spiritual climate and its impact
TRANSCRIPT
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Spiritual Climate of Business Organizations and Its Impact On
Customers’ Experience of Employees’ Service
Ashish Pandey, (Fellow of M.D.I., Gugaon)
Faculty, SJMSOM,Indian Institute of Technology
Mumbai, India
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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
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Flow of This DiscussionDefinition of key terms
Brief overview of literature review
Research gap, Conceptualizing Spiritual Climate, Proposed Hypotheses Theoretical evaluation,
Limitations and Contributionof the study
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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.
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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.
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Employees’ Service
• Service behaviour of employees towards clients/customer
• Service Consumption Experience (in banking sector) is a function of :
Core Service, Employees’ Service and Servicescape (Grace and O’Cass, 2004)
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Inspiration for the Study
• Creating meaning may be the most important managerial task of the future.
Nichols (1994)
• Performance survey of organizations managed by spiritual values shows more incidences of Organizational Citizenship Behaviors
Nur (2003)
• Best places to work are where people find a purpose to work other than their paycheques. These companies gave returns more than three times that of S&P 500 companies give between 1997 to 2003.
Fortune (2006) analysis of ‘Best Places to Work’
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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)
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Spirituality in Management: A Schematic View
Traditional VedanticThoughtsSwadharmaLoksangrah
ContemporaryThoughts
• Positive/ Humanist Psychology• Well-being Literature• Integral Psychology
Spiritualityin Management
HarmonyWith Self
Harmony inEnvironment
Transcendence
ImpactOf Spirituality
Job Behavior
• Motivation
• Learning
• Commitment
OrganizationPerformance
• Financial
• Quality Orientation
Conceptual UnderpinningOf Spirituality
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,
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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.
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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)
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Psychology
Freud Jung
Fromm Maslow
Frankl Allport
Well Being
ElementalismHumanism
Aspects of Spiritual WellnessCharlene (1996)
• Meaning and purpose in life• Intrinsic values• Transcendent beliefs /experiences• Community/relationship
Literature Review
Contemporary Thoughts about Spiritual Aspect of
human life
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Literature Review
Indian Traditional Wisdom(Vedantic Views)
Dharma
Rta
Adhyatmik
Adhidaivik Adhibhuatik
Swadharma
Loksangrah
and
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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)
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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
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Theoretical Foundation of Research
Gestalt psychology (Lewin, 1955):
Perceiving the ‘whole’ to draw psychologically meaningful
references
The basis of most of organizational climate research
Linkage research (Schneider, 1989):
Climate of a business organization is perceived by its clients and
impact their experience.
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Consequent Variable in the Study: Employees’ Service
Service Consumption Experience is a function of
Core Service, Employees’ Service and Servicescape, (Grace and O’Cass, 2004)
Employees Behavior is a function of Personality and Environment (Salancik and Pfeffer, 1978; Chatman and Barsade, 1995)
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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
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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…
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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.
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Falsification of Variables, Constructs and Proposed Relationships
Logical adequacycovariancedirection Control of other variablesEmpirical Adequacyvariance in data sources: One Bank many branches
Relationship
Construct validityConvergent validity : Supportive environment Questionnaire Discriminant validity: Items of opposite Construct
Construct
Operationally definedMeasurement issues
Face and Content validityNon continuousness of antecedent and consequentReliability : (Cronback Alpha)
Variables
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Overview of Empirical Research
Development of Spiritual Climate Scale
Phases of Empirical Research
Exploratory Factor Analysis
Validation of Spiritual Climate Scale
Hypotheses Testing
Confirmatory Factor Analysis
Technique/Test Applied
• Regression Analysis• Comparison of means• Analysis of Variance
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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
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• Meaningful work
• Hopefulness
• Authenticity
• Sense of community
• Loksangrah
• Respect for diversity
• Meditative work
Harmony with self
Harmony in environment
Transcendence
Swadharma
Rta
Variables of the constructCorrelating
dimensions in
contemporary
literature
Dimensions in
Indian
traditional
literature
Spiritual Climate of Workplace:Dimensions and variables from the
literature
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• 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 …
Operational Definitions of Sub-
Constructs
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• 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)
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Scale Construction Phases
Subjected to Face and Content Validity check withexperts
Pilot Test 1
Qualitative Analysis based on Cognitive interviewing with six potential respondents
Battery of 112 itemsLikert type 1-5 scale(Measuring diff.sub constructs)
78 items for pilot testing
Contd…..
