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The purpose of this paper is to investigate the extent to which workplace spirituality (WPS) is related to hospitality supervisors’ organizational commitment (OC) and intention to quit (ITQ), examined through the lens of self-determination theory (SDT).

Based on survey data collected from 190 supervisors employed by a large US hospitality organization, the relationships were examined using confirmatory factor analysis, second-order factor analysis and structural equation modeling.

The results of this study suggest that three dimensions of WPS (i.e. meaning and purpose in their work, sense of community and alignment with organizational values) are positively related to OC and negatively related to ITQ. Moreover, these supervisors’ OC fully mediates the negative relationship of WPS to ITQ.

This study tests the validity and reliability of three WPS dimensions in the hospitality environment. It also provides a theoretical perspective through SDT for explaining how WPS impacts employee work attitudes, which can be used to guide future studies.

Hospitality organizations can benefit from the insights of this research into how WPS can increase the commitment and retention of supervisors, who in turn positively impact front-line workers and customer service quality delivery.

This study provides additional implications for SDT and offers new insights into the emerging field of WPS scholarship. While other studies have tested relationships related to involving these WPS variables, a scarcity of research has been offered in hospitality or with a theory-based explanation of these relationships.

This paper aims to explore the sequential effects of employee perceptions of corporate social responsibility (CSR), organizational identification (OI), higher-order quality-of-work-life (HQWL) and intention to stay (IS).

The survey responses were gathered from employees of a casino hotel company in the USA. All hypotheses were tested via structural equation modeling.

The results demonstrated that ethical and philanthropic CSR dimensions had significant direct effects on OI and indirect effects on HQWL via OI. OI had positive effects on HQWL (directly) and IS (directly and indirectly via HQWL). Both ethical and philanthropic CSR dimensions indirectly influenced IS via OI and HQWL, while economic CSR had a significant indirect effect on IS via HQWL.

This study addressed the lack of theory-driven empirical work on the relationship between CSR and employee retention by presenting new insights into how different dimensions of CSR can contribute for improving employee HQWL and IS via OI based on social identity theory (SIT) and social exchange theory (SET). In this study, the results may not generalize to other countries and cultures because the data arises from a casino hotel in the USA.

Based on the results, hospitality companies can improve employee OI, HQWL and IS by more effectively implementing different types of CSR programs.

This study provided support for the positive influence of CSR initiatives on hospitality employees in a controversial sector (i.e. casino hotels) in which there is a lack of empirical research.

One important question in the field of workplace spirituality concerns the relationship of this construct with employee work attitudes. This study attempts to make a rigorous empirical examination of the relationship between workplace spirituality and five prevalent employee job attitudinal variables. It assesses the validity and reliability of the measures used and discusses the results of the analysis, which indicate that each of the three dimensions of spirituality used has a significant relationship with two or more of the five job attitude variables examined. While acknowledging that spirituality at work is an abstract concept, this study attempts to provide some of the first empirical support that there is a positive association between spirituality at work and employee job outcomes. The paper concludes with a number of implications and research directions for both academics and business managers, including the need to investigate the comprehensive impact of spirituality at work on individuals and organizations.

Aims to report the key results and learnings of a pilot test of an ISO‐based integrated management systems approach to security, environmental, health, and safely (SEH&S) at one industry site in the USA.

First, the rationale for and brief overview of a five‐step integrated SEH&S management systems approach is presented. Second, a descriptive reporting of the process, results, and implications of the initial steps of the integrated SEH&S approach at a water and sanitation district in the USA is provided.

Provides a description of the process of how an integrated SEH&S approach is implemented and reports results such as the following. First, the major vulnerabilities and risks associated with the water district's major infrastructure assets are assessed. Second, the various risks are evaluated, prioritized, and ranked in terms of their security and environmental, health and safety (EH&S) aspects. Third, recommendations are offered to mitigate major vulnerabilities. Finally, an overall assessment of the applicability of the integrated SEH&S approach to security and risk management is presented.

The study was conducted in one organization and involved only the first portion of the proposed integrated SEH&S management system approach.

This manuscript should inform executives and managers of the SEH&S functions concerning how their organizations can use the newly proposed integrated approach to address both security and overall organizational risks in a more comprehensive and cost‐effective manner.

One important issue is whether spirituality in the workplace can be used only to benefit employees or can it be developed also to the advantage of organizations? The purpose of this article is to articulate a model of how spiritual values can be integrated into organizations and then assess how this model predicts organizational behavior in one company, Southwest Airlines (SWA). The application of this model provides insights into how and under what specific conditions spiritual values can positively impact both profitability and employee attitudes in organizations. Implications for both research and practice are discussed.

Recently there has been a significant increase in the number of academic international research teams (AIRTs) which are conducting large scale cross‐national research studies. These efforts hold much potential to advance international comparative research. However, there are a number of issues associated with these studies that rarely occur in other research efforts. The purpose of this manuscript is to articulate a number of these issues which can be categorized into two main groups, research methodology and publishing. Research methodology issues include the comparability and matching of samples, the timing of data collection, and the comparability of research instruments. Publishing issues include manuscript length, the timing of publications, and cross‐cultural authorship issues. It is essential that these issues are addressed if the field is to reap the full benefits of these large cross‐national studies.

The number of academic international research teams (AIRTs) is rapidly increasing. While AIRTs are essential to addressing complex international research issues they can also often involve a large number of challenging issues. Like corporate international teams, AIRTs must face the challenge of cross‐national differences including large distances, multiple languages, and numerous cultural values. In addition, they must deal with a number of unique issues involving the abstract nature of an intellectual endeavor, differences in academic career motivations and discipline fields, and the necessity of often completing projects on scarce resources. This manuscript reviews five articles which tackle the complexity of AIRTs. In doing so we seek to bring out the most interesting observations as well as the most important recommendations for how to tackle these challenges in future AIRTs.

This paper aims to do a comprehensive analysis of the existing literature on workplace spirituality to address the intellectual framework of workplace spirituality and the framework's future direction.

A multistep screening procedure was used to obtain data from the Scopus database, which included 648 papers ranging from 1998 to 2023. The bibliometric analysis is conducted by using VOSviewer and Biblioshiny.

The bibliometric analysis showcases that workplace spirituality is a multidimensional concept primarily studied in the organizational behavior domain. The most important research themes were organizational culture and spirituality. In addition, this paper advances workplace spirituality literature by identifying the keywords, prominent authors, journals and conceptual structure.

The study summarizes the existing knowledge on workplace spirituality using bibliometric analysis, classifies thematic areas, identifies research gaps and suggests future avenues of research.

The review paper conducts a bibliometric analysis of the emerging area of workplace spirituality over time. These results can also serve as a guide for future research in the subject of workplace spirituality.

Offers a number of insights into the nature of spirituality in organizations and how employees can gain greater spirituality and purpose in their work. Specifically, proposes that a recent leadership theory, thought self‐leadership, can assist employees in influencing or leading themselves towards experiencing more spirituality in their organizational life.

The environment continues to command serious attention as a key consideration in the corporate strategy process, both within the specialised environmental management literature and increasingly from the general management literature (Avila and Whitehead 1993, Porter and van der Linde 1993, Shrivastava 1992). One important area of academic examination is that of corporate environmental behaviour.