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aining and development programs on Government banks to e

Submitted By:Rana Sajid Ali

!: "#"#$%"%

Submitted &o:

'a(am &asneem Akhtar

!ue !ate: ")*%)*#%"+

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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.

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 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).

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 Table of contents

 Items

1. Introduction

1.1 ational of !tudy

1." !ignificance of !tudy

1.# $roblem !tatement

1.% Aim of !tudy

1.& esearch 'uestions

1.( esearch )b*ectives

1.+ Delimitation of !tudy

". iterature eview

#. -ramework  

ypothesis

%. esearch /ethodology

%.1 !ample !i0e

%." !ampling Techniue

%.# $opulation -rame

%.% 2nit of Analysis

%.& Type of !tudy

%.( Time ori0on

&. Data Analysis and esults

&.1 Demographics

&." eliability

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&.# -actor Analysis

&.% $urpose of -actor Analysis

&.& 3orrelation

&.( egression

&.(.1 egression without the Impact of /oderator 

&.(." Impact of /oderator on egression

(. Discussion

+. Implication

4. 3onclusion

5. imitation of study

16. Appendixes

11. eferences

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1. Introduction

7!piritual training is an essential part of our life. 8hile describing the mission of the $rophet of 

Islam, Allah says9 7e is the one who has raised among the ignorant :Arabs; a messenger from

among themselves who :1.; ecites to them is revelation, :".; purify them, and :#.; teaches them

the <ook and wisdom.=>("9"?.

In modern world, the organi0ations which deliberately implemented spirituality can

contribute to get the better performance from their employees >hodes, @dD, "66(?.

!pirituality focuses to enhance *ob satisfaction in the organi0ation >arung, .!,

155(?. !cholars addressed the human side of experience of spirituality, which helps to reduce the

stress, conflict, increase creativity and solve the organi0ational problems >Tischler, ., <iberman, .,

and /cBeage, ., "66"?. !pirituality increases the *ob involvement >Bolodinsky, .8, Ciacalone,

and . A, and urkiewic0, 3. ., "664? and also increases honesty commitment and trust

>Brishnakumar and eck "66"?, it also improve the performance of the work in the organi0ation

>Duchon and $lowman "66&?. !pirituality training and development is very important elements for 

any organi0ation.

Problem statement:

7The spirituality model basically recogni0es that people work not only with their hands but

also their heart and spirit >Ashmos E Duchon, "666?=.

)rgani0ations and businesses are the backbone of any economy. @mployees are considered

as the asset of any organi0ation. /any 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. )utcomes of their dissatisfaction show in low

 performance and low organi0ation performance. They work only with their hands and do not work 

with their spirit.

6

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The spirituality development approaches are used mostly in private sector which produce

more productivity and performed very well as compare to the public sector. !o it is important to

study that which factors lead toward organi0ational performance so that I can explore these steps for 

the development of employees and organi0ational performance. -or this purpose, IFll evaluate

employeeFs and organi0ation perception on how spiritual TD$ increase public sectors performance.

/any researchers have empirically tested this presumption but these are not properly applied and

hypothesi0ed on public sectors. Therefore, a research is necessary to undertake to assist the

researchers and managerGowners for the sake of reinforcement of spirituality.

In modern world, the organi0ations which deliberately implemented spirituality can

contribute to get the better performance from their employees >hodes, @dD, "66(?. !pirituality

focuses to enhance *ob satisfaction in the organi0ation >arung, .!, 155(?. !cholars addressed the

human side of experience of spirituality, which helps to reduce the stress, conflict, increase

creativity and solve the organi0ational problems >Tischler, ., <iberman, ., and /cBeage, .,

"66"?. !pirituality increases the *ob involvement >Bolodinsky, .8, Ciacalone, and . A, and

urkiewic0, 3. ., "664? and also increases honesty commitment and trust >Brishnakumar and eck 

"66"?, it also improve the performance of the work in the organi0ation >Duchon and $lowman

"66&?. !pirituality training and development is very important elements for any organi0ation.

Aim of the study:

)rgani0ations and businesses are the backbone of any economy. @mployees are considered

as the asset of any organi0ation. /any 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. )utcomes of their dissatisfaction show in low

 performance and low organi0ation performance. They work only with their hands and do not work 

with their spirit.

!pirituality in workplace is an important factor used to enhance *ob satisfaction, *ob

commitment, *ob involvement and the n increases organi0ational performance. )rgani0ations which

keep on developing spiritual training practices in their workplace can get the higher productivity,

higher *ob satisfaction, positive ethical behavior and values of employees >Tim owder, "66&?.

