Workplace Spirituality and Its Impact on Employee Well-Being: A Systematic Literature Review of Global Evidence

Abstract

Employee well-being is a critical factor influencing organizational performance, job satisfaction, and overall productivity. The role of religión in the workplace in shaping employee well-being has gained increasing scholarly attention, yet a comprehensive synthesis of existing literature remains limited. Further the lack of a comprehensive synthesis makes it difficult to assess the overall impact of religious environments on employees' psychological and professional experiences. This systematic literature review examines the impact of religious workplace environments on employee well-being from global evidence by analyzing 38 relevant studies retrieved from the Scopus and Web of Science databases. The review follows the PRISMA guidelines to ensure a rigorous selection and evaluation process focusing on studies published between 2020 and 2024. The findings were divided into four themes, namely: workplace spirituality and employee well-being, spiritual leadership and organizational performance, workplace spirituality and employee engagement or motivation, and religiosity, spirituality, and employee experiences. The results indicate that a majority of the studies demonstrate a positive correlation between religious workplace practices and employee well-being metrics, reinforcing the significance of organizational spirituality. Despite these benefits, the review underscores the importance of inclusive workplace policies to ensure that religious expression does not lead to alienation or conflict. The study concludes that while religious workplaces can significantly enhance employee well-being, organizations must balance religious expressions with inclusivity to foster a supportive and harmonious work environment. Future research should explore cross-cultural comparisons and longitudinal studies to better understand the long-term implications of religious workplace settings on employee well-being.

Introduction

The relationship between religion and the workplace has attracted more interest in organizational research, especially regarding its effects on employees' well-being (Vveinhardt & Deikus, 2022). As workplaces increasingly embrace diversity and inclusion, it is important to comprehend how religious expressions, values, and environments affect the mental, emotional, and physical well-being of employees. Both scholars and practitioners understand that religious beliefs and practices are not confined to personal lives; they play a significant role in influencing ethical behaviors, managing stress, enhancing job satisfaction, and improving overall work performance (Cole et al., 2020; Yang & Huang, 2018). As companies explore methods to improve employee well-being, investigating the influence of religion can provide important perspectives on creating positive workplace atmospheres.

Religious workplaces, which either formally integrate faith-based principles or support religious accommodations, create environments where employees feel valued, morally aligned, and spiritually fulfilled (Schneider et al., 2022; Thomson et al., 2023). These workplaces offer opportunities for employees to express their faith openly, which may include dedicated prayer areas, adaptable work hours for religious practices, or a company culture that encourages ethical and values-driven choices (Sampurna, 2019). Providing such accommodations can enhance workers' sense of purpose and meaning in their jobs, which is vital for their mental health. Incorporating religious practices in the workplace has been associated with reduced stress, increased resilience, and better relationships among employees, leading to a more unified and supportive work environment (Dik et al., 2024).

Looking at it through a psychological lens, religion significantly contributes to easing stress and enhancing coping strategies, especially in demanding workplace settings (Perera et al., 2018). Individuals who rely on their faith for support and direction usually show greater emotional resilience and job satisfaction. Additionally, religious-oriented workplaces frequently promote values like kindness, forgiveness, and ethical leadership, all of which help contribute to a supportive organizational environment (Johnson, 2021). A workplace that respects and supports various religions can offer a safe space for employees, allowing them to harmonize their job duties with their personal convictions. This helps lessen feelings of internal conflict and improves the balance between work and life (Holcombe et al., 2015). This alignment subsequently boosts the intrinsic motivation, engagement, and loyalty of employees toward their organizations.

While there are advantages to incorporating religion in the workplace, there are also notable obstacles. Companies need to carefully manage the potential conflicts stemming from diverse religious beliefs, making sure that efforts for religious inclusiveness do not marginalize those who hold different views (Héliot et al., 2020; Singh & Babbar, 2021). Finding the right balance between promoting a workplace that respects faith and ensuring a secular, non-discriminatory setting is a complex task that demands careful policy planning. It is essential to consider legal and ethical factors, as expressions of religion in the workplace must comply with labor regulations and company policies that uphold employees’ rights to practice their faith freely and without facing discrimination.

With the ongoing growth of globalization and increasing diversity in workplaces, it is essential for organizations to thoughtfully evaluate how religious practices within the workplace affect employee well-being (Koburtay & Abualigah, 2024). This article intends to investigate the complex relationship between religious workplace settings and employee well-being by analyzing various theoretical models, empirical research, and practical insights. It will look into how religious environments influence employee experiences, the possible benefits and obstacles of incorporating religion in the workplace, and methods for fostering inclusive yet faith-affirming workspaces. By exploring these factors, this research aims to enhance the existing knowledge on workplace spirituality and well-being, providing useful perspectives for organizational leaders, policymakers, and researchers in the areas of human resource management and organizational behavior.

Literature Review

In recent years, there has been a growing focus on how religious elements in the workplace influence employee well-being. Studies reveal that spirituality and religiosity significantly affect job satisfaction and mental health. Findings suggest that employees in religious settings tend to report high levels of subjective well-being, which correlates strongly with their feelings of authenticity and engagement at work (Ortiz-Gómez et al., 2022). This connection implies that being genuine in one's professional endeavors can greatly improve overall happiness and emotional stability. Additionally, the concept of workplace spirituality—which includes aspects such as finding purpose in work and nurturing one’s inner self—has demonstrated a positive impact on multiple facets of employee well-being, including emotional, psychological, social, and spiritual health (Hunsaker & Jeong, 2022; Pawar, 2016). These results highlight how workplace spirituality can create a nurturing atmosphere that boosts both employee engagement and overall satisfaction (Garg, 2017).

Moreover, the impact of religious identity at work is complex, as research indicates that being able to express personal religious beliefs may enhance job satisfaction and promote positive behaviors toward the organization (Héliot et al., 2020; Kutcher et al., 2010). However, integrating religious identity into the workplace can lead to difficulties, including conflicts of identity and expectations that remain unfulfilled (Héliot et al., 2020). Religious affiliation may influence how workplace spirituality impacts life satisfaction, suggesting that both personal beliefs and organizational values need to be in harmony to fully leverage the advantages of expressing faith in the workplace (Jeon & Choi, 2021). Additionally, factors outside of work, such as support from family and participation in religious activities, have been shown to enhance employee well-being, especially in high-pressure fields like high-tech industries (Yang et al., 2022). These insights emphasize the significance of establishing workplaces that are accommodating to various faiths, recognizing and incorporating the spiritual and religious needs of employees. Doing so can enhance their overall well-being and lead to the success of the organization (Yadav et al., 2022).

Workplace spirituality plays a crucial role in enhancing employee well-being by creating a sense of purpose, connection, and elevation within the work setting. It serves to alleviate the adverse impacts of emotional labor, like surface acting, leading to improved subjective well-being among workers (Zou & Dahling, 2017). Workplace spirituality is linked to multiple dimensions of well-being, such as emotional, psychological, social, and spiritual aspects, indicating its potential to enhance the overall health and happiness of employees in a comprehensive manner (Pawar, 2016). Additionally, incorporating spirituality in the workplace positively impacts mental health by promoting mindfulness and self-kindness, both of which are essential for improved decision-making and resilience (Kumar & Sulphey, 2021). It contributes to enhancing job satisfaction and achieving a better work-life balance, serving as a crucial factor in these areas, which leads to a more rewarding work experience (Garg, 2017). In addition, fostering spirituality in the workplace contributes to employees' overall well-being by promoting a sense of happiness at work. This happiness acts as a bridge that connects workplace attachment to well-being, suggesting that a workplace enriched with spiritual values can enhance employee engagement and satisfaction (Koul, 2024). Overall, integrating spirituality into the workplace not only supports individual well-being, but also contributes to organizational success by promoting a positive and supportive work environment.

