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 research areas imply the necessity of incorporating spirituality into the workplace in order to enhance worker motivation, organizational performance, and job satisfaction.

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

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 research used 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) 2. Normative commitment (NC) 3. Continuance commitment (CC) 4. Sense of Community (SOC) 5. Alignment(AOI) 6. Sense of contribution(SC) 7. Enjoyment at work(EW) 8. Opportunities for Inner Life (OIL)

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

GENDER

Male Female Total

NO OF PERCENTAGE RESPONDENT OF RESPONDENT 124 62 76 201 38 100

AGE

20-30 30-40 40-60 > 60 Total

NO OF PERCENTAGE RESPONDEN OF T RESPONDENT 95 47.3 91 10 5 201 45.3 5.0 2.5 100

TENURE < 3 YEARS 3-5 YEARS 5-25 YEARS > 25 YEARS TOTAL Interpretation

NO OF RESPONDENT 69 90 32 10 201

PERCENTAGE OF RESPONDENT 34.3 44.8 15.9 5.0 100

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 group contains 95 respondents belonged to the age group 20 30 years numbering the highest with 47.3 %
of the sample size, following the majority was the age group that belonged to 30 40 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.

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 AC AC NC CC TSC OIG SOC SOE OIL 1 .441** -.033 .208** .158* .175* .065 -.348** 1 .004 .141* .264** .200** .163* -.286** 1 -.185** -.141* -.103 -.116 .401** 1 .455** .230** .129 -.027 1 .387** .157* -.094 1 .323** -.208** 1 -.188** 1 NC CC TSC OIG SOC SOE OIL

**. 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 factors with 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

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 Variables Team 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 1 R .408a R square .167 ANOVA Model Regression Residual Total Sum of squares 10.291 51.493 61.784 Degrees of freedom 5 195 200 COEFFICIENTS Model Unstandardized coefficients B 1(Constant) TSC OIG SOC SOE 2.032 .141 .027 .062 -.032 Std error .233 .059 .081 .067 .048 .177 .026 .070 -.047 Standardized coefficients Beta t Significance value Mean square 2.058 .264 F 7.795 Significance value .000a Adjusted R square .145 Std error of the estimate .513874

8.710 2.404 .338 .931 -.676

.000 .017 .736 .353 .500

OIL Interpretation

-.200

.040

-.335

-4.963

.000

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 Variables Team 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 1 R .383a R square .147 Adjusted R square .125 Std error of the estimate .712887

Model Regression Residual Total

Sum of squares 17.012 99.100 116.113

ANOVA Degrees of freedom 5 195 200

Mean square 3.402 .508

F 6.695

Significance value .000a

COEFFICIENTS Model Un standardized coefficients Standardized coefficients t Significance value

B 1(Constant) TSC OIG SOC SOE OIL Interpretation 1.731 .026 .290 .053 .064 -.200

Std error .324 .081 .113 .093 .066 .056

Beta 5.347 .024 .203 .043 .068 -.244 .318 2.578 .571 .966 -3.580 .000 .751 .011 .569 .335 .000

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 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 Variables Team 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 1 R .440a R square .194 ANOVA Model Regression Sum of squares 37.196 Degrees of freedom 5 Mean square 7.439 F 9.379 Significance value .000a Adjusted R square .173 Std error of the estimate .890613

Residual Total

154.672 191.868

195 200 COEFFICIENTS

.793

Model

Unstandardized coefficients B Std error .404 .102 .141 .116 .082 .070

Standardized coefficients Beta

Significance value

1(Constant) TSC OIG SOC SOE OIL

2.464 -.226 -.078 .065 -.033 .417

6.094 -.161 -.043 .041 -.027 .396 2.222 -.557 .561 -.395 5.976

.000 .027 .578 .575 .693 .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 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 Between Groups Within Groups 4.843 56.941 Degrees of freedom 3 197 Mean square F Significance value .001

Affective Commitment

1.614 .289

5.586

Total Normative Commitment Between Groups Within Groups Total Continuance Commitment Between Groups Within Groups Total Teams Sense of Community Between Groups Within Groups Total Alignment between Between Groups organizational and Within Groups Individual Goals Total Sense of Contribution to the community Between Groups Within Groups Total Sense of Between Groups Enjoyment at Work Within Groups Total Opportunities for inner Life Between Groups Within Groups

61.784 1.611 114.501 116.113 3.493 188.376 191.868 1.533 96.309 97.842 1.068 55.576 56.644 8.756 68.678 77.434 2.424 130.666 133.090 7.436 165.603

200 3 197 200 3 197 200 3 197 200 3 197 200 3 197 200 3 197 200 3 197 2.479 .841 2.949 .034 .808 .663 1.218 .304 2.919 .349 8.372 .000 .356 .282 1.262 .289 .511 .489 1.045 .374 1.164 .956 1.217 .305 .537 .581 .924 .430

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 Between Groups Within Groups Total Normative Commitment Between Groups Within Groups Total Continuance Commitment Between Groups Within Groups Total Teams Sense of Between Groups 4.462 57.322 61.784 3.873 112.240 116.113 5.825 186.043 191.868 4.141 Degrees of freedom 3 197 200 3 197 200 3 197 200 3 1.380 2.902 .036 1.942 .944 2.056 .107 1.291 .570 2.266 .082 Mean square F Significance value .002

Affective Commitment

1.487 .291

5.112

Community

Within Groups Total

93.701 97.842 1.137 55.507 56.644 5.727 71.707 77.434 5.945 127.144 133.090 2.948 170.091 173.040

197 200 3 197 200 3 197 200 3 197 200 3 197 200

.476

Alignment between Between Groups organizational and Within Groups Individual Goals Total Sense of Contribution to the community Between Groups Within Groups Total Sense of Between Groups Enjoyment at Work Within Groups Total Opportunities for inner Life Between Groups Within Groups Total

.379 .282

1.345

.261

1.909 .364

5.245

.002

1.982 .645

3.070

.029

.983 .863

1.138

.335

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. It also anticipates that the factors normative commitment, continuance commitment, alignment between organizational and individual goals, opportunities for inner life has no relationship towards Tenure.

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 AC NC CC YES NO NO OIG NO YES NO SOC YES NO YES SOE NO YES NO OIL NO 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 factors team 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.