Relationship between workplace spirituality, organizational justice and mental health: mediation role of employee engagement

The moderating role of workplace spirituality on the effect of organizational justice on job satisfaction

The study's goal is to investigate the moderating effect of the workplace spirituality of employee on the relationship between their organization's justice perception and job satisfaction. The study included a sample of 360 employees from two Turkish airline companies. The findings show a relationship between organizational justice and job satisfaction. The study also finds that workplace spirituality moderates the effect of organizational justice on job satisfaction. Employees with high workplace spirituality are more satisfied than those with low workplace spirituality. The study is important, especially in examining the moderator role of workplace spirituality between these two variables, and fills a gap in the literature. Empirical data of Turkiye's two largest airline companies, which aim to become and remain competitive in the aviation industry, were shared. This research-based approach provides guidelines for this industry on the effects of workplace spirituality on job satisfaction and organizational justice.

The relationship between organizational justice and bullying behaviors among nurses: the role of nurse managers' caring behaviors

BACKGROUND

Organizational justice is pivotal in fostering a fair and supportive workplace culture, which strengthens the connections between managers and nurses, among nurses themselves, and ultimately, between nurses and their patients. Assessing the perceived levels of organizational justice and managerial behaviors can identify key areas for improving nurses' commitment and loyalty, while simultaneously reducing incidents of workplace bullying.

PURPOSE

This study aims to investigate how bedside nurses perceive organizational justice, nurse managers' caring behaviors, and their exposure to workplace bullying. Additionally, it seeks to explore the relationship between organizational justice, nurse managers' caring behaviors, and nurses' perceived exposure to workplace bullying.

METHODS

A descriptive-correlational study was conducted in the inpatient care unit of a Saudi hospital. A convenience sample of 256 nurses participated, completing the Organizational Justice Questionnaire (OJQ), the Caring Factor Survey: Caring of the Manager (CFS-CM), and the Negative Acts Questionnaire-Revised (NAQ-R). The collected data were analyzed using descriptive statistics and regression analysis.

RESULTS

Descriptive statistics revealed moderate levels of perceived organizational justice and managerial caring behaviors among nurses, alongside low reported exposure to workplace bullying. Significant correlations were found among the studied variables, indicating that higher perceived organizational justice was associated with higher managerial caring and lower workplace bullying (p < 0.05). Mediation analysis demonstrated a significant indirect effect of organizational justice on workplace bullying through the mediating role of nurse managers' caring behaviors (a×b = -0.0652, p < 0.001). Furthermore, the direct effect of organizational justice on workplace bullying remained significant even when accounting for the mediator (c = -0.5509, p < 0.001).

CONCLUSION

This study highlights the vital role of organizational justice and managerial caring in cultivating a positive work environment and mitigating workplace bullying. Implementing clear policies and procedures while promoting fairness and equality in resource allocation, decision-making processes, and interactions are essential strategies for fostering positive attitudes and work behaviors among nurses.

The Role of Personal and Contextual Resources on the Relationship Between Soul at Work and Discerning Millennial Employees

In this study, the influence of soul at work on discerning millennial employees was analysed, keeping in mind the newer workforce and less paid attention to the nurturance of their soul and discernment. This article also studies and investigates the mediating and moderating roles of personal and contextual resources. 624 respondents (367 office and 257 online) were interviewed working as executives in manufacturing and service industries (public and private) from eastern and northern India. Data was gathered using a cross-sectional study, and structural equation modelling (SEM) was employed to study the hypothesis. The findings indicated a relationship between soul at work and discerning millennial employees. The impact of meditation and moderation was also found in this relationship. The study adds to the literature on the soul at work by combining it with discerning millennial employees, demonstrating its uniqueness and importance for the desired outcome. This research explains unique results with meaningful discussion and practical suggestions derived from the data.

The perceived effects of spirituality, work-life integration and mediating role of work passion to millennial or gen Y employees’ mental health

Purpose

This paper aims to examine the link between spirituality, work-life integration, work passion and mental health among millennial employees. It also tests the mediating effect of the dualistic model of work passion in the framework.

Design/methodology/approach

A cross-sectional quantitative design was adopted using samples of 167 millennial employees from the education and service sectors. Results were analysed using Statistical Package of Social Science, Process macro extension and AMOS modelling software.

Findings

The findings indicated that millennials’ spirituality was positively linked to harmonious passion, while work-life integration was positively linked with obsessive and high mental health symptoms. Mediating effects were also discovered in which harmonious passion fully mediated the positive relationship between spirituality and mental health symptoms. While obsessive passion partially mediated work-life integration and mental health symptoms.

Originality/value

This paper highlights the mediating influence of millennials’ work passion for explaining their mental health symptoms. It also suggests the practicality and essential roles of spirituality and work-life integration in managing the mental health of existing and future millennials in the workforce.

Can employee engagement be attained through psychological detachment and job crafting: the mediating role of spirituality and intrinsic motivation

Purpose

The present study is to develop an additional perspective on when and why psychological detachment and job crafting behaviors in predicting employee engagement through spirituality and intrinsic motivation. It was hypothesized that spiritual employees are better able to detach themselves from work and craft their job according to their preference and abilities, which would inculcate experience and make them intrinsically motivated and thereby leading to employee engagement.

Design/methodology/approach

The sample comprised 408 employees, who are employed in different organizations across India. To test the hypotheses, the author conducted structural equation modeling on SPSS AMOS 22.

Findings

The results highlight the partial mediating role of spirituality in the association of psychological detachment with intrinsic motivation as well as between job crafting and intrinsic motivation. The results highlight the fully mediating role of intrinsic motivation in the association of psychological detachment with employee engagement as well as between job crafting and employee engagement.