7

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!piritual training programs can reduce more than 46H problems of employees and organi0ation.

This spiritual training E 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

organi0ation performance. -or reducing the stress, conflict, fear and depression I used different

spirituality techniues 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. !o it is

important to study that which factors lead toward organi0ational performance so that I can explore

these steps for the development of employees and organi0ational performance.

Research objectives:

1. To analy0e that how spiritual training and development programs enhance the performance

of the Covernment bank employees.

". To determine that which factors affect the performance of the Covt. bank employees.

#. To ensure that spiritual training and development programs can make the employees to work 

with honesty and sympathy.

Research questions:

1. 8hat is the impact of spiritual TD$ on the performance of the Covernment bank 

employees

". 8hat are the factors that increase the spirituality

#. 8hat are levels of spirituality to check the performance of Covernment banks employees

ariables:

!e"endent ariable:

)rgani0ation $erformance

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ritual Counselor Expertise

eligious based knoledge

E!ecti"e Spiritual training progra#

$n t%e &ob

$! t%e &ob

 'ob satisfaction

 'ob co##it#ent

 'ob in"ol"e#ent

$rgani(ational perfo

Inde"endent ariables:

!piritual 3ounselor @xpertise

eligious based knowledge

!piritual TrainingE Development $rograms

ob satisfaction

ob commitment

ob involvement

#once"tual $ramework:

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.

 

!piritual 3ounselor @xpertise has positive impact to enhance the spiritual training and

development programs. eligious based knowledge has positive impact to enhance the spiritualtraining and development programs. !piritual Training E Development $rograms dimensions

have significant influence on *ob satisfaction. !piritual Training E Development

$rograms dimensions have significant influence on *ob commitment. !piritual Training E

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Development $rograms dimensions have significant influence on *ob involvement. ob satisfaction

has positive relation with organi0ation performance. ob commitment has positive relation with

organi0ation performance. ob involvement has positive relation with organi0ation performance.

%iterature Review

!pirituality refers to inner feeling thoughts, values and believes which express human

 behavior in the workplace.

 owJ aJ days, spirituality at the workplace has received more attention from the

 professionals, scholars and academics >8right "66&K $oole, "66+K !winton "66+K <ell "664?.

8orkplace spirituality has been defined as La. framework of organi0ational values evidenced in the

culture that promote employeesM experience of transcendence through the work process, facilitating

their sense of being connected to others in a way that provides feelings of completeness and *oyL

>Ciacalone and *urkiewic0, "66#?.Despite focus on the definition of spirituality the practitioners pay

more attention towards the aspects of spirituality >obinson, "66#?.!ome past studies relates

spirituality to religion but in modern context scholars have introduced several aspects of spirituality

like personal values and beliefs >eck and /illiman, 155%&.According to /itroff and Denton

>1555,p.4#? spirituality creates inner feelings and being connect the employees among themselves

in the organi0ation. 7!pirituality involves understanding the significance of employees finding

meaning in their work and displays a genuine concern for the 7whole= person, not *ust theemployee= ><olman E Deal, "66#?. !ome scholars relate spirituality to the values and

connectedness of all employees but workplace spirituality is also known as a highly individual and

theoretical construct >Cibbons, "666?.!pirituality concentrates on the improvement of the

employees entire self so they behave in sympathetic manner toward their subordinates and

 workers>Nafar, "616?.

!pirituality makes innovation in environment of organi0ation when these organi0ations start

to apply spirituality in their workplace >$etchsawanga and Duchon, "61"?. It can enhance the three

factors >*ob satisfaction, *ob involvement and *ob commitment? in the organi0ations 'Deming, 154(K

ackson, "66%?. )rgani0ations having high spirituality can better perform their goals by 4(H more

than those organi0ations which have less spirituality >loyd, 1556?. !pirituality improves the *ob

*+

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commitment among employees and organi0ation so, that indicate they are more loyal toward the

workplace >/owday et al., 15+5K Cuimareas, 155+K uthans, 155(?.ob satisfaction also plays a

very significant role in the organi0ation performance when the employees are satisfied with the *ob

security, company strategy, promotional programs and salary conditions they can reduce the

turnover of the employees in the organi0ation >3hakrabarty,"66+K aramillo, "66(?. ob

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

workplace >$inder, 1554?. 7Attitudes of employees in organi0ations with high levels of spirituality

are positive, supportive of the organi0ation, and demonstrate commitment to a much greater degree

than in organi0ations without such values >/illiman et al., "661K $feffer and Oega, 1555?=.

This paper focuses on to give !piritual training to employees of government banks.

