Workplace Spirituality and Psychological Capital (PsyCap) of the Employees: A Cross-sectional Study

Abstract

Grounded on the broaden-and-build theory, the study examines whether spirituality at the workplace is a significant antecedent of psychological capital. The study uses single-source data from 347 employees employed in several industries in India. Data are analyzed using partial least squares structural equation modelling (PLS-SEM) v.3.3.3. Both measurement and structural models are evaluated. The findings reveal that workplace spirituality evokes psychological capital (PsyCap) resources of hope, optimism, efficacy, and resilience. It demonstrates how employees in collectivist cultural settings embrace spirituality to conserve positive psychological resources at their workplaces. Hence, business leaders, OD practitioners need to instil and arouse spirituality-based interventions through work, climate, and organization settings. The study has many implications for business managers, HRs and OD practitioners. It highlights the significance of spiritual mind set and practices that need to be emphasized at the workplace to utilize the psychological resources embodied in their employees fully. This study is one of a kind in which the researchers have nailed down to what leads to the creation and sustainability of PsyCap at workplace.

Örgütsel Maneviyat ve Psikolojik Sermayenin Duygusal Emek ve Stresle Başa Çıkma Üzerindeki Etkisi: İstanbul’da Sağlık Çalışanları Üzerinde Bir Araştırma

“…Örgütsel maneviyatın ve psikolojik sermayenin birlikte ele alındığı çalışmalar göstermektedir ki, bu iki kavram yakından ilişkili olup; iş gücü devri ve örgütsel sinizmi azaltıcı bir etki sergilemektedir. Ayrıca yapılan çalışmalar örgütsel maneviyatın, psikolojik sermaye boyutlarını desteklediğini ve iş ortamında pozitif psikolojik etkinin korunmasına katkı sağladığını göstermektedir (Fox et al, 2018;Sarkar & Garg, 2020;Sarkar et al, 2022;Shrestha & Jena, 2021). Dolayısıyla örgütsel maneviyat zincirleme bir iyi oluşun ilk halkasıdır.…”

Does workplace toxicity influence turnover intentions among Indian healthcare employees? Investigating the moderating role of gratitude

“…Other studies pinpointed specific toxic behaviors which can manifest in workplaces, such as ostracism, incivility and harassment (Anjum and Ming, 2018). In a stretch of time, researchers have thrown light on the common characteristics of a toxic workplace such as rewarding mediocre performance instead of merit-based performance, high employee turnover, managers who tend to lose their temper and are overly demanding, extreme focus only on self-advancement, negative emotional contagion and high stress among others (Colligan and Higgins, 2006;Gilbert et al, 2012;Sarkar et al, 2022). Frostand Robinson (1999 posited that personality traits, career setbacks, resistance to change, autocratic work environments, downsizing and other management actions spawned toxic behaviors and workspaces, and Wilde (2016) outlined the macro sources of toxicity which can contaminate the organization, classifying them into structural, cognitive, behavioral and symbolic sources.…”

“…In a stretch of time, researchers have thrown light on the common characteristics of a toxic workplace such as rewarding mediocre performance instead of merit-based performance, high employee turnover, managers who tend to lose their temper and are overly demanding, extreme focus only on self-advancement, negative emotional contagion and high stress among others (Colligan and Higgins, 2006; Gilbert et al. , 2012; Sarkar et al. , 2022).…”

Does Workplace Spirituality Increase Self-Esteem in Female Professional Dancers? The Mediating Effect of Positive Psychological Capital and Team Trust

“…This suggests that workplace spirituality can boost one's self-esteem (attachment, respect, trust, etc.) by strengthening one's trust in fellow organizational members and increasing one's positive psychological capital in the forms of pleasure, equability, and optimism (Daniel 2010;Farmanesh et al 2021;Hassan et al 2016;Paul and Jena 2022;Rahman et al 2016;Riasudeen and Singh 2021;Sarkar et al 2022;Sholikhah et al 2019;Shrestha and Jena 2021).…”