Developing and Validating a Model of How Spiritual Intelligence and Emotional Intelligence Mediate the Relationships Among Psychosocial Safety Climate, Job Demands & Resources, and Health Outcomes in the Workplace.

Abstract

This conceptual paper proposes and validates a theoretical model explaining how Spiritual Intelligence (SI) and Emotional Intelligence (EI) mediate the relationships among Psychosocial Safety Climate (PSC), Job Demands and Resources (JD‑R), and employee health outcomes. Drawing on organizational psychology and occupational health literature, we argue that PSC serves as a foundational driver of psychologically safe work environments that shape employees’ perceptions of job demands and resources. High job demands are theorized to increase strain and adverse health outcomes, while job resources enhance engagement and well‑being. Importantly, SI and EI are conceptualized as key personal resources that influence how employees interpret, cope, and adapt to workplace stressors. SI contributes meaning, purpose, and resilience, whereas EI supports emotional regulation, social connectedness, and effective stress management. Our model posits that both SI and EI buffer the negative impacts of high job demands and low PSC on health outcomes, and strengthen the benefits of job resources. We outline hypotheses linking these constructs and propose empirical strategies for validation across diverse organizational contexts. The framework offers theoretical advancement by integrating cognitive, emotional, and spiritual dimensions of employee experience, and practical guidance for interventions aimed at improving well‑being through targeted development of SI and EI.