Effective leadership is crucial for cultivating a sense of spirituality in the workplace. It creates a setting where employees experience belonging, purpose, and a connection to the organization's core values. Specifically, spiritual leadership is vital for nurturing this workplace spirituality, as it focuses on weaving together vision, hope, faith, and selfless love into the fabric of the organizational culture. This method not only promotes the well-being of employees, but also harmonizes their personal values with the mission of the organization, which boosts their motivation and commitment (Akbar et al., 2023; Oestreicher et al., 2020; Sapta et al., 2021). In healthcare settings, spiritual leadership has been demonstrated to enhance the well-being of nurses and the quality of care they provide by fulfilling their spiritual requirements and promoting a connection to the organization's vision and objectives (Oestreicher et al., 2020). In both educational and healthcare environments, spiritual leadership has proven effective in reducing emotional fatigue and boost productivity by nurturing the inner well-being of employees (Abbas et al., 2021).

Workplace spirituality also serves as a mediating factor that enhances organizational commitment and job satisfaction. When leaders focus on the spiritual needs of their employees, they can create a workplace that promotes comprehensive personal development and deeper engagement within the organization (Aftab et al., 2022; Sapta et al., 2021). This is especially noticeable in the information technology industry, where ethical leadership fosters a sense of workplace spirituality, which in turn enhances job satisfaction and lowers turnover intentions (Aftab et al., 2022). Qualities of agile leadership, including humility and wisdom, enhance workplace spirituality by promoting meaningful work and creating a feeling of belonging among team members (Abdulla et al., 2021). In essence, incorporating spiritual leadership alongside workplace spirituality boosts leadership effectiveness while positively impacting organizational results and employee well-being (Gani & Shabir, 2022; Riasudeen & Singh, 2020).

Spiritual leadership has a notable effect on employee well-being by promoting strong emotional ties and active participation in work. Studies have shown that this type of leadership boosts employee well-being by influencing emotional attachment and involvement in their tasks, functioning as a dual mediator in this context. This connection is particularly pronounced in public sector organizations, where the implementation of spiritual leadership strategies can enhance individual performance and contribute positively to society (Chang & Arisanti, 2022). Additionally, spiritual leadership has been found to reduce work-family conflict, with employee well-being acting as a complete mediator in this connection. This implies that spiritual leadership fosters a supportive workplace atmosphere that improves employee well-being (Hunsaker, 2020).

Furthermore, spiritual leadership enhances eudaimonic well-being by encouraging self-driven motivation in employees. The spiritual values valued by subordinates are more influential in boosting their motivational autonomy and overall well-being than the perceptions of the leaders themselves. This indicates that spiritual leadership transcends conventional leadership models, cultivating a more profound sense of purpose and fulfillment within employees, which is vital for their holistic well-being (Chen et al., 2013). Moreover, spiritual leadership plays a crucial role in enhancing employee morale by catering to personal spiritual needs and fostering intrinsic motivation. These elements are essential for sustaining high morale and a strong sense of responsibility within the organization (Jiang et al., 2023).

Spiritual leadership also contributes to workplace spirituality, which in turn influences job satisfaction and well-being. It establishes a spiritual environment that enhances personal well-being, especially in high-pressure fields like nursing. The relationship between spiritual leadership and workplace spirituality is influenced by factors like power distance orientation, suggesting that the impact of spiritual leadership may differ due to individual and cultural variations (Zou et al., 2020). In summary, spiritual leadership serves as an effective means to boost employee well-being by integrating organizational practices with the spiritual and personal needs of employees, ultimately resulting in greater job satisfaction and a healthier work-life balance (Hunsaker & Jeong, 2022).

Besides that, spiritual leadership boosts employee motivation by meeting their intrinsic needs and nurturing a sense of purpose and community at work. This approach focuses on vision, selfless love, and trust, all of which help create an environment where employees feel appreciated and aligned with a greater mission. By addressing their spiritual needs, spiritual leadership encourages intrinsic motivation, essential for improving performance, promoting knowledge sharing, and fostering innovative behaviors (Jiang et al., 2023; Wang et al., 2019). Furthermore, it has been demonstrated that spiritual leadership can enhance employee morale by improving personal self-efficacy and building interpersonal trust, both of which are crucial for intrinsic motivation (Jiang et al., 2023). This method enhances employees' spiritual well-being while fostering stronger unity and loyalty within the organization, which ultimately cultivates a more enthusiastic and involved workforce.

Moreover, spiritual leadership is crucial for motivating employees and inspiring them to adopt innovative and intrapreneurial practices. When a sense of psychological empowerment is promoted, spiritual leadership allows employees to experience greater autonomy and confidence in their ability to contribute creatively to their organizations (Usman et al., 2021; Zhang & Yang, 2020). When employees feel a solid connection between their personal values and the company's mission, this sense of empowerment increases, and spiritual leadership plays a significant role in nurturing that alignment (Fry, 2003). Additionally, when spiritual leadership emphasizes on building a supportive and trusting atmosphere, it can enhance employee well-being and engagement at work, which in turn can elevate motivation and performance levels (Chang & Arisanti, 2022; Yang et al., 2022). In essence, spiritual leadership fulfills the inner motivational desires of employees while fostering a nurturing atmosphere that promotes personal and career development. This, in turn, boosts motivation and contributes to the overall success of the organization.

Research Question

Formulating clear research questions is essential in a systematic literature review (SLR) since they establish the groundwork and trajectory for the entire review process. These questions delineate the scope and focus of the SLR, aiding in the selection of relevant studies and ensuring that the review stays pertinent to the chosen topic. A precisely articulated research question makes certain that the literature search is thorough and methodical, covering all pertinent studies that address significant aspects of the subject. This approach reduces potential bias and guarantees a comprehensive view of existing evidence. Moreover, research questions aid in categorizing and organizing data from the studies that are included, providing a structure for analyzing results and drawing insightful conclusions. They also improve clarity and concentration, reducing vagueness and keeping the review focused on particular issues, which in turn enhances the practical applicability of the findings. Additionally, well-crafted research questions enhance the transparency and replicability of the review, enabling other researchers to replicate the process to verify results or expand the review into related topics. In essence, research questions ensure that the review is aligned with the broader goals of the study, whether that involves identifying literature gaps, assessing intervention effectiveness, or examining trends in a specific domain, thereby serving as the foundation of a robust, targeted, and relevant systematic literature review.

Defining the research questions (RQs) is crucial in the planning phase and serves as a key element in any SLR, as it guides the entire methodology of the review (Kitchenham & Charters, 2007). Considering that determining and evaluating the state of the art is the aim of our SLR, the PICo framework is a mnemonic style used to formulate research questions, particularly in qualitative research proposed by (Lockwood et al., 2015) was applied in this study. PICo stands for population, interest, and context. Here's what each component means:

1. Population (P) This refers to the group or participants of interest in the study. It specifies who the research is focused on, such as a specific demographic, patient group, or community.

