This document presents research on the relationship between spiritual climate in business organizations and customers' experience of employees' service. It defines key terms like spirituality, spiritual climate, and employees' service. It reviews relevant literature and identifies gaps. The researcher conceptualizes spiritual climate and proposes hypotheses about its positive impact on customer experience. The methodology involves developing a spiritual climate scale, testing its validity and reliability, and examining the relationship through regression analysis and hypothesis testing. The study finds support for the hypotheses and contributes to literature on spirituality in workplaces and service quality. Limitations include not accounting for person-organization fit variations or cultural specificity.
The Relationship between Spirituality and Job SatisfactionIOSR Journals
This study have been conduction to consider the relation of spirituality and job satisfaction of pipe and telecommunication company’ personnel of Lorestan region . Spirituality have been considered as a variable with significant and purposeful working, humanism , honesty and sacrifice and life sanctification as method of correlation type , at statistical society (N=218) by using Morgan sampling table (n=140) . To collecting the data we have also organizational spirituality and job satisfaction with final coefficient % 736 and % 769 and % 843 resections base on Cronbach Alpha. The collected data have been analyzed by SPSS statistical soft ware and Pierson correlation test and other devices at descriptive and deductive static matter. We can conclude base on analyzing the finding of the study that spirituality and job satisfaction of the personnel have a significant statistical relation and are the basic indexes on job satisfaction variable . Results show the importance of this relation which is invisible in sense of relation of mentioned variables and it show that we must pay attention to that more than ever at the organizations.
This was an assignment for my Organizational Behavior class that was on understanding different values across cultures and being able to use that information. As a manager, you would want to be very aware of the many kinds of differences between employees so that you can better interact with employees as well as facilitate a group effort from all of your employees.
Emotional Intelligence and Innovative Work Behaviour: A ReviewDr. Amarjeet Singh
With the headway of globalization, the achievement and endurance of an organisation are pawned to innovation and adaptability. Innovation plays a crucial role in gaining a competitive advantage within the organization. For any organization to be innovative, employees' innovative work behavior assumes an indispensable role. Capturing innovative ideas from employees at different levels, building an active and collaborative workforce within organisation, recognizing employees’ effort, and communicating effectively with all stakeholders are the vital building blocks of innovation. Building the culture of innovation that drives productive and sustainable innovation practices can spark from within the workforce helping organizations to remain competitive and stay ahead in the long haul. Research indicates that innovation and creativity are attained through emotional intelligence. Given this contention, the purpose of this paper is to examine the role emotional intelligence plays in bringing innovative work behavior within the employees. An extensive literature review on the said constructs was conducted where both variables were studied independently and the linkages that both variables exhibit together were also studied from different database sources like Emerald insight, Science Direct, Taylor and Francis, Springer, Google Scholar, etc. and also, the models of emotional intelligence were put forth.
The Influence of Spiritual Intelligence on Ethical Behaviour in ITES Organiza...RSIS International
In recent decades, the topic of spirituality in
organizations, are increasingly trepidations the researchers that
it will be remembered as a benevolent of intelligence. Nowadays,
the two concepts of spirituality and ethicality are extensively
debated by organizations. Spiritual intelligence is defined as a set
of mental capacities which contribute to the awareness,
integration, and adaptive application of the nonmaterial and
transcendent aspects of one’s existence, leading to such outcomes
as deep existential reflection, enhancement of meaning,
recognition of a transcendent self, and mastery of spiritual states.
Spiritual intelligence concerns the ability to become more
conscious of the lower motivations (i.e. fear, greed, ego) and how
to transform these to higher motivations that are more
sustainable (i.e. creativity, serving the community, etc.).The term
“ethical behaviour” refers to how an organization ensures that
all its decisions, actions, and stakeholder interactions conform to
the organization’s moral and professional principles.
