a study on the workplace spirituality climate
TRANSCRIPT
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A STUDY ON THE WORKPLACE SPIRITUALITY CLIMATE, COMMITMENT AND
PERFORMANCE
ABSTRACT
As now a days employees spirituality in organizations are very important issues in the area of
management and organizations. Years ago people were wanted to put their spiritual existence
behind the door before entering the workplace, but nowadays, separating work life from spiritual
life reduces employees morale and these two cannot be separate and people like being with their
whole (physical, mental and spiritual) at their workplace. That is why spirituality is being
identified as an element in organization by researches. The available evidence from research done
in (IT) industry, the model was tested with a survey sample (n=200). This shows that the
employees perception of spiritual elements causes the prevalence of the level of commitment at
work. It shows how five dimensions of workplace spirituality (teams sense of community,
alignment with organizational values, sense of contribution to society, enjoyment at work, and
opportunities for inner life) predict affective, normative and continuance commitment, as well as
individual productivity.
INTRODUCTION
Spirituality in the workplace is about people who perceive themselves as spirited beings, whose
spirits desire and need to be energized through work. It is about experiencing real purpose and
meaning at work beyond paychecks and performance reviews. Spirituality is about people sharing
and experiencing some common attachment, attraction, and togetherness with each other within
their work unit and the organization as a whole. It is a continuing search for meaning and purpose
in life. The core of spirituality is about people sharing and experiencing some common attachment,
attraction, and togetherness within their work unit and the organization as a whole. The researchareas imply the necessity of incorporating spirituality into the workplace in order to enhance
worker motivation, organizational performance, and job satisfaction.
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NEED FOR THE STUDY
In this millennium, employees are questioning the relationship between spirituality and their
work and for this reason they are seeking work that is inspiring and meaningful. In addition, they
are searching for a way to connect their work lives with their spiritual life. It is that they are in a
challenging interaction with their jobs that sometimes adds no value to their lives spirituality or
otherwise It is observed that some employees are demoralized and experiencing spiritual
disorientation as a result of the downsizing, reengineering and layoffs that occurred in the last
two decades A growing number of companies are setting off on spiritual journey. Its not about
bringing religion into their workplace but, rather the spirituality movement in the organization is
an attempt to create a sense of meaning and purpose at work and connection between
organization and its employees.
On the other hand, for many years the concept of organizational commitment provided the
Means to develop theory in relation to organization employee relationships but more recently,
however, other types of work related commitments have been identified as having importance to
the organization employee relationship. As the contingent workforce grows, employee
commitment may be shifting from organization to profession. The ultimate goal of this research
was to examine the relationships of the variables that would lead to further growth in employee
development, increased job performance, lower and employee retention as they relate to
organizational goals and strategies.
REVIEW OF LITERATURE
Literature on workplace spiritually is prolific. However, empirical research on the topic
is still scarce. This paper aims to counter this scarcity. It shows how five
dimensions of workplace spirituality predict affective, normative and continuance
commitment, as well as individual productivity. The sample size of the survey is 200.
The findings show that the employees perceptions of spirituality in their
organization predict significant variance of commitment and productivity. Furthermore,
affective commitment partially mediates the relationship between spirituality and
productivity. The empirical evidence suggests that workplace spirituality is a pertinent
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construct to researchers and an important concern to be taken into account by managers.
It corroborates what is frequently presumed but rarely empirically tested: when
employees have the opportunity to perform meaningful work, they bring their entire
self to their organizations and tend to perform better.
RESEARCH OBJECTIVES
1. To explore how spirituality at work place influences organizational commitment. 2. To research how the workplace commitment has impact on the employee performance.
RESEARCH METHODOLOGY
Type of researchused for the study is the descriptive. The sample size is 200 and the technique
was based on the judgment sampling. The tool used for the data collection was structured
questionnaire. The measure of the variables were based on three dependant factors namely
Affective Commitment, Normative Commitment, Continuance Commitment and the five
independent factors namely Opportunities For Inner Life, Teams Sense Of Community, Sense Of
Enjoyment At Work, Sense Of Contribution to the Community, Alignment Between
Organizational And Individual Goals.
