WORKPLACE SPIRITUALITY: “Making Both the Flesh and Spirit Strong”

Abstract

The researcher conducted a phenomenological exploratory study to find out how the concept of spirituality can be facilitated and manifested in the workplace. This phenomenon is known as "workplace spirituality.”ln order to meet the research objectives, a qualitative approach was utilized through an in-depth key informant interview with loose to semistructured and open questions applied through purposive and convenience sampling. The respondents were selected from the researcher’s personal and business contacts. The sample consisted often (10) employees, limited to those who are affiliated to the Born Again Christian denomination. Gathered data were subjected into thematic categorizations and open and axial coding. Validation of the data was done through member-audit check. Results revealed that workplace spirituality can be seen in two levels: (1) Bottom-Up Approach wherein the employee’s spirituality is brought in the workplace; and (2) Top-Down approach wherein the organization’s corporate culture fosters an environment where employees can express their spirituality. The two, if put together, can result in integrative workplace spirituality. All of the respondents’ consider themselves as spiritual-beings. And they are seen in their workplace differently depending on the situations. Open coding revealed nineteen (19) archetypes (that can overlap with each other): attention-catcher, catalyst of change/person of impact, confidant and consoler, ethical barometer, excellent worker, man/ woman of conviction, mediator, mentor and trusted adviser, model employee, most trusted, overcomer/ conqueror, overtly kind and holy, person of integrity, punctual, servant, submissive, tension-reliever, volunteer, and zealous altruist. Through axial coding, it was found out that these employees inhibit and exhibit the spirit of compassion, a conqueror, excellence, impact, integrity, servanthood and submission. It was also found out that workplace spirituality can be observed in two points of analyses: individual and organizational; and two levels of manifestations: interior and exterior. Individual-interior spirituality consists of the individual’s inner connection to a transcendent through private meditation and prayer, belief systems and set of values, and deep conviction or faith about God. Individual-Exterior on the other hand consists of the observable work attitudes and behavior, the use of spiritual jargons, leadership and management decision-making, relationship, and motivation. Organizational-interior pertains to the mission-vision statement, policies, organizing principles and creed, and corporate philosophy, values and programs and culture. Organizational-external are recognized through the Human Resource’s efforts in organizing events like retreats, programs that cater to religious and worldview diversity, structural features like reward system, non-material outcomes like good stakeholders’ relation, business ethics, best practices, community services and corporate social responsibility. Two workplace spirituality metaphors were also conceptualized. These are the “eyeglass dependency” and the “black and white dog" metaphor. It was also found out that workplace spirituality is the “cultural gap filler” between the organization and the stakeholders, particularly, the employees. Spirituality is a major factor that affects employees view towards work that on the affects their work attitudes and behavior such as satisfaction, commitment and performances. In the case of the respondents, they view it as a blessing, a calling, a mission field and a place for worship. These people are not driven by monetary rewards. Rather, their inspiration is on pleasing their God. With these competitive advantages, it can be concluded that workplace spirituality fosters a win-win situation for both the employees and the organization.