Major Research Project

On

“Workplace Spirituality: An exploration of

individual based differences”
In

BARCLAYS
Submitted in partial fulfillment of the requirements
for the award of the degree of

Bachelor of Commerce (Honors)

Semester – VI
Paper Code – B.Com 314

To
Guru Gobind Singh Indraprastha University, Delhi

Guide: Ms. Saguna Khajuria Submitted by:

Designation: Assistant Professor Ashmit Mahajan
03513788821
Batch: 2021-24

Institute of Information Technology & Management,

New Delhi – 110058
(2023-24)
 Certificate

I, Mr. Ashmit Mahajan, roll no. 03513788821 certify that the Major Research Project (Paper Code

B.Com- 314) entitled “Workplace Spirituality: An exploration of individual based differences” is

completed by me by collecting the material from the referenced sources. The matter embodied in this

has not been submitted earlier for the award of any degree or diploma to the best of my knowledge

and belief.

Signature of the Student

Date:

Certified that the Major Research Project (Paper Code B.Com- 314) entitled “Workplace Spirituality: An

exploration of individual based differences” done by Mr. Ashmit Mahajan, roll no. 03513788821 is

completed under my guidance.

Signature of the Guide

Date:
Name of the Guide: Ms. Saguna Khajuria
Designation: Assistant Professor

Countersigned
Director/Project Coordinator
 Acknowledgement
I am full of gratitude and immense pride as I finally finish this thesis. The past years have substantially

contributed in transforming me into a critical thinker and as an individual with eye for detail. It has

been a hard and challenging journey, but as it is said that the most essential learning come from outside

your comfort zone. I could have not worked harder in past months, and accomplishing my thesis

beating all the fear, anxiety amid the coronavirus situation, it’s a journey worth remembering.

I would start by thanking my family whose continuous support and love helped me in accomplishing

my academic journey. I would like to thank my father who has always supported me to undertake this

endeavor, who’s kind words always made me remember about the significance of academic research.

I would also like to thank my supervisors. With your guidance and critical feedback, I was able to

accomplish this thesis. I would further like to extend my thanks to Harsh, who’s insightful comments

and recommendation helped me shape up my research. Your academic input, recommendations,

support and advice have contributed invaluably to this thesis. Amy, I have always looked up to you

for suggestions, advice and contributing feedbacks. Thank you both for believing in me and

supporting me until the end. Your support and guidance have contributed immeasurably to this thesis.

I would also like to thank all my friends whose emotional support always kept me going. Also, I would

like to appreciate the library facility for their continuous support and workshops available at the

library for students.

 Executive Summary

Purpose- Purpose of our project is to find out Individual differences in the dimensions of workplace

spirituality. How different individuals experience workplace spirituality on basis of different

dimensions like age, gender & experience.

Design/Methodology- The information that we have collected is with the help of an e-questionnaire,

i.e. google form. Techniques that we applied on our data includes reliability, descriptive analysis,

anova & T-test.

About the Project- This project talks about Workplace spirituality. How diverse individuals

experience or feels differently about workplace spirituality based on various dimensions like age,

gender, work experience, etc. Majorly, we have majored workplace spirituality on the basis on these

4 categories: swadharma, lokasangraha, authenticity and sense of community. Swadharma talks about

the allocation of workplace’s work according to the integral qualities of the employees. Swadharma

can be defined as “practicing own dharma which includes individual`s unique duties, responsibilities

and righteousness”. It is unique because everyone is born with own inborn traits, nature and

capabilities which is known as swabhav. Lokasangraha is one of the crucial social and ethical ideals

in India. It can be explained as the wellbeing of all, performing some action not only for oneself but

also for others done by an unbiased manner or through Niskāma karma. Authenticity is like

genuineness. Sense of community can be defined as “a sense of feeling that members have of

belonging, a feeling that members matter to one another and to the group.”
 Table of Contents
S. No. Topic Page No.
1 Chapter 1: Introduction 1
1.1 Introduction: About the Company 2
1.2 Workplace Spirituality 4
1.3 Individual Differences in dimensions of 6
workplace spirituality
1.4 Advantages and Disadvantages of Workplace 7
Spirituality
1.5 Dimensions of Workplace Spirituality 10
1.6 Objectives of the Study 11
2 Chapter 2: Review of Literature 12
2.1 Chapter Overview 13
2.2 Literature Review 13
2.3 Major Frameworks of / Approaches Towards 14
Workplace Spirituality
3 Chapter 3: Methodology 21
3.1 Chapter Overview 22
3.2 Research Methodology 22
3.2.1 Descriptive Analysis 23
3.2.2 T-Test 23
3.2.3 Anova 23
4 Chapter 4: Data Analysis & Interpretation 24
4.1 Frequency Statistics of the Sample 25
4.2 Descriptive Analysis 27
4.3 Hypothesis Testing 29
5 Chapter 5: Findings and Conclusions 39
5.1 Findings 40
5.2 Conclusion 41
5.3 Limitations of the Study 43
6 Bibliography 44
7 Appendix 46
 List of Tables
Table Title Page
No. No.
13 Dimensions of Workplace Spirituality 10
2.1 Literature Review: Definitions 15
3.1 Research Methodology 22
4.1 Frequency Statistics based on Gender 25
4.2 Frequency Statistics based on Experience 25
4.3 Frequency Statistics based on Age 25
4.4 Frequency Statistics based on Educational Qualification 26
4.5 Frequency Statistics based on Marital Status 26
4.6 Descriptive Analysis about Swadharma 27
4.7 Descriptive Analysis about Sense of Community 27
4.8 Descriptive Analysis about Authenticity 28
4.9 Descriptive Analysis about Lokasangraha 28
4.10 Hypothesis Testing (gender-based) about Swadharma 29
4.11 Hypothesis Testing (gender-based) about Sense of 30
Community
4.12 Hypothesis Testing (gender-based) about Authenticity 31
4.13 Hypothesis Testing (gender-based) about Lokasangraha 31
4.14 Hypothesis Testing (age-based) about Swadharma 32
4.15 Hypothesis Testing (age-based) about Sense of Community 33
4.16 Hypothesis Testing (age-based) about Authenticity 34
4.17 Hypothesis Testing (age-based) about Lokasangraha 34
4.18 Hypothesis Testing (experience=based) about Swadharma 35
4.19 Hypothesis Testing (experience=based) about Sense of 36
Community
4.20 Hypothesis Testing (experience=based) about Authenticity 37
4.21 Hypothesis Testing (experience=based) about Lokasangraha 38
 List of Symbols
Symbol Title
α Alpha
√ Square root
% Percentage
> Greater Than
< Less Than
Σ Sigma

List of Abbreviations
Abbreviation Meaning
CEO Chief Executive Officer
S.D. Standard Deviation
SEW Spiritual Expression at Work
SPSS Statistical Package for Social Science
WS Workplace Spirituality
 Chapter – I
Introduction

1
1.1 Introduction: About the Company

Barclays Bank is a British multinational universal bank headquartered in London, England. It traces

its origins back to 1690 when John Freame and Thomas Gould started trading as goldsmith bankers

in Lombard Street, London. Over the centuries, Barclays has grown into one of the largest financial

institutions in the world.

