Meily Margaretha

The attention paid by researchers and practitioners to the relationship between employee engagement and spirituality in the workplace is limited, as studies of the two variables still stand alone. This leads to an important and increased emphasis on strength and employee engagement that are built on the organizational culture to show an awareness of spirituality in the workplace. This study aimed to explore the relationship between workplace spirituality and employee engagement of lecturers in Indonesia and professional commitment as a mediator. The respondents of the study were 322 lecturers from state and private universities in Indonesia. Validity, reliability, simple regression, and path analysis were used to analyze the data. The results of the study showed that workplace spirituality had a direct effect on employee engagement, with the β value of 0.836, and the R-square of 70%, while professional commitment had a mediating effect on the relationship between workplace spirituality and employee engagement, with the β value of 0.162 and the R-square of 72.3%. The results suggest that the implementation of workplace spirituality and employee engagement is important for universities to improve the performance of their lecturers.

Recognizing the importance of innovative work behavior in driving organizational success, this study investigates the influence of perceived organizational support to enhance employees’ innovative behavior, with person-organization fit positioned as a mediating factor. In pursuit of this goal, organizations must develop and sustain a competent and adaptable workforce, as human resources play a pivotal role in securing long-term competitive advantage. Consequently, implementing effective and innovative approaches to support employees, particularly by nurturing their capacity for innovation, has become increasingly essential. To accomplish the research objectives, data were collected from 251 employees from different sectors in Indonesia between November 2024 and February 2025. The collected data were subsequently examined using the SEM-PLS analysis tool, and the obtained findings highlighted that perceived organizational support possessed a clear and substantial effect on innovative work behavior (p = 0.012) as well as person-organization fit (p = 0.000). The results also reflected that person-organization fit significantly influenced innovative work behavior (p = 0.000) and partially mediated the relationship between innovative work behavior and perceived organizational support (p = 0.000). The investigation emphasized the importance of organizations providing a conducive work environment for employees and adopting activities that could increase the level of employee satisfaction with their respective jobs in the organization. This emphasis is especially crucial because the proper implementation of favorable work environments and adoption of relevant activities invariably can significantly enhance employees’ innovative work behavior.

Type of the article: Research Article

Abstract
This study responds to the limited understanding of how transformational leadership is associated with lecturer performance through psychological and behavioral mechanisms in higher education. Focusing on private universities in Indonesia, it examines a sequential mediation model involving work motivation, affective commitment, and entrepreneurial orientation. A cross-sectional quantitative survey was conducted from March to June 2025 using a non-probability purposive sample of 174 full-time lecturers. Data were collected through structured questionnaires with validated scales and analyzed using structural equation modeling (SEM) with AMOS. The results indicate that transformational leadership is positively associated with work motivation (β = 0.417, p < 0.001) and affective commitment (β = 0.200, p < 0.001). Work motivation is positively associated with affective commitment (β = 0.705, p < 0.001), while affective commitment is positively associated with entrepreneurial orientation (β = 0.462, p = 0.015). Entrepreneurial orientation is also positively associated with lecturer performance (β = 0.171, p = 0.007). However, the results do not support a direct association between work motivation and entrepreneurial orientation (p = 0.251) or between affective commitment and lecturer performance (p = 0.374). The sequential mediation results suggest that transformational leadership is indirectly associated with entrepreneurial orientation through work motivation and affective commitment, and that work motivation is indirectly associated with lecturer performance through affective commitment and entrepreneurial orientation. These findings highlight the relevance of a sequence between psychological and behavioral aspects in explaining lecturer performance while avoiding causal claims beyond the cross-sectional research design.

Acknowledgment
This publication was supported by Maranatha Christian University (Grant number:017/REK/ UKM/SE/VII/2026).