Workplace Spirituality and Organizational Commitment Influence on Job Performance among Academic Staff

James Kennedy Campbell, Yen Siew Hwa

Abstract


ABSTRACT

This study examines the relationships between spirituality in the workplace, organizational commitment and job performance measured in terms of key performance indicators (KPIs) based on a sample of 376 academic staff at Universiti Sains Malaysia (USM). The methods used in the study are factor analysis and multiple regression analysis. Three factors are found to explain organizational commitment: affective commitment, continuance commitment and normative commitment. Affective and normative commitments are positively influenced by workplace spirituality, which is explained by three factors: alignment between organizational and individual values; sense of enjoyment at work and contribution to community; and opportunity for inner life. The study also finds that neither high commitment nor workplace spirituality among academic staff necessarily manifest in high KPIs. Instead, other staff background variables appear to have more influence on job performance, such as gender, stream, age and rank.

Keywords: workplace spirituality; job performance; key performance indicators; affective commitment; continuance commitment; normative commitment

ABSTRAK

Kajian ini menguji hubungan antara kerohanian di tempat kerja dan komitmen organisasi dengan prestasi kerja yang diukur dalam bentuk indikator penilaian prestasi (KPIs) berasaskan responden seramai 376 orang staf akademik di Universiti Sains Malaysia (USM). Kaedah kajian yang digunakan adalah analisis faktor dan analisis regresi berganda. Kami memperoleh tiga faktor yang menerangkan komitmen organisasi: komitmen afektif, komitmen berterusan dan komitmen normatif. Komitmen afektif dan komitmen normatif dipengaruhi secara positif oleh kerohanian di tempat kerja yang dapat diterangkan oleh tiga faktor: keselarasan antara nilai organisasi dengan nilai individu; keseronokan bekerja dengan sumbangan kepada masyarakat; dan peluang untuk mencapai kerohanian hidup. Dapatan kajian kami juga menunjukkan bahawa komitmen dan kerohanian yang tinggi di tempat kerja dalam kalangan staf akademik tidak semestinya akan menyumbang kepada KPIs. Sebaliknya, latar belakang staf seperti jantina, aliran, umur dan pangkat didapati mempunyai pengaruh yang lebih tinggi terhadap prestasi kerja mereka.

Kata kunci: Kerohanian tempat kerja; prestasi kerja; indikator penilaian prestasi; komitmen afektif; komitmen berterusan; komitmen normatif


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