Abstract
This study aims to examine the role of workplace spirituality in enhancing affective commitment with emotional intelligence as a moderating variable. The respondents in this research are the millennial generation who work in various industrial sectors in west Java. This study applies a quantitative method and the survey method is used for collecting data.. The number of respondents obtained as many as 203 respondents who have worked for at least 1 year and were born in the range of 1980-2000. Methods of data analysis using simple linear regression and moderated regression analysis (MRA). The results reveal that workplace spirituality had a significant positive effect on affective commitment and emotional intelligence did not moderate the relationship between them.
Highlights
This study investigates whether workplace spirituality can affect organizational commitment or not with emotional intelligence as a moderator
The average workplace spirituality value of the millennial generation who work in the banking sector in the West Java region can be categorized as high, based on Table 4.7 regarding the criteria for the variable mean result interval
The respondents with the most length of work are 1 to 2 years with a percentage of 46.15 or as many as 90 people. This explains that the millennial generation who work in the banking sector in the West Java region do not yet fully have emotional intelligence, and do not have long enough work experience
Summary
This study investigates whether workplace spirituality can affect organizational commitment or not with emotional intelligence as a moderator. According to Jabeen et al (2014) Workplace spirituality affects organizational commitment when employees find meaning and meaning in their work, synchronize with organizational goals, have a feeling to contribute to society, feel a strong sense of purpose, trust, and respect in organizational settings They develop affective commitment by showing their behavior in acceptance of organizational goals and values, making deliberate efforts to help the organization achieve its goals, and willingness to remain as an integral part of the organization (Jabeen et al, 2014). High levels of emotional intelligence in employees can help them feel emotionally and spiritually connected to their work and organization, which in turn can create a higher team and organizational performance (Jardon et al, 2013). From the references that have been described, the formulation of the hypothesis is: H2 : Emotional intelligence moderates the positive influence of workplace spirituality on affective commitment
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