1. INTRODUCTION:

There has been burgeoning research in the field of spirituality. Various authors and researchers have presented different approaches to bring spirituality in the workplace. There have been various studies studying the impact of workplace spirituality on an organization relating it to other constructs, such as organizational performance, organizational commitment, employee engagement etc. However, in today’s competitive era, where organizations are mainly concerned with the bottom line, with the tangible outcomes such as increasing sales, cash flows, market share, shareholder value etc., where profit maximization has become the main strategic objective, intangible aspects such as values, ethics, spirituality and well-being have been ignored.

Everything in corporations were carried out by the principles of capitalism. However, the net result being decreased productivity, demotivated workers and a weak organisational culture. When capitalism takes control over humanism, our cultural values, religious beliefs, it is making every living person to a “thing” i.e. “dehumanizing” (Vasconcelos, 2015). Not only this, continuous layoffs, restructuring, downsizing, job insecurity made employees fearful of their future in their organizations. This trend was seen in 1980’s in America when not only the poor companies but top corporations started laying off employees. However, as this happened, the corporations suddenly found themselves searching for a one solution to all their problems and voila, they found it in spirituality. Spirituality was seen as a reaction to the corporate greed of 1980s (Gracia-Zamor, 2003). Thus, we saw a sudden spur in the number of books and research articles published on the subject since 1990s. Spirituality became the new cool word, every management author or researcher was using it, studying it and publishing it.

This rising interest in spirituality could be seen from the number of books published on the subject in different categories such as self-help, facilitating others, and a form of more generalized engagement (Oswick, 2009). According to Oswick (2009) there has been increase in the number of books and scholarly articles being published on spirituality in general and on workplace spirituality in particular, since 1991, with 2139 articles published on spirituality and 232 articles on workplace spirituality.

This interest though fascinating and quite idealistic, did not reflect that much in implementation in the workplace. Organizations have shied away from incorporating spirituality into the workplace. However, today’s dynamic environment technological breakthroughs, scientific innovations further necessitate for spirituality to be embedded in an organization’s environment to provide employees appropriate climate to openly express their believes. That being said, not to forget the byproducts of spirituality, being increased job satisfaction, organizational performance and organisational commitment are beneficial to an organization.

Thus, this paper tries to get in the depth of changing spiritual paradigm in today’s competitive era and further establishes an argument for inculcating spirituality in the culture of an organization. We first progress by examining different meanings attributed to spirituality by different authors. Then we examine some of the prominent work done on spirituality. Further we see the need for implementing spirituality in organizations. In the end we look at barriers faced in the process of such integration and suggest ways to improve it. At the end we conclude by stating the limitations of the study and scope for future research. The purpose of this research paper is to explore the current scenario of workplace spirituality in the 21st century in the Indian context, and is intended to develop a framework for successful implementation of spirituality at work.

2. LITERATURE REVIEW:

2.1 WORKPLACE SPIRITUALITY:

The research in the field of spirituality is in its conceptual stage. That is why we encounter different concepts and the meaning of workplace spirituality being seen from different perspectives. Various definition of the construct exists today. However, all those who have written on the subject do not agree on what it means (Gracia-Zamor, 2003).

Cavanagh (1999) defined workplace spirituality as “the desire to find ultimate purpose in life, and to live accordingly.” Mitroff and Denton (1999) defined workplace spirituality in terms of having a connection with self and others, alignment of one’s values with organizational values and involves the effort to find one’s ultimate purpose in life.

Ashmos and Duchon (2000) define workplace spirituality as “Recognition of an inner life that nourishes and is nourished by meaningful work that takes place in the context of the community”. Spirituality according to them comprises of three components: meaningful work, inner life and community at a workplace.

According to Ashmos and Duchon (2000), “the recognition of spirituality at a workplace means seeing the workplace as populated by people who have both a mind and a spirit and believing that development of a spirit is as important as the development of the mind.”

