Volume 8, Issue 10, October – 2023 International Journal of Innovative Science and Research Technology

ISSN No:-2456-2165

Self-Efficacy Mediated Spiritual Leadership on

Citizenship Behavior Towards the Environment of
Employees at Harapan Keluarga Hospital
Yudi Harmeka, Thatok Asmony, Siti Nurmayanti
Magister of Management, Faculty of Economics and Business
University of Mataram
Mataram, Indonesia

Abstract:- This research aims to examine the influence of organization. In 2009, Boiral developed the OCB concept
Spiritual Leadership on Organizational Citizenship which focused more on employee environmental care
Behavior for the Environment with Self-efficacy as a behavior in contributing to the organization's pro-
mediator. This type of research uses quantitative research environmental performance, then by Daily et al. (2009) used
methods with a causal associative approach. The sample the term Organizational Citizenship Behavior toward the
was taken using a simple random sampling technique, Environment (OCBE), namely discretionary individual social
namely 136 respondents from a total population of 205 behavior, not recognized directly or explicitly by the formal
employees at Harapan Keluarga Mataram Hospital, reward system and contributing to increasing effective pro-
Lombok. Data analysis uses the SEM-PLS technique environment management by the organization.
using SMART PLS software. The results of this research
indicate that Spiritual Leadership has a significant Research on Organizational Citizenship Behavior for the
positive effect on Organizational Citizenship Behavior for Environment, such as that conducted by Boiral and Paillé
the Environment. Self-efficacy can mediate the positive (2012), Robertson and Barling (2017), Testa et al (2018) and
influence of Spiritual Leadership on Organizational Jiang et al (2019) shows that the OCBE concept can help
Citizenship Behavior for the Environment. Therefore, organizations in their efforts to be more environmentally
management needs to adopt Spiritual Leadership in an conscious and environmentally friendly with their employees
effort to encourage their employees to behave more pro- as the main actors in these efforts. However, OCBE as a
environmentally on a discretionary basis because in discretionary individual behavior that is independent of the
aggregate it can benefit the natural environment and the organizational reward system, requires a trigger so that it can
organization's finances. grow and develop within the individual and cannot
immediately arise due to the demands of the organization's
Keywords:- Spiritual Leadership, Organizational Citizenship internal operating standards or due to management regulations
Behavior for the Environment, Self-Efficacy. (Testa et al., 2018).

I. INTRODUCTION OCBE as a new behavior needs to be learned by

individuals and requires exemplary figures as role models, as
Environmental awareness efforts or actions that support explained by Bandura (1977) in social learning theory, which
sustainability within organizations are often based on states that most human behavior is learned observationally,
independent individual initiatives (Boiral et al, 2015). namely by observing other people, so by looking how other
Therefore, organizational efforts to encourage their employees people behave, new concepts will emerge that are believed to
to behave pro-environmentally attract the interest of be the right way to act. This is because human behavior has a
researchers, such as Boiral and Paillé (2012), Daily et al., continuous reciprocal interaction between cognitive,
(2009), Robertson and Barling (2017), because they are behavioral and environmental influences. The other people
considered to have an important contribution to organizational referred to by Bandura (1977) could be colleagues or leaders
efforts in environmental Conservation. However, as stated by in the work environment, but the person who has the greatest
Robertson and Barling (2017), environmentally conscious potential to influence other people's behavior is the leader.).
behavior in the workplace, like many new conceptions, is still
conceptualized and measured in different ways and often Indeed, both leadership and management are concerned
without underlying organizing theory. with providing direction for the organization. However, if
management is about planning, organizing, staffing, directing
Voluntary employee behavior that benefits the and controlling, then leadership is about motivating other
organization is conceptualized by Organ (1988) with the term people to change (Fry, 2003). Therefore, many previous
Organizational Citizenship Behavior (OCB) which is defined studies have examined the influence of various types of
as individual behavior that is discretionary, not recognized leadership styles on OCBE, such as research by Gumani et al.
directly or explicitly by the formal reward system and in (2021), Ullah et al. (2021), Aboramadan et al. (2021), Islam et
aggregate promotes the effective functioning of the al. (2021), Abbas et al. (2022) and Liu and Yu (2023) with

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Volume 8, Issue 10, October – 2023 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
varying results depending on the leadership style used and spiritual attributes toward inner self (self-esteem and self-
research location. efficacy).

