The Journal of Applied Business Research – July/August 2017 Volume 33, Number 4

Modelling The Influence

Of Workplace Spirituality,
Quality Of Work Life, Expectations
Towards Work On Commitment To Long-
Term Career Of Employees In Gauteng
Province, South Africa
Elizabeth Chinomona, Vaal University of Technology, South Africa

ABSTRACT

Businesses are getting better, bigger, more integrated and more complex in this era. The recognition of the influence
and importance of quality of work life can be beneficial to employees and employers in a business. If an employee’s
expectation are met, they have a clear and concise perception toward their work contributing to long-term career.
The principle of this study is to demonstrate the influence of quality of work life, expectations towards work and
perception of work on commitment to long-term career on the employees in the Gauteng province of South Africa. A
quantitative research design was utilized and a sample of 250 employees in managerial and non-managerial
employees was used. The study uses smart PLS to do data analysis. The outcomes of this study showed the acceptance
of all the hypotheses that there is a significant influence of quality of work life, expectations towards work and
perception of work life on commitment to long-term career.

Keywords: Workplace Spirituality; Quality of Work Life; Expectations Towards Work; Commitment to Long Term
Career; Affective Events Theory

INTRODUCTION

T he aspects of long term career of employees within an organization remains an important factor
regarding the success of any business in this twenty-first century. “Currently, some of the factors
shaping the world of work and its situated nature include global shifts in the economy, mandatory
retirement changes, the growing number of immigrant or older or migrant workers, the offshoring of work from one
country to another and the discourses about future work possibilities” (Baruch, 2006:125). Urbanowski (2012:17)
noted that in the manufacturing sector unemployment is high in the western world and there is the emergence and
acceptance of service work. Therefore, quality of work life, workplace spirituality and expectations towards work
needs to be taken seriously.

Coetzee, Bergh and Schreuder (2010:127) stipulates that organizations that offer employees personal growth and
development opportunities by way of career-development support practices will possibly gain more benefits by
ensuring that employees truly recognize how to proactively manage their own career. “Ironically, the fear of losing
valuable employees repeatedly comes to the fore as one of the key reasons why career-development support processes
are not made accessible to employees” (Baruch, 2006:128). However, a lack of organizational support generally has
long-term negative effects on an organization’s financial status, because a lack of organizational commitment is
associated with poor job performance, low morale and lower job satisfaction (Ferreira, Basson & Coetzee, 2010).

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The Journal of Applied Business Research – July/August 2017 Volume 33, Number 4

Membership of employees who come into the organization with varying needs and believes that such needs matters a
lot because they can only be attained the benefits through their membership of the organization. They see the
organization as a path through which their needs can be satisfied. However, “their membership of the organization
alone cannot help them achieve these needs except that they are shown the rope to growth to help them achieve their
career goals. In recognition of this fact, an important trend in business in the twenty-first century is a focus on
commitment to long term career” (Shellenbarger, 2000:30). To this end, spirituality in general, and in the workplace
in particular, has become an important topic in recent years (Nwibere & Emecheta, 2012).

Contributions of this study to commitment to long term career is that it develops a theoretical model that examines the
relationships of workplace spirituality, expectations towards work and quality of work life as fundamental predictors
to commitment to long term career within the different business environments. The rest of the paper is presented as
follows: A problem statement is constructed, the theoretical model is developed after which demonstrates the
relationships and hypotheses of the variables. This will be followed by the methodology, data analysis and conclusions
of the study. Limitations and recommendations will be presented at the end of the paper.

PROBLEM STATEMENT

Provided the importance of long term commitment to career by employees, more information into its factors affecting
long term career and its consequences are needed to help organizations improve their level of retaining employees.
Srikanth and Israel (2012) states that individuals who are rated low on career commitment will be unproductive in the
organization. Lapalme, Tremblay and Simard (2009) indicates that organizational restructuring places increased
pressure on employees and causes devoted workers to question their commitment to the organization.

