Enhancing Meaningful Work The Roles Of Spiritual Leadership Intrinsic Motivation And Employees' Gender
DOI:
https://doi.org/10.33736/ijbs.7624.2024Keywords:
Spiritual leadership, intrinsic motivation, meaningful work, gender differencesAbstract
In today's workplace, employees grapple with finding meaningful work amidst the complexities of a dynamic business landscape shaped by rapid technological advances, uncertainties, intensified customer demands, and the impacts of events like the COVID-19 pandemic. These challenges induce emotional and physical strains, leading to a sense of anomie, resulting in reduced productivity, performance, job satisfaction, and heightened turnover intentions. Holistic leadership is crucial to addressing these issues, focusing on enhancing intrinsic motivation and cultivating a deeper sense of meaningful work. Based on self-determination theory and spiritual leadership framework, this study suggests positive correlations between spiritual leadership and employees' perception of meaningful work, with intrinsic motivation partially mediating the relationship and gender moderating it. Findings from 448 employees in Kenyan commercial banks reveal intrinsic motivation partially mediates, and gender moderates, the relationship between spiritual leadership and employees' perception of meaningful work. The study's implications and recommendations for future research are provided.
References
Achmad Sani Supriyanto, Vivin Maharani Ekowati, Abd. Haris, Budi Eko Soetjipto, Rudi Harianto, & Muchlis Yahya. (2020). The effect of organizational citizenship behavior on job satisfaction mediated with spiritual leadership. International Journal of Business and Society, 21(2), 737-748. https://doi.org/10.33736/ijbs.3286.2020
https://doi.org/10.33736/ijbs.3286.2020
Aguinis, H., Edwards, J. R., & Bradley, K. J. (2017). Improving our understanding of moderation and mediation in strategic management research. Organizational Research Methods, 20(4), 665-685. https://doi.org/10.1177/1094428115627498 Ali, H., Fani, M. I., Ali, H., & Shahab, S. (2013). Impact of Gender Diversity on Spiritual Leadership and Follower's Need for Spiritual Survival/Well-being. African Journal of Business Management, 7(39), 4122-4127. http://www.academicjournals.org/AJBM
https://doi.org/10.1177/1094428115627498
Allan, B. A., Batz-Barbarich, C., Sterling, H. M., & Tay, L. (2019). Outcomes of meaningful work: A meta‐analysis. Journal of Management Studies, 56(3), 500-528. https://doi.org/10.1111/joms.12406
https://doi.org/10.1111/joms.12406
Allan, B. A., Rolniak, J. R., & Bouchard, L. (2020). Underemployment and well-being: exploring the dark side of meaningful work. Journal of Career Development, 47(1), 111-125. https://doi.org/10.1177/0894845318819861
https://doi.org/10.1177/0894845318819861
Arslan, A., Ahokangas, P., Haapanen, L., Golgeci, I., Tarba, S. Y., & Bazel-Shoham, O. (2022). Generational differences in organizational leaders: An interpretive phenomenological analysis of work meaningfulness in the Nordic high-tech organizations. Technological Forecasting and Social Change, 180, 121717. https://doi.org/10.1016/j.techfore.2022.121717
https://doi.org/10.1016/j.techfore.2022.121717
Bailey, C., Yeoman, R., Madden, A., Thompson, M., & Kerridge, G. (2019). A review of the empirical literature on meaningful work: progress and research agenda. Human Resource Development Review, 18(1), 83-113. https://doi.org/10.1177/1534484318804653
https://doi.org/10.1177/1534484318804653
Bawuro, F. A., Shamsuddin, A., Wahab, E., & Usman, H. (2019). Mediating role of meaningful work in the relationship between intrinsic motivation and innovative work behaviour. 8(09), 10. International Journal of Scientific and Technology Research, 8(9), 2076-2084. Baykal, E. (2019). Creating organizational commitment through spiritual leadership: Mediating effect of meaning at work. Business & Management Studies: An International Journal, 7(2), 837-855. https://doi.org/10.15295/bmij.v7i2.1113
https://doi.org/10.15295/bmij.v7i2.1113
CBK. (2022). Central Bank of Kenya Directory of Licenced Commercial Banks, Mortgage Finance Institutions and Authorized Non-Operating Companies. https://www.centralbank.go.ke/wp-content/uploads/2016/06/Directory-of-Licenced-Commercial-Banks-Mortgage-Finance-Institutions-and-NOHCs-1.pdf
Central Bank of Kenya. (2020). Bank Supervision Annual Report 2020 (p. 106) [Annual Report].
