Spiritual Leadership and Quality of Work Life an Exploratory Study on Menoufia University Hospitals

The objective of the research is to identify the relationship between Spiritual Leadership (SL) and Quality of Work Life (QWL) at Menoufia University Hospitals in Egypt. The research community consists of all employees at Menoufia University Hospitals in Egypt. Due to time and cost constraints, the researcher relied on the sampling method to collect data for the study. The appropriate statistical methods were used to analyze the data and test the hypotheses. The research has reached a number of results, the most important of which are (1) the scarcity of research that focused on the study and interpretation of the relation between the study variables (SL and QWL) in the Egyptian business environment in general and Menoufia University Hospitals in Egypt in particular, (2) SL is a state expressed in a set of organizational dimensions (vision, hope/faith, altruism, meaning/meaning of work, membership, organizational commitment, and productivity, which can be used to improve the QWL, (3) SL is an important tool used by successful managers in developing all employees and spreading social awareness among them in such a way as to enable them to deal with the work environment by providing job security, freedom, and independence of employees, and positive interaction between employees and good relations among themselves, (4) there is a statistically significant relationship between SL and QWL at Menoufia University Hospitals in Egypt. The study referred to a number of recommendations, the most important of which are (1) the need for managers attention to the future vision of the hospitals, (2) the need for managers to have the element of hope and faith in the vision of the hospitals, (3) the need to have the love of altruism among the leaders in the hospitals, (4) the need for all employees of the organization to be convinced that their jobs are important and meaningful both for themselves and for others, (5) the need to deepen the membership of the organization in all its employees, (6) the need for managers to raise the level of organizational commitment (7) the need for managers to increase productivity and continuous improvement in the hospitals, (8) restructuring of the system of wages in the hospital , (9) increasing rewards in the hospital (10) the need to pay attention to the application of the principle of reward and punishment in the hospital, (11) the need to improve the wages of all employees in the hospital, (12) providing a safe and healthy work environment for all employees in the hospitals, (13) concern for achieving the welfare of hospital staff and improving the quality of the career, (14) activation of training programs but not to specific categories, (15) involvement of hospital staff in the decision-making process, (16) activating complaints and suggestions box in the hospital, (17) abiding by the principles and rules governing the nature of work in the hospital, (18) development and utilization of human capacities in the hospital, (19) the importance of achieving social integration in the hospital, (20) emphasizing the absence of a negative impact on the life of the work on the total life area of the personnel working in the hospital