Table 1 - available via license: Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International
Content may be subject to copyright.
Source publication
This paper investigates the individual factors in the organization that influence the organizational performance of Secondary School teachers in Northern State of Malaysia. With the work influence, sense of community and individual spirituality as independent variables, this paper examines how these factors influence the organizational performance...
Contexts in source publication
Context 1
... of data was done using statistical analysis from the SPSS version 21.0. Further analysis included frequency analysis, reliability analysis, and multiple regression analysis Table 1 shows the mean for all variables which ranged between 1.6222 and 1.7667. Mean for work influence is 1.6222, sense of community is 1.6905, individual spirituality is 1.7667 and organizational performance is 1.7400, indicates the respondents' average agreed with the questions in general in terms of work influence, sense of community, individual spirit and organizational performance. ...
Context 2
... 2 shows reliability analysis for all variables. As shown in Table 1, it can be concluded that none of the reliability coefficients were below 0.60. If the reliability is less than 0.60 it shows that the reliability is poor, meanwhile a reliability value of 0.70 can be accepted and beyond 0.80 considered as good (Tavakol &Dennick, 2011). ...
Similar publications
This study is conducted to examine the relationship between marketing mix and Its Impact Towards Customer Choice To Enroll In Tuition Centers. In this study, the sample consisted of 75 students of "Sijil Pelajaran Malaysia" in the year 2017 in three tuition centers around Perlis. Questionnaires were used to gather information from the students. A s...
The importance of education has been emphasized by the Malaysian Code of Corporate Governance which recommends directors to have qualities in knowledge and professionalism. However, there is comparatively lack of studies on the effects of educational background on the board level and its impact on performance. Thus, this study attempts to fill the...
Integrated project management includes the collection, combination and coordination of project elements in becoming a set of project management. In this research, three important aspects of project management such as life cycles, success factors and areas of problem and solutions in small to medium enterprises (SMEs) are presented. A survey is cond...
This paper presents a study of occupational stress experienced by bus drivers in Universiti Teknologi Malaysia (UTM). The objectives of the study are i) to identify contributing factors leading to high stress among bus drivers and ii) to investigate the effect of occupational stress on bus drivers. A set of questionnaires consisting of demographic...
Abstrak Kajian berkaitan komunikasi keluarga telah berkembang lebih dari 30 tahun yang lalu. McLeod dan Chaffee adalah penyelidik yang membangunkan instrumen pola komunikasi keluarga pada tahun 1972. Ritchie dan Fitzpatrick telah menyemak semula instrumen tersebut pada tahun 1990 dan menamakannya sebagai Revised Family Communication Patterns (RFCP)...
Citations
... This connection suggests that enhanced Employee Performance is influenced by the presence of Workplace Spirituality. Similarly, Soha et al. (2016) affirm that individual factors related to Workplace Spirituality affect Employee Performance in the workplace. Beyond this, research indicates that Workplace Spirituality also correlates with heightened creativity, increased honesty and trust, greater personal satisfaction, and improved commitment to organizational goals. ...
... Based on research on the influence of workplace spirituality on employee performance contained in previous research by Gatling et al. (2016) shows that workplace spirituality has a positive effect on employee performance. The same results were also shown by Soha et al. (2016) who stated that Workplace Spirituality has a positive effect on Employee Performance. Based on the results of the description above, it can be said that the results of this hypothesis are supported by opinions from previous studies and the results that can be concluded that Workplace Spirituality has a positive effect on Employee Performance. ...
Objectives: The purpose of this study is to examine the role of gender as a moderator of employee performance improvement factors.Methodology: This research is quantitative research using a questionnaire survey method. The data obtained were 125 employees. The data obtained were tested using the Moderated Regression Analysis (MRA) model to obtain significant results.Finding: The results show that of the four factors studied, namely Knowledge Sharing Behavior, Organizational Learning, Transformational Leadership, and Workplace Spirituality, all factors can directly improve employee performance, but only Knowledge Sharing Behavior can be moderated by gender. The finding that Knowledge Sharing Behavior can be moderated by gender suggests that the way employees share knowledge in the workplace may differ based on gender, affecting performance outcomes. This could be due to several factors, such as differing communication styles, leadership dynamics, and societal expectations.Conclusion: The results show that only Knowledge Sharing Behavior can be moderated by gender, so this is a new finding to expand the research literature.