Dastane, O. (2020). Impact of leadership styles on employee performance: A moderating role of gender. Australian Journal of Business and Management Research, 5(12), 27-52. https://doi.org/10.52283/NSWRCA.AJBMR.20210512A03
https://doi.org/10.52283/NSWRCA.AJBMR.20200512A03
Deci, E. L., & Ryan, R. M. (1985). The general causality orientations scale: Self-determination in personality. Journal of Research in Personality, 19(2), 109-134. https://doi.org/10.1016/0092-6566(85)90023-6
https://doi.org/10.1016/0092-6566(85)90023-6
Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268. https://doi.org/10.1207/S15327965PLI1104_01
https://doi.org/10.1207/S15327965PLI1104_01
Deci, E. L., & Ryan, R. M. (2008). Self-determination theory: A macrotheory of human motivation, development, and health. Canadian Psychology/Psychologie Canadienne, 49(3), 182-185. https://doi.org/10.1037/a0012801
https://doi.org/10.1037/a0012801
Deci, E. L., & Ryan, R. M. (2012). Motivation, personality, and development within embedded social contexts: An overview of self-determination theory. In R. M. Ryan (Ed.), The Oxford Handbook of Human Motivation (pp. 84-108). Oxford University Press. https://doi.org/10.1093/oxfordhb/9780195399820.013.0006
https://doi.org/10.1093/oxfordhb/9780195399820.013.0006
Fishbach, A., & Woolley, K. (2022). The structure of intrinsic motivation. Annual Review of Organizational Psychology and Organizational Behavior, 9(1), 339-363. https://doi.org/10.1146/annurev-orgpsych-012420-091122
https://doi.org/10.1146/annurev-orgpsych-012420-091122
Frémeaux, S., & Pavageau, B. (2020). Meaningful leadership: How can leaders contribute to meaningful work? Journal of Management Inquiry, 31(1), 54-66. 105649261989712. https://doi.org/10.1177/1056492619897126
https://doi.org/10.1177/1056492619897126
Fry, L. W. (2003). Toward a theory of spiritual leadership. The Leadership Quarterly, 14(16), 693-727. https://doi.org/10.1016/j.leaqua.2003.09.001
https://doi.org/10.1016/j.leaqua.2003.09.001
Fry, L. W. (2008). Spiritual leadership: state-of-the-art and future directions for theory, research, and practice. In J. Biberman & L. Tischler (Eds.), Spirituality in Business (pp. 106-124). Palgrave Macmillan US. https://doi.org/10.1057/9780230611887_7
https://doi.org/10.1057/9780230611887_7
Fry, L. W., & Cohen, M. P. (2009). Spiritual leadership as a paradigm for organizational transformation and recovery from extended work hours cultures. Journal of Business Ethics, 84(S2), 265-278. https://doi.org/10.1007/s10551-008-9695-2
https://doi.org/10.1007/s10551-008-9695-2
Fry, L. W., Latham, J. R., Clinebell, S. K., & Krahnke, K. (2017). Spiritual leadership as a model for performance excellence: A study of Baldrige award recipients. Journal of Management, Spirituality & Religion, 14(1), 22-47. https://doi.org/10.1080/14766086.2016.1202130
https://doi.org/10.1080/14766086.2016.1202130
Fry, L. W., Matherly, L. L., Whittington, J. L., & Winston, B. E. (2007). Spiritual leadership as an integrating paradigm for servant leadership. Integrating spirituality and organizational leadership, 70-82. https://scholar.google.com/scholar?hl=en&as_sdt=2007&q=Spiritual+Leadership+as+an+Integrating+Paradigm+for.+Servant+Leadership&btnG= Fry, L. W., & Slocum, J. W. (2008). Maximizing the triple bottom line through spiritual leadership. Organizational Dynamics, 37(1), 86-96. https://doi.org/10.1016/j.orgdyn.2007.11.004
https://doi.org/10.1016/j.orgdyn.2007.11.004
Fry, L. W., Vitucci, S., & Cedillo, M. (2005). Spiritual leadership and army transformation: Theory, measurement, and establishing a baseline. The Leadership Quarterly, 16(5), 835-862. https://doi.org/10.1016/j.leaqua.2005.07.012
https://doi.org/10.1016/j.leaqua.2005.07.012
Gagné, M., & Deci, E. L. (2005). Self-determination theory and work motivation: Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331-362. https://doi.org/10.1002/job.322 Geldenhuys, M., Taba, K., & Venter, C. M. (2014). Meaningful work, work engagement and organisational commitment. SA Journal of Industrial Psychology, 40(1), 1-10. https://hdl.handle.net/10520/EJC151613
https://doi.org/10.1002/job.322
Giorgi, G., Arcangeli, G., Perminiene, M., Lorini, C., Ariza-Montes, A., Fiz-Perez, J., Di Fabio, A., & Mucci, N. (2017). Work-related stress in the banking sector: A review of incidence, correlated factors, and major consequences. Frontiers in Psychology, 8, 2166. https://doi.org/10.3389/fpsyg.2017.02166
https://doi.org/10.3389/fpsyg.2017.02166
Grant, A. M. (2008). Does intrinsic motivation fuel the prosocial fire? Motivational synergy in predicting persistence, performance, and productivity. Journal of Applied Psychology, 93(1), 48-58. https://doi.org/10.1037/0021-9010.93.1.48
https://doi.org/10.1037/0021-9010.93.1.48
Hair, J. F. (Ed.). (2014). Multivariate data analysis (7. ed., Pearson new internat. ed). Pearson.