2. Interest (I) This represents the main focus or phenomenon of interest in the study. It could be a particular experience, behavior, intervention, or issue that the research aims to explore or understand.

3. Context (Co) This defines the setting, environment, or specific context in which the population and interest are situated. It might refer to geographical location, cultural or social settings, or any other relevant backdrop for the research.

Utilizing the PICo framework aids in organizing research questions in a clear and systematic manner by dissecting the essential components of the study into three parts. This method guarantees that the research maintains focus and that the questions are precisely articulated, which facilitates the process of finding relevant literature or designing an effective study. This investigation developed four research questions outlined as follows:

1. How does workplace spirituality impact employee well-being in religious and secular workplace environments?

2. What is the effect of spiritual leadership on organizational performance in corporate and non-profit settings?

3. How do religiosity and spirituality shape employee experiences in multicultural and religiously diverse workplaces?

4. What is the impact of workplace spirituality on employee engagement and motivation in faith-based and secular organizations?

Material and Methodology

The Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) method is a well-recognized standard for conducting systematic literature reviews. It ensures that the process is transparent, thorough, and consistent, as noted by Page et al. (2021). Researchers can enhance the precision and rigor of their analyses by following PRISMA guidelines. These guidelines offer a structured approach to systematically locate, evaluate, and incorporate studies into their reviews. The approach underscores the importance of randomized studies, recognizing their capacity to reduce bias and deliver robust evidence for the review. This analysis utilized two key databases, Web of Science and Scopus, due to their extensive reach and reliability.

The PRISMA process consists of four main stages: identification, screening, eligibility, and data abstraction and analysis as illustrated in Fig. 1. In the identification stage, relevant studies are sourced from various databases. The screening stage then requires assessing these studies against specific criteria to filter out irrelevant or subpar research. In the eligibility stage, the remaining studies undergo a thorough review to ensure they fulfill the inclusion criteria. Lastly, data abstraction and analysis involves gathering and synthesizing information from the selected studies, which is crucial for formulating valuable and dependable conclusions. This organized approach guarantees that the systematic review is carried out meticulously, resulting in reliable findings that can inform future research and practices.

Fig. 1.

Flow diagram of the proposed searching study

Identification

This research employed key stages of the systematic review process to gather a substantial body of pertinent literature. The initial step involved selecting keywords, followed by the discovery of related terms through the use of dictionaries, thesauri, encyclopedias, and prior studies. All relevant terms were identified, and search strings were developed for the Web of Science and Scopus databases, as outlined in Table 1. This preliminary phase of the systematic review yielded 1446 publications pertinent to the study topic from the two databases.

Table 1.

The search string

Scopus

TITLE-ABS-KEY (((religious OR spiritual* OR divine* OR holy OR theological) AND (workplace OR culture* OR environment OR institute*) AND (employee* OR worker* OR staff OR labor*) AND (well-being OR happiness OR success OR welfare))) AND (LIMIT-TO (PUBSTAGE, “final”)) AND (LIMIT-TO (PUBYEAR, 2024) OR LIMIT-TO (PUBYEAR, 2023) OR LIMIT-TO (PUBYEAR, 2022) OR LIMIT-TO (PUBYEAR, 2021) OR LIMIT-TO (PUBYEAR, 2020)) AND (LIMIT-TO (DOCTYPE, “ar”)) AND (LIMIT-TO (SUBJAREA, “SOCI”) OR LIMIT-TO (SUBJAREA, “ARTS”) OR LIMIT-TO (SUBJAREA, “PSYC”)) AND (LIMIT-TO (LANGUAGE, “English”)) AND (LIMIT-TO (SRCTYPE, “j”)) Date of Access: February 2025

Web of Science

((religious OR spiritual* OR divine* OR holy OR theological) AND (workplace OR culture* OR environment OR institute*) AND (employee* OR worker* OR staff OR labor*) AND (well-being OR happiness OR success OR welfare)) (All Fields) and 2024 or 2023 or 2022 or 2021 or 2020 (Publication Years) and Article (Document Types) and English (Languages) and Psychology or Religion or Social Sciences Other Topics (Research Areas) Date of Access: February 2025

Screening

In the screening phase, relevant research items are evaluated to ensure they align with the established research question or questions. This stage often involves selecting research topics that examine the impact of workplace spirituality on employee well-being. During this process, duplicate documents are removed. Initially, 1247 publications were discarded, leaving 168 papers available for further analysis based on specific inclusion and exclusion criteria as seen in Table 2. The literature was prioritized as it serves as a key source of valuable insights. This encompasses series of books, book reviews, conference proceedings, and chapters that were not considered in the latest study. The review only included English-language publications from 2020 to 2024. In total, 31 publications were eliminated due to duplication.

Table 2.

The selection criterion

Criterion	Inclusion	Exclusion
Language	English	Non-English
Timeline	2020–2024	< 2020
Literature type	Journal (article)	Conference proceedings, book series, book review, chapter in book
Publication stage	Final	In press
Subject area	Arts and humanities, social science, psychology, religion	Besides arts and humanities, social science, psychology, religion

Eligibility

In the third step, known as the eligibility phase, 168 articles were prepared for review. At this stage, the titles and key contents of each article were thoroughly assessed to verify their compliance with the inclusion criteria and their relevance to the current research goals. As a result, 130 articles were excluded because they did not meet the criteria, either due to being outside the relevant field, having insignificant titles, presenting abstracts unrelated to the study's objectives, or lacking full-text access to empirical data. Lastly, 38 articles are left for the upcoming review.

Data Abstraction and Analysis

The study employed an integrative analysis as part of its assessment strategies to explore and combine different research designs. A key objective of the study was to pinpoint pertinent topics and subtopics. The first step in developing the theme involved data collection. In Table 3, the authors detail their careful analysis of 38 published works to identify assertions or materials relevant to this study's topics. They then assessed significant existing studies concerning workplace spirituality and its impact on employee well-being. The investigation included examining the methodologies used in these studies along with their findings. Subsequently, the lead author collaborated with co-authors to formulate themes grounded in the evidence gathered in this study’s context. A log was maintained throughout the data analysis to document analyses, perspectives, challenges, or any other reflections pertinent to interpreting the data. Ultimately, the authors compared their findings to identify potential discrepancies in the thematic development process, noting that in cases of differing opinions on the concepts, they engaged in discussions to reach an understanding.

Table 3.

