SPIRITUALITY, DUAL CAREER FAMILY WORKER, AND ORGANIZATIONAL COMMITMENT
SPIRITUALITY, DUAL CAREER FAMILY WORKER, AND
ORGANIZATIONAL COMMITMENT
Abdul Aziz Nugraha Pratama, S. Ag., MM (FEBI IAIN Salatiga)
Prof. Dr. Tulus Haryono, M. Ek (FEB UNS)
Prof. Dr. Salamah Wahyuni, SU (FEB UNS)
Prof. Dr. Asri Laksmi Riani, M. S. (FEB UNS)
Dr. Hikmah Endraswati, SE., M. Si (FEBI IAIN Salatiga)
Alamat FEBI IAIN Salatiga: Jl. Tentara Pelajar No. 2 Salatiga, Indonesia
Mobile Phone: 087838215469
Kode paper: A11
SPIRITUALITY, DUAL CAREER FAMILY WORKER, AND
ORGANIZATIONAL COMMITMENT
The purpose of this study was to determine whether spirituality influence on organizational commitment and to determine whether the dual career family worker as moderating variable the influence spirituality on organizational commitment. This study used 89 employees and lecturers as sample from three educational institutions under the Ministry of Religious Affairs in Central Java, namely IAIN Surakarta, IAIN Salatiga, and MTsN 1 Surakarta. The technique analysis used in this study was Moderated Regression Analysis.
The results showed that spirituality affects organizational commitment positively and dual career family worker as moderating variable the influence spirituality on organizational commitment. Dual career family worker in this study was included as a quasi moderation variable.
Key Words: Spirituality, Dual Career Family Worker, Organizational
CommitmentBackground
According to Saifuddin, the Minister of Religious Affairs, The Five Work Culture in Ministry of Religious include: integrity, professional, innovation, responsibility and exemplary (www.kemenag.go.id., 2014). These values to improve the existing bureaucracy in Indonesia such as changing the culture that is slow and inefficient in business process governance, incompetency and unprofessional human resources, the disease of corruption, collusion and nepotism, up to the issue of unresponsive and unaccountable services to the public (www.kompas.com, 2014).
The work culture in Ministry of Religious Affairs is in line with the values of spirituality. According to McLaughlin (2009) that the spiritual values refer to honesty, integrity, good quality work, responsibility, caring with colleagues and subordinates as well as socially responsible to the environment and community. Some of the major companies in the world and in Indonesia has participated in spirituality training. A number of 67,000 Pacific Bell employee in California participated spiritual training as the style of New Age. That action was followed by Procter & Gamble, Ford Motor Company, AT & T, General Motors, and IBM (Naisbitt and Aburdene, 1990). Some companies in Indonesia has sent executives to follow the spiritual training such as Garuda Indonesia, Krakatau Steel, Pertamina, Pusri, and TASPEN (Irmim and Rochim, 2006).
The spiritual training makes the feel of employees is valued, is respected, and can determine their own destiny (Rego and Cunha, 2008). The results of research showed that the spirituality of work is an important factor for improving business performance (Garg and Rastogi, 2006), to avoid moral stress, personality dissociate or loss of personal integrity (Graafland, Kaptein and Schouten, 2006).
Spirituality is the innate human need to connect with something larger than ourselves. It means something beyond us, the ego or sense of self. It is defined as a vertical and horizontal component. The vertical component includes something sacred, divine, or eternal and horizontal components include service to fellow human beings (Wigglesworth, 2011).
Literature Review and Hypothesis Development
The research about spirituality was associated with organizational commitment shows that when someone has a spirituality of work experience, the affective commitment to the organization will be attached, in this case the experience as a sense of loyalty (Rego and Cunha, 2008). Rego and Cunha (2008) used 361 people as respondents in 154 organizations. Neck and Milliman (1994) concluded that selfleadership makes employees have a spiritual experience in the organization. Usman and Danish (2010) concluded that spirituality predicts affective commitment among employees. Malik and Naeem (2010) concluded that the spiritual dimensions such as self determination, organization mode, transaction mode, self-control, a small group mode, transformational mode and self enrichment were related to organizational commitment.
