Hil on, Sam K is; Puni, Albe ; Yeboah, E ic
A icle
Leade ship p ac ices and job in ol emen : does wo kplace
spi i uali y mode a e he ela ionship?
Cogen Business & Managemen
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Leade ship p ac ices and job in ol emen : does
wo kplace spi i uali y mode a e he ela ionship?
Sam K is Hil on, Albe Puni & E ic Yeboah
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Leade ship p ac ices and job in ol emen : does wo kplace
spi i uali y mode a e he ela ionship?
sam K is hil ona,b , albe Punic and e ic Yeboahd
aResea ch Depa men , K ice insigh , London, uK; bCollege o Dis ance educa ion, uni e si y o Cape Coas , Cape Coas ,
ghana; cDepa men o Business adminis a ion, uni e si y o P o essional s udies, acc a, ghana; dschool o g adua e s udies,
uni e si y o P o essional s udies, acc a, ghana
ABSTRACT
as an eme ging cons uc , wo kplace spi i uali y has gained c edence in o ganisa ional
managemen li e a u e due o i s e ec on wo k- ela ed beha iou s. his pape examines
he mode a ing e ec o wo kplace spi i uali y on he ela ionship be ween
ans o ma ional, e hical leade ship and employee job in ol emen (eJi) in a de eloping
coun y. We adop quan i a i e app oach and c oss-sec ional su ey design o collec
da a om 416 employees in 10 selec ed public and p i a e uni e si ies in ghana. We
analysed he da a using desc ip i e s a is ics, co ela ion and hie a chical eg ession
model. he esul s indica e ha he ans o ma ional leade ship dimensions and e hical
leade ship ha e s ong signi ican posi i e ela ionship wi h eJi. We u he es ablish
ha wo kplace spi i uali y mode a es he ela ionship be ween e hical leade ship and
eJi. Rega ding ans o ma ional leade ship, wo kplace spi i uali y mode a es only he
ela ionship be ween idealized in luence and eJi. he pape p o ides new indings o
b idge he gap in he leade ship li e a u e by p esen ing o iginal e idence ha
wo kplace spi i uali y is an e ec i e mode a o in he associa ion be ween e hical
leade ship, idealized aspec o ans o ma ional leade ship and eJi. addi ionally, he
ou come o his esea ch spa ks new discou se, and con ibu es o o ganiza ional
p ac ices and policies in ghana and beyond.
1. In oduc ion
he uns able economic condi ions in which o ganisa ions ope a e, cha ac e ised by in ense compe i ion,
downsizing, globalisa ion, es uc u ing, e c. (Van de Wal & swanepoel, 2015) ha e b ough wi h i
nume ous employee wo k- ela ed challenges such as employee dissa is ac ion, disengagemen and less
in ol emen (adnan e al., 2020). o add ess his si ua ion, o ganisa ions a e keen on p omo ing o gani-
sa ional clima e ha encou ages o e all mo i a ion, commi men and employee well-being h ough
e ec i e leade ship s yles (Pawa , 2009; Puni e al., 2021). simila ly, o ganisa ional esea che s a e expand-
ing he inges o hei esea ch o encompass he e ec o leade ship s yle on a ious wo k ou comes,
as well as examining cogen p edic o s such as wo kplace spi i uali y on he ela ionship be ween lead-
e ship s yle and eJi.
leade ship s yle is he collec ion o ai s, skills and beha iou displayed by he leade , which di e -
en ia e one leade om o he s h ough he exe cise o his ela i ely small ange o skills o compe en
a eas (Ohemeng e al., 2018). eJi e e s o he ‘deg ee o which one psychologically iden i ies wi h one’s
job, ha is, a cogni i e o belie s a e o psychological iden i ica ion wi h a pa icula job’ (Kanungo,
1979, p. 342). eJi u ilises he knowledge and skills o he employees o c ea e e icien and dynamic
o ganisa ions, make employees mo e alued and commi ed o he o ganisa ion, minimise con lic a all
le els o he o ganisa ion he eby esul ing in highe job sa is ac ion and lowe s a u no e (Bay ak a
e al., 2017). Wo kplace spi i uali y is he usion o spi i ual p inciples and alues such as communi y,
© 2024 he au ho (s). Published by in o ma uK Limi ed, ading as aylo & F ancis g oup
CONTACT sam K is Hil on [email p o ec ed] Resea ch Depa men , K ice insigh , London, uK
his a icle was o iginally published wi h e o s, which ha e now been co ec ed in he online e sion. Please see Co ec ion (h p://dx.doi.o
g/10.1080/23311975.2024.2355042).