Number and details of primary studies database

No.	Authors	Title	Year	Scopus	Web of Science
1.	Wnuk M.	Spirituality, Organizational Gratefulness, and Well-Being Among Polish Workers	2024	/	/
2.	Makkaoui M., Hannoun F.-Z., Ouazizi K., Rizzo A., Ali D.A., Cherqui A., Khabbache K., Yildirim M., Bahramizadeh M., Bulut S., Szarpak Ł., Pruc M., Batra K., Nucera G., Chirico F., Khabbache H.	Spirituality as Predictor of Psychological Well-Being at Work in the Moroccan Context: A Cross-Sectional Study	2024	/
3.	Wnuk M.	Are Religious Practices Indirectly Related to Stress at Work Through the Tendency to Forgive? A Sample of Polish Employees	2024	/	/
4.	Tigedi R.N., van der Walt F., Nyetanyane M.P.	Workplace Spirituality and its Relevance to Workplace Flourishing	2024	/
5.	Fajar A., Sanusi A., Arifin S.	The Impact of Organizational Culture and Spiritual Leadership on Performance: Mediating Roles of Workplace Spirituality and Innovation	2024	/
6.	Alruwayti H., Sulphey M.M.	Can Core Self-Evaluation, Workplace Spirituality, and Mindfulness Result in Task Performance: Evidence from Saudi Arabian Organizations	2024	/
7.	Susmerano E.B.	The Intersection of Self-Determination Theory and Workplace Spirituality: An Innovative Framework for Advancing Social Work Administration	2024	/
8.	Bagis F., Adawiyah W.R., Sudjadi A.	Employee’s Spiritual Well-Being: Diminishing the Negative Fibs of Job Stress, Ego Depletion and Cyberloafing	2024	/
9.	Pradhan R.K., Jandu K., Samal J., Patnaik J.B.	Does Practicing Spirituality at Workplace Make Teachers More Engaged? Examining the Role of Emotional Intelligence	2023	/
10.	Ghaleb M.M.S., Alshiha F.A.	Effects of Religiosity and Perceived Social Support on Career Success: Examining Moderating Role of Islamic Workplace Spirituality	2023	/	/
11.	Alruwayti H.A., Sulphey M.M.	The Interconnections of Workplace Spirituality, Mindfulness, Subjective Well-Being, and Task Performance: A Study Using Structural Equation Modeling	2023	/
12.	Aboobaker N., Edward M., Zakkariya K.A.	Workplace Spirituality, Well-Being at Work and Employee Loyalty in a Gig Economy: Multi-Group Analysis Across Temporary Versus Permanent Employment Status	2022	/	/
13.	Jolliffe P., Foster S.	Different Reality? Generations’ and Religious Groups’ Views of Spirituality Policies in the Workplace	2022	/
14.	Zou W.C., Houghton J.D., Li J.J.	Workplace Spirituality as a Means of Enhancing Service Employee Well-Being Through Emotional Labor Strategy Choice	2022	/	/
15.	Hassan S., Ansari N., Rehman A.	An Exploratory Study of Workplace Spirituality and Employee Well-Being Affecting Public Service Motivation: An Institutional Perspective	2022	/	/
16.	Hassan S., Ansari N., Rehman A., Moazzam A.	Understanding Public Service Motivation, Workplace Spirituality and Employee Well-Being in the Public Sector	2022	/
17.	Thanki R., Pestonjee D.M.	Mediating Effect of Psychological Well-Being in the Relationship Between Spiritual Climate and Role Stress Among Working Professionals	2022	/
18.	Lata M., Chaudhary R.	Workplace Spirituality and Experienced Incivility at Work: Modeling Dark Triad as a Moderator	2021	/	/
19.	Yee J.K.L., Smith J., Robinson S.	Spiritual Well-Being and Work Performance Among Ground-Level Employees: Unraveling the Connection	2021	/	/
20.	Riasudeen S., Singh P.	Leadership Effectiveness and Psychological Well-Being: The Role of Workplace Spirituality	2021	/	/
21.	Hunsaker W.D.	Spiritual Leadership and Work–Family Conflict: Mediating Effects of Employee Well-Being	2020	/
22.	Kurniady D.A., Widodo M., Rachman T.T., Thahir M., Jahari J., Komariah A.	Studying the Role of Spirituality in Quality of Work Life Amongst Muslim Employees in Indonesia	2021	/	/
23.	Koburtay T., Alzoubi A.	Implications of Spirituality and Islamic Shari’a Law For Workers’ Well-Being in Luxury Hotels: A Eudaimonic View	2021	/
24.	Koburtay T., Alzoubi A.	The Linkages Between Person–Organization Spirituality Fit and Workers’ Psychological Well-Being	2021	/
25.	De Carlo A., Dal Corso L., Carluccio F., Colledani D., Falco A.	Positive Supervisor Behaviors and Employee Performance: The Serial Mediation of Workplace Spirituality and Work Engagement	2020	/	/
26.	Awada N., Johar S.S.H., Ismail F.B.	The Effect of Employee Happiness on Employee Performance in UAE: The Moderating Role of Spirituality and Emotional Wellness	2020	/
27	Chirico F., Sharma M., Zaffina S., Magnavita N.	Spirituality and Prayer on Teacher Stress and Burnout in an Italian Cohort: A Pilot, Before–After Controlled Study	2020	/	/
28.	Koburtay T., Syed J.	Do Religion and Spirituality Matter for Hotel Workers' Well-Being and Guests' Happiness? An Update of the Attraction-Selection-Attrition Theory	2021		/
29.	Koburtay T., Alzoubi A.	The Linkages Between Person–Organization Spirituality Fit And Workers' Psychological Well-Being	2021		/
30.	Abualigah A., Koburtay T., Syed J., Arici H.E., Aboramadan M.	The Interconnection Between Workplace Incivility, Religiosity and Employees' Psychological Well-Being: An Update of the Conservation of Resources Theory	2024		/
31.	Koburtay T., Alzoubi A.	Implications of Spirituality and Islamic Shari'a Law for Workers' Well-Being in Luxury Hotels: A Eudaimonic View	2021		/
32.	Srivastava S., Gupta P.	Workplace Spirituality as Panacea for Waning Well-Being During the Pandemic Crisis: A SDT Perspective	2022		/
33.	Hunsaker W.D.	Spiritual Leadership and Employee Innovation	2022		/
34.	Hunsaker W.D., Jeong W.	Spiritual Leadership and Work-Life Balance	2022		/
35.	Hussain K.	Navigating Workplace Challenges: The Interplay of Mistreatment, Defensive Silence, Emotional Exhaustion and Spiritual Resilience	2024		/
36.	Haldorai K., Kim W.G., Chang H., Li J.	Workplace Spirituality as a Mediator Between Ethical Climate and Workplace Deviant Behavior	2020		/
37.	Bhattacharyya N., Afroz N.	Exploring the Link Between Workplace Spirituality and Emotional Intelligence with Workplace Attitudes in the Banking Sector of Northeast India	2022		/
38.	Yadav S., Tiwari T., Yadav A.K., Dubey N., Mishra L.K., Singh A.L., Kapoor P.	Role of Workplace Spirituality, Empathic Concern and Organizational Politics in Employee Well-being: A Study on Police Personnel	2022		/

Quality of Appraisal

In line with the guidelines suggested by Kitchenham and Charters (2007), once we had selected primary studied,1 we need to evaluate the quality of the research they provide and make quantitative comparisons. In this research, we utilize quality evaluation from Abouzahra et al. (2020) which consist of six QAs for our SLR. The process for assessing each criterion includes three potential options: “Yes” (Y) with a score of 1 if the criterion is fully met, “Partly” (P) with a score of 0.5 if the criterion is somewhat met but contains some gaps or shortcomings, and “No” (N) with a score of 0 if the criterion is not met at all.

• QA1. Is the purpose of the study clearly stated?

• QA2. Is the interest and the usefulness of the work clearly presented?

• QA3. Is the study methodology clearly established?

• QA4. Are the concepts of the approach clearly defined?

• QA5. Is the work compared and measured with other similar work?

