A Descriptive Narrative of the Role of Emotional and
Spiritual Dimensions of Well-being in Enhancing
Employee Performance
V. Julee, V. Josephine Lourdes De Rose
Academia and Society, Vol. 12, No. 2, 2026.
DOI: https://doi.org/10.6025/aas/2025/12/2/12-30
Link: https://www.dline.info/aas/fulltext/v12n2/aasv12n2_2.pdf
Abstract:
Background: Optimal performance in today’s competitive organisational context
cannot be achieved by the conventional measures of focusing on physical and
mental health alone. Recent studies have shown that a person’s emotional and
spiritual health—including traits such as optimism, self-control, empathy, and
resilience—plays a significant role in promoting long-term motivation,
engagement, satisfaction with one’s work, and productivity.
Method: The PRISMA standards were used to perform a systematic literature
review. A thorough search was conducted in the Scopus and Web of Science
databases using keywords about mental health, spiritual health, workplace
spirituality, employee involvement, inspiration, and productivity.
Results: Spiritual wellbeing promotes intrinsic motivation, ethical behaviour,
organisational commitment, and long-term performance sustainability, while
emotional wellbeing increases collaboration, resilience, and job happiness,
according to the review. A combination of spiritual and emotional aspects has a
multiplicative effect on employee engagement, alleviates stress, mitigates
emotional labour, and mediates beneficial outcomes, including increased morale,
reduced turnover, and flourishing at work. The relationships are supported by
theories such as Person-Organisation Fit, Workplace Spirituality, and Person-
Organisational Support, as well as empirical evidence from sectors including
education, hospitality, public services, and IT. However, there is still a lack of
standardised measurement tools and cross-cultural validation.
Conclusion: A more comprehensive approach to achieving high-quality
employee performance and thriving workplaces is achieved when organisational
strategies account for emotional and spiritual well-being. To foster resilient,purpose-driven, and high-performing individuals, leaders and HR policies should
prioritise value-based leadership, mindfulness programs, supportive work places,
and spiritual accommodation. To enhance practical application, future studies
should focus on cultural variations, longitudinal effects, and standardised
evaluation methods.