Samul Joanna
Department of Management, Economy and Finance, The Faculty of Engineering Management, Bialystok University of Technology, Bialystok, Poland.
Department of Humanities & Management, Jigme Namgyel Engineering College, Dewathang, Bhutan.
Psychol Res Behav Manag. 2021 Jun 23;14:847-856. doi: 10.2147/PRBM.S311456. eCollection 2021.
This study examined the effects of vision, calling and membership on organizational commitment and performance in the Asian and European context, which according to our knowledge has not been sufficiently employed previously. Firstly, by drawing on the spiritual leadership concept, the differences between leaders' spirituality in Poland and Bhutan were examined. Secondly, the relationships between the constructs: vision, calling, membership, organizational commitment and performance of both Polish and Bhutanese managers were studied.
This study adopted the spiritual leadership scale proposed by Fry. The data used in this study were gathered through a survey of 194 managers. The confirmatory factor analysis (CFA) and the path coefficient were applied in the study.
By comparing spiritual dimensions of leadership, the study demonstrated positive and significant relationships between the constructs that influence each other in various ways. The study indicates that the strength of the influence of specific dimensions depends on the perception of their significance for managers due to the cultural context.
The study contributed to the literature by examining the dimensions of spiritual leadership that are endorsed differently by the Polish and the Bhutanese managers. The findings shed light on the creation of a positive work environment by managers in which employees can feel appreciated and fulfilled.
本研究考察了愿景、使命感和成员身份对亚洲和欧洲背景下组织承诺和绩效的影响，据我们所知，此前尚未充分探讨过这一领域。首先，借鉴精神领导力概念，研究了波兰和不丹领导者精神层面的差异。其次，研究了波兰和不丹管理者的愿景、使命感、成员身份、组织承诺和绩效之间的关系。
本研究采用了弗莱提出的精神领导力量表。本研究使用的数据通过对194名管理者的调查收集。研究中应用了验证性因素分析（CFA）和路径系数。
通过比较领导力的精神维度，研究表明各构念之间存在以多种方式相互影响的积极且显著的关系。研究表明，由于文化背景，特定维度影响的强度取决于管理者对其重要性的认知。
本研究通过考察波兰和不丹管理者对精神领导力维度的不同认可，为该领域文献做出了贡献。研究结果为管理者营造积极的工作环境提供了启示，在这种环境中员工能够感受到被赏识和实现自我价值。