When humans work, they will not only fulfill their II. LITERATURE REVIEW
worldly physical needs, but whenever possible, they will try
to find a higher meaning as a manifestation of their human A. Spiritual Leadership
side, one of which is the desire to make positive changes for The concept of Spiritual Leadership has emerged since
the people around them. This is considered by Fry (2003) to the 1980s through research conducted by Townsend (1984)
be in line with the aim of spiritual leadership to create and Sanders (1986). However, this research focuses more on
alignment of vision and values at all strategic levels, teams managing leadership values in the Christian religion, is
and empowered individuals which are ultimately used to researched in the context of education and teaching
encourage higher organizational commitment and specifically in the Christian religion and has not discussed its
productivity. potential in the world of work or companies. The conception
of Spiritual Leadership as a more holistic leadership style,
Spiritual Leadership is a more holistic leadership style which is inspired by noble religious values and spiritual
that integrates four fundamental arenas that determine the teachings but is not tied to a particular religion in its
essence of human existence, namely body (physical), mind relationship and influence on a general organization was first
(logical/rational thinking), heart (emotions, feelings), and soul developed by Fry (2003). In his research, Fry (2003)
(Moxley, 2000). Fry (2003) then developed a causal model of emphasized that the concept of Spiritual Leadership that he
Spiritual Leadership, where the values, attitudes, and behavior developed was indeed inspired by the noble values of various
shown by the leader show employees that the leader has a religious teachings as well as several leadership styles such as
clear vision which is reflected in an altruistic attitude of love ethical leadership and servant leadership but was not
that gives employees hope and confidence to their leader. This exclusively linked to certain religious practices and focused
morally makes employees find a higher meaning than just more on values. universally spiritual by combining vision,
working to get rewards and encourages them to make positive hope, altruistic love, workplace spirituality theory, and
changes because employees feel appreciated and understood spiritual purpose. This atmosphere builds coherence between
as humans. This condition in aggregate creates a contribution leaders and employees so that they can influence a more
to the organization in the form of commitment and positive work environment. The leader or principal who puts
productivity. forward integrity, honesty, and humility positively affects the
perception of teachers in their workplace (Ansory et al.,
Research that specifically looks at the influence of 2022).
Spiritual Leadership on OCBE is still limited so far, such as
research by Afsar et al. (2015) which shows that Spiritual B. Organizational Citizenship Behavior for the Environment
Leadership has no direct effect on Pro-Environmental Organizational Citizenship Behavior for the
Behavior / OCBE and requires mediator variables, such as Environment is a behavioral concept that developed from the
Workplace Spirituality, Environmental Passion and Intrinsic concept of Organizational Citizenship Behavior first proposed
Motivation. However, research by Anser et al. (2020) shows by Organ (1988) which is defined as individual behavior that
that Spiritual Leadership directly has a significant positive is discretionary, not recognized directly or explicitly by the
effect on OCBE, apart from through Environmental Justice formal reward system, and in aggregate promotes the
Orientation as a mediator. In this research, specifically, Anser functioning of the organization effectively. This concept was
et al. (2020) place the function of Spiritual Leadership in two then developed for the first time to specifically focus on pro-
positions, namely being a role model and creating and environmental behavior by Boiral (2009) and then by Daily et
facilitating the process of collective social influence. al (2009) then referred to as Organizational Citizenship
Behavior for the Environment, namely individual social
As a role model, Spiritual Leadership is an example of behavior that is discretionary, not recognized directly or
applying the values of altruistic love, such as magnanimity, indirectly. explicit by formal reward systems and contribute to
forgiveness, helping each other, and helping selflessly which the promotion of effective pro-environmental management by
then makes a positive contribution to the emotional, moral, organizations. Robertson and Barling (2017) then refined the
and spiritual development of employees and allows them to definition of Organizational Citizenship Behavior for the
develop a self-regulation approach and help them make better Environment as discretionary individual behavior, not
moral choices. This function makes employees believe that recognized directly or explicitly by a formal reward system
they are capable of carrying out this behavior because they and in aggregate directly benefits the natural environment and
have concrete examples that they can emulate. This belief also indirectly contributes to the organization and benefits
shapes employees to prepare themselves for future changes, individuals as a whole. Specific.
this is what Bandura (1977) calls part of self-efficacy. Self-
efficacy expectations, according to Bandura (1977), are the C. Self-efficacy
strongest determinant of behavior change because self- Bandura (1997) defines self-efficacy as an individual's
efficacy expectations determine the initial decision to carry self-confidence or belief in their ability to do something,
out behavior, the effort expended, and persistence in facing produce something, organize, achieve goals and implement
difficulties. Research by Chen et al. (2011) also shows that actions to realize certain skills. Individuals with self-efficacy
Spiritual Leadership has a positive effect on followers' believe that they can do something to change the events

