Workplace Spirituality In Education

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Educational system is always seen as a paradigm for attaining economic soundness and organizational effectiveness. That’s why; many developing nations put a great emphasis on its educational process as a step towards their prospective development (Alzaroo & Hunt, 2003). Egypt is one of the developing countries that have tried to use education as a mechanism for accelerating its potential to reach the level of developed country (Mahrous & kortam, 2012).However, Egypt is currently facing a serious problem that affects the whole educational process; the majority of its teachers are leaving governmental schools in search for better work opportunities in the private sector and gulf countries.
Many teachers claim that besides their low salaries, …show more content…

On one hand, spirituality may be defined as a consistent trial to find an ultimate being (Heschel, 1955). Roof (2015) defines it as “the personal relationship or experience with god or the divine that informs an individual’s existence and shapes their meaning, purpose, and mission in daily life. It does not need to encompass religion nor does it by nature exclude religion”. On the other hand, Ashmos and Duchon (2000) define workplace spirituality 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”. It could be also defined as” a framework of organizational values evidenced in the culture that promote employees’ experience of transcendence through the work process, facilitating their sense of being connected to others in a way that provides feelings of completeness and joy “(Jurkiewicz & Giacalone, …show more content…

According to the study of (Meyer & Allen, 1991) organizational commitment encompasses three approaches: affective, normative and continuance. Allen and Meyer(2000) mention that affective refers to the emotional attachment to the organization, while normative commitment describes the psychological contract of values and obligations towards an organization ,whereas continuance commitment points out the costs associated with leaving the organization.
Sreejesh and Tavleen (2011) state that “affective commitment develops when the employees become involved in and/or derive their identity from an association with the organization. Normative commitment develops when employees internalize the organizational norms through socialization; receive benefits that induce them to feel the need to reciprocate and/or to accept the terms of a psychological contract. Continuance commitment develops when the employee perceive that there are no alternatives other than to remain in the current

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