INTRODUCTION:

Occupational Stress has become an integral part of everyday life and it is declared as ‘worldwide epidemic’ by the World Health Organization. Stress is defined as an event or situation that is perceived as threatening, demanding or challenging (Hardie, Kashima and Pridmore 2005). Lazarus and Folkman (1984) define stress as any relationship between a person and his environment which is appraised as taxing and endangers his or her wellbeing. Stress has the tendency to lessen the production of an organization. It is imperative for the organization to mitigate any source of stress created in a workplace. The greatest problem in the present era is the problem of human relationship. The relations between individuals are warped by suspicion and distrust. Individuals are haunted by their restlessness, greed, anger, hatred and jealousy.

Occupational stress is a result of high intensity threat or challenge caused by any stressor including poor communication between employee and management, continuous and sudden change, unsympathetic organizational culture, bullying and harassment, biased promotions, no job security, family-work conflict, relentless demands and toxic work environment.

On the other hand, spirituality is an attempt used in organizational cultural to cultivate a positive surrounding. Spirituality when recognized and integrated in leadership practice could contribute to overall well-being of the employees of the organizations.

Stress is divided into two categories: eustress and distress. According to Seyle (1980), EU comes from a Greek word that means “good”. So “Eustress” is known as a good or positive stress. Stress is a reaction of challenge given by associated stressor. One can take this challenge positively. Some examples of Eustress are winning a competition, job promotion and purchasing a new home. These Eustress can stimulate and cause an increase in work productivity. Distress is, however, a stress which is harmful and associated with negative effects caused by stressors. When people think or talk about stress, they mostly discuss the incidents which are highly unpleasant, catastrophic or events that create frustration.

In a fast-paced world, employees often face anxiety, fear, and depression. Working in an environment that supports the employees’ right to openly express their beliefs helps them to have better working relationships with colleagues, feel safer, and be more engaged in their work. Therefore, more and more organizations are inculcating spirituality in their environment. A congenial work environment builds healthy relationship among the employees and increases the productivity as well as the profitability of the organization.

Several researches concluded that workplace spirituality has a significant impact on work attitudes like organizational performance, job involvement, job commitment, and job satisfaction as a whole. Some of the models given by various authors over time were also studied. These models established relationship between the three aspects of workplace spirituality (inner self, meaningful work, and sense of community) and different work attitudes.

There is increasing evidence that a major transformation is occurring in many organizations. There is a resurgence of interest in spirituality. Ashmos and Duchon, (2000) defined spirituality at work as the recognition that employees have an inner life that nourishes and is nourished by meaningful work that takes place in the context of community. According to Cash and Gray (2000), the catalyst for the widespread interest in workplace spirituality is an unstable work environment characterized by downsizing, reengineering and new technologies. Demoralized employees are seeking spiritual solutions to consequent tensions and stress (Mitroff and Denton, 1990). Faced with problems of fear, social alienation and constant turbulent changes, employees are embarking on an individual search for deeper meaning in life. For others, workplace spirituality represents an attempt to experience spirituality not only in their personal lives but also at work where they spend a large amount of time (Krishna Kumar and Neck, 2002). Occupational stress affects each and every individual but all the individuals cannot cope with stress effectively. The sources of job stress include the physical characteristics of work such as heat, noise and cold. Other stressors include time pressures, job changes, such as layoffs, demotions or promotions, excessive responsibility, ambiguity of role demands and even chronic boredom (Hudson and Sullivan, 1990).

Workplace spirituality involves the effort to find one’s ultimate purpose in life, to develop a strong connection with co-workers and other people associated with work, and to have consistency (or alignment) between one’s core beliefs and the values of their organization. (Mitroff and Denton, 1999). Cavanagh (1999) defined the concept as “the desire to find ultimate purpose in life, and to live accordingly.”

An experience of interconnectedness, shared by all those involved in a work process, initially triggered by the awareness that each is individually driven by an inner power, which raises and maintains his or her sense of honesty, creativeness, proactivity, kindness, dependability, confidence, and courage; consequently leading to the collective creation of an aesthetically motivational environment characterized by a sense of purpose, high ethical standards, acceptance, peace, trust, respect, understanding, appreciation, care, involvement, helpfulness, encouragement, achievement, and perspective, thus establishing an atmosphere of enhanced team performance and overall harmony, and ultimately guiding the organization to become a leader in its industry and community, through its exudation of fairness, cooperativeness, vision, responsibility, charity, creativity, high productivity, and accomplishment (Marques et al., 2005)

Mitroff and Denton (1999) describe individual spirituality as finding the sacredness in the ordinariness of everyday life, feeling interconnected with everything, having inner peace and calm, having an infinite source of faith and willpower (Mitroff and Denton 1999).

