Abstract:The purpose of the paper was to develop and validate a comprehensive tool for measuring workplace spirituality. On the basis of literature, feedback from academic and industry professionals, a heuristic framework along with a scale on workplace spirituality was proposed and a questionnaire was developed. The instrument obtained empirical views from experts on its dimensions and statements. Content validity ratio (CVR) of the instrument was carried out and the retained items were taken for field survey. Three h… Show more
“…In recent times, workplace spirituality (WPS) has drawn the attention of scholars from various fields. Researches studies investigating its conceptualization and measurement (Ashmos & Duchon, 2000; Houghton et al, 2016; Kinjerski, 2013; Milliman et al, 2003; Petchsawang & Duchon, 2009; Pradhan et al, 2017) and exploring its antecedents (Haldorai et al, 2019) and consequences (Ahmad, 2020; Chuna et al, 2014; Petchsawang & McLean, 2017) have gained prevalence since the past few decades. Despite the increased interest in empirically examining the antecedents and consequences of WPS, majority of the studies merely examined the influence of WPS on very few positive outcomes of individuals (Rathee & Rajain, 2020)—outcomes such as job satisfaction (Altaf & Awan, 2011; Van der Walt & de Klerk, 2014), organizational commitment (Djafri & Noordin, 2017; Indartono & Wulandari, 2014), organizational citizenship behaviour (Ahmadi et al, 2014; Belwalkar et al, 2018; Milliman et al, 2003) and employee performance (Gatling et al, 2016; Petchsawang & Duchon, 2012).…”
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
“…In recent times, workplace spirituality (WPS) has drawn the attention of scholars from various fields. Researches studies investigating its conceptualization and measurement (Ashmos & Duchon, 2000; Houghton et al, 2016; Kinjerski, 2013; Milliman et al, 2003; Petchsawang & Duchon, 2009; Pradhan et al, 2017) and exploring its antecedents (Haldorai et al, 2019) and consequences (Ahmad, 2020; Chuna et al, 2014; Petchsawang & McLean, 2017) have gained prevalence since the past few decades. Despite the increased interest in empirically examining the antecedents and consequences of WPS, majority of the studies merely examined the influence of WPS on very few positive outcomes of individuals (Rathee & Rajain, 2020)—outcomes such as job satisfaction (Altaf & Awan, 2011; Van der Walt & de Klerk, 2014), organizational commitment (Djafri & Noordin, 2017; Indartono & Wulandari, 2014), organizational citizenship behaviour (Ahmadi et al, 2014; Belwalkar et al, 2018; Milliman et al, 2003) and employee performance (Gatling et al, 2016; Petchsawang & Duchon, 2012).…”
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
“…For developing a parsimonious scale to assess workplace spirituality Pradhan, Jena, and Soto () followed relevant psychometric theory (Nunnally & Bernstein, ). The content experts consisting of 16 professors and 3 doctoral scholars were asked to evaluate the instrument in terms of its representativeness, comprehensiveness, and clarity (Miles & Huberman, ).…”
Section: Methodsmentioning
confidence: 99%
“…It is believed that intrinsic rewards are tied to the psychological satisfaction that employees acquire from being given meaningful work assignments and executing those assignments as required. The definition of workplace spirituality proposed by Pradhan, Jena, and Soto () outlined the concept of spiritual orientation in the workplace: where work transcends the transactional boundaries to create a spiritual connectedness among employees, experiencing a meaningful work profile while guiding one's alignment of values to organizational goals” (p. 47).…”
The issue of increasing retention and reducing turnover is of paramount importance in organizational life. Workplace spirituality may act as a potential solution for employee attraction and retention mechanisms. To investigate this question, the researchers collected data from 761 executives working with various public‐ and private‐sector industries across India. The findings of the study show a positive association between workplace spirituality and employee retention, whereas partial mediation was observed between workplace spirituality and employee retention.
“…The ideologies of persuasion are also vastly different among eastern and Western cultures. Especially, Western culture highlights on individualistic orientation, for example, separateness, appreciating the uniqueness of an individual, autonomy in decision making and so on, whereas Indian culture emphasizes more on interdependencies and adhering to social values (Gao, Zheng & Yan, 2010; Pradhan, Jena & Soto, 2017; Triandis, 1989). The present study attempts to explore the structural dimensions of workplace persuasion and its associated implications in Indian context while extending the extant literature on persuasion skills developed till date.…”
The purpose of the study is to present a conceptual definition and validate the structural dimensions of workplace persuasion. Applying both qualitative and quantitative approach, we found that workplace persuasion encompasses three distinct dimensions: reciprocation, cooperation and consensus. The quantitative approach followed in the study with two different sample sets confirm a 21-item workplace persuasion scale. The nomological, convergent and discriminant validity with other related constructs further establishes the intent and psychometric properties of the scale. Theoretical and practical implications of the study were discussed in light of the findings.
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