The objectives of the research is to examine the influence of
spiritual intelligence and human values on ethical behavior in
selected ITES Organizations in Bangalore and to find and use
the deepest inner resources(Spiritual Intelligence & Ethical
Behavior) from which comes the capacity to care and the power
to tolerate and adapt in ITES
Research instruments in a form of a questionnaire will be used to
obtain data from managers and employees about their spiritual
intelligence and humane values of selected ITES Organizations
in Bengaluru. Spiritual intelligence is defined as a set of mental
capacities which contribute to the awareness, integration, and
adaptive application of the nonmaterial and transcendent
aspects of one’s existence, leading to such outcomes as deep
existential reflection, enhancement of meaning, recognition of
a transcendent self, and mastery of spiritual states. Spiritual
intelligence represents the extent to which higher values,
meaning and a sense of purpose influence an individual’s
decisions and actions. Spiritual intelligence concerns the ability
to become more conscious of the lower motivations (i.e. fear,
greed, and ego) and how to transform these to higher motivations
that are more sustainable (i.e. creativity, serving the community,
etc. This research will try to study the understanding of the
connection of spiritual intelligence and human values, as well as
the influence they have on employees and managers ethical
behavior.
The Relationship between Spirituality and Job SatisfactionIOSR Journals
This study have been conduction to consider the relation of spirituality and job satisfaction of pipe and telecommunication company’ personnel of Lorestan region . Spirituality have been considered as a variable with significant and purposeful working, humanism , honesty and sacrifice and life sanctification as method of correlation type , at statistical society (N=218) by using Morgan sampling table (n=140) . To collecting the data we have also organizational spirituality and job satisfaction with final coefficient % 736 and % 769 and % 843 resections base on Cronbach Alpha. The collected data have been analyzed by SPSS statistical soft ware and Pierson correlation test and other devices at descriptive and deductive static matter. We can conclude base on analyzing the finding of the study that spirituality and job satisfaction of the personnel have a significant statistical relation and are the basic indexes on job satisfaction variable . Results show the importance of this relation which is invisible in sense of relation of mentioned variables and it show that we must pay attention to that more than ever at the organizations.
This was an assignment for my Organizational Behavior class that was on understanding different values across cultures and being able to use that information. As a manager, you would want to be very aware of the many kinds of differences between employees so that you can better interact with employees as well as facilitate a group effort from all of your employees.
Emotional Intelligence and Innovative Work Behaviour: A ReviewDr. Amarjeet Singh
With the headway of globalization, the achievement and endurance of an organisation are pawned to innovation and adaptability. Innovation plays a crucial role in gaining a competitive advantage within the organization. For any organization to be innovative, employees' innovative work behavior assumes an indispensable role. Capturing innovative ideas from employees at different levels, building an active and collaborative workforce within organisation, recognizing employees’ effort, and communicating effectively with all stakeholders are the vital building blocks of innovation. Building the culture of innovation that drives productive and sustainable innovation practices can spark from within the workforce helping organizations to remain competitive and stay ahead in the long haul. Research indicates that innovation and creativity are attained through emotional intelligence. Given this contention, the purpose of this paper is to examine the role emotional intelligence plays in bringing innovative work behavior within the employees. An extensive literature review on the said constructs was conducted where both variables were studied independently and the linkages that both variables exhibit together were also studied from different database sources like Emerald insight, Science Direct, Taylor and Francis, Springer, Google Scholar, etc. and also, the models of emotional intelligence were put forth.
The Influence of Spiritual Intelligence on Ethical Behaviour in ITES Organiza...RSIS International
In recent decades, the topic of spirituality in
organizations, are increasingly trepidations the researchers that
it will be remembered as a benevolent of intelligence. Nowadays,
the two concepts of spirituality and ethicality are extensively
debated by organizations. Spiritual intelligence is defined as a set
of mental capacities which contribute to the awareness,
integration, and adaptive application of the nonmaterial and
transcendent aspects of one’s existence, leading to such outcomes
as deep existential reflection, enhancement of meaning,
recognition of a transcendent self, and mastery of spiritual states.
Spiritual intelligence concerns the ability to become more
conscious of the lower motivations (i.e. fear, greed, ego) and how
to transform these to higher motivations that are more
sustainable (i.e. creativity, serving the community, etc.).The term
“ethical behaviour” refers to how an organization ensures that
all its decisions, actions, and stakeholder interactions conform to
the organization’s moral and professional principles.