Barclays operates in over 40 countries and serves millions of customers worldwide. Its services

include retail banking, corporate banking, investment banking, and wealth management. Barclays is

listed on the London Stock Exchange and is a constituent of the FTSE 100 Index.

Here is a brief history of Barclays:

Barclays Bank, one of the oldest and largest banks in the United Kingdom, has a rich history spanning

over three centuries. Here is an overview:

18th Century:

1690: Barclays traces its origins back to the goldsmith banking business established by John Freame

and Thomas Gould in Lombard Street, London. They became known as "Goldsmith bankers."

1736: James Barclay, the son-in-law of John Freame, became a partner in the business, which was

then named "Freame and Barclay."

19th Century:

1896: The bank merged with the London, Provincial, and South Western Bank to become Barclays

and Company Limited.

2
1897: Barclays began its expansion by opening branches outside London.

20th Century:

1918: Barclays absorbed the British Linen Bank, a Scottish bank, extending its reach into Scotland.

1925: The bank was listed on the London Stock Exchange.

1967: Barclays introduced the UK's first credit card, known as the Barclaycard.

1986: Barclays became one of the "Big Four" clearing banks in the UK after the deregulation of

financial markets.

1999: Barclays acquired the Woolwich plc, a former building society, further expanding its retail

banking operations.

21st Century:

2008: Financial Crisis: Barclays, like many other banks, faced challenges during the global financial

crisis. It avoided direct government bailout but sought investment from Qatar and other investors.

2012: Barclays was involved in a scandal related to the manipulation of the London Interbank Offered

Rate (LIBOR), resulting in significant fines and reputational damage.

2015: Barclays announced a strategic overhaul, including the sale of non-core businesses and a focus

on its core banking operations.

2018: Jes Staley became CEO of Barclays, initiating further restructuring efforts.

2020: Amidst the COVID-19 pandemic, Barclays, like many other banks, faced economic challenges

but continued to adapt its operations to the changing environment.

3
Throughout its history, Barclays has been a significant player in global finance, offering a wide range

of banking and financial services, including retail banking, corporate banking, investment banking,

and wealth management. It has faced numerous challenges and undergone transformations but

remains a prominent institution in the financial sector.

1.2 Workplace Spirituality:

Workplace Spirituality is defined as a framework of organisational values exhibited in the culture that

promotes employees' experience of transcendence through the work process, facilitating their sense

of being connected to others in a way that provides feelings of completeness and joy.

It is important to note that this does not necessarily imply religious practices at work. Instead, it means

enhancing feelings of purpose, connectedness, and compatibility between personal and organisational

values, fostering well-being and work satisfaction. Rigorously, the pillars of Workplace Spirituality

include:

• Sense of community

• Alignment between personal and organisational values

• Opportunities for personal growth and development

• Recognition of employees' inner life

In the contemporary landscape of corporate culture, a paradigm shift is occurring, one that transcends

conventional metrics of success and profit margins. This transformation entails the integration of

spirituality into the fabric of the workplace, giving rise to what is often termed as "workplace

4
spirituality." Unlike traditional corporate models solely focused on economic gains, workplace

spirituality emphasizes holistic well-being, meaningful connections, and a sense of purpose among

employees. It acknowledges the inherent human need for fulfilment beyond materialistic pursuits,

fostering environments where individuals can thrive both personally and professionally.

At its core, workplace spirituality is about nurturing a harmonious relationship between the individual,

the organization, and the broader community. It recognizes employees not merely as cogs in a machine

but as sentient beings with spiritual, emotional, and intellectual dimensions. By acknowledging and

honouring these dimensions, organizations can create environments that promote authenticity,

empathy, and compassion, leading to enhanced employee satisfaction and performance.

Central to the concept of workplace spirituality is the idea of meaningful work. Employees are not

merely seeking a pay check but a deeper sense of purpose derived from their contributions to society

and the organization. When individuals perceive their work as meaningful, they are more engaged,

motivated, and committed to achieving collective goals. Leaders play a pivotal role in cultivating this

sense of purpose by aligning organizational objectives with the values and aspirations of their

employees.

Moreover, workplace spirituality emphasizes the importance of interconnectedness and collaboration.

Instead of fostering a competitive atmosphere where individuals vie for personal gain, organizations

embracing spirituality encourage cooperation and mutual support. By fostering a sense of belonging

and community, employees feel valued and respected, leading to greater job satisfaction and retention

rates.

Spirituality in the workplace also entails creating spaces for reflection, mindfulness, and personal

growth. Organizations may offer opportunities for meditation, yoga, or other contemplative practices

5
to help employees cultivate inner peace and resilience in the face of challenges. Moreover, fostering

a culture of continuous learning and development allows individuals to expand their horizons, tap into

their creative potential, and contribute more effectively to organizational innovation and success.

Importantly, workplace spirituality is not confined to the realm of individual well-being; it extends to

ethical and sustainable business practices. Organizations guided by spiritual principles prioritize

integrity, transparency, and social responsibility in their operations. They recognize the

interconnectedness of all living beings and strive to minimize harm while maximizing positive impact

on society and the environment.

Workplace spirituality represents a profound shift in organizational consciousness, emphasizing the

integration of human values, purpose-driven leadership, and ethical practices into the corporate arena.

By embracing spirituality in the workplace, organizations can foster environments that nurture the

holistic well-being of employees, cultivate meaningful connections, and contribute to the greater good

of society. As we navigate the complexities of the modern world, integrating spirituality into the fabric

of the workplace offers a pathway towards greater harmony, purpose, and fulfilment for individuals

and organizations alike.

1.3 Individual Differences in dimensions of workplace spirituality:

“An individual’s spirituality is personal and although effects of their spirituality may be seen at the

surface level, the source is still a deep-level artifact.” However, most Researchers believe that

spirituality is something sacred at the core of all existence (Marques, Dhiman, & King, 2005, p. 82).

Spirituality is said to excel all alive things. There exist some minor and sometimes major differences

when it comes to experiencing workplace spirituality based on individual differences.

6
Every individual is different and every individual experience spiritualty in a different manner. For

some people, work becomes more meaningful when they experience workplace spirituality. “When a

spiritual employee views quality work as an inner expression that is part of broad life goals, there

exists the motivation towards searching for deeper meaning and purpose in their chosen work to make

a difference in other’s lives. The employees’ experience of meaningfulness is associated with the

feeling of worthiness, usefulness and being valued, and their existence is of importance (Kahn, 1990).

