This study examined the relationship between workplace spirituality and employees’ perception of stakeholder relationships on a primary and secondary stakeholder level. The purpose of the research was to establish whether an employee with higher spiritual perspective, as manifested n the workplace, displays increased consideration for relationships with stakeholders. The quantitative research took the form of a cross sectional survey design to answer three research questions. The electronic survey was administered to a sample of post-graduate business students. A positive correlation was found between workplace spirituality and employees’ perception of secondary stakeholder relationships. / Dissertation (MBA)--University of Pretoria, 2011. / Gordon Institute of Business Science (GIBS) / unrestricted

To answer the research question of "What would a conceptual framework for spirituality in an employee assistance (EAP) context entail?" an exploratory-descriptive approach was followed. A literature study was conducted to understand the construct of spirituality and the importance thereof in human functioning. Further, spirituality in practical contexts was explored, both in the workplace and in the EAP contexts. The researcher concluded that spirituality is better situated in the EAP that in the workplace setting in general. To further explore spirituality in the EAP context, a quantitative approach was followed and a survey in the form of web-based questionnaire was distributed to a list of EAP practitioners and professionals, which was obtained form EAPA-SA. Survey links were distributed to 232 (valid) email addresses of the members on the EAPA-SA list, and an additional 25 survey links were distributed to other respondents using snowball sampling. Out of the total of 257 valid survey links distributed, a total of 57 completed responses were received, a response rate of 22%. The survey aimed to explore the knowledge, attitudes and practices in respect of spirituality in their respective employee assistance practices. The respondents rated spirituality quite highly in both their own and in their clients' lives, indicating strong positive attitudes towards spirituality and that they frequently deal with spiritual matters in practice. However, respondents indicated uncertainty regarding their own knowledge levels and the training they received to enable them to deal with these matters in practice. Incorporating the results of the literature and empirical studies, a conceptual framework and recommendations for spiritual interventions in EAP practice are proposed. / Mini Dissertation (MSocSci)--University of Pretoria, 2016. / Social Work and Criminology / MSocSci / Unrestricted

In the late 1990's researchers began studying spirituality as a workplace phenomenon. In the year 2000 a distinction was made between individual spirituality and organisational spirituality. This meant that spirituality could be studied on more than one level and that it was no longer just a personal phenomenon, but rather that organisations (as non-human entities that are made-up of clusters of humans) could in fact also be spiritual entities. In 2004, Kinjerski and Skrypnek, identified a third dimension of spirituality distinct from individual spirituality and organisational spirituality the experience of spirit at work. The aim of this study was to gain insight into the functionality of spirituality by testing the relationship between these three spirituality constructs individual spirituality, organisational spirituality and the experience of spirit at work and the resultant impact of these constructs on two positive work outcomes work engagement and affective organisational commitment. A sequential mixed methods approach was utilised in this study and the research was conducted in two phases. The first phase of the research was quantitative. During the quantitative phase of the research an online survey was distributed to respondents across South Africa. The second phase of the research was qualitative and consisted of follow-up semi-structured personal interviews with selected respondents to the survey. It was found that the three spirituality constructs individual spirituality, organisational spirituality and the experience of spirit at work are independent constructs but that strong positive correlations exist between individual spirituality and spirit at work, between individual spirituality and organisational spirituality and between spirit at work and organisational spirituality; with the strongest correlation between spirit at work and organisational spirituality. From these correlations one can conclude that the experience of spirit at work has the greatest impact on work engagement and organisational commitment; followed by the level of organisational spirituality in the workplace. Therefore, organisations that are more spiritual seem to have employees who are more engaged in their work and more committed to their respective organisations. Spirit at work was found to be the strongest predictor of work engagement, meaning that when there is an increase in experiences of spirituality in the workplace, work engagement levels also increase. This means that the extent to which people feel engaged and immersed in their work, is dependent on the extent to which they experience spirit in their work. This finding highlights the critical importance of enabling employees to discover their strengths and passions and matching them to work that they both enjoy and are good at, for enhanced work engagement. Spirit at work was also found to be the strongest predictor of organisational commitment. As the experiences of spirit at work increase, the levels of affective organisational commitment in the organisation also increases. It could thus be argued that when people experience spirit at work or in their work, they tend to be more committed to their organisations. The current study has strengthened the business case for workplace spirituality. The findings of this study indicate that the organisational environment is the greatest predictor of whether employees will experience spirit at work or not and thus indirectly the greatest factor for predicting work engagement and organisational commitment levels. These findings substantiate the need for organisations to start playing a more active role in creating a work environment that is conducive for employees to experience spirit at work. There are a number of things that organisations can do to create more spiritual work environments and as a result reap the benefits of greater work engagement and greater organisational commitment. / Thesis (PhD)--University of Pretoria, 2016. / Human Resource Management / PhD / Unrestricted