Authors	Meaning
(Fox, 1994)	Existence and development of inner life and outer life
(Mitroff and Denton, 1999)	a connection with self and others, alignment of one’s values with organizational values and involves the effort to find one’s ultimate purpose in life.
(Ashmos and Duchon, 2000)	Meaning at work, Community, Inner life
(Sheep,2004)	Self-workplace integration, Meaning at work, transcendence of self, Growth and development of one's inner life at work
(Kinjerski and Skrypnek, 2004)	physical, affective, cognitive, interpersonal, spiritual and mystical
(Pandey and Gupta, 2008)	Harmony of self, with the social and natural environment and transcendence
(Pawar, 2009)	Employees’ experience of self-transcendence and also suggested that transformational leadership, organizational citizenship behaviour, organizational support and justice are the precursors for workplace spirituality

Spirituality is one of those terms, where it is difficult to put in words what it means. One can only experience its true meaning. There is no consensus as to the one single definition of spirituality however various definitions do converge into some common components that spirituality encompasses. General themes that are discussed in these definitions and that could be derived are: nurturance of one’s inner life, finding meaning and purpose at work, sense of community, interconnectedness and experience of transcendence or self-transcendence (Pandey, 2017).

2.2. SPIRITUALITY AND RELIGION:

Often spirituality and religion are used synonymously due to these sharing common origin. However, though spirituality traces its origin in religious scriptures, it is not same as religion. Thus, in various studies, authors have taken an initiative to distinguish between spirituality and religion (Pandey, 2020; Garcia-Zamor, 2003).

If spirituality is to be explained in one word, the closest meaning would be “interconnectedness”. Spirituality means having an inner and an outer life (Ashmos and Duchon, 2000), Interconnectedness with self and with a higher power in order to better understand self and give meaning and purpose to life. Spirituality is a personal configuration of feelings and emotions about some higher entity, a sense of being connected to one’s complete self, others and entire universe (King and Boyatzis, 2004; McCormick, 1994; Mitroff and Denton, 1999). It’s manifestation and its practices differ across cultures. While spirituality at work means a connection with the work (Rathee and Rajain, 2020), finding a sense of meaning, purpose and calling in work, a sense of connection with self and others and a harmonious relationship with the organization (Ashmos and Duchon, 2000). It also means having a belief that one’s larger purpose in life is fulfilled by his work.

“Religion is considered to be based on faith and beliefs and is seen to be limited in nature for those following a certain faith tradition. The study of religion often investigated beliefs, rituals and practices and how they have manifested in various spheres of life.” (Benefiel, Fry, and Geigle, 2014)

Companies often fear and resist bringing religion to work because of the fear of being charged of discrimination. In the past some businesses have been seen openly advocating religious practices such as prayer in the conference room Business Week’s November 1, 1999, cover story highlights this new trend of acceptance of bringing religion into the workplace where more than 10,000 groups meet weekly to pray. (cited in Garcia-Zamor, 2003). However though expressing one’s believes at work creates a positive environment for some, it has also been linked to additional suits related to discrimination of employees for the companies.

Since often the difference between spirituality and religion is elusive and cannot be clearly seen, companies shy away from associating itself with religion or spirituality at least openly.

2.3. RESEARCH DONE IN THE FIELD OF SPIRITUALITY:

Workplace spirituality is gathering interest of academicians and practitioners around the globe. Different researches have been conducted linking spirituality with other constructs such as organizational performance, employee engagement, ethics etc. Some of the research has been positive while other has been criticizing the superficial spirituality implemented by organizations (Bell and Taylor, 2003; Forray and Stork, 2002; Lips-Wiersma et al., 2009). Following provides a summary of research done linking workplace spirituality with various organisational outcomes.

OUTCOMES	Authors
Organisational Commitment	(Milliman et al., 2003); (Pawar, 2009); (Rego et al., 2007); (Fanggida et al., 2016); (Nur and Organ, 2006); (Crawford et al., 2009); (Kazemipour and Amin, 2012); (Riasudeen and Prabavathy, 2011)
Job Satisfaction	(Milliman et al., 2003); (Pawar, 2009); (Altaf and Awan, 2011);
	(Usman and Danish, 2010); (Fanggida et al., 2016); (Daniel, 2010)
Organisational Performance	(Pawar, 2009); (Duchon and Plowman, 2005); (Karakas, 2010); (Jurkiewicz and Giacalone, 2004); (Soha et al., 2016); (Pirkola et al., 2016)
Organisational Citizenship Behaviour	(Ahmadi et al., 2014); (Movassagh and Oreizi, 2014); (Chen and Yang, 2012); (Nur and Organ, 2006); (Nasurdin et al., 2013); (Pawar, 2009)

3. RESEARCH OBJECTIVES:

1. To understand the concept of workplace spirituality

2. To emphasize the growing need of workplace spirituality

3. To present an overview of research done in the field

4. To understand the barriers in the way of enforcing workplace spirituality

5. To suggest ways to integrate workplace spirituality with an organization’s environment.

4. RESEARCH METHODOLOGY:

The study is a conceptual study examining the current state of workplace spirituality in research and management. The research design used for this study is a descriptive literature review where the work done till date on the topic is studied and meaningful work is represented and meaningful conclusions are drawn. Several articles were drawn from Sage, Elsevier’s, Wiley on the topic. Research was not confined to a particular industry or sector rather a multidisciplinary approach was adopted to explore the work done on the topic.

