Abstract

The purpose of the paper is to explore the relationship between spiritual leadership, trust, and employee performance. Organizational leaders usually implement inclusion strategies to facilitate thriving workplaces to achieve the fulfillment of diverse employees. In this respect, the authors elaborate on distinct leadership frameworks that are more pertinent to, and commensurate with inclusiveness objectives. The study uses a mixed-method approach. The methodology uses a three-stage analysis. The first stage is a qualitative study to list the important variables from the literature review and interviews. The second stage is exploratory factor analysis. EFA results in five factors analysis such as spiritual essence, spiritual leadership, calling, trust, and performance. The third stage is the application of PLS-SEM to establish a relationship between identified factors. Data collection is done through Zoom interviews and Google surveys. Spiritual essence that has long been considered spiritual ideals, such as integrity, honesty, and humility, have been demonstrated to influence leadership success. Similarly, spiritual leadership shows a relationship with calling and trust factors at a 90% level of significance. There is no influence of spiritual leadership on employee performance. Future studies can focus on employees’ spiritual development in organisations under spiritually driven leadership and its effect on employee performance.