The objectives of the research is to examine the influence of
spiritual intelligence and human values on ethical behavior in
selected ITES Organizations in Bangalore and to find and use
the deepest inner resources(Spiritual Intelligence & Ethical
Behavior) from which comes the capacity to care and the power
to tolerate and adapt in ITES
Research instruments in a form of a questionnaire will be used to
obtain data from managers and employees about their spiritual
intelligence and humane values of selected ITES Organizations
in Bengaluru. Spiritual intelligence is defined as a set of mental
capacities which contribute to the awareness, integration, and
adaptive application of the nonmaterial and transcendent
aspects of one’s existence, leading to such outcomes as deep
existential reflection, enhancement of meaning, recognition of
a transcendent self, and mastery of spiritual states. Spiritual
intelligence represents the extent to which higher values,
meaning and a sense of purpose influence an individual’s
decisions and actions. Spiritual intelligence concerns the ability
to become more conscious of the lower motivations (i.e. fear,
greed, and ego) and how to transform these to higher motivations
that are more sustainable (i.e. creativity, serving the community,
etc. This research will try to study the understanding of the
connection of spiritual intelligence and human values, as well as
the influence they have on employees and managers ethical
behavior.
Human Resources Management; HRM; Features of HRM; Importance of HRM; Role of HRM; Assumptions of HRM;
Managing HR;
HR Challenges;
Meting Pot Theory;
Salad Bowl
In this learnshop held during ebbf's recent international event Thanos Kriemadis offers insights into his research on this new era in spiritual based management models.
Ralph Blundell offered a compelling keynote taking us through the actual application of ebbf's core values and the questions that this raises in our every day workplace decisions
You can view his keynote in this Facebook Live streaming video: https://www.facebook.com/ebbf.mindfulpeople.meaningfulwork/videos/10155080450636801/
Is the future of organisational change evidence based?ebbnflow
This presentation will covers:
- What is wrong with Organisational Change?
- Why do we believe what we believe about Organisational Change
- How can we challenge our beliefs?
- When should we start to change?
Spirituality - a new way of looking at the world. Bev Hepting
We all want to live a more peaceful and secure life. For many of us being spiritual is a way of life and for others they want to find it. Well you can find it here.
Although it has been suggested that U.S. investors often check corporate values and ethics, it would seem that the principal criteria is usually only whether the executive team is perceived as having the necessary management skills to carry the company. Sadly, most organizations are wholly over-managed and under-led with bureaucratic, arrogant, and uncreative cultures. MBA schools that turn out managers and not leaders certainly don't help. The result is poorly implemented strategies, acquisitions without the needed synergy, costly re-engineering, and downsizing and quality programs that fail to deliver. Other spiritual theorists and this study substantiate that worker performance and corporate profits, however, can be increased by efforts specifically aimed at boosting personal and workplace spirituality. Dr. Scharmer calls it the "Blind Spot" of a leadership stuck in the past. In a completed pilot study, strong correlations were found between the standard Ellison Spiritual Well-Being Scale and a developed Spiritual Development Scale. In addition, strong correlations were also found between a Workplace Spirituality Well-Being Scale (based on the Open Organizational Profile survey and assessments guidelines from Kotter and Mitroff) individually each with a developed Workplace Commitment, Satisfaction, Attachment, and Values Scale as well as with a Profit Scale.
Reflection Journal Three Path-Goal TheoryPlease read the fo.docxcarlt3
Reflection Journal Three: Path-Goal Theory
Please read the following article that has been posted at the Webcampus:
1. Helland, M. R., & Winston, B. E. (2005). Towards a deeper understanding of hope and leadership. Journal of Leadership & Organizational Studies, 12(2), 42-54.
Answer the following questions. Your answer must reflect your personal interpretation of the material you read.
1. How does hope influence motivation?
2. Describe how hope and goal setting/pursuit fits with the main concepts of path-goal theory.
3. Individuals with high levels of hope are likely to possess which subordinate characteristic(s) in the path-goal theory. Explain your answer.
Assignment requirements and format style
The following format is applied for this assignment:
· You need to have a minimum of (2) and maximum of (3) pages excluding cover page, references, any diagrams or appendix
· 12-point font, double-spaced, normal margins, page number, and font type: Times New Roman
· No TYPOS or spelling errors
· Hand written papers will not be accepted
· Please number the pages in the lower right hand corner
· All paragraphs must be indented 5 spaces
· All assignments must be submitted with the correct APA formatting and all sources cited according APA standards
· Subheadings should be used to break up topics in the paper, helping to organize the flow and facilitate reading.