Haque, M. J., Nawaz, M. Z., Shaikh, H. A., & Tariq, M. Z. (2022). Spiritual Leadership and Unit Productivity: Does Psychological Need Mediate the Relationship between Spiritual Leadership and Unit Productivity? Public Integrity, 24 (7), 615-628. https://doi.org/10.1080/10999922.2021.1957271
https://doi.org/10.1080/10999922.2021.1957271
Hunsaker, W. D. (2017). Spiritual leadership and organizational citizenship behavior: Exploring the conditional effects of self-determination and confucian mindset. International Journal of Business and Society, 18(3), 485-502. https://doi.org/10.33736/ijbs.3141.2017
https://doi.org/10.33736/ijbs.3141.2017
Hunsaker, W. D. (2019). Spiritual leadership and job burnout: Mediating effects of employee well-being and life satisfaction. Management Science Letters, 9(8), 1257-1268. https://doi.org/10.5267/j.msl.2019.4.016
https://doi.org/10.5267/j.msl.2019.4.016
Hunsaker, W. D. (2021). Spiritual leadership and work-family conflict: Mediating effects of employee well-being. Personnel Review, 50(1), 143-158. https://doi.org/10.1108/PR-04-2019-0143
https://doi.org/10.1108/PR-04-2019-0143
Hunsaker, W. D. (2022). Spiritual leadership and employee innovation. Current Psychology, 41(8), 5048-5057. https://doi.org/10.1007/s12144-020-01011-9
https://doi.org/10.1007/s12144-020-01011-9
Jeon, K. S., & Choi, B. K. (2020). A multidimensional analysis of spiritual leadership, affective commitment and employees' creativity in South Korea. Leadership & Organization Development Journal, 41(8), 1035-1052. https://doi.org/10.1108/LODJ-08-2019-0352
https://doi.org/10.1108/LODJ-08-2019-0352
Kara, D., Kim, H. (Lina), Lee, G., & Uysal, M. (2018). The moderating effects of gender and income between leadership and quality of work life (QWL). International Journal of Contemporary Hospitality Management, 30(3), 1419-1435. https://doi.org/10.1108/IJCHM-09-2016-0514
https://doi.org/10.1108/IJCHM-09-2016-0514
Karakas, F. (2010). Spirituality and Performance in Organizations: A Literature Review. Journal of Business Ethics, 94(1), 89-106. https://doi.org/10.1007/s10551-009-0251-5
https://doi.org/10.1007/s10551-009-0251-5
Kerlinger, N. F. (2007). Foundations of Behavioural Research. Surjeet.
Kouzes, J. M., & Posner, B. Z. (2023). The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations. (Seventh). John Wiley & Sons, Inc. Kubiak, E. (2022). Increasing perceived work meaningfulness by implementing psychological need-satisfying performance management practices. Human Resource Management Review, 32(3), 100792. https://doi.org/10.1016/j.hrmr.2020.100792
https://doi.org/10.1016/j.hrmr.2020.100792
Kumar, R. (2011). Research methodology: A step-by-step guide for beginners (3rd ed). SAGE.