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Scale Construction: Contd….
Reformulation and editing of the Questions after Pilot 1
Pilot 2Quantitative AnalysisSample Size: 76
Items related to Hopefulness, Respect for diversity showed high correlation with some other items
Dimensionality check to assess thevalidity and reliability of the instrument covering Five Sub-constructs
Pilot 3Factor AnalysisSam. Size:162
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29Approx. 72%Variance Explained
0.873Reliability Coefficient
371.988 (231 degree of freedom)Chi Square test
0.775KMO Bartlett Test
(for Sampling Adequacy)
7 Factor Solution Meaningful work Sense of community (sub divided in 2 factors) Concern for Family Authenticity Loksangrah
Meditative work
Factor Structure
Non orthogonal Rotation
Summary of findings of Exploratory Factor Analysis
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A Note on Discriminant Validity of the Spiritual Climate Construct
Service Climate(Schneider 2000)
• Managerial behavioral scale
• Branch administration
Ethical Climate(Victor and
Cullen,1989)
• Caring• Law and code• Rules• Independence• Instrumental
(reverse)
Employees’ Engagement(Gallup’s Q-12)(Individual and
dyadic level construct)
• Appreciation• Role clarity• Learning
opportunity• Enablingenvironment
Spiritual Climate
• Meaningfulness• Sense of
community• Authenticity• Concern for family• Loksangrah• Meditative work
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• Unit of analysis(for antecedent) : Branch of Public Sector Bank
• Sampling method: Stratified Random
• Sample size: 31, Equal number of small
and large branches randomly selected from two regions of Delhi Zone Contd…..
Empirical Research Phase II
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• Unit of analysis (for consequent) : Branch of public sector bank• Sampling method: Stratified Random for branches Simple random sampling for customers in respective branches
• Sample size: about 15-20 customers each from the 31 branches sampled for the study
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Factor Structure
• KMO and Bartlett value: 0.821
• Reliability Coefficient: 0. 88
Five Factor Solution
(Variable Meditative Work showed cross
loading thus dropped from the further
analysis)
Spiritual Climate Scale
Confirmatory Factor Analysis
• Two Factor Solution
• KMO and Bartlett test: 0.923
• Reliability Coefficient: 0.91
Employees Service
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0.195880.1370.1690.4111.
Std. Error of the EstimateAdjusted R
Square
R SquareRModel
1.6910.0302615.2760.1691
Sig. F
Change
df2df1F
Change
R
Square
Change
Durbin-
Watson
Change StatisticsModel
Impact of Spiritual climate on Customers experience:
Summary of Regression Model
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Hypothesis Testing: H1
Spiritual Climate Scores
Employees Service Scores
3.78
3.91
3.21
3.74
t-Test
t- Statistics: 2.126P value: 0.044(Leven’s test sig.: 0.738)
H-14 L-14
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ANOVA: Average Employees’ Service Scores of 5 branches each from highest and lowest Spiritual Climate Score
Variable dropped before
hypothesis testing
H1f (Meditative Work)
Acceptable0.0033.683.98H1e (Loksangrah)
Acceptable0.063.733.94H1d (Authenticity)
Not Accepted0.43.913.97H1c (Concern for family)
Acceptable0.033.743.95H1b (Sense of
Community)
Acceptable0.0053.663.99H1a (Meaningfulness)
Conclusionp-ValueH5 L5
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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
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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.
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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
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Limitations
• Person-organization fit variation is not studied
• Usual limitations of Positivist paradigm
• Specificity due to cultural difference has not been examined
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