Date of Conferral

2022

Degree

Ph.D.

School

Management

Advisor

Keri L. Heitner

Abstract

AbstractEmployees desire self-fulfillment through meaningful work and look for ways to express their religiosity and spirituality experiences enhances their work engagement and job satisfaction. The problem is that limited understanding of these relationships prevents leaders and managers from implementing policies and procedures that develop or sustain an organizational culture to support employees' religiosity and spirituality. This study aimed to investigate the relationship between religiosity and spirituality (predictor variables) and employees' work engagement and job satisfaction (criterion variables); the research questions addressed these relationships. The theories of religiosity and spirituality formed the framework. The sample included 110 U.S. working adults recruited through SurveyMonkey. Spearman’s rho revealed a significant weak positive bivariate relationship between the following variables: (a) religiosity, (b) job satisfaction, and (c) work engagement. Analysis showed a moderate positive relationship between spirituality and work engagement and a weak positive relationship between spirituality and job satisfaction. Ordinal logistic regression revealed that spirituality alone is a significant predictor of work engagement; spirituality and religiosity are not significant predictors of job satisfaction. Implications for positive social change may benefit managers implementing policies and procedures that develop or sustain an organizational culture to support employees' religiosity and spirituality. The findings may promote work conditions where leaders and managers nurture their employees' values and beliefs and develop and engage employees to find self-fulfillment through meaningfulness in their work.

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