Workplace Spirituality Facilitation: A Person–Organization Fit Approach

Abstract

The article proposes a framework utilizing the Person-Organization (P-O) fit approach to facilitate spirituality in the workplace. The article argues that spirituality can be described on a continuum varying from low to high at both individual and organizational levels. The interaction of the two continuums is then used to suggest a model to facilitate workplace spirituality. Thus, the approach is to first consider the interaction of person (individual) and situation (organization) factors and then depending on the (in)compatibility of these two factors, look for specific ways to facilitate spirituality at work. Various suggestions and examples are included to illustrate the practical implementation of our recommendations.

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

“…PO fit theory refers to compatibility between people and organizations (Kristof, 1996); the greater the compatibility between an individual and organization (i.e., needs and values), the more likely outcomes such as an individual's perceived need for meaning and purpose can occur. The complementary needssupply perspective of PO fit theory, where fit occurs 'when an organization satisfies individuals' needs, desires, or preferences' (Kristof, 1996, p. 3), offers a first step to integrating workplace spirituality into a more traditional framework of investigation (Ashforth & Pratt, 2003;Sheep, 2004Sheep, , 2006Singhal, 2007;Singhal & Chatterjee, 2006;Vallabh & Singhal, 2014). Singhal and Chatterjee (2006), for example, offer a framework built on the needs-supply perspective of PO fit to examine the antecedent factors and interactive effects of personal and workplace spirituality and subsequent outcomes.…”

Happiness and Positivity at Workplace in Context of Spirituality: A Conceptual Framework

“…The individual will think in more productive direction, welfare for others, growing with others and with team spirit. Therefore, at workplace an employee full of spirituality is when happy will make the culture of the organization always conducive (Vallabh & Singhal, 2014).…”

Values and Prosocial Behaviour in the Global Context: Why Values Predict Public Support for Foreign Development Assistance to Developing Countries

“…Do core human values reinforce prosocial behaviour on a global scale? A large body of work in cognitive and organizational psychology, management, sociology and related disciplines has demonstrated that personal values predict various forms of prosocial behaviour (Batson, 1991; Bond & Chi, 1997; Caprara, Alessandri, & Eisenberg, 2012; Caprara & Steca, 2007; Eisenberg & Fabes, 1998; Hitlin, 2007; Oliner & Oliner, 1988; Omoto & Snyder, 1995; Sarangi & Kartha, 2013; Schwartz, 2010; Schwartz & Howard, 1984; Vallabh & Singhal, 2014), defined as actions undertaken to benefit and help others (Batson, 1998; Penner, Dovidio, Piliavin, & Schroeder, 2005). However, there has been no examination of whether values reinforce prosocial behaviour on a global scale.…”