h ps://doi.o g/10.1080/23311975.2024.2316582
his is an open access a icle dis ibu ed unde he e ms o he C ea i e Commons a ibu ion License (h p://c ea i ecommons.o g/licenses/by/4.0/), which
pe mi s un es ic ed use, dis ibu ion, and ep oduc ion in any medium, p o ided he o iginal wo k is p ope ly ci ed. he e ms on which his a icle has been
published allow he pos ing o he accep ed Manusc ip in a eposi o y by he au ho (s) o wi h hei consen .
ARTICLE HISTORY
Recei ed 9 May 2023
Re ised 23 July 2023
accep ed 2 Feb ua y
2024
REVIEWING EDITOR
len iu W igh , De
Mon o Uni e si y
Facul y o Business and
law, Uni ed Kingdom
KEYWORDS
ans o ma ional
leade ship; e hical
leade ship; wo kplace
spi i uali y; job
in ol emen
SUBJECTS
leade ship; Business
e hics; human Resou ce
Managemen
2 s. K. hil On e al.
connec edness, belonging, pu pose, al uism, and i ue in o he wo k (Kolodinsky e al., 2008), he eby
c ea ing a spi i uali y clima e.
Despi e he subs an ial olume o esea ch on leade ship s yle and employee ou comes, such as
employee in ol emen (nazem & Mozaiini, 2014), job sa is ac ion (hil on e al., 2023), employee commi -
men (Puni e al., 2021), employee engagemen and u no e in en ion (sui an e al., 2020), and in- ole
pe o mance (Kia e al., 2019), he e s ill emain much unce ain y abou he ela ionship be ween lead-
e ship s yle and eJi (B ee aa e al., 2014). P e ious li e a u e ha e desc ibed he ela ionship be ween
hese wo a iables as posi i e, nega i e o neu al ( ham in, 2012; Wan Oma & hussin, 2013; al-sada
e al., 2017). aside he p e ailing inconsis encies, majo i y o he s udies a e concen a ed in he ad anced
economies wi h ela i ely ew om he de eloping con ex . his s udy he e o e in ends o in es iga e
he ela ionship be ween leade ship s yles ( ans o ma ional and e hical) and eJi om a de eloping coun-
y pe spec i e.
addi ionally, due o he ola ile na u e o o ganisa ions en i onmen which has a ec ed employees’
commi men and well-being (Pawa , 2009), wo kplace spi i uali y is now ecei ing inc easing a en ion as
one o he plausible a iables ha could in luence he ela ionship be ween leade ship s yle and
employee ou comes like job in ol emen . he a gumen is ha wo kplace spi i uali y is said o inspi e
employees o ocus on he ision o he o ganisa ion and be loyal o he o ganisa ion since employees
expe ience psychologically a s a e o belonging and connec edness a he wo kplace (Rego & cunha,
2008). howe e , empi ical e idence on he mechanism by which wo kplace spi i uali y in luences he
ela ionship be ween leade ship s yles and eJi is s ill e ol ing and limi ed in de eloping coun y con ex .
Fo his eason, i is impo an o expand he body o knowledge ega ding wo kplace spi i uali y o gain
a mo e unde s anding o his phenomenon, and how i can enhance o obs uc he ela ionship be ween
ans o ma ional, e hical leade ship and eJi.