5. WHY IT WAS IMPORTANT YESTERDAY AND WHY IT IS MORE IMPORTANT TODAY:

5.1. WHY IT WAS IMPORTANT YESTERDAY:

Spirituality is a positive development surely but why are academicians and organizational practitioners interested in the subject? Interest is surely visible; however, it is not sudden. Spirituality has always been quite visible in other spheres of life than a workplace. It is something practiced and prescribed since ages through various religious scriptures, by different spiritual gurus and mystics. However, the changes in the organizational contexts have led to the emergence of the phenomenon in the workplace. Classical theorists and management thinkers, Taylor, Fayol and Taylor all propounded the classical approach where man was considered a machine and focus was on efficiency. Under these perspectives’ managers were considered means to achieve organizational end. Mangers were supposed to control the workers (Ashmos and Duchon, 2000). No emphasis was being made on the enhancement of skills, happiness and wellbeing of workers. Similarly, the managers followed the Theory X concepts propounded by Douglas Mc. Gregor, where it was believed that employees are work shirkers and thus need to be supervised. However, such approaches lead to the frustration of the workers. Then came the Human Relations approach which propounded the notion that employees are important and an organization must allocate resources to improve their wellbeing. Changing organizational structures and organizational relationships could be another reason attributed to the spread of workplace spirituality. Earlier most organizations were taller and the relationship between manger and employee was limited to work. With time the structures of organizations have become more flatter and the relationships at work have also changed. Various kind of socializing and fellowship activities at work have led to better relationships at work. More emphasis was on gaining employee trust and thus channelizing his efforts towards organizational goals.

Various reasons could be attributed to the popularity of workplace spirituality. First is the changing scenario and organisational environment. As businesses faced tough competition, layoff, it had a ripple effect on the employees. As it happens mostly, the wrath of such scenarios was born by the employees. In order to deal with work pressures, depression, low motivation, employees were seeking something that could relief them and thus spirituality came in as a handy tool.

Second, the influence of spirituality saw its initial support in the human relations approach where it was recognized that the employees are important assets of the organization and thus an organization must take care of its employees.

Third reason being workers and employees see their workplace as their community. With time people have become alone and the need to identify themselves as part of a community, contributing to something has largely been unfulfilled. Thus, employees bring this need at work and organizations are expected to fulfill this need.

Forth being for a long-time employer tried to keep work life and personal life f employees different. Spirituality and other personal believes had to be checked at the door before entering office. This did not work and productivity started declining because employee’s personal life affects their work life and vice-versa. This also made employees frustrated.

All these reasons pointed that basically employees were unhappy in their respective organizations. They were making money but their personal values had to be checked at the door. Working was just a means to earn money nothing more (Gracia-Zamor, 2003). Statistics from the Gallup Organization confirmed such claims. In 1998 survey, 800 Americans were asked whether their jobs had influenced their spiritual lives, 33 percent credited work with “greatly improving” or “improving” their spirituality, suggesting that now spirituality had entered the workplace (D. Lewis 2001).

Thus, slowly the concept of spirituality started manifesting in the workplace. Another reason why organizations are encouraging this trend is that they believe bringing humanism in the work environment creates a win-win situation for all, employees feel safe and happy, thus work dedicatedly towards achieving organisational goals and that reflects in various organisational outcomes such as organisational performance. While on the other hand dispirited organizations further foster low morale, high turnover and burnout.

5.2 WHY IT IS MORE RELEVANT TODAY:

Various reviews and researches have been done so far on this topic regarding the importance of spiritual beliefs in the organization. As the workplace is becoming more and more dynamic, there is a continuous increasing work pressure posing a threat to the employee’s beliefs and happiness, resulting in psychological problems. Today the problems such as emotional labor, burnout, stress, work life balance have become more prevalent. According to the 2017 report of Gallup Incorporation, 70 percent of the US workers do not feel engaged at their work. In these circumstances, spirituality appears like the ray of light that can inspire the managers and business leaders for long-term, sustainable and wholesome solutions (Pandey, 2017). According to Pawar (2016) workplace spirituality enhances the psychological, social, emotional and spiritual wellbeing of the employees.

