Spiritual leaders play a critical role in spreading God’s message to the congregation and would be members of the flock. However, there are factors that directly or indirectly inhibits their capability in delivering the message and discharging their responsibility. Besides preaching, they are also the leaders of their pastorates hence the need to be right frame of mind to effectively undertake their functions. In essence, they have to be in the right state emotionally, mentally and spiritually to effectively perform their functions.
The gospel ministry is no different from other jobs where satisfaction directly impacts productivity (Oswald, Eugenio, & Daniel, 2015). In other words, an employee with job satisfaction is more productive compared to one with little or no satisfaction (Oswald, Eugenio, & Daniel, 2015). Similarly, a spiritual leader with job satisfaction is effective in discharging her or his responsibilities. Consequently, the congregation benefits from the higher productivity of their leader.
Job satisfaction in a workplace is dependent on several factors including motivation and mental health of the employee. In other words, the mental, emotional, and spiritual state of the employees have a direct link with their job satisfaction which influences productivity (Oswald, Eugenio, & Daniel, 2015). Pastors and other spiritual leaders play an instrumental role in managing their institutions. In most cases, they doubled up guidance and counselors to the congregation which requires that they must have to have to be sound mentally (Kook, 2016). It is nearly impossible for one to effectively handle mental health problem if they are not in the right mental state (Francis, Laycock, & Brewster, 2015). Additionally, the pastoral duties comes with a lot of pressure that requires mental strength to cope (Francis, Laycock, & Brewster, 2015). In unlikely event that a pastor is not mentally, emotionally or spiritually strong they easily fail to meet their job’s demands. Consequently, they are likely to find the work disinteresting which is likely to negatively impact their satisfaction (Oswald, Eugenio, & Daniel, 2015). Inability to effectively handle one’s responsibilities at the workplace has an adverse effect on their motivation in handling their tasks. Motivation and job satisfaction have correlation as lack of one directly and inversely affect the other (Sanjeev & Surya, 2016). For example, a demotivated employee is likely not have job satisfaction. In other words, when a pastor or any other spiritual leader is incapable of discharging his or her responsibility effectively he or she becomes demotivated which adversely affect their satisfaction. Therefore, it is critical to understand the relationship between spiritual, mental, and emotional state and job satisfaction.
Statement of the Problem
The problem this study seeks to investigate is the impact of mental, emotional, and spiritual well-being of religious leaders on their ministries. Even though the spiritual leaders receive adequate training on leadership styles, the actual environment of work tends to be different. Besides biblical theology, they are also trained on areas like church leadership and business administration. First and foremost, they are leaders- both spiritually and institutionally, in the organization they manage (Francis, Laycock, & Brewster, 2015). Additionally, they perform duties that goes beyond religious teachings like guiding and counselling members of the congregation (Kook, 2016). Even though the theology schools strive to offer the best training to their students, there are instances where the graduates find themselves in situations they are inadequately prepared to handle. Moreover, studies indicate that inability to effectively discharge individual responsibility at workplace adversely affects job satisfaction (Oswald, Eugenio, & Daniel, 2015). Mental, emotional, and spiritual status of an individual have a close link to his or her productivity (Oswald, Eugenio, & Daniel, 2015). Emotional and mental strength are essential in pastoral duties since they deal with people in emotional distress more often than not. Pastors thus need to have strong emotional intelligence to manage both external and internal emotions (Oswald & Jacobson, 2015). Managing emotions helps the spiritual leaders to make rational decisions even in distressing situations. According to Jacobson and Oswald (2015) emotional intelligence is an essential aspect of pastoral effectiveness and directly impacts job satisfaction.
The success of pastoral ministry depends on the leader’s ability to build a trustworthy relationship with the followers. An individual’s success depends on his or her ability to keep away emotions from clouding judgments. The success of pastoral ministry significantly depends on the leader’s ability to remain rationale during challenging times. In other words, the religious leaders ought to remain mentally, emotionally, and spiritually strong to minimize adverse effects emanating from the challenges.
The purpose of this study is to determine the effect of mental, emotional, and spiritual well-being of religious leaders on their job satisfaction. Studies in various fields have indicated that mental health have indicated that mental health have directly relationship with both job satisfaction and productivity (Sanjeev & Surya, 2016; Oswald, Eugenio, & Daniel, 2015). Pastoral ministries are no exceptions and are workers (spiritual leaders) are hypothetically subjects to the outcomes of the studies in other fields. However, this field is unique as it involves people with passion to serve their God with little or no material gains in return. The distinct nature of this field makes it necessary for this particular task to establish the relationship between the phenomena.
It uses qualitative methodology since it targets to collect descriptive data. Job satisfaction is a matter of an opinion thus do not have exact figures as compared to other form of data. Consequently, it uses a Likert scale to introduce uniformity and also make it easy in assigning individual’s response to specific figure. The scale moves from 1-5 with very poor, poor, good, better, and best in that order. Each response marked is represented with specific figure which makes it easy for computation.
The others aspect of the study involve establishing the mental, emotional, and spiritual state of the clergy men and women. Psychologists have developed various methods of determining the mental status of individuals that require psychiatric help. However, the methods are not applicable in this situation since the focus is what the religious feels about their spirituality and mental strength. Unlike the case of job satisfaction, here the grading of do not use Likert scale since the conditions are relatively complex. Each of the three phenomena emotional, mental, and spiritual well-being is related to the job satisfaction. The responses are then analyzed using descriptive data analytic tools like SSPS.
The study seeks to answer these three questions to helping the objective of the study which is establishing links between emotional, mental, and spiritual state and pastoral job satisfaction.
- How does emotional intelligence impact job satisfaction in Christian ministry?
- How does mental health status influence spiritual leader’s capacity to undertake his or her pastoral duties? And what is the impact of such influence on job satisfaction?
- How does spiritual status affects an individual’s job satisfaction in pastoral ministry?
Job Satisfaction- The feeling of content on what one does
Ministry- The act of spreading Christian faith to the believers and non-believers
Motivation- The desire to continue undertaking a given task
Spiritual Leaders- Refers to the religious leaders in charge a church
Francis, L. J., Laycock, P., & Brewster, C. E. (2015). The burdens of ruralministry; identifying and exploring the correlates of five cuases of stress among rural Anglican clergy serving in multi-parish benefices. Research in the Social Scientific Study of Religion, 26 , 218-236.
Kook, J. (2016). Pastoral Counselling: The Pastor’s Guide to Helping Korean Youth in Crisis .
Oswald, A., Eugenio, P., & Daniel, S. (2015). Happiness and Productivity. Journal of Labor Economics,33(4), 789-822.
Oswald, R., & Jacobson, A. (2015). The emotional intelligence of Jesus: Relational smarts. Washington, DC: Rowman & Littlefield.
Sanjeev, M., & Surya, A. (2016). Two factor theory of motivation and satisfaction; an emperical verification . Annals of Data Science, 3(2), 155-73.
Thompson, M. (2017). The Need for Spiritual Leadership . Journal of Applied Christian Leadership,11(2), 72-82.