Employees view as much significance to the attainment of meaningful work as to the pursuit of

paychecks (Hudson, 2014), and may even view meaningful work to be most vital in broad life goals

(Mitroff, 2003)”. There are many individual differences that exist based on age, gender, experience,

etc. when it comes on experiencing workplace spirituality Individual Differences in dimensions of

workplace spirituality.

1.4 Advantages and Disadvantages of Workplace Spirituality:

Workplace spirituality refers to the integration of personal beliefs, values, and ethics with professional

responsibilities and practices. It involves creating a work environment that supports employees'

spiritual well-being and encourages the alignment of personal and organizational values. Here are

some advantages and disadvantages of workplace spirituality:

Advantages:

1. Enhanced Employee Well-being: Workplace spirituality can contribute to employees' overall

well-being by providing a sense of purpose, meaning, and fulfilment in their work. When

7
 employees feel connected to their work on a deeper level, they may experience lower levels

of stress and higher job satisfaction.

2. Increased Employee Engagement: Spiritually oriented workplaces often foster a sense of

community and belonging among employees. This can lead to higher levels of engagement,

productivity, and motivation as employees feel more connected to their colleagues and the

organization's mission.

3. Improved Organizational Culture: Workplace spirituality can help cultivate a positive

organizational culture characterized by trust, respect, and cooperation. When employees feel

valued and supported in expressing their spiritual beliefs and values, it can contribute to a

more inclusive and harmonious work environment.

4. Enhanced Creativity and Innovation: Encouraging employees to explore their spiritual

beliefs can stimulate creativity and innovation. By fostering an open-minded and reflective

culture, organizations can inspire employees to think outside the box and come up with novel

solutions to challenges.

5. Better Decision Making: Workplace spirituality emphasizes ethical and values-based

decision making. When employees are encouraged to consider the broader impact of their

actions and align them with their personal values, it can lead to more thoughtful and socially

responsible decision-making processes.

8
Disadvantages:

1. Potential for Exclusivity: Workplace spirituality may inadvertently exclude employees who

do not identify with or subscribe to the dominant spiritual beliefs or practices within the

organization. This can create feelings of alienation and marginalization among certain

employees, leading to a lack of inclusivity.

2. Conflict with Secularism: In organizations where secularism is valued or mandated, the

introduction of workplace spirituality may clash with the separation of religion and work.

Employees may feel uncomfortable or pressured to participate in spiritual activities or

discussions that do not align with their personal beliefs.

3. Risk of Ethical Dilemmas: While workplace spirituality promotes ethical decision making,

it can also present ethical dilemmas if personal spiritual beliefs conflict with organizational

values or policies. This can create tension for employees who must navigate between their

individual convictions and professional obligations.

4. Potential for Misinterpretation: Workplace spirituality initiatives run the risk of being

misinterpreted as proselytizing or promoting a specific religious agenda. This can lead to

resistance, scepticism, or even legal challenges from employees who feel that their religious

freedom or autonomy is being infringed upon.

9
 5. Distraction from Business Objectives: Critics argue that workplace spirituality initiatives

may divert attention and resources away from core business objectives. If not implemented

thoughtfully, they could be perceived as frivolous or irrelevant to the organization's primary

goals, potentially undermining their effectiveness.

1.5 Dimensions of Workplace Spirituality:

SUBSCALE SCALE
1. “My job helps me to understand my life’s purpose”

2. “Working here makes my life meaningful”

1. SWADHARMA 3. “Working here is a means for realizing my real self”

4. “Work itself is enjoyable for me”

5. “I am deeply involved in my work here”

6. “When stuck with a problem, people here feel free to ask

for (choose a number for each option/alternative)”

2. SENSE OF COMMUNITY “(a) advice from colleagues;

(b) advice from a superior;
(c) help from their colleagues; and
(d) help from a superior”

7. “Peoples’ actions here are aligned with their words”

3. AUTHENTICITY
8. “People here own up to mistakes with others in the group”
9. “People here perform their duties, as if they contribute to
the (choose a number for option/alternative):

(a) community;
(b) society at large; and
4. LOKASANGRAHA (c) humankind in general”

10. “People here try to avoid wastage of any kind (paper,

electricity, etc.)”

11. “People here are concerned about the natural

environment while working here”
Table 1.1

10
Dimensions of workplace spirituality includes Swadharma, Lokasangraha, Authenticity and Sense

of Community:

➢ Swadharma talks about the allocation of workplace’s work according to the integral qualities

of the employees. It can be defined as practicing one’s dharma, involving duties, roles & duties

and morality. It is inimitable because everyone is born with own inborn traits, nature and

capabilities which is known as swabhav.

➢ Lokasangraha is one of the crucial social and ethical ideals in India. It can beexplained as the

wellbeing of all, performing some action not only for oneself butalso for others done by an

unbiased manner or through Niskāma karma.

➢ Authenticity is similar to genuineness.

➢ Sense of community can be defined as “a sense of feeling that members have of belonging, a

feeling that members matter to one another and to the group.

1.6 Objectives of the Study:

1. To explore the concept of workplace spirituality and its various dimensions, including its

impact on employee well-being, organizational culture, and overall performance.

2. To examine the role of workplace spirituality in enhancing employee engagement, job

satisfaction, and retention within Barcleys.

3. To investigate the relationship between workplace spirituality and organizational outcomes

such as productivity, creativity, innovation, and profitability in Barcleys.

4. To contribute to the existing body of knowledge on workplace spirituality by conducting

empirical research and offering insights into its implications for management theory and

practice.

11
 Chapter – II
Review of Literature

12
2.1 Chapter Overview:

The objective of this chapter is to detail the various constructs used in this study after a careful review

of relevant literature. The initial sections of the chapter ponder on the concept of workplace spirituality

relevant to this study, dimensions of spirituality, and the distinction between spirituality and religion.

An attempt is also made to reflect on the concept of workplace spirituality from an Indian perspective

relating the dimensions to the ideas presented in the Indian philosophy. Additionally, the role of

spirituality in a teaching and learning context is also presented. The construct of employee

engagement is also discussed in detail including the major approaches and theoretical frameworks

associated with the concept. Subsequent sections deal with the other major variables chosen for the

study. The constructs of organisational commitment, teaching satisfaction, job involvement, and

organisational citizenship behaviour are reviewed based on relevant literature. It is based on this

review and additional literature the theoretical framework for this research is built.

2.2 Literature Review:

Spirituality is a phenomenon which is inarticulate in nature. The spiritual moments people experience

are unique to them and are non-comparable. Spirituality could mean different thing to different people,

and therefore it is difficult to comprehend the meaning of spirituality fully.