Few studies have focused on a more detailed model identifying the influence of antecedents such as workplace
spirituality, expectations towards work and quality of work life on commitment to long term career. Researchers such
as (Lapalme et al. 2009) focused on supervisor support, organizational support and psychological distress as
antecedents to commitment to career. Other researchers such as Poon (2013), Ferreira, et al. (2010), Srikanth and
Israel (2012) have studied these variables in different context.

In light of the aforementioned gap, the purpose of this study is to examine the impact and consequences of commitment
to long term career by employees in different sections of business in South Africa. Inspecting the impact of workplace
spirituality, expectations towards work and quality of work life on the commitment to long term career will be useful
information to human resource practitioners in determining the success of their organizations. The input of this study
to literature is that it develops new hypotheses and theoretical model showing the relationship workplace spirituality,
expectations towards work and quality of work life on commitment to long term career by employees, which is
essential for both employees and organizations.

LITERATURE REVIEW

This paper reviewed literature on the Affective Events Theory (AET), quality of work life, expectations towards work,
perception of work life plus commitment to long term career.

Affective Events Theory (AET)

AET is model developed by “organizational psychologists to explain how emotions and events influence job
performance and job commitment” (Thompson & Phaua, 2012:276). AET explains the linkages between employees'
internal influences and their reactions to incidents that occur in their work environment that affect their
performance, organizational commitment and job satisfaction. The theory recommends that affective work behaviors
are explained by employee moods and emotions, while cognitive-based behaviors are the best predictors of job
satisfaction which makes sense (Wegge, Van Dick, Fisher, West & Dawson, 2006). “The theory proposes that positive-
inducing as well as negative-inducing emotional incidents at work that are distinguishable and have a significant
psychological impact upon workers' job satisfaction. This results in long lasting internal and external affective
reactions exhibited through job performance, job satisfaction and organizational commitment” (Wegg et al.,
2006:237).
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Crede, Chernyshenko, Stark, Dalal and Bashshur (2007) argued that some research suggests that job
satisfaction mediates the relationship between various antecedent variables such as dispositions, workplace events,
job characteristics, job opportunities and employee behavior exhibited while on the job. To that effect, when workers
experience uplifts or hassles, their intention to continue or quit depends upon the emotions, moods and thoughts
associated with the satisfaction they derive from their jobs (Weiss & Beal, 2005). Relationship between job satisfaction
and turnover is fully mediated by intention to quit. Workers who report low job satisfaction are likely to engage in
planned quitting (Mobley, 1977).

Regarding affective events theory to the recent study, the study accepts that due to the imbalance of employee retention
and retirements within an organization, workplace spirituality, expectations towards work and quality of work life
forms part of affective events and emotions encountered by employees which ultimately leads to commitment to long
term careers.

Workplace Spirituality

Duchon and Plowman, (2005) proposes that workplace spirituality or spirituality in the workplace is about the
recognition that meaningful work and sense of community are essential for the spiritual growth of employees.
Spirituality in the workplace is about individuals and organizations seeing work as a spiritual path, as an opportunity
to grow and to contribute to society in a meaningful way. “The spirituality view is that work is not just meant to be
interesting or challenging, but that it is about things such as searching for deeper meaning and purpose, living one's
dream, expressing one's inner life needs by seeking meaningful work, and contributing to others” (Ashmos & Duchon,
2000:135). “Economic activities reflect the will, experiences and emotions of people and thus reveal human nature
and moral content. With the formation of a knowledge-based economy and the acceleration of material satisfactions
due to technological advancements at the end of the 20th century, many people began to exhibit spiritual emptiness,
moral abnormalities, twisted social values, greed and all kinds of crimes because of the imbalance between their
material and spiritual lives” (Chen & Sheng, 2013:267).

Expectations Towards Work

Shaw (2013) states that employees today can expect more periods of spasmodic work disturbance and
disinterestedness as part of their employment trajectory due to the irregularity of and unhinged global economies.
Shaw (2013) has identified five predominant themes to expectations towards work in the new generation which are
work/life balance, good pay and benefits, opportunities for advancement, meaningful work experiences, nurturing
work environment. Zhang, Straub and Kusyk, (2007) shows that generation Y pupils have reportedly seen their parents
work long hours, only to fall victim to corporate downsizing, frequent layoffs and high divorce rates. As a result, they
have become wary of being put in the same position, and choose ‘‘making a life’’ over ‘‘making a living’’ (Zhang et
al. 2007).

