Workplace Spirituality and Person–Organization Fit Theory: Development of a Theoretical Model

Abstract

This article advances the theoretical and practical value of workplace spirituality by drawing on person–organization (PO) fit theory and transpersonal psychology to investigate three questions: (a) What antecedents lead individuals and organizations to seek and foster workplace spirituality? (b) What are the perceived spiritual needs of individuals, and how are those needs fulfilled in the workplace? and (c) What are the consequences of meeting spiritual needs as individuals perceive them? Using constructivist grounded theory, analysis of interview data from thirty-four participants located in organizations across the Netherlands, Ireland, the United Kingdom, and Portugal led to development of a workplace spirituality, PO fit model in which we propose reconciling self as a core factor of workplace spirituality. We note how through the process of reconciling self, workplace spirituality is related to meaning making and how an individual perceives their work environment as conducive to self-expression and inner purpose. Practical and theoretical implications are discussed, as are limitations of the study and ideas for future research.

Different Reality? Generations’ and Religious Groups’ Views of Spirituality Policies in the Workplace

“…Here, the consequence of spirituality not influencing practice can be perceived as a negative for employees. Overall, previous research (Dhingra et al, 2021;Neal, 2018;Palframan & Lancaster, 2019) parallels this finding, in demonstrating a positive relationship between purpose and day-to-day work responsibilities. One way that organisations can achieve this is by creating an environment that is conducive to self-expression, with the message that employees want to live their purpose at work and find meaning in their daily work.…”

“…There is little doubt that workplace spirituality is receiving attention (Young, 2020) with an awareness of how an environment conducive to self-expression and inner purpose can enhance capability and raise organisational 'consciousness' (Palframan & Lancaster, 2019). However, we also know that self-expression is'tolerated' (Digh, 1999), that there is tension between the expression of religious identities (Haldorai et al, 2020), and that there is limited evidence of impact on management practice in the workplace (Driscoll, 2019) with Sedikides (2010) arguing that religion within the workplace is still not given sufficient attention.…”

“…Woolf (2020) calls for organisations to create integration strategies that will encourage greater self-expression by ethnic and religious groups to achieve 'social mixing', whilst Young (2020) argues for further research on the subject. In conclusion, the literature is fragmented and dominated by speculative discussion, an American perspective, and a marked lack of empirical data, especially quantitative research (Ali, 2010;Khaled et al, 2012;Palframan & Lancaster, 2019). However, there is a need to meet workers' spiritual needs and values with wider potential societal benefits (Woolf 2020).…”

“…Despite the increased worldwide interest in workplace spirituality (Bell & Burack, 2001;Bhatia & Arora, 2017;Palframan & Lancaster, 2019;Saks, 2011;Sedikides, 2010;Wagner-Marsh & Conley, 1999), it is still deemed to be an emerging field with little practical support in organisations for employees who self-ascribe as being spiritual (Miller & Ewest, 2013). According to Bodia and Ali (2012) research, workplace spirituality helps employees realise they have a sense of community and purpose in work, by moving beyond their economic self-interest (McGhee, 2019).…”

Spirituality in the workplace: a systematic review

“…The P-O fit theory has been used widely in the WPS literature. Previous research suggests strong linkages between WPS and P-O fit (Afsar and Badir, 2017; Afsar and Rehman, 2015; Palframan and Lancaster, 2019; Scherer et al. , 2016).…”