Workplace Spirituality with Nurse Anxiety During The Covid 19 Pandemic in Indonesia

As the front line, nurses in carrying out their duties in services during the covid19 pandemic can increase the risk of anxiety. One of the factors that can affect anxiety is spirituality at work. This study aims to analyze the relationship between workplace spirituality and nurses' anxiety during the COVID-19 pandemic in Indonesia. The research design is a correlation with a sample of 130. The study’s independent variable is spirituality at work, while the study’s dependent variable is nurse anxiety. This research uses a quota sampling technique. Data analysis using chi-square and has received a certificate of research ethics. The study results showed a relationship between workplace spirituality and nurses' anxiety during the covid 19 pandemic in Indonesia, p = 0.000. Based on the results of research, workplace spirituality affects the level of risk of anxiety events, especially during the covid19 pandemic, so this needs to get attention from organizations and leaders in the workplace to improve spirituality in the workplace, especially nurses, who are health workers on the front line during this period covid19 pandemic. Keywords: Workplace spirituality, anxiety, nurse

The Buffering Effect of Spirituality at Work on the Mediated Relationship between Job Demands and Turnover Intention among Teachers

The purpose of this study was to examine whether spirituality at work moderates the direct and indirect (through burnout) effects of quantitative and emotional job demands on turnover intention among teachers. The sample consisted of 952 Polish primary and secondary school teachers. Burnout mediated the relationship between both types of job demands and turnover intention. In the model with quantitative job demands as an independent variable, spirituality at work moderated the second stage path of the indirect effect, i.e., the relationship between burnout and turnover intention (b = −0.022; SE = 0.004; p < 0.001; β = −0.14). In the model with emotional job demands as an independent variable, spirituality at work moderated the first and second stage paths of the indirect effect, i.e., the relationship between emotional job demands and burnout (b = −0.001; SE = 0.001; p = 0.032; β = −0.05) and the relationship between burnout and turnover intention (b = −0.020; SE = 0.004; p < 0.001; β = −0.14). In both models, the indirect effect of job demands on turnover intention through burnout weakened as spirituality at work increased. The results of the study support the inclusion of spirituality at work as a subcategory of personal resources in studies using the job demands-resources model.

Spirituality to organizational citizenship behavior from Islamic perspective: mediating role of spirituality at work and organizational commitment

Purpose This study aims to determine the direct and indirect effects of Islamic spirituality on organizational citizenship behavior (OCB) Islamic perspective (OCBIP), identifying the role of spiritual and marketing strategy at work and organizational commitment to mediate the effect of Islamic spirituality on OCBIP. Design/methodology/approach The research population is all employees of Sidoarjo BRI Syari'ah Branch Office. Total sample involves 130 fulltime employees. Proportional random sampling technique is a selected technique. Data is collected directly from respondents. The analysis used in this study uses Partial Least Square. Findings The research results show that Islamic spirituality has no direct effect on OCBIP. Spiritual at work mediates the effect of Islamic spirituality on OCBIP; organizational commitment mediates the effect of Islamic spirituality on OCBIP. Originality/value The OCBIP variable is used as the originality in this study. Another finding in this research is the marketing strategy of sharia-based companies. There has not been a comprehensive examination of the influence of Islamic spirituality and marketing strategies on OCB with spirituality at work and organizational commitment as a mediating variable. This Islamic perspective is very important considering the majority of Indonesian citizens are Muslims.

Resilience Meets Sustainable and Spiritual Background Into an Initial Review for the New Normal After the COVID-19 Pandemic

Objective: This work aims to generate an initial basis for a discussion of the strategic structuring of values that impact the perspective of planning at its different levels within the scope of organizational human relations. The value highlighted in this article is an intersection between organizational resilience and spirituality at work, through which production systems can maintain internal quality even after conforming to external pressures from the environment and moving toward sustainability.Design/Methodology/Approach: The methodology applied in this research consists of consulting and organizing a previous knowledge base of a research and development group in technology and sustainability. This knowledge base is based on research, articles, and books on sustainability and corporate responsibility. Then, this more sedimented knowledge base finds the most recent construction of the concept of spirituality in the workplace for the topic of interest from a triangulation of the concept of resilience, corporate sustainability, and spirituality at work.Results: The main findings of this research, if in the reflections on the impact of attribute resilience in the development and maintenance of productive systems. The main issue observed is the correspondence of the identity of the human being with identity, enabling the production of a predictable planning environment in the aspects of motivation and engagement to overcome moments of crisis.Originality/Value: The originality of the article involves the construction of an abstract approach system to understand an attribute that, according to the literature, can be developed and articulated to achieve a perennial organizational performance in society.

An Exploratory Study of Spirituality in German Enterprises

Spirituality at work is increasingly attracting attention in management research, especially in the Anglo-Saxon and Asian contexts. However, for the German context, we know little about spirituality at work from scientific research, and findings and results from other sources are broadly scattered. Using a mixed-methods approach, we collect first findings on employer’s perception of spirituality at work and specific HRM practices in German workplaces. We analyse daily newspapers and related best-practice publications and conduct a small-scale qualitative employer survey in Northern Germany. To structure the results, we propose three main impact perspectives on spirituality in the workplace (workforce diversity, employee needs, and employer capabilities) as well as different employer stances in dealing with these three perspectives, from faith-avoiding to faith-based (Miller & Ewest, 2015). In all three perspectives and stances, companies already implement different HR activities under different expectations and perceptions. Some German organisations already address the needs perspective by room-related tools, working time-related tools, food-related offers, and instruments that facilitate coordination and cooperation in multi-religious settings. Employer stances differ concerning religious and non-religious spirituality. While employers view nonreligious spirituality in the company as generally positive (faith-friendly), they are often sceptical of religious spirituality at work (faith-avoiding or faith-safe).

An Exploratory Study of Spirituality in German Enterprises

Spirituality at work is increasingly attracting attention in management research, especially in the Anglo-Saxon and Asian contexts. However, for the German context, we know little about spirituality at work from scientific research, and findings and results from other sources are broadly scattered. Using a mixed-methods approach, we collect first findings on employer’s perception of spirituality at work and specific HRM practices in German workplaces. We analyse daily newspapers and related best-practice publications and conduct a small-scale qualitative employer survey in Northern Germany. To structure the results, we propose three main impact perspectives on spirituality in the workplace (workforce diversity, employee needs, and employer capabilities) as well as different employer stances in dealing with these three perspectives, from faith-avoiding to faith-based (Miller & Ewest, 2015). In all three perspectives and stances, companies already implement different HR activities under different expectations and perceptions. Some German organisations already address the needs perspective by room-related tools, working time-related tools, food-related offers, and instruments that facilitate coordination and cooperation in multi-religious settings. Employer stances differ concerning religious and non-religious spirituality. While employers view nonreligious spirituality in the company as generally positive (faith-friendly), they are often sceptical of religious spirituality at work (faith-avoiding or faith-safe).

Analysis of Spirituality Effect on Workplace and Work Motivation on Employee Performance Bank Syariah Mandiri in Jawa Barat Region

This study aims to determine how much influence spirituality in the workplace on the performance of Bank Syariah Mandiri Bank employees in the West Java Region how much influence the motivation of work on the performance of Bank Syariah Mandiri employees in the West Java Region and how much power the Spirituality at work and work motivation simultaneous performance of Bank Syariah Mandiri employees in the West Java Region. This study uses a quantitative approach with the primary data collection tool questionnaire. The sampling technique used was the purposive sampling technique. While the data analysis technique used is multiple regression analysis. The results of the study illustrate that Spirituality at work has a positive and significant influence on employee performance. Then work motivation has a positive and significant effect on employee performance. Furthermore, Spirituality at work and work motivation together have a positive and significant impact on employee performance.

JOB SATISFACTION, SPIRITUALITY, AND HAPPINESS OF THE EMPLOYEE OF CORRECTIONAL INSTITUTION

Happiness at work is quite essential for every individual during the workday. However, in several institutions and companies, many employees have not achieved their happiness at work. This can be influenced by the existence of job satisfaction and low spirituality at work. This study aimed to determine job satisfaction and spirituality work on happiness at work in the Correctional Institution Class II A Purwokerto-Indonesia employees. The research method used is a quantitative approach using a questionnaire. Respondents in this study were employees who worked in the Correctional Institution Class II A Purwokerto-Indonesia, with a total of 118 employees. The instrument used is a job satisfaction scale with a reliability coefficient of 0.967, spirituality at work scale with a reliability coefficient of 0.962, and happiness at work scale with a reliability coefficient of 0.957. The data analysis method used is multiple regression analysis. The results of the analysis show that there is a significant influence on job satisfaction and spirituality at work on happiness at work for Correctional Institution Class II A Purwokerto-Indonesia employees with Fcount = 322.822; tcount = 7.069; tcount = 4.979; and the probability value sig (p) = 0.000 (p < .05). Obtained a value of R-square = 0.849, indicating that job satisfaction and spirituality at work contributed 84,9% and 15,1% were other factors outside the study.