Quality of Work Life

Torlak, Tiltay, Ozkara and Dogan (2014) describes quality of work as related to employees feeling good. Satisfaction
of an individual’s needs at their workplace comprises the quality of work life. An individual’s necessity set involves
respect, self-fulfillment, information, aesthetics, health and security requirements, economic and domestic needs.
Ganguly (2010) pinpointed that quality of work life has become an umbrella term for severity of activities which
differentiates individuals and working conditions. Quality of work life is seen as a basic tool which boosts working
conditions from an employee’s perspective and provides a great organizational productivity (Permarupan, Al-Mamun
& Saufi, 2013: 269). On the other hand, Lee, Dai, Park and Mccreary, (2013) argues that it refers to the employee’s
satisfaction with working life and it is seen as a subjective phenomenon which is influenced by employee’s perceptions
of working conditions.

Commitment to Long Term Career

Srikanth and Israel (2012:137) defines career commitment as” one's attitude towards one's profession or vocation.
Career Commitment is characterized by strong sense of identification, persuasion, development and active
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involvement in individual career goals. In other words, it is commitment to one's career goals”. Career commitment
or occupational commitment has also been conceptualized in three approaches by Meyer, Allen and Smith, (2007).
“The first approach deals with affective commitment to an individual's career based on strong desire to remain in the
same profession. The second is concerned with normative commitment with a sense of obligation to remain in the
chosen profession and the third with continuance commitment which is concerned with high costs associated with
leaving the occupation” Meyer et al. 2007:538).

CONCEPTUAL FRAMEWORK AND HYPOTHESIS DEVELOPMENT

Depiction based from the discussed literature review from commitment to long term career, a conceptual model is
developed in figure 1. The model is composed of four variables which are workplace spirituality, expectations towards
work, quality of work life and commitment to long term career. Workplace spirituality, expectations towards work
and quality of work life all influence employees to commitment to long term career in an organization. Workplace
spirituality, expectations towards work and quality of work life are the predictors and commitment to long term career
is the outcome variable. A detailed discussion of the relationships among these constructs is presented and the
hypotheses are developed thereafter.

Figure 1. Conceptual Model

Expectations
towards work

H1

Commitment to
Workplace H2 long term
Spirituality career

H3

Quality of
work life

Workplace Spirituality and Commitment to Long Term Career

Attitudes of employees in organizations with high levels of workplace spirituality are positive, supportive of the
organization, and demonstrate commitment to a much greater degree than in organizations without such values
(Badrinarayanan and Madhavaram, 2008). Dimension of workplace spirituality represents how employees` interact
with their day-to-day work at the individual level. A study by Riasudeen and Prabavathy (2011:29) present findings
that spirituality in workplace will lead to increased ingenuity, honesty, trust, personal fulfilment and commitment to
the job and organization, which ultimately lead to improved organizational performance. Therefore, this study
supports the notion that workplace spirituality leads to commitment to long term career. Based on this premise, the
following hypothesis is developed:

H1: There is a positive relationship between workplace spirituality and commitment to long term career.

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Expectations Towards Work and Commitment to Long Term Career

Employee commitment results from the actual state regarding the working conditions as perceived by an employee,
whereas a positive perception fosters the felt commitment. “However, it has to be seen that the assessment of the
actual state may be put into perspective by individual expectations that define the aspiration level of an individual”
(Stefan & Kleiner, 2007:252). Barnett (2012) argued that commitment may hence be influenced by surpassing the
aspiration level. Barnett (2012) noted that employees often are surprised and disappointed by the difference between
their expectations about and the realities of work. Therefore, the fulfillment of desired expectations by organizations
will results in long term commitment by employees such that:

H2: There is a positive relationship between expectations towards work and commitment to long term career.