Wi hin he de eloping con ex o a ica, wo kplace spi i uali y is a ela i ely new concep which has
no ye been adequa ely in es iga ed. apa om some ew wo ks such as Van de Wal and De Kle k
(2014) which in es iga ed wo kplace spi i uali y and job in ol emen using c oss-sec ional s udy o 412
employees chosen om wo o ganisa ions in Welkom, sou h a ica, acheampong and agyapong (2015)
which examined wo kplace spi i uali y, job in ol emen and de ian beha iou , and ajala (2013) which
s udied he impac o wo kplace spi i uali y on employees’ well-being in he indus ial sec o o nige ia,
we ha e obse ed ha he e is a pauci y o esea ch conce ning wo kplace spi i uali y wi hin he de el-
oping se ing, pa icula ly ghana. he e o e, we assess he mode a ing e ec o wo kplace spi i uali y on
he ela ionship be ween ans o ma ional, e hical leade ship and eJi using c oss-sec ional da a om
public and p i a e uni e si ies’ employees in ghana.
his s udy is ge mane since i is o e looked no jus in a ica bu o he de eloping con ex . his s udy
also adds o exis ing knowledge by exposing he posi i e con ibu ions o ans o ma ional and e hical
leade ship owa d making employees become psychologically iden i ied wi h hei jobs, as o ganisa ions
a e explo ing ways o le e aging on hei human esou ce capabili ies o compe i i e ad an age, g ow h,
and sus ainabili y (Wood, 2020). Fu he mo e, his s udy con ibu es o leade ship li e a u e by sugges -
ing ha wo kplace spi i uali y clima e se es as a psychological mode a ing mechanism ha s eng hens
he ela ionship be ween ans o ma ional, e hical leade ship and eJi om a de eloping coun y pe spec-
i e. he succeeding sec ions en ail he li e a u e and hypo heses de elopmen , me hodology, esul s
and discussion, implica ion and conclusion.
2. Li e a u e e iew and hypo heses de elopmen
2.1. T ans o ma ional leade ship and employee job in ol emen
ans o ma ional leade ship po ay leade s who use hei cha isma ic pe sonali y and beha iou s o
in luence subo dina es o ocus on highe ideals such as he ision o he o ganisa ion (s ock & schna ,
2016). ans o ma ional leade ship s imula es ollowe s’ alues, belie s and consciousness o achie e
ex ao dina y heigh s o supe io collec i e in e es (hil on e al., 2023). since ans o ma ional leade -
ship s ands o mu ual suppo o common pu pose, Bu ns (1978) p edic s ha ‘ ans o ma ional leade -
ship ul ima ely becomes mo al in ha i aises he le el o human conduc and e hical aspi a ion o bo h
leade and led, and hus has a ans o ming e ec on bo h’.
cOgen BUsiness & ManageMen 3
ans o ma ional leade ship comp ise o ou beha iou al componen s: idealized in luence, inspi a-
ional mo i a ion, in ellec ual s imula ion, and indi idualised conside a ion. Idealized in luence – is a
dimension o ans o ma ional leade ship whe e he leade sha es emo ional connec ion wi h ollowe s’
o he ex en ha ollowe s’ emula es he noble ideals o he leade . idealized ans o ma ional leade ship
s yle p oduces espec , app ecia ion, and us among ollowe s (Rasheed e al., 2020). Inspi a ional mo i-
a ion – in ol es he o mula ion o inspi ing ision, and he communica ion o he goals in a ious ways
o cap u e he emo ions o ollowe s’ wi hou necessa ily iden i ying wi h hem physically (Molodchik
e al., 2020). In ellec ual s imula ion – is whe e he ans o ma ional leade ship o e o ollowe s’ in elli-
gen concep s wi h he iew o s imula ing in ollowe s’ new ways o ackling o ganisa ional p oblem
(co es & he mann, 2019). he in ellec ual s imula ion beha iou is accomplished by seeking ideas, opin-
ions and inpu s om ollowe s’ he eby p omo ing c ea i i y, inno a ion, and expe imen a ion in ollow-
e s’ which b ing ou no el y p oblem sol ing skill o ackle o ganisa ional challenges. Indi idual
conside a ion – is conce n wi h he pe sonal de elopmen o he ollowe s. Whe eas he leade ’s cha isma
may a ac ollowe s o he mission and ision o he o ganiza ion, he leade uses he indi idual con-
side a ion o ans o m each ollowe indi idually. his ans o ma ional leade is able o accomplish goals
by ac i ely heeding o and accommoda ing ollowe s’ pe sonal needs o g ow h, lea ning and ecogni-
ion (Puni e al., 2021).