Spirituality is a state inherent to every human being whether we acknowledge it or not. To define

spirituality in a few words is to confine human experiences with set boundaries of knowledge and

rationale. Experiencing one’s spiritual dimension and its manifestation is unique to each individual.

That being the case, providing a universal definition to this infinite experience is difficult (Milliman

et al. 1999). Nevertheless, one can find copious writings on the concept and philosophy of spirituality

13
both in eastern and western traditions. The current research looks at whether the expression of this

dynamic concept can be beneficial for employees and organisations.

Spirituality at workplace is an emerging field of study in management and has been studied

extensively in the past two decades. Although numerous definitions and perspectives on spirituality

appear in literature, there is no single definition which captures the essence of the construct in a

comprehensive manner (Krishnakumar and Neck 2002). The first systematic study in the field

attempting to capture the essence of workplace spirituality was carried out by Mitroff & Denton

(1999). The participants of this qualitative study defined spirituality as “the basic feeling of being

connected with one’s complete self, others, and the entire universe’. Clearly, the focus is on the

‘interconnectedness’ which is reflected in other definitions also. For instance, Ashmos & Duchon

(2000) who conceptualised workplace spirituality and developed a scale for measuring it defined

workplace spirituality as “the recognition that employees have an inner life that nourishes and is

nourished by meaningful work that takes place in the context of community” (p. 137). Giacalone &

Jurkiewicz (2003) who defines workplace spirituality at an organisational level also touches upon this

interconnectedness apart from providing an experience of transcendence through the process of work.

Other aspects of spirituality at work like search for meaning, transcendence, inner consciousness are

also recurrently found in the literature. For instance, according to Dehler & Welsh (2003) spirituality

at work is a “search for meaning, deeper selfknowledge or transcendence to a higher level” (p.114).

Krishnakumar & Neck's (2002) notion of workplace spirituality includes one’s search for meaning

and inner consciousness. It was also explained as holding on to certain ideas about self , work and

organisations (Hicks 2003). Spirituality at work when conceptualized and measured in Asian context

resulted in a four-factor model of compassion, mindfulness, meaningful work and transcendence

(Petchsawang and Duchon 2009). An exploratory qualitative study of 14 professionals revealed that

14
individual spirituality is a distinct state with physical, affective, cognitive, interpersonal , spiritual and

mystical dimensions (Kinjerski and Skrypnek 2004). Liu and Robertson (2011) identified spirituality

as a continuum of different self identity levels which can stay fixed as well as flexible.

Spirituality also encompassed and transcended the concept of religiousness. More recently, Joelle and

Coelho (2017) added a dimension of emotional balance and inner peace which measures the emotional

equilibrium and peace of mind of the individual. The authors predicted that the inclusion of this

dimension could result in a more balanced operationalisation of the concept of spirituality at work

and elaborate on the connection between individual and organisational levels. Table 2.1 presents some

of the significant definitions of workplace spirituality from the seminal studies in this field. These are

definitions of spirituality applied in a workplace context and do not include definitions of

general/individual spirituality.

Author/Authors Definition

Petchsawang and Duchon Feeling connected with and having compassion toward others,

(2009) experiencing a mindful inner consciousness in the pursuit of

meaningful work and that enables transcendence.

Pandey, Gupta, and Arora The collective perception of the employee about the workplace that

(2009) facilitates harmony with ‘self’ through meaningful work,

transcendence from the limited ‘self’ and operates in harmony with

the social and natural environment having sense of

interconnectedness within it.

Srirangarajan and Bhaskar Spirit at work phenomenon was conceptualised from an Indian

(2011) perspective was operationalised using the concept of Karma Yoga

15
 (Yoga of Action), the Indian psychophilosophical approach towards

work.

Liu and Robertson (2011) The entirety of three distinct yet intercorrelated dimensions of

interconnection with human beings, interconnection with nature and

all living things, and interconnection with a higher power.

Tombaugh, Mayfield, and Integration/Impact of spiritual practices/personal spirituality on

Durand (2011) workplace thoughts, behaviours and interactions. Labelled as spiritual

expression at work (SEW)

(Pradhan, Jena, and Soto Where work transcends the transactional boundaries to create a

2017) spiritual connectedness among employees, experiencing them a

meaningful work profile while guiding one’s alignment of values to

organisational goals.

Table 2.1

From the following definitions, it is evident that spirituality at work is a multi-dimensional

phenomenon. Sukumarakurup Krishnakumar and Neck (2002) broadly classified the various

viewpoints on spirituality and concluded that the existentialist view was more appropriate and relevant

for incorporating the element of spirituality into the workplace. Existentialism, a philosophical

perspective, deals with the question of existence and man’s search for meaning out of his/her

experiences. Thompson (2007) suggested that the existentialist perspective is useful to comprehend

the phenomenon of spirituality as both existentialism and spirituality involves meaning making and

considers this as a fundamental experience of human existence. Recently, LipsWiersma and Mills

(2014) also advocated that the existentialist approach to workplace spirituality can render the

16
phenomenon a solid theoretical base due to its focus on the self. The present research also examines

the construct of workplace spirituality from an existentialist perspective.

2.3 Major Frameworks of / Approaches Towards Workplace Spirituality:

Gotsis and Kortezi (2008) provided a systematic review of current trends in the field of workplace

spirituality which had shed light on the contextual and consequential frameworks of spirituality. The

contextual or explanatory approach aims to understand the phenomenon of workplace spirituality

relating it to models, traditions and paradigms while consequential framework explores the benefits

of workplace spirituality at individual and organizational levels. Citing the limitations of both the

approaches, the authors stated the need for a philosophical model based on deontological-Kantian

approach, virtue ethics approach and theory of justice as the vital components of workplace

spirituality might be better explained using these frameworks. Kolodinsky, Giacalone, and Jurkiewicz

(2008) observed that the whole phenomenon of workplace spirituality could be viewed and studied

from three distinct perspectives. Workplace spirituality could mean an application of personal

spirituality at workplace whereby the individual incorporates his/her spiritual values at work, or it can

be viewed as organizational spirituality which is at macro-level as the spiritual climate of the

organization as perceived by the individual. A third perspective focuses on the interaction of personal

and organizational spirituality whereby there is a close match between the individual values and

organizational values which is parallel to the concept of person-environment fit. Schmidt-Wilk,

Heaton, and Steingard (2000) had also suggested that the definitions of spirituality can be classified

into three categories. The first category defined spirituality in personal terms and was termed pure

spirituality, a state of acute awareness, serenity and happiness. The second category focused on the

17
practical aspect of spirituality and was termed applied spirituality. These definitions looked at the

manifestations of the inner spirituality on outer behaviour. The third classification views spirituality

as a part of the organisation’s behaviour and policies and thus identified the characteristics of a

spiritual organisation. The authors theorised that such a match would result in more beneficial

outcomes for both the parties. Benefiel and Fry (2011) observed three prominent integrative

approaches found in workplace spirituality research. First is the meditation integration approach

proposed by Heaton and Schmidt-Wilk (2008) advocating meditation for developing leadership

through expanding consciousness. Second is the spiritual leadership model proposed by Fry (2003)

which was put forth as a paradigm for organizational development by creating a vision and spiritual

climate by the leader. The third approach identified was the respectful pluralism perspective offered

by Hicks (2003) as the author argued that dissociating spirituality from religion is purposeless and

suggested that the workplace should be embrace and respect all religious faiths.