The purpose of this study, which primarily focuses on spiritual values, was to develop a measurement for nine spiritual anchors – perfection, compassion, passion, inspiration, investigation, dedication, appreciation, determination and cooperation – as proposed by Karakas (2010). Through the development of such a measurement, the concept and construct of spiritual anchors was investigated and definitions were refined.After reviewing the literature on workplace spirituality and personal values, a Spiritual Value Compass Inventory was developed. The 350 responses received after distributing the inventory to a sample of South African MBA students was analysed using exploratory and confirmatory factor analysis. The findings from these analyses yielded a spiritual value compass model.The spiritual value compass model outlines the spiritual anchors held by this diverse group of businesspeople, which was shaped as “passion”, “compassion”, “investigation” and “determination”. These anchors bear relevance to Karakas’ (2010) original framework for spiritual anchors, however, they have been refined through empirical evidence.The Spiritual Value Compass Inventory and the Spiritual Value Compass model provide professionals and managers with tools to understanding their spirituality and value compasses, and could form part of an important step towards preparing these business leaders to manage and create a workforce that is motivated to perform optimally. / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted

Thesis (MBA (Business Management))--University of Stellenbosch, 2007. / ENGLISH ABSTRACT: This study project addresses the role spirituality in the workplace can play. The conclusion is that although people are different, in the working environment in an organisation, much time is spent together and creating an environment that is a joy to work in, will induce the employees to work with energy and be highly productive. A number of interviews were conducted and factual information was acquired to analyse the effects of spirituality in the workplace. A conclusion is reached that underlines the fact to counter low morale, low productivity and negative attitudes in the workplace it is imperative that we should address the spirituality in the workplace thus ensuring that a positive organisation culture is maintained within the organisation. / AFRIKAANSE OPSOMMING: Hierdie studie projek behandel die rol wat geestelikheid in die werkplek kan speel. Die gevolgtrekking wat gemaak kan word is dat alhoewel mense van mekaar verskil in die werksomgewing binne die organisasie, hulle ‘n groot gedeelte van die dag met mekaar spandeer en vir dié rede is dit van kardinale belang dat ‘n goeie werksklimaat geskep word wat sal bydra dat die werknemer energiek werk en hoë produktiwiteit handhaaf. ‘n Aantal onderhoude was gevoer en feitlike inligting was verkry om die effek van geestelikheid in die werksplek te ondersoek. ‘n Slotsom is bereik dat die feite van lae moraal, lae produktiwiteit en negatiewe ingesteldheid in die werksplek belangrik is om geadresseer te word ten einde te verseker dat geestelikheid in die werksplek toegepas word en dat ‘n positiewe klimaat in die organisasie handhaaf word.

Career plateau has been identified as stressful experiences that can lead to employee negative feelings and attitudes in the workplace. However, empirical studies that examine how career plateau relates to employee outcomes and the conditions that moderate the above relationships have been scarce. Using an occupational stress model as the foundation, this study examined whether two types of career plateau (i.e., hierarchical plateau and job content plateau) relate to employee outcomes (emotional exhaustion, job satisfaction, and affective organizational commitment). Furthermore, this study examined whether the proposed psychological processes (future career uncertainty and subjective monotony) mediate the above relationships and whether components of workplace spirituality (i.e., inner life and belongingness to community) moderate the relationship between career plateau and psychological processes. Based on responses of 243 participants, hierarchical regression results indicate that both plateaus relate negatively with job satisfaction, job involvement, and affective organizational commitment. However, only hierarchical plateau relates positively to emotional exhaustion, whereas job content plateau is not related to emotional exhaustion. Also, individuals’ future career uncertainty partially mediates the relationship between hierarchical plateau and employee emotional exhaustion and job attitudes, whereas subjective monotony partially mediates the relationship between job content plateau and job attitudes, but completely mediates the relationship between job content plateau and emotional exhaustion. Furthermore, only the inner life component of workplace spirituality moderates the relationship between hierarchical plateau and future career uncertainty. Based on the study findings, managerial implications, limitations and suggestions for future research directions are given.