an aspec o employee ou comes ha has a ac ed he a en ion o esea che s is job in ol emen .
eJi is a si ua ion whe e employees h oughou an o ganiza ion ha e au ho i y o ac and make decisions,
ha e he in o ma ion and knowledge needed o use hei powe e ec i ely, and a e ewa ded in doing
so (Wood, 2020). eJi is o iginally coined by lodahl and Kejne (1965) as a p o es an wo k e hic emana -
ing om unwa e ing employee who sees he job as pa o hei sel -concep as oppose o an employee
who is no job-in ol ed, who is ‘li ing o he job’ and whose iden i y is de e mined by nei he he ype
no he quali y o his/he wo k. eJi is conside ed a mul i ace ed cons uc which is associa ed wi h o gan-
isa ional ou comes such as absen eeism, employee u n-o e and inancial pe o mance (he ie & Robe ,
2005; Wood, 2020). eJi esea ch has become inc easingly impo an because o ganisa ional policies and
p ac ices in hemsel es do no ansla e in o o ganisa ional ou comes unless such policies ha e been
con e ed in some way by employees in o ac i i ies and ac ions. hence, o ganisa ional esea che s and
p ac i ione s belie e ha le e aging on he compe encies and skills o employees by making hem
in ol ed in a ious o ganisa ional asks c ea es compe i i e ad an age (Wood, 2020).
heo is s ha e long emphasised ha ans o ma ional leade ship a ec eJi. Pa icula ly, Bass (1985)
asse s ha ans o ma ional leade ship has he abili y o inspi e ollowe s’ o ocus on highe in insic
needs he eby ansla ing in o g ea e iden i ica ion and employee in ol emen a bo h he wo k uni
and he o ganisa ional s a egic le els. shami e al. (1993) also submi ha he ans o ming e ec o
he ans o ma ional leade inspi e employees o su pass hei own in e es o he g oups’ in e es
he eby c ea ing an in ol emen clima e. he in ol emen clima e ene gises employees o assume g ea e
iden i ica ion wi h he wo k, which ul ima ely a ec g oup objec i es. shami e al. (2000) again con ends
ha ans o ma ional leade ship c ea es an inspi ing homogenous employee in ol emen clima e ac oss
o ganisa ion o he ex en ha he ans o ming e ec is el a he uni as well as he o ganisa ion le el.
Unde a ans o ma ional leade , he whole wo k en i onmen assume an in ol ing clima e whe e he
leade s, ollowe s’, and he o ganisa ion as a whole wo k oge he o achie e goal cong uence.
empi ically, s udies (such as cheng e al., 2012; Dwi osan i, 2017; nazem & Mozaiini, 2014) indica e
ha ans o ma ional leade ship beha iou is associa ed wi h eJi. Fo ins ance, cheng e al. (2012) in es-
iga ed he mode a ing e ec o emo ional con agion, on he ela ionship be ween ans o ma ional
leade ship and subo dina es’ job in ol emen among 210 soldie s om eigh companies o he aiwanese
a my. hey es ablished ha leade s wi h high emo ional con agion had posi i e mode a ion e ec on
ela ionship be ween ans o ma ional leade ship and subo dina es’ job in ol emen han leade s wi h
low emo ional con agion. again, using s uc u al equa ion modelling in a sample o 167 wo k uni s,
Richa dson and Vandenbe g (2005) indica ed ha ans o ma ional leade ship posi i ely in luence subo -
dina e in ol emen pe cep ions. Dwi osan i (2017) also e eals ha ans o ma ional leade ship has a
di ec signi ican posi i e e ec on job in ol emen , meaning ha he p ac ice o ans o ma ional lead-
e ship dimensions is mo e likely o esul in eJi. assessing he ela ionship be ween ans o ma ional
leade ship and eJi a a highe educa ion ins i u ion, nazem and Mozaiini (2014) employed mul i a ia e
4 s. K. hil On e al.
