Spiritual Leadership in Practice

Spiritual leadership creates a sense of calling and purpose for employees, inspires them by providing spiritual values, and builds close relationships among employees in order to develop spirituality in the workplace. A spiritual workplace ensures the creation and maintenance of positive employee behavior and attitudes at the individual (i.e., a sense of meaning and calling in a job, motivation, job satisfaction, task involvement), team (a sense of being a part of a team, team engagement), and organizational levels (a sense of being a part of an organization and the whole).

Thus, a spiritual workplace supports the creation and maintenance of a sustainable workplace that is expressed by individual (i.e., employee work‐life balance and well‐being), organizational (i.e., ethical and social responsibility), and global (i.e., caring of other people, the organization, and the environment) behavior.

Only through spiritual leadership and spiritual workplace creation, can true sustainability in the workplace be achieved with the support of HRM practices and policies. Every transformation begins with an individual and spreads throughout the world. A leader should be viewed as a “living example” who nurtures the spirits of the employees instead of being “only a manager”; an organization should be viewed as a “living unit” which takes care of society and the environment instead of viewing it as “a machine for money”.

HRM Practices –

This leads to the proposition of the conceptual model of the impact of spiritual leadership on the sustainable workplace through spirituality in the workplace with support HRM practices and policies. Human resources management is a background for these three dimensions by integrating spirituality and sustainability into practices and policies. HRM raises leaders’ awareness of spirituality and sustainability, develops a positive workplace environment based on spirituality, and increases awareness and attitudes of employees toward sustainability. Spiritual leadership creates a sense of calling and purpose for employees, inspires them by providing spiritual values, and builds close relationships among employees in order to develop spirituality in the workplace.

HRM Practices and Policies should aim at –

  • Raising leaders’ awareness of spirituality and sustainability
  • Developing a positive environment based on spirituality
  • Raising awareness and attitudes of employees towards sustainability

A spiritual workplace ensures the creation and maintenance of positive employee behavior and attitudes at the individual (i.e., a sense of meaning and calling in a job, motivation, job satisfaction, task involvement), team (a sense of being a part of a team, team engagement), and organizational levels (a sense of being a part of an organization and the whole).

Then, a spiritual workplace supports the creation and maintenance of a sustainable workplace that is expressed by individual (i.e., employee work-life balance and well-being), organizational (i.e.,ethical and social responsibility), and global(i.e.,caring of other people, the organization, and the environment) behavior. Only through spiritual leadership and spiritual workplace creation, can true sustainability in the workplace be achieved with the support of HRM practices and policies. Every transformation begins with an individual and spreads throughout the world.

It would be worth exploring how HRM and policies can promote spiritual leadership and a spiritual workplace, and by this, strengthen the sustainable workplace, and which variables of spiritual leadership and the spiritual workplace are the most significant for the sustainable workplace.


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