In contrast to the above study, Sanders and Joseph E (2005) found that spirituality was not always able to increase organizational commitment. Sanders and Joseph E. (2005) found no evidence about the significant causal relationship between spirituality and commitment. These result was supported by Marschke, Preziosi, and Harrington (2009), which examined the workplace spirituality, 163 full-time non-traditional students who attend at business school in the Southeast and working professionals at the managerial level. The results showed that workplace spirituality, workplace spirituality by age, workplace spirituality by gender did not affect the commitment of the organization.
The research showed inconsistency of results. The inconsistency results above makes researchers suspect there is a variable moderating. Researchers suspect that a dual career family worker is moderating variables in the influence of spirituality on organizational commitment. The novelty of this research on the organizational commitment topics with the others is dual career family worker as a moderating variable in the influence of spirituality to organizational commitment. As far as the researchers know there is no research about that.
The selection of dual career family worker as a moderating variable is based on the work environment has undergone a transformation that leads to an increase in dual-career families. Social trends changed, such as increasing the number of women entering the workforce and the economy that require a double income. The double income to support the average of living standards (Brunning, 2004).
In the late 1950s, there was increasing attention on families where both husband and wife become partners (Jordan, Cobb, McCully, 1989). According to the Census Bureau in 1997 there was 17 % of all families in the US had income was derived from father (husband). A married couples with children where the husband and wife work accounted for 50.9 % of the labor force in 2003 (US Bureau of Labor Statistics, 2004).
In addition to the above reasons, research on marital status which were associated with organizational commitment showed that marital status associated with lower continuance commitment (Joiner, 2006). When organizational commitment compared between dual and single income family, showed that single income family had a higher organizational commitment than the dual income family (Elloy and Flynn, 1998). That study was different from Silverthorne (2005) which states that the dual wage earner family had a higher organizational commitment than single wage earner family.
According to Meyer and Allen (1990) organizational commitment consists of three components namely affective, continuance, and normative commitment. Affective commitment refers to emotional and employee identification with the organization. Individuals with high levels of affective will still work in the organization because they want it. Continuance commitment refers to awareness of the costs that arise due to leave the organization. So people who have a high level of continuance commitment will remain in the organization because they need them. Normative commitment reflects the sense of responsibility to remain in the organization. Individuals who have a high normative commitment will stay in the organization because they feel obligated to stay (relating to loyalty). Variable personal such as age, years of employment, education level, marital status, having children who are still in the home, and the type of job changes, were strongly associated with organizational commitment (Demir, Sahin, Teke, Ucar, and Kursun, 2009).
Organizational Support (POS). This theory assumes that in order to meet the emotional needs of social and readiness organizational to give rewards, will increase business and employee confidence about how organizations assess their contribution and cared about (Eisenberge, Huntington, Hutchison, and Sowa, 1986). According Colakoglu and Culha (2010) that the organizational support effect on organizational commitment positively and attention to employee will increase performance and contribution (Meyer and Allen, 1997).
The studies about spirituality which was associated with organizational commitment shows that when a person has a spirituality of work, the affective commitment to the organization will be attached (Rego and Cunha, 2008). Rego and Cunha (2008) investigated 361 individuals in 154 organizations. Workplace spirituality was used by Rego and Cunha (2008) namely a sense of team community, alignment with organizational values, a sense of contribution to society, enjoyment at work, and opportunities to inner life. Organizational commitment was used in that research refered to Allen and Meyer (1990) namely affective, normative, and continuance. Rego and Cunha (2008) stated that the presence of workplace spirituality will support organizational commitment and performance of individuals and organizations. Because when the organization satisfying the needs of members spiritually, they feel safe psychologically and feel valued as human beings.
Results of Rego and Cunha (2008) were supported by Wainaina, Iravo, Waititu (2014), Sorizeni, Kamalipur, Qhalandarzehi, Jamshidzehi (2014), Torkamani, Naami, Sheykhshabani, Beshlide (2015). The results of these studies were differrent from Marschke, et.al., (2009). Wainaina et.al., (2014) investigated the effect of workplace spirituality to organizational commitment in 27 private universities and 22 public universities in Kenya. The samples were used in the study a number of 282 employees at the university. The results showed that there was positive effect spiritual workplace to organizational commitment.