FACTORS INFLUENCING WORKPLACE SPIRITUALITY CLIMATE,
COMMITMENT AND PERFORMANCE
During the study many factors were influencing the workplace spirituality with
commitment and it is essential to consider these factors into account when studying the employee
attitude towards workplace commitment and spirituality.
1. Affective commitment (AC) 5. Alignment(AOI)
2. Normative commitment (NC) 6. Sense of contribution(SC)
3. Continuance commitment (CC) 7. Enjoyment at work(EW)
4. Sense of Community (SOC) 8. Opportunities for Inner Life (OIL)
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DATA ANALYSIS AND INTERPRETATION
Respondents profile analyzed as per the demographic details
The demographic variables considered for the test were gender, age, income, education and
number of years for which the customers are with the bank. The results of the analysis are
exhibited in table 1
Table 1
Respondents profile
Interpretation
The data collection was done for 201 sample size comprising of male 124 and female 76,which
is of 62% of male respondent and 38% of female respondent .The frequency of the age groupcontains 95 respondents belonged to the age group 2030 years numbering the highest with 47.3 %
of the sample size, following the majority was the age group that belonged to 3040 years with 91
respondents accounting to 45.3 %. Respondents from the age group 40 -50 years and greater than 60
years summed up to 7.50 % of the sample size.
GENDER NO OF
RESPONDENT
PERCENTAGE
OF
RESPONDENT
AGE NO OF
RESPONDEN
T
PERCENTAGE
OF
RESPONDENT
Male 124 62 20-30 95 47.3
Female 76 38 30-40 91 45.3
Total 201 100 40-60 10 5.0
> 60 5 2.5
Total 201 100
TENURE NO OF RESPONDENT PERCENTAGE OF
RESPONDENT
< 3 YEARS 69 34.3
3-5YEARS 90 44.85-25 YEARS 32 15.9
> 25 YEARS 10 5.0
TOTAL 201 100
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With respect to tenure of the respondents, the sample was more or less equally distributed with the
organization were, less than 3 years 34.3 % from 3-5 years 44.8 % from 5-25 years 15.9 % and
greater than 25 years 5.0% of respondents were working with the organization.
To assess the correlation among the factors affecting commitment and spirituality
CORRELATION
TABLE 1
**. Correlation is significant at the 0.01 level (2-tailed).
*. Correlation is significant at the 0.05 level (2-tailed).
Interpretation
From the above table it is evident that there is a very good correlation among the factorswith a Pearson correlation. The first highest correlation value of 0.455 is found between organization
and individual goals & team sense of community. The second highest correlation value of .441 is
found between normative commitment and affective commitment and the third highest correlation
value of.387 is found between sense of contribution to community and organizational and individual
goals. The lowest correlation value is observed between affective commitment and opportunities of
AC NC CC TSC OIG SOC SOE OIL
AC 1
NC .441**
1
CC -.033 .004 1
TSC .208**
.141*
-.185**
1
OIG .158*
.264**
-.141* .455
** 1
SOC .175*
.200**
-.103 .230**
.387**
1
SOE .065 .163*
-.116 .129 .157*
.323**
1
OIL -.348**
-.286**
.401**
-.027 -.094 -.208**
-.188**
1
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inner life. Overall there is high correlation in trust, and perceived ease of use. All the factors are
significant at 0.01 level.
REGRESSION
Prediction of Factors Influencing Affective Commitment towards Spirituality
Analysis of the following factors is exhibited in table 3
Dependent Variable Affective Commitment
Independent VariablesTeam Sense of Community, Organizational and Individual Goals,
Sense Of Community, Opportunities Of Inner Life, Sense Of Enjoyment At Work.
Table 3
AFFECTIVE COMMITMENT
MODEL SUMMARY
Model R R square Adjusted R
square
Std error of the
estimate
1 .408a
.167 .145 .513874
ANOVA
Model
Sum of
squares
Degrees of
freedom
Mean
square
F Significance
value
Regression 10.291 5 2.058 7.795 .000a
Residual 51.493 195 .264
Total 61.784 200
COEFFICIENTS
Model Unstandardized coefficients Standardized
coefficients
t Significance
value
B Std error Beta
1(Constant) 2.032 .233 8.710 .000
TSC .141 .059 .177 2.404 .017
OIG .027 .081 .026 .338 .736
SOC .062 .067 .070 .931 .353
SOE -.032 .048 -.047 -.676 .500
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OIL -.200 .040 -.335 -4.963 .000
Interpretation
In the above model is analyzed with affective commitment and spirituality variables. Based on
the value of R square it can be stated that the above model is .167 times reliable. The
significance of the model in the ANOVA table is less than 0.01 and this indicates that the model
is very good. It is observed from the model that highly influences the team sense of community
is 0.141 and least influential factor is opportunities of inner life is -0.200 when compared to the
influence of other factors.