linea eg ession o show ha ans o ma ional leade ship dimensions ha e signi ican ela ionship wi h
eJi. Based on he o egoing indings, we hypo hesize ha :
h1a: ans o ma ional leade ship (idealized in luence) is signi ican ly ela ed o eJi
h1b: ans o ma ional leade ship (inspi a ional mo i a ion) is signi ican ly ela ed o eJi
h1c: ans o ma ional leade ship (in ellec ual s imula ion) is signi ican ly ela ed o eJi
h1d: ans o ma ional leade ship (indi idualised conside a ion) is signi ican ly ela ed o eJi
2.2. E hical leade ship and employee job in ol emen
e hical leade ship is e e ed o as leade ship embedded in he display o no ma i ely p ope beha iou
exhibi ed h ough indi idual ac ions and in e ac i e ela ionship as well as he encou agemen o such
beha iou among ollowe s h ough wo-way communica ion, suppo , and decision-making (B own
e al., 2005). i ollows ha e hical leade ship s yle s esses on e hics (mo ali y) ( oo & O o i, 2009).
Mainly, e hical leade ship cha ac e is ics a e ounded on a is o le’s philosophy o leade ship, which a gues
ha ‘leade ship is mo e han a skill, mo e han he knowledge o heo ies, and mo e han analy ical
acul ies. i is he abili y o ac pu posi ely and e hically as he si ua ion equi es on he basis o he
knowledge o uni e sals, expe ience, pe cep ion, and in ui ion. i is abou unde s anding he wo ld in a
iche and b oade sense, nei he wi h cold objec i i y no solipsis ic subjec i i y’’ (p. 464). likely easons
o he in e es o mo ali y in leade ship a e due o ecen co po a e scandals which a e basically con-
nec ed o une hical and some imes oxic leade ship (hil on & a ko ul, 2021; e iño & B own, 2004).
Resea ch demons a es ha e hical leade ship p edic s se e al wo k ou comes such as job sa is ac ion,
commi men and especially eJi (B own e al., 2005). B own e al. (2005) e eal ha e hical leade ship
associa es wi h conside a ion beha iou , hones y, us in he leade , in e ac ional ai ness, and socialized
cha isma ic leade ship. consis en ly, hese a ibu es p edic employee ou comes such as eJi and sa is ac-
ion. Piccolo e al. (2010) also ound ha e hical leade ship impac s employee job in ol emen cha ac-
e is ics such as job au onomy and ask signi icance which ul ima ely a ec employee ask ou come.
sha i and scandu a (2014) submi ed ha subo dina es who alue he con inuous e hical beha iou o
he leade ecip oca e by being highly in ol ed in he job. subo dina es a e mo e in ol ed in o ganisa-
ional ask because hey eel con iden ha he leade s will make legi ima e decisions. again, Maye
e al. (2009) exposed ha op managemen who a e pe cei ed o be e hical, posi i ely a ec g oup job
in ol emen o employee. We, he e o e, hypo hesize ha :
h2: e hical leade ship s yle is signi ican ly ela ed o eJi.
2.3. Mode a ing e ec o wo kplace spi i uali y
Wo kplace spi i uali y is an eme ging concep in o ganisa ional managemen . Wo kplace spi i uali y
e e s o he inclusion o spi i uali y p inciples (communi y, connec edness, belonging, pu pose,
al uism, and i ue) in o wo k ac i i ies (Pawa , 2009). he spi i ual p inciples a e in insic o an
indi idual and hey e lec in he indi idual’s beha iou and wo k ac i i ies. Kolodinsky e al. (2008)
posi ha wo kplace spi i uali y is in wo le els: mic o-le el (i.e. he usion o he indi idual spi i ual
p inciples and alues in o he wo k), and mac o-le el (i.e. he o ali y o indi idual spi i uali y a he
wo kplace and how hese spi i ual alue in luence e hical- ela ed and une hical- ela ed issues o
de e mine he le el o co po a e spi i uali y and how i in luence ou comes). Wo kplace spi i uali y
is mo e o a mac o-le el iew o he o ganisa ion spi i uali y in he o m o ‘spi i ual clima e’
(Pa bo eeah & cullen, 2003). Whe eas indi idual spi i uali y is he pe sonal spi i ual alues employ-
ees b ing o he wo kplace, wo kplace spi i uali y is he pe cep ion o he spi i ual clima e o he
o ganisa ion (ga cia-Zamo , 2003). spi i uali y a he wo kplace is he exp ession o a sense o
belonging, communi y, wholeness a he indi idual le el, which culmina es in o o ganisa ion spi i u-
ali y (K nje ski & sk ypnek, 2004).