Following the phase of conceptualizing the construct and developing and validating scales to measure

spirituality, empirical studies making use of these definitions and measurements were reported. These

studies were carried out to underpin the construct of spirituality through rigorous quantitative methods

followed in social science. Karakas (2010) upon conducting a literature review outlined three

perspectives on how spirituality could possibly benefit individuals and organizations. The author

proposed that through fostering a spiritual workplace, employee morale and well-being could be

boosted with commitment and productivity levels upgraded from the human resource perspective.

From a philosophical perspective, this would mean employees experience an increased sense of

meaning and fulfilment, and display more creativity and hope. Besides, employees experience a

higher level of attachment and belongingness and create quality and meaningful connections with

fellow human beings which are advantageous from an interpersonal perspective. Milliman,

18
Czaplewski, and Ferguson (2003) following the conceptualization by Ashmos and Duchon (2000)

found that dimensions of workplace spirituality were correlated with commitment, satisfaction, and

turnover intentions. Markow and Klenke (2005) found spiritual leadership affected the organizational

commitment levels of individuals. Quasi-experimental research found that spirit at work was

positively related to work satisfaction and reduced employee absenteeism in resident care (Kinjerski

and Skrypnek 2008). Workplace spirituality was found to be positively correlated with work

performance (Duchon and Plowman 2005; Petchsawang and Duchon 2012) and organizational

performance (Faro Albuquerque et al. 2014). Daniel (2010) demonstrated that spirituality can enhance

team effectiveness emphasizing on the role of trust. Similarly, perceptions of spirituality were related

to health-related aspects such as awareness, inner peace and management of stress and depression

(Honiball, Geldenhuys, and Mayer 2014). Spirituality was found to moderate the negative effects of

workplace aggression on health and work outcomes (Sprung, Sliter, and Jex 2012). Recent research

has also examined employee well-being as a potential outcome of encouraging spirituality at the

workplace (Garg 2017; McKee et al. 2011; Pawar 2016). One of the pioneering studies in the field of

workplace spirituality research was the integration of spirituality and leadership. The most notable

and tested theory of spiritual leadership was proposed by Fry (2003). The author argued that a spiritual

leadership model developed incorporating theories of workplace spirituality and build on hope/faith

and altruistic love is inclusive of all the present theories of leadership. The scope of SLT is broad as

it can be implemented in any organizational setting or at any organizational level. An empirical testing

of the spiritual leadership theory (SLT) showed that SLT had a positive influence on the organizational

performance impacting commitment, productivity, and sales growth (Fry and Matherly 2006). Similar

findings were reported for the impact of SLT on organizational performance by (Salehzadeh et al.

2015) in a sample of managerial personnel from the hotel industry. Spiritual leadership had also been

19
proposed as a mechanism for organizational transformation and to mitigate the effects of workaholic

tendencies thereby augmenting employee well-being (Fry and Cohen 2009). Widening the application

of spiritual leadership, Fry (2009) proposed that spiritual leadership can serve as a channel for self-

discovery through a deep understanding of the self and to reach one’s potential. Sweeney and Fry

(2012) postulated that spiritual leadership through leader’s vision and social awareness, altruistic love

for members, and demonstration of hope and faith can be instrumental in the character development

of employees at the workplace. Ashmos & Duchon (2000) conceptualization of spirituality, found

factors at individual, group/work unit and organizational level but found only individual-level factors

significant. Milliman, Czaplewski, & Ferguson (2003), building on Ashmos & Duchon's (2000)

analyzed WS in three levels: individual, group and organizational. This three-level framework was

subsequently used in many other empirical studies making them widely accepted definitions of

workplace spirituality (Crawford et al. 2008; Daniel 2015; Rego and Cunha 2008). This study adopts

Ashmos and Duchon’s (2000) definition of workplace spirituality and operationalizes the same with

the three-level framework proposed by (Milliman et al. 2003). The study has chosen meaningful work

and inner life from Ashmos and Duchon (2000). The community dimension was operationalized

according to Milliman et al. (2003) as sense of community and alignment of values was also taken

from the same authors as this element was found insignificant in the previous study.

20
 Chapter – III
Research Methodology

21
3.1 Chapter Overview:

This chapter provides an overview of the research paradigm adopted for this study and subsequently

details the research design adopted for the study. The section describes the quantitative approach,

survey-based research, questionnaire as a data collection tool and population and sample. The section

also explains various scales which had been used in the survey to measure the constructs.

Additionally, the statistical techniques performed for data analysis are reported. The relevance and

appropriateness of adopting Structural Equation Modelling as the primary data analysis technique is

established.

3.2 Research Methodology:

Study Descriptive

Sampling Random

Sample Size 202

Analysis Tool Microsoft Excel and SPSS

Table 3.1

This research explains the Individual differences in the experience of workplace spirituality. We

conducted an online survey by circulating a questionnaire which included various questions related

to workplace spirituality. Through this questionnaire we were able get 202 responses from different

22
gender, age, and experience. The measurements we used provided significant data on Swadharma,

sense of community, authenticity and Lokasangraha.

We also used the SPSS tool to apply various tests like T-test and anova and based on the

results/outcomes we have given some recommendations and suggestions in the end.

3.2.1 Descriptive Analysis:

Descriptive method is a study of data analysis that supports in the constructive explain, demonstration,

or summaries of data points so that patterns can emerge that fulfil all of the data's requirements. It's

one of the most important stages of statistical data analysis. It gives you an overview of your data's

distribution, supports you in finding mistakes and outliers, and provides you to see relationships

between the variables, all of which will enable you prepare for the future statistical analysis.

3.2.2 T-Test:

A t-test is an inferential statistic used to determine whether there is a noteworthy difference in the

means of two groups that are linked in some way. It's most typically used when data sets with unknown

variances, such as those produced by flipping a coin 100 times, are assumed to follow a normal

distribution. A t-test is a hypothesis testing tool that may be used to evaluate a population-based

assumption.

