Purpose

Spiritual leadership focuses on intrinsically motivating the workforce though shared values, attitudes and behaviours and is about achieving organizational excellence through shared aspirations. In the context of tough competition among organizations and relentless disruptions of existing business processes, leaders look forward to devise strategies that will help keep their employees stay alongside, offering constructive criticisms as well. This study aims to examine the influence of spiritual leadership style on employees' intention to stay with the organization, mediated through their voice behaviour.

Design/methodology/approach

This cross-sectional study followed a descriptive research design, and data were collected from 357 employees working in the information technology sector in India. Validated instruments in the existing literature were used among the sample respondents, and structural equation modelling was done to test the proposed hypotheses.

Findings

The findings of the study suggest that employees' experience of dimensions of spiritual leadership style had varying influences on their voice behaviour and intention to stay with the organization. Also, employee voice behaviour mediated the relationships between two dimensions of spiritual leadership (hope and altruistic love) and intention to stay, but not the relationship between vision and intention to stay.

Originality/value

This study is pioneering in conceptualizing and testing a theoretical model linking spiritual leadership style, employee voice behaviour and their intention to stay with the organization. The results of the study emphasis the need for cultivating a leadership style of shared vision, value congruence and facilitating standards of excellence grounded on values of integrity, humility, compassion and perseverance. Implications for management development on how to promote employee voice behaviour are also discussed.

中文翻译：

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精神领导力与留下意愿：考察员工建言行为的中介作用

目的

精神领导力侧重于通过共同的价值观、态度和行为从本质上激励员工，并通过共同的愿望实现组织的卓越。在组织之间的激烈竞争和现有业务流程无情中断的背景下，领导者期待制定有助于让员工保持团结的战略，并提出建设性的批评。本研究旨在研究精神领导风格对员工留在组织的意愿的影响，通过他们的声音行为进行调解。

设计/方法/方法

这项横断面研究遵循描述性研究设计，数据收集自在印度信息技术部门工作的 357 名员工。在样本受访者中使用了现有文献中经过验证的工具，并进行了结构方程建模以测试提出的假设。

发现

研究结果表明，员工对精神领导风格维度的体验对他们的建言行为和留在组织的意愿有不同的影响。此外，员工建言行为在精神领导力（希望和利他之爱）两个维度与留下意愿之间起中介作用，但对愿景与留下意愿之间的关系没有中介作用。

原创性/价值

这项研究在概念化和测试将精神领导风格、员工建言行为和他们留在组织的意图联系起来的理论模型方面处于领先地位。研究结果强调需要培养一种具有共同愿景、价值观一致和促进基于正直、谦逊、同情和毅力价值观的卓越标准的领导风格。还讨论了如何促进员工建言行为对管理发展的影响。