... It was not known if and to what extent spirituality predicted mood repair in trait emotional intelligence and levels of job satisfaction. A workforce that is fraught with issues, such as a lack of motivation or conflict, can lead to financial loss and failure to accomplish an organization's mission (Soha, Osman, Salhuddin, Abdullah, & Ramlee, 2016) or prompt voluntary separation by employees. The population for the study was individuals employed by an organization located in the Midwest United States. ...
... Ordinal approximated as a continuous/interval, 1-5 scale (Boone & Boone, 2012;Derrick & White, 2017;Norman, 2010) General Satisfaction score, MSQ-Short Form The research hypothesis determined the extent spirituality predicted mood repair in trait emotional intelligence, and levels of job satisfaction among individuals at an organization located in the Midwest United States. In the presence of a growing workforce that is laden with issues such as conflict or lack of motivation (Soha et al., 2016), the results of the study can be useful for organizations that desire a work environment that promotes well-being that can result in increased levels of productivity and insulate against financial loss attributed to attrition (Boushey & Glynn, 2012). ...
... Employees are the core element and greatest asset of an organization directly and/or indirectly responsible for profitability and acquisition of goals (Joelle & Coelho, 2019;Samarakoon & Dissanayake, 2019). Job satisfaction is evidenced in the presence of a workforce that is productive enabling an organization to achieve its mission, goals, and financial gain (Bakotic, 2016;Joelle & Coelho, 2019;Soha et al., 2016). Based on previous research, employees utilize trait emotional intelligence and spirituality to manage negative emotions within the work environment however, there remains a gap from their research, specifically, the examination of the predictive role of spirituality to mood repair in trait emotional intelligence (Vratskikh et al., 2016). ...
... In general, individuals who have a strong relationship with others in the work environment can generate positive results regarding their mental health (Soha, Osman, Salahuddin, Abdullah & Ramlee, 2016). Thus, people with a high sense of community are psychologically more strengthened, perseverant, and aware of their meaning in life (Sanders III et al., 2003) and more optimistic about bearing with BOS and its predictors (Ra & Ganesh, 2006). ...
This study aimed to analyze the moderating role of Resilience (R) in the relationship between Organizational Spirituality (OS) and Burnout Syndrome (BOS) in call center operators. The quantitative methodology of the research type included a sample of 512 and the data were collected and analyzed from the Structural Equation Modeling. The results showed a negative relationship between OS and BOS. It was also shown that the perception of perseverance and self-confidence (dimensions of resilience) significantly moderated the association between the two constructs, reducing their effects. The present study brings contributions to science by improving the Burnout measurement tool, including the Optimism dimension in the validated scale, in addition to reinforcing the moderating role of resilience.
... Dukungan sosial dapat bersumber dari teman sekerja, pimpinan, dan orang-orang yang terlibat dalam pekerjaan, tetapi dapat pula bersumber dari keluarga, teman maupun kelompok di luar lingkungan kerja. Adanya dukungan yang berasal dari lingkup tempat kerja dan komunitas memberikan ruang toleransi terhadap stres kerja bagi perawat (Soha et al., 2016). Lingkungan kerja yang cenderung memberikan ruang untuk tidak berkembang (toxic workplace) justru membuat sesama pekerja berkonflik, dan meningkatkan stresor dalam bekerja (Rasool et al., 2021). ...
... Dukungan sosial yang baik memberikan implikasi pada kesehatan mental yang stabil pada individu khususnya di tempat kerja (Koinis et al., 2015;Scully-Russ & Torraco, 2020). Aspek psikologis ini justru meningkatkan komitmen terhadap pekerjaan, perasaan memiliki tempat kerja, dan bekerja dengan baik (Grailey et al., 2021;Rasool et al., 2021;Soha et al., 2016). ...