As we have proceeded with the idea of workplace spirituality, it has been perceived more in technical and economic sense than human (Driscoll and Wiebe, 2007). Top management and HR managers of an organization are less concerned with the well-being of the employees and more concerned with the bottom line. What ought to be an initiative to bring humanism in an organization has in fact led the organization away from it. The result being nothing miraculous or transformative is witnessed in an organization as a result of implementation of workplace spirituality. This material concept of workplace spirituality, however, will not help the world deal with serious issues that arise today. (Vasconcelos, 2015)

We have reached the same place from where we started. The whole idea or theme behind bringing spirituality at a workplace was to ensure well-being of employees. We defined spirituality as integration of work with employee’s values where an employee finds both meaning and calling in his work (Novak, 1996). Through work, an employee tries to identify her purpose and thus, better understand self. However, workplace spirituality in order to effect wellbeing of the employees and overall culture of the organization takes time. However, profit making companies are interested in short term quick outcomes thus often spirituality is implemented hastily, which results on various challenges faced by an organization in integrating it with the culture of the organization.

This frenetic global competition has created emotional stress and discomfort among the employees. It is making them unhappy and depleted, which is the disturbing effect of this trend. It is expected of the employees to deal with the organizational stakeholders in a sensitive and respectful way even when their spiritual beliefs are being suppressed. At the same time, finally they should be highly proficient in terms of their best perceptions towards their corporate brands.

In addition, today’s work life puts a considerable pressure on the people and the career aspirations and laddering becomes the part of their existence. More time and energy have been devoted to work as compared to the other important aspects of life.

People are treated like disposable goods and their spiritual demands of creativity, insight, energy and relationships are conflicting with the corporate demand. So, there is an urge on the part of organizations to fulfill the spiritual needs of the employees in the 21st century and to create a spiritual sanctuary in the workplace. This spiritual environment can make employees to exert extra effort on the job and to go extra miles in the job. In India, spirituality is considered to be a private matter and it gives meaning to one’s life. So, by incorporating spirituality in the work place, employees can be engaged not only physiologically but also psychologically as well. The core values of trust, honesty, innovation, care, respect, loyalty etc. can be experienced by the employees and they feel more engaged and motivated towards the job.

Since a long time, we have been nurturing and promoting an organizational culture that promotes demotivation, isolation, work pressure, whose essence is the concept of capitalism.

In these changing times workplace spirituality is even more relevant and important. Today changes happen more rapidly than earlier, the rate of change is exponential. All these changes led to the employees trying to find meaning and purpose in their work on order to cater with pressure at work and emotional turbulence caused due to rapid changes. Also, the changing organizational environment, where in men became a distinguishing factor between different organizations, employees started getting recognized as strategic organizational assets have led corporations to pay attention towards their intangible strategic asset, People.

6. BARRIERS IN IMPLEMENTATION OF WORKPLACE SPIRITUALITY ALIGNMENT OF SPIRITUALITY IN AN ORGANISATION:

The promotion of spirituality at workplace is subject to dilemmas, negative effects and the costs. These obstacles in the effective implementation of spirituality includes:

1. The concept of workplace spirituality is too abstract and there exist hundreds of definitions of spirituality which no consensus on what it means. Different authors describe it in different concept. Thus, when defining workplace spirituality, it becomes difficult to figure out what to include and what not to (Driscoll and Wiebe, 2007) and further becomes a challenge while implementing spirituality in a workplace. Therefore, it is very necessary that organisational leaders while implementing spirituality create forums to explain and discuss, what spirituality means to them. There is a need to develop strong organisational values so that employees in no way feel threatened. Such a discussion although exciting will lead to stretching the boundaries of what levels of freedom of expression are allowed in firms (Rathee and Rajain, 2020).