Lips-Wiersma, M., & Wright, S. (2012). Measuring the meaning of meaningful work: Development and validation of the comprehensive meaningful work scale (CMWS). Sage, 37(5), 655-685. https://doi.org/DOI: 10.1177/1059601112461578
https://doi.org/10.1177/1059601112461578
Lysova, E. I., Allan, B. A., Dik, B. J., Duffy, R. D., & Steger, M. F. (2019). Fostering meaningful work in organizations: A multi-level review and integration. Journal of Vocational Behavior, 110, 374-389. https://doi.org/10.1016/j.jvb.2018.07.004
https://doi.org/10.1016/j.jvb.2018.07.004
Maran, T. K., Baldegger, U., & Klösel, K. (2022). Turning visions into results: Unraveling the distinctive paths of leading with vision and autonomy to goal achievement. Leadership & Organization Development Journal, 43(1), 133-154. https://doi.org/10.1108/LODJ-06-2021-0268
https://doi.org/10.1108/LODJ-06-2021-0268
Oh, J., & Wang, J. (2020). Spiritual leadership: Current status and agenda for future research and practice. Journal of Management, Spirituality & Religion, 17(3), 223-248. https://doi.org/10.1080/14766086.2020.1728568
https://doi.org/10.1080/14766086.2020.1728568
Ryan, R. M., & Deci, E. L. (2000). Intrinsic and extrinsic motivations: classic definitions and new directions. Contemporary Educational Psychology, 25(1), 54-67. https://doi.org/10.1006/ceps.1999.1020
https://doi.org/10.1006/ceps.1999.1020
Sheko, A., & Spaho, A. B. (2018). Information technology inhibitors and information quality in supply chain management: PLS-SEM analysis. Academic Journal of Interdisciplinary Studies, 7(3), 125-138. https://doi.org/10.2478/ajis-2018-0064
https://doi.org/10.2478/ajis-2018-0064
Steger, M. F., & Dik, B. J. (2009). If one is looking for meaning in life, does it help to find meaning in work? Applied Psychology: Health and Well-Being, 1(3), 303-320. https://doi.org/10.1111/j.1758-0854.2009.01018.x
https://doi.org/10.1111/j.1758-0854.2009.01018.x
Steger, M. F., & Dik, B. J. (2010). Work as meaning: Individual and organizational benefits of engaging in meaningful work. In P. A. Linley, S. Harrington, & Garcea (Eds), Oxford Libary of Psychology. Oxford Handbook of positive psychology and work. (Vol. 53, pp. 131-142). Oxford University Press.
https://doi.org/10.1093/oxfordhb/9780195335446.013.0011
Steger, M. F., Dik, B. J., & Duffy, R. D. (2012). Measuring meaningful work: The work and meaning inventory (WAMI). Journal of Career Assessment, 20(3), 322-337. https://doi.org/10.1177/1069072711436160
https://doi.org/10.1177/1069072711436160
Sugiardi, A. (2021). The urgence of the role of spiritual leadership on intrinsic motivation and organizational commitment and their impact on job satisfaction. Journal Of Islamic Economic Business, 2(1), 73-96. https://doi.org/28944/assyarikah.v2i1.714
https://doi.org/10.28944/assyarikah.v2i1.714
Supriyanto, A. S., Ekowati, V. M., & Maghfuroh, U. (2020). Do organizational citizenship behavior and work satisfaction mediate the relationship between spiritual leadership and employee performance? Management Science Letters, 10(5) 1107-1114. https://doi.org/10.5267/j.msl.2019.10.031
https://doi.org/10.5267/j.msl.2019.10.031
Tabor, W., Madison, K., Marler, L. E., & Kellermanns, F. W. (2020). The effects of spiritual leadership in family firms: A conservation of resources perspective. Journal of Business Ethics, 163(4), 729-743. https://doi.org/10.1007/s10551-019-04379-2
https://doi.org/10.1007/s10551-019-04379-2
Tan, K.-L., Lew, T.-Y., & Sim, A. K. S. (2021). Effect of work engagement on meaningful work and psychological capital: Perspectives from social workers in New Zealand. Employee Relations: The International Journal, 43(3), 807-826. https://doi.org/10.1108/ER-11-2019-0433 Thory, K. (2016). Developing meaningfulness at work through emotional intelligence training: Developing meaningfulness at work. International Journal of Training and Development, 20(1), 58-77. https://doi.org/10.1111/ijtd.12069
https://doi.org/10.1108/ER-11-2019-0433
Wang, M., Guo, T., Ni, Y., Shang, S., & Tang, Z. (2019). The Effect of spiritual leadership on employee effectiveness: An intrinsic motivation perspective. Frontiers in Psychology, 9, 2627. https://doi.org/10.3389/fpsyg.2018.02627
https://doi.org/10.3389/fpsyg.2018.02627
Wang, P., & Walumbwa, F. O. (2007). Family-friendly programs, organizational commitment, and work withdrawal: The moderating role of transformational leadership. Personnel Psychology, 60(2), 397-427. https://doi.org/10.1111/j.1744-6570.2007.00078.x
https://doi.org/10.1111/j.1744-6570.2007.00078.x
Widodo, S., & Suryosukmono, G. (2021). Spiritual leadership, workplace spirituality and their effects on meaningful work: Self-transcendence as mediator role. Management Science Letters, 11(7) 2115-2126. https://doi.org/10.5267/j.msl.2021.2.016
https://doi.org/10.5267/j.msl.2021.2.016
Williams, L. J., & Anderson, S. E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behavior. Journal of Management, 17(3), 601-617.