 !piritual Training and development program >TD$? is very significant to improve the behavior or 

attitudes toward management. !pirituality 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 organi0ation >age, "66(?./any 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 ad*ust in that organi0ation. 8e

apply two methods of training on the *ob and off the *ob techniues. )n the *ob techniues are

 provided to those employees who have regular *ob and off the *ob techniues include conferences,

discussion and orientations are for new employees. Training techniues give guarantee to ownersimprove their chances of success. A well trained mind is considered to be a talent and asset in the

organi0ation. 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 *ob analyses, can take decisions

more appropriately, handle the situation, recogni0e interpersonal relationship and perform their *obs

and goals effectively >$etchsawanga and Duchon,"61"?.)n the *ob training techniue will result in

 %6H increase in productivity and #& H enhance the morale of the organi0ation.

@mployeesF spiritual training impact on their spirituality and the spirituality enhances

organi0ation productivity and performance. !piritual training is very helpful in the organi0ation to

reduce the stress, work overload, clash and absenteeism which make employees life well >Barakas,

"616?.

**

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Training programmers provided in organi0ations have very long lasting effects on organi0ation

 performance ><lundell, Dearden, /eghir and !ianesi, 1555?. 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 organi0ation. These spiritual training will enhance their 

 personal values and make them more satisfied, committed and involved with organi0ation.

3onseuently, there will be increased organi0ation performance. /ostly two types of trainings are

given in organi0ations.

19 )n the *ob training

"9 )ff the *ob training

On the Job Training:

Trainings provided on *ob have significant influence on organi0ation performance ><lundell,

Dearden, /eghir and !ianesi, 1555?. 8e are using Islamic and ethical internships and by telling

Islamic and ethical stories on *ob.

Off the Job Training:

)ff the *ob training of employees are conducted at a site away from their actual working in

organi0ation. 8e are using Islamic lectures seminars and case studies.

!piritual counselorFs experts are used to support spiritual training programs for employees in an

organi0ation. They enhance the spirituality among employees. @xpert group of counselors

competently educate and integrate issues relating to religious and spiritual values in their counseling

training programs given to employees in organi0ation >3raig !, 3ashwell and . !cott Poung, "66%?.

eligious based knowledge supports spiritual training programs to enhance the knowledge

of employees about spirituality. An organi0ation practicing religious based knowledge in their 

workplace can get maximum outcomes from their employees. eligious based knowledge

ob*ectives are established to support training of spirituality and religion and their incorporation into

organi0ational curricula >Crabovac, /D, Canesan, "66#?.

*2

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ob satisfaction focuses on every single employeeFs feelings. ormally, employeeFs

satisfaction and dissatisfying with their *ob doesnFt depend on the nature of *ob, but it depends on

the outcome which an individual expect from his *ob that an organi0ation will provide him

><arriball, "66&?. ob satisfaction depends on staff satisfaction which works in the organi0ation.

@mployees having high level of satisfaction have positive attitude toward their *ob so, *ob

satisfaction enhance the organi0ation performance >atif, "61#?.

!piritual values enhance the employeeFs commitment toward *ob and organi0ation >Bou0es and

$osner, 155&?. )rgani0ational commitment is strongly linked to enhance the organi0ation

 performance >/illiman, 30aplewski and -erguson, "66#?. !pirituality has positive relationship with

 *ob commitment of employees towards workplace >Adawiyah, !hariff, !aud and /okhtar, "611?.

Through spiritual training, there is increase in *ob involvement which creates positive effects on

organi0ational performance >obbins and udge, "61"? . ob involvement can develop

organi0ational success and enhance performance by engaging staff more in their *ob, and make

 their work a more significant on the workplace>/ahadevan ,"616?.!ome studies support this fact

that applying spirituality at workplace results in enhancement of organi0ational performance and

 productivity >Dent, iggins and 8harff, "66&K-ernando, "66&?./any scholars focus on this point

that spirituality can be applied in organi0ation to enhance and increase organi0ational performance

>Ashmos and Duchon, "666K CarciaJNamor, "66#K Ciacalone and urkiewic0, "66#aK -ry, "66&?ob

satisfaction, *ob involvement and *ob commitment have positive impact on organi0ation

 performance. Inner feeling of a person towards his *ob commitment and engaging of an employee

towards the organi0ation increase organi0ation performance.

#once"tual $ramework:

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

*3

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(y"othesis

(1: !piritual 3ounselor @xpertise has positive impact to enhance the spiritual training and

development programs.

(): eligious based knowledge has positive impact to enhance the spiritual training and

development programs.