Pawar (2008) defined workplace spirituality as “employee experiences of self-transcendence, meaning, and community in the workplace and it also acknowledges that these experiences could come from various mechanisms including organizational ones.

The main concept of spirituality is to connect with something larger than oneself, whether it is one’s personal God, higher power, or simply nature itself. Spirituality encompasses strength that allows people to become resilient through adversity, while developing self-worth and self-esteem. There is a correlation among positive health, wellness, and spirituality (Idler, 2008).

Religion incorporates a defined set of beliefs and rituals that assume the existence of one or more supernatural deities. On the other hand, spirituality avoids a formal belief system and the ritualistic undertones of religion (Krishnakumar and Neck, 2002). Although there is no universally accepted definition of spirituality, in Mitroff and Denton’s (1999) seminal study of workplace spirituality, over 50 senior human resource executives offered a definition of spirituality. The composite definition reflected key elements of spirituality as informal, inclusive, source of meaning and purpose, interconnectedness, inner peace, source of will power.

There are very few studies that examine the role of workplace spirituality in the context of work stress.

OBJECTIVE OF THE STUDY:

The main objective of the current study is to

· Understand the concept of spiritual intelligence

· Identify the need of Spirituality in workplace

· Examine the impact of spiritual intelligence on occupational stress based on a case study

LITERATURE REVIEW:

According to Murphy (1995), there are five categories of workplace stress: 1) factors unique to the job, 2) role in the organization, 3) career development, 4) interpersonal work relationships and 5) organizational structure and climate. According to Costa (1996) 20% night shift employees leave their positions because of gastrointestinal dysfunction, heart disease, hypertension and chronic fatigue. Health complication and decreased work performance can also be a result of work load and fatigue. According to Colligan et al. (2006), Career development is another workplace stressor. This category comprises issues like career development opportunities, job security and under/over promotion.

Evidence suggests that work-related stress and demands on academics has significantly increased in recent years worldwide, and many believe that it will continue to intensify in the future (Houston, Meyer and Paewai 2006). Increasing accountability of academics, mounting pressure to publish research, rising workloads, frequent restructuring, use of short-term contracts and additional external scrutiny are also believed to contribute to rising job stress (Jacobs and Winslow 2004).

Employees want to find a deeper purpose to their work that is beyond the traditional economic reward (Ashmos and Duchon, 2000; Mitroff and Denton, 1999). This perspective assumes that workplaces value materialism and is unconcerned with the needs and well-being of individual employees.

Organizations that partner or enable employees to engage in spirituality in the workplace foster the inner life, meaningful work and a sense of community. Spiritually-based organizations promote personal spiritual development and well-being (Ashmos and Duchon, 2000; Mitroff and Denton, 1999). These organizations are often guided by mission statements and leaders that value social responsibility.

Bell, Rajendran and Theiler (2012) also conducted a quantitative study of workplace spirituality and work stress. However, this study was comprised of a sample of 139 higher education staff, mostly faculty and a few department heads.

Chand and Koul (2012) found that spirituality helped workers cope with work-related stress. Spirituality has been shown to reduce stress (Kumar and Pragadeeswaran, 2011), and decrease depression (Miller et al., 2012). Ellison (1991) investigated the role of religious spirituality for buffering the harmful effects of traumatic stress on personal well-being. Similarly, spiritual people strive to find meaning in difficult situations in order to encourage personal growth (Zinnbaur et al., 1999). Elam (2000) studied the relationship between individual spirituality, life stress and emotional well-being among undergraduate psychology students.

These researchers applied Gall et al.’s (2005) spiritual framework for coping to the work setting in order to determine if workplace spirituality moderated the impact of work stress. It is important to note that the spiritual framework for coping is an extension of the revised Transactional Model of Stress and Coping (Folkman, 2008).

