training and development programs on Government banks to enhanc

Submitted By:
Rana Sajid Ali
ID: 12123010
Submitted To:
Maam Tasneem Akhtar
Due Date: 17-07-2015

Acknowledgement

I would like to pay gratitude from the deepest core of my heart to the Allah Almighty, who
never cease in loving us and for the continued guidance and protection and aided me with the
strength, wisdom, patience to complete this term paper on time.
The deepest gratitude and warmest appreciation to our respected and worthy teacher Dr.
Tasneem Akhter for her guidance and support in the duration of the study, her timely guidance and
motivation as well as her endless encouraging behavior throughout the duration of this research
paper have been exemplary.

DEDICATION

I am dedicating this report to my parents who were always there to support me

with guidance, their precious time and holding my hand at each step. It is also
dedicated to my teachers whose utmost love, care and struggle against all
odds, brought me to this height of knowledge by the benevolence of Almighty
(ALLAH).

Table of contents
Items
1.

Introduction

1.1

Rational of Study

1.2

Significance of Study

1.3

Problem Statement

1.4

Aim of Study

1.5

Research Questions

1.6

Research Objectives

1.7

Delimitation of Study

2.

Literature Review

3.

Framework

Hypothesis
4.

Research Methodology

4.1

Sample Size

4.2

Sampling Technique

4.3

Population Frame

4.4

Unit of Analysis

4.5

Type of Study

4.6

Time Horizon

5.

Data Analysis and Results

5.1

Demographics

5.2

Reliability
4

5.3

Factor Analysis

5.4

Purpose of Factor Analysis

5.5

Correlation

5.6

Regression

5.6.1

Regression without the Impact of Moderator

5.6.2

Impact of Moderator on Regression

6.

Discussion

7.

Implication

8.

Conclusion

9.

Limitation of study

10.

Appendixes

11.

References

1. Introduction
Spiritual training is an essential part of our life. While describing the mission of the Prophet of
Islam, Allah says: He is the one who has raised among the ignorant [Arabs] a messenger from
among themselves who [1.] Recites to them His revelation, [2.] purify them, and [3.] teaches them
the Book and wisdom.(62:2).
In modern world, the organizations which deliberately implemented spirituality can
contribute to get the better performance from their employees (Rhodes, EdD, 2006).
Spirituality focuses to enhance job satisfaction in the organization (Harung, H.S,
1996). Scholars addressed the human side of experience of spirituality, which helps to reduce the
stress, conflict, increase creativity and solve the organizational problems (Tischler, L., Biberman, J.,
and McKeage, R., 2002). Spirituality increases the job involvement (Kolodinsky, R.W, Giacalone,
and R. A, and Jurkiewicz, C. L., 2008) and also increases honesty commitment and trust
(Krishnakumar and Neck 2002), it also improve the performance of the work in the organization
(Duchon and Plowman 2005). Spirituality training and development is very important elements for
any organization.
Problem statement:
The spirituality model basically recognizes that people work not only with their hands but
also their heart and spirit (Ashmos & Duchon, 2000).
Organizations and businesses are the backbone of any economy. Employees are considered
as the asset of any organization. Many employees do not work properly due to stress, fear and
depression at their work. If employees are not satisfied and involved with their work they cannot
work with the spirit and with their entire self. Outcomes of their dissatisfaction show in low
performance and low organization performance. They work only with their hands and do not work
with their spirit.

The spirituality development approaches are used mostly in private sector which produce
more productivity and performed very well as compare to the public sector. So it is important to
study that which factors lead toward organizational performance so that I can explore these steps for
the development of employees and organizational performance. For this purpose, Ill evaluate
employees and organization perception on how spiritual TDP increase public sectors performance.
Many researchers have empirically tested this presumption but these are not properly applied and
hypothesized on public sectors. Therefore, a research is necessary to undertake to assist the
researchers and manager/owners for the sake of reinforcement of spirituality.
In modern world, the organizations which deliberately implemented spirituality can
contribute to get the better performance from their employees (Rhodes, EdD, 2006). Spirituality
focuses to enhance job satisfaction in the organization (Harung, H.S, 1996). Scholars addressed the
human side of experience of spirituality, which helps to reduce the stress, conflict, increase
creativity and solve the organizational problems (Tischler, L., Biberman, J., and McKeage, R.,
2002). Spirituality increases the job involvement (Kolodinsky, R.W, Giacalone, and R. A, and
Jurkiewicz, C. L., 2008) and also increases honesty commitment and trust (Krishnakumar and Neck
2002), it also improve the performance of the work in the organization (Duchon and Plowman
2005). Spirituality training and development is very important elements for any organization.
Aim of the study:
Organizations and businesses are the backbone of any economy. Employees are considered
as the asset of any organization. Many employees do not work properly due to stress, fear and
depression at their work. If employees are not satisfied and involved with their work they cannot
work with the spirit and with their entire self. Outcomes of their dissatisfaction show in low
performance and low organization performance. They work only with their hands and do not work
with their spirit.
Spirituality in workplace is an important factor used to enhance job satisfaction, job
commitment, job involvement and the n increases organizational performance. Organizations which
keep on developing spiritual training practices in their workplace can get the higher productivity,
higher job satisfaction, positive ethical behavior and values of employees (Tim Lowder, 2005).
7

