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The purpose of this paper is to examine a hypothesized model investigating the influence of workplace spirituality on turnover intentions through the academics loneliness in universities in Jordan.

A translated pre-determined survey on a sample of Jordanian academics from universities was used. A total of 381 usable returns were collected for the analysis (i.e. response rate of 84.6 percent). Structural equation model (SEM) and tow-step modeling approach using AMOS were implemented to obtain the best fit model and to determine the role of loneliness in work as a mediator between workplace spirituality and voluntary turnover intentions.

As predicted, the hypothesized model best fits the data. The results of simple mediation analysis and SEM also contribute to the clarification of the causal relations between workplace spirituality and turnover intentions in one hand and workplace spirituality and loneliness in work on the other hand. Moreover, the results revealed that the influence of workplace spirituality on voluntary turnover intention was partially mediated by loneliness in work. The results support a partial mediation relationship as the total effect of workplace spirituality on voluntary turnover intentions attenuated slightly but remained significant upon the introduction of loneliness in work.

The results of this study might only be generalized to universities and similar contexts. Moreover, although the sample of the study was yielded from sample in Jordanian universities, the common methods bias might be a problem in generalizing the results.

The findings could provide decisions makers with valuable insight to focus on building training programs in order to understand the benefits of enriching spiritual environment and be more supportive of spirituality movement. Furthermore, organizations can design some of activities that make work environment more meaningful.

This study is unique as it is the first that examined theoretically and empirically the influence of workplace spirituality on turnover intentions through loneliness in work on a sample of Jordanian academics.

This study aims to analyze the relationship of work spirituality, organizational commitment and performance of rural credit institution (Lembaga Perkreditan Desa [LPD]) administrators.

To obtain the data, the researcher uses the interview and questionnaire techniques. The questionnaire is used as the research instrument whose validity and reliability have been tested. This study uses the quantitative approach. The analysis technique used is the path analysis. The significance level of the mediation role is analyzed by using Sobel test.

The work spirituality is proven to give a positive and significant effect to the performance of administrator and organizational commitment. It can be summarized that the higher the work spirituality, the better the performance at work and the higher organizational commitment. The organizational commitment also gives a positive and significant effect to the LPD administrator’s performance. The organizational commitment is proven to be the partial mediator variable for the relationship between the work spirituality and work performance of LPD administrator.

First, LPD as the druwe institution or owned by the traditional village has to be directed to the attempt of improving the standard of living of Krama Desa Adat and supporting the development of the traditional village. Second, it is important for LPD to be run by the human resource with high work spirituality; thus, it can positively affect their commitment to the organization and improve their performance at work.

The originality of this study is the finding of various empirical studies that have not been explained in an integrated way about the relationship between the work spirituality and organizational commitment, as well as the individual performance. Therefore, this study analyzes further about the relationship among them. In the previous study, there are many researchers who analyze the industry, but few do it in the local wisdom-based organizations such as LPDs that are developing rapidly in Bali.

This paper aims to examine the direct effects of three workplace spirituality aspects – meaning in work, community at work, and positive organizational purpose – and individual spirituality on three work attitudes – job satisfaction, job involvement, and organizational commitment. It also seeks to examine the interactive effects of these three workplace spirituality aspects and individual spirituality on these three work attitudes.

The paper briefly outlines the existing workplace spirituality research, indicates the required research and places this study in that backdrop. It then outlines theory building for specifying a set of hypotheses. It uses data from a sample of managerial level employees from India to test the hypotheses.

The study results provided considerable support for the hypothesized relationships between workplace spirituality aspects and work attitudes but not for the hypothesized relationships between individual spirituality and work attitudes. The results provided only marginal support for the interactive effect model, which hypothesized that individual spirituality will moderate the effect of workplace spirituality aspects on work attitudes.

Research implications of the findings outlined in this paper will encourage research to link various organizational topics such as leadership with workplace spirituality. They also highlight the need to examine more complex models to examine joint effects of workplace spirituality and individual spirituality on work attitudes.

The findings can provide some relevant inputs for leadership actions and organization development efforts aimed at implementing workplace spirituality in organizations.

The paper's value partly comes from the outlined research and practice implications.

The paper aims to study the impact of five dimensions of workplace spirituality (team's sense of community, alignment with organizational values, sense of contribution to society, enjoyment at work, opportunities for inner life) on affective, normative and continuance commitment.

A sample of 361 individuals from 154 organizations were interviewed. Correlations, regressions and cluster analyses were carried out.

The five spirituality dimensions explain 48, 16 and 7 per cent of the unique variance of, respectively, the affective, normative and continuance forms of commitment. The findings suggest that when people experience workplace spirituality, they feel more affectively attached to their organizations, experience a sense of obligation/loyalty towards them, and feel less instrumentally committed.

Dependent and independent variables were collected from the same source, simultaneously. This can produce the risk of common method variance, leading to an inflation of statistical relationships. Future studies may use a double source method. A longitudinal research design may also be suitable.

By improving spirituality climates, managers can promote organizational commitment and, thus, individual and organizational performance. It is likely that this occurs because people react reciprocally towards an organization that satisfies their spiritual needs, allows them to experience a sense of psychological safety, makes them feel that they are valued as human beings and that they deserve respectful treatment, and allows them to experience senses of purpose, self‐determination, enjoyment and belonging.

