scholarly journals SPIRITUAL LEADERSHIP AND QUALITY OF WORKPLACE RELATIONSHIPS

2021 ◽  
Author(s):  
Serkan NAKTİYOK ◽  
Yunus ZENGİN
Keyword(s):  
Spiritual Leadership ◽  
Workplace Relationships

scholarly journals Kepemimpinan Spiritual dan Reward Terhadap Kinerja Pegawai Melalui Kualitas Kehidupan Kerja Dan Kepuasan Kerja sebagai Variabel Intervenin

2020 ◽  
Vol 21 (2) ◽  
pp. 136-148
Author(s):  
Padmayuda Tri Rachmawan ◽  
◽  
Dwi Nita Aryani ◽  
Keyword(s):  
Job Satisfaction ◽  
Employee Performance ◽  
Spiritual Leadership ◽  
Least Square Method ◽  
Work Life ◽  
Partial Least Square ◽  
Least Square ◽  
Quality Of Work Life ◽  
Quality Of Work

The purpose of this study is to analyze the influence spiritual leadership and reward toward employee performance with quality of work life and job satisfaction as mediating variable. The object of research in this study is Pasuruan Regency Transportation Office. Data analysis uses the Partial Least Square method with the software of SmartPLS. Data is collected by distibuting questionnaire to all of 86 staff as the respondents. The results show Spiritual leadership does not affect the employee performance; reward has no effect on employee performance; Spiritual leadership does not affect employee performance mediated by the quality of work life; Reward cannot influence employee performance through the quality of work life as a mediating variable; Spiritual leadership does not have an effect on employee performance which is mediated by quality of work life; the indirect effect between reward on employee performance through mediating job satisfaction is significant; The quality of work life has insignificant effect on employee performance; Job satisfaction has a positive and significant effect on employee performance. The results give significant implications on practice and literature on the influence of spiritual leadership and reward on performance. This research provides information that can be used as a guideline for the Pasuruan Communication Office to increase employee satisfaction and performance

The challenge of exceptional communication

2014 ◽  
Vol 27 (2) ◽  
pp. 57-59 ◽  
Author(s):  
Gary Fitsimmons
Keyword(s):  
Communication Process ◽  
Workplace Communication ◽  
Workplace Relationships ◽  
Bottom Line ◽  
Content Type ◽  
Good Communication ◽  
Communication Practice ◽  
Communication Practices ◽  
Practical Implications

Purpose – The purpose of this article is to promote good communication practices. Design/methodology/approach – The article defines the elements of the communication process, shows the most likely trouble spots in that process and discusses what good communication practice looks like practically. Findings – The article’s findings are that the key to good communication practices is strong trusting relationships between the communicators. Practical implications – Good communication practices affect productivity and therefore the bottom line. Social implications – Workplace relationships affect the quality of workplace communication and vice versa. Originality/value – The value of the article is a reminder of how to deal effectively with one of the most common workplace challenges.

scholarly journals Model Kepemimpinan Spiritual Suster Kepala Sekolah dan Dampaknya Bagi Kinerja Guru Dalam Pendidikan Nilai Kristiani

2021 ◽  
Vol 5 (11) ◽  
pp. 1640
Author(s):  
David Morrison Marrus ◽  
Achmad Supriyanto ◽  
Agus Timan
Keyword(s):  
Character Education ◽  
Positive Impact ◽  
Spiritual Leadership ◽  
Spiritual Values ◽  
Leadership Model ◽  
Qualitative Descriptive ◽  
Research Findings ◽  
Descriptive Approach ◽  
Santa Maria

<p class="Abstract"><strong>Abstract:</strong> The spiritual leadership model is a very supportive aspect in character education efforts in religious based schools. This study aims to describe and find a substantive theoretical framework about the spiritual leadership of the headmaster's Nun in improving the quality of teacher services to Christian spiritual education at SDK Santa Maria II and SDK Sang Timur Malang. This study uses a qualitative descriptive approach with a multi-site study design. The research findings show that the model of spiritual leadership which is apparent from efforts to in still spiritual values with a personal and programmatic approach, has a positive impact on teachers.</p><strong>Abstrak:</strong><em> </em>Model kepemimpinan spiritual merupakan aspek yang sangat mendukung dalam upaya pendidikan karakter di sekolah berbasis religi. Penelitian ini bertujuan untuk mendeskripsikan dan menemukan kerangka teori substantif tentang kepemimpinan spiritual Suster kepala sekolah dalam meningkatkan kualitas pelayanan guru terhadap pendidikan spiritual kristiani di SDK Santa Maria II dan SDK Sang Timur Malang. Penelitian ini menggunakan pendekatan deskriptif kualitatif dengan rancangan studi multi situs. Temuan penelitian menunjukkan bahwa model kepemimpinan spiritual Suster kepala sekolah yang tampak dari upaya penanaman nilai spiritual dengan pendekatan personal dan terprogram, memberikan dampak positif bagi guru.

scholarly journals The influence of spiritual leadership on turnover intention: assessing mediating role of quality of work life and moderating role of organization climate

2021 ◽  
Vol 2 (1) ◽  
pp. 27-35
Author(s):  
Neema Gasper Mariwa ◽  
Garba Betchem ◽  
Isaac Amankwaa Adu ◽  
Minkah Yaw Andrews
Keyword(s):  
Organizational Climate ◽  
Turnover Intention ◽  
Spiritual Leadership ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Mediating Role ◽  
Effect Model