Quality of Work Life and Commitment to Long Term Career

Torlak et al. (2014) acknowledged that great quality of work life results in an increase in employee’s job satisfaction
and their performances, and at the same time, causes a decrease in both alienation and labor turnover. Koonmee,
Singhapakdi, Virakul and Lee (2010) argued that quality of work life have a positive impact on job-related outputs
such as employees’ job satisfaction, employee commitment to organization and building team spirit. A study by Zare,
Haghgooyan and Asl (2014: 41) quoted that “quality of work life initiatives are equally beneficial for the employers
as it positively nurtures a more flexible, loyal, and motivated workforce, which is essential in determining the
company’s competitiveness and thus leads to commitment to career”. In light of this notion, it is proposed that:

H3: There is a positive relationship between quality of life and commitment to long term career.

MEASUREMENT INSTRUMENTS

“Research scales were designed on the basis of previous work. Proper modifications were made in order to fit the
current research context and purpose” (Chinomona & Dhurup, 2016:8). Expectations towards work was measured
using four-item scales adapted from Shaw (2013). Perception of work life’ used a three-item scale measure; all were
adapted from Luthans (2005). Quality of work life used a three-item scale measure; all were adapted from Rathamani
and Ramchandra (2013). Commitment to long term career was measured using a three-item scale taken from Sanchez-
Vidal, Cegarra-Leiva and Cegarra-Navarro (2012). All were measured on a five-point Likert-type scale that was
anchored by 1 (strongly disagree) to 5 (strongly agree) in order to express the degree of agreement (Chinomona &
Dhurup, 2016).

Sample Description

The study distributed questionnaires to different respective employees in the Gauteng province in South Africa. Out
of 310 questionnaires which were distributed, 285 were returned and out of these 285 questionnaires, only 250 were
usable. This yielded a valid response rate of about 81%. Descriptive statistics in Table 1 show the gender, marital
status, and age of employees. As indicated in Table 1 below, this study shows that males occupy greater percentage
in the Gauteng companies and constitute 72% of the total target population. Females also employed in the companies
but not more often as males though they constitute only 28% of the total population. The most active age group is that
between 31 and 60 years which constitute 42% of the total population, followed by those between 31 and 60 years
and last those above 60 years, constituting 36% and 22% respectively. Respondents who are married constitute 70%
of the total population and the remainder is single which constitute 30% of the total population.

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Table 1. Sample demographic characteristics

Frequency Percentage
Gender
Male 180 72%
Female 70 28%
Total 250 100%
Age
≦30 90 36%
31-60 105 42%
≧ 60 55 22%
Total 250 100%
Marital status
Married 175 70%
Single 75 30%
Total 250 100%

PATH MODELING RESULTS

Reliability and validity of the measurement instruments proves to be so the study proceeded to test the proposed
hypotheses. In total there are three hypotheses that are tested. In the path model, Expectation towards Work (EW),
Perception of Work Life (QL) and Quality of Work Life (QW) are the predictor variables. Commitment to Long-Term
Career (CC) are the sole outcome/dependent variable. Figure 2, below offers the proposed hypotheses and the
respective path coefficients. The same results of the path coefficients are tabulated in Table 2 depicting the Item to
Total correlations, Average variance extracted (AVE), Composite Reliability (CR) and Factor Loadings.

Path Model Results and Factor Loadings

Below is Figure 2, showing the path modelling results and as well as the item loadings for the research constructs. On
the measurement instruments for Expectations towards work 1 of them was deleted which is EW3 due to the fact that
the factor loadings were below 0.5 which is the recommended threshold. Also on Perception of work life, QL3 was
deleted and on Commitment to long term career, CC3 was deleted because the factor loadings were below the cut-off
point which is 0.5.

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Figure 2. Path Modeling and Factor Loading Results

EW=Expectation towards Work; QL= Perception of Work Life; QW=Quality of Work Life; CC=Commitment to Long-Term Career

Table 2, below present the research constructs, Cronbach alpha test, Composite reliability (CR), Average variance
extracted (AVE) and item loadings. The lowest item to total loading is CC 2 with 0.449 and the highest is CC 1 with
0.911. On Factor loadings the lowest is 0.450 and the highest is 0.984. It is important to note that 0.449 and 0.450 are
below the threshold which is 0.500 but is we round off to the nearest whole number they will all become fairly
acceptable which is exactly 0.500.