Stres kerja merupakan masalah kesehatan yang serius, baik dari segi tingginya angka kejadian maupun dampaknya. Stres kerja dilaporkan terjadi pada tenaga kesehatan selama pandemi COVID-19. Tujuan penelitian ini untuk mengetahui strategi koping yang efektif digunakan oleh perawat dalam menghadapi stres kerja selama pandemi COVID-19 di Rumah Sakit di Kota Sorong. Desain penelitian menggunakan metode kualitatif dengan pendekatan fenomenologi pada 12 responden. Data dikumpulkan melalui diskusi grup terpumpun. Peneliti mengidentifikasi 3 tema utama, dan 6 kategori yang menjelaskan strategi koping perawat. Tema tersebut yaitu 1) mencari dukungan, dengan kategori utama a) tempat berbagi masalah, dan b) bantuan untuk penyelesaian masalah. 2) spiritualitas, dengan kategori utama a) mendekatkan diri kepada tuhan, dan b) membuat makna yang positif. 3) pengendalian diri, dengan kategori utama a) memahami kondisi, dan b) mengendalikan emosi. Penelitian lanjutan pada kelompok partisipan dengan cakupan karaktersitik yang lebih luas diperlukan untuk melengkapi penelitian ini.
... [7][8] [9] In addition to these several factors, efficiency may also be enhanced by the role of other factors, such as employee engagement, which is usually employee engagement or linked to employee engagement within a business or organization, as well as technology that is part of external factors. [10] [11] [12] [13] Research related to organizational performance continues to expand. Employee engagement, also known as employee engagement, in affecting the efficiency of a service organization is an interesting topic to create. ...
... Therefore, employees and managers need to join in implementing workplace spirituality because it helps employees contribute more to the organization as a whole (Rabindra et al., 2015). Soha et al. (2016) stated that workplace spirituality could be used as an individual factor in influencing organizational performance. Further, Albuquerque et al. (2014) detailed this relationship through research that performance can be built with workplace spirituality, namely, a sense of community and a sense of purpose and meaningful work. ...
... Hypothesis 3 was rejected, which stated that workplace spirituality had a significant effect on employee performance. This study's results are not consistent with the research by Soha et al. (2016) and Albuquerque et al. (2014). However, this study's results are coherent with the findings of Pratama (2014) and Umam et al. (2017), where workplace spirituality did not affect employee performance. ...
This study aims to analyze the effect of workplace spirituality in reducing workplace deviant behavior through job satisfaction and its impact on employee performance. The objectives of this study are to explore and investigate (1) the effect of workplace spirituality on workplace deviant behavior; (2) the effect of workplace spirituality on job satisfaction; (3) the effect of workplace spirituality on employee performance; (4) the effect of job satisfaction on employee performance; (5) the effect of workplace deviant behavior on employee performance; and (6) the mediating role of job satisfaction in the relationship between workplace spirituality and workplace deviant behavior. This study was conducted with 143 permanent non-lecturer staff at Universitas Muhammadiyah Yogyakarta, Indonesia. The data analysis technique employed in this study was Structural Equation Modeling (SEM) based on Partial Least Square (PLS). The results of this study indicate that workplace spirituality affected workplace deviant behavior; workplace spirituality affected job satisfaction; job satisfaction affected employee performance; and workplace deviant behavior affected employee performance. Meanwhile, the findings further showed that workplace spirituality did not affect employee performance; job satisfaction did not affect workplace deviant behavior; and job satisfaction could not mediate the effect of workplace spirituality on workplace deviant behavior. © Copyright: The Author(s) This is an Open Access article distributed under the terms of the Creative Commons Attribution Non-Commercial License (https://creativecommons.org/licenses/by-nc/4.0/) which permits unrestricted non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited.