• QA6. Are the limitations of the work clearly mentioned?

The table outlines a quality assessment (QA) process used to evaluate a study based on specific criteria. Three experts assess the study using the criteria listed, and each criterion is scored as “Yes” (Y), “Partly” (P), or “No” (N). Here’s a detailed explanation:

Is the purpose of the study clearly stated?

This criterion checks whether the study's objectives are clearly defined and articulated. A clear purpose helps set the direction and scope of the research.

Is the interest and usefulness of the work clearly presented?

This criterion evaluates whether the study's significance and potential contributions are well-explained. It measures the relevance and impact of the research.

Is the study methodology clearly established?

This assesses whether the research methodology is well-defined and appropriate for achieving the study's objectives. Clarity in methodology is crucial for the study's validity and reproducibility.

Are the concepts of the approach clearly defined?

This criterion looks at whether the theoretical framework and key concepts are clearly articulated. Clear definitions are essential for understanding the study's approach.

Is the work compared and measured with other similar work?

This evaluates whether the study has been benchmarked against existing research. Comparing with other studies helps position the work within the broader academic context and highlights its contributions.

Are the limitations of the work clearly mentioned?

Each expert evaluates the study based on these criteria, and the scores are combined from all experts to arrive at an overall rating. For a study to advance to the next stage, the total score, which is the sum of the evaluations from all three experts, must be more than 3.0. This requirement ensures that only studies that meet a certain standard of quality move forward in the process.

Background of the Selected Study

Based on the quality assessment, Table 4 presents the results of the performance evaluation for the chosen primary studies. The quality analysis of the selected studies regarding workplace spirituality and its effects on employee well-being shows a solid commitment to research integrity and methodological transparency in the majority of the studies. Most papers achieved high ratings in articulating their objectives, clarifying their research methods, and clearly defining key concepts. Notable examples include studies PS2, PS5, PS6, PS10, and PS14, which earned nearly perfect ratings, reflecting their thoroughness in conveying research goals, substantiating their relevance, and relating to existing literature. These articles demonstrated strong methodologies and well-constructed discussions on their findings, representing significant contributions to the field. Papers with slightly lower scores, such as PS1, PS3, PS4, and PS19, showed minor gaps in aspects like comparative analysis or limitations, yet they still upheld strong research standards. A few studies, notably PS7 and PS23, fell short in providing a comprehensive discussion of their methodologies or relating their work to previous research, which diminished their overall impact. Nonetheless, the overall trend suggests that most research in this area is of commendable quality, with clearly defined frameworks and important insights into the relationship between spirituality, workplace culture, and employee performance. The findings indicate that workplace spirituality positively affects psychological well-being, stress management, and job engagement, with gratitude, mindfulness, and leadership serving as crucial elements. However, some studies could benefit from a deeper exploration of limitations and potential future research avenues to strengthen their impact. This review highlights the increasing significance of workplace spirituality as an academic area and emphasizes the necessity for ongoing empirical studies to refine and develop its theoretical foundations.

Table 4.

Result of assessment performance

PS	QA1	QA2	QA3	QA4	QA5	QA6	Total mark	Percentage (%)	Overall feedback
PS1	1	1	1	1	0.5	0.5	5	83.3	Good quality paper with well-explained concepts and methodology
PS2	1	1	1	1	1	0.5	5.5	91.7	Excellent quality paper with strong methodology and thorough comparisons
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The themes created were refined for consistency. The authors, including the primary author and co-authors, assessed the analysis to verify the validity of the issues. During the review stage, the authors ensured that each subtheme was clear, relevant, and appropriate by establishing its domain validity. They also compared the results to address any discrepancies in the development of the themes. If inconsistencies in the themes were identified, the authors discussed these among themselves. Ultimately, the themes were adjusted again to maintain their consistency. To validate the issues, three authors with expertise in psychospiritual and well-being conducted examinations. This review phase by the authors confirmed the clarity, significance, and adequacy of each subtheme by establishing its domain validity. Modifications were made according to feedback and discussions among the authors.

Workplace Spirituality and Employee Well-Being

In recent years, there has been a growing interest in the connection between workplace spirituality and the well-being of employees, with numerous studies indicating its beneficial effects. Engaging in spiritual practices at work appears to bolster the psychological health of employees, reduce stress levels, and heighten overall job satisfaction. Various important themes arise from current research, such as the significance of gratitude, the importance of work that feels meaningful, commitment to the organization, and how spirituality can influence interactions within the workplace.

Workplace spirituality is linked to lower stress levels and enhanced overall health, with gratitude acting as an important intermediary factor. Wnuk (2024a, 2024b) found that employees who exhibited gratitude toward their organization reported feeling less stressed and more satisfied with life. This connection was present for both genders, with spirituality playing a role in enhancing well-being by lowering stress levels at work. Additionally, being committed to one’s faith and the ability to forgive were identified as key components of workplace spirituality, with religious activities potentially contributing to stress relief through the practice of forgiveness (Wnuk, 2024b). Having the capacity to forgive and holding spiritual beliefs assist employees in navigating challenges at work, leading to better occupational well-being.

A sense of purpose and meaningful work provided by workplace spirituality greatly enhances employees' psychological well-being. In a study conducted in Morocco, Makkaoui et al. (2024) found that engaging in meaningful work is the most significant factor for psychological well-being, evidenced by a beta coefficient of 0.893. Additionally, a sense of community in the workplace was closely related to well-being (β = 0.724). This indicates that promoting meaningful work alongside a supportive environment may improve employees’ mental health. Similarly, Zou et al. (2022) reported that spirituality in the workplace impacts how employees manage their emotional efforts, with deep acting playing a mediating role between spirituality and well-being, especially among female employees. Finding purpose in our work helps diminish emotional fatigue and promotes a more positive workplace atmosphere.

Incorporating spirituality in the workplace has been associated with better performance on tasks and a greater sense of job satisfaction. Alruwayti and Sulphey (2023) discovered that spirituality at work and mindfulness had a positive impact on subjective well-being and job performance, with notable connections found at a significance level of 0.01. Similarly, Alruwayti and Sulphey (2024) demonstrated that core self-evaluation plays a mediating role in the connection between workplace spirituality and task performance. It implies that a sense of spirituality enhances employees' confidence and self-efficacy. The results suggest that organizations focusing on spirituality create an atmosphere that promotes greater productivity and efficiency.

Nurturing a sense of spirituality at work is vital for enhancing employee commitment and involvement, especially within unconventional employment arrangements Aboobaker et al. (2022) demonstrated that spirituality in the workplace contributed positively to employee well-being and commitment within the gig economy, showing no notable differences between temporary and permanent staff. However, temporary employees showed a more significant connection between having meaningful work and their well-being, highlighting the role of workplace spirituality in short-term job environments. This research emphasizes the need for companies to incorporate spiritual principles to attract and keep talent, ultimately strengthening workforce stability.

Studies have investigated how spirituality influences behavior in the workplace, especially in reducing negative outcomes related to work. Bagis et al. (2024) examined the relationship between job stress, ego depletion, and cyberloafing. The research indicates that cyberloafing, which is commonly seen in a negative light, could actually contribute to the spiritual well-being of employees. Nevertheless, the influence of Islamic workplace spirituality did not play a role in moderating the link between job stress and cyberloafing, suggesting that the impact of spirituality can vary based on context. These observations underscore the intricate relationship between workplace spirituality and employee behaviors, pointing out that spirituality can act as both a buffer and a means of coping in high-pressure situations.