This shows that the measurement instruments are valid. The lowest Cronbach alpha is 0.602 and the highest is 0.789
which shows that the constructs are very reliable and are explaining more that 60% of the variance.

Table 2. Measurement Accuracy Assessment and Descriptive Statistics

Descriptive
Cronbach’s test Item
Research Variables statistics* C.R. AVE
Loadings
Mean SD Item-total α Value
Quality of work life (QW)
QW 1 3.09 1.300 0.813 0.789 0.788 0.697 0.877
QW 2 0.839 0.864
QW 3 0.689 0.706
QW 4 0.606 0.625
Expectations towards work (EW)
EW 1 2.10 1.173 0.856 0.700 0.700 0.652 0.894
EW 2 0.899 0.909
Perception of work life (QL)
QL 1 2.01 1.070 0.501 0.602 0.602 0.504 0.521
QL 2 0.802 0.891
Commitment to long-term career (CC)
CC 1 3.05 1.002 0.911 0.653 0.654 0.500 0.984
CC 2 0.449 0.450
EW=Expectation towards Work; QL= Perception of Work Life; QW=Quality of Work Life; CC=Commitment to Long-Term Career

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Table 3. Inter-Construct Correlation Matrix

Variables QW EW QL CC
QW 0.590
EW 0.599 0.599
QL 0.520 0.562 0.579
CC 0.460 0.533 0.458 0.575
EW=Expectation towards Work; QL= Perception of Work Life; QW=Quality of Work Life; CC=Commitment to Long-Term Career

Inter-Construct Correlation Matrix

Nunnally and Bernstein, (1994) proves that one of the methods used to check on the discriminant validity of the
research constructs was the evaluation of whether the correlations among latent constructs were less than 0.60. “A
correlation value of less than 0.60 is recommended in the empirical literature to confirm the existence of discriminant
validity” (Nunnally & Bernstein 1994:38). As can be seen all the correlations are below the standard level of 0.60
which indicate the existence of discriminant validity. The diagonal values in bold stands for the Shared Variances
(SV) for the respective research constructs. The Shared Variance is expected to be greater than the correlation
coefficients of the corresponding research constructs. Table 2, above shows that the results further validate the
existence of discriminant validity.

Table 4. Results of Structural Equation Model Analysis

Path coefficients Decision on
Hypotheses Statements Hypothesis T- Statistics
(β) Hypotheses
Quality of work life (QW) à Accept/
H1 0.300a 6.979
Commitment to long-term career (CC) Significant
Expectations towards work (EW) à Accept/
H2 0.254a 5.610
Commitment to long-term career (CC) Significant
Perception of work life (QL) à Accept/
H3 0.052a 3.143
Commitment to long-term career (CC) Significant
a
Significance Level p<.10; bSignificance Level p<.05; cSignificance Level p<.01.

Table 4, above present the four hypothesized relationships, path coefficients, the t-statistics and the decision criteria.
The value of the t-statistic will indicate whether the relationship is significant or not. T-statistics which is above 2 is
accepted and shows a significant relationship. Drawing from the results provided in Table 4, four of the hypothesized
relationships (H1, H2 & H3) are significant.

RESEARCH FINDINGS AND DISCUSSIONS

Hypothesis One (H1): Quality of work life (QW) à Commitment to long-term career (CC)

It can be observed in Figure 1 and Table 4 that H1 (Quality of work life (QW) à Commitment to long-term career
(CC)) is supported by the hypothesis result (0.300) and is significant at t-statistics 6.979. The strength of the
relationship is indicated by a path coefficient of 0.300. This implies that Quality of work life directly influence
commitment to long-term career in a positive significant way. The better the level of quality of work life the higher
the level of commitment to long-term career.

