Towards Examining the Link Between Workplace Spirituality and Workforce Agility: Exploring Higher Educational Institutions

Predicting the effect of ethical climate and spiritual well-being of nurses on respecting the patients' privacy in intensive care units: an analytical study

BACKGROUND

Ethical climate, observance of patients' privacy and nurses' spiritual well-being are of great importance in intensive care units (ICU). In addition, it is essential to identify spiritual and ethical predictors of patients' privacy. Thus, this study aimed to determine the predictive effects of ethical climate and nurses' spiritual well-being on patients' privacy in ICU.

METHODS

In this analytical cross-sectional study, 250 out of 500 ICU nurses were recruited using proportionate allocation stratified sampling. Data were collected using a demographic characteristics form, Patient Privacy Scale, Hospital Ethical Climate Survey, and Spiritual Well-Being Scale. The data were analyzed using Pearson correlation coefficient and hierarchical linear regression analysis.

RESULTS

The results showed that patients' privacy was associated with the hospital's ethical climate and nurses' spiritual well-being (P < 0.001). The hierarchical linear regression analysis indicated that, in step 1, patients (β = 0.22, P = 0.03) and managers' (β = 0.41, P < 0.001) subscales of ethical climate had a significant proportion of the variance of patients' privacy. In step 2, patients (β = 0.25, P = 0.01), managers' (β = 0.34, P < 0.001) subscales of ethical climate, and nurses' spiritual well-being (β = 0.17, P = 0.01) had a significant proportion of the variance of patients' privacy. According to step 2, these variables explained 40% of the changes in patients' privacy.

CONCLUSION

The results of the present study showed that the ethical climate and nurses' spiritual well-being were the predictors of patients' privacy. Given that 40% of the variance of the patients' privacy was recognized by these variables, it is suggested that further research should be conducted to determine other predictors.

Effect of authentic leadership on work readiness: the mediating role of nurses' agility

BACKGROUND

The dynamic and demanding nature of healthcare environments necessitates that nurses not only possess clinical proficiency but also exhibit high levels of work readiness to adapt swiftly to changes. Authentic leadership has been recognized as a critical factor influencing various organizational outcomes.

AIM

Investigating the mediating role of nurses' agility in the relation between authentic leadership and nurses' work readiness.

DESIGN AND METHOD

A correlational analytical research design was utilized following STROBE guidelines, and data were collected from 249 nurses at a hospital affiliated with Beni-Suef University, Egypt. Instruments included authentic leadership Questionnaire, work readiness scale, and workforce agility scale. Data was collected from the beginning of March to the end of April 2024.

RESULTS

The findings indicate that authentic leadership was notably strong regarding morality/ethics dimension (mean score: 15.81), and nurses demonstrated relatively high agility levels, particularly in proactivity (mean score: 29.16). Organizational acumen scored highest in work readiness dimensions (mean score: 53.94). Nurses' overall scores for study variables ranged from 72 to 80% of the maximum, with agility scoring highest (mean score: 85.77). Significant positive correlations were found between variables, especially between nurses' agility and authentic leadership (r = 0.362).

CONCLUSION

Path analysis reveals nurses' agility as a paramount mediator between authentic leadership and nurses' work readiness, indicating its vital role in transmitting the positive effects of authentic leadership. Practical implications include establishing authentic leadership programs that foster nurses' agility especially proactive behaviors. That in turn improve nurses' readiness for various work responsibilities.

Workforce agility: a systematic literature review and research agenda

Introduction

The definition and operationalization of workforce agility, initially associated with multitasking abilities, have evolved to encompass aspects of adaptability, proactivity, and resilience, which are now widely accepted. However, some authors have expanded this concept by adding elements such as intelligence, collaboration, and social support, leading to confusion and disagreement on how to consistently measure workforce agility. Furthermore, the literature emphasizes the importance of workforce agility in achieving business goals and adopting innovative management models, yet it provides limited structured guidance for future research.

Methods

This study uses Scopus and Web of Science as the primary databases. The search was not limited to a specific period but included articles up to 2024, with an initial sample of 176 articles. After a screening process based on inclusion and exclusion criteria, 74 articles were included in the thematic analysis and data synthesis.

Results

Workforce agility has been positioned as an independent, mediating, moderating, and dependent variable in various studies. Most studies examine workforce agility at the individual level, with only about 10 studies exploring this aspect at the organizational level. However, no research has specifically explored workforce agility at the team level to date. The primary objective of workforce agility research is to expand and connect theories with diverse methodological approaches, including quantitative, qualitative, and mixed methods. As a result, theoretical foundations and inter-variable relationships are established to identify recommendations for future research.

