Abstract
The global COVID-19 pandemic has resulted in long-lasting impacts on organisations, one of which is the shift from traditional ways of working to hybrid working. Though hybrid working is embraced for its multiple benefits, there are known challenges of hybrid working that significantly impact team behaviours and performance. In order to handle the increasing complexities of hybrid working, there is a growing need for leadership with multiple intelligences. Leadership studies are increasingly exploring different forms of intelligence to understand factors that contribute to enhancing team outcomes. However, there is very limited focus on leadership demonstrating spiritual intelligence and its influence on team outcomes in uncertain working environments, such as hybrid working.
To address this gap, the present study examined the relationship between the level of spiritual intelligence leaders/managers demonstrate in the hybrid work settings (referred here as Spiritually Intelligent Leadership, SQL) and key team outcomes, specifically team organisational citizenship behaviours (team OCB) and team performance. The study used King’s (2008) model of spiritual intelligence as the theoretical framework. To explore these relationships, 178 employees working in teams in hybrid work settings across diverse sectors in Aotearoa New Zealand answered a self-administered online questionnaire.
The results of the analysis yielded several important findings. First, the findings indicate that both demographic and work setting factors do not fully influence employees’ perceptions of SQL, team OCB and team performance, and the extent of hybrid working in organisations in Aotearoa New Zealand. Second, SQL was found to have a significant positive effect on both team OCB and team performance, highlighting its role in enhancing collaborative behaviours and overall team outcomes in hybrid work settings. Moreover, the hybrid work model partially moderated the relationship between SQL and team OCB but did not significantly moderate the relationship between SQL and team performance.
The findings imply that leaders/managers' ability to practice SQL in the workplace can be universally valued and could influence diverse groups of employees. The significant positive association between SQL and team OCB and team performance suggest that leaders/managers who demonstrate SQL foster greater discretionary behaviours of helping and conscientiousness among team members and improved team performance, particularly in hybrid work settings. However, the effect of these relationships can change depending on how hybrid work is organised. In some cases, hybrid work strengthens this relationship, while in others it weakens it. Overall, the findings highlight the importance of SQL for keeping teams connected and effective in hybrid work settings.
Given the increasing complexities of hybrid working, both organisational leaders/managers and researchers across the globe are genuinely interested in exploring how hybrid work and leadership can synergistically contribute to sustained value creation. The present study offers a timely and valuable contribution by adding insights to this relationship and provides actionable implications for organisations seeking to foster resilient, adaptive, and high-performing teams in the evolving world of work. Based on the practical implications, organisations should rethink their current recruitment, hiring, promotion, training, and development processes to incorporate spiritual intelligence assessments for existing and potential leaders. These interventions can result in higher team OCB and performance. The present study was also one of the first studies of its kind in the hybrid working context of Aotearoa New Zealand, providing insights into perceptions of leadership and team outcomes.