Workplace Values and Outcomes: Exploring Personal, Organizational, and Interactive Workplace Spirituality

By Robert W. Kolodinsky, R. Giacalone, C. L. Jurkiewicz. 2008

572 citations recorded by the source corpus.

Subfields: Demography, Health, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/b5370db3f1cd3544cf57122811744031c7b520fd

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In Organizational Behavior and Human Resource Management

Citations in the corpus

Spiritual leadership as a model for performance excellence: a study of Baldrige award recipients (2017, background): “2012; Javanmard 2012; Kolodinsky, Giacalone, and Jurkiewicz 2008; Milliman, Czaplewski, and Ferguson 2003; Ming-Chia 2012; Pawar 2009; Petchsawang and Duchon 2012; Rego, Cunha, and Souto 2008).”
Workplace spirituality, work engagement and thriving at work (2018, background): “This is slightly lower than the Cronbach’s alpha coefficients reported by Kolodinsky et al. (2008) for an international sample (0.93) and reported by Van der Walt and De Klerk (2014) for a South African sample (0.95).”
Predicting meaning in work: Theory, data, implications (2013, methodology): “Singhal & Chatterchee, 2006), and sometimes, even relies on a measurement of meaning as its single operationalization (Kolodinsky et al., 2008).”
Workplace spirituality, mindfulness meditation, and work engagement (2017, background): “According to spillover theory, when people are satisfied with their spiritual life, their satisfaction spills over to their work life (Giacalone and Kolodinsky 2008).”
The what, why, and how of spirituality in the workplace revisited: a 14-year update and extension (2016, background): “…of the organization itself and may be described as the spiritual climate or culture of the organization as reflected in the organization’s values, vision, and purpose (e.g. Giacalone and Jurkiewicz 2003; Kolodinsky, Giacalone, and Jurkiewicz 2008; Pawar 2009a; Benefiel, Fry, and Geigle 2014).”
Workplace spirituality and organizational commitment: an integrative model (2011, methodology): “evidence that perceptions that the organization has a spiritual orientation correlates with organizational identification and commitment (Milliman et al. 2003; Nur and Organ 2006; Kolodinsky et al. 2008; Rego and Cunha 2008).”
The relationship between workplace spirituality and innovative work behavior: the mediating role of perceived person–organization fit (2015, background): “Kolodinsky et al. (2008) suggested that perceptions of workplace spirituality impacted employees’ attitudinal outcomes such as job involvement, work rewards satisfaction, and organizational identification.”
Organizational Spirituality: Concept and Perspectives (2020, unknown): “Alignment between members and organizational spirituality must exist (Crossman 2016; Karakas, Sarigollu, and Uygur 2017; Kolodinsky et al. 2008; Konz and Ryan 1999; Smith 2008); in other words, members should identify themselves with the organization, so it is necessary that members (Kökalan 2019) a”
Spirituality and Religion in the Workplace: History, Theory, and Research (2013, background): “…management (Chen et al., 2012); reduced interrole conflict (Hall et al., 2012); reduced frustration (Kolodinsky et al., 2008); organizationbased self-esteem (Milliman et al., 2003); involvement (Kolodinsky et al., 2008); retention (Milliman et al., 2003); and ethical behavior (Ming-Chia, 2012).”
Workplace spirituality and employee engagement (2011, background): “Kolodinsky et al. (2008) found that organizational spirituality was positively related to job involvement, organizational identification, and work rewards satisfaction and negatively related to organizational frustration.”
Does employees’ spirituality enhance job performance? The mediating roles of intrinsic motivation and job crafting (2020, background): “At the organizational level, the organization’s spirituality is reflected through spiritual value that is part of the organization’s climate and culture, manifested within employees’ attitudes and behavior, decision-making, and resource allocation (Kolodinsky et al. 2008; Pawar 2008).”