Mini-dissertation (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

In light of claims that liberalism has led to a breakdown in society, this paper refutes these claims by examining how workplace spirituality at Starbucks Coffee impacts the identities of several employees. While others have examined workplace spirituality as a management technique, this study illustrates how it could be understood as a distinctly modern way of being religious. By linking the ethnography to recent religious trends, this study illustrates how employees are cultivating a spirituality of an inner self. Specifically, these employees accomplish three things. First, they claim to discover their true authentic self. Also, despite the alienation of modern life, workplace spirituality helps employees establish new forms of community. Third, they rework traditional notions of authority in the workplace in ways that strengthen a connection with their inner selves. Finally, the author briefly explores the broader ethical and religious implications that arise from understanding the dynamics of workplace spirituality.

Today's organisations are faced with changes such as increased competition and technological changes, not to mention the impact of globalisation on South African organisations. In a sense, the 21" century brought forth a more positive outlook and is described by some as the century of fortegenic living and wellness. Organisations today are searching for programmes that support strengths and wellness, as opposed to the historic employee assistance programmes. Spiritual wellness seems to be the antibiotic for these negative impacts. The objective of this study was to conceptualise spiritual work wellness and develop basic, generic guidelines for the implementation of spiritual work wellness programmes within .the diverse organisational context of South Africa. A qualitative method was applied as the approach that guided the research. The participants were recruited by making use of a combined purposive and network sampling. The sample size (N = 10) was determined by data saturation. Data gathering was done by means of a semi-structured interview with each of the participants. Where the need arose, the participants were afforded the opportunity for in-depth discussions and clarification. Data-analysis was done by means of cognitive mapping, followed by the transcription of data and the combined technique of content analysis. Data-analysis was also done by an independent co-coder. From the discussion of the research results and literature control, conclusions were made regarding spiritual wellness with specific reference to the workplace and to how spiritual wellness is conceptualised from the literature and also to the contribution of that conceptualisation towards answering certain essential questions. More conclusions concerning spiritual work wellness were made through the experts’ perceptions of how spiritual work wellness relates to the South African work force. Through further discussion of the results, guidelines were formulated for effective spiritual work wellness programme implementation within the diverse workforce of South Africa and were reflected in the recommendations of the research. / Mini-dissertation (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Today's organisations are faced with changes such as increased competition and technological changes, not to mention the impact of globalisation on South African organisations. In a sense, the 21" century brought forth a more positive outlook and is described by some as the century of fortegenic living and wellness. Organisations today are searching for programmes that support strengths and wellness, as opposed to the historic employee assistance programmes. Spiritual wellness seems to be the antibiotic for these negative impacts. The objective of this study was to conceptualise spiritual work wellness and develop basic, generic guidelines for the implementation of spiritual work wellness programmes within .the diverse organisational context of South Africa. A qualitative method was applied as the approach that guided the research. The participants were recruited by making use of a combined purposive and network sampling. The sample size (N = 10) was determined by data saturation. Data gathering was done by means of a semi-structured interview with each of the participants. Where the need arose, the participants were afforded the opportunity for in-depth discussions and clarification. Data-analysis was done by means of cognitive mapping, followed by the transcription of data and the combined technique of content analysis. Data-analysis was also done by an independent co-coder. From the discussion of the research results and literature control, conclusions were made regarding spiritual wellness with specific reference to the workplace and to how spiritual wellness is conceptualised from the literature and also to the contribution of that conceptualisation towards answering certain essential questions. More conclusions concerning spiritual work wellness were made through the experts’ perceptions of how spiritual work wellness relates to the South African work force. Through further discussion of the results, guidelines were formulated for effective spiritual work wellness programme implementation within the diverse workforce of South Africa and were reflected in the recommendations of the research. / Mini-dissertation (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.