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Volume 8, Issue 10, October – 2023 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
around them. Individuals with low self-efficacy consider F. The Influence of Self-Efficacy on Organizational
themselves unable to do everything around them. In difficult Citizenship Behavior for the Environment
situations, individuals with low self-efficacy tend to give up Self-efficacy refers to the belief that one has the power
easily (Arial et al., 2022). Sherer et al. (1982) emphasized that to produce desired outcomes (Bandura et al., 1997). Derived
Self-efficacy is a specific condition of self-confidence focused from Bandura's (1977) socio-cognitive theory, which explains
on certain things and situations where individuals who often that when individuals consider themselves capable of
experience success and success in the past tend to have higher performing a task, they prepare themselves for the risks and
Self-efficacy than individuals who often experience failure in uncertainties associated with the task (Somech & Drach-
the past. Then. Zahavy, 2000). Schutte and Bhullar (2017) argue that negative
environmental changes and related behaviors trigger
D. The Influence of Spiritual Leadership on Organizational motivation, self-efficacy and self-responsibility, encouraging
Citizenship Behavior for the Environment the person to engage in activities that can undo the negative
The relationship between Spiritual Leadership and event. Regarding environmental awareness actions, factors
Organizational Citizenship Behavior for the Environment is such as easy and fast information, role models and pro-
based on social learning theory (Bandura, 1977) which shows environmental actions in the past give rise to confidence that
that people observe, learn and imitate the behavior and actions they will be able to carry out similar actions and face
of their role models, indicating that leaders can model challenges related to the environment in the future (Lauren et
behavior to their followers. Based on social learning theory, al, 2016). In this context, employees utilize this for pro-
Anser et al. (2020) argue that employees learn and practice environmental behavior, for example OCBE (Jugert et al.,
the spiritual leader's vision, altruistic values, and 2016). Ullah et al.'s research. (2021) shows that Self Efficacy
hopes/beliefs, as well as showing positive social emotions, has a positive effect on Organizational Citizenship Behavior
such as forgiveness, gratitude, and helping others which gives for the Environment. Meanwhile, other research, although it
them the spiritual enthusiasm to make extra efforts volunteer does not specifically discuss pro-environmental behavior,
in preserving the natural environment, because preserving shows that Self Efficacy has a positive effect on
nature and the environment is a moral issue (Khan et al., Organizational Citizenship Behavior (OCB) (Choong et al.,
2019). Spiritual leadership is interested in developing 2019; Erum et al., 2020).
individuals' ecological values (Afsar et al., 2015) that trigger H3: Self Efficacy has a significant positive effect on
their engagement in wise environmentally friendly behavior Organizational Citizenship Behavior for the Environment
(Anser et al., 2020). Research by Anser et al. (2020) and Ali among employees at Harapan Keluarga Mataram Hospital
et al. (2020) shows that Spiritual Leadership has a significant
positive effect on Organizational Citizenship Behavior for the G. The Influence of Self Efficacy in Mediating the Influence of
Environment. Kaya's research (2015) although it does not Spiritual Leadership on Organizational Citizenship Behavior
specifically discuss environmental care behavior, his research for the Environment
shows that Spiritual Leadership has a significant positive Boiral et al. (2015) found that the higher a company's
effect on Organizational Citizenship Behavior. managers' perception of being able to take environmental
H1: Spiritual Leadership has a significant positive effect on action, the more likely they are to adopt proactive behavior
Organizational Citizenship Behavior for the Environment regarding environmental issues. Workers with higher levels of
among employees at Harapan Keluarga Mataram Hospital. self-efficacy tend to carry out proactive behavior in the
environment (Jex et al., 2001; Walumbwa et al., 2011;
E. The Influence of Spiritual Leadership on Self-Efficacy Nielsen et al. in Testa et al., 2018).
A leader with a Spiritual Leadership style tends to allow H4: Self Efficacy mediates the positive influence of Spiritual
his followers to pursue greater life goals, meaningful work, Leadership on Organizational Citizenship Behavior for the
transcendence, altruism, and a sense of togetherness (Fry, Environment in employees at Harapan Keluarga Mataram
2003). This process has the potential to provide a greater Hospital.
feeling of harmony between organizational spirituality and
personal spirituality as well as an increased sense of meaning, III. RESEARCH METHOD
self-transcendence, and connectedness (Afsar et al., 2015)
thereby generating confidence in followers that they can face This research is associative research with a quantitative
and resolve a problem and prepare yourself in the challenges approach. This research was conducted at the Harapan
of the future. Research by Chen et al. (2011) shows that Keluarga Mataram Hospital. The population in this study was
Spiritual Leadership has a positive effect on followers' all employees at Harapan Keluarga Mataram Hospital,
spiritual attributes toward the inner self (self-esteem and self- totaling 205 people. The sample is a portion or representative
efficacy). of the population to be studied (Arikunto, 2010). The
H2: Spiritual Leadership has a significant positive effect on sampling technique in this research uses a simple random
Self-efficacy among employees at Harapan Keluarga sampling probability sampling technique, namely a sampling
Mataram Hospital. technique that provides an equal opportunity for each element
(member) of the population to be randomly selected as a
sample member, without paying attention to strata in the
population (Sugiyono, 2014). This technique is used with the
assumption that OCBE for Harapan Keluarga Hospital
employees can be carried out by anyone regardless of their