(*:  !piritual Training E Development $rograms dimensions have significant influence on

 *ob satisfaction.

(+: !piritual Training E Development $rograms dimensions have significant influence on

 *ob commitment.

(,: !piritual Training E Development $rograms dimensions have significant influence on

 *ob involvement.

 

(-: ob satisfaction has positive relation with organi0ation performance.

(: ob commitment has positive relation with organi0ation performance.

(/: ob involvement has positive relation with organi0ation performance.

!iscussion of relationshi" between the de"endent and inde"endent variables

!piritual 3ounselor @xpertise has positive impact to enhance the spiritual training and

development programs. eligious based knowledge has positive impact to enhance the spiritual

training and development programs. !piritual Training E Development $rograms dimensions

have significant influence on *ob satisfaction. !piritual Training E Development

$rograms dimensions have significant influence on *ob commitment. !piritual Training E

Development $rograms dimensions have significant influence on *ob involvement. ob satisfaction

*4

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has positive relation with organi0ation performance. ob commitment has positive relation with

organi0ation performance. ob involvement has positive relation with organi0ation performance.

*5

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0ethodology

1. heoretical 2ackground:

!pirituality refers to inner feeling thoughts, values and believes which express human

 behavior in the workplace. 8orkplace spirituality has been defined as La framework of 

organi0ational values evidenced in the culture that promote employeesM experience of transcendence

through the work process, facilitating their sense of being connected to others in a way that provides

feelings of completeness and *oyL >Ciacalone and *urkiewic0, "66#?. Despite focus on the definition

of spirituality the practitioners pay more attention towards the aspects of spirituality >obinson,

"66#?. !ome past studies relates spirituality to religion but in modern context scholars have

introduced several aspects of spirituality like personal values and beliefs >eck and /illiman,

155%?. According to /itroff and Denton >1555, p.4#? spirituality creates inner feelings and being

connect the employees among themselves in the organi0ation. 7!pirituality involves understanding

the significance of employees finding meaning in their work and displays a genuine concern for the

7whole= person, not *ust the employee= ><olman E Deal, "66#?. !ome scholars relate spirituality to

the values and connectedness of all employees but workplace spirituality is also known as a highly

individual and theoretical construct >Cibbons, "666?. !pirituality concentrates on the improvement

of the employeeFs entire self so they behave in sympathetic manner toward their subordinates and

workers >Nafar, "616?.

!pirituality makes innovation in environment of organi0ation when these organi0ations start to

apply spirituality in their workplace >$etchsawanga and Duchon, "61"?. It can enhance the three

factors >*ob satisfaction, *ob involvement and *ob commitment? in the organi0ations >Deming, 154(K

ackson, "66%?. )rgani0ations having high spirituality can better perform their goals by 4(H more

than those organi0ations which have less spirituality >loyd, 1556?. !pirituality improves the *ob

commitment among employees and organi0ation so, that indicate they are more loyal toward the

workplace >/owday et al., 15+5K Cuimareas, 155+K uthans, 155(?.ob satisfaction also plays a

very significant role in the organi0ation performance when the employees are satisfied with the *ob

security, company strategy, promotional programs and salary conditions they can reduce the

turnover of the employees in the organi0ation >3hakrabarty, "66+K aramillo, "66(?. ob

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

*6

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workplace >$inder, 1554?. 7Attitudes of employees in organi0ations with high levels of spirituality

are positive, supportive of the organi0ation, and demonstrate commitment to a much greater degree

than in organi0ations without such values >/illiman et al., "661K $feffer and Oega, 1555?=.

This paper focuses on to give !piritual training to employees of government banks. !piritual

Training and development program >TD$? is very significant to improve the behavior or attitudes

toward management. !pirituality 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 organi0ation >age, "66(?./any 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 ad*ust in that organi0ation. 8e

apply two methods of training on the *ob and off the *ob techniues. )n the *ob techniues are

 provided to those employees who have regular *ob and off the *ob techniues include conferences,discussion and orientations are for new employees. Training techniues give guarantee to owners

improve their chances of success. A well trained mind is considered to be a talent and asset in the

organi0ation. 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 *ob analyses, can take decisions

more appropriately, handle the situation, recogni0e interpersonal relationship and perform their *obs

and goals effectively >$etchsawanga and Duchon,"61"?.)n the *ob training techniue will result in

 %6H increase in productivity and #& H enhance the morale of the organi0ation.

@mployeesF spiritual training impact on their spirituality and the spirituality enhances

organi0ation productivity and performance. !piritual training is very helpful in the organi0ation to

reduce the stress, work overload, clash and absenteeism which make employees life well >Barakas,

"616?.