2. Spirituality when implemented is adapted by only a few in the Organisation or remains restricted to a particular level of employees. However, spirituality in order to harvest its maximum benefit seeks participation from the employees at all the levels of an Organisation (Rathee and Rajain, 2020)

3. Generally companies or Organisations implement spirituality because of its positive impact on productivity or shareholder value. Due to this approach, the essence of the phenomenon of workplace spirituality is lost. The primary objective of workplace spirituality being changing the overall environment of the Organisation by incorporating the concept in the culture of the Organisation. Creating a workplace where people feel safe to express their beliefs, where they find meaning in work and thus, contribute more to the work (Rathee and Rajain, 2020). However, in the process of implementing workplace spirituality, its primary purpose is lost and its byproduct i.e. positive outcomes on an Organisation has assumed primary importance. Although Organisations promote productivity, creativity and innovation, however, it is done first and foremost to improve productivity, and only second, for human interest (Driscoll and Wiebe, 2007). Workplace spirituality should be implemented because it is the right thing to do not because it brings certain tangible benefits (Rathee and Rajain, 2020).

4. Often it is very difficult to spot a difference between the superficial spirituality, which is just a means to organisational material ends and authentic spirituality. Because the outcomes of both technical spirituality and authentic spirituality might seem to be similar in the short run (Porth. Et al., 2003)

5. Implementing spirituality in an organization involves cost. It is a process of transformation of an organization from a traditional economic entity to a spirituality-based organization. Such a change requires reinforcement of the values of an organization and alignment of employee’s values to an organization’s values. Organizations will incur this cost only when they believe that net benefit is greater than the cost.

6. Spiritual beliefs are necessary for the improved performance or for increasing the output of the employees and the organization. It is still difficult to convince about the beneficial aspects of introduction of spiritual values at the workplace or in the organization.

7. There is a conflict between organisational goals and objectives and spiritual goals. In such cases, employees feel themselves stuck in between the two, suffering from burnouts, anxiety, mental health problems due to the tension that exists between the organizational goals (like profit margins, market share, job security) and the spiritual goals of the employees which is not being respected at all. Survey after management survey affirms that workers not only want to feel productive and effective, rather majority of them want to find meaning in their work (Gracia-Zamor, 2003).

8. Though it is very clear spirituality is a positive development some organizations are exploiting the concept in order to satisfy their corporate greed. They are occupied by a need to measure everything in tangible form whether it be goodwill, morals or people. That what contributes to the benefits is said to be right and that what does not, is not. The current scenario thus, creates a need for change in this approach. Thus, ethics are given different perspective. Right becomes the course that leads to tangible benefits, and wrong is the one that has none.

7. CONCLUSION:

The spiritual values of employees if respected by the organizations, brings a source of progress and them employees may feel trust, loyalty, success, pleasure, happiness and care towards themselves and the organization and if disrespected brings fear, frustration, discrimination, resentment, uncared approach towards it in this new millennium. The organizations should focus on both the material values and non-material values of the organization and the employees as well. Few corporations are incorporating spirituality into their strategies within their framework of Corporate Social Responsibility (Karakas, 2010).

Organizations and managers should inculcate new ways and methods to help employees in achieving their spiritual needs in harmony with the organizational settings. The spiritual needs that can be practiced by them are to help employees to balance their work and family, such as flexible work arrangements (Gottlieb et al., 1998). In North America, there have been increasing strategies on empowerment to enable more involvement and participation in the job. These innovations and new ways of working should be mind-enriching and heart fulfilling.

As more and more spiritual beliefs are being introduced in the workplace, it will bring the best of employees. With the technological advancements and capitalism concept, if spirituality has been given importance, the more involvement of employees in an organization, less absenteeism and higher level of satisfaction.

8. LIMITATIONS AND SCOPE FOR FUTURE RESEARCH:

The research on workplace spirituality has seen quite a trend. However, some gaps can be observed which can be filled by further research. Firstly, there is need to approach the subject from the perspective of different disciplines. It has been observed that the research on workplace spirituality is at a critical stage where there is a need to challenge the status quo. The term has become so ambiguous that it feels anything and everything could be included in it (Driscoll and Wiebe, 2007). Hence the field lacks a critical assessment from the perspective of different subjects. Often spirituality is viewed from the perspective of organisation and management theory, there is a need to view organisation and management theory from the perspective of spirituality. Further, the field needs more longitudinal studies to be conducted. Cross sectional studies fail to point out the difference between a technical spirituality i.e. undertaken in order to accomplish organisational outcomes and authentic spirituality. Further more qualitative methods of study could be used by researchers to understand the concept and bring more clarity to the field.

As human beings become more prominent and distinguishing factor among corporations, workplace spirituality research has a lot to offer in the future (Pandey, 2017).

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Received on 16.07.2020 Modified on 04.08.2020

Res. J. Humanities and Social Sciences. 2020; 11(4):287-294.

DOI: 10.5958/2321-5828.2020.00046.7