Prediction of Factors Influencing Normative Commitment towards Spirituality
Analysis of the following factors is exhibited in table 4
Dependent Variable Normative Commitment
Independent VariablesTeam Sense of Community, Organizational and Individual Goals,
Sense of Community, Opportunities of Inner Life, Sense of Enjoyment at Work.
Table 4
NORMATIVE COMMITMENT
MODEL SUMMARY
Model R R square Adjusted R square Std error of the
estimate
1 .383a
.147 .125 .712887
ANOVA
Model
Sum of
squares
Degrees of
freedom
Mean
square
F Significance
value
Regression 17.012 5 3.402 6.695 .000a
Residual 99.100 195 .508
Total 116.113 200
COEFFICIENTS
Model Un standardized coefficients Standardized
coefficients
t Significance
value
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B Std error Beta
1(Constant) 1.731 .324 5.347 .000
TSC .026 .081 .024 .318 .751
OIG .290 .113 .203 2.578 .011
SOC .053 .093 .043 .571 .569
SOE .064 .066 .068 .966 .335
OIL -.200 .056 -.244 -3.580 .000
Interpretation
In the above model is analyzed with normative commitment and spirituality variables. Based on
the value of R square it can be stated that the above model is .147 times reliable. The
significance of the model in the ANOVA table is less than 0.01 and this indicates that the modelis very good. It is observed from the model that highly influence the normative commitment of
organization and individual goal is 0.290 and least influential factor of opportunities for inner
life is -0.200 when compared to the influence of other factors.
Prediction of Factors Influencing Normative Commitment towards Spirituality
Analysis of the following factors is exhibited in table 4
Dependent Variable Normative Commitment
Independent VariablesTeam Sense of Community, Organizational and Individual Goals,Sense of Community, Opportunities of Inner Life, Sense of Enjoyment at Work.
Table 4
CONTINUANCE COMMITMENT
MODEL SUMMARY
Model R R square Adjusted R
square
Std error of the
estimate
1 .440a
.194 .173 .890613
ANOVA
Model
Sum of
squares
Degrees of
freedom
Mean
square
F Significance
value
Regression 37.196 5 7.439 9.379 .000a
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Interpretation
In the above model is analyzed with normative commitment and spirituality variables. Based on
the value of R square it can be stated that the above model is .147 times reliable. The
significance of the model in the ANOVA table is less than 0.01 and this indicates that the model
is very good. It is observed from the model that highly influence the normative commitment of
opportunities for inner life is .417 and least influential factor of Team sense of community is -
.226 when compared to the influence of other factors.
ONE WAY ANOVA
Table 5
Prediction of factors influencing through Age
ANOVA
Model Sum of
squares
Degrees
of
freedom
Mean square F Significance
value
Affective
Commitment
Between Groups 4.843 3 1.614 5.586 .001
Within Groups 56.941 197 .289
Residual 154.672 195 .793
Total 191.868 200
COEFFICIENTS
Model Unstandardized coefficients Standardized
coefficients
t Significance
value
B Std error Beta
1(Constant) 2.464 .404 6.094 .000
TSC -.226 .102 -.161 -
2.222
.027
OIG -.078 .141 -.043 -.557 .578
SOC .065 .116 .041 .561 .575
SOE -.033 .082 -.027 -.395 .693
OIL .417 .070 .396 5.976 .000
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Total 61.784 200
Normative
Commitment
Between Groups 1.611 3 .537 .924 .430
Within Groups 114.501 197 .581
Total 116.113 200
Continuance
Commitment
Between Groups 3.493 3 1.164 1.217 .305
Within Groups 188.376 197 .956
Total 191.868 200
Teams Sense of
Community
Between Groups 1.533 3 .511 1.045 .374
Within Groups 96.309 197 .489
Total 97.842 200
Alignment between
organizational and
Individual Goals
Between Groups 1.068 3 .356 1.262 .289
Within Groups 55.576 197 .282
Total 56.644 200
Sense of
Contribution to the
community
Between Groups 8.756 3 2.919 8.372 .000
Within Groups 68.678 197 .349
Total 77.434 200
Sense of
Enjoyment at Work
Between Groups 2.424 3 .808 1.218 .304
Within Groups 130.666 197 .663
Total 133.090 200
Opportunities for
inner Life
Between Groups 7.436 3 2.479 2.949 .034
Within Groups 165.603 197 .841
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Total 173.040 200
Interpretation
In the above table, the relationship between age and the other factors has been predicted. It
indicates that the factors affective commitment, sense of contribution to the community and
opportunities for inner life shows there is a relationship with age. It also anticipates that the
factors normative commitment, continuance commitment, team sense of community, alignment
between organizational and individual goals and sense of enjoyment at work have no relationship
towards age.