Spiritual training programs can reduce more than 80% problems of employees and organization.
This spiritual training & development program will play very significant role in reducing the stress
and fear of employees, so they will work with confidence and enthusiasm, which improved the
organization performance. For reducing the stress, conflict, fear and depression I used different
spirituality techniques like mediation, prayers, and sacred readings.
I have studied that the spirituality development approaches are used mostly in private sector
which produce more productivity and performed very well as compare to the public sector. So it is
important to study that which factors lead toward organizational performance so that I can explore
these steps for the development of employees and organizational performance.
Research objectives:
1. To analyze that how spiritual training and development programs enhance the performance
of the Government bank employees.
2. To determine that which factors affect the performance of the Govt. bank employees.
3. To ensure that spiritual training and development programs can make the employees to work
with honesty and sympathy.
Research questions:
1. What is the impact of spiritual TDP on the performance of the Government bank
employees?
2. What are the factors that increase the spirituality?
3. What are levels of spirituality to check the performance of Government banks employees?

Variables:
Dependent Variable:
Organization Performance

Independent Variables:
Spiritual Counselor Expertise
Religious based knowledge
Spiritual Training& Development Programs
Job satisfaction
Job commitment
Job involvement
Conceptual Framework:
A framework is a real or conceptual structure intended to serve as a support or guide for the
building of something that expands the structure into something useful.

Spiritual Counselor Expertise

Effective Spiritual training
On the job
Off the job

Job satisfaction
program
Job commitment

Organizational performance

Religious based knowledge

Job involvement

Spiritual Counselor Expertise has positive impact to enhance the spiritual training and
development programs. Religious based knowledge has positive impact to enhance the spiritual
training and development programs. Spiritual Training & Development Programs dimensions
have significant

influence

on

job

satisfaction.

Spiritual

Training

&

Development

Programs dimensions have significant influence on job commitment. Spiritual Training &
9

Development Programs dimensions have significant influence on job involvement. Job satisfaction
has positive relation with organization performance. Job commitment has positive relation with
organization performance. Job involvement has positive relation with organization performance.
Literature Review
Spirituality refers to inner feeling thoughts, values and believes which express human
behavior in the workplace.
Now- a- days, spirituality at the workplace has received more attention from the
professionals, scholars and academics (Wright 2005; Poole, 2007; Swinton 2007; Bell 2008).
Workplace spirituality has been defined as "a. framework of organizational values evidenced in the
culture that promote 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"
(Giacalone and jurkiewicz, 2003).Despite focus on the definition of spirituality the practitioners pay
more attention towards the aspects of spirituality (Robinson, 2003).Some past studies relates
spirituality to religion but in modern context scholars have introduced several aspects of spirituality
like personal values and beliefs (Neck and Milliman, 1994).According to Mitroff and Denton
(1999,p.83) spirituality creates inner feelings and being connect the employees among themselves
in the organization. Spirituality involves understanding the significance of employees finding
meaning in their work and displays a genuine concern for the whole person, not just the
employee (Bolman & Deal, 2003). Some scholars relate spirituality to the values and
connectedness of all employees but workplace spirituality is also known as a highly individual and
theoretical construct (Gibbons, 2000).Spirituality concentrates on the improvement of the
employees entire self so they behave in sympathetic manner toward their subordinates and
workers(Zafar, 2010).
Spirituality makes innovation in environment of organization when these organizations start
to apply spirituality in their workplace (Petchsawanga and Duchon, 2012). It can enhance the three
factors (job satisfaction, job involvement and job commitment) in the organizations (Deming, 1986;
Jackson, 2004). Organizations having high spirituality can better perform their goals by 86% more
than those organizations which have less spirituality (Lloyd, 1990). Spirituality improves the job
10

commitment among employees and organization so, that indicate they are more loyal toward the
workplace (Mowday et al., 1979; Guimareas, 1997; Luthans, 1996).Job satisfaction also plays a
very significant role in the organization performance when the employees are satisfied with the job
security, company strategy, promotional programs and salary conditions they can reduce the
turnover of the employees in the organization (Chakrabarty,2007;

Jaramillo, 2006).