Research has increasingly focused on the idea of workplace flourishing, emphasizing the important contribution of spirituality to overall well-being. Tigedi et al. (2024) indicated that personal spirituality plays a vital role in enhancing emotional well-being, while the spirituality within organizations and work groups also affects individual spirituality. It proposes that integrating spirituality into workplace frameworks can foster joy, satisfaction, and higher overall job contentment. This aligns with the findings of Koburtay and Alzoubi (2021), who examined spirituality in the context of Islamic Shari'a law in luxury hotels. The study revealed that following Islamic spiritual principles has a beneficial effect on the psychological well-being of employees by harmonizing their work activities with their personal beliefs.

The practice of spirituality in the workplace has shown to be especially advantageous during times of crisis, including the COVID-19 pandemic. Srivastava and Gupta (2022) explored how spirituality influences the well-being of employees in the hospitality industry, highlighting the roles of workforce flexibility and organizational attachment as mediating factors. The research reveals that spirituality serves as a grounding influence when faced with uncertainty, helping employees build resilience and adapt more effectively. In light of the pandemic's substantial effects on mental well-being, these insights emphasize the necessity of spiritual support systems in the workplace.

The existing literature highlights the significant importance of workplace spirituality in promoting employee well-being, alleviating stress, and enhancing job satisfaction. Spirituality impacts these areas through various pathways such as gratitude, finding purpose in work, emotional resilience, and improved task performance. Additionally, it nurtures employee commitment, influences workplace behavior, and acts as a support system during challenging times. Incorporating spiritual values into the workplace not only aids employees on an individual level, but also enhances the effectiveness of the organization as a whole. Future studies should investigate how different contexts and long-term effects of workplace spirituality manifest in various professional environments.

Spiritual Leadership and Organizational Performance

Spiritual leadership significantly influences the work atmosphere that can enhance employee well-being, creativity, and improving overall organizational effectiveness. Numerous studies show that spiritual leadership cultivates a work environment that encourages integrity, fairness, and compassion. This, consequently, enhances employee motivation and job satisfaction (Fajar et al., 2024; Hunsaker, 2022; Riasudeen & Singh, 2020). Having spiritual values in the workplace create a sense of purpose for employees, motivating them to be more involved and creative. The relationship between spiritual leadership and the results of an organization is influenced by the presence of workplace spirituality, as employees who feel spiritually fulfilled tend to make positive contributions to the overall success of the organization (Fajar et al., 2024).

The effectiveness of leadership is strongly linked to both psychological well-being and workplace spirituality, which play pivotal roles in retaining employees and fostering their engagement in their jobs. When spiritual leadership is present, it boosts psychological well-being, ultimately decreasing the likelihood of employees leaving and enhancing their self-esteem within the organization (Awada et al., 2020; De Carlo et al., 2020; Riasudeen & Singh, 2020). Research indicates that workplace spirituality can alleviate the negative impacts of stress and emotional fatigue by promoting a sense of community and purpose, which, in turn, enhances employees’ commitment to the organization (Hunsaker, 2020). When leaders embrace spiritual values in their practices, they foster a workplace atmosphere where employees feel appreciated and engaged, which in turn boosts job satisfaction and contributes to the stability of the organization.

Spiritual leadership plays a key role in helping manage work-life balance and resolve conflicts between work and family. Employees who feel they receive spiritual support at work tend to experience less stress and enjoy better integration of their personal and professional lives, since spiritual leadership promotes overall well-being (Awada et al., 2020; Hunsaker & Jeong, 2022). Focusing on happiness and emotional health helps reduce tensions between work and family, allowing employees to better balance their job and personal life. Additionally, spiritual well-being plays an important role in assisting employees as they tackle issues associated with maintaining a work-life balance (Hunsaker & Jeong, 2022). Policies within organizations that embrace the values of spiritual leadership can foster nurturing workplace atmospheres, recognizing the importance of balance and satisfaction in employees' lives.

The impact of spiritual leadership on promoting innovation in organizations has received significant attention. Employees under spiritual leadership exhibit greater intrinsic motivation and creativity, leading to a positive influence on their innovative behaviors at work (De Carlo et al., 2020; Fajar et al., 2024; Hunsaker, 2022). Workplace spirituality serves as a key link in this dynamic. Employees who find meaning and purpose in their jobs are more likely to pursue new ideas and support the advancement of the organization. Companies that foster spiritual leadership create an environment of trust and empowerment, crucial for maintaining continuous innovation and competitiveness in ever-changing market landscapes (Hunsaker, 2022).

Furthermore, supervisors who demonstrate positive and spiritual leadership create greater workplace engagement and improve employee performance. By practicing ethical behavior and taking on responsible leadership, they cultivate an environment that promotes workplace spirituality, which in turn, enhances employee motivation and productivity (De Carlo et al., 2020; Fajar et al., 2024; Riasudeen & Singh, 2020). Leadership methods that incorporate spirituality enhance trust and loyalty among team members, which can lead to improved organizational effectiveness and greater employee satisfaction in the workplace.

Workplace Spirituality and Employee Engagement/Motivation

The idea of spirituality in the workplace is gaining attention as an important element that impacts how engaged and motivated employees are. Research has examined how workplace spirituality relates to different results in organizations, especially in terms of employee well-being. Results indicate that incorporating spiritual principles into the work atmosphere nurtures a sense of purpose, emotional balance, and motivation in employees (2021b; Hassan et al., 2021a; Pradhan et al., 2022; Susmerano, 2024). For instance, Susmerano (2024) highlighted that integrating workplace spirituality with self-determination theory cultivates a spiritually sensitive atmosphere, enhancing both job satisfaction and motivation. Similarly, Pradhan et al. (2022) demonstrated that teachers who practice spirituality at work exhibit higher engagement levels, particularly when coupled with emotional intelligence. These studies emphasize the importance of workplace spirituality in enhancing employees' well-being and their internal motivation.

Incorporating workplace spirituality into the framework of organizations has been demonstrated to have a significant effect on public service motivation (PSM). Research by Hassan et al. (2021a) discovered a significant link between workplace spirituality and PSM, with employee well-being acting as a mediating factor. Employees in a spiritually fulfilling atmosphere often show a stronger dedication and sense of purpose when serving the community (2021b; Hassan et al., 2021a). Public sector entities striving to improve their service delivery should cultivate an environment that supports workplace spirituality, which can lead to better psychological and emotional health among employees. This research highlights the importance of public institutions embracing workplace spirituality as a key strategy to enhance motivation and service delivery performance.

Research shows that fostering spirituality in the workplace can significantly help reduce stress and conflicts associated with job roles. Thanki and Pestonjee (2022) examined the influence of a spiritual climate in reducing role stress and improving psychological well-being. The findings indicate that a more enriched spiritual atmosphere in organizations can greatly reduce stress levels by creating a more supportive and inclusive culture. Additionally, it was discovered that workplace spirituality influences the impact of incivility within organizations. Lata and Chaudhary (2021) demonstrated that employees experiencing high workplace spirituality reported lower incidences of workplace incivility from both supervisors and colleagues. Spirituality at work acts as a buffer against harmful experiences and stressors, contributing to a more positive environment overall.