... Moreover, Usman, Murniati and Marzuki (2016) found that the quality of leadership which is consultative, participative and instructive improved performance. In addition, work influence has also been positively associated with job performance (Soha et al., 2016). ...
Most people value work because of the material and psychological benefits that it offers. However, the workplace has become a source of both joy and in some situations sorrow in terms of ill health and in some cases fatalities. Nevertheless, the workplace is also a key place for safeguarding employees’ health through effective work organisation, management and design. Most developing countries are concerned with the effect of physical aspects of the work environment on workers’ health, safety and well-being whereas most developed countries are now focusing on emerging psychosocial risks. Psychosocial risks have been established as important antecedents of health especially in developed countries where information on them is abundant. However, despite this information, there is a dearth of knowledge on the nature and effects of psychosocial risks in developing countries. The ILO (2016) observed the limited prevalence data on psychosocial hazards and on work-related stress in developing countries. The rise of psychosocial risks has been associated with globalisation, which has brought about many changes in the world of work, including intense competition (Jain & Leka, 2019). The banking sector has not been spared from these changes and their effects and is the focus of this research. Moreover, psychosocial factors are associated with organisational costs in terms of absenteeism, poor performance, negative work attitudes and health costs. Psychosocial risks affect all workers despite their location. This is currently an understudied area in developing countries like Zimbabwe. Consequently, the overall objectives of this thesis were to first explore key stakeholder perspectives and their understanding of psychosocial risks and their relationship with individual and organisational health. Additionally, on the basis of the job demands-resources model, this research sought to explore the relationship between job demands (quantitative demands, emotional demands, work pace, work family conflict), and job resources (possibilities for development, social support from colleagues, social support from supervisors, quality of leadership, influence at work) with general well-being, job satisfaction, job performance, commitment to the workplace and work engagement. A mixed method design was adopted in this research. Thirteen semi-structured interviews were conducted with key stakeholders representing government, regulatory authorities, workers’ unions, employers’ organisations and relevant professions. A follow-up quantitative study comprised of an online survey that was administered to five banks in Zimbabwe. Thematic analysis results indicated that key stakeholders are generally aware of psychosocial risks and their effect on health but these are not prioritized due to other competing needs. There is no legislation pertaining to psychosocial risks and work-related stress although the Occupational Safety and Health policy of 2014 covers a few relevant aspects. Currently, there are no guidelines on implementation. Identified stressors included targets, long working hours and none or late payment of salaries. Barriers included lack of occupational health and safety funding, psychosocial risk prioritization and perception, cultural aspects and lack of research. Opportunities included supportive structures, knowledge of psychosocial issues and current interventions in place to manage safety and health. The priorities for action included training on psychosocial risks and inclusion of risk assessment principles in managing occupational safety and health. Multiple regression analysis results indicated that job demands were negatively associated with general well-being and other organisational health criteria whilst job resources had positive relationships with the same. Interestingly, only work pace had a positive relationship with job performance, work engagement and good general-well-being. Finally, interaction results indicated that some specific job resources moderate the relationship of specific job demands on organisational outcomes. Furthermore, the findings suggest that certain job demands weakened the relationship between specific job resources and organisational outcomes. This research has provided empirical support for the job demands-resources theory in an African country. Developing countries are encouraged to develop comprehensive policies in their efforts to manage occupational health. Workers are exposed to chemical, physical and psychosocial risks, therefore legislation, policies and guidelines should reflect this in a more comprehensive manner. This also implies that occupational safety and health inspections should cover all hazards as much as possible. The level of awareness and knowledge should be scaled up on the nature of psychosocial risks, their effects and how to prevent, monitor and manage them. There is also need to identify the specific job demands that need to be reduced, those that are impossible to reduce but should be monitored and complemented by high job resources, and the specific job resources that need to be availed in each situation according to the work context. The research indicated that workers’ well-being is influenced negatively by different types of demands at work, which calls for serious preventative actions from all stakeholders.