Job

involvement increases the employees level of interest, performance and reliability with their self at
workplace (Pinder, 1998). Attitudes of employees in organizations with high levels of spirituality
are positive, supportive of the organization, and demonstrate commitment to a much greater degree
than in organizations without such values (Milliman et al., 2001; Pfeffer and Vega, 1999).
This paper focuses on to give Spiritual training to employees of government banks.
Spiritual Training and development program (TDP) is very significant to improve the behavior or
attitudes toward management. Spirituality training supports to enhancement of physical and mental
competency of employees and it is a critical element which increases the performance of both of
employees and organization (Hage, 2006).Many famous companies pay attention to provide
spiritual training to their employees and conduct a lot of workshops and seminars. This training
must put into practice on the existing employees so they can easily adjust in that organization. We
apply two methods of training on the job and off the job techniques. On the job techniques are
provided to those employees who have regular job and off the job techniques include conferences,
discussion and orientations are for new employees. Training techniques give guarantee to owners
improve their chances of success. A well trained mind is considered to be a talent and asset in the
organization. A trained mind can be useful in many conditions like performing better work in a
workplace. A still, regulated brain can pay better attention on the job analyses, can take decisions
more appropriately, handle the situation, recognize interpersonal relationship and perform their jobs
and goals effectively (Petchsawanga and Duchon,2012).On the job training technique will result in
40% increase in productivity and 35 % enhance the morale of the organization.
Employees spiritual training impact on their spirituality and the spirituality enhances
organization productivity and performance. Spiritual training is very helpful in the organization to
reduce the stress, work overload, clash and absenteeism which make employees life well (Karakas,
2010).
11

Training programmers provided in organizations have very long lasting effects on organization
performance (Blundell, Dearden, Meghir and Sianesi, 1999). In our spiritual training program we
are trying to make possible the openness of employees in order to make them more spiritual and
enhance their spiritual awareness toward organization. These spiritual training will enhance their
personal values and make them more satisfied, committed and involved with organization.
Consequently, there will be increased organization performance. Mostly two types of trainings are
given in organizations.
1: On the job training
2: Off the job training
On the Job Training:
Trainings provided on job have significant influence on organization performance (Blundell,
Dearden, Meghir and Sianesi, 1999). We are using Islamic and ethical internships and by telling
Islamic and ethical stories on job.
Off the Job Training:
Off the job training of employees are conducted at a site away from their actual working in
organization. We are using Islamic lectures seminars and case studies.
Spiritual counselors experts are used to support spiritual training programs for employees in an
organization. They enhance the spirituality among employees. Expert group of counselors
competently educate and integrate issues relating to religious and spiritual values in their counseling
training programs given to employees in organization (Craig S, Cashwell and J. Scott Young, 2004).
Religious based knowledge supports spiritual training programs to enhance the knowledge
of employees about spirituality. An organization practicing religious based knowledge in their
workplace can get maximum outcomes from their employees. Religious based knowledge
objectives are established to support training of spirituality and religion and their incorporation into
organizational curricula (Grabovac, MD, Ganesan, 2003).
12

Job satisfaction focuses on every single employees feelings. Normally, employees

satisfaction and dissatisfying with their job doesnt depend on the nature of job, but it depends on
the outcome which an individual expect from his job that an organization will provide him
(Barriball, 2005). Job satisfaction depends on staff satisfaction which works in the organization.
Employees having high level of satisfaction have positive attitude toward their job so, job
satisfaction enhance the organization performance (Latif, 2013).
Spiritual values enhance the employees commitment toward job and organization (Kouzes and
Posner, 1995). Organizational commitment is strongly linked to enhance the organization
performance (Milliman, Czaplewski and Ferguson, 2003). Spirituality has positive relationship with
job commitment of employees towards workplace (Adawiyah, Shariff, Saud and Mokhtar, 2011).
Through spiritual training, there is increase in job involvement which creates positive effects on
organizational performance (Robbins and Judge, 2012) .

Job involvement can develop

organizational success and enhance performance by engaging staff more in their job, and make
their work a more significant on the workplace(Mahadevan ,2010).Some studies support this fact
that applying spirituality at workplace results in enhancement of organizational performance and
productivity (Dent, Higgins and Wharff, 2005;Fernando, 2005).Many scholars focus on this point
that spirituality can be applied in organization to enhance and increase organizational performance
(Ashmos and Duchon, 2000; Garcia-Zamor, 2003; Giacalone and Jurkiewicz, 2003a; Fry, 2005)Job
satisfaction, job involvement and job commitment have positive impact on organization
performance. Inner feeling of a person towards his job commitment and engaging of an employee
towards the organization increase organization performance.
Conceptual Framework:
A framework is a real or conceptual structure intended to serve as a support or guide for the
building of something that expands the structure into something usefu

13

Hypothesis
H1: Spiritual Counselor Expertise has positive impact to enhance the spiritual training and
development programs.
H2: Religious based knowledge has positive impact to enhance the spiritual training and
development programs.
H3: Spiritual Training & Development Programs dimensions have significant influence on
job satisfaction.
H4: Spiritual Training & Development Programs dimensions have significant influence on
job commitment.
H5: Spiritual Training & Development Programs dimensions have significant influence on
job involvement.
H6: Job satisfaction has positive relation with organization performance.
H7: Job commitment has positive relation with organization performance.
H8: Job involvement has positive relation with organization performance.
Discussion of relationship between the dependent and independent variables
Spiritual Counselor Expertise has positive impact to enhance the spiritual training and
development programs. Religious based knowledge has positive impact to enhance the spiritual
training and development programs. Spiritual Training & Development Programs dimensions
have significant

influence

on

job

satisfaction.