The connection between workplace spirituality and psychological well-being is further emphasized in research examining the person–organization (P–O) spirituality fit. Koburtay and Alzoubi (2021) discovered that when employees see a connection between their individual spiritual beliefs and the culture of the organization, their mental health tends to get better. This alignment creates feelings of community and alleviates work-related stress, resulting in greater job satisfaction and increased motivation. Similarly, research by Yee et al. (2021) explored the firsthand experiences of ground-level employees, suggesting that spiritual well-being plays a vital role in job performance and emotional balance. These results highlight the importance for organizations to foster settings that resonate with their employees' spiritual values, thereby cultivating a supportive and rewarding work environment.

Another facet of how workplace spirituality affects operations can be seen in its effect on employees in the service sector. Research by Koburtay and Syed (2021) explored the impact of spiritual practices in hospitality on enhancing the well-being of employees and improving guest satisfaction. Research indicated that hotel staff functioning in environments that align with spiritual principles experienced greater psychological health and job fulfillment. Furthermore, compliance with spiritual guidelines and the availability of spiritual amenities had a beneficial impact on employees’ emotional strength and job performance. These findings imply that workplace spirituality not only enhances individual well-being but also contributes to the overall success of the organization by elevating service standards and customer satisfaction.

In summary, the literature shows a significant link between workplace spirituality and factors such as employee engagement, motivation, and overall well-being. Creating a work environment that nurtures spiritual values appears to foster intrinsic motivation, alleviate stress, and improve job satisfaction. Organizations aiming to boost employee engagement should consider integrating workplace spirituality into their cultural framework, paying attention to employees’ spiritual beliefs and emotional requirements. Ongoing research is necessary to further investigate the specific effects of workplace spirituality in different industries and cultural settings, which will help in developing more effective implementation strategies.

Religiosity, Spirituality, and Employee Experiences

The influence of religiosity and spirituality in the workplace on employee experiences and their well-being has attracted considerable academic interest. Many studies highlight a common finding: incorporating spiritual and religious principles within the workplace creates a supportive environment, boosts mental health, and helps reduce stress and burnout. Workplace spirituality emerges as a crucial element in shaping how employees perceive their jobs, their resilience, and overall job satisfaction, which in turn promotes better results for the organization (Bhattacharyya & Afroz, 2022; Ghaleb & Alshiha, 2023; Kurniady et al., 2021).

Studies indicate a significant connection between workplace spirituality and the quality of life for employees. Organizations that provide avenues for spiritual development tend to see increased employee satisfaction and dedication. This positive relationship has been confirmed through research in various professional environments, including small and medium enterprises (SMEs) and governmental bodies. Findings from Kurniady et al. (2021) reveal that workplace spirituality greatly improves the quality of employees’ work life, leading to greater satisfaction in their careers and stronger involvement with the organization. Similarly, Ghaleb and Alshiha (2023) affirm that ethical beliefs related to religion and the feeling of social support have a positive impact on dedication to one's career and overall success. The influence of Islamic workplace spirituality enhances these connections, highlighting its ability to promote career growth and job satisfaction.

One significant observation is how spirituality can help reduce stress and psychological strain in the workplace. The study by Abualigah et al. (2024) indicates that intrinsic religiosity serves as a buffer against workplace incivility, thereby safeguarding employees' psychological well-being. Likewise, Hussain (2024) highlights that a sense of spirituality assists employees in dealing with mistreatment at work, alleviating emotional fatigue, and fostering resilience. Chirico et al. (2020) provide additional empirical evidence that prayer-based interventions can effectively reduce stress and burnout among teachers, resulting in enhanced job satisfaction and better mental well-being.

Perspectives on workplace spirituality from different generations and cultures have also been examined. Jolliffe and Foster (2022) analyze the differences in spirituality expectations among various religious and generational groups, finding limited organizational support for spirituality in the workplace, even though its advantages are recognized. The research indicates that although there are differences across generations, there is widespread agreement on the necessity for workplace policies that support spirituality. Additionally, Koburtay and Alzoubi (2021) focus on the hospitality industry and discuss how following Islamic spiritual principles enhances the psychological well-being of staff in luxury hotels.

Spirituality significantly influences ethical conduct in the workplace and promotes organizational citizenship, making it an essential aspect to consider. Haldorai et al. (2020) show that workplace spirituality mediates the relationship between an ethical climate and organizational behavior, leading to a decrease in deviant practices at work. This aligns with Bhattacharyya and Afroz (2022), who establish a strong link between workplace spirituality, emotional intelligence, and positive workplace attitudes. Yadav et al. (2022) further extend this discussion by exploring how workplace spirituality interacts with empathic concern and the dynamics of organizational politics, concluding that embracing spirituality enhances employee well-being and reduces the negative impacts of workplace politics. In summary, the research clearly emphasizes the significant effects of spirituality and religiosity in the workplace on employee experiences. Spirituality plays a vital role in increasing job satisfaction, promoting ethical behavior, and reducing stress at work, contributing to overall organizational effectiveness. Future research should aim to enhance workplace policies that support spiritual well-being, fostering more nurturing and resilient work environments.

Discussion and Conclusion

Workplace spirituality has become an essential element affecting employee well-being, stress management, job satisfaction, and overall effectiveness in the workplace. Studies show that having a spiritual dimension at work can boost psychological resilience by nurturing gratitude, meaning, and emotional steadiness. Employees who practice gratitude and engage in spiritual activities typically report lower stress levels and higher job satisfaction. Moreover, aspects like forgiveness and a commitment to one’s faith help alleviate workplace stress, indicating that spiritual values and beliefs play a significant role in enhancing occupational well-being. A robust relationship exists between finding meaning in work and psychological health, emphasizing that a sense of purpose bolsters emotional stability and engagement in the workplace. Supportive working environments further solidify this bond, fostering a culture in which employees feel valued and mentally secure. Additionally, emotional labor strategies, particularly for women, are influenced by spirituality; deep acting techniques can minimize exhaustion and encourage a harmonious workplace.

Beyond psychological advantages, workplace spirituality correlates with enhanced performance and productivity. Attributes such as mindfulness, self-efficacy, and confidence, often linked to spiritual practices, contribute to better task execution and overall job effectiveness. Organizations that embed spiritual values in their cultures tend to generate a positive work atmosphere, which enhances loyalty and engagement, especially in unconventional employment contexts like gig and temporary positions. Research indicates that spirituality acts as a protective mechanism against negative workplace behaviors and the stress that can arise from them, although its impacts can differ based on various situational factors. Some studies suggest that spirituality can transform behaviors deemed counterproductive, like cyberloafing, into constructive practices that promote psychological well-being. Additionally, in challenging times, spirituality helps bolster workforce resilience, adaptability, and emotional robustness. Employees with supportive spiritual frameworks are more capable of managing uncertainty and maintaining their engagement at work. The benefits of spirituality encompass not just individual well-being but also organizational success, as spiritually enriched work environments enhance talent retention, efficiency, and satisfaction. While existing studies provide strong evidence of the positive effects of workplace spirituality, further investigation is warranted to fully understand its long-term influence across varied professional settings and cultural backgrounds.