Discussion

More than 25 fundamental theories have been identified and categorized into nine groups. These nine groups were then reformulated into four general theories: Organizational and Management Theory, Communication and Social Interaction Theory, Behavioral and Learning Theory, and Economic Theory. Based on previous research, several recommendations for future research have been outlined, including conducting longitudinal studies, integrating mixed methods, considering the global cultural context, expanding research samples, developing conceptual models, exploring mediating and moderating variables, developing workforce agility theories, creating efficient evaluation methods, and implementing multilevel models.

Spiritual leadership influence on employee creative service performance: a moderated mediation analysis

This paper expands the understanding of the relationship between spiritual leadership (SPL) and the creative service performance of employees. The research model, based on cognitive evaluation theory, examines the mediating role of employee autonomy and the moderating role of proactive personality in the relationship between SPL and employee creative service performance. Data was collected from 351 employees in China to test the moderated mediation model of this study. The empirical analysis reveals a positive association between SPL and employee autonomy, which in turn leads to increased employee creative service performance. Furthermore, the results show that SPL indirectly affects employee creative service performance via employee autonomy. Additionally, the findings suggest that a proactive personality can enhance the direct effect of SPL on employee autonomy and the indirect effect of SPL on employee creative service performance via employee autonomy. These results contribute significantly to the literature on SPL and creativity. The contributions and implications of this study are discussed in the subsequent section.

Emotional Intelligence Outcomes in Higher Education Institutions: Empirical Evidence From a Western Context

The main outcomes of emotional intelligence (EMI) in the workplace have been researched in a variety of settings, however, few studies have focused on such consequences, particularly in the context of higher education institutions (HEIs). This research is therefore to empirically examine the impact of EMI on work-life balance, job insecurity, knowledge sharing behaviour, and workforce agility at HEIs. A total of 368 responses from academic staff members in Italy were analysed using PLS-SEM. The findings indicated that EMI has a significant impact on workforce agility, work-life balance, job insecurity, and knowledge sharing behaviour. In addition, work-life balance significantly impacted knowledge sharing behaviour, which in turn affected workforce agility. This article adds to the body of knowledge on the human resources management domain by highlighting the key consequences of EMI in HEIs within a western context. It also provides various managerial implications for concerned faculty members and senior managers at HEIs. Research limitations and avenues for further research are given.

Examining Toxic Leadership Nexus With Employee Cyberloafing Behavior via Mediating Role of Emotional Exhaustion

From the perspective of social exchange and the conservation of resources theories, the current study investigated the effect of toxic leadership on employee cyberloafing behaviour via the mediating role of emotional exhaustion and the moderating role of organisational commitment. SPSS models 1:moderation, 4: mediation, and 14: moderation mediation of PROCESS Hayes were used to evaluate the data from 357 employees of the Chinese corporate sector. The results show a positive relation between toxic leadership and cyberloafing, and emotional exhaustion mediates this relationship. Further, organisation commitment moderates the indirect, interactive effect of toxic leadership and emotional exhaustion on cyberloafing. The model was tested using 3-wave data; however, since the data were attained from a single source, the problem of common method bias cannot be ruled out. To avoid or lessen instances of cyberloafing behaviour and encourage good working attitudes, organisations must also take action and develop regulations governing internet use in the workplace.

Shame: Does It Fit in the Workplace? Examining Supervisor Negative Feedback Effect on Task Performance

Purpose

One of the most exciting aspects of organisational psychology is the study of shame and the factors that lead up to it. The purpose of this study was to examine the relation between supervisor negative feedback and task performance. Further, we examined the mediating role of shame between supervisor negative feedback and task performance and the moderating role of self-esteem.

Methods

Employees working full-time in educational institutions across Pakistan were selected to collect data from the respondents. By using a convenience sampling technique, 258 employees participated in the study. The data were collected in three phases to reduce the problem of the common variance bias. Direct paths were tested by using simple linear regression (SPSS V.25). Hayes (2017) PROCESS macro model 4 was used for mediation and model 1 for moderation.

Results

The findings revealed that negative feedback from supervisors is linked positively with employees' task performance. Further, shame partially mediates the relation between supervisor negative feedback and tas performance. When self-esteem is high, negative feedback and task performance were more strongly associated than low.