Gall et al.’s (2005) spiritual framework of coping informs the theoretical framework of the study. Gall et al. (2005) expanded the Transactional Model of Stress and Coping theory to conceptualize spirituality as a form of coping with job stress. Spirituality, one of the ways people construct knowledge and meaning, is subjective and dynamic and fits well with this model (Gall et al., 2005). The components of Gall et al.’s spiritual framework of coping include spiritual appraisal, person factors, spiritual problem-solving and coping styles, spiritual coping behavior, spiritual connections and meaning making. This framework also acknowledges that an individual’s religious denomination and personal spirituality are amongst person factors influencing the coping process and that personal spirituality cannot be separated from the process. Deep spiritual connections with nature are highly regarded in this framework mainly because spirituality has often been viewed as a connectedness with nature and living things.

Arnetz et al., (2013) suggested that spiritual practices are efficient coping mechanism for employees who are over loaded and these practices ultimately protect employees from exhausting.

According to Flood (1996), Bhagavad Gita considers ‘Yoga’ as a complementary practice for self-control and mental discipline. Control of consciousness can be gained through ‘Yoga’ which helps in overcoming dualism, inherent in the mind, body and intellect. According to Vivekananda (2007), ‘Yoga’ means union of our individual consciousness with the divine consciousness in a super-conscious state called ‘Samadhi’. It is an old discipline designed gaining mental, physical and spiritual health of individual and ‘Yoga’ related terms like samadhi and pranayama can be seen repeatedly in Bhagavad Gita.

RESEARCH METHODOLOGY:

The paper is based on secondary data collected from different journals, books and websites. A review of case study focuses on how workplace spirituality moderates the effect of stress on health.

THE CONCEPT OF SPIRITUAL INTELLIGENCE:

Levin (2000) concluded “Spiritual intelligence is exhibited when we live in a way that integrates spirituality into our daily life.” Spirituality expresses itself in qualities like humility, selflessness, moral courage or in small but scintillating acts of high-mindedness, according to Swami Lokeshwarananda. He also observed “Spirituality is what a man is, how he behaves with others, what sort of life he lives, what is his attitude towards life and so on. A very significant fact about a spiritual man is that he cannot help being what he is. If he is good, honest, and simple, it is not for the sake of any recognition he is expecting from anybody but because it is his nature. Similarly, he cannot change his nature because of threat or temptation. Under no circumstances will he be different from what he is”. Nasel (2004) defined spiritual intelligence as the “ability to draw on one’s spiritual abilities and resources to better identify, find meaning in, and resolve existential, spiritual, and practical issues. Such resources and abilities, be it prayer, intuition, or transcendence, ought to be relevant to facilitating an individual’s capacity for finding meaning in experiences, for facilitating problem solving, and for enhancing an individual’s capacity for adaptive decision making.”

Zohar and Marshall (2000) in their famous book, "Spiritual Quotient: Connecting with our Spiritual Intelligence", describe the spiritual intelligence as the highest intelligence and defined it as the intelligence to achieve meaning or value, the core intelligence that put one's life in a broader and richer meaning, the intelligence to judge a person's actions or way of life more vigorously compared with others. According to them, several indicators of high spiritual intelligence are the ability to be flexible, capacity to face and transcend pain, reluctance to cause unnecessary harm, dedicated and responsible leaders.

Wigglesworth (2006) defined spiritual intelligence as “the ability to act with wisdom and compassion, while maintaining inner and outer peace, regardless of the circumstances.” She arranged four quadrants of spiritual intelligence as higher self / ego self-awareness, universal awareness, higher self / ego self-mastery, and spiritual presence / social mastery. Hindu philosophy advises equanimity under all circumstances. It says, man should try to remain calm in face of both pleasure and pain, success and failure, he should remain unperturbed in different circumstances. According to Amram (2007), “SI is defined as the as ability to apply and embody spiritual resources and qualities to enhance daily functioning and wellbeing.” and gave 7 major themes of SI. They are: a) Consciousness: Developed refined awareness and self-knowledge; b) Grace: Living in alignment with the sacred manifesting love for and trust in life; c) Meaning: Experiencing significance in daily activities through a sense of purpose and a call for service, including in the face of pain and suffering; d) Transcendence: Going beyond the separate egoic self into an interconnected wholeness; e) Truth: Living in open acceptance, curiosity, and love for all creation (all that is); f) Peaceful surrender to Self (True, God, Absolute, true nature); and g) Inner-Directedness; inner-freedom aligned in responsible wise action.