Towards a Deeper Understanding of Hope and
Leadership
Martha R. Helland, PhD
Bruce E. Winston, PhD
Regent University
Recently a cognitive based theory of hope
developed within the field of positive psychology
has been discussed in relation to organizational
leadership. (Shorey & Snyder, 1997) Hope in
this context can be described as a positive
motivational state that contributes to leaders
and followers expending the requisite energy
necessary to pursue and attain organizational
goals. In an effort to further understand hope in
relation to leadership the authors identify
linkages between hope and theories of
motivation, goal setting and goal pursuit
commonly applied in leadership studies. This is
followed by a review of emerging leadership
concepts and theories that explicitly include the
concept of hope. Implications for theory are
discussed and questions for future research are
presented.
Few would argue that leaders are purveyors
of hope, for as Luthans and Avolio (2003)
acknowledge, &dquo;the force multiplier throughout
history has often been attributed to the leader’s
ability to generate hope,&dquo; (p. 253). Yet despite
this acknowledgment, little attention has been
paid to hope within leadership studies. This does
not mean that hope has been discounted as a
critical factor in effective leadership. It is simply
that hope, which is often considered an emotion,
has been difficult to define.
However, hope theory (Snyder, Irving &
Anderson, 1991 ) developed within the field of
positive psychology has recently provided
researchers with a definition of hope that is clear
and measurab.
Human Resources Management; HRM; Features of HRM; Importance of HRM; Role of HRM; Assumptions of HRM;
Managing HR;
HR Challenges;
Meting Pot Theory;
Salad Bowl
In this learnshop held during ebbf's recent international event Thanos Kriemadis offers insights into his research on this new era in spiritual based management models.
Ralph Blundell offered a compelling keynote taking us through the actual application of ebbf's core values and the questions that this raises in our every day workplace decisions
You can view his keynote in this Facebook Live streaming video: https://www.facebook.com/ebbf.mindfulpeople.meaningfulwork/videos/10155080450636801/
Is the future of organisational change evidence based?ebbnflow
This presentation will covers:
- What is wrong with Organisational Change?
- Why do we believe what we believe about Organisational Change
- How can we challenge our beliefs?
- When should we start to change?
Spirituality - a new way of looking at the world. Bev Hepting
We all want to live a more peaceful and secure life. For many of us being spiritual is a way of life and for others they want to find it. Well you can find it here.
Although it has been suggested that U.S. investors often check corporate values and ethics, it would seem that the principal criteria is usually only whether the executive team is perceived as having the necessary management skills to carry the company. Sadly, most organizations are wholly over-managed and under-led with bureaucratic, arrogant, and uncreative cultures. MBA schools that turn out managers and not leaders certainly don't help. The result is poorly implemented strategies, acquisitions without the needed synergy, costly re-engineering, and downsizing and quality programs that fail to deliver. Other spiritual theorists and this study substantiate that worker performance and corporate profits, however, can be increased by efforts specifically aimed at boosting personal and workplace spirituality. Dr. Scharmer calls it the "Blind Spot" of a leadership stuck in the past. In a completed pilot study, strong correlations were found between the standard Ellison Spiritual Well-Being Scale and a developed Spiritual Development Scale. In addition, strong correlations were also found between a Workplace Spirituality Well-Being Scale (based on the Open Organizational Profile survey and assessments guidelines from Kotter and Mitroff) individually each with a developed Workplace Commitment, Satisfaction, Attachment, and Values Scale as well as with a Profit Scale.
Reflection Journal Three Path-Goal TheoryPlease read the fo.docxcarlt3
Reflection Journal Three: Path-Goal Theory
Please read the following article that has been posted at the Webcampus:
1. Helland, M. R., & Winston, B. E. (2005). Towards a deeper understanding of hope and leadership. Journal of Leadership & Organizational Studies, 12(2), 42-54.
Answer the following questions. Your answer must reflect your personal interpretation of the material you read.
1. How does hope influence motivation?
2. Describe how hope and goal setting/pursuit fits with the main concepts of path-goal theory.
3. Individuals with high levels of hope are likely to possess which subordinate characteristic(s) in the path-goal theory. Explain your answer.
