Workplace Spirituality Impact on job Satisfaction: Mediating role of trust

Author(s)

M.Adeel Abid , M.Mohsin Hafeez , summan kokab , aqsa parveen , Naeem shoukat ,

Download Full PDF Pages: 104-109 | Views: 1398 | Downloads: 419 | DOI: 10.5281/zenodo.3474590

Volume 7 - January 2018 (01)

Abstract

Purpose – The basic aim of this research is to examine workplace spirituality impact and the trust factor on job satisfaction, among the banks in various cities of Punjab Pakistan
Design/methodology/approach – The data is collected to analyse the relationship between job satisfaction and workplace spirituality by asking questions directly to the employees of the banks. Trust among the organization and workplace is also tried to map on job satisfaction. Two hundred responses were taken under sample space belonging to various Banks, on the stratified basis, to show uniformity and impartiality of this research. Furthermore, the quantitative and statistical approach was used to examine the results and compile in a meaningful manner.
Findings- The finding of the study showed that workplace spirituality has a significant and positive relationship with job satisfaction and trust among the employees of organization and trust factor significantly mediates the relationship between workplace spirituality and the job satisfaction.
Research restraints- The study is limited to a number of banks in Pakistan only and employees are only manager operations, branch managers and relationship managers that were included in sample space. This can be increased to worldwide international banks and all the employees of the organization including accountants, cashiers, General Managers, Information Technology staffs, etc
Originality/value- The study shows that workplace spirituality increases the job satisfaction of the employees at the workplace.

Keywords

Workplace Spirituality, Trust, Job Satisfaction, Punjab banks.

References

                    i.            Afsar, B., & Rehman, M. (2015). The relationship between workplace spirituality and innovative work behaviour: The mediating role of perceived person–organization ft. Journal of Management, Spirituality & Religion, 12, 329–353.

      ii.            Allen, K., Bergin, R., & Pickar, K. (2004), Exploring trust, group satisfaction, and performance in geographically dispersed and co-located university technology commercialization teams. Proceedings of the NCIIA 8th Annual Meeting, 18–20.

    iii.            Asgari, M., Ahmadi, F., & Jamali, M. A. (2015). An examination between the tendency towards spirituality and organizational health (Teacher of second high school grade in the department of education of Tehran's second region). Journal of Education and Management Studies, 5, 52–60.

     iv.            Ashmos, D. P., & Duchon, D. (2000). Spirituality at work: A conceptualization and measure. Journal of Management Inquiry, 9, 134–145.

       v.            http://dx.doi.org/10.1177/105649260092008

     vi.            Ayoko, O. B., & Pekerti, A. A. (2008). The mediating and moderating eects of conict and communication, openness on workplace trust. International Journal of Conflict Management, 19, 297–318.

   vii.            http://dx.doi.org/10.1108/10444060810909275

 viii.            Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173.

     ix.            Burak, E. H. (1999). Spirituality in the workplace. Journal of Organizational Change Management, 12, 280–291.

       x.            Chand, P., & Koul, H. (2012). Workplace spirituality, organizational emotional ownership and job satisfaction as moderators in coping with job stress. Decision Making, 9(10).

     xi.            Chawla, V., & Guda, S. (2010). Individual spirituality at work and its relationship with job satisfaction, propensity to leave and job commitment: An exploratory study among sales professionals. Journal of Human Values, 16, 157–167.

   xii.            http://dx.doi.org/10.1177/097168581001600203

 xiii.            Costa, A. (2003). Work team trust and eectiveness. Personnel Review, 32, 605622.

 xiv.            http://dx.doi.org/10.1108/00483480310488360

   xv.            Cranny, C. J., Smith, P. C., & Stone, E. F. (1992). Job satisfaction. New York, NY: Lexington Books.

 xvi.            Crawford, A., Hubbard, S. S., Lonis-Shumate, S. R., & O'neill, M.

xvii.            (2008). Workplace spirituality and employee attitudes within the lodging environment. Journal of Human Resources in Hospitality & Tourism, 8, 64–81.

xviii.            Cronbach, L. J., & Meehl, P. E. (1955). Construct validity in psychological tests. Psychological Bulletin, 52, 281–302.

 xix.            http://dx.doi.org/10.1037/h0040957

   xx.            Cummings, L. L., & Bromiley, P. (1996). The organizational trust inventory (OTI). In Trust in organizations:

 xxi.            Frontiers of theory and research (Vol. 302, p. 330). doi:10.4135/9781452243610.n15

xxii.            DePree, M. (1989). Leadership is an art. New York, NY: Bantam Doubleday Dell Publishing Group. Dimoka, A. (2010). What does the brain tell us about trust and distrust? Evidence from a functional neuroimaging study. MIS Quarterly, 34, 373–396.

xxiii.            Dirks, K. T., & Ferrin, D. L. (2001). The role of trust in organizational settings. Organization Science, 12, 450–467.

xxiv.            http://dx.doi.org/10.1287/orsc.12.4.450.10640

xxv.            Driscoll, J. W. (1978). Trust and participation in organizational decision making as predictors of satisfaction. Academy of Management Journal, 21, 44–56.

xxvi.            http://dx.doi.org/10.2307/255661

xxvii.            Duchon, D., & Plowman, D. A. (2005). Nurturing the spirit at work: Impact on work unit performance. The Leadership Quarterly, 16, 807–833.

xxviii.            http://dx.doi.org/10.1016/j.leaqua.2005.07.008

xxix.            Elmes, M., & Smith, C. (2001). Moved by the spirit: Contextualizing workplace empowerment in American

xxx.            spiritual ideals. The Journal of Applied Behavioural Science, 37, 33–50.

xxxi.            http://dx.doi.org/10.1177/0021886301371003

xxxii.            Fairbrother, K., & Warn, J. (2003). Workplace dimensions, stress and job satisfaction. Journal of Managerial Psychology, 18, 8–21.

xxxiii.            Fry, L. W. (2003). Toward a theory of spiritual leadership. The Leadership Quarterly, 14, 693–727.

xxxiv.            http://dx.doi.org/10.1016/j.leaqua.2003.09.001

xxxv.            Gefen, D., Karahanna, E., & Straub, D. W. (2003). Trust and TAM in online shopping: An integrated model. MIS Quarterly, 27, 51–90.

xxxvi.            Giacalone, R. A., & Jurkiewicz, C. L. (2003). Right from wrong: The influence of spirituality on perceptions of unethical business activities. Journal of Business Ethics, 46, 85–97.

xxxvii.            http://dx.doi.org/10.1023/A:1024767511458

xxxviii.            Gladstein, D. (1984). Groups in context: A model of task group eectiveness. Administrative Science Quarterly, 29, 499–517.

                 xxxix.            http://dx.doi.org/10.2307/2392936

Cite this Article: