Content area
Full Text
Abstract
The objective of this study is to investigate the impact of workplace spirituality on organizational commitment among university teachers with the mediating effect of job satisfaction. The adopted questionnaire was administered to a population of 1,655 faculty members working in universities situated in Karachi, and the valid sample size was 600. After normality, validity, and reliability were assessed, the overall model was tested through PLS SEM (partial least square structural equation modeling). A positive impact of workplace spirituality on organizational commitment (t= 39.221, p <. 05) was supported statistically. It was also found that job satisfaction (t = 8.166, p < .05) was the strongest predictor of workplace spirituality. Furthermore, an insignificant impact of job satisfaction on organizational commitment (t =0.738, p > .05) was found. Job satisfaction as a mediator showed no mediation effect between workplace spirituality and organizational commitment. In conclusion, this study contributes unique knowledge to the current body of literature that connects workplace spirituality with job satisfaction and organizational commitment among university faculty. It also provides critical recommendations for academics and human resource managers who seek ways to encourage job satisfaction and organizational commitment.
Keywords: Workplace Spirituality, Organizational Commitment, Job Satisfaction, PLS -SEM
1. Introduction
The human resource is considered to play a significant role in the development and progress of the organizations of all sectors. The organizations are considered to provide precise, efficient, and improved performance by managing human resource. Similar to the organizations of other sectors, the educational institutes are also facing competition for improving their performance. Specifically, the universities emphasize on providing quality education to the students; therefore, despite only considering the technical aspects of learning and teaching, the performance of college or university might also be determined in terms of the qualification and expertise of the teaching faculty (Fanggida et al., 2015). The levels and quality of education delivered from the platform of any university are analyzed by analyzing the expertise levels of the faculty of the university, as the teaching staff is the most significant human resource of the university. For this reason, the universities are required to design and implement plans and strategies for improving the quality of services provided by the teaching and non-teaching staff of the university and other higher educational...