Interactive Effects of Workplace Spirituality and Psychological Capital on Employee Negativity

Abstract

This article examined the direct influence of workplace spirituality on employee negativity—organizational cynicism, counterproductive work behaviour and turnover intentions. The proposed framework also examined how psychological capital buffers the relationship between workplace spirituality and employee negativity. The sample of the study included 138 employees, working in different private and public sector organizations in Nepal. Linear regression analyses were employed to test the hypothesized direct relationships and moderated multiple regression analyses were used to test the buffering effect of psychological capital on these relationships. The analysis of data revealed that workplace spirituality negatively influences employees’ cynicism and intent to turnover. Workplace spirituality did not influence counterproductive work behaviour, while psychological capital was found to have buffering effect on the relationship between workplace spirituality and intent to turnover. The negative influence of workplace spirituality on organizational cynicism and intent to turnover suggests that organizations need to create such an environment in the workplace, where employees have feeling of higher level of workplace spirituality, in order to retain their workforce and reduce the feeling of organizational cynicism among employees. Suggestions are offered on generating spirituality and psychological capital in workplace environments. JEL Codes: M12, M53

The importance of psychological capital on the linkages between religious orientation and job stress

“…Similarly, Kalhori et al (2018) found that students’ spiritual well-being affected their PsyCap. On the other hand, Shrestha and Jena (2020) found no evidence that workplace spirituality could influence counterproductive work behaviour. Similarly, Beehner and Blackwell (2016) also found that workplace spirituality does not influence turnover intention.…”

“…Many researchers have found empirical evidence showing that increased PsyCap leads to positive outcomes in the workplace such as job satisfaction (Kanengoni et al , 2018), organisational commitment (Gurbuz and Yildirim, 2019; Kanengoni et al , 2018), company loyalty (Avey et al , 2011), improved performance (Luthans et al , 2007) and improved well-being (Kanengoni et al , 2018). PsyCap is also known to have a negative relationship with undesirable behaviours in the workplace such as counterproductive work behaviour (Shrestha and Jena, 2020), higher rates of turnover intention (Avey et al , 2011), anxiety (Bakker and Demerouti, 2006) and organisational cynicism (Shrestha and Jena, 2020). Similarly, Chen and Lim (2012) found that individuals with high PsyCap had low absenteeism and exhibited minimal job-seeking behaviour.…”

“…Given that PsyCap is an open and malleable variable, programmes like conducting training to increase PsyCap, developing a mechanism that enhances employee self-efficacy, hope, optimism and resilience (i.e. : socialise and discuss work-related issue each other, regularly joining a personality development programme that can increase self-confidence and creativity) should be considered by companies (Shrestha and Jena, 2020; Avey et al , 2009).…”

The Buffering Effect of Spirituality at Work on the Mediated Relationship between Job Demands and Turnover Intention among Teachers

“…Spirituality at work also helps create meaning and purpose in the work, promoting motivation and engagement (Fouché et al 2017;Van Wingerden and Van der Stoep 2018), in this way potentially mitigating the relationship between burnout and turnover intention. Moreover, spirituality at work may diminish organizational cynicism (Shrestha and Jena 2021) and thus enhance trust in co-workers and perceived organizational support, both of which may function as job resources attenuating the effect of burnout on turnover intention.…”

The effectiveness of spiritual interventions in the workplace for work‐related health outcomes: A systematic review and meta‐analysis

“…Currently, there is good evidence showing a positive relationship between organisation's commitment to improving quality of life and the reduction of stress levels and other mental health disorders (Shrestha & Jena, 2020). Related to occupational outcomes, the improvement of subjective well‐being (SWB), including evaluative, hedonic and eudemonic well‐being, and the mental component of quality of life (QOL) of working population were observed (Sakuraya et al., 2020).…”