Training programmers provided in organi0ations have very long lasting effects on organi0ation

 performance ><lundell, Dearden, /eghir and !ianesi, 1555?. 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 organi0ation. These spiritual training will enhance their 

 personal values and make them more satisfied, committed and involved with organi0ation.

3onseuently, there will be increased organi0ational performance.

a. heory of ariables

*7

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i. 3rgani4ation Performance:

$erformance refers to those behaviors that have been evaluated or measured as to their 

contribution to organi0ational goals >3ook and unsaker, "661?. <ehavior modification that is

according to Armstrong >"611? must be the outcome of training programme contributes toorgani0ational performance. In the same light, Careth >"66#? defines organi0ational performance as

a measure of how efficiently and effectively managers use resources to satisfy customers and

achieve organi0ational goals. Therefore, employee efficiency and effectiveness simply link 

organi0ational performance. >Aswathappa "664? indicates that performance is essentially what an

employee does or does not do.

ii. 5"iritual #ounselor 67"ertise:

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

uniue perspective on transpersonal issues that affects employeeFs performance >!oma Canesan,

/D, -3$3, "66#?.

iii. 5"iritual raining 8 !evelo"ment Programs:

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

examining the links between this phenomenon and organi0ational 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 organi0ations where emphasis on spiritual values has had

an impact on work productivity >Aswathappa "664?.

iv. 9ob satisfaction:

@mployee motivation is one of the most important concepts in the fields of organi0ational

 behavior and human resource management. @mployee motivation is the key to organi0ational

effectiveness and is a predictor of performance and *ob satisfaction >Chafoor, "611K ather and ain,

"66&?. /otivated employees are the cornerstones of any organi0ation >Anderfuhren, et al., "616?

and help organi0ations to survive >!mith, 155%?.

*8

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v. 9ob 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 >el et al.,

"661?. )luseyi and Ayo >"665? assert that levels of employee performance rely not only on theemployeeMs actual skills, but also on the level of motivation they exhibit. Therefore, productivity and

retention of employees are considered as functions of employee motivation >ord, "66"?. Training

 programs also exert influence on factors such as employee turnover, as well as *ob satisfaction and

organi0ational commitment >/itchell et al., "661?.

vi. 9ob involvement:

It examined whether variables at individual, unit, and sub organi0ation levels influence the

extent to which the knowledge and skills learned in employee involvement >@I? training are

generali0ed beyond specific @I activities. Training generali0ation occurs when the knowledge and

skills learned in training for a specific purpose in one context >e.g., @I training for use in uality

circles? are applied by trainees in another context >e.g., regular *ob duties?.

!efinitions of ariables

3n the 9ob raining:

Trainings provided on *ob have significant influence on organi0ation performance ><lundell,

Darden, /eagher and !iamese, 1555?. 8e are using Islamic and ethical internships and by telling

Islamic and ethical stories on *ob.

3ff the 9ob raining:

)ff the *ob training of employees are conducted at a site away from their actual working in

organi0ation. 8e are using Islamic lectures seminars and case studies.

!piritual counselorFs experts are used to support spiritual training programs for employees in

an organi0ation. They enhance the spirituality among employees. @xpert group of counselors

competently educate and integrate issues relating to religious and spiritual values in their counseling

training programs given to employees in organi0ation >3raig !, 3ashwell and . !cott Poung, "66%?*)

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eligious based knowledge supports spiritual training programs to enhance the knowledge

of employees about spirituality. An organi0ation practicing religious based knowledge in their 

workplace can get maximum outcomes from their employees. eligious based knowledge

ob*ectives are established to support training of spirituality and religion and their incorporation into

organi0ational curricula >Crabovac, /D, Canesan, "66#?

ob satisfaction focuses on every single employeeFs feelings. ormally, employeeFs

satisfaction and dissatisfying with their *ob doesnFt depend on the nature of *ob, but it depends on

the outcome which an individual expect from his *ob that an organi0ation will provide him

><arriball, "66&?. ob satisfaction depends on staff satisfaction which works in the organi0ation.

@mployees having high level of satisfaction have positive attitude toward their *ob so, *ob

satisfaction enhance the organi0ation performance >atif, "61#?.

!piritual values enhance the employeeFs commitment toward *ob and organi0ation >Bou0es

and $osner, 155&?. )rgani0ational commitment is strongly linked to enhance the organi0ation

 performance >/illiman, 30aplewski and -erguson, "66#?. !pirituality has positive relationship with

 *ob commitment of employees towards workplace >Adawiyah, !hariff, !aud and /okhtar, "611?.