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ISSN No:-2456-2165
strata. Using a Likert scale of 1 (strongly disagree) to 5 V. DISCUSSION
(strongly agree), data was gathered using a questionnaire.
Sixty-four assertions that are statement items make up the A. The Influence of Spiritual Leadership on Organizational
questionnaire's items. The study data was then examined Citizenship Behavior for the Environment
utilizing clever PLS 3.0 software and the Partial Least Square- The results of this research show that Spiritual
Structural Equation Model (PLS-SEM). Leadership has a significant positive effect on Organizational
Citizenship Behavior for the Environment so the first
IV. RESULTS hypothesis (H1) is accepted. This means that the more
effective the Spiritual Leadership, the higher the OCBE of the
Table 1. Panel Data Multiple Linear Regression Analysis employees at Harapan Keluarga Mataram Hospital.
Relationship Between T P Organizational Citizenship Behavior for the Environment
Coefficient
Variabel Statistics Values (OCBE) is employee discretionary behavior in supporting
Spiritual Leadership - environmentally related practices and initiatives within the
0,258 2,183 0,030
>OCBE organization even though it is not formally appreciated by the
Spiritual Leadership - organization (Boiral, 2009; Daily et al., 2009; Robertson &
0,667 13,723 0,000
>Self-efficacy Barling, 2017; Ullah et al. al., 2021). On the other hand,
Self-efficacy ->OCBE 0,212 2,210 0,028 Spiritual Leadership refers to a leadership approach that
focuses on spiritual values, ethics, altruistic love, and higher
Spiritual Leadership -
0,141 2,083 0,038 goals in guiding and motivating organizational members (Fry,
>Self-efficacy ->OCBE
2003; Afsar et al., 2015). This leadership style is able to
Sources: Research Data, 2023
trigger the development of a deeper awareness of social and
environmental responsibility. Employees who are led by
Based on the table above, the relationship between Spiritual Leadership principles tend to have a higher
variables Table 1 above provides an explanation of the awareness and commitment to environmental protection
relationship between the variables (results of the hypothesis
efforts and environmentally friendly practices. Values such as
test):
empathy, compassion, and social responsibility espoused by
 Spiritual leadership significantly improves OCBE, with a Spiritual Leadership can encourage active employee
coefficient of 0.258, t-statistic of 2.183>1.96 and P-value participation in OCBE, such as supporting recycling
of 0.0300.05. The first hypothesis (H1) is therefore programs, reducing resource use, and contributing to the
accepted. In other words, the better the Spiritual organization's sustainability efforts. Thus, the concept of
Leadership's effectiveness, the higher the OCBE will be Spiritual Leadership functions as a driver of intrinsic
for the Harapan Keluarga Mataram Hospital staff. motivation for employees to take the initiative in supporting a
 Self-efficacy is positively and significantly impacted by sustainable work environment at Harapan Keluarga Mataram
spiritual leadership, as shown by the coefficient value of Hospital
0.667, t statistic value of 13.723> 1.96, and P value of
0.000 0.05. Therefore, the second hypothesis (H2) is Based on Bandura's (1977) social learning theory, the
confirmed. Accordingly, the personnel at Harapan significant positive influence of Spiritual Leadership on
Keluarga Mataram Hospital have higher levels of self- Organizational Citizenship Behavior for the Environment
efficacy the more successful Spiritual Leadership is. (OCBE) among employees at Harapan Keluarga Mataram
 Self-efficacy significantly improves OCBE, as evidenced Hospital can be seen as the result of the interaction between
by its coefficient value of 0.212, the t-statistic value of the organizational environment and individual behavior. This
2.210>1.96, and P value of 0.028 0.05. The fourth theory emphasizes how individuals learn from the social
hypothesis (H4) is therefore accepted. Therefore, the environment and role models around them. In this context,
OCBE of the staff at Harapan Keluarga Mataram Hospital Spiritual Leadership functions as a strong role model in
will increase in proportion to their self-efficacy. shaping norms and values related to the workplace
 The role of Self-efficacy can mediate the positive environment. Spiritual Leadership, with its emphasis on
influence of Spiritual Leadership on OCBE with a ethics, empathy, altruistic love, and social responsibility,
coefficient value of 0.141, a t-statistic value of 2.083 > provides a model of behavior that employees live by.
1.96, and a P-value of 0.038 < 0.05. So, the sixth Employees who are exposed to this kind of leadership style
hypothesis (H6) is accepted. This means that the influence can internalize these values through a social learning process.
of Spiritual Leadership on OCBE in Harapan Keluarga They can see how their leaders demonstrate concern and
Mataram Hospital employees can be through Self- commitment to environmental issues and then adapt these
efficacy. The Self-efficacy variable is included in the behaviors in OCBE. For example, through observations and
perfect variable category because the influence of Spiritual interactions with leaders who highlight environmentally
Leadership on OCBE directly decreases to zero when the friendly practices, employees are likely to understand that
Self-efficacy variable is included. participation in OCBE is an integral part of the organizational
culture that is valued and cared for. This is reinforced by the
respondents' answers to the questionnaire which gave a very
high average result for each indicator of the Spiritual
Leadership variable because the respondents really believed in
the great vision of their leader, they pinned their hopes and