Spiritual

Training

&

Development

Programs dimensions have significant influence on job commitment. Spiritual Training &
Development Programs dimensions have significant influence on job involvement. Job satisfaction
14

has positive relation with organization performance. Job commitment has positive relation with
organization performance. Job involvement has positive relation with organization performance.

15

Methodology
1. Theoretical Background:
Spirituality refers to inner feeling thoughts, values and believes which express human
behavior in the workplace. Workplace spirituality has been defined as "a framework of
organizational values evidenced in the culture that promote 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" (Giacalone and jurkiewicz, 2003). Despite focus on the definition
of spirituality the practitioners pay more attention towards the aspects of spirituality (Robinson,
2003). Some past studies relates spirituality to religion but in modern context scholars have
introduced several aspects of spirituality like personal values and beliefs (Neck and Milliman,
1994). According to Mitroff and Denton (1999, p.83) spirituality creates inner feelings and being
connect the employees among themselves in the organization. Spirituality involves understanding
the significance of employees finding meaning in their work and displays a genuine concern for the
whole person, not just the employee (Bolman & Deal, 2003). Some scholars relate spirituality to
the values and connectedness of all employees but workplace spirituality is also known as a highly
individual and theoretical construct (Gibbons, 2000). Spirituality concentrates on the improvement
of the employees entire self so they behave in sympathetic manner toward their subordinates and
workers (Zafar, 2010).
Spirituality makes innovation in environment of organization when these organizations start to
apply spirituality in their workplace (Petchsawanga and Duchon, 2012). It can enhance the three
factors (job satisfaction, job involvement and job commitment) in the organizations (Deming, 1986;
Jackson, 2004). Organizations having high spirituality can better perform their goals by 86% more
than those organizations which have less spirituality (Lloyd, 1990). Spirituality improves the job
commitment among employees and organization so, that indicate they are more loyal toward the
workplace (Mowday et al., 1979; Guimareas, 1997; Luthans, 1996).Job satisfaction also plays a
very significant role in the organization performance when the employees are satisfied with the job
security, company strategy, promotional programs and salary conditions they can reduce the
turnover of the employees in the organization (Chakrabarty, 2007; Jaramillo, 2006).

Job

involvement increases the employees level of interest, performance and reliability with their self at
16

workplace (Pinder, 1998). Attitudes of employees in organizations with high levels of spirituality
are positive, supportive of the organization, and demonstrate commitment to a much greater degree
than in organizations without such values (Milliman et al., 2001; Pfeffer and Vega, 1999).
This paper focuses on to give Spiritual training to employees of government banks. Spiritual
Training and development program (TDP) is very significant to improve the behavior or attitudes
toward management. Spirituality training supports to enhancement of physical and mental
competency of employees and it is a critical element which increases the performance of both of
employees and organization (Hage, 2006).Many famous companies pay attention to provide
spiritual training to their employees and conduct a lot of workshops and seminars. This training
must put into practice on the existing employees so they can easily adjust in that organization. We
apply two methods of training on the job and off the job techniques. On the job techniques are
provided to those employees who have regular job and off the job techniques include conferences,
discussion and orientations are for new employees. Training techniques give guarantee to owners
improve their chances of success. A well trained mind is considered to be a talent and asset in the
organization. A trained mind can be useful in many conditions like performing better work in a
workplace. A still, regulated brain can pay better attention on the job analyses, can take decisions
more appropriately, handle the situation, recognize interpersonal relationship and perform their jobs
and goals effectively (Petchsawanga and Duchon,2012).On the job training technique will result in
40% increase in productivity and 35 % enhance the morale of the organization.
Employees spiritual training impact on their spirituality and the spirituality enhances
organization productivity and performance. Spiritual training is very helpful in the organization to
reduce the stress, work overload, clash and absenteeism which make employees life well (Karakas,
2010).
Training programmers provided in organizations have very long lasting effects on organization
performance (Blundell, Dearden, Meghir and Sianesi, 1999). In our spiritual training program we
are trying to make possible the openness of employees in order to make them more spiritual and
enhance their spiritual awareness toward organization. These spiritual training will enhance their
personal values and make them more satisfied, committed and involved with organization.
Consequently, there will be increased organizational performance.
a. Theory of Variables
17

i.

Organization Performance:
Performance refers to those behaviors that have been evaluated or measured as to their

contribution to organizational goals (Cook and Hunsaker, 2001). Behavior modification that is
according to Armstrong (2011) must be the outcome of training programme contributes to
organizational performance. In the same light, Gareth (2003) defines organizational performance as
a measure of how efficiently and effectively managers use resources to satisfy customers and
achieve organizational goals. Therefore, employee efficiency and effectiveness simply link
organizational performance. (Aswathappa 2008) indicates that performance is essentially what an
employee does or does not do.
ii.