Practical implications

This study has depicted that spiritual employee who are psychologically detached and have proactive job crafting behavior can achieve higher intrinsic motivation and more engaged.

Originality/value

On the basis of the broaden and build theory, self-determination theory (SDT) and the recovery process (i.e. the effort-recovery model), this paper demonstrates that spirituality plays the role of predictor that drives psychological detachment and encourages job crafting, which has the ability to intrinsically motivate the employee and are able to more engaged in work.

Relationship between Employee Mental Health and Job Performance: Mediation Role of Innovative Behavior and Work Engagement

The relationship between employee mental health and job performance has been one of the key concerns in workplace. However, extant studies suffer from incomplete results due to their focus on developed economies' contexts and the unclear path of employee mental health's impact on performance. In this paper, we investigate the mechanism of employee mental health influencing job performance. We use the data of Chinese firms to test these hypotheses. Drawing on a sample of 239 firms from China, we find that employee mental health positively impacts job performance, and such relationship is mediated by innovative behavior and work engagement. The findings not only enrich the discipline's knowledge on mental health in an emerging economy setting but also extend the implications of mental health, innovative behavior, and work engagement to job performance.

Effect of organizational justice and support on organizational commitment and employee turnover intentions: the mediating role of employee engagement

Purpose

The purpose of this study is to develop and test a model on antecedents and consequences of employee engagement in the context of information technology (IT) employees.

Design/methodology/approach

In this descriptive research, the data were collected from 432 employees working in IT companies operating in India. The authors performed structural equation modeling to test the proposed relationships.

Findings

The results of this study indicate a positive effect of perceived procedural justice, perceived distributive justice and perceived organizational support on employee engagement. Further, the results of this study show a positive effect of employee engagement on employees’ organizational commitment (OC) and a negative effect on employees’ turnover intentions.

Research limitations/implications

As this study uses self-reported and cross-sectional research design to collect the data, therefore, it limits the generalizations of the results.

Practical implications

The findings of this study can be beneficial for the senior managers and human resources functionaries by examining the antecedents and consequences of employee engagement.

Originality/value

To the best of the authors’ knowledge, this study is one of the few studies that have examined the mediating role of employee engagement on the relationship among organizational justice, organizational support, OC and employee turnover intentions.

The effects of organizational justice, trust and supervisor–subordinate guanxi on organizational citizenship behavior: a social-exchange perspective

Purpose

This study aims to use a social exchange perspective to investigate the influence of organizational justice on organizational citizenship behavior (OCB).

Design/methodology/approach

Survey and interview data were collected from a sample of insurance firm sales representatives in Taiwan. Structural equation modeling was deployed to explore the relationship between organizational justice, trust, supervisor–subordinate guanxi and OCB.

Findings

The findings offer important theoretical, managerial and social implications for life insurers’ human resource managers.

Practical implications

Organizational justice is a primary influence on OCB, which is connected with the underlying mediating mechanism of trust (trust in supervisor and trust in subordinate) and supervisor–subordinate guanxi (i.e. off-the-job activities).

Social implications

Subordinates can enhance guanxi with their supervisors to create a more harmonious working environment, creating mutual trust. The results suggest that supervisor–subordinate guanxi is based on long-term social exchange. How to balance fairness and efficiency is an import question for decision-makers.

Originality/value

This study’s examination of the role of trust and supervisor–subordinate guanxi in mediating the relationship between organizational justice and OCB expands the organizational behavior literature into a different industry (life insurance) and cultural context (Taiwan).

Turkish Adaptation of the Spirit at Work Scale in Production Sector Employees

The purpose of workplace spirituality is to enable individuals to realize the potential or their personal spirituality, develop a positive attitude and be able to create positive connections with their environment. The Spirit at Work Scale (SAWS) developed by Kinjerski and Skrypnek stands out as it conceptualizes and evaluates workplace spirituality. This study was organized methodologically in order to assess the validity and reliability of the Turkish adaptation of the Spirit at Work Scale in production businesses in a Turkish metropolitan center. The population of the study was drawn from businesses with ten or more employees in an industrial zone. The study involved a convenience sample of 188 participants. Considering the results of exploratory factor analysis (EFA), it was seen that the items in the scale were grouped around three different factors. According to the results from confirmatory factor analysis (CFA), three-factor SAWS‑TR was confirmed as a model. Consequently, it was seen that spirituality at work combined three elements, namely Engaging Work, Mystical Experience and Spiritual and Social Connection, for workers in the production sector in this study.

Does social media usage evoke employees' spirituality? A cross-level moderation model of inclusive leadership

Purpose

The purpose of this study is to investigate the impact of social media usage (SMU) and relational energy on employees' workplace spirituality within an organization from a psychological perspective.

Design/methodology/approach

This study proposes a research model based on self-determination theory. This research model was tested using a cross-level hierarchical regression analysis. Data were collected from 276 knowledge workers on 39 teams in 37 enterprises in China.

Findings

SMU has a significant positive impact on employees' relational energy and workplace spirituality. Relational energy partially mediates the relationships of cognitive usage and social usage of social media with workplace spirituality and fully mediates the relationship between hedonic usage of social media and workplace spirituality. Inclusive leadership positively affects workplace spirituality and acts as a negative cross-level moderating variable on the relationship between hedonic usage and workplace spirituality.

Practical implications

This work suggested that with appropriate SMU implications, enterprises might be able to integrate spirituality into human resource management practices to improve employees' meaningful life experiences within organizations.

Originality/value

The authors’ findings not only help to theoretically clarify the relationship between SMU and workplace spirituality but also enrich the relevant research on SMU in enterprises to improve employees' spiritual life within the organization.