Through spiritual training, there is increase in *ob involvement which creates positive effects

on organi0ational performance >obbins and udge, "61"? . ob involvement can develop

organi0ational success and enhance performance by engaging staff more in their *ob, and make

 their work a more significant on the workplace>/ahadevan ,"616?.!ome studies support this fact

that applying spirituality at workplace results in enhancement of organi0ational performance and

 productivity >Dent, iggins and 8harff, "66&K-ernando, "66&?./any scholars focus on this point

that spirituality can be applied in organi0ation to enhance and increase organi0ational performance

>Ashmos and Duchon, "666K CarciaJNamor, "66#K Ciacalone and urkiewic0, "66#aK -ry, "66&?ob

satisfaction, *ob involvement and *ob commitment have positive impact on organi0ation

 performance. Inner feeling of a person toward his *ob commitment and engaging of an employee

towards the organi0ation increases organi0ation performance.

*. !ata collection:

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I will select the sample from the population of government banks employees of ational

 banks, <ank of $un*ab. I will select the sample data from male and female of these bank employees

to check their performance by using spiritual training program. !ample si0e for my research is "6.

!ampling techniues 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. ThatFs why my sampling

techniue for research is stratified sampling techniue for collection of data from government banks

employees >/ale and -emale?.

In this study, I target the population for the research about 7spiritual training and

development programs=  from the  government bank employees to check the organi0ation

 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 Covt. banks. 2nit 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. @very individual has its own different opinion, experience and perception

regarding this.

+. 5tudy !esign:

/y 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. !tudy can be descriptive and

causal. !tudy is said to be causal when I need to explore or find out any relation or impact of one

variable on other.

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5, -ata .nal/sis and Results

R6%IA2I%I A;A%5I5:

eliability 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. owever, I have calculated the reliability on the basis of 

interJitem consistency. -rom the !$!! I obtained following results9

able ;3.1

 eporting of reliability

!r. o Oariables eliability o. of items

1 !3@ .("# &

" <B .461 &

# ! .466 &

% 3 .4%" &

& I .414 &

( )$ .46& &

 ote. >!3@Q !piritual 3ounselor @xpertise, <BQ eligious based knowledge, !Q ob

satisfaction, 3Q ob commitment, IQ ob involvement, )$Q )rgani0ational performance?

Results

eliability 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 3hronbach Alpha should be greater or eual to 6.(6.

-or ob !atisfaction value is 6.466 which is also greater than 6.(6.for ob 3ommitment 6.4%" which

is also greater than 6.(6.for ob Involvement the value of 3hronbach alpha is 6.414which is also

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greater than 6.(6 for )rgani0ation $erformance the value is 6.414 which is also greater than 6.(6 so

it is also reliable .!o, all the values of variables are significant because these are greater than 6.(6

hence our instrument is reliable

Explorator/ 0actor .nal/sis1

7-actor 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 ><ryman E 3ramer 1555?.=

able ;o.)

 eporting of e!ploratory factor analysis

5.;3.

56# R2< 95 9# 9I 3P

1 31 3" 31 3" 31 3" 31 3" 31 3" 31 3"

 .(11 .(%1 .&&1 .+%6 .

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<artlettFs .666 .666 .

666

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arianc

e=

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 ote. >!3@Q !piritual 3ounselor @xpertise, <BQ eligious based knowledge, !Q ob

satisfaction, 3Q ob commitment, IQ ob involvement, )$Q )rgani0ational performance?

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Results:

@xploratory factor analysis is used to identify the inter link of the stated variables. -or this purpose

every uestion for every variable is analy0ed to check that how much each uestion explaining the

variable. It is refer to the loading score and should more than 6.% >3arole l. Bimberlin, "664?.TheB/) and <artlettFs score is used to analy0e and check suitability of the sample si0e and of the

uestion respectively whether it is reflecting according to the study needs or not. The B/) score

for being valid must be more than the 6.(6 >Baiser, 15+%? and the <artlettFs value must be

significant which means the value must be less than the 6.6&.

The above table shows the loading score of the entire variable and most of them present it is more

than 6.%. <ut in case of !3@ and <B loading score is less than >.* and this is also acceptable as

the si0e 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>.* >/.JB. Bim et al,

"66%?.

#orrelation

 eporting of correlation

Oariables !@3 <B ! 3 I )

$

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!3@ 1

<B 6.(5"RR 1

! 6.#++RR 6."(%RR 1

3 6.(#1RR 6.1%+ 6."(#RR 1

I 6."54RR 6.151 J.645 6."45R

R

1

)$ 6."&6R 6."1"R 6.16+ 6."6"R 6.15# 1

 ote. >!3@Q !piritual 3ounselor @xpertise, <BQ eligious based knowledge, !Q ob

satisfaction, 3Q ob commitment, IQ ob involvement, )$Q )rgani0ational performance?