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Volume 8, Issue 10, October – 2023 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
confidence in the success of the organization on their leader employees are exposed to positive values related to
and modeled the altruistic love behavior that they saw. look at responsibility, empathy, and empowerment (Anser et al.,
their leaders, one of whom is OCBE. The results of this 2020). Employees who have leaders who live out these
research are in line with and support the results of previous values tend to internalize these views. With direct experience
research by Kaya (2015), Ali et al. (2020), and Anser et al. or through observation, they learn that environmental
(2020) that Spiritual Leadership directly has a significant responsibility and awareness of the impact of their actions are
positive effect on Organizational Citizenship Behavior for the important. This can help build confidence that they have the
Environment. ability to make positive changes in matters related to the
environment that occur at Harapan Keluarga Mataram
B. The Influence of Spiritual Leadership on Self-efficacy Hospital. The results of this study support research conducted
The results of this research show that Spiritual by Chen et al. (2011) that Spiritual Leadership has a positive
Leadership has a significant positive effect on Self-efficacy, effect on followers' spiritual attributes toward inner self (self
so the second hypothesis (H2) is accepted. This means that esteem & self efficacy) as well as research by Chen et al.
the more effective Spiritual Leadership is, the higher the (2022) that Spiritual Leadership has a positive effect on goal
Self-efficacy of the employees at Harapan Keluarga Mataram self-concordance and self-efficacy.
Hospital. Spiritual Leadership refers to a leadership approach
that integrates spiritual values, an ethic of altruistic love and C. The Influence of Self Efficacy on Organizational
a higher purpose in inspiring and guiding organizational Citizenship Behavior for the Environment
members (Fry, 2003). Self-efficacy, on the other hand, refers The research results show that self-efficacy has a
to an individual's belief in his or her own ability to significant positive effect on OCBE, so the fourth hypothesis
successfully execute tasks and achieve desired goals (H4) is accepted. This means that the higher the Self-
(Bandura, 1997). In the context of Harapan Keluarga efficacy, the higher the OCBE of the employees at Harapan
Mataram Hospital, the positive and significant influence of Keluarga Mataram Hospital. This shows the important role of
Spiritual Leadership on Self-efficacy indicates that the self-confidence in encouraging active participation in
spiritual leadership style is able to have a strong impact on environmentally supportive behavior within the organization.
employee self-confidence. Spiritual Leadership functions as a Self-efficacy as an individual's belief in his or her ability to
behavioral model that radiates positive and inspiring values overcome tasks and challenges (Bandura, 1997) acts as a
to employees (Anser et al., 2020). Leaders who practice strong internal motivator for employees to behave positively
spirituality as the basis of leadership tend to set examples of towards environmentally friendly practices.
work ethics, responsibility and integrity as well as altruistic
love. This can influence employees' views of themselves and In the framework of Bandura's Social Cognitive theory
their own abilities. The practice of spiritual values in daily (1997), self-efficacy is considered a key factor that influences