... Authentic leadership research that had done in its operation has not integrated spiritual aspect as measurement scale (see Walumbwa et al., 2010;Wooley et al., 2011;Hmieleski et al., 2012;Caza et al., 2013;Kiersch & Byrne, 2015;Liu et al., 2015;Regan et al., 2016;Weiss et al., 2018). Whereas analysis of the importance of spiritual influence on organizational outcomes (see Altaf & Awan, 2011, Kazemipour et al., 2012Mousa & Alas, 2016;Soha et al., 2016;Pawar, 2017;Garg, 2018;Haldorai et al., 2020) show significant role of spiritual aspects in leadership. ...
Intrinsic leadership is a new concept of leadership and is built based on philosophically and psychologically of the intrinsic meaning. The basic philosophy of its development is a holistic leadership philosophy that integrates cognitive, affective, conative, and spiritual as the core of leadership. The purpose of developing intrinsic leadership is to create a vision and value congruence, empower cooperation between all stakeholders and especially build an organization like a family so that it creates attachment, trust, a motivation that has an impact on organizational performance. Intrinsic leadership is conceptually different from the previous concept of leadership that only rests on one or several elements that the leader has as a human. Development of measurement scales and validity testing provides a foundation that facilitates quantitative research in intrinsic leadership. There are three studies carried out, the first is scale development and testing the content validity of intrinsic leadership measurements. Testing the content validity is accomplished by analyzing and calculating the content validity index (CVI) and Kappa coefficient data are obtained from a panel expert consisting of eight experts. The second study is related to testing construct validity of intrinsic leadership using EFA from 186 data collected from owner-managers of SMEs. The results show that there are twenty-six indicators extracted into eight factors that are intrinsic leadership measurement scale. The third study aims to test empirically or confirm measurement model of intrinsic leadership using CFA.
... Authentic leadership research that had done in its operation has not integrated spiritual aspect as measurement scale (see Walumbwa et al., 2010;Wooley et al., 2011;Hmieleski et al., 2012;Caza et al., 2013;Kiersch & Byrne, 2015;Liu et al., 2015;Regan et al., 2016;Weiss et al., 2018). Whereas analysis of the importance of spiritual influence on organizational outcomes (see Altaf & Awan, 2011, Kazemipour et al., 2012Mousa & Alas, 2016;Soha et al., 2016;Pawar, 2017;Garg, 2018;Haldorai et al., 2020) show significant role of spiritual aspects in leadership. ...
Intrinsic leadership is a new concept of leadership and is built based on philosophically and psychologically of the intrinsic meaning. The basic philosophy of its development is a holistic leadership philosophy that integrates cognitive, affective, conative, and spiritual as the core of leadership. The purpose of developing intrinsic leadership is to create a vision and value congruence, empower cooperation between all stakeholders and especially build an organization like a family so that it creates attachment, trust, a motivation that has an impact on organizational performance. Intrinsic leadership is conceptually different from the previous concept of leadership that only rests on one or several elements that the leader has as a human. Development of measurement scales and validity testing provides a foundation that facilitates quantitative research in intrinsic leadership. There are three studies carried out, the first is scale development and testing the content validity of intrinsic leadership measurements. Testing the content validity is accomplished by analyzing and calculating the content validity index (CVI) and Kappa coefficient data are obtained from a panel expert consisting of eight experts. The second study is related to testing construct validity of intrinsic leadership using EFA from 186 data collected from owner-managers of SMEs. The results show that there are twenty-six indicators extracted into eight factors that are intrinsic leadership measurement scale. The third study aims to test empirically or confirm measurement model of intrinsic-leadership using CFA.
... This is consistent with the statement of Osman-Gani et al. that spirituality has a significant influence on employee performance because good spiritual conditions will improve one's performance at work, while religion is only a moderation between the two relations [5]. Spirituality at work can be used as an individual factor in the organization to influence organizational performance [24]. The value of spirituality was also stated to have an influence on Islamic work ethics. ...