R reflect that 3orrelation is significant at the 6.6& level

RR reflects that 3orrelation is significant at the 6.61 level?

Results

It is the analysis of 3orrelation in which we check the strength and direction of our 

instrument. ere the range is in between the 6J1, means our highest value can be 1 and lowest can

 be 6, as the score will be higher than the Nero >6? as the two variables will have strong correlation

among each other.

!escri"tive 5tatistics:

After data cleaning and screening, I am in a position to get our variables from the items. -or 

this purpose, I had transformed the items into representing variable. !$!! 15.6 provides a function

to transform and compute variable. After computing the variablesK I had applied descriptive

statistics tools on the computed variables and obtained following results

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able *

 Reporting of descriptive statistics"

ariables 0A@ 0I; 06A

;

ARIA;#

6

5.! 5<6;6

55

RA;B

6

5#6 + &."6 (.1+66 ."(+ .

&1((5

J.6&+ 1.46

R2<  + & (."%66 .#(1 .

(6161

J"6+4 ".66

95 + & (.1546 .#%5 .

&5114

J.64( ".66

9# + & (.1%4 .%65 .

(#5"6

.614 ".66

9I + & (.1("6 .#+( .

(1"+5

J.14+ ".66

3P + & (.1("6 .#(+ .

(6(1(

J.#56 ".66

 ote. >!3@Q !piritual 3ounselor @xpertise, <BQ eligious based knowledge, !Q ob

satisfaction, 3Q ob commitment, IQ ob involvement, )$Q )rgani0ational performance?

Results

The above results in the table show the descriptive analysis of the data. The descriptive

analysis aims to summari0e 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:

#ontent #oefficient 5td. error tCvalue "Cvalue (y"othesis

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3onstant

'95 &

#.&#6 .(4( &.1%+ .666

!3@ .%"( .1%5 ".4&4 .66& 19supported

<B .66( .1"4 .6%4 .5(" "9ot supported

;ote :' r"Q.1%"?, >-Q4.6"(Q.661a?, >p value S.6&?

#ontent #oefficient 5td. error tCvalue "Cvalue (y"othesis

3onstant>3? ".641 .&#1 #.51+ .666

  !3@ 1."&+ .11& 16.44& .666 #9supported

<B J.&51 .651 J&.5&& .666 %9supported

;ote: :' r"Q.&(6?, >-Q(1.(#%Q.666a?, >p value S.6&?

#ontent #oefficient 5td. error tCvalue "Cvalue (y"othesis

3onstant>I? %.6" .+## &.%51 .666

  !3@ .#++ .1&5 ".#(+ .6"6 &9supported

<B J.6#6 .1#+ J"14 4."4 (9 ot supported

;ote :' r"Q.645?, >-Q%.+#(Q.611a?, >p value S.6&?

#ontent #oefficient 5td.error tCvalue "Cvalue (y"othesis

3onstant>)$? #.4%5 .5# %.16" .666

  ! .645 .16( .4#% .%6+ +9 ot supported

3 .1"( .16" 1.""5 .""" 49 ot supported

I .1(1 .16% 1.&&" .1"% 59 ot supported

;ote :' r"Q.645?, >-Q%.+#(Q.611a?,>p value S.6&?

Results:

 (1: 5"iritual #ounselor 67"ertise has "ositive im"act on the job satisfaction.

 ypothesis 1 the !piritual 3ounselor @xpertise significantly has positive impact on *ob

satisfaction because its pJvalue is less than .66&.

(): Religious based knowledge has "ositive im"act on job satisfaction.

ypothesis " that the eligious based knowledge has positive impact on *ob satisfaction is not

supported because its pJvale is not less than the .66&.

(*: 5"iritual #ounselor 67"ertise has "ositive im"act on the job commitment.

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, 5uggestion

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 organi0ational

 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 employeeFs performance in working conditions.

- #onclusion

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

training programs at banking level, researchers have conducted research on @ffects of spiritual

training and development programs on Covernment 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 organi0ations. <anks 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 )rgani0ationFs performance.

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Reference %ist:

• Andrea D Crabovac, /D, -3$31, !oma Canesan, /D, -3$3 >"66#?. 7!pirituality and

eligion in 3anadian $sychiatric esidency Training.= The 3anadian ournal of $sychiatry)riginal esearch.