THE NEED OF SPIRITUALITY IN WORKPLACE:

The whole purpose of spirituality is to kill “self” means the ego. It is the ego that makes a man selfish. Selfishness is the root of all problem in the world. Occupational stress also originates due to inherent selfishness of individuals. Selflessness is giving precedence to the interests of others over one’s own. This is achievable only through inculcating spirituality among individuals. Thus by, developing spiritual intelligence, individuals can mitigate occupational stress. Principles of piety, brotherhood, compassion, love and goodwill should be inculcated in the workplace. Spirituality makes individuals self- restraint. The right thought, the right speech, the right action will reduce work stress and restore peace among the employees. A truly spiritual man treats all the individuals, his colleagues and friends as his family, vasudhaiva kutumbakam. Dalai Lama has truly emphasised that material prosperity will lose its meaning if it is not accompanied by spiritual upliftment.

A CASE STUDY:

Kumar.V and Kumar, S. (2014) studied how workplace spirituality moderates the effect of stress on health.

The first objective of the present case study was to study the impact of occupational stress on employee health, and it was hypothesized that stress and health would be negatively related. The second hypothesis was to study the impact of workplace spirituality on health, and it was hypothesized that stress would negatively affect health. The third objective was to examine the moderating effect of workplace spirituality on the relationship between occupational stress and employee health, and it was hypothesized that workplace spirituality would moderate the relationship between stress and health.

A sample of 150 middle line managers was chosen from several private and public banks located in Lucknow and New Delhi. Out of 170 questionnaires distributed to the selected respondents, 150 completed questionnaires were returned and were further analysed.

To measure stress, the Occupational Stress Index (OSI) developed by Srivastava and Singh (1986) was used. This scale consists of 46 items rated on a five-point Likert-type scale (1 strongly disagree/ never to 5 strongly agree/always). These 46 items were distributed under 12 dimensions: role overload, role ambiguity, role conflict, unreasonable group and political pressure, responsibility, under participation, powerlessness, poor peer relations, intrinsic impoverishment, low status, strenuous working conditions, and unprofitability. Cronbach’s alpha for the scale is 0.935 and 0.900, respectively. Scores on level of occupational stress are categorized under high (16), moderate (16) and low (16) following the principle of normal distribution. The General Health Questionnaire-28 (GHQ-28) consisting of 28 items developed by Goldberg (1978) was used to measure the health status of an individual. The GHQ-28 is divided into four subscales. These are somatic symptoms (items 1 – 7), anxiety/ insomnia (items 8 – 14), social dysfunction (items 15 – 21), and severe depression (items 22 – 28). Cronbach’s alpha for the scale is 0.85. A participant’s high score on this questionnaire shows good health. The Spirituality at Work (SAW) scale, developed by Kinjerski and Skrypnek (2006) was used to measure the spiritual orientation of an employee at work. This scale is based on a 6-point Likert scale, ranging from point 1,‘ completely untrue ’to point 6, ‘completely true ’. The SAW scale measures workplace spirituality under four dimensions: engaging work, sense of community, spiritual connection, and mystical experience. Cronbach’s alpha for the scale is 0.930.

Results of the study: The data were analysed, and the mean and standard deviation obtained for the data support the normal distribution of the scores. The results for the different hypotheses are given as follows. Hypothesis 1 (H1): Stress and health would be negatively related H1 is supported since the stress and health measure are correlated positively (r 0.746, p 0.01). It indicates that as stress increases, the symptoms on the health measure increase. Therefore, as stress increases, health deteriorates. Hypothesis 2 (H2): Stress would negatively affect health, the R 2 value is 0.779. The results support H2, that stress has a negative impact on health. The results support H3, that workplace spirituality has a positive impact on health. Thus, with an increase in spirituality, symptoms of poor health decrease. The results show that H4 is supported, i.e. workplace spirituality moderates the effects of stress on health. Therefore, if workplace spirituality is high then the negative relationship between stress and health will be reduced. Therefore, spirituality buffers the negative impact of stress on health by changing the direction of the relationship between predictor and criterion. Employees with high spirituality show lower poor health symptoms in stressful situations. Individuals with high spirituality have better health even in varying stressful situations than lower spiritual counterparts.