Assignment requirements and format style
The following format is applied for this assignment:
· You need to have a minimum of (2) and maximum of (3) pages excluding cover page, references, any diagrams or appendix
· 12-point font, double-spaced, normal margins, page number, and font type: Times New Roman
· No TYPOS or spelling errors
· Hand written papers will not be accepted
· Please number the pages in the lower right hand corner
· All paragraphs must be indented 5 spaces
· All assignments must be submitted with the correct APA formatting and all sources cited according APA standards
· Subheadings should be used to break up topics in the paper, helping to organize the flow and facilitate reading.
Towards a Deeper Understanding of Hope and
Leadership
Martha R. Helland, PhD
Bruce E. Winston, PhD
Regent University
Recently a cognitive based theory of hope
developed within the field of positive psychology
has been discussed in relation to organizational
leadership. (Shorey & Snyder, 1997) Hope in
this context can be described as a positive
motivational state that contributes to leaders
and followers expending the requisite energy
necessary to pursue and attain organizational
goals. In an effort to further understand hope in
relation to leadership the authors identify
linkages between hope and theories of
motivation, goal setting and goal pursuit
commonly applied in leadership studies. This is
followed by a review of emerging leadership
concepts and theories that explicitly include the
concept of hope. Implications for theory are
discussed and questions for future research are
presented.
Few would argue that leaders are purveyors
of hope, for as Luthans and Avolio (2003)
acknowledge, &dquo;the force multiplier throughout
history has often been attributed to the leader’s
ability to generate hope,&dquo; (p. 253). Yet despite
this acknowledgment, little attention has been
paid to hope within leadership studies. This does
not mean that hope has been discounted as a
critical factor in effective leadership. It is simply
that hope, which is often considered an emotion,
has been difficult to define.
However, hope theory (Snyder, Irving &
Anderson, 1991 ) developed within the field of
positive psychology has recently provided
researchers with a definition of hope that is clear
and measurab.
Workplace Spirituality in State Universities and Colleges: Its Relation to th...Dr. Amarjeet Singh
This study determined the relationship of workplace spirituality, work well-being, and job satisfaction among faculty members in state universities and colleges (SUCs) in Region XII, Philippines. The descriptive survey and correlational design were used employing quantitative data. The data were gathered through the questionnaire and administered to the 234 respondents. The gathered data were analyzed through frequency, percentage, weighted mean, and Pearson (r) Coefficient Correlation. The findings of the study revealed that faculty members agreed that their workplace spirituality has a “very high” positive correlation to work well-being (Ho₁). It was also found out that faculty members agreed that their workplace spirituality has a “very high” correlation to job satisfaction (Ho₂). Given the overall results, the study recommends sustaining the workplace spirituality of the faculty members to remain high in their work well-being and job satisfaction.
Perception of civil servants on performance : An Emperical Analysis of Indone...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Role of Mediation of the Organizational Cynicism the Relationship between...IOSRJBM
Questionnaires were applied to the subjects via the face-to-face interview method. The universe of the research is composed of teachers working in Public Primary Schools affiliated to The Ministry of National Education operating in the Central Anatolia Region. 508 questionnaires were delivered to the teachers in this universe and 442 questionnaires were collected. The return rate of the questionnaire is 87%. 32 of the questionnaires were eliminated for various reasons and a total of 410 questionnaires were analyzed. After analyzing the significance and validity of the hypotheses, we have looked at the regression coefficients R which show the relationship between independent variables and dependent variables and R2 which show the change between independent variables and dependent variables.For model 1, the R value is 0.372 and the R2 value is 0.138, the R value for model 2 is 0.308 and the R2 value is 0.095, the R value for model 3 is 0.224, and the R2 value is 0.050. On the other hand, when the results of the research hypotheses are examined it was found a relationship between the variables in the hypotheses from the beta coefficients that indicate the level of relationship between independent variables and dependent variables in three hypotheses. As a result, the hypotheses H1, H2 and H3 are accepted. Previous regression analyzes have shown that the first three conditions have been provided. In order to see whether the fourth condition is also provided, a multiple regression analysis in which dependent variable was job performance, independent variables leader-member exchange and organizational cynicism was carried out. The regression coefficients (Beta values) between the independent variable (leader-member exchange) and the dependent variable (work performance) in H1 and H4 Hypotheses were examined for the effect of the instrument variable. According to this datas, the beta coefficient of H4 (313) was found to be lower than the beta coefficient of H1 (, 182). This suggests that organizational cynicism assumes the role of a partial mediating role between leader-member exchange and job performance.