Sorizeni et.al., (2014) examined the workplace spirituality and organizational commitment. They studied on 67 employees who work at the Agricultural Jihad Organization in Iran. Research showed that workplace spirituality effect on organizational commitment.
Torkamani et.al., (2015) examined the influence of spiritual leadership on organizational commitment, productivity, and performance with mediating variables namely spiritual well-being and learning organization. The study was conducted on 400 workers at a gas plant in Iran. This result was in line with Vanderberghe (2011), which examined the influence of spiritual leadership on employee commitment.
Usman and Danish (2010) examined spirituality leadership and organizational commitment. They concluded that spirituality predicts affective commitment among employees. The study was conducted at 121 branch managers, area managers and regional managers in private banking and the government in Pakistan. The research was supported by Malik and Naeem (2011) who studied at the Higher Education Institution members in Pakistan which results above and the theory of Perceived Organizational Support the research hypothesis is:
H 1 : Spirituality influence on organizational commitment positively
Joiner (2006) investigated the influence of personal characteristics, job- related characteristics, and job involvement characteristics to organizational commitment. The results showed that personal characteristics (gender, marital status, family responsibility, and education) influence on organizational commitment. Joiner (2006) examined the academic employees who work at the University in Australia.
Kaur and Kumar (2014) examined the dual career couple and organizational commitment. Samples were taken from 70 working couple in India, US, Canada, Australia in some sectors such as IT, telecommunications, healthcare, consulting, education, and manufacturing. The results showed that couples with children under two years old had less time with their children because of the increasing pressure of work. It leads to a high rate of absenteeism, turnover and low organizational commitment.
Kaur and Kumar ’s research result was in line with Balmforth and Gardner
(2006) in New Zealand and Nart and Batur (2013) in Turkey. They stated that dual career family worker affect organizational commitment negatively. Balmforth and Gardner (2006) conducted a study on 75 employees in New Zealand. Nart and Batur (2013) conducted a study on 266 public school teachers in Turkey. The research was supported also by Kossek and Ozeki (1998) and Namasivayam and Zhao (2006) in India.
Organizational commitment between dual and single income family showed that single income family had higher organizational commitment than the dual income family (Elloy and Flynn, 1998). Elloy and Flynn (1998) examined at two manufacturing companies in the US with a number of respondents to the first company were 260 respondents and 314 respondents to the second company. Based on the above results, the hypothesis of this study are:
H : Dual Career Family Worker moderates the influence of spirituality on
2 organizational commitment. Based on that explanation, the conceptual framework of this study are : H
1 Spirituality Organizational Commitment
Dual Career Family Worker
Figure 1 The Conceptual Framework According to Figure 1 The Conceptual Framework, independent variable in this research is spirituality, dependent variable is organizational commitment and moderation variable is dual career family worker.
Population and Sample
The population of this study is employees who are working at the Ministry of Religious Affairs at Republic of Indonesia especially in IAIN Surakarta (246 employees), IAIN Salatiga (166 employees), and MTsN 1 Surakarta (employess). This study uses employees who work at the Ministry of Religious Affairs because in line with the phenomenon in this research namely Saifuddin statement, the Minister of Religious Affairs, about The Five Work Culture developed in the Ministry of Religious Affairs. IAIN Surakarta, IAIN Salatiga, and MTsN 1 Surakarta were selected as the object of the study site because there is no research as far as the researchers know, about organizational commitment in that institution. It becomes the second difference of this study compared to other studies in addition to the use of variable dual career family worker as a moderating variable. Total population in this study was 440 employees. The sampling technique use in this study is purposive sampling with the following criterias : a.
Civil Servants in the Ministry of Religious Affairs.
b.
Having a husband/wife of a civil servant or an employee in Ministry of Religious Affairs or another institution. The questionnaire was distributed to 120 respondents and 89 questionnaires returned. This data collection method is administrated questionnaires personnally. The questionnaire is divided into three parts namely: a.