This study was conducted with the aim of exploring the effects of spirituality on stress and health among managerial level employees in public and private sector banks. Stress is an important factor in mental health because it can increase negative symptoms and lead to severe health conditions. When people are under stress it affects them physically, emotionally, psychologically and spiritually, which in turn affects their thinking, mood and behaviour ultimately leading to illness. The results of the study support the proposed hypothesis that workplace spirituality buffers or moderates the effect of stress on health. The findings of the current study indicate that stress has a negative relationship with health. When employees have a high level of stress, they exhibit more symptoms of poor health, and vice versa. Workplace spirituality does help decrease the perception of workplace stressors, and thus contributes to a sense of well-being.

CONCLUSION:

The case study explored the role of workplace spirituality in moderating the relationship between occupational stress and the health of managerial personnel in India. The study also identified other organizational factors that influence individual workplace spirituality including strong organizational foundation, organizational integrity, sense of community among members and opportunities for personal fulfilment. This infusion of spirituality at work is seen as a pathway for addressing employee needs and well-being. Thus it can be concluded from the study that workplace spirituality moderates the effect of stress on health.

SUGGESTIONS:

Spirituality at the individual level helps employees to understand existential issues, which are vital for living a peaceful life. The following practices at individual level can help to develop spiritual intelligence among employees:

· Meditation: A serene meditation session can quiet one’s mind, cultivate mindfulness and tap one’s inner tranquillity. It helps to reduce negative emotions, visualize goals, reduce stress and focusses on being in the present moment.

· Yoga: A rejuvenating yoga session led by experienced instructors helps to discover the harmony between mind, body and soul.

· Pranayama: The art of controlling breath has profound effects and helps to enhance vitality and inner peace.

· Appreciation: Individuals should have the magnanimity to recognise the efforts and achievements of the co-workers and appreciate their contributions, which would help them to build a positive work environment.

· Social support: Spirituality is connecting with people by ‘giving’. This can be helping them with a task, project. providing resources or valuable information.

Thus spirituality helps individuals to stay focussed and concentrate on tasks, boosts performance and productivity of the organisation. Mind and body are closely connected. A strong mental health improves the immune system, reduces stress and leads to better quality of life.

REFERENCES:

1. Amram Y. The seven dimensions of spiritual intelligence: An Ecumenical, Grounded Theory Paper accepted to the 115th ANNUAL Conference of the APA, San Francisco. 2007. http://www.yosiamram.net/papers/.

2. Arnetz, B B, Ventimiglia, M, Beech, P, Marinis, V.D, Lökk, J and Arnetz, J.E. Spiritual Values and Practices in the Workplace and Employee Stress and Mental Well-Being. Journal of Management, Spirituality and Religion. 2013; 10(3): 271-81.

3. Ashmos, D and Duchon, D. Spirituality at work: A conceptualization and measure. Journal of Management Inquiry. 2000; 9(2): 134-145.

4. Bell, A, Rajendran, D and Theiler, S. Spirituality at Work: An Employee Stress Intervention for Academics? International Journal of Business and Social Science. 2012; 3(11): 68-82.

5. Cavanagh, G. F. Spirituality for managers: Context and critique. Journal of Organizational Change Management. 1999; 12(3): 186–199.

6. Chand, P., Koul, H. (2012) Workplace spirituality, organizational emotional ownership and job satisfaction as moderators in coping with job stress. Paper presented at the International Conference on Humanities, Economics and Geography, Bankok.

7. Colligan, T. W. and Eileen M H. Workplace Stress: Etiology and Consequences. Journal of Workplace Behavioral Health. 2006; 21(2): 89-97.

8. Costa, G. The Impact of Shift and Night Work on Health. Applied Ergonomics. 1996; 27(1): 9-16.

9. Elam, D. A. (2000). An exploration of the relationship between spirituality and emotional well-being. Doctoral dissertation, Southern Illinois University at Carbondale.

10. Ellison, C.G. Religious involvement and subjective well-being. Journal of Health and Social Behaviour. 1991; 32: 80 – 99.

11. Flood, G D. (1996) An Introduction to Hinduism. Cambridge University Press.

12. Gall, TL, Charbonneau, C, Clarke, NH, Grant, K, Joseph, A and Shouldice, L Understanding the nature and role of spirituality in relation to coping and health: A conceptual framework. Canadian Psychology/Psychologie Canadienne. 2005; 46(2); 88-104.

13. Hardie, E, Kashima, ES and Pridmore, P. The influence of relational, individual and collective self-Aspects on stress, uplifts and health', Self and Identity. 2005; 4(1): 1-24.