3.2.3 ANOVA:

The analysis of variance (ANOVA) is a systematic test that differentiates observed aggregate

variability in a data set into two parts: systematic components and random components. Random

factors have no statistical validity in the data set provided, but systematic influences

23
 Chapter – IV
Data Analysis &
Interpretation

24
4.1 Frequency Statistics of the Sample:

Gender

Frequency Percent Cumulative Percent

Male 97 48 48

Female 105 52 100

Total 202 100

Table 4.1

Experience

Frequency Percent Cumulative Percent

Less than 5 yrs 138 68.3 68.3

6-10 yrs 34 16.8 85.1

11-15 yrs 14 6.9 92.1

above 15 yrs 16 7.9 100

Total 202 100

Table 4.2

Age

Frequency Percent Cumulative Percent

Less than 25 yrs 120 59.4 59.4

26-35 yrs 55 27.2 86.6

25
 36-45 yrs 15 7.4 94.1

above 45 yrs 12 5.9 100

Total 202 100

Table 4.3

Educational Qualification

Frequency Percent Cumulative Percent

12th 9 4.5 4.5

Graduate 102 50.5 55

Post Graduate 87 43.1 98

PhD 4 2 100

Total 202 100

Table 4.4

Marital status

Frequency Percent Cumulative Percent

Married 60 29.7 29.7

Unmarried 140 69.3 99

Divorced 2 1 100

Total 202 100

Table 4.5

26
4.2 Descriptive Analysis:

1. Swadharma
Descriptive Statistics
N Minimum Maximum Mean Std. Deviation
Swadharma 202 1 5 3.66 0.890

Valid N (listwise) 202

Table 4.6

Descriptive Statistics for (Swadharma) reveal an overall score of 3.66 (SD=0.890), which is inclined

towards agreeing to the statements as the scale ranges between 1 strongly disagree to 5 strongly agree

and a mean score of 3.66 is equivalent to 4(agree). This shows that the respondents ascertain

meaningfulness at the workplace by comparing his/her purpose of life with work profile, are deeply

engrossed in their work and enjoy doing it.

2. Sense of Community

Descriptive Statistics
N Minimum Maximum Mean Std. Deviation
Sense of Community 202 1 5 3.7290 0.790
Valid N (listwise) 202
Table 4.7

Descriptive Statistics for (sense of community) reveal an overall score of 3.729 (SD=0.790), which is

inclined towards agreeing to the statements as the scale ranges between 1 strongly disagree to 5

strongly agree and a mean score of 3.72 is equivalent to 4 (agree). This shows that the respondents

ascertain a positive sense of community.

27
 3. Authenticity

Descriptive Statistics
N Minimum Maximum Mean Std. Deviation
Authenticity 202 1 5 3.3490 0.9467
Valid N (listwise) 202
Table 4.8

Descriptive Statistics for (Authenticity) reveal an overall score of 3.349 (SD=0.946), which is inclined

towards neutral to the statements as the scale ranges between 1 strongly disagree to 5 strongly agree

and a mean score of 3.34 is equivalent to 3 (Neutral). This shows that the respondents neither disagree

not agree to the statements of Authenticity.

4. Lokasangraha

Descriptive Statistics
N Minimum Maximum Mean Std. Deviation
Lokasangraha 202 1 5 3.5574 0.87484
Valid N (listwise) 202
Table 4.9

Descriptive Statistics for (Lokasangraha) reveal an overall score of 3.55 (SD=0.874), which is

inclined towards Agreeing to the statements as the scale ranges between 1 strongly disagree to 5

strongly agree and a mean score of 3.55 is equivalent to 4 (Agree). This shows that the respondents

exhibited a positive response towards Lokasangraha.

28
4.3 Hypothesis Testing:

The analysis of the data has been done using Statistical Package for Social Sciences (SPSS). This

mode was chosen due to its high acceptability in both academic and business operations. SPSS is a

versatile programme that enables the user to analyze, transform and thus obtain the desired output for

the data. For the analysis of data, T-Test and Analysis of variance (ANOVA) has been used in the

research.

ANOVA helps in determining the prominent differences between the groups. ANOVA helps in

analysing the differences in three or more groups. If the probability of occurrence is less than 0.05

i.e., 5%, it establishes the fact that there are significant differences in the group and variation has not

occurred by chance.

The analysis was conducted taking gender, age, and experience as the grouping variable whereas the

statement related to each subscale of workplace spirituality was treated as a test variable.

1. Analysing the gender-based variation in different dimensions of workplace spirituality:

Swadharma

H0 – Null Hypothesis

H1- Alternate Hypothesis

H0- There is no gender -based variation in swadharma

H1-There is gender -based variation in swadharma

Category (Gender) Mean S.D. F-Value Sig.

Male 3.5959 0.91741 0.443 0.507

Female 3.7105 0.86513

Table 4.10

29
Decision rule:

Significance value is less than alpha therefore reject null, i.e. (significance value<0.05) reject

null [0.05= 5% level of significance]

Otherwise, do not reject the null.

Here Significance value is 0.507>0.05 (alpha value)

Therefore, we fail to reject the null hypothesis. Hence, we can conclude that there is no

gender- based variation in Swadharma.

Authenticity

H0- There is no gender -based variation in Authenticity

H1 – There is gender- based variation in Authenticity

Category (Gender) Mean S.D. F-Value Sig.

Male 3.3763 0.94105 0.185 0.667

Female 3.3238 0.95570

Table 4.11

Decision rule

Significance value is less than alpha therefore reject null, i.e. (significance value< 0.05)

reject null [0.05= 5% level of significance]

Otherwise, do not reject the null.

Here, Significance value is 0.667>0.05 (alpha value)

Therefore, we fail to reject the null hypothesis. Hence, we can conclude that there is no

gender- based variation in Authenticity.

30
Sense of Community

H0- There is no gender -based variation in sense of community

H1 – There is gender- based variation in sense of community

Category (Gender) Mean S.D. F-Value Sig.

Male 3.6624 0.76380 0.583 0.446

Female 3.7905 0.81241

Table 4.12

Decision rule

Significance value is less than alpha therefore reject null, i.e. (significance value< 0.05)

reject null [0.05= 5% level of significance]

Otherwise, do not reject the null.

Here, Significance value is 0.446>0.05(alpha value)

Therefore, we fail to reject the null hypothesis. Hence, we can conclude that there is no

gender -based variation in sense of community.

Lokasangraha

H0- There is no gender -based variation in Lokasangraha

H1 – There is gender- based variation in Lokasangraha

Category (Gender) Mean S.D. F-Value Sig.

Male 3.5258 0.84721 0.224 0.637

Female 3.5867 0.90267

Table 4.13

31
 Decision rule

Significance value is less than alpha therefore reject null, i.e. (significance value< 0.05)

reject null [0.05= 5% level of significance]

Otherwise, do not reject the null.

Here, Significance value is 0.637>0.05 (alpha value)

Therefore, we fail to reject the null hypothesis. Hence, we can conclude that there is no

gender -based variation in Lokasangraha.