Discussion

This study has theoretical and practical implications and is based on the well-known theory of psychology ie affective events theory (AET), which states that workplace events cause emotions, influencing work attitudes and actions. This study fills the gap which is unknown to the scholars and practitioners in understanding that supervisor negative feedback is helpful to enhance employee task performance via feeling shame.

The Relationship Between Exercise Intention and Exercise Behavior of Junior School Students: An Analysis of Chain Mediating Effect

Objective

This study explores the relationship between exercise intention and exercise behavior and constructs a chain mediating model through the mediating effect of implementation intention and self-identity.

Method

Through the stratified cluster sampling method, 1,573 junior school students (with an average age of 13.71 ± 0.891 years) were evaluated by the exercise intention scale, the implementation intention scale, the self-identity scale, and the physical exercise grade scale. For data analysis, the common method deviation test, Pearson correlation analysis, and Model 6 in the SPSS macro program compiled by Hayes for the chain mediating test were conducted.

Results

(1) There is a marked correlation between positive exercise intention and exercise behavior (r = 0.345, p < 0.01), and exercise intention has a significant effect on the direct path of exercise behavior (β = 0.162, t = 12.355, p < 0.01). (2) Exercise intention can positively predict implementation intention (β = 0.219, t = 10.006, p < 0.01) and self-identity (β = 0.160, t = 16.159, p < 0.01); implementation intention can significantly and positively predict exercise behavior (β = 0.230, t = 12.742, p < 0.01),and self-identity can significantly and positively predict exercise behavior (β = 0.273, t = 7.911, p < 0.01). (3) Implementation intention and self-identity play a significant mediating role between exercise intention and exercise behavior. The mediating effect consists of three indirect effects: exercise intention → implementation intention → exercise behavior (the mediating effect value is 0.050), exercise intention → self-identity → exercise behavior (the mediating effect value is 0.044), and exercise intention →implementation intention → self-identity → exercise behavior (the mediating effect value is 0.017).

Conclusion

(1) Exercise intention can significantly and positively predict exercise behavior. (2) Implementation intention and self-identity exert a significant mediating effect between exercise intention and exercise behavior, including the separate mediating effect of implementation intention and self-identity, as well as the chain mediating effect of implementation intention and self-identity.

Spiritual Leadership, Autonomous Motivation and Employee Craftsmanship Spirit: The Cross-Level Moderating Effect of Caring Ethical Climate

Purpose

Whether in traditional manufacturing or modern intelligent manufacturing, craftsmen have always been the backbone of China’s manufacturing industry. Cultivating employee craftsmanship spirit has become one of the top tasks of human resource management in China’s manufacturing industry. The question is what kind of leadership style will promote employee craftsmanship spirit and how can it be promoted? To answer this question, based on self-determination theory and social exchange theory, this study focuses on the influence of spiritual leadership on employee craftsmanship spirit, as well as the moderating effect of having a caring ethical climate and the mediating effect of autonomous motivation between spiritual leadership and employee craftsmanship spirit.

Methods

The leaders and employees of 103 work teams from Chinese manufacturing enterprises were investigated, and 434 paired data points were obtained. Data analysis and hypothesis testing were conducted using data analysis software, such as HLM, SPSS, and AMOS.

Results

The results reveal that spiritual leadership can significantly positively predict employee craftsmanship spirit. Employee autonomous motivation plays a partial mediating role in the positive correlation between spiritual leadership and craftsmanship spirit. Additionally, caring ethical climate positively moderates the correlation between spiritual leadership and the autonomous motivation of employees. The greater the caring ethical climate of teams is, the stronger the positive correlation between spiritual leadership and the autonomous motivation of employees.

Conclusion

Leadership plays an important role in the process of employees improving their skills, acquiring the status of craftsmen, and developing craftsmanship beliefs. Therefore, it is of great significance to understand how spiritual leadership style can effectively promote craftsmanship spirit among employees for high-quality development of the manufacturing industry. This study reveals the ways that spiritual leadership influences employee craftsmanship spirit from a new perspective and confirms the mediating effect of autonomous motivation as well as the moderating effect of caring ethical climate. The research conclusions can provide practical solutions for cultivating employee craftsmanship spirit.