Table 6
Prediction of factors influencing through Tenure
ANOVA
Model Sum of
squares
Degrees
of
freedom
Mean square F Significance
value
Affective
Commitment
Between Groups 4.462 3 1.487 5.112 .002
Within Groups 57.322 197 .291
Total 61.784 200
Normative
Commitment
Between Groups 3.873 3 1.291 2.266 .082
Within Groups 112.240 197 .570
Total 116.113 200
Continuance
Commitment
Between Groups 5.825 3 1.942 2.056 .107
Within Groups 186.043 197 .944
Total 191.868 200
Teams Sense of Between Groups 4.141 3 1.380 2.902 .036
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Community Within Groups 93.701 197 .476
Total 97.842 200
Alignment between
organizational and
Individual Goals
Between Groups 1.137 3 .379 1.345 .261
Within Groups 55.507 197 .282
Total 56.644 200
Sense of
Contribution to the
community
Between Groups 5.727 3 1.909 5.245 .002
Within Groups 71.707 197 .364
Total 77.434 200
Sense of
Enjoyment at Work
Between Groups 5.945 3 1.982 3.070 .029
Within Groups 127.144 197 .645
Total 133.090 200
Opportunities for
inner Life
Between Groups 2.948 3 .983 1.138 .335
Within Groups 170.091 197 .863
Total 173.040 200
Interpretation
In the above table, the relationship between tenure and the other factors has been predicted. It
indicates that the factors affective commitment, sense of contribution to the community, team
sense of community,and sense of enjoyment at work shows there is a relationship with age. Italso anticipates that the factors normative commitment, continuance commitment, alignment
between organizational and individual goals, opportunities for inner life has no relationship
towards Tenure.
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Findings and Discussions
The correlation among the constructs in the spirituality at workplace model is found to be very
high. The regression analysis can be inferred briefly as follows
TSC OIG SOC SOE OILAC YES NO YES NO NO
NC NO YES NO YES NO
CC NO NO YES NO YES
In the above table, Yes signifies that the variables influences the model and No refers that
the variables have very meager or no influence on the model.
The first model predicts the factor Affective commitment and it is observed that the factorsteam sense of community and sense of contribution to the community have more influence on
the model.
In the second model the extended spirituality at workplace variables are used to predict the
factor Normative commitment. It is observed that the factors alignment between
organizational and individual goals and sense of enjoyment at work have more influence on
the model
In the third model the extended spirituality at workplace variables are used to predict the
factor Continuance commitment. It is observed that the factors sense of contribution to the
community and opportunities for inner life have more influence on the model.
CONCLUSION
Findings suggest that workplace spirituality relevant for the organizational functioning, effective
commitment and productivity of employees. This research shows that people in a higher or lower
degree have spiritual needs and want to reach success through their work, also they wish to be
treated with respect and dignity, and to share their existence with other people. If work provides
meaning for their lives, it is likely that their work becomes a calling, rather than a mere job.
This research may help practitioners by identifying organizational and leadership practices that
nourish the employees search for meaning and how such nourishment promotes personal growth
and happiness, and makes them more committed and productive. This research has contributed to
understanding the degree to which some organizational climates, rich or poor in spirituality can
promote organizational commitment and productivity.
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