Explaining the Mechanism of Psychological Distress on Human Resource Commitment with Emphasis on the Role of Resonant Leadership and Organizational Spirituality (in Persian)

Purpose: Resonant leadership, through the embodiment of genuineness and the cultivation of a positive emotional climate, holds the potential to foster an organizational culture characterized by commitment, motivation, and resilience. This research aimed to investigate the moderating role of resonant leadership and organizational spirituality in the relationship between psychological distress mechanisms and human resource commitment. Methodology: In terms of its objective, this study was applied, and in terms of data collection, it employed a descriptive-survey methodology. The statistical population of the research comprised all employees of the University of Birjand, totaling 288 individuals. Using Cochran's formula, a sample size of 165 was determined, and subsequently, data were collected using simple random sampling. The study utilized the Resonant Leadership Questionnaire by Wagner et al. (2010), the Organizational Commitment Scale by Allen and Meyer (1993), the Kessler Psychological Distress Scale (K10) by Kessler et al. (2002), and the Organizational Spirituality Scale by Ashmos and Duchon (2000). Following data analysis, we tested the research hypotheses using structural equation modeling via Smart PLS 3 software. Findings: The findings indicate a negative relationship between psychological distress and employee commitment. However, the moderating effects of resonant leadership and organizational spirituality reduce psychological distress and enhance employee commitment. The results also provide valuable insights for human resource managers, both from a practical performance-oriented perspective and from a theoretical standpoint. Originality: This study offers theoretical and empirical originality. Theoretically, through the inclusion of resonant leadership and organizational spirituality as moderating factors, they extend the existing frameworks on psychological distress and human resource commitment. They also show how emotional and semantic factors can moderate the negative impact of psychological distress. From the empirical viewpoint, the results provide reliable indigenous evidence from the population, which confirms the protective role of resonant leadership and organizational spirituality in enhancing employee commitment. Recommendations: We encourage organizations to enhance resonant leadership through training programs focused on empathy, emotional awareness, and effective communication. Additionally, by promoting meaningful work, shared values, and a supportive organizational climate, organizations can help reduce employees’ psychological distress and increase their organizational commitment.