This paper investigates the influence of workplace spirituality on the effects of dispositional factors, specifically exploring the connection between dysfunctional thought processes on subjective well-being and job satisfaction. Multigroup comparison analysis is used to compare a secular work sample and a sample from an overtly spiritual workplace. The findings suggest that workplace spirituality attenuates the negative effect that dispositional qualities have on job satisfaction. This research has theoretical and practical implications suggesting that the dispositional model of job satisfaction has a boundary condition such that workplace spirituality may be a contextual influence which can be fostered by organizational leadership to disrupt dysfunctional thought processes, thus improving key individual and organizational outcomes.
Cognitive-behavioral, spiritual, and integral approaches to management each describe a leader's way of being as a matter of congruence between presence and purpose. This article introduces Ways of Being Theory (WBT), which bridges these approaches by comparatively analyzing assumptions and empirical observations. WBT defines presence as an individual's dispositional level of awareness and purpose as the typical level of meaning they assign to work. By connecting these tensions, WBT reveals four different ways of being that have critical implications for leaders and organizations facing unprecedented challenges in the wake of COVID. This article also presents findings from a preliminary study on psychometric and comparative characteristics of a Way of Being Inventory (WBI), which partially supports a two-factor structure.
Leadership plays a crucial role in building trust and followers' wellbeing in organizations. This study explores the relationship between servant and authoritarian leadership, team trust, and follower engagement and affective commitment in local religious communities or convents, within a Catholic Women Religious Institute in Nigeria. Structural equation modeling was applied to investigate these relationships with quantitative data comprising 453 followers. We complement our quantitative data using exploratory findings from qualitative content analysis; looking into archival documents to further explain the observed relations. Findings show that servant leadership in convents stimulates followers' engagement and affective commitment through team trust (followers' trust in each other) that leaders promote among followers. Authoritarian leadership in contrast, was found to hinder followers' engagement and affective commitment since there is less fostering of team trust among followers. We discuss theoretical and practical implications.
In this work, we study the first two dimensions of the Ashtanga (eight-limbed) Yoga: Yama and Niyama and bring out two important ideas: the first idea is of integral existence, and the second idea is of pursuance of excellence. While the Yama inputs reinforce coexistence and collocative working, the Niyama inputs help develop a mindset of quality consciousness and excellence. We explain how Yama and Niyama inputs change the mindset from "only my growth" to "my growth along with others." Examining the philosophical underpinnings, we explain that Yama and Niyama inputs, while seemingly working at an individual level, lay the foundation of a collective level change. In this pursuit, Yama and Niyama inputs can improve workplace relations, enhance a sense of responsibility and lead towards a better person-job fit.