cOgen BUsiness & ManageMen 5
Wo kplace spi i uali y has gained ecogni ion in con empo a y imes due o he o e eliance o inan-
cial me ics in de e mining co po a e success, coupled wi h he manage ial g eed o he 1980s (lennick
& Kiel, 2005). hese happenings ha e c ea ed job insecu i y among employees and a non-humanis ic
wo k en i onmen whe e leade s do wha e e i akes o keep up he pace and posi i ely a ec he
o ganiza ional bo om line wi hou aking in o conside a ion employee spi i ual alues. howe e , many
employees belie e ha wo k li e is jus an impo an exis en ial equi emen , bu no an end in i sel . a
signi ican ela ionship was ound be ween wo kplace spi i uali y and eJi, sugges ing ha spi i uali y is a
signi ican p edic o o job in ol emen among employees (Mahipalan & sheena, 2019). gi en ha ans-
o ma ional and e hical leade ship s yles in luence eJi and wo kplace spi i uali y also a ec job in ol e-
men , we p edic ha wo kplace spi i uali y will mode a e he ela ionship be ween ans o ma ional and
e hical leade ship s yles and eJi on he basis ha leade ship spi i uali y p inciples i.e. he sense o com-
muni y, connec edness, belonging, pu pose, al uism, and i ue c ea es a spi i uali y clima e which in lu-
ence eJi. hence, we hypo hesize ha :
h3a: Wo kplace spi i uali y mode a es he ela ionship be ween ans o ma ional leade ship (idealized in lu-
ence) and eJi
h3b: Wo kplace spi i uali y mode a es he ela ionship be ween ans o ma ional leade ship (inspi a ional mo i-
a ion) and eJi
h3c: Wo kplace spi i uali y mode a es he ela ionship be ween ans o ma ional leade ship (in ellec ual s im-
ula ion) and eJi
h3d: Wo kplace spi i uali y mode a es he ela ionship be ween ans o ma ional leade ship (indi idualised
conside a ion) and eJi
h4: Wo kplace spi i uali y mode a es he ela ionship be ween e hical leade ship and eJi
he concep ual amewo k in Figu e 1 illus a es he hypo heses.
3. Resea ch design
3.1. S udy designs and app oach
his s udy adop ed desc ip i e and c oss-sec ional su ey designs o examine he associa ion be ween
he independen a iables ( ans o ma ional and e hical leade ship) and he dependen a iable (eJi),
mode a ed by wo kplace spi i uali y. a desc ip i e s udy desc ibes a phenomenon and conclusions while
a c oss-sec ional s udy in ol es he collec ion o da a a a single momen om he popula ion o in e es
(Zikmund e al., 2010). he c oss-sec ional su ey design was employed because apa om enabling
da a o be collec ed a a single momen om he popula ion o in e es (Zikmund e al., 2010);
Figu e 1. Concep ual amewo k: au ho s (2023).
6 s. K. hil On e al.
i acili a es he planning o da a collec ion o achie e he esea ch objec i es (al inay e al., 2015). in
in es iga ing he ela ionship, he quan i a i e esea ch app oach, which is usually employed unde su -
ey design was adop ed (saunde e al., 2016). his app oach is help ul o collec nume ic da a o es
he esea ch hypo heses.