Using Organizational Culture, Leadership and Personal Values to Improve Ihsa...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
A Study on Impact of Organization Culture on Employee Behaviour with Special ...YogeshIJTSRD
Organizational culture is characterized by beliefs and convictions that support the organizations objectives. Corporate culture has an effect on employee conduct. Interpersonal relationships, coordination and collaboration between different organizational units, as well as the rewards and incentives provided by their management The management must have the following qualities in order to improve their success in their respective fields B. Kishori | R. Kanimozhi "A Study on Impact of Organization Culture on Employee Behaviour with Special Reference to TNSTC, Perambalur District" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-3 , April 2021, URL: https://www.ijtsrd.com/papers/ijtsrd39999.pdf Paper URL: https://www.ijtsrd.com/management/organizational-behaviour/39999/a-study-on-impact-of-organization-culture-on-employee-behaviour-with-special-reference-to-tnstc--perambalur-district/b-kishori
The Good News, newsletter for June 2024 is hereNoHo FUMC
Our monthly newsletter is available to read online. We hope you will join us each Sunday in person for our worship service. Make sure to subscribe and follow us on YouTube and social media.
The Chakra System in our body - A Portal to Interdimensional Consciousness.pptxBharat Technology
each chakra is studied in greater detail, several steps have been included to
strengthen your personal intention to open each chakra more fully. These are designed
to draw forth the highest benefit for your spiritual growth.
The PBHP DYC ~ Reflections on The Dhamma (English).pptxOH TEIK BIN
A PowerPoint Presentation based on the Dhamma Reflections for the PBHP DYC for the years 1993 – 2012. To motivate and inspire DYC members to keep on practicing the Dhamma and to do the meritorious deed of Dhammaduta work.
The texts are in English.
For the Video with audio narration, comments and texts in English, please check out the Link:
https://www.youtube.com/watch?v=zF2g_43NEa0
Lesson 9 - Resisting Temptation Along the Way.pptxCelso Napoleon
Lesson 9 - Resisting Temptation Along the Way
SBs – Sunday Bible School
Adult Bible Lessons 2nd quarter 2024 CPAD
MAGAZINE: THE CAREER THAT IS PROPOSED TO US: The Path of Salvation, Holiness and Perseverance to Reach Heaven
Commentator: Pastor Osiel Gomes
Presentation: Missionary Celso Napoleon
Renewed in Grace
What Should be the Christian View of Anime?Joe Muraguri
We will learn what Anime is and see what a Christian should consider before watching anime movies? We will also learn a little bit of Shintoism religion and hentai (the craze of internet pornography today).
In Jude 17-23 Jude shifts from piling up examples of false teachers from the Old Testament to a series of practical exhortations that flow from apostolic instruction. He preserves for us what may well have been part of the apostolic catechism for the first generation of Christ-followers. In these instructions Jude exhorts the believer to deal with 3 different groups of people: scoffers who are "devoid of the Spirit", believers who have come under the influence of scoffers and believers who are so entrenched in false teaching that they need rescue and pose some real spiritual risk for the rescuer. In all of this Jude emphasizes Jesus' call to rescue straying sheep, leaving the 99 safely behind and pursuing the 1.
The Book of Joshua is the sixth book in the Hebrew Bible and the Old Testament, and is the first book of the Deuteronomistic history, the story of Israel from the conquest of Canaan to the Babylonian exile.
Homily: The Solemnity of the Most Holy Trinity Sunday 2024.docxJames Knipper
Countless volumes have been written trying to explain the mystery of three persons in one true God, leaving us to resort to metaphors such as the three-leaf clover to try to comprehend the Divinity. Many of us grew up with the quintessential pyramidal Trinity structure of God at the top and Son and Spirit in opposite corners. But what if we looked at this ‘mystery’ from a different perspective? What if we shifted our language of God as a being towards the concept of God as love? What if we focused more on the relationship within the Trinity versus the persons of the Trinity? What if stopped looking at God as a noun…and instead considered God as a verb? Check it out…
Evangelization in the footsteps of Saint Vincent de Paul
Spiritual climate and its impact
1. Spiritual Climate of Business Organizations and Its Impact On Customers’ Experience of Employees’ Service AshishPandey, (Fellow of M.D.I., Gugaon) Faculty, SJMSOM, Indian Institute of Technology Mumbai, India
2. Objectives of this Presentation To explain the process of developing the construct of ‘spiritual climate at workplace’ Evaluation of hypothesis about positive relationship between spiritual climate and its impact on customers experience of employees’ service
3. Flow of This Discussion Definition of key terms Brief overview of literature review Research gap, Conceptualizing Spiritual Climate, Proposed Hypotheses Theoretical evaluation, Limitations and Contribution of the study
4. Definition of Spirituality (adapted from the literature for the current study) Spirituality is the harmony with oneself and with natural and social environment and believe or capacity of transcendence.