2. Analysing the age-based variation in different dimensions of workplace spirituality:

Swadharma

H0- There is no age -based variation in Swadharma

H1 – There is age- based variation in swadharma

Category (Age) Mean S.D. F-Value Sig.

Less than 25 yrs 3.5250 0.90305 4.463 0.06

26-35 yrs 3.6727 0.75067

36-45 yrs 4.1733 0.74399

above 45 yrs 4.2333 1.12761

Table 4.14

Decision rule

Significance value is less than alpha therefore reject null, i.e. (significance value< 0.05) reject

null [0.05= 5% level of significance]

Otherwise, do not reject the null

32
Here, Significance value is 0.06>0.05(alpha value) Therefore, we fail to reject the null

hypothesis.

Hence, we can conclude that there is no age based variation in Swadharma Respondents

belonging to the different age groups have given a same response in Swadharma. Increase in

age will not affect the responses towards the statements of swadharma.

Sense of Community

H0- There is no age -based variation in sense of community

H1 – There is age- based variation in Sense of community

Category (Age) Mean S.D. F-Value Sig.

Less than 25 yrs 3.6813 0.78253 1.859 0.138

26-35 yrs 3.7000 0.79262

36-45 yrs 3.8167 0.53841

above 45 yrs 4.2292 1.00825

Table 4.15

Decision rule

Significance value is less than alpha therefore reject null, i.e. (significance value< 0.05) reject

null [0.05= 5% level of significance]

Otherwise, do not reject the null.

Here, Significance value is 0.138>0.05(alpha value)

Therefore, we fail to reject the null hypothesis. Hence, we can conclude that there is no age-

based variation in sense of community.

33
Authenticity

H0- There is no age -based variation in Authenticity

H1 – There is age- based variation in Authenticity

Category (Age) Mean S.D. F-Value Sig.

Less than 25 yrs 3.3000 0.94913 2.217 0.087

26-35 yrs 3.2636 0.92723

36-45 yrs 3.5667 0.86327

above 45 yrs 3.9583 0.96433

Table 4.16

Decision rule

Significance value is less than alpha therefore reject null, i.e. (significance value< 0.05) reject

null [0.05= 5% level of significance]

Otherwise, do not reject the null.

Here, Significance value is 0.087>0.05(alpha value)

Therefore, we fail to reject the null hypothesis. Hence, we can conclude that there is no age -

based variation in Authenticity

Lokasangraha

H0- There is no age -based variation in Lokasangraha

H1 – There is age- based variation in Lokasangraha

Category (Age) Mean S.D. F-Value Sig.

Less than 25 yrs 3.5233 0.87243 3.253 0.023

26-35 yrs 3.4655 0.85380

34
 36-45 yrs 3.5733 0.61350

above 45 yrs 4.3000 1.01802

Table 4.17

Decision Rule

Significance value is less than alpha therefore reject null, i.e. (significance value< 0.05)

reject null [0.05= 5% level of significance]

Otherwise, do not reject the null.

Here, Significance value is 0.023<0.05(alpha value)

Therefore, we will reject the null hypothesis. Hence, we can conclude that there is a age-

based variation in Lokasangraha.

3. Analysing the experience-based variation in different dimensions of workplace spirituality:

Swadharma

H0- There is no experience -based variation in Swadharma

H1 – There is experience- based variation in Swadharma

Category (Experience) Mean S.D. F-Value Sig.

Less than 5 yrs 3.4884 0.87995 6.303 0

6-10 yrs 3.8882 0.72729

11-15 yrs 4.0143 0.69044

above 15 yrs 4.2875 1.02233

Table 4.18

35
Decision rule

Significance value is less than alpha therefore reject null, i.e. (significance value< 0.05) reject

null [0.05= 5% level of significance]

Otherwise, do not reject the null.

Here, Significance value is 0.00<0.05 (alpha value)

Therefore, we will reject the null hypothesis. Hence, we can conclude that there is an

experience based variation in swadharma.

Responses of a different experience groups varies towards Swadharma.

Sense of community

H0- There is no experience -based variation in Sense of community

H1 – There is experience- based variation in Sense of community

Category (Experience) Mean S.D. F-Value Sig.

Less than 5 yrs 3.6540 0.81742 2.278 0081

6-10 yrs 3.7574 0.61695

11-15 yrs 3.9107 0.63251

above 15 yrs 4.1562 0.89384

Table 4.19

Decision rule

Significance value is less than alpha therefore reject null, i.e. (significance value< 0.05) reject

null [0.05= 5% level of significance]

Otherwise, do not reject the null.

Here, Significance value is 0.081>0.05 (alpha value)

36
Therefore, we fail to reject the null hypothesis. Hence, we can conclude that there is no age

based variation in Sense of community.

Authenticity

H0- There is no experience -based variation in Authenticity

H1 – There is experience- based variation in Authenticity

Category (Experience) Mean S.D. F-Value Sig.

Less than 5 yrs 3.2464 0.95758 2.735 0.045

6-10 yrs 3.3971 0.87715

11-15 yrs 3.6429 0.79490

above 15 yrs 3.8750 0.95743

Table 4.20

Decision rule

Significance value is less than alpha therefore reject null, i.e. (significance value< 0.05) reject

null [0.05= 5% level of significance]

Otherwise, do not reject the null.

Here, Significance value is 0.045 <0.05 (alpha value)

Therefore, we will reject the null hypothesis. Hence, we can conclude that there is experience

based variation in Authenticity

Lokasangraha

H0- There is no experience -based variation in Lokasangraha.

H1– There is experience- based variation in Lokasangraha.

37
 Category (Experience) Mean S.D. F-Value Sig.

Less than 5 yrs 3.4768 0.88039 2.798 0.041

6-10 yrs 3.5418 0.81133

11-15 yrs 3.7714 0.63176

above 15 yrs 4.1000 0.98251

Table 4.21

Decision rule

Significance value is less than alpha therefore reject null, i.e. (significance value< 0.05) reject

null [0.05= 5% level of significance]

Otherwise, do not reject the null.

Here, Significance value is 0.041 <0.05(alpha value)

Therefore, we will reject the null hypothesis. Hence, we can conclude that there is experience

based variation in Lokasangraha

Responses of a different experience groups varies towards Lokasangraha and are not same.

38
 Chapter – V
Findings and Conclusions

39
5.1 Findings:

Barclays, a global leader in consulting, technology, outsourcing, and next-generation services, has

been known for its innovative approach to employee well-being and organizational culture. Workplace

spirituality at Barclays has been a significant aspect of its corporate ethos. Here's a look at how

spirituality manifests within Barclays:

1. Values-driven Culture: Barclays has cultivated a strong values-driven culture, with a focus

on integrity, excellence, fairness, and mutual respect. These values reflect spiritual principles such as

honesty, empathy, and compassion, fostering a sense of purpose and meaning among employees.