Spiritual Counselor Expertise:

It describes a differential diagnosis for spiritual and cultural phenomena at the individual

and spiritual or cultural system level. It makes it understandable the role of culturally based healers
and care providers. It also gives the variety of spiritual experiences and traditions, each with its
unique perspective on transpersonal issues that affects employees performance (Soma Ganesan,
MD, FRCPC, 2003).
iii.

Spiritual Training & Development Programs:

It reviews the literature on workplace spirituality, pointing out emergent theories and

examining the links between this phenomenon and organizational dynamics. It also examines
workplace spirituality in a historical context and compares it to religious beliefs and to established
ethical theories and moral principles. The organizations where emphasis on spiritual values has had
an impact on work productivity (Aswathappa 2008).
iv.

Job satisfaction:
Employee motivation is one of the most important concepts in the fields of organizational

behavior and human resource management. Employee motivation is the key to organizational
effectiveness and is a predictor of performance and job satisfaction (Ghafoor, 2011; Lather and Jain,
2005). Motivated employees are the cornerstones of any organization (Anderfuhren, et al., 2010)
and help organizations to survive (Smith, 1994).
18

v.

Job commitment:
Trained employees possess an awareness of specific goals that must be achieved in

particular ways, and they therefore direct their efforts towards achieving such goals (Nel et al.,
2001). Oluseyi and Ayo (2009) assert that levels of employee performance rely not only on the
employee's actual skills, but also on the level of motivation they exhibit. Therefore, productivity and
retention of employees are considered as functions of employee motivation (Lord, 2002). Training
programs also exert influence on factors such as employee turnover, as well as job satisfaction and
organizational commitment (Mitchell et al., 2001).
vi.

Job involvement:
It examined whether variables at individual, unit, and sub organization levels influence the

extent to which the knowledge and skills learned in employee involvement (EI) training are
generalized beyond specific EI activities. Training generalization occurs when the knowledge and
skills learned in training for a specific purpose in one context (e.g., EI training for use in quality
circles) are applied by trainees in another context (e.g., regular job duties).
Definitions of Variables
On the Job Training:
Trainings provided on job have significant influence on organization performance (Blundell,
Darden, Meagher and Siamese, 1999). We are using Islamic and ethical internships and by telling
Islamic and ethical stories on job.
Off the Job Training:
Off the job training of employees are conducted at a site away from their actual working in
organization. We are using Islamic lectures seminars and case studies.
Spiritual counselors experts are used to support spiritual training programs for employees in
an organization. They enhance the spirituality among employees. Expert group of counselors
competently educate and integrate issues relating to religious and spiritual values in their counseling
training programs given to employees in organization (Craig S, Cashwell and J. Scott Young, 2004)
19

Religious based knowledge supports spiritual training programs to enhance the knowledge
of employees about spirituality. An organization practicing religious based knowledge in their
workplace can get maximum outcomes from their employees. Religious based knowledge
objectives are established to support training of spirituality and religion and their incorporation into
organizational curricula (Grabovac, MD, Ganesan, 2003)
Job satisfaction focuses on every single employees feelings. Normally, employees
satisfaction and dissatisfying with their job doesnt depend on the nature of job, but it depends on
the outcome which an individual expect from his job that an organization will provide him
(Barriball, 2005). Job satisfaction depends on staff satisfaction which works in the organization.
Employees having high level of satisfaction have positive attitude toward their job so, job
satisfaction enhance the organization performance (Latif, 2013).
Spiritual values enhance the employees commitment toward job and organization (Kouzes
and Posner, 1995). Organizational commitment is strongly linked to enhance the organization
performance (Milliman, Czaplewski and Ferguson, 2003). Spirituality has positive relationship with
job commitment of employees towards workplace (Adawiyah, Shariff, Saud and Mokhtar, 2011).
Through spiritual training, there is increase in job involvement which creates positive effects
on organizational performance (Robbins and Judge, 2012) . Job involvement can develop
organizational success and enhance performance by engaging staff more in their job, and make
their work a more significant on the workplace(Mahadevan ,2010).Some studies support this fact
that applying spirituality at workplace results in enhancement of organizational performance and
productivity (Dent, Higgins and Wharff, 2005;Fernando, 2005).Many scholars focus on this point
that spirituality can be applied in organization to enhance and increase organizational performance
(Ashmos and Duchon, 2000; Garcia-Zamor, 2003; Giacalone and Jurkiewicz, 2003a; Fry, 2005)Job
satisfaction, job involvement and job commitment have positive impact on organization
performance. Inner feeling of a person toward his job commitment and engaging of an employee
towards the organization increases organization performance.
3. Data collection:

20

I will select the sample from the population of government banks employees of National
banks, Bank of Punjab. I will select the sample data from male and female of these bank employees
to check their performance by using spiritual training program. Sample size for my research is 20.
Sampling techniques is said to be stratified when it is based on demographics, like in this study, my
aim is to collect the data from male and female employees of the banks. Thats why my sampling
technique for research is stratified sampling technique for collection of data from government banks
employees (Male and Female).
In this study, I target the population for the research about spiritual training and
development programs from the government bank employees to check the organization
performance. The purpose of the population selection from government banks is that mostly private
banks conducting spiritual training program to enhance their performance and their productivity and
performance are better than Govt. banks. Unit of analysis for this research is an individual employee
of government banks. The reason for selecting individuals is that I want to take the opinion of every
individual employee. Every individual has its own different opinion, experience and perception
regarding this.
4. Study Design:
My study is the exploratory type because I am going to explore something new, when I do
not have any past information or facts or figure about that study. Study can be descriptive and
causal. Study is said to be causal when I need to explore or find out any relation or impact of one
variable on other.

21

5.

Data Analysis and Results

RELIABILITY ANALYSIS:
Reliability refers to the consistency of a measure. A test is considered reliable if we get the same
result repeatedly.
It is needed to check the instrument for stability and consistency. There are a variety of ways to
check the reliability of the instrument. However, I have calculated the reliability on the basis of
inter-item consistency. From the SPSS I obtained following results:
Table NO.1
Reporting of reliability
Sr. No

Variables

Reliability

No. of items

SCE

RBK

.801

JS

.800

JC

.842

JI

.818

OP

.805

.623

Note. (SCE= Spiritual Counselor Expertise, RBK= Religious based knowledge, JS= Job
satisfaction, JC= Job commitment, JI= Job involvement, OP= Organizational performance)
Results
Reliability analysis is used to check the consistency and stability of the variables. The above
data shows the reliability of each variable separately. To check reliability its one assumption should
be fulfilled that the value of Chronbach Alpha should be greater or equal to 0.60.
For Job Satisfaction value is 0.800 which is also greater than 0.60.for Job Commitment 0.842 which
is also greater than 0.60.for Job Involvement the value of Chronbach alpha is 0.818which is also
22

greater than 0.60 for Organization Performance the value is 0.818 which is also greater than 0.60 so
it is also reliable .So, all the values of variables are significant because these are greater than 0.60
hence our instrument is reliable
Exploratory Factor Analysis:
Factor Analysis is a statistical method commonly used during instrument development to
cluster items into common factors, interpret each factor according to the items having a high
loading on it, and summaries the items into a small number of factors (Bryman & Cramer 1999).
Table No.2
Reporting of exploratory factor analysis
SEC
S.NO.
1

C1
.611

RBK
C2
.641

C1
.551

JS
C2
.740

C1
.

JC
C2
-.30

C1
.

JI
C2
.628

C1
.

OP
C2
-.697

C1
.706

C2
.672

725
.
.506

600
.
-.632

.718

.658

.796

.431

.515

.767

833 4
.
-.28

.225

.674

.904

-.17

910 2
.
-.28

822
.
-.192

655
.
-.318

.750

-.483

.694

-.639

.883

6
-.39

860 9
.
.601

765
.
-.483

857
.
-.330

.805

-.389

. .837

3
-.35

677
.
.832

799
.
-.419

845
.
-.331

.766

.774

5
.653

423
.

807
.

848
.

.666

.000

672
.

633
.

642
.00

.000

000
61. 21.93

59.

495 0%

138 4%

.755

KMO

587
0.554 .

Bartletts .000
Varianc

42.20 36.07 57.3

28.9

000
57. 26.1

e%

9%

27

960 92

8%

03

24.10 56.211
%

27.893
%

%
%
% %
%
%
Note. (SCE= Spiritual Counselor Expertise, RBK= Religious based knowledge, JS= Job
satisfaction, JC= Job commitment, JI= Job involvement, OP= Organizational performance)
23

Results:
Exploratory factor analysis is used to identify the inter link of the stated variables. For this purpose
every question for every variable is analyzed to check that how much each question explaining the
variable. It is refer to the loading score and should more than 0.4 (Carole l. Kimberlin, 2008).The
KMO and Bartletts score is used to analyze and check suitability of the sample size and of the
question respectively whether it is reflecting according to the study needs or not. The KMO score
for being valid must be more than the 0.60 (Kaiser, 1974) and the Bartletts value must be
significant which means the value must be less than the 0.05.
The above table shows the loading score of the entire variable and most of them present it is more
than 0.4. But in case of SCE and RBK loading score is less than 0.3 and this is also acceptable as
the size of sample and the no. of variables are necessary in explaining loading factor. The result for
these loading is acceptable if the total value or the loading score is above 0.3 (M.-K. Kim et al,
2004).