5. Spiritual Climate at Workplace Spiritually Climate at workplace is defined as the collective perception of the employees about the work place which facilitates harmony with ‘self’ through meaningful work, transcendence from the limited ‘self’ and operates in harmony with social and natural environment having a sense of interconnectedness within it.
10. Spirituality: Epistemological Divergence Spirituality as Intelligence Zohar and Marshall(2002), Emmons (1999) Spirituality as Inner Experience Caddy (1986), Dillard (2002), Spirituality as Higher Reaches of Developmental Lines Lovinger (1998), Kohlberg (1990) Spirituality is attitude of openness, care and love Wilber (2004)
14. Quality OrientationTranscendence Traditional Vedantic Thoughts Swadharma Loksangrah Pandey, A. and Gupta, R. K. (2008). Spirituality in Management: Review of Traditional and Contemporary Literature and Agenda for Future Research, Global Business Review, Sage Pub., Vol. 9, Iss. 1, pp. 65-84,
15. Major Insights from Literature Literature on human well-being and humanistic and integral psychology acknowledges the spiritual aspect/s of human self and realms of human consciousness beyond psycho-physiological and psychosocial realms. Spirituality manifests at different levels and forms in human affair. Possibility of synthesis of contemporary knowledge and traditional wisdom in the field of spirituality.
16. Research Gap Very few studies predicting relation of spirituality with organizational outcomes (except Nur, 2003, Scott, 2002) Most of the individual level studies in the field of spirituality in management suffer from ‘same source bias’. No study reported to examine the impact on customers service experience (Marques, 2005)
20. Spirituality at Workplace :A Conceptual Convergence Harmony with self: Finding meaning and purpose in work (Mitroff and Denton, 1999; Ashmos and Duchon, 2000), Profound feeling of well being and joy (Kinjerski, 2004), Self actualization (Ashforth and Pratt, 2003; Pfeffer, 2003) Development of one’s full potential (Krishnkumar and Neck, 2002) Harmony with environment: Community (Giacalone and Jurkiewicz, 2004, Ashmos and Duchon, 2000), Being comfortable with the world (Morgan, 1993) Connectedness (Ingersoll, 1998), compassion (McCormick, 1994) Respect, Humility, Common purpose etc.(Heaton, Scmidt-Wilk and Travis, 2004, Kinjerski, 2004) Transcendence: Connection to something greater than oneself (Dehler and Welsh, 2003, Ashforth and Pratt, 2003) Meditative work (McCormick, 1994)
21. Research Objectives Conceptualizing the Spiritual Climate of the business organization and development of the scale of spiritual climate Test the relation of spiritual climate at workplace and customers experience of employees’ service
22.
23.
24. Components of Employees’ service:(Grace and O’Cass, 2004) Prompt service Willingness to help Understanding the customers need Trust Safety Politeness Personal attention Possessing and providing service related information Keeping promise
25. Hypotheses H1: Workplace showing higher Spiritual climate will be experienced by the customers as providing better employees’ service. H1a: Customers will find the better employees’ service in the workplace where employees’ find their work meaningful. H1b: Customers will find the better employees’ service in the workplace where employees experience sense of community. H1c: Customers will find the better employees’ service in the workplace where employees are concern towards each other family. Contd…
26. H1d: Customers will find the better employees’ service in the workplace where employees experience authenticity in people’s behavior at work place. H1e: Customers find the better employees’ service in the workplace where employees work with the feeling of Loksangrah, i.e. as if they are working for world-maintenance. H1f: Customers find the better employees’ service in the workplace where employees experience meditative work.