Hypothesis Two (H2): Expectations towards work (EW) à Commitment to long-term career (CC)

Figure 1 and Table 4 above, indicate that H2 (Expectations towards work (EW) à Commitment to long-term career
(CC)) is supported by the hypothesis finding (0.254) and is significant at t-statistics 5.610. Again, the strength of the
association is indicated by a path coefficient of 0.254. This implies that expectations towards work (EW) is positively
related to commitment to long-term career (CC) in a significant way. Thus higher levels of expectations towards work
will lead to higher levels of commitment to long-term career

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Hypothesis Three (H3): Perception of work life (QL) à Commitment to long-term career (CC)

It is depicted in Figure 1 and Table 4 that H3 (Perception of work life (QL) à Commitment to long-term career (CC))
is supported significantly. The t-statistics is 3.143. The strength of the relationship is indicated by the path coefficient
of 0.052. This finding suggests that perception of work life has a direct positive effect on commitment to long-term
career. So the more effective the perception of work life, the more the commitment to long-term career.

IMPLICATIONS OF THE STUDY

Overall, an investigation of the research findings, indicate that Quality of work life (QW) à Commitment to long-
term career (CC) has the strongest influence on each other (0.300) when compared to other research constructs.
Expectations towards work (0.254) and perception of work life (0.052) follows having impact on commitment to long-
term career. These findings have practical implications to investment managers in the financial sector. Drawing from
the results, the findings indicate that managers for companies in the Gauteng province ought to put more focus on
strategies that enhance quality of work life because it is likely to yield the desired higher commitment to long-term
career when compared to other research constructs.

LIMITATIONS AND FUTURE RESEARCH SUGGESTIONS

Limitations were observed during this research. First, the study was restricted to four factors only; namely expectation
towards work, perception of work life, quality of work life and commitment to long-term career. Future research
could also include factors such as workplace spirituality, ethical climate and organizational citizenship behaviors. In
addition, the results are based on a sample of 250 respondents which is not a bigger sample. This makes it difficult to
generalize the results to other contexts in South Africa. Other researchers could make use of large sample sizes in
order to get more representative views. This study focused on a purely quantitative research approach, other
researchers could also try to use a mixed method approach or qualitative research so that in depth views of employees
in the Gauteng province of South Africa can also be taken into consideration.

CONCLUSIONS AND MANAGERIAL INFERENCES

The study authenticates that factors such as expectation towards work, perception of work life and quality of work life
are instrumental stimulating the commitment to long-term career in South Africa. In addition, quality of work life has
a stronger impact on commitment to long-term career when compared to expectations towards work and perception
of work life.

Theoretical and managerial implications are both observed in this study. Theoretically, this study makes a noteworthy
progression in human resource theory by methodically examining the interplay between expectation towards work,
perception of work life, quality of work life and commitment to long-term career. In this manner, the study is an
important contributor to the existing literature on this subject.

On the practical front, as expectation towards work, perception of work life and quality of work life were exerted as
having positive influence on commitment to long-term career, improvements in each of these three factors could
stimulate higher commitment to long-term career in companies in the Gauteng province of South Africa. Quality of
work life can be improved by, among other things giving employees empowerment and responsibility in the duties of
the work that they do. In addition, perception of work life could be improved by implementing equity rules, regulations
and remuneration. To increase expectation towards work managers should implement policies that are favourable to
everyone not just to few individuals. To increase commitment to long term career workers should be treated as
individuals not machines without blood. They should be given things like vacation holidays and special leave days.

AUTHOR BIOGRAPHY

Dr. Elizabeth Chinomona is a married woman with three children. Her first degree is from the University of
Zimbabwe and her Masters is from National Cheng Kung University in Taiwan. Currently, Dr. Chinomona is working
as a lecturer at Vaal University of Technology in the Logistics Department, South Africa. She graduated with her Ph.D
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The Journal of Applied Business Research – July/August 2017 Volume 33, Number 4

this year from the same university. Research her passion as she has always learned a lot from it and also disseminate
knowledge to others. Her research areas include entrepreneurship, marketing, supply chain, organizational behaviour
and human resources management. She has published more than 30 articles in accredited Journals and more than 10
in non-accredited Journals.

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NOTES

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