Correlation
Reporting of correlation

Variables

SEC

RBK

JS

JC

JI

O
P

24

SCE

RBK

0.692**

JS

0.377**

0.264**

JC

0.631**

0.147

0.263**

JI

0.298**

0.191

-.089

0.289*

*
OP

0.250*

0.212*

0.107

0.202*

0.193

Note. (SCE= Spiritual Counselor Expertise, RBK= Religious based knowledge, JS= Job
satisfaction, JC= Job commitment, JI= Job involvement, OP= Organizational performance)
* reflect that Correlation is significant at the 0.05 level
** reflects that Correlation is significant at the 0.01 level)
Results
It is the analysis of Correlation in which we check the strength and direction of our
instrument. Here the range is in between the 0-1, means our highest value can be 1 and lowest can
be 0, as the score will be higher than the Zero (0) as the two variables will have strong correlation
among each other.
Descriptive Statistics:
After data cleaning and screening, I am in a position to get our variables from the items. For
this purpose, I had transformed the items into representing variable. SPSS 19.0 provides a function
to transform and compute variable. After computing the variables; I had applied descriptive
statistics tools on the computed variables and obtained following results
25

Table 3
Reporting of descriptive statistics:
Variables

MAX

MIN

MEA

SCE

5.20

RBK

VARIANC

S.D

SKEWNE

RANG

N
E
6.1700 .267

SS
-.057

E
1.80

6.2400 .361

51669
.

-2078

2.00

-.086

2.00

JS

6.1980 .349

60101
.

JC

6.148

.409

59118
.

.018

2.00

6.1620 .376

63920
.

-.187

2.00

6.1620 .367

61279
.

-.390

2.00

JI

OP

5
5

60616
Note. (SCE= Spiritual Counselor Expertise, RBK= Religious based knowledge, JS= Job
satisfaction, JC= Job commitment, JI= Job involvement, OP= Organizational performance)

Results
The above results in the table show the descriptive analysis of the data. The descriptive
analysis aims to summarize the sample and errors for new computed variables. Descriptive analysis
also shows the minimum and maximum value of the sample because minimum and maximum
values shows that whether the data is within the range or not, it also shows that whether the data is
normal or non normal.
Regression Analysis:

Content

Coefficient

Std. error

t-value
26

p-value

Hypothesis

Constant

3.530

5.147

.000

(JS )
SCE
.426
.149
2.858
RBK
.006
.128
.048
Note :( r2=.142), (F=8.026=.001a), (p value <.05)

.005
.962

H1:supported
H2:Not supported

Content
Constant(JC)
SCE
RBK

p-value
.000
.000
.000

Hypothesis

p-value
.000
.020
8.28

Hypothesis

Coefficient
2.081
1.257
-.591

.686

Std. error
.531
.115
.091

t-value
3.917
10.885
-5.955

H3:supported
H4:supported

Note: :( r2=.560), (F=61.634=.000a), (p value <.05)

Content
Constant(JI)
SCE
RBK

Coefficient
4.02
.377
-.030

Std. error
.733
.159
.137

t-value
5.491
2.367
-218

H5:supported
H6: Not supported

Note :( r2=.089), (F=4.736=.011a), (p value <.05)

Content
Constant(OP)
JS
JC
JI

Coefficient
3.849
.089
.126

Std.error
.93
.106
.102

t-value
4.102
.834
1.229

p-value
.000
.407
.222

Hypothesis

.161

.104

1.552

.124

H9: Not supported

H7: Not supported

H8: Not supported

Note :( r2=.089), (F=4.736=.011a),(p value <.05)

Results:
H1: Spiritual Counselor Expertise has positive impact on the job satisfaction.
Hypothesis 1 the Spiritual Counselor Expertise significantly has positive impact on job
satisfaction because its p-value is less than .005.
H2: Religious based knowledge has positive impact on job satisfaction.
Hypothesis 2 that the Religious based knowledge has positive impact on job satisfaction is not
supported because its p-vale is not less than the .005.
H3: Spiritual Counselor Expertise has positive impact on the job commitment.
27

Hypothesis 1 the Spiritual Counselor Expertise significantly has positive impact on job
satisfaction because its p-value is less than .005.
H4: Religious based knowledge has positive impact on job commitment.
Hypothesis 4 the Religious based knowledge has positive impact on job commitment because
its p-value is significant less than the 0.05.
H7: Job satisfaction has positive relation with organization performance.
Hypothesis 7 that the JS has positive impact on OP is not supported. The ANNOVA value of job
satisfaction should be less than 0.5 for its acceptance.
H8: Job commitment has positive relation with organization performance.
Hypothesis 8 that the JC has positive impact on OP is not supported because of the reason that
its value is not significant.
H9: Job involvement has positive relation with organization performance.
Hypothesis 9 that the JB has positive impact on OP is not supported because of the reason that
its value is not significant that the JB has positive impact on but it not significant for the implication
on population.