Spiritual leadership has a profound impact on workplace relationships by encouraging a culture that prioritizes ethical standards, integrity, and emotional health. This style of leadership boosts employee motivation, improves job satisfaction, and contributes positively to the overall success of the organization. The presence of spiritual leadership in workplaces enhances psychological well-being, alleviating stress and emotional fatigue while fostering a deeper commitment to jobs. Employees in a spiritually nurturing environment tend to have higher retention rates, better self-esteem, and increased engagement, all of which promote organizational stability. Furthermore, the function of workplace spirituality as a connecting element underscores its significance in creating a supportive and unified work environment. Companies that prioritize spiritual leadership foster environments where employees feel appreciated, connected, and driven by purpose, which subsequently influences their capacity for innovation and their meaningful contributions to business goals. Spiritual leadership is also crucial in tackling issues related to work-life balance, advocating for comprehensive well-being and lessening conflicts between work and family. Staff members who receive spiritual encouragement in their workplace tend to have reduced stress and enhanced emotional resilience, allowing them to navigate both professional and personal duties effectively. This equilibrium not only boosts employee satisfaction, but also reinforces loyalty to the organization and promotes long-term engagement.

Additionally, spiritual leadership paves the way for an atmosphere that encourages innovation by fostering creativity and self-motivation. Individuals who derive meaning and purpose from their responsibilities are more inclined to pursue new concepts, thereby driving organizational advancement and competitiveness. Trust and empowerment become key aspects of environments where the tenets of spiritual leadership are embraced, strengthening a culture of teamwork and ongoing development. Managers who adopt spiritual principles in their leadership significantly enhance workplace engagement and performance by promoting ethical practices and responsible management strategies. Organizations that weave spiritual leadership into their frameworks experience improved productivity, stronger workplace relationships, and a deeper commitment to collective objectives. By integrating spirituality into their leadership models, businesses create an atmosphere of trust and inclusivity, crucial for long-term success and sustainability in today’s fast-changing work environments.

The connection between workplace spirituality and various organizational outcomes has been extensively studied, revealing its important influence on employee well-being, engagement, and motivation. A work environment rich in spiritual values encourages a sense of purpose, emotional stability, and job contentment, resonating with self-determination concepts that promote intrinsic motivation. Research indicates that employees who embrace spiritual principles at work show higher engagement levels, especially when emotional intelligence is also present. This correlation is evident in public service motivation, where workplace spirituality boosts both commitment and service effectiveness through enhanced psychological well-being. Organizations that emphasize spiritual aspects within their corporate culture foster conditions that nurture employee fulfillment and loyalty. Furthermore, workplace spirituality is key in reducing occupational stress and role conflicts by supporting a nurturing and inclusive atmosphere.

Studies show that creating a spiritual environment can reduce workplace rudeness, leading to a more cooperative professional setting. A strong match between an employee's spiritual beliefs and the organization's culture improves psychological well-being, enhancing job satisfaction and motivation. This relationship fosters belonging and lessens job-related stress, contributing to a favorable work experience. The hospitality industry illustrates the positive effects of workplace spirituality, where practices aligned with these values boost both employee resilience and service excellence. Staff in such workplaces exhibit greater emotional stability, which enhances customer satisfaction and overall organizational performance. These findings underline the extensive impact of workplace spirituality, which influences not only individual well-being, but also overall business success. With the significant advantages linked to workplace spirituality, organizations should think about integrating it strategically into their structures to boost employee satisfaction, motivation, and engagement. Future studies should aim to further investigate its effects across various industries and cultural settings to refine implementation strategies.

The impact of spirituality and religiosity on employee well-being and experiences has been extensively studied, showing a clear link between spiritual values and workplace interactions. Incorporating spiritual practices within work settings enhances psychological health, lowers stress levels, and improves job satisfaction. Research consistently shows that companies that support spiritual development often see increased employee engagement and commitment, which in turn boosts overall organizational performance. Workplace spirituality fosters resilience among employees, encourages ethical behavior, and plays a vital role in alleviating stressors encountered in the workplace. It has proven particularly beneficial in improving work-life quality in various types of organizations, including small businesses and government entities. Research suggests that following spiritual principles, notably in Islamic work ethics, strengthens career dedication, leads to professional accomplishments, and reinforces social support in workplaces.

Moreover, workplace spirituality has been observed to mitigate the adverse impacts of mistreatment, incivility, and emotional burnout, providing a psychological buffer against job-related stresses. Interventions centered on prayer and deep-seated religious beliefs have shown to enhance job satisfaction and mental health, especially in high-pressure jobs like teaching. Insights from different generations and cultures regarding workplace spirituality reveal that though expectations vary, there is a common recognition of its advantages, leading to a growing need for organizations to develop policies that encourage spiritual well-being. Certain fields, particularly hospitality, illustrate how adherence to Islamic spiritual values boosts psychological health, underscoring the positive influence of faith in a variety of work contexts.

Furthermore, spirituality in the workplace acts as a mediating element in nurturing ethical practices and organizational citizenship while discouraging nonproductive behaviors. A strong relationship has been identified between workplace spirituality, emotional intelligence, and positive work attitudes, proving its significance in promoting empathy and minimizing the adverse effects of organizational politics. The extensive research highlights workplace spirituality as a vital element in improving employee well-being, ethical standards, and organizational success. Moving forward, research should aim at refining workplace policies that integrate spiritual and religious aspects to foster supportive, resilient, and ethical workspaces, ensuring that organizations leverage the advantages of spirituality to enhance both personal and collective work experiences.

Although the increasing literature on workplace spirituality showcases its advantages, several limitations should be recognized. Foremost, much of the current research focuses on favorable outcomes while neglecting possible downsides, such as the risk of excluding non-religious employees or the potential for using spiritual language as a form of managerial control. This narrow perspective can mask the intricate ethical dilemmas present in diverse workplace settings. Secondly, there is a tendency of applying findings broadly across various cultural and organizational contexts, despite notable differences in how spirituality is perceived and enacted. What is viewed as spiritual well-being in one culture may not have the same impact in another, indicating a need for more context-aware studies. Third, many studies lack detailed descriptions of the methodologies used, which raises concerns about the validity, consistency, and reproducibility of the findings. The interchangeable use of terms like spirituality, religiosity, and spiritual leadership contributes to conceptual confusion, making it challenging to separate their specific effects. Additionally, much of the research utilizes cross-sectional designs, which restricts our understanding of the lasting impacts of spiritual initiatives within workplaces. Individual differences such as gender, personality traits, and generational views remain insufficiently explored, even though they likely affect employees' perceptions and responses to spiritual practices. These limitations underscore the necessity for a more critical, nuanced, and methodologically varied approach to thoroughly evaluate the significance of workplace spirituality in modern organizational contexts.

Appendix

See Fig. 1 and Tables 1, 2, 3, and 4.

Funding

Open access funding provided by The Ministry of Higher Education Malaysia and Universiti Malaya. This article is funded by Universiti Malaya Research Excellence Grant (UMREG)—UMREG007–2024 (Project No). We thank our funder and all colleagues, who provided assistance and insights that greatly helped this article.

Declarations

Conflict of interest

The authors declare that they have no conflicts of interest to report regarding the present study.

Ethical Approval

This study has obtained ethical approval from the Universiti Malaya Research Ethics Committee (UMREC) under the reference number UM.TNC2/UMREC_4133.