3.2. Popula ion and sampling
he popula ion o in e es o his s udy was employees o p i a e and public uni e si ies in ghana. he
a ge popula ion included ope a ional le el employees (non- eaching s a ) o en (10) selec ed uni e -
si ies (i.e. i e each om p i a e and public uni e si ies) wi hin he acc a, ema and Kumasi me opolises.
hese me opolises cons i u e he main e ia y educa ion hub o ghana and i ually all he uni e si ies
ha e hei main and/o sa elli e campuses loca ed wi hin hese a eas, making hese me opolises a ai
ep esen a i e o he e ia y educa ion wo ke s in ghana.
he uni e si ies we e pu posi ely selec ed using he homogenous pu posi e sampling echnique
while he esponden s we e con enien ly selec ed in acco dance wi h Pa on’s (2002) sample size selec-
ion c i e ion (i.e. o non-p obabili y s udy, he sample size depends on he objec i es wi h a minimum
conside a ion no less han 100 pa icipan s), which has been widely applied in simila s udies (such as
hil on e al. 2021; hil on e al., 2023; Ma ins, 2023; Puni e al., 2021, e c.). he sampling echniques
allowed he esea che s o selec esponden s wi h ich in o ma ion (i.e. ha e di ec supe iso s and ha e
been wo king consis en ly wi h he same supe iso o manage o no less han h ee academic yea s)
(e ikan e al., 2016). in all, 500 esponden s we e chosen om he en (10) selec ed uni e si ies wi h i y
(50) esponden s om each selec ed uni e si y.
3.3. Ins umen a ion and da a collec ion
c oss-sec ional da a we e collec ed using a ques ionnai e. he ques ionnai e con ained adap ed i ems om
he Mul i ac o leade ship Ques ionnai e (MlQ) 5X sho (a olio & Bass, 2004), e hical leade ship scale
(B own e al., 2005), eJi scale (Kanungo, 1979; Fle che , 1998) and wo kplace spi i uali y scale (Pe chsawanga
& Duchon, 2012). a i e-poin like scale anging om s ongly ag ee (5) o s ongly disag ee (1) was p o-
ided o he measu ing i ems. he i s sec ion o he ins umen collec ed demog aphic da a om espon-
den s (i.e. gende , age, ma i al s a us, and educa ional le el). he second sec ion o he ins umen collec ed
da a on he dimensions o ans o ma ional leade ship (idealized in luence, inspi a ional mo i a ion, in el-
lec ual s imula ion and indi idualized conside a ion). sample i ems om he MlQ 5X sho include he
ollowing: idealized in luence (e.g. ‘conside ollowe s’ needs o e his o he own needs’), inspi a ional
Mo i a ion (e.g. ‘a ouses indi idual and eam spi i ’), in ellec ual s imula ion (e.g. ‘app oaches old si ua ions
in new ways’), indi idual conside a ion (e.g. ‘pay a en ion o indi idual needs o achie emen and g ow h’).
he hi d sec ion o he ins umen ga he ed da a on he beha iou s o e hical leade ship. sample i em
om he e hical leade ship scale is ‘my supe iso conduc s his/he pe sonal li e in an e hical manne ’. he
ou h sec ion collec ed da a on wo kplace spi i uali y. sample i em om he wo kplace spi i uali y scale is
‘employees can easily pu hemsel es in o he people’s shoes’. he inal sec ion collec ed da a on eJi, wi h
a sample i em: ‘ he mos impo an hings ha happen o me in ol e my p esen job’.
in o de o ensu e non- esponse bias, we employed he p ocedu al s a egies p esc ibed by Podsako
e al. (2003). We kep he su eys sho and simple (i ook 5–10 minu es o comple e a ques ionnai e),
sepa a ed he a iables (i.e. independen , dependen and mode a o ), p o ided ins uc ions on how o
espond o inc ease he p obabili y o esponse accu acy, assu ed he esponden s o con iden iali y and
anonymi y, de eloped a ela ionship wi h he esponden s, and sen eminde s o espond (hai e al.,
2015; Podsako e al., 2012). a he end o he su ey, which las ed o six weeks, 416 ques ionnai es
we e alidly e ie ed. howe e , since he alidly e ie ed ques ionnai es cons i u ed 83.2% o he sam-
ple size, we p oceeded wi h he analysis as he sample size sa is ied he abachnick e al. (2001) c i e ia
o de e mining adequa e sample size.