life by leaders can help employees internalize the belief that individual behavior. High self-confidence in one's own
they are also able to face existing tasks and challenges (Chen ability to overcome obstacles and achieve goals encourages
et al., 2011). In addition, positive communication and individuals to take the initiative in carrying out positive
interaction with leaders who uphold spiritual values can actions. In the context of Harapan Keluarga Mataram
strengthen employees' self-concept (Anser et al., 2020). Hospital, high self-efficacy encourages employees to be more
Recognition of their contribution to a larger, sustainable goal actively involved in OCBE, such as participation in recycling
can increase their sense of competence and self-confidence. programs or reducing resource use. The interaction between
When employees feel valued and supported by leaders, they Self-efficacy and OCBE can be explained through the
tend to feel more able to overcome challenges and achieve concept of reinforcement in the past. Employees who have
goals (Eliot, 2020). The importance of identification and self- experienced success in OCBE behaviors, such as
empowerment factors in Spiritual Leadership also plays an participating in environmental activities or conveying ideas
important role. Employees who feel they have an important for sustainable practices in the past, will have the confidence
role in realizing the values and goals of a larger organization to repeat similar behaviors. Success in one of these behaviors
can feel more empowered and confident in taking action can strengthen their self-confidence in their ability to
steps that contribute to achieving those goals (Afsar et al., influence the work environment through other positive
2015; Chen et al., 2021). This contributes to the development actions (Bandura, 1997). In addition, self-efficacy can also
of higher Self-efficacy. influence individuals' perceptions of the impact and relevance
of their actions on the environment. High self-confidence can
Based on Bandura's (1977) social learning theory, the make employees more likely to see themselves as effective
significant positive influence of Spiritual Leadership on Self- agents of change (Cherian & Jacob, 2013) which then
efficacy among employees at Harapan Keluarga Mataram encourages participation in OCBE as a means of making
Hospital can be seen through learning mechanisms and social meaningful contributions. The results of this study support
interaction. This theory emphasizes that individuals learn previous research conducted by Choong et al. (2019), Erum
through observation and interaction with the environment and et al. (2020) and Ullah et al. (2021) which shows that Self-
role models around them. In this context, Spiritual efficacy has a positive effect on Organizational Citizenship
Leadership functions as a role model that teaches spiritual Behavior for the Environment.
values, ethics, altruistic love and social responsibility, which
in turn can shape employee self-confidence or self-efficacy.
Spiritual Leadership creates an environment where

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Volume 8, Issue 10, October – 2023 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
D. The Influence of Self-Efficacy in Mediating the Influence Mataram Hospital, which can serve as a guide for
of Spiritual Leadership on Organizational Citizenship management and leadership development in similar
Behavior for the Environment institutions.
The results of this research show that the role of Self-
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