17 follow-up interviews were undertaken at one literary festival in Ireland. Thematic analysis was used to analyse data and identify key themes.

The findings reveal that attendees perceived a sense of well-being that included five interconnected dimensions: social, mental, emotional, spiritual and physical. Results also show that five factors generated attendees' overall well-being: festival programme, social environment, place, weather conditions and attendees' background.

This paper presents a new comprehensive model that shows that festival attendance has the potential to generate five interconnected dimensions of attendees' well-being. The model also captures the five main factors that can promote attendees' health and well-being. The model is proposed to guide further research on attendees' overall well-being is associated with festival attendance.

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.

In a world teeming with concurrent processes and associated chaos, organizational working procedures have adapted to new trends; employees must keep up with everything while maintaining their mental health. Spirituality lends a person's life significance. Spirituality in the workplace can both physically and psychologically engage employees. Spirituality in the workplace is reflected in the organizational culture, which is founded on fundamental values such as trust, honesty, appreciation, innovation, care, respect, and loyalty. Workplace spirituality encompasses the pursuit of one's ultimate purpose in life, the development of a solid connection to colleagues and other people associated with work, and the consistency or alignment between one's fundamental beliefs and the organization's values. To have a competitive advantage and attract the best personnel, an organization's working environment must be based on strong ethical and spiritual values such as compassion, integrity, respect, harmony, trust, teamwork, and forgiveness, among others.

Promoting positive mental health is increasingly being encouraged as the focus of research and policies on the mental health of construction personnel. Most measures of mental health, however, typically use negative indicators such as depression and anxiety and are not specifically developed for the construction workforce, especially those with a Global South background. These limitations have made it challenging to measure construction personnel’s positive mental health. The purpose of this study was, therefore, to develop a scale for measuring the positive mental health of construction personnel with a Global South background.

Guided by Keyes’ two-continua model of mental health, the study objectives were addressed through a mixed-methods study using the case of Ghana. Qualitative data collected from eight key stakeholder groups using 16 interviews and two rounds of focus group discussions were analysed thematically. Quantitative data were obtained through a survey of 425 construction personnel and analysed using confirmatory factor analysis and correlation analysis.

Thematic analysis revealed a four-dimensional structure of positive mental health, namely, emotional, psychological, social and spiritual. Confirmatory factor analysis and correlation analysis of the results indicated good instrument validity and reliability.

Existing measures of positive mental health are based on a three-dimensional model, i.e. emotional, social and psychological well-being. By including spiritual well-being, this study proposes a four-dimensional measurement model as a more comprehensive and promising measure to use in surveys of positive mental health among the construction workforce, especially those with a Global South background, and to develop suitable interventions for them.