The paper contributes by filling a gap in the organization and management literature, in which empirical studies on organizational spirituality have been scarce until now.

Teaching is generally seen as a calling, rather than just a formal profession. In the context of commercialization of higher education, with increased workloads and lack of community relationships, the purpose of this paper is to examine the influence of employees’ experience of workplace spirituality on intention to stay with the organization, mediated through work–family conflict. The study seeks to add to theory development in the area of workplace spirituality and its outcomes, by examining the theoretical framework through the lens of self-determination theory of motivation.

This descriptive study was conducted among a sample of 350 teachers, working in the private sector higher educational institutes in India, selected through purposive sampling. Validated and widely accepted tests were administered among the respondents and structural equation modeling was done to test the proposed hypotheses.

The findings of the study suggest that amongst the current generation of teachers, experience of workplace spirituality and work–family conflict (WFC) plays a significant role in predicting intention to stay with the organization. Employees’ experience of dimensions of workplace spirituality had varying influences on WFC and intention to stay with the organization. WFC mediated the relationships between two dimensions of workplace spirituality (meaningful work and sense of community) and intention to stay, but not the relationship between alignment with organizational values and intention to stay.

This study is pioneering in conceptualizing and testing a theoretical model linking workplace spirituality, work–family conflict and intention to stay, particularly through the self-determination motivational theory perspective. To improve employees’ intention to stay with the organizations, managers need to devise strategies aimed at facilitating connectedness and lowered WFC. Personalized work–family policies might be the need of the hour, as to contain the inherent WFC in contemporary organizations.

This study aims to provide preliminary evidence for a new conceptualization and measure of workplace spirituality labeled spiritual expression at work (SEW). While the extant literature focuses on the fulfillment of workers' spiritual needs, spiritual expression refers to the impact of personal spirituality on the everyday thoughts, behaviors and interactions of employees.

A pilot study (n=92) included item generation and an exploratory factor analysis of the five‐item SEW scale (SEWS). The primary validation study (n=348) consisted of: performing a confirmatory factor analysis of the SEWS; comparing the SEWS with other spirituality measures, including two measures of personal spirituality and two measures of values‐based workplace spirituality; psychometrically assessing the convergent, discriminant and predictive validity of the SEWS; and examining the correlations and regression results between the SEWS and the comparison measures.

The SEWS showed acceptable psychometric properties across both samples, and the results support the convergent, discriminate and predictive validities of the SEW construct.

This study is subject to the typical limitations of cross‐sectional research. However, meaningful results were obtained across two samples.

These results suggest workers may express their spirituality regardless of their perceptions of the spiritual nature of the organization. In doing so, personal spirituality may impact important personal and organizational outcomes.

This study moves beyond existing research by showing a new way to assess workplace spirituality.

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.

Managers in the UK's National Health Service (NHS) carry responsibility for achieving government targets on the provision of quality care and service to patients. The demands on managers to achieve these targets is significant in itself, but are often multiplied because of having to cope with the conflicting pressures of an organisation that operates with a ‘business’ focus, yet is essentially a caring body that is service‐oriented at heart. These two areas of business and service are not naturally compatible and can create tension. Leaders are expected to bridge the two with ease, with little preparation on how to cope with the conflict that these two paradigms can create.This paper, detailing the authors' work with managers in an NHS acute trust, provides unique insights into ways of dealing with the tensions and challenges that leaders experience. The authors argue that a holistic approach to leadership is required to enable this tension to be managed effectively, which considers the physical, mental and spiritual. Of these three elements it is the spiritual dimension that is the most contentious, difficult and most often avoided aspect to leadership and the authors also found this in their work with this NHS acute trust. The paper introduces a model that highlights the three elements to the holistic approach, and goes on to use it in an analysis of the situation faced by managers. The analysis highlights the importance of balance and need for including more consideration of the spiritual dimension in leaders' activities.

The primary purpose of this study is to determine the level of spirituality in the workplace for faculty members at public universities in Jordan.

The paper uses a survey design as the basis for the research.

The results indicate that participants perceived an overall moderate‐to‐high level of workplace spirituality in their work settings. Whereas the dimensions of “self level of spirituality in the workplace”, “group level of workplace spirituality”, and “the community and spirituality in the workplace” received moderate to high agreement, the dimensions of “family and spirituality in the workplace” and “management systems that encourage personal and spiritual transformation” received moderate agreement. Moreover, based on t‐test and ANOVA analyses, significant differences were not found in faculty members' perceptions based on gender, experience, academic rank and university affiliation.

The paper adds to the growing field of literature on spirituality in the workplace in higher education institutions.

Despite the intrinsic human benefit and potential organizational benefit of spirituality, we suggest that there are limits to the effectiveness of spirituality in the workplace. Spirituality in the workplace is subject to dilemmas, costs and outright negative effects. Successful implementation of spirituality in the workplace requires organizations to pay attention to six issues: (1) net economic cost of implementation, (2) potential for worker exploitation, (3) replacing or substituting community's function or role in spirituality, (4) inappropriate practice of spirituality in the workplace, (5) potential for competitive disadvantage, and (6) increased groupthink. We conclude by discussing research opportunities and practical suggestions.