دانلود مقاله تحقیق درباره هوش معنوی در توسعه منابع انسانی
Abstract
1- Introduction
2- SI theories and definitions
3- Leading theoretical models of SI
4- Results
5- SI holistic mechanism
6- SI and leadership
7- SI and sustainability
8- Discussion
9- Conclusion
References
Abstract
Purpose – This study aims to synthesize the rich knowledge on spiritual intelligence (SI) research within the framework of human resource development (HRD) research. Design/methodology/approach – Based on the search of multiple electronic databases authors conducted thematic review of the literature on SI and HRD. Themes associated with SI and HRD are extracted while employing the content analysis technique. Findings – Five major themes emerged through the process of content analysis on the body of the reviewed literature. The themes which described the presence of SI-related research within the field of HRD, included: Conceptual connections between SI and HRD; SI Holistic Mechanism; SI and Leadership development, SI measurement tools and, finally, the impact of SI on sustainability. Research limitations/implications – The inclusion and exclusion criteria are that the search for this review has been limited to peer-reviewed journals that are published SI-related articles. This paper excluded all articles on SI that `do not explicitly discuss the valuable role of human resources. The key words used are spiritual intelligence (SI) and HRD. Originality/value – This paper offered new-fangled value and insightful understanding on SI and its implications for other areas, more specifically HRD. It suggests that SI is an important component for organizational development. Such interventions nurture the human resources that can lead to better performance as a whole.
Introduction
In recent times, spiritual intelligence (SI) is gaining great interest of scholars and practitioners (Mamman and Zakaria, 2016; Munawar and Tariq, 2017). The growing importance of SI has changed the meaning of success in organizations (Karakas, 2010). SI emerged beyond the rational and emotional abilities like intelligence quotient (IQ) and emotional quotient (Mahmood et al., 2016; Zohar, 2012). SI has the aptitude to re-contextualize the problems faced by organizations and employees, as it would strenghten the prior patterns and thinking being implemented in human resource development (HRD) models, Ahmed et al. (2016a) noted. It also helps employees dissolve the old and previous motivation and replace them with higher and zealous ones (Amram, 2007). Hence, SI provides the basis for meta-strategic thinking (King, 2008). SI is significantly relevant in obtaining positive organizational outcomes such as organizational performance (Mahmood et al., 2015; Marques, 2008), organizational citizenship behavior (Hunsaker, 2016; Ryan, 2002), sustainability (Akhtar et al., 2015; Collins, 2010; Stead and Stead, 2016) organizational learning (Hawkins, 1991; Howard, 2002; Pluta and Rudawska, 2016) job satisfaction (Roof et al., 2017) and organizational commitment (Markow and Klenke, 2005; Rego and Pina e Cunha, 2008). SI associated to a set of learned abilities that are much needed for human resources. According to Zohar (2012), SI is ultimate intelligence that is non-cogitative and non-logical. The role of SI is to improve employee performance and develop themselves for organizational development (George, 2006). Such characteristics of SI have established an impressive consideration for researchers and practitioners in the field of HRD. HRD has been defined and conceptualized in various contexts or ways; in the context of present research, HRD could be defined as a process of developing and/or unleashing human expertise through organizational development and personnel training and development for the purpose of improving performance (Swanson, 1995).