al hough he i ems we e adap ed om exis ing ins umen s, he esea che s ca ied ou alidi y and
eliabili y es s o e i y whe he he e we e in alid i ems in he scales and o ensu e ha he ins umen
cOgen BUsiness & ManageMen 7
alidly measu es he esea ch objec i es (Dawson, 2009). in e -cons uc co ela ion analysis was hen
conduc ed and he esul s in able 3 show ha he scales a e p edic i ely alid. Fu he mo e, c onbach
alpha was calcula ed o con i m he in e nal consis ency o he ins umen (i.e. he eliabili y). he esul s
in able 3 indica e ha he scales in he ins umen a e s ongly eliable as he c onbach’s alpha coe i-
cien s exceeded he 0.7 p esc ibed h eshold by Field (2015), meaning ha he ins umen s a e alid and
eliable o he s udy.
3.4. Da a analysis
We analysed he da a using desc ip i e s a is ics, Pea son co ela ion and cohen e al.’s (2003) hie a chical
eg ession model. Be o e we ca ied ou he eg ession analysis, we i s conduc ed a no mali y es o
con i m ha he da a was no mally dis ibu ed o p oceed wi h a pa ame ic analysis. his was done
using he skewness and ku osis as ecommended by abachnick e al. (2001), suppo ed by Fields (2009),
and applied by schola s such as hil on e al. (2023), hil on e al. (2021), Puni e al. (2021), e c. he
desc ip i e s a is ics analysis epo ed he mean, s anda d de ia ions, skewness, and ku osis. he co ela-
ion ma ix analysis p esen ed he in e -cons uc co ela ion. he hie a chical eg ession analysis es ab-
lished he ollowing: (1) p edic i e e ec o he ans o ma ional and e hical leade ship on eJi; (2)
con olling e ec o wo kplace spi i uali y; and (3) mode a ing e ec o wo kplace spi i uali y on he
ela ionship be ween he ans o ma ional, e hical leade ship and eJi. Finally, hayes’ (2018) P ocess was
employed o d aw sca e plo s o he in e ac ion e ec s.
4. Empi ical indings
able 1 p esen s he demog aphic cha ac e is ics o he esponden s. he able indica es ha he sample
had mo e males (51%) han emales (49%). in a descending o de , 40% o he esponden s we e aged
be ween 31and 40 yea s, 26% o esponden s we e aged be ween 21 and 30 yea s, 25% o esponden
we e aged be ween 41 and 50 yea s, and 9% o esponden s we e aged be ween 51 and 60 yea s.
Rega ding ma i al s a us, mo e han hal o he esponden s we e ma ied (60%). in e ms o educa ional
backg ound, majo i y o he esponden s hold i s deg ee (44%); ollowed by holde s o mas e s’ deg ee
(33%), wi h he leas holding hnD/Diploma ce i ica e (11%).
able 2 p esen s he means, s anda d de ia ions, skewness, and ku osis o he s udy a iables. Fi s ,
he mean esul s show ha all he dimensions o ans o ma ional leade ship a e p ac iced in he selec ed
uni e si ies, wi h idealized in luence being he dominan dimension. Fu he mo e, he mean sco e o
e hical leade ship indica es ha i is also p ac iced by supe iso s o manage s in he selec ed uni e si-
ies. compa ing he means o he wo leade ship cons uc s, i can be concluded ha all he dimensions
o ans o ma ional leade ship a e p ac iced mo e han e hical leade ship. he esul sugges s ha
because uni e si ies wan o emain cen es o inno a ion, ans o ma ional leade ship beha iou s a e
Table 1. Demog aphic cha ac e is ics o esponden s.
Va iables F equency (n = 416) Pe cen
gende
Male 212 51
Female 204 49
age
21–30 108 26
31–40 167 40
41–50 104 25
51–60 37 9
Ma i al s a us
single 125 30
Ma ied 250 60
Di o ced 41 10
educa ional le el
HnD/Diploma 46 11
Fi s deg ee 183 44
Mas e s 137 33
P o essional ce i ica e 50 12
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