• Ashmos, D. $. and Duchon, D >"666?. 7!pirituality at work9 A conceptuali0ation and

measure.=ournal of /anagement Inuiry, 5>"?, 1#%J1%%.

• <adrinarayanan, O. and /adhavaram, !. >"664?, 78orkplace spirituality and the selling

)rgani0ation9 a conceptual framework and research propositions=, ournal of $ersonal

!elling E !ales /anagement

• 3arole urkiewic0K obert A Ciacalone >"66%?. 7A Oalues -ramework for /easuring the

Impact of 8orkplace !pirituality on )rgani0ational $erformance=. ournal of <usiness

@thics.

• 3acioppe, ., >"666?. 73reating spirit at work9 eJvisioning organi0ation development and

leadership= eadership and )rgani0ation Development ournal, "1>"?, %4J&%

• 3raig !. 3ashwell and . !cott Poung >"66%?. 75"irituality in #ounselor raining: A

#ontent Analysis of 5yllabi from Introductory 5"irituality #ourses.D ournal of

3ounseling and Oalues.

• Dehler, C. @. and 8elsh, /. A.,> "66#?. The experience of work9 !pirituality and the new

workplace.In9 . A. Ciacalone and 3. . urkiewic0, eds. andbook of 8orkplace

!pirituality and )rgani0ational $erformance.

• Duchon, D. and $lowman, D. A.,> "66&?. urturing the spirit at work9impact of unit

 performance. . The eadership 'uarterly.

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A""endices:

Euestionnaire

>!trongly DisagreeQ1 !ome 8hat DisagreeQ" DisagreeQ# eutralQ% AgreeQ& !ome 8hat AgreeQ( !trongly

AgreeQ+5"iritual #ounselor 67"ertise

1 If spiritual counselor will give us spiritual awareness in training

 program I will be motivated.

1 " # % & ( +

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

deep sense of *oy.

1 " # % & ( +

 

# The focus of !piritual 3ounselor @xpertise in banks is to

develop awareness of the presence of Cod in oneFs life in

the context of a trusted relationship.

1 " # % & ( +

% !piritual 3ounselor @xpertise is reuired in more intense

in government banks than in the private institution.

1 " # % & ( +

& !piritual 3ounselor @xpertise is taking into account only

for the performance appraisal of bank employees.

1 " # % & ( +

Religious based knowledge

1 If our organi0ation will provide Islamic ethics to us in training I

will more sympathetic towards my colleagues.

1 " # % & ( +

 

" If our organi0ation will provide Islamic speeches to us in

training I will be more aware about my religion.

1 " # % & ( +

# eligious based knowledge will help me to work honestly. 1 " # % & ( +

% eligious knowledge will increase my work ethics. 1 " # % & ( +

& eligious and spiritual beliefs and practices are important

in the lives of bank employees.

1 " # % & ( +

9ob satisfaction

1 I feel close to the people at work 1 " # % & (

+

" I feel secure about my *ob 1 " # % & (

+

# I receive useful feedback on my performance. 1 " # % & (

+% I am able to access relevant learning and developing

opportunities from my *ob.

1 " # % & (

+

& In my organi0ation, there are opportunities for me to

develop my skills.

1 " # % & (

+

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9ob commitment

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

organi0ation

1 " # % & (

+

" I en*oy discussing my organi0ation with people outside it. 1 " # % & (

+

# 2nless something wrong, I will continue to work with this

organi0ation.

1 " # % & (

+

% I feel a strong sense of belonging to my organi0ation. 1 " # % & (

+

& I feel like part of family at my organi0ation. 1 " # % & (

+

9ob involvement

1 $urpose and mission of my *ob is important for me 1 " # % & (

+" I am utili0ing myself and my potential as a whole to

this organi0ation

1 " # % & (

+

# I am satisfied from my work. 1 " # % & (

+

% I have a passion for my *ob. 1 " # % & (

+

& I often remain busy in my work. 1 " # % & (

+

3rgani4ational "erformance

1 /y individual goals directly support the goals of theorgani0ation

1 " # % & (+

" I regularly accomplish my work goals 1 " # % & (

+

# /y personal goals help the organi0ation to achieve their

goals.

1 " # % & (

+

% /y ob*ectives have significant effect on organi0ational

 performance.

1 " # % & (

+

& /y goals are very important for organi0ation to achieve

their targets.

1 " # % & (

+Bender /ale -emale

ork e7"erience

ears

&J16 16J1& 1&J"6

Age "6 J"& "&J#6 #6Jabove

Income 'monthly& "&666G J &6666GJ &6666G J+&666G J +&666G J 166666GJ

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