The Study Focus On The Impact Of Spiritual Leadership On Employee Workplace Spirituality With The Regulation Of Self-Efficacy

Currently, the enterprises and enterprise managers who depend on material incentive, can’t meet the growing spiritual demand of the new generation knowledge-based staff fundamentally, which causing the conflicts between employees and workplace due to ignoring employees needs frequently. Eventually, this will lead to the voluntary redundancy of the new generation knowledge-based staff. This study aims at calling on business community to the workplace spirituality by bringing spiritual leadership as a new idea for this controversy to build the workplace spirituality atmosphere in enterprise. Accordingly, it’s an important topic worthy of further exploration that the spiritual leadership has impact on employee workplace spirituality, if we consider that the staff individual differences cannot be ignored in the practice of management. The introduction of self-efficacy as a moderator variable, will improve the level which research conclusion fit with the management practice. This paper is committed to helping companies to create workplace spirituality atmosphere and inspiring employee workplace spirituality, through the effect of spiritual leaders and employee self-efficacy, in the same time, effectively inhibiting voluntary redundancy of new generation knowledge-based staff.Throughout research review, the subject of "spiritual leadership’s impact on employee workplace spirituality" never be systematically discussed, the factors which deeply affect the differences in employee individual also have not been mentioned in this impact process. Taking the insufficiency of the existing research into consideration, based on the existing research at home and abroad, this paper focuses on the new generation knowledge-based staff to explore the spiritual leadership of managers’impact on employee workplace spirituality directly, to clarify how the spiritual leadership and its dimensions influence the employee workplace spirituality and its dimensions, and to verify the effect of adjustment which from the self-efficacy differences of individual in this process. By specific analysis, based on the authority incentive theory and spiritual leadership theory system, integrated the method of literature research, questionnaire survey, statistical analysis, and combined with statistical tools SPSS 19.0 and AMOS 17.0, this paper then analyzes 131 pre research samples and 371 formal research samples in-depth. This study fisrt confirms the following conclusion emphatically:the variable scale which revision in this study has high reliability and validity. Demographic variables and organizational variables of employee have different effect on workplace spirituality. Except that the altruistic love of spiritual leadership’s positive effect on the work meaning of employees in statistical significance can not be proved, the various dimensions of the spiritual leadership have been proved having a positive influence on the each dimension in workplace spirituality of new generation knowledge-based employees, and self-efficacy plays a negative regulatory role in this process, especially most significant in the process of spiritual leadership impact on team contact sense of the employee.Based on the results, this paper put forward the following three suggestions for enterprise management practice:Shape the spiritual leadership is to build the foundation of creating the workplace spirituality atmosphere in organization,and use spiritual leadership as an important reference for recruiting and selection of top managers.The spiritual leader must comprehensively considerate the practical management situation and the feature of enterprise, then make efforts with different degree in the aspects of vision, hope/faith and altruistic love, in the end, to promote the work meaning, team associated and the integrating degree between individual and organizational values, eventually to promote the employee workplace spirituality and to create the workplace spirituality atmosphere in the organization. When spiritual leaders promote team associated in the workplace, they must consider the self-efficacy characteristics of employee comprehensively. At the same time, In the human resources management practice, recruitment staff should comprehensively consider team characteristics, work content and leadership aspects, and control the level of need for self-efficacy which recruiters have, so that they can absorb the staff who corresponds to the workplace spirituality atmosphere in organization and has the spirituality qualities which they need, in order to alleviate the current risk from the lack of workplace spirituality in organization, through spiritual leadership’s impact on employee workplace spirituality, finally effectively inhibiting the voluntary redundancy of the new generation knowledge-based employees.