Gastronomic Tourism and Tourist Motivation: Exploring Northern Areas of Pakistan

Gastronomic tourism is becoming an essential consideration among tourists when choosing a tourist destination. One of the main reasons for visiting a specific destination for almost 15% of tourists is "gastronomy". This has led to the development of a new kind of tourism called "Gastronomic Tourism". However, there has been minimal research on gastronomy tourism, specifically in Pakistan. The primary purpose of this study is to measure the level of satisfaction in a tourist destination and furthermore consider gastronomy as a component of visitor motivation. A survey of 307 tourists who had recently visited Pakistan's northern areas was undertaken to conduct the study. This has enabled us to better understand the variables that influence the behaviors and attitudes of tourists toward this popular tourist attraction. Gastronomy motivation impacts tourism location selection, and gastronomic experience influences satisfaction, according to the research. Specifically, tourists show a keen interest in gastronomic experiences after feeling satisfied with the destination and local foods, developing loyalty toward the destination.

The positive side of overqualification: examining perceived overqualification linkage with knowledge sharing and career planning

Purpose

This study aims to address and observe the positive side of perceived overqualification (POQ) on employee knowledge sharing (KS) and career planning. Role identity theory highlights that an employee’s POQ is related to employee career identity in a positive way.

Design/methodology/approach

The hypotheses were supported by a time-lagged examination of 277 supervisor–subordinate dyads working in the corporate sector.

Findings

The findings state that a person’s career identity is associated with increased KS and career planning. Furthermore, the effect of overqualification on KS and career planning was predicted to be mediated by career identity. Using an interactionism mechanism, this study indicated that this mediation is moderated by leader humility. The career identities of overqualified employees are elevated when a humble leader supports them. The results suggest that, when handled appropriately, POQ may benefit both employees and organizations.

Research limitations/implications

The implications of these results are examined theoretically and practically. Moreover, the findings of this study will open new avenues for scholars and practitioners in the field of organizational behavior and human resource management.

Originality/value

The study examined the positive side of POQ and its effect on employees’ career outcomes and KS attitudes. This study is among the first empirical studies to examine career outcomes and KS behavior due to POQ.

Servant Leadership Behavior at Workplace and Knowledge Hoarding: A Moderation Mediation Examination

Servant leadership practice honesty, stewardship, and high moral standards while prioritizing the needs of subordinates. The moral concern of a servant leadership is to support others and put the needs of others first. We investigated the relationship between servant leadership, psychological safety, and knowledge hoarding in accordance with social learning theory in a survey of 347 workers across 56 teams. The results of this study illustrate that servant leadership is negatively associated with knowledge hoarding and positively associated with psychological safety. We also found that a mastery climate moderated the relationship between servant leadership and knowledge hoarding. This study highlights the theoretical and practical implications that contribute to the body of knowledge. It helps organizations that the presence of servant leadership may discourage knowledge hoarding by providing a psychologically safe mastery climate.

Examining Whistleblowing Intention: The Influence of Rationalization on Wrongdoing and Threat of Retaliation

Whistleblowers who expose wrongdoing often face several concerns, pressures, and threats of retaliation before reaching a final decision. Specifically, this study examines the effects of perceived seriousness of wrongdoing (PSW) and perceived threat of retaliation (PTR), as well as the impact of rationalization (RNL), comparing perceived seriousness of wrongdoing, perceived threat of retaliation and whistleblowing intention. Furthermore, this study aims to determine the mediating effect of anticipated regret (AR) on the relationship between perceived seriousness of wrongdoing and whistleblowing intention. We validated our model by analyzing data gathered across three stages from employees in the telecom sector in Pakistan. The key findings of our research may be summarized as follows: (i) individuals' willingness to 'blow the whistle' increases as a result of perceived seriousness of wrongdoing; (ii) whistleblowers are more likely to opt to remain silent if they anticipate a greater threat of retaliation, and (iii) our study establishes a positive connection between perceived seriousness of wrongdoing and whistleblowing intention, indicating that perceived seriousness of wrongdoing enhances people's willingness to blow the whistle, and whistleblowers are more likely to choose to emerge if the behaviour is more serious in nature; (iv) the data we have uncovered indicates a moderating role of rationalization in regulating the connections between perceived seriousness of wrongdoing, perceived threat of retaliation, and whistleblowing intention; and (v) the findings demonstrate that anticipated regret mediates the connection between perceived seriousness of wrongdoing and the intention to report wrongdoing. Additionally, the results are discussed in terms of their significance for corporate ethics researchers and managers, as well as for end-users who are interested in whistleblowing.