https://doi.org/10.1177/014920639101700305
Wu, W.-L., & Lee, Y.-C. (2020). How spiritual leadership boosts nurses' work engagement: The mediating roles of calling and psychological capital. International Journal of Environmental Research and Public Health, 17(17), 6364. https://doi.org/10.3390/ijerph17176364
https://doi.org/10.3390/ijerph17176364
, J., Yang, F., & Gao, N. (2022). Enhancing career satisfaction: The roles of spiritual leadership, basic need satisfaction, and power distance orientation. Current Psychology, 41(4), 1856-1867. https://doi.org/10.1007/s12144-020-00712-5
https://doi.org/10.1007/s12144-020-00712-5
Yasin, R., Yang, S., Huseynova, A., & Atif, M. (2022). Spiritual leadership and intellectual capital: Mediating role of psychological safety and knowledge sharing. Journal of Intellectual, Capital, 24(4), 1025-1046. https://doi.org/10.1108/JIC-03-2022-0067
https://doi.org/10.1108/JIC-03-2022-0067
You, J., Kim, S., Kim, K., Cho, A., & Chang, W. (2021). Conceptualizing meaningful work and its implications for HRD. European Journal of Training and Development, 45(1), 36-52. https://doi.org/10.1108/EJTD-01-2020-0005
https://doi.org/10.1108/EJTD-01-2020-0005
Zhang, Y., & Yang, F. (2020). How and when spiritual leadership enhances employee innovative behavior. Personnel Review, 50(2), 596-609. https://doi.org/10.1108/PR-07-2019-0346
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2024 UNIMAS Publisher
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
Copyright Transfer Statement for Journal
1) In signing this statement, the author(s) grant UNIMAS Publisher an exclusive license to publish their original research papers. The author(s) also grant UNIMAS Publisher permission to reproduce, recreate, translate, extract or summarize, and to distribute and display in any forms, formats, and media. The author(s) can reuse their papers in their future printed work without first requiring permission from UNIMAS Publisher, provided that the author(s) acknowledge and reference publication in the Journal.
2) For open access articles, the author(s) agree that their articles published under UNIMAS Publisher are distributed under the terms of the CC-BY-NC-SA (Creative Commons Attribution-Non Commercial-Share Alike 4.0 International License) which permits unrestricted use, distribution, and reproduction in any medium, for non-commercial purposes, provided the original work of the author(s) is properly cited.
3) For subscription articles, the author(s) agree that UNIMAS Publisher holds copyright, or an exclusive license to publish. Readers or users may view, download, print, and copy the content, for academic purposes, subject to the following conditions of use: (a) any reuse of materials is subject to permission from UNIMAS Publisher; (b) archived materials may only be used for academic research; (c) archived materials may not be used for commercial purposes, which include but not limited to monetary compensation by means of sale, resale, license, transfer of copyright, loan, etc.; and (d) archived materials may not be re-published in any part, either in print or online.
4) The author(s) is/are responsible to ensure his or her or their submitted work is original and does not infringe any existing copyright, trademark, patent, statutory right, or propriety right of others. Corresponding author(s) has (have) obtained permission from all co-authors prior to submission to the journal. Upon submission of the manuscript, the author(s) agree that no similar work has been or will be submitted or published elsewhere in any language. If submitted manuscript includes materials from others, the authors have obtained the permission from the copyright owners.
5) In signing this statement, the author(s) declare(s) that the researches in which they have conducted are in compliance with the current laws of the respective country and UNIMAS Journal Publication Ethics Policy. Any experimentation or research involving human or the use of animal samples must obtain approval from Human or Animal Ethics Committee in their respective institutions. The author(s) agree and understand that UNIMAS Publisher is not responsible for any compensational claims or failure caused by the author(s) in fulfilling the above-mentioned requirements. The author(s) must accept the responsibility for releasing their materials upon request by Chief Editor or UNIMAS Publisher.
6) The author(s) should have participated sufficiently in the work and ensured the appropriateness of the content of the article. The author(s) should also agree that he or she has no commercial attachments (e.g. patent or license arrangement, equity interest, consultancies, etc.) that might pose any conflict of interest with the submitted manuscript. The author(s) also agree to make any relevant materials and data available upon request by the editor or UNIMAS Publisher.