27. Operationally defined Measurement issues Face and Content validity Non continuousness of antecedent and consequent Reliability : (Cronback Alpha) Variables Construct validity Convergent validity : Supportive environment Questionnaire Discriminant validity: Items of opposite Construct Construct Logical adequacy covariance direction Control of other variables Empirical Adequacy variance in data sources: One Bank many branches Relationship Falsification of Variables, Constructs and Proposed Relationships
31. Scale Development Phases(with Theory Driven Approach) 1. Item Conception and writing 2. Item Analysis, i.e. internal consistency evaluation and item selection based on face and content validity 3 Dimensionality check
39. Operational Definitions of Sub-Constructs Meaningful work: Work for life not only for livelihood (Ashmos and Duchon, 2000) Hopefulness: Individual determination that goals can be achieved and belief that successful plans can be formulated and pathways can be identified to attain the goal (Snyder, 2000) Authenticity : Alignment of people’s actions and behaviors with their core, internalized values and beliefs (Pareek, 2002; Harvey, Martinko and Gardner, 2006) Continued …
40. Sense of community: Experience of interconnectedness and interdependence of employees (Jurkiewicz and Giacalone, 2004) Loksangrah: Working for world maintenance (Radhakrishnan, 1954); Concern for social and Natural environment Respect for diversity: Adapting a plural way of accommodating the multiplicities and diversities of societies, markets and individuals and operates on shared opportunity and shared responsibility (Zohar, 2002) Meditative work: Experience of being absorbed in work, losing any sense of self, and becoming one with the activity (McCormick, 1994)
41. Battery of 112 items Likert type 1-5 scale (Measuring diff. sub constructs) Pilot Test 1 Qualitative Analysis based on Cognitive interviewing with six potential respondents 78 items for pilot testing Scale Construction Phases Subjected to Face and Content Validity check with experts Contd…..
42. Reformulation and editing of the Questions after Pilot 1 Items related to Hopefulness, Respect for diversity showed high correlation with some other items Pilot 2 Quantitative Analysis Sample Size: 76 Dimensionality check to assess the validity and reliability of the instrument covering Five Sub-constructs Pilot 3 Factor Analysis Sam. Size:162 Scale Construction: Contd….
67. Std. Error of the Estimate Adjusted R Square R Square R Model 0.19588 0.137 0.169 0.411 1. Durbin-Watson Change Statistics Model Sig. F Change df2 df1 F Change R Square Change 1.691 0.030 26 1 5.276 0.169 1 Impact of Spiritual climate on Customers experience:Summary of Regression Model
68. Hypothesis Testing: H1 t-Test H-14 L-14 Spiritual Climate Scores Employees Service Scores 3.78 3.21 3.91 3.74 t- Statistics: 2.126 P value: 0.044 (Leven’s test sig.: 0.738)
69. Conclusion p-Value H5 L5 Acceptable 0.005 3.66 3.99 H1a (Meaningfulness) Acceptable 0.03 3.74 3.95 H1b (Sense of Community) Not Accepted 0.4 3.91 3.97 H1c (Concern for family) Acceptable 0.06 3.73 3.94 H1d (Authenticity) Acceptable 0.003 3.68 3.98 H1e (Loksangrah) Variable dropped before hypothesis testing H1f (Meditative Work) ANOVA: Average Employees’ Service Scores of 5 branches each from highest and lowest Spiritual Climate Score
70. Contributions to ‘Spirituality at Workplace’ and larger OB literature Integrating the traditional and contemporary thoughts for conceptualizing spirituality at workplace Answers the call of Giacalone and Jurkiewicz (2004) for an instrument that captures workplace spirituality The study intend to contribute to Positive OB literature
71. Contributions to Service Quality literature Gupta (1995) suggested that quality orientation and customers service are the two modern management notions parallel to Vedantic wisdom. This study examines the conjecture and tests it empirically. This study answers the call of Bowen and Waldman (1999) for research that pulls different sources of data together for better understanding of requirements and consequences of employee performance in relation with customers satisfaction.
72. Managerial Implication Meaningfulness of work and sense of contribution is linked to employees performance Importance of generic climate for specific climate to be achieve intended outcome Useful finding for Energized Learning (Thriving) organization and other OD intervention Stepping stone towards concretizing the scheme of organizational consciousness
73. Limitations Person-organization fit variation is not studied Usual limitations of Positivist paradigm Specificity due to cultural difference has not been examined