The first part about organizational commitment includes affective, continuance, and normative commitment which refers to Allen and Meyer (Allen, NJ & Meyer, JP, 1990).
b.
The second part about spirituality which refers to Spirituality Trancendency Scale by Gary T. Reker (2003).
c.
The third part about Dual Career Family Worker which refers to Revised Dyadic Adjustment Scale (RDAS) by Crane, Middleton, and Bean (2000).
Data Analysis Method
Validity test and reliability test are used to test the instrument of the research. The hypothesis testing in this study is using Moderated Regression Analysis (MRA) with the help of software SPSS version 20.00. The research
OC = a + b
1 S + b
2 DCFW + b 3 (SDCFW) + e
Note: OC : organizational commitment S : spirituality DCFW dual career family worker
:
(SDCFW) : interaction between spirituality and dual career family worker e : standard error All of the 33 questions in the questioner are valid with the 0.01 level. Variable organizational commitment, spirituality and dual career family worker meet the values of Cronbach
’s Alpha > 0.6, so all the questions are reliably. Based on the test for normality, multicollinearity, and heterokedasticity, it can be concluded that the variables used in this study has met the classical assumption test.
Hypothesis Testing and Discussion
The results of the hypothesis testing can be seen in Table 1 Moderated Regression Analysis Output below:
Table 1 Moderated Regression Analysis Output
Variables Coefficient p-value
Constanta 5.404 0.000
S 0.213 0.000*** DCFW -0.115 0.176 SDCFW 0.051 0.000 ***
2
0.375
Adj. R F-Statistic 18.812 Prob (F-statistic) 0.000
N
89
- ,**,* significant in 0,01; 0,05; 0,1 Source: data processed
The equations model based on the MRA as follows: OC = 5,404 + 0.213S - 0.115DCFW 0.051SDCFW + e
Table 1 Moderated Regression Analysis Output showed that spirituality effect on organizational commitment positively (coefficient 0.213 with sig. 0.000 <0.05), so the first hypothesis is accepted. That result is not in line with Sanders and Joseph
E (2005) and Marscke (2009) research’s which stated that there was no significant causal relationship between spirituality and commitment. This study supports
research conducted by Rego and Cunha (2008), Usman and Danish (2010), caused by employee is getting adequate social and emotional needs, so they feel valued and appreciated, and then the higher organizational commitment.
Dual Career Family Worker moderates the influence spirituality on organizational commitment (coefficient 0.051 with sig 0.000 <0.05), so that the second hypothesis is accepted. It can be caused by there is a greater burden on work and family in Dual Career Family Worker, so if there is a conflict in their role will weaken the influence of spirituality on organizational commitment. Effect of Dual Career Family Worker on organizational commitment is not proven, it is not in line with the research was conducted by Kaur and Kumar (2014), Balmforth and Gardner (2006), Nart and Batur (2013), Kossek and Ozeki (1998), Elloy and Flyn (1998), Joiner (2006) and Namasivayam and Zhao (2006). Because Dual Career Family Worker has no effect on the organizational commitment, Dual Career Family Woker in this research is included in the pure moderation.
Conclusion
Based on the above discussion, we conclude as follows: 1.
Spirituality influence on organizational commitment positively. Implications of these results, especially the leadership of the Ministry of Religious Affairs in IAIN Salatiga, IAIN Surakarta, and MTsN 1 Surakarta should maintain and improve the care and concern for the social emotional needs of his subordinates (intrinsic and extrinsic reward) so that they feel valued and appreciated.
2. Dual Career Family Worker moderates the influence of spirituality on organizational commitment. The implication of this research is the leader of
IAIN Salatiga, IAIN Surakarta, and MTsN 1 Surakarta give attention to the needs of dual career family working mainly related to the fulfillment of a balance of work and family.
Suggestions for future research as follows: 1.
Future studies could examine different objects, different theories, and different variables from this research.
(quantitative and qualitative) to get a new perspective in organizational commitment.