The purpose of this study is to investigate the influence of spiritual leadership on employees’ turnover intention by assessing the role of quality of work life as a mediating role and organizational climate as a moderator. This study identifies and examines, using a cross-sectional survey research design, the empirical support for two alternative model – a direct effect model and an indirect effect model of the likely effect of spiritual leadership on employee turnover intention, mediated by quality of work life and organizational climate as moderator on hotel employees of Tanzania. The results of this study showed the inverse relationship of spiritual leadership and turnover intention mediated by quality of work life. In addition organizational climate moderated the effect of quality of work life on turnover intention such that the relationship was stronger when organizational climate was high. The findings from this work adds to the existing literature and provide hotel managers with knowledge on the effects of spiritual leadership on turnover intention of employees. This is an original practical examination and its significance partly comes from its research implications and practice implications.

scholarly journals Development of a measure for perceived employment relationship quality (PERQ)

2019 ◽  
Vol 39 (2) ◽  
pp. 165-189 ◽  
Author(s):  
Willem Potgieter ◽  
Chantal Olckers ◽  
Lukas Ehlers
Keyword(s):  
Relationship Quality ◽  
Two Dimensions ◽  
Employment Relationship ◽  
Workplace Relationships ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Convenience Sample ◽  
Supervisory Relationships ◽  
Turnover Costs

Studies have shown that employees react negatively towards negative supervisory behaviour. Therefore, a questionnaire that could measure the quality of various aspects of the employment relationship could be a useful tool for managing and promoting healthy employment relationships. In the light of this, the aim of this study was to develop a questionnaire that measured the perceived quality of the employment relationship from the employee’s perspective. A quantitative cross-sectional survey was conducted on a non-probability convenience sample of 248 employees from various organisations and sectors in South Africa. Although a 39-item questionnaire was developed across four theoretical dimensions, namely trust, fairness, good faith and justice, the analysis revealed that only two dimensions, labelled social factors and compliance factors and measured by 20 items, were sufficient to measure the desired construct. This questionnaire, which measures the perceived employment relationship quality, could be used as a diagnostic tool by management and HR professionals to determine the state of supervisory relationships in an organisation, and to address any problems brought to the fore, thereby avoiding turnover costs related to negative workplace relationships.

scholarly journals Constructive Supervisory Confrontation: What Employees Want

2012 ◽  
Vol 16 (3) ◽  
pp. 255
Author(s):  
Tab W. Cooper ◽  
Lucia Stretcher Sigmar
Keyword(s):  
Employee Performance ◽  
Corrective Feedback ◽  
Workplace Relationships ◽  
Employee Perception ◽  
Leadership Skill ◽  
Employee Job Satisfaction ◽  
Constructive Criticism ◽  
Using Data ◽  
And Behavior

Confronting others with constructive criticism and feedback to hold them accountable for their actions and behavior is an important leadership skill in managing people. While the majority of literature generally supports the need for constructive supervisory confrontation in the workplace, few studies have attempted to quantify the issue of supervisory confrontation from the employees perspective. Using data from a 2010 survey of 69 mid- and lower-level employees, this study examines employee perception of two primary forms of supervisory confrontation: supportive and corrective feedback. Our research quantifies six, statistically significant areas of confrontational behavior that were valued by employees and ranks their relative importance in the workplace. Our hypothesis is that positive and supportive feedback is valued more highly by employees, and leaders who are socially and emotionally skilled will have a greater impact on employee performance. An understanding of employee perception and valuation of confrontational behavior can improve supervisory leadership, and can also promote employee job satisfaction, motivate employees, eliminate the need for constant supervision, and influence the quality of and improve workplace relationships.

Employer of choice: does gender matter?

2015 ◽  
Vol 30 (8) ◽  
pp. 613-634 ◽  
Author(s):  
Victoria Bellou ◽  
Irini Rigopoulou ◽  
John Kehagias
Keyword(s):  
Workplace Relationships ◽  
Cross Sectional ◽  
Male And Female ◽  
Content Type ◽  
Working Adults ◽  
Cross Sectional Design ◽  
Employer Of Choice ◽  
First Time

Purpose – This paper aims to set out to add to extant knowledge by delineating the content of employer of choice (EOC) regardless of sector and shedding light on the role of gender in the EOC profile. Becoming an employer of choice (EOC) is a strategy that can help organizations manage current and prospective employee expectations of their employment relationship. Design/methodology/approach – Responses were gathered from 896 working adults. The questionnaire was developed by the researchers to reflect the employment experience. Parallel analysis and factor analysis were used to analyze the content of the EOC, and t-tests compares EOC factors between male and female individuals. Findings – The results verify the multi-dimensionality of EOC and enrich its content. The most important facets of EOC for employees are the quality of workplace relationships, work prerequisites and satisfying work setting as the most important. With regards to how male and female employees perceive the EOC, both differences and similarities were found. Research limitations/implications – Key limitations pertain to its cross-sectional design, the fact that gender is examined in isolation of other forms of identity that may interact with gender, and the fact that all respondents were Greek and white-collar. Practical implications – The findings can support HR and marketing managers in their effort to attract talented individuals and retain and activate talented employees. Originality/value – Existing evidence identifies the profile of EOCs within specific sectors, while we construct an EOC profile that crosses sector boundaries. Moreover, it is the first time that research into EOC takes gender into consideration in a structured way to offer a clearer understanding of what is valued by individuals.

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