28

Suggestion
This study has important implications for research and practice. Due to the importance of

spiritual training in every society, many researchers have conducted research on it. The results of
this study have important implications for the bank employees because it affects the organizational
performance. This research study will help the institutions to know about the importance of these
variables and the institutions will also focus on these variables before training programs and check
the results. And they will also come to know about the importance of these variables. The results of
this study also have important implications for me as being the student of business research. I have
conducted this research and now I am able to understand the importance of different variables
which are directly or indirectly persuade the employees performance in working conditions.
6

Conclusion

This study has important implications for research and practice. Due to the importance of
training programs at banking level, researchers have conducted research on Effects of spiritual
training and development programs on Government banks to enhance the performance at country
level it is affecting our economy very badly due to low motivational level of employees.
The results of this study have important implications for the banks and employees as well as
they could know about the better performance of the organizations. Banks can also set strategies
through which they can improve their performance.
The results of this study also have important implications for me. As being the students of
business research I have conducted this research and now I am able to understand the importance of
different variables of spiritual training programs for professionals which I should consider while
going to talk about the Organizations performance.

29

Reference List:

Andrea D Grabovac, MD, FRCPC1, Soma Ganesan, MD, FRCPC (2003). Spirituality and
Religion in Canadian Psychiatric Residency Training. The Canadian Journal of Psychiatry

Original Research.
Ashmos, D. P. and Duchon, D (2000). Spirituality at work: A conceptualization and

measure.Journal of Management Inquiry, 9(2), 134-144.

Badrinarayanan, V. and Madhavaram, S. (2008), Workplace spirituality and the selling
Organization: a conceptual framework and research propositions, Journal of Personal
Selling & Sales Management

Carole L Jurkiewicz; Robert A Giacalone (2004). A Values Framework for Measuring the
Impact of Workplace Spirituality on Organizational Performance. Journal of Business

Ethics.
Cacioppe, R., (2000). Creating spirit at work: Re-visioning organization development and
leadership Leadership and Organization Development Journal, 21(2), 48-54

Craig S. Cashwell and J. Scott Young (2004). Spirituality in Counselor Training: A

Content Analysis of Syllabi from Introductory Spirituality Courses. Journal of
Counseling and Values.

Dehler, G. E. and Welsh, M. A.,( 2003). The experience of work: Spirituality and the new
workplace.In: R. A. Giacalone and C. L. Jurkiewicz, eds. Handbook of Workplace

Spirituality and Organizational Performance.

Duchon, D. and Plowman, D. A.,( 2005). Nurturing the spirit at work:impact of unit
performance. . The Leadership Quarterly.

30

Appendices:

Questionnaire
(Strongly Disagree=1 Some What Disagree=2 Disagree=3 Neutral=4 Agree=5 Some What Agree=6 Strongly
Agree=7

Spiritual Counselor Expertise

1

If spiritual counselor will give us spiritual awareness in training

program I will be motivated.

If spiritual counselors purify our souls in training I will feel a

deep sense of joy.

The focus of Spiritual Counselor Expertise in banks is to

develop awareness of the presence of God in ones life in
the context of a trusted relationship.
4 Spiritual Counselor Expertise is required in more intense
in government banks than in the private institution.
5 Spiritual Counselor Expertise is taking into account only
for the performance appraisal of bank employees.
Religious based knowledge

If our organization will provide Islamic ethics to us in training I

will more sympathetic towards my colleagues.
If our organization will provide Islamic speeches to us in
training I will be more aware about my religion.
Religious based knowledge will help me to work honestly.

Religious knowledge will increase my work ethics.

Religious and spiritual beliefs and practices are important

in the lives of bank employees.
Job satisfaction
1
I feel close to the people at work
2

I feel secure about my job

I receive useful feedback on my performance.

I am able to access relevant learning and developing

opportunities from my job.
In my organization, there are opportunities for me to
develop my skills.

31

1
7
1
7
1
7
1
7
1
7

Job commitment
1
2
3

I would be happy to spend the rest of my career with this

organization
I enjoy discussing my organization with people outside it.

Unless something wrong, I will continue to work with this

organization.
I feel a strong sense of belonging to my organization.

I feel like part of family at my organization.

1
7
1
7
1
7
1
7
1
7

1
7
1
7
1
7
1
7
1
7

Job involvement
1

Purpose and mission of my job is important for me

2
3

I am utilizing myself and my potential as a whole to

this organization
I am satisfied from my work.

I have a passion for my job.

I often remain busy in my work.

Organizational performance
1

My individual goals directly support the goals of the

organization

1
7

I regularly accomplish my work goals

1
7
1
7
1
7
1
7

My personal goals help the organization to achieve their

goals.
4
My objectives have significant effect on organizational
performance.
5
My goals are very important for organization to achieve
their targets.
Gender
Male
Female
Work experience
5-10
10-15
Years
Age
20 -25
25-30
Income (monthly)
25000/ - 50000/50000/ -75000/ 32

15-20
30-above
75000/ - 100000/-

33