2. Leadership Commitment: Leadership at Barclays has demonstrated a commitment to

nurturing workplace spirituality by integrating spiritual principles into organizational policies,

practices, and decision-making processes. Executives often emphasize the importance of aligning

personal values with corporate goals.

3. Employee Well-being Initiatives: Barclays has implemented various programs and

initiatives aimed at promoting employee well-being, including physical health, mental health, and

emotional wellness programs. These initiatives often incorporate elements of mindfulness,

meditation, and stress management, which are associated with spiritual practices.

4. Ethical Business Practices: Barclays places a strong emphasis on ethical business practices

and corporate social responsibility. This includes a commitment to transparency, accountability, and

sustainability, which align with many spiritual principles related to ethical conduct and social justice.

5. Continuous Learning and Growth: Barclays emphasizes continuous learning and personal

growth, providing employees with opportunities for professional development, skills training, and

40
career advancement. This focus on self-improvement aligns with spiritual principles of self-

awareness, self-actualization, and personal growth.

While Barclays has successfully integrated workplace spirituality into its organizational culture, it's

important to note that the company respects the diversity of its workforce and recognizes that

spirituality is a deeply personal aspect of individual identity. As such, Barclays aims to create a

supportive environment where employees can explore and express their spiritual beliefs in a manner

that is authentic and respectful of others.

5.2 Conclusions:

We can conclude our project report by stating few lines: workplace spirituality is outline of workplace

values that promote personnel experience through the work process. Workplace spirituality consists

of different facets like significant work, sense of community, & organizational value.

If an organization can merge both aspects of the life, i.e. spirituality and good workplace at workplace

experience then it can bring both contentment and satisfaction among employees (Garg, 2017). There

is an increasing proof that a more empathetic working environment is more useful, adaptable, and

inventive. From an administration, initiative, and authoritative point of view otherworldliness could

be extreme upper hand.

The extraordinary qualities that separate a profound association from others are: “strong sense of

purpose, focus on individual development, trust and openness, employee empowerment and toleration

of employee expression.”

41
The spiritual wellbeing, which includes “a sense of community, will be positively related to co-

operation and negatively related to turnover and absenteeism. Several researchers have advanced the

idea that sense of community is linked to employee commitment and turnover which is strategy related

to intention to quit. Increased workplace spirituality results in organization commitment, intrinsic

work satisfaction, more job involvement and organization-based self-esteem”

It is said that more creative, imaginative, and individually content employees have a good impact on

the organization success, be it monetary or non-monetary.

We can conclude our study by stating some points:

1. We find out there is no gender- based variation towards swadharma. Both male and female

have exhibited the same response.

2. There is no gender- based variation towards Authenticity. Both male and female respondents

have given a same response.

3. There is no gender -based variation in sense of community. Both male and female have given

a same response.

4. There is no gender -based variation towards Lokasangraha. Both male and female respondents

have given a same response.

5. There is no age-based variation in Swadharma. Respondents belonging to the different age

groups have given a same response towards Swadharma. Increase in age will not affect the

responses towards the statements of swadharma.

6. Respondents belonging to the different age groups have exhibited same response towards

Sense of community.

42
7. There is an age- based variation in Authenticity. Responses of different age groups towards

Authenticity varies.

8. Responses of a different experience groups varies towards Swadharma.

9. Respondents belonging to the different age groups have given similar response towards Sense

of community.

10. Responses of different experience groups varies towards Authenticity are not equal.

11. Responses of a different experience groups varies towards Lokasangraha and are not same.

5.2 Limitations of the Study:

Despite the contributions, the study has several limitations:

• The sample is small, and not enough to represent the whole population. However, we have

ensured that the data collected would represent the ethical position of employees in India.

• This study was restricted to fewer areas or states and cannot be taken as generic findings.

It could have been extended to other states or cities from other cultures as well.

• Less communication/interaction between the researcher and the respondents leads to error.

• Solely relying on the questionnaire limited the scope of study.

• Since we do not have years of experience of conducting the analysis, the depth study in

this project is comprised of many levels to the work of experienced scholars. So, the result

could not be generalized to the whole population.

43
Bibliography

44
● Garg, N. (2017). Workplace spirituality and Employee Well-being: An Empirical Exploration. N

Garg - Journal of Human Values 23 (2):129-147 (2017).

● Garg, N., Jain, A. and Punia, B.K. (2021), "Gratitude, social intelligence, and leadership among

university teachers: mediation and moderation analysis", International Journal of Organizational

Analysis, Vol. 29 No. 2, pp. 368-388.

● Garg, N. (2017). Workplace Spirituality and Organizational Performance in Indian Context:

Mediating Effect of Organizational Commitment, Work Motivation and Employee Engagement. N

Garg - South Asian Journal of Human Resources 4(2), 191-211.

● Ashar, H., & Lane-Maher, M.: (2004), Success and Spirituality in the New Business Paradigm,

Journal of Management Inquiry 13, 249-260

● Pawar, (2009). Workplace Spirituality Facilitation: A Comprehensive Model. Journal of Business

Ethics volume 90, Article number: 375 (2009)

● Milliman, J., Ausar, K., & Bradley-Geist, J. C. (2017). The implications of workplace spirituality

for person–environment fit theory. Psychology of Religion and Spirituality, 9(1), 1–12.

● Milliman, J., Ausar, K., & Bradley-Geist, J. C. (2017). The implications of workplace spirituality

for person–environment fit theory. Psychology of Religion and Spirituality, 9(1), 1–12.

https://doi.org/10.1037/rel0000068

● Moore, T. W., Casper, W. J. (2006). An examination of proxy measures of workplace spirituality: A

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45
Appendix

46
 QUESTIONNAIRE
Individual Details:

1. Gender
Male Female Others

2. Age
Less than 25 years
26-35 years
36-45 years
above 45 years

3. Educational Qualification
12th Graduate Post Graduate PhD Other: ______

4. Marital status
Married Unmarried Divorced

5. Status in Company
Supervisor
Lower Management
Middle Management
Top Management
Intern
Other: _________

47
Section 1 (Swadharma): Mark the level of agreement/disagreement with the following statements.
(Mark only one circle per row.)

48
Section 2 (Sense of community): When stuck with a problem, people here feel free to
ask for (choose a number for each option/alternative):
A: Advice from colleagues

49
B: Advice from a superior

C: Help from their colleagues

D: Help from a superior

Section 3 (Authenticity):
A: Peoples’ actions here are aligned with their words

B: People here own up to mistakes with others in the group

50
Section 4 (Lokasangraha):
A: People here are concerned about the natural environment while working here

B: People here perform their duties, as if they contribute to the (choose a number for
option/alternative):
➢ Community

➢ Society at large

➢ Humankind in general

C: People here try to avoid wastage of any kind (paper, electricity, etc.)

51