14. Houston, D, Meyer, LH and Paewai, S. Academic staff workloads and job satisfaction: Expectations and values in academe, Journal of Higher Education Policy and Management. 2006; 28(1): 17-30.

15. Jacobs, JA and Winslow, SE. Overworked faculty: Job stresses and family demands. The ANNALS of the American Academy of Political and Social Science. 2004; 596(1); 104-129.

16. Hudson, R. and Sullivan, T.A. (1990). The Social Organization of Work, Belmont, CA: Wadsworth.

17. Krishna Kumar, S and Neck, C. The “what”, ”why” and “how” of spirituality in the work place. Journal of Managerial Psychology. 2002; 17.

18. Kumar.V and Kumar, S. Workplace spirituality as a moderator in relation between stress and health: An exploratory empirical assessment. International Review of Psychiatry. 2014; 26(3): 344–351.

19. Kumar, T., and Pragadeeswaran, S. Effects of occupational stress on spiritual quotient among executives. International Journal of Trade, Economics and Finance. 2011; 2: 288–292.

20. Lazarus, RS and Folkman, S (1984). Stress, appraisal, and coping, Springer Publishing Company Inc., New York.

21. Levin M.(2000) Spiritual intelligence: Awakening the power of your spirituality and intution” London: Hodder and Stoughton, 2000.

22. Lokeswarananda, S. (2018). Practical Spirituality, Ramkrishna Mission Institute of Culture, Kolkata.

23. Marques, J, Dhiman, S and King, R. Spirituality in the workplace: Developing an integral model and a comprehensive definition. Journal of American Academy of Business, Cambridge. 2005; 7(1): 81-91.

24. Miller, L., Wickramaratne, P., Gameroff, M.J., Sage, M., Tenke, C.E., and Weissman, M.M. Religiosity and major depression in adults at high risk: A ten-year prospective study. American Journal of Psychiatry. 2012; 169: 89 – 94.

25. Mitroff, I. and E. Denton. A study of spirituality in the workplace. Sloan Management Review. 1999; 40.

26. Murphy, L R. (1995). "Occupational Stress Management: Current Status and Future Directions."

27. Nasel DD. (2004). Spiritual orientation in relation to spiritual intelligence: A new consideration of Christianity and new age/ individualistic spirituality Doctoral Dissertation, University of South Australia, Australia.

28. Pawar, B. S. Two approaches to workplace spirituality facilitation: A comparison and implications. Leadership and Organization Development Journal. 2008; 29(6): 544-567.

29. Pawar, B. S. Workplace spirituality facilitation: A comprehensive model. Journal of Business Ethics. 2009; 90(3): 375– 386.

30. Rani, A.A., Ghani, A.A. and Ahmad, S. The Impact of Spiritual Intelligence in Reducing Job Stress: Case studies in Malaysia University of East Coast of Malaysia. The Macrotheme Review. 2013; 2(4): 183-192.

31. Rayner, C, and Helge H. A summary review of literature relating to workplace bullying. Journal of Community and Applied Social Psychology. 1997; 7(3): 181-191.

32. Sengupta, P. Health Impacts of Yoga and Pranayama: A State-of-the-Art Review. International Journal of Preventive Medicine. 2012; 3(7); 444.

33. Seyle, H. The Stress Concept Today. Handbook on Stress and Anxiety. 1980: 127-43.

34. Sinha, M. Managing Constructive and Destructive Emotions: Indian Psycho-Spiritual Perspective. Stress and Work: Perspectives on Understanding and Managing Stress. 2013; 278.

35. Srivastava, P.S. Spiritual intelligence: An overview, International Journal of Multidisciplinary Research and Development. 2016; 3(3); 224-227.

36. Wigglesworth C. Why spiritual intelligence is essential to mature leadership. Integral Leadership Review. 2006; 6:3.

37. Zinnbauer, B.J., Pargament, K.I., and Scott, A.B. The emerging meanings of religiousness and spirituality: Problems and prospects. Journal of Personality. 1999; 67: 889-919.

38. Zohar, D. and Marshall, I. (2000). SQ: Connecting With Our Spiritual Intelligence. New York: Bloomsbury Publishing.

Received on 29.05.2024 Modified on 27.06.2024

Asian Journal of Management. 2024;15(3):277